A PROJECT REPORT ON “A STUDY ON EMPLOYEE OPINION SURVEY” FOR MAKSTEEL WIRE HEALDS PVT. LTD. Submitted to C K SHAH VIJAPURWALA INSTITUTE OF MANAGEMENT IN PARTIAL FULFILLMENT OF THE REQUIREMENT OF THE AWARD FOR THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION Under Gujarat Technological University UNDER THE GUIDANCE OF Faculty Guide: Ms. Ranjita Banerjee (Assistant Professor)
Company Guide: Mr. Sailesh Darji (HR Manager)
Submitted by PRIYANKA PATEL 147050592034 VRUKSHA SHAH 147050592061 M.B.A – SEMESTER III C K Shah Vijapurwala Institute of Management M.B.A PROGRAMME Affiliated to Gujarat Technological University Ahmedabad November, 2015 ~1~
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PREFACE As a student of professional course, it is quite necessary for us to have knowledge about the practical aspect. The practical training in the second year of MBA level is to develop the student‘s ability & knowledge about business management & develop ideas in the context. The theoretical knowledge & conceptual ideas are the background for the career development but the practical training has also equal contribution for occur. The sentence ―Experience is the best Teacher‖ is very true in every field & so practical training after third semester of MBA is arranged to develop the skills & attitude. It is rightly said that the practice makes man perfect. In order to achieve excellence & success, theoretical knowledge must be supplemented with practical knowledge & practical work i.e. Training. Among the numerous of management students, this practical training of six weeks plays an important role in development of management students. It is indeed a golden opportunity for us to present a report on the task assigned to us during the comprehensive project at Maksteel Wire Healds Pvt. Ltd.
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ACKNOWLEDGEMENT The project has been possible only because of the constant encouragement, goodwill, support, & guidance of my peers and mentors and the co-operation by them had been the driving force at each stage during the project.
We express our gratitude to our company guide Mr. Sailesh Darji, for giving us this opportunity to work in such an esteemed institution. Also thanks him for helping us to get along with people in the company & making our project & internship memorable.
We are sincerely thankful to the Director of our college, Dr. Rajesh Khajuria, for giving this great opportunity to actually work on a project, which helped us to enhance our knowledge for the subject.
We convey our special thanks to our faculty guide Ms. Ranjita Banerjee, for dedicating her valuable time in guiding us through the official procedures & for helping us to solve our queries.
We also thank our Placement Officer Mr. Ankit Shah, for keeping us on our toes throughout the programme & also for guiding us through the hectic procedures of the university.
We are grateful to all our faculty member & other members who are involved in the process of comprehensive project.
At last but not least, we would like to express our gratitude to the Management and all the employees of Maksteel Wire Healds Pvt. Ltd. who have helped us, both directly as well as indirectly.
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DECLARATION
We, Vruksha Shah & Priyanka Patel, hereby declare that the report for ―Comprehensive Project‖ Entitled “STUDY ON EMPLOYEE OPINION SURVEY” Is a result of our own work & our indebtedness to other work publications, references, if any, have been duly acknowledged.
Place : Vadodara
Signature :
Date :
Vruksha Shah (147050592061)
Priyanka Patel(147050592034)
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EXECUTIVE SUMMARY Employee opinion survey provides a channel for employees to communicate their view on a wide range of issues in total confidence. Employee opinion survey was conducted to find out the satisfaction level of the employees at MAKSTEEL WIRE HEALDS PVT. LTD.
The other objective was to find out the areas of low satisfaction where corrective measures can be taken.
The Employee opinion Survey helps companies to determine how their employees think and to identify employees' needs and concerns so that improvements can be made and stronger teams can be formed. Business performance is expected to increase as more satisfied employees will increase a company's competitiveness, and they are better able to recognize opportunities and threats, and better leverage limited resources to maximize the company's profits. Other intangible benefits include the reinforcement of company goals and values, better internal and external communication, a positive working and social environment, an improved company image and increased employee loyalty. For this purpose 100 respondents were selected and survey is to be conducted in 2016 - IV Sem, with the help of questionnaire the result will be analyzed for all the employees.
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CONTENT Preface Acknowledgement Declaration Executive Summary PARTICULARS SR. NO. PART – I GENERAL INFORMATION 1.1 About the Industry 1.2 World Market Ch:1 1.3 Indian Market 1.4 Growth of the industry 2.1 About major Companies in the Ch:2 Industry Ch:3 3.1 Company Profile PART – II PRIMARY STUDY 4.1 Introduction of the Study 4.2 Literature Review Ch:4 4.3 Background of the study 4.4 Objectives of the Study Research Methodology 5.1 Research Design 5.2 Source of Data Ch:5 5.3 Sampling Method 5.4 Sample Size 5.5 Data collection Instrument 5.6 Rating Scale/Research Tool Ch:6 Data Analysis and Interpretation Ch:7 Results and Findings Ch:8 Limitations of the Study Ch:9 Conclusion/Suggestions Bibliography
Annexure
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IV V VI VII PAGE NO. 01 O2 04 06 11 14 16 21 22 25 30 31
32
33-49 50-51 52 53 54
List of Tables Sr. No 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15
Particulars Research Methodology The company cares about its employees. Maksteel Wire Heald Pvt Ltd focuses on providing excellent customer service Team members are committed to the success of Maksteel Wire Healds Pvt Ltd Employees are continually developed through Training & Education Supervisor coaches employees for their professional development. On the job training given to employees prepares them for the job Supervisor effectively resolves employee problems & labour issues. Conflicts are resolve in a positive & constructive manner. Employees enjoy coming on work. Employees have good working relationship with his coworkers. Employees are treated fairly by their supervisor. Manager delegates work to employees effectively. Employees are promoted based on their performance. Employees believe that rewards are given fairly for their work.
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In the past 12 months manager have talked to employees about their progress. Employees are paid appropriately for the work related experience that they have.
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Employees feel proud to work for Maksteel Wire Helds Pvt Ltd
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Table No.
Page No.
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32 33
03
34
04
35
05
36
06
37
07
38
08
39
09
40
10
41
11
42
12
43
13
44
14
45
15
46
16
47
17
48
18
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List of Graphs Sr. No 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21
Particulars Global export of countries for textile and clothing machinery India‘s textile market size Growth rate of various industries Leading textile machinery exporting countries in 2014 The company cares about its employees. Maksteel Wire Heald Pvt Ltd focuses on providing excellent customer service Team members are committed to the success of Maksteel Wire Healds Pvt Ltd. Employees are continually developed through Training & Education Supervisor coaches employees for their professional development. On the job training given to employees prepares them for the job Supervisor effectively resolves employee problems & labour issues. Conflicts are resolve in a positive & constructive manner. Employees enjoy coming on work. Employees have good working relationship with his coworkers. Employees are treated fairly by their supervisor. Manager delegates work to employees effectively. Employees are promoted based on their performance. Employees believe that rewards are given fairly for their work. In the past 12 months manager have talked to employees about their progress. Employees are paid appropriately for the work related experience that they have. Employees feel proud to work for Maksteel Wire Helds Pvt Ltd
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Graph No.
Page No.
01
05
02 03 04 05
10 12 13 33
06
34
07
35
08
36
09
37
10
38
11
39
12 13
40 41
14
42
15 16 17
43 44 45
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PART – I GENERAL INFORMATION
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1.1 About the Industry Textile Machinery Industry- A Review The textile machinery industry supplies products which are used in preparing, manufacturing, and finishing of textiles. The key items produced by the industry include Textile Processing Machinery and Textile Working Machinery, Equipment & Accessories. Those machinery which are used for processing the raw materials or for manufacturing finished textile or textile accessories are called Textile Processing Machinery. Some of the examples may be cited as Crochet Machines, Knitting Machines, Lace Making Machines, Quilting Machines, Textile Finishing Machines, Tufting Machines, Textile Weaving Machines. The other category viz. the Textile Working Machinery Equipment & Accessories include those machinery which assist in the main function of textile manufacturing. It also includes the parts and accessories required for the textile processing or working machinery. The examples are Applique Sealing Machines, Cloth Cutting and Measuring Machines, Embroidery Machines, Garment Steamers, Laundry Dryers, Sewing Machine Needles, Textile Cleaning
Historical
Guns,
Textile
Background
Folding
of
Machines,
Textile
Trimmers
Textile
Machinery
etc.
Industry
The Industrial Revolution in the United Kingdom's during the period between 1750 and 1850 gave birth to Textile Machinery. The textile industry of the UK was facing stiff competition from the weaving industry of Asia particularly from the Indian weavers. Thus a systematic development of textile industry with spinning and power loom machinery was initiated in the UK. This industry was developed and nurtured by the various governments in the UK and later by Germany and Switzerland followed by other European countries.
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The basic textile machinery inventions: During Industrial Revolution, many inventions in textile Machinery occurred. These inventions are the foundation.
In 1733, Flying shuttle was invented by John Kay which was an improvement upon the then existing loom. It made faster weaving possible.
The first Cotton mills were opened in England
In 1764 Spinning jenny was invented by James Hargreaves. This was an improved version of the spinning wheel.
The first powered textile machine was the Water frame, invented by Richard Arkwright in 1764
In 1779, Crompton invented the Spinning mule which resulted in greater control over the weaving process.
In 1790, the first steam powered textile factory was established by Arkwright in Nottingham, England.
The Cotton gin was invented by Eli Whitney in 1792. This machine automated the process of separation of cottonseed from the short-staple cotton fiber.
In 1804, Joseph Marie Jacquard invented the Jacquard Loom that made weaving of complex designs possible.
Textile machinery is used in the fabrication and processing of fabrics, textiles, and other woven and non-woven materials. The major product segments under the head 'Textile Machinery' includes Textile Processing Machinery and Textile Working Machinery. The further classification of these two segments may be done as FiberFabric Machinery (Cleaning & Opening Machinery, Carding & Combing Machinery, Drawing & Rowing Frames, Spinning & Twisting Frames, Yarn Winding Machines,Yarn Preparing Machines, and Other Fiber-To-Fabric Machines), Fabric Machinery ( Weaving Machinery, Knitting Machinery, and Other Fabric Machinery), Other Textile Machinery (Bleaching, Mercerizing & Dyeing Machinery, Textile Printing Machinery, Textile Finishing Machinery, and Other Complete Textile Machinery), and Textile Machinery Parts & Accessories.
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1.2 World Market Textile Machinery - The Global Players The major global producers of the Textile Machinery include Italy, Germany, Japan, and Switzerland. The countries from the Far East particularly China have managed to increase their export market share in the recent years. China is now the world's fifth exporter of textile machinery. In the global context, Italy remains among the leaders in the sector, both in terms of production and exports, with about 11% market share. When talking about regions, Asia-Pacific dominates the world textile machinery market, both in size and growth rate. The Asia-Pacific textile machinery market is predicted to reach nearly US$14 billion by 2013 which is approximately half of the global market. The European market is the second largest, with value sales of nearly US$6.5 billion in 2012. Together, these two regions make 80% of the world market. United States market follows at a distant third, with an estimated share of about 7%.
Global trade for textile & clothing recovered back to pre-crisis level have attained $ 782 billion.USA, EU and Japan are the main imports of textiles and Clothing. China continues to lead both in global trade and investment in the textile sector. India needs to investment in all segments with right scale and technology.
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Global Textile Machinery Status:
(Source: Textechcommunique) (Graph :1)
Global textile and clothing machinery trade is dominated by Germany, China, Japan, Italy, Switzerland, Korea, USA, Taiwan, France, Belgium UK Spain, Turkey and India. Global textile and clothing machinery trade is estimated at $ 20.00 billion led by Germany (24%) China (18%) Japan (15%) and Italy (12%) Sector wise for spinning machinery the lead position is with Germany ( 33%) followed by Japan (31%) and Italy (16%) and total value $ 3.2 billion for 2012 For Weaving machinery the lead position is with Japan ( 41%) followed by China (18%) and Germany (16%) and total value $ 1.2 billion for 2012 For Knitting machinery the lead position is with Germany ( 29%) followed by China (22%) and Japan (16%) and total value $ 2.53 billion for 2012 For Clothing machinery the lead position is with China (46%) followed by Japan (17%) and Germany (11%) and total value $ 3.3 billion for 2012 Global market for textile and clothing machinery is dominated by Asia and China accounts for over 60% of total machinery installed during last 10 years.
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1.3 Indian Market Introduction India‘s textiles sector is one of the oldest industries in Indian economy dating back several centuries. Even today, textiles sector is one of the largest contributors to India‘s exports with approximately 11 per cent of total exports. The textiles industry is also labor intensive and is one of the largest employers. The industry realized export earnings worth US$ 41.4 billion in 2014-15, a growth of 5.4 per cent, as per The Cotton Textiles Export Promotion Council. The textile industry has two broad segments. First, the unorganizedsector consists of handloom, handicrafts and sericulture, which are operated on a small scale and through traditional tools and methods. The second is the organized sector consisting of spinning, apparel and garments segment which apply modern machinery and techniques such as economies of scale. The Indian textiles industry is extremely varied, with the hand-spun and handwoven textiles sectors at one end of the spectrum, while the capital intensive sophisticated mills sector at the other end of the spectrum. The decentralized power looms/ hosiery and knitting sector form the largest component of the textiles sector. The close linkage of the textile industry to agriculture (for raw materials such as cotton) and the ancient culture and traditions of the country in terms of textiles make the Indian textiles sector unique in comparison to the industries of other countries. The Indian textile industry has the capacity to produce a wide variety of products suitable to different market segments, both within India and across the world.
Market Size The Indian textiles industry, currently estimated at around US$ 108 billion, is expected to reach US$ 223 billion by 2021. The industry is the second largest employer after agriculture, providing employment to over 45 million people directly and 60 million people indirectly. The Indian Textile Industry contributes approximately 5 per cent to India‘s gross domestic product (GDP), and 14 per cent to overall Index of Industrial Production (IIP).
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The Indian textile industry has the potential to reach US$ 500 billion in size according to a study by Wazir Advisors and PCI Xylenes & Polyester. The growth implies domestic sales to rise to US$ 315 billion from currently US$ 68 billion. At the same time, exports are implied to increase to US$ 185 billion from approximately US$ 41 billion currently.
Investments The textiles sector has witnessed a spurt in investment during the last five years. The industry (including dyed and printed) attracted Foreign Direct Investment (FDI) worth US$ 1,647.09 million during April 2000 to May 2015. Some of the major investments in the Indian textiles industry are as follows:
Reliance Industries Ltd (RIL) plans to enter into a joint venture (JV) with China-based Shandong Ruyi Science and Technology Group Co. The JV will leverage RIL's existing textile business and distribution network in India and Ruyi's state-of-the-art technology and its global reach.
Giving Indian sarees a ‗green‘ touch, Dupont has joined hands with RIL and Vipul Sarees for use of its renewable fibre product Sorona to make an ‗environment-friendly‘ version of this ethnic ladies wear.
Snapdeal has partnered with India Post to jointly work on bringing thousands of weavers and artisans from Varanasi through its website. ―This is an endeavour by Snapdeal and India Post to empower local artisans, small and medium entrepreneurs to sustain their livelihood by providing a platform to popularise their indigenous products,‖ said Mr Kunal Bahl, CEO and CoFounder, Snapdeal.
Welspun India Ltd (WIL), part of the Welspun Group has unveiled its new spinning facility at Anjar, Gujarat - the largest under one roof in India. The expansion project reflects the ethos of the Government of Gujarat‘s recent ‗Farm-Factory-Fabric-Fashion-Foreign‘ Textile Policy, which is aimed at strengthening the entire textile value-chain.
American casual fashion retailer Aéropostale, Inc. has inked a licensing agreement with Arvind Lifestyle Brands Ltd to open standalone stores in the country. Aéropostale will open 30 stores and 25 shop-in-shop locations over the next three years.
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Government Initiatives The Indian government has come up with a number of export promotion policies for the textiles sector. It has also allowed 100 per cent FDI in the Indian textiles sector under the automatic route. Some of initiatives taken by the government to further promote the industry are as under:
The Ministry of Textiles launched Technology Mission on Technical Textiles (TMTT) with two mini-missions for a period of five years (from 2010-11 to 2011-12 in the 11th five year plan and 2012-13 to 2014-15 in 12th five year plan) with a total fund outlay of Rs 200 crore (US$ 30.1 million). The objective of TMTT is to promote technical textiles by helping to develop world class testing facilities at eight Centres of Excellence across India, promoting indigenous development of prototypes, providing support for domestic and export market development and encouraging contract research.
The Government of India is expected to soon announce a new National Textiles Policy. The new policy aims at creating 35 million new jobs by way of increased investments by foreign companies, as per Textiles Secretary Mr S K Panda.
Subsidies on machinery and infrastructure o
The Revised Restructured Technology Up gradation Fund Scheme (RRTUFS) covers manufacturing of major machinery for technical textiles for 5 per cent interest reimbursement and 10 per cent capital subsidy in addition to 5 per cent interest reimbursement also provided to the specified technical textile machinery under RRTUFS.
o
Under the Scheme for Integrated Textile Parks (SITP), the Government of India provides assistance for creation of infrastructure in the parks to the extent of 40 per cent with a limit up to Rs 40 crore (US$ 6 million). Under this scheme the technical textile units can also avail its benefits.
o
The major machinery for production of technical textiles receives a concessional customs duty list of 5 per cent.
o
Specified technical textile products are covered under Focus Product Scheme. Under this scheme, exports of these products are entitled for
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duty credit scrip equivalent to 2 per cent of freight on board (FOB) value of exports
The Government of India has implemented several export promotion measures such as Focus Market Scheme, Focus Product Scheme and Market Linked Focus Product Scheme for increasing share of India‘s textile exports.
Under the Market Access Initiative (MAI) Scheme, financial assistance is provided for export promotion activities on focus countries and focus product countries.
Under the Market Development Assistance (MDA) Scheme, financial assistance is provided for a range of export promotion activities implemented by Textiles Export Promotion Councils.
The government has also proposed to extend 24/7 customs clearance facility at 13 airports and 14 sea ports resulting in faster clearance of import and export cargo.
The Ministry of Textiles has approved a 'Scheme for promoting usage of geotechnical textiles in North East Region (NER)' in order to capitalise on the benefits of geotechnical textiles. The scheme has been approved with a financial outlay of Rs 427 crore (US$ 64.3 million) for five years from 2014-15.
A Memorandum of Understanding (MoU) has been signed between India and Kyrgyzstan seeking to strengthen bilateral cooperation in three fields -Textiles and Clothing, Silk and Sericulture, Fashion
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Road Ahead
The future for the Indian textile industry looks promising, buoyed by both strong domestic consumption as well as export demand. With consumerism and disposable income on the rise, the retail sector has experienced a rapid growth in the past decade with the entry of several international players like Marks & Spencer, Guess and Next into the Indian market. The organised apparel segment is expected to grow at a Compound Annual Growth Rate (CAGR) of more than 13 per cent over a 10-year period. Exchange Rate Used: INR 1 = US$ 0.015 as on September 11, 2015
(Source: IBEF) (Graph: 2)
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1.4 Growth of the industry World textile machinery market is growing fast, primarily due to the removal of quotas and growing domestic demand from emerging economies such as China and India. The textile parts & accessories market represents the largest and the fastest growing segment. This segment, accounts for about 35% of the global market and is forecast to grow at a rate of 5% over the next five years. Other textile machinery market comprising bleaching, mercerizing & dyeing machinery, textile printing machinery, textile finishing machinery, forms the second largest with a 25% share. Fiber-fabric machinery market and fabric machinery market, have been predicted to grow at a modest rate of about 4% in the coming years. One of the new trends in textile machinery production is the increasing use of electronics and development of automation and robotics. However, this development does not carry much significance for the textile industries of the developing countries which are mainly labour intensive markets and need machinery where more of the available cheap labor can be used . The new automated machinery are more useful for the developed markets where labour is expensive and the industry needs more and more automation for reducing their operation costs. Countries where major development of textile machinery have taken place are Britain, Germany, Switzerland, Czech Republic, Italy, US, and Japan. The Indian textile machinery industry engages 1446 units of which 80% are small & medium manufacturers. With 598 units manufacturing complete machinery and 848 units making parts and accessories, the industry produce machineries include weaving machine, spinning machine, winding machine, processing machine, synthetic fibre machine, textile testing instruments, etc. The industry provides direct and indirect employment to over 250,000 people.
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Size and growth Textile Engineering Industry production grew at an annual growth rate of 4.21% during the last five, adversely impacted by the global recession. The current market size of the industry is about Rs. 10,500 crore, whereas domestic production stand, at Rs.6,150 crore. Exports stood at Rs 650 crore in 2011-12 whereas imports were at Rs.5,000 crore growing at 7.18% per annum. With net imports at Rs.4,350 crore, the market dependency on foreign machinery works out to 41.4%. The growth in the textile sector, which contributes about 21% to the LSM output, stood extremely low at 0.25%, highlighting scores of challenges that the sector faces. The textile industry is struggling due to a slump in global commodity prices and growing cost of doing business, which has left it uncompetitive against regional peers.(Published: October 27, 2015)
(source:tribune.com) (Graph: 3)
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Leading textile machinery exporting countries in 2014, based on revenue (in million euros) This statistic represents the leading countries for textile machinery exports in 2014, based on revenue. The United States exported textile machinery to the value of around 573 million euros (or about 640 million U.S. dollars) that year, and was ranked seventh.
(source: http://www.statista.com/) (Graph: 4)
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2.1 About major companies in the industry 1) „Mayur Reeds and Healds Pvt. Ltd‟ :
With 38 successful years of service to the textile industry, ‗Mayur Reeds and Healds Pvt. Ltd‘ is one of the leading and trusted name for weaving accessories in the global textile market. We commenced in the year 1977 with a vision to grow and cater the needs of the textile machinery industry. Since then we are indulged into manufacturing a wide range of quality reeds for all types of looms and trading varied kinds of weaving accessories. From low tech to the very latest, we offer the whole spectrum of reeds.
2) Mahajan Spring Industry:
Incorporated in the year 2012, we, Mahajan Spring Industry, are renowned manufacturer and supplier of Springs and Automobile Springs. Our offered range also includes Anchor Hooks, Bonas Belt, belts for Jacquard Pulley, Comber Board, Glass Pipe Wire Healds, Grosse Jacquard Pulley, Heald Frames, Hooks, Jacquard Belt, Jacquard Pulleys, Jacquard Spring Heald Wire, Plastic Woven Sacks, Spring Heald Wire, harness Cord and Wire Heald. These are factory-made in line with superior quality standards using highest class raw material and revolutionary technology. Our production process is executed under the management of expert team of professionals in order to produce world class products. These products are offered in diverse specifications and can be made to order as per the specific requirements of the clients. As per the ever changing requirements of our patrons, we offer these products in diverse specifications. Our offered products are extensively
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demanded in the market due to their excellent finish, accurate dimensions, corrosion resistance, high tensile strength and durability.
3) National Wire Heald Works Private Limited:
National Wire Heald Works Private Limited is a Private Company incorporated on 26 June 1952. It is classified as Indian Non-Government Company and is registered at Registrar of Companies, Mumbai. Its authorized share capital is Rs. 3,000,000 and its paid up capital is Rs. 2,640,000.It is inolved in Manufacture of insulated wire and cable [insulated (including enamelled or anodized) wire, cable (including coaxial cable) and other insulated conductors; insulated strip as is used in large capacity machines or control equipment; and optical fibre cables]
4) Gayatri Traders:
Incorporated
in
the
year 2001, we ―Gayatri
Traders‖ are
a
reputed manufacturer and supplier of qualitative range ofHigh Speed Needle Loom Spare Part, Crochet Machine Spare Part, Jacquard Machine Spare Part. Located atSurat (Gujarat, India), we are supported by advanced infrastructural
base
that
procurement,
production,
comprises quality
functional
testing,
department
warehousing
&
such
as
packaging,
transportation & logistics and sales & marketing. All these departments are resourced with all the requisite facilities and handled by enthusiastic team of professionals. Our professionals work in cohesive manner with clients to fulfill their demands and maintain transparency in business dealings. Additionally, we have installed ultra-modern machinery, tools and equipment in our production department in order to carry out hassle-free manufacturing process and manufacture spare parts that stands high on reliability factor.
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3.1 Company Profile Maksteel Wire Healds Pvt. Ltd. established in 1980 is a leading textile weaving machine accessories manufacturer in India. Maksteel has made rapid progress in the area of Jacquard Harness and Parts for all types of Jacquard looms like Rapier, Air jet and Water jet. The company successfully supplies its products in India and other 22 countries.
Maksteel's major products are
Wire healds with Spring Assembly
Harness Cord
Comber Board
Guiding Board
Aluminium and Stainless Steel Frames for comber boards and return motion elements Maksteel Wire Healds today stands firmly on two pillars: a commitment to match global standards in quality, with an unwavering emphasis on service. With an increasing client list worldwide, Maksteel Wire Healds is firmly positioned for growth and is able to offer a strong partnership to every stake holder. Thanks to all clients and colleagues, Maksteel Wire Healds is shaping a new dynamics. R&D Quality Control It is here that a sophisticated manufacturing unit, incorporating an R & D centre and a global standard quality control unit is located. It provides world-class wire healds and textile weaving machine accessories to manufactures who demand only the best. It is the ambition to become a global leader with emphasis on delivery of quality and service that marks Maksteel Wire Healds with distinction.
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B2B Industry
Challenges fine tune commitment. At Maksteel Wire Healds the key concern is to help the weaving industry make superior products to help score higher profits. This responsibility spurs the company to craft the best quality material to match the stringent needs of a competitive and demanding market. Not surprisingly, the long list of our hi-profile, global brand clients testify to one simple fact : Maksteel Wire Healds makes products that match the needs of the textile world.
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Products JACQUARD FABRICS(Spring assembly) Being the pioneer in the production of an essential component - Jacquard Harness in India uses high quality wire and Mail Eyes.Stringent quality control tests are performed for high speed Jacquard Looms by state-of-the-art equipment.
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HARNESS CORD A wide range of international standard Harness Cords are manufactured by using high tenacity polyester fiber yarn through braiding, thermo setting and anti-friction processes employing the latest European machinery and know how.
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COMBER BOARDS High quality vulcanized fiber board made in Germany, specially drilled with a high speed
CNC
machine
to
obtain
less
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friction
of
Harness
Cord.
PART II: PRIMARY STUDY (CH: 4)
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4.1 Introduction to Study An employee survey, also known as a staff survey, provides organizations with a path to improve their performance and the working lives of their people. To gain a competitive edge or to become more resilient, organizations must understand their strengths and recognize key improvement opportunities by adopting an employee survey. Often an essential component of organizational training and development, Employee Opinion surveys provide a picture of your organization's needs. These surveys can be used to solicit employee opinions on a variety of issues such as the company's success in communicating its mission to employees, or local issues such as quality of working environment.
These surveys often contain a series of multiple choice items grouped along one or more dimensions of the organization.
The types of items included in these surveys may concern areas such as: 1. Creativity 2. Innovation 3. Satisfaction 4. Senior Management 5. Interpersonal Relations 6. Functional Expertise 7. Compensation 8. Benefits 9. Customer Service 10. Communication
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11. Obtaining Results 12. Analytical Thinking 13. Mentoring 14. Strategic Planning 15. Teamwork 16. Adaptability 17. Staff Development 18. Leadership The results of this type of feedback process provide an understanding of how the employee
perceives
the
organization
along
different
dimensions.
This feedback:
is essential to facilitating development and organizational change
allows the organization to focus on needs and leverage its strengths
informs the organization on which actions will create problems for the employees
provides management with employee feedback (both positive and negative) on the internal health of the organization
measures the impact of current programs, policies and procedures
can be used to motivate employees and improve job satisfaction
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WHY CONDUCT EMPLOYEE SURVEYS? A survey is like a performance review for your organization. Knowing where you stand with employees enables you to identify areas for improvement. Surveys pinpoint staff priorities, showing you where you should focus your efforts. If you already have ideas for change, it's important to test the waters prior to implementation by asking for feedback. You may be surprised by how your employees respond. You may learn there is a better approach or a more pressing issue that needs your attention. If you're not aware of any areas of concern, a survey is essential. Surveys often reveal important issues you had no idea were a factor. Profitability increases when employees are more satisfied and more engaged at work : Employee surveys are critical because employees have a huge impact on the bottom line. Satisfied, engaged employees will produce better customer service, and customer satisfaction and advocacy will increase based on customers‘ interactions with employees. The combined effect of these trends results in greater profitability. Employers need to understand what drives engagement among their employees in order to ensure business success. The service-profit chain concept showcases the links between employees, customers and profitability (Heskett, Jones, Loveman, Sasser & Schlesinger, 1994). An important aspect of the service-profit chain is the role of employees. Employee attitudes and behavior are affected by the quality of their work environment. Their positive interactions with customers lead to increased satisfaction, advocacy, retention and ultimately, profitability. Conversely, a negative work environment places a drag on these reinforcing processes A company's work environment—and the way it treats its employees—drives employee satisfaction and engagement. Employee engagement is indicated by the extent to which workers feel emotionally committed and connected to their jobs and are motivated to perform at their highest levels. Specifically, employees who are empowered in the decision-making process and are treated as an integral part of the company‘s success tend to be much more satisfied and engaged. Management and senior executives play an important role in employee engagement.
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4.2 Literature Review 1)A Research report by Society For Human Resource Management (SHRM) published,
"Employee
Job
Satisfaction
and
Engagement,
Optimizing
organizational culture for success ". The objectives were, 1) An analysis of the importance of various contributors to employee job satisfaction, including statistically significant differences. 2)
An
analysis of the relationship between employee satisfaction levels of job satisfaction contributors. 3) A ranking of the top five contributors to overall employee job satisfaction by demographic variables, including employee gender, age and job level. 4) An analysis of employee engagement through an engagement index computation. 5)
A ranking of the top five aspects of employee engagement by demographic
variables, including employee gender, age and job level. 6) Additional analyses by demographics, including employee gender, age and job level. The conclusions were: 1) As the fourth contributor to job satisfaction in 2014, compensation/pay was rated lower than overall benefits. One possible explanation for this swap is the implementation of certain parts of health care reform (i.e., Affordable Care Act) and the workforce preparing for retirement. 2) In 2014, 63% of employees rated benefits as a ―very important‖ contributor to job satisfaction, putting benefits ahead of compensation/pay (61%) and job security (59%). Job seekers are now becoming more confident in securing new positions, forcing organizations to design competitive benefits packages to attract and retain top talent. Just over three-fifths (64%) of employees indicated that they were satisfied with their benefits. 3) employee engagement was examined through 37 aspects, consisting of employee engagement conditions, opinions and behaviors.23 Based on a fivepoint scale, with 1 representing the least engaged and 5 representing the most engaged, an average of all employee engagement items yielded an index of 3.7 for 2014.
~ 34 ~
2) RKM Research and communications, White Paper on, "Why conduct an Employee Survey? (because business success Begins with engaged employees) The research paper includes: (i) "Profitability increases when employees are more satisfied and more engaged at work", Employee surveys are critical because employees have a huge impact on the bottom line. Satisfied, engaged employees will produce better customer service, and customer satisfaction and advocacy will increase based on customers‘ interactions with employees. (ii) "The central role of corporate culture", A company's work environment—and the way it treats its employees—drives employee satisfaction and engagement. Employee engagement is indicated by the extent to which workers feel emotionally committed and connected to their jobs and are motivated to perform at their highest levels. Specifically, employees who are empowered in the decision-making process and are treated as an integral part of the company‘s success tend to be much more satisfied and engaged. Satisfied and engaged employees result in greater loyalty to the company, lower employee turnover and more positive word-of-mouth about the company inside and outside company walls. A positive work environment also makes it easier for companies to recruit and retain the most qualified workers, further contributing to the financial success of the company.
~ 35 ~
3) Mosammod Mahamuda Parvin & M M Nurul Kabir (2011)conducted a study on "FACTORS
AFFECTING
EMPLOYEE
JOB
SATISFACTION
OF
PHARMACEUTICAL SECTOR"(issued on December 2011, by Australian Journal of Business and Management Research). The objective of the study were: 1)To assess the satisfaction level of employees in Pharmaceutical industry.2) To identify the factors which influence the job satisfaction of employees.3) To identify the factor which improves the satisfaction level of employees. The conclusions were: Employee job satisfaction can improve service quality and increase employee satisfaction. In this circumstance, policy makers and managers have turned their attention to provide different kinds of facilities to their employees in order to satisfy their employees. This study tested factors affecting job satisfaction for pharmaceuticals companies. The results suggest that the factors had satisfactorily explained job satisfaction and that the policy makers and managers should focus on the factors that affect employee job satisfaction, if they want to enhance their businesses. 4) R.Anitha (2011) conducted a study on "JOB SATISFACTION OF PAPER MILL EMPLOYEES WITH SPECIAL REFERENCE TO UDUMALPET AND PALANI TALUK" The objectives were: 1. To analyze the satisfaction level of the employees working conditions 2. To analyze the satisfaction level of the employees rewards 3. To analyze the satisfaction level of the employees welfare measures and Job security 4. To suggest some measures for improving the satisfaction level of the employees. The conclusions were: The organizations lack the relationship between workers and supervisors, it should be given due consideration. The organizations also lack on certain factors such as working conditions, Canteen, rest room facilities, rewards, recognition and promotion policy. Employee‘s welfare measures and Job security should be given utmost importance, so that the employee‘s turnover may be restricted. The organizations need to modify the reward system of the employees and promotions must be given based on merit, educational qualification and experience, and if these factors are given little more care, the company can maintain good workers with high level of satisfaction, organizational commitment and
~ 36 ~
involvement. This will in turn lead to effectiveness and efficiency in their work which leads to increased productivity. 5)Aon Hewitt Research (2012) found that 28% of employees experienced a high level of job related stress in ‗high engagement‘ companies (65% engagement and over) versus 39% of employees in low engagement companies. The CIPD (2010) reported that those who were absorbed in their work were almost three times as likely to have six key positive emotions at work (enthusiasm, cheerfulness, optimism, contentment, to feel calm and relaxed) as negative ones (feeling miserable, worried, depressed, gloomy, tense or uneasy). 6)Sinha Ekta (Jan-Feb 2013)
conducted a study on ,"A research work on
Employee Satisfaction measurement with special reference to KRIBHCO, Surat" (Issued on Jan-Feb. 2013,International Journal of Modern Engineering Research (IJMER)) The objectives were: 1) H01: Employees are not satisfied under the identified factors within the organization.2) H02: Employee satisfaction does not differ regarding salary with respect to Experience.3)H03: Employee satisfaction does not differ regarding training opportunities with respect to different age Groups.4) H04: there is no difference of satisfaction between the gender groups regarding job rotation. The sampling method taken was, the probabilistic sampling techniques, systematic sampling. The sample size was 150 respondents. The conclusion were: 1) We found that the overall employees with special reference to KRIBHCO, Surat were satisfied with their organization. 2) We also found that with respect to experience the satisfaction level of the employees differ significantly regarding salary. 3) It could also be concluded that there was no difference of satisfaction level regarding training opportunities between different age groups. 4) Conclusion could also be made that between gender groups there exists no significant difference in satisfaction level of employees regarding job rotation policy of the company.
~ 37 ~
7) Gallup (2013) reported that when employees feel engaged and productive at work, they assessed their overall lives more highly than not engaged or actively disengaged employees. Worldwide in 2012, 31% of employees rated their lives highly enough to be considered ‗thriving‘, while the majority, 59%, were ‗struggling‘ and 10% were ‗suffering‘. Significantly, engaged employees were more than three times as likely to be thriving in their overall lives as those who were actively disengaged
~ 38 ~
4.3 Background of the study Setting and clearly communicating employees work opinion, observing and providing feedback, and conducting appraisals enable to achieve the best results through managing employee work opinion as well as opinion for the organization. Maksteel Wires Healds Pvt. Ltd.is the manufacturing firm so, the stress level is higher
than the service sector. Background of the study is how employee opinion survey can help to identify problems and also to understand any underlying problem in the manufacturing unit.
~ 39 ~
4.4 Objectives of the study 1. To study the employees opinion regarding their work place Maksteel Wires Healds Pvt. Ltd. . 2. To increase the knowledge related to Employee Reward and Recognition, Work-Life Balance, Performance Management, Career Development in Maksteel Wires Healds Pvt. Ltd. as well as its impact on the organization development. 3. To know the perception of line managers, employees and also the workers in the medium-sized organization Maksteel Wires Healds P Ltd.
~ 40 ~
CH: 5 RESEARCH METHODOLOGIES Table 2: Research Methodology 5.1
Research Design
Descriptive Research Design Primary
5.2
Survey
through
questionnaire administration.
Data Collection Method
Secondary sources through books, journals, websites etc. Employees of Maksteel Wire Healds
5.3
Population
5.4
Sampling Technique
5.5
Sample Size
48
5.6
Data Collection Instrument
Structured Questionnaire
Pvt. Ltd. Non
–
Probability
technique)
•
Statistical Package for Social Sciences
5.7
(Convenience
Research Tool
(SPSS),
Version
20.0 •
~ 41 ~
Microsoft Office Excel 2007
Ch: 6 Data Analysis and Interpretation 1) The company cares about its employees. (Table: 2) Responses Strongly Disagree Disagree Neutral Agree strongly Agree Total
Respondents 0 0 3 17 28 48
% 0 0 6 35 58 100
The company cares about its employees 100 90 80 70 60 50 40 30 20 10 0
100
58 35 0
0
STRONGLY DISAGREE
DISAGREE
6 NEUTRAL
Respondents
AGREE
STRONGLY AGREE
TOTAL
%
(Graph: 5) Interpretations: The above statement states that about the caring of the labours, where 48% of respondents strongly agree; 35% of respondents agree and 6% of respondents are neutral about the above statement.
~ 42 ~
2) Maksteel Wire Heald Pvt Ltd focuses on providing excellent customer service. (Table: 3) Responses Strongly Disagree Disagree Neutral Agree strongly Agree Total
Respondents 0 0 3 15 30 48
% 0 0 6 31 63 100
Maksteel Wire Healds Pvt Ltd focuses on providing excellent customer srevice 100
100 80 60 40 20 0
63 0 STRONGLY DISAGREE
0
0 DISAGREE
0
3
6
15
NEUTRAL
Respondents
31
AGREE
30
STRONGLY AGREE
48
TOTAL
%
(Graph: 6)
Interpretations: The above statement states that, 30 respondents (i.e) 63% of labours strongly agree with the excellent customer services provided by the company 31% respondents feel that they agree with statement and; 6% of respondents are neutral about the services being provided to the customers by the company.
~ 43 ~
3) Team members are committed to the success of Maksteel Wire Healds Pvt Ltd. (Table: 4) Responses Respondents Strongly Disagree 0 Disagree 0 Neutral 2 Agree 22 strongly Agree 30 Total 48
% 0 0 4 46 63 100
Team members are committed to the success of Maksteel wire helds Pvt Ltd 100
100 80
63
60
48
46
40
22
20
0
0
0
0
2
30
4
0 STRONGLY DISAGREE
DISAGREE
NEUTRAL
Respondents
AGREE
STRONGLY AGREE
TOTAL
%
(Graph: 7) Interpretations: The above statement states that, 30 respondents (i.e.) 63% of labours strongly agree that team members are committed to the success of the company. 46% respondents feel that they agree with statement and; 4% of respondents are
neutral about the commitment of the team members to the success of the company.
~ 44 ~
4) Employees are continually developed through Training & Education (Table: 5) Responses Strongly Disagree Disagree Neutral Agree strongly Agree Total
Respondents 0 0 3 23 22 48
% 0 0 6 48 46 100
Employees are continually developed through Training & Education 100
100 80
48
60 40
23
20
0
0
0
0
3
46
48
22
6
0 STRONGLY DISAGREE
DISAGREE
NEUTRAL
Respondents
AGREE
STRONGLY AGREE
TOTAL
%
(Graph: 8) Interpretation: The above statement describes about the development of the employees, labours through training & education, where – 46% strongly agree, 48% agree and 6% are neutral about the statement.
~ 45 ~
5) Supervisor coaches employees for their professional development. (Table: 6) Responses Strongly Disagree Disagree Neutral Agree strongly Agree Total
Respondents 0 0 1 24 23 48
% 0 0 2 50 48 100
Supervisor coaches employees for their professional development 100
100 90 80 70 60 50 40 30 20 10 0
50 24 0
0
STRONGLY DISAGREE
0
0
DISAGREE
1
48
48
23
2
NEUTRAL
AGREE
STRONGLY AGREE
TOTAL
(Graph: 9) Interpretation: The above statement states that, the employee‘s supervisor‘s coach‘s employee to develop professionally, where 48% respondents strongly agree for the above statement. Whereas, 50% agree and 2% are neutral about the above statement.
~ 46 ~
6) On the job training given to employees prepares them for the job (Table: 7) Responses Strongly Disagree Disagree Neutral Agree strongly Agree Total
Respondents 0 0 1 23 24 48
% 0 0 2 48 50 100
On the job training given to employees prepares them for the job 100 90 80 70 60 50 40 30 20 10 0
100
50
48 24
23
0 0 STRONGLY DISAGREE
0 0 DISAGREE
48
1 2 NEUTRAL
Respondents
%
AGREE
Series3
STRONGLY AGREE
TOTAL
Series4
(Graph: 10) Interpretation: The above statement describes about the on the job training given to the employees to prepare for their job. Where 50% respondents strongly agree; 48% respondents agree and 2% of respondents are neutral about the above statements.
~ 47 ~
7) Supervisor effectively resolves employee problems & labour issues. (Table: 8) Responses Strongly Disagree Disagree Neutral Agree strongly Agree Total
Respondents 0 0 2 25 21 48
% 0 0 4 52 44 100
Supervisor effectively resolve employee problems & labour issues 100
100 80
52
60
25
40 20
0
0
0
0
2
44
48
21
4
0 STRONGLY DISAGREE
DISAGREE
NEUTRAL
Respondents
AGREE
STRONGLY AGREE
TOTAL
%
(Graph: 11) Interpretation: The above statement states that, 44% of respondents strongly agree that their supervisor effectively resolve the labour issues. Whereas 52% of respondents agree and 4% of respondents are neutral for the above statement.
~ 48 ~
8) Conflicts are resolve in a positive & constructive manner. (Table: 9) Responses Strongly Disagree Disagree Neutral Agree strongly Agree Total
Respondents 0 0 4 25 19 48
% 0 0 8 52 40 100
Conflicets are resolve in a possitive & constructive manner 100
100 80
52
60
25
40 20
0
0
0
0
4
8
40
48
19
0 STRONGLY DISAGREE
DISAGREE
NEUTRAL
Respondents
AGREE
STRONGLY AGREE
TOTAL
%
(Graph: 12) Interpretation: The above statement states that, 40% of respondents feel that conflicts are resolved in a positive and constructive manner. Whereas 52% of respondents and 8% of respondents feel neutral for the above statement.
~ 49 ~
9) Employees enjoy coming on work. (Table: 10) Responses Strongly Disagree Disagree Neutral Agree strongly Agree Total
Respondents 0 0 2 24 22 48
% 0 0 4 50 46 100
Employees enjoy comeing on work 100 90 80 70 60 50 40 30 20 10 0
100
50 24 0 0
0 0
STRONGLY DISAGREE
DISAGREE
46
48
22
2 4 NEUTRAL
AGREE
Respondents
STRONGLY AGREE
TOTAL
%
(Graph: 13)
Interpretation: The above statement states that, 46% of respondents enjoy coming to their work. Whereas, 50% of respondents agree and 4% of respondents neutral about the above statement.
10)
~ 50 ~
10) Employees have good working relationship with their co-workers. (Table: 11) Responses Strongly Disagree Disagree Neutral Agree strongly Agree Total
Respondents 0 0 2 22 24 48
% 0 0 4 46 50 100
Employees have good working relationship with their coworkers 100
100 80 60
50
46
40
22
20
0
0
0
0
2
48
24
4
0 STRONGLY DISAGREE
DISAGREE
NEUTRAL
Respondents
AGREE
STRONGLY AGREE
TOTAL
%
(Graph: 14) Interpretation: The above statement states that, 50% of respondents have good working relationship with their co-workers Whereas, 46% of respondents agree and 4% of respondents neutral about the above statement.
~ 51 ~
11) Employees are treated fairly by their supervisor. (Table: 12) Responses Strongly Disagree Disagree Neutral Agree strongly Agree Total
Respondents
%
0 0 0 22 26 48
0 0 0 46 54 100
Employee treated fairly by his supervisor 100
100 90 80 70 60 50 40 30 20 10 0
54
46 22 0
0
STRONGLY DISAGREE
0
0
DISAGREE
0
48
26
0
NEUTRAL
Respondents
AGREE
STRONGLY AGREE
TOTAL
%
(Graph: 15) Interpretation: The above statement states, that about 54% of respondents strongly agree that they are treated fairly by their supervisor. Whereas, about 46% of respondents agree about the above statement.
~ 52 ~
12) Manager delegates work to employees effectively. (Table: 13) Responses Strongly Disagree Disagree Neutral Agree strongly Agree Total
Respondents 0 0 1 20 27 48
% 0 0 2 42 56 100
12. Manager delegates work to employees effectively 100
100 90 80 70 60 50 40 30 20 10 0
56 42 20 0 STRONGLY DISAGREE
0
0
0
DISAGREE
1
48
27
2
NEUTRAL
Respondents
AGREE
STRONGLY AGREE
TOTAL
%
(Graph: 16) Interpretation: The above statement states that, about 56% of respondents strongly agree that their managers delegate the work effectively. Whereas about 42% agree and 2% of respondents feel neutral about the above statement.
~ 53 ~
13) Employees are promoted based on their performance. (Table: 14) Responses Strongly Disagree Disagree Neutral Agree strongly Agree Total
Respondents 0 0 3 19 26 48
% 0 0 6 40 54 100
Employees are promoted based on their performance 100
100 90 80 70 60 50 40 30 20 10 0
54 40 19 0 STRONGLY DISAGREE
0
0
0
DISAGREE
3
48
26
6
NEUTRAL
Respondents
AGREE
STRONGLY AGREE
TOTAL
%
(Graph: 17) Interpretation: The above statement states that, about 54% of respondents feel that they are promoted based on their performance. Whereas about 40% of respondents agree and 6% 0f respondents are neutral about the above statement.
~ 54 ~
14) Employees believe that rewards are given fairly for their work. (Table: 15) Responses Strongly Disagree Disagree Neutral Agree strongly Agree Total
Respondents 0 0 3 19 26 48
% 0 0 6 40 54 100
Employee believe that rewards are given fairly for their work 100
100 80
54
60
40
40 20
0
0
0
0
3
6
19
48
26
0 STRONGLY DISAGREE
DISAGREE
NEUTRAL
Respondents
AGREE
STRONGLY AGREE
TOTAL
%
(Graph: 18) Interpretation: The above statement states that, about 54% of respondents strongly agree that the rewards are given fairly for their work. Whereas, about 40% of respondents agree and 6% of respondents are neutral for the above statement.
~ 55 ~
15) In the past 12 months manager have talked to employees about their progress. (Table: 16) Responses Strongly Disagree Disagree Neutral Agree strongly Agree Total
100
Respondents 0 0 3 15 30 48
% 0 0 6 31 63 100
In the past 12 months manager have talked to employees about their progress. 100
80
63 48
60
31
40 20
0
0
0
0
3
6
30
15
0 STRONGLY DISAGREE
DISAGREE
NEUTRAL
Respondents
AGREE
STRONGLY AGREE
TOTAL
%
(Graph: 19) Interpretation: The above statement states that, about 30, 63% of respondents strongly agree that, in a last 12 months their managers have talked to them about their progress. Whereas about 15, 31% of respondents agree and 3, 6% of respondents are neutral about the above statement.
~ 56 ~
16) Employees are paid appropriately for the work related experience that they have. (Table: 17) Responses Strongly Disagree Disagree Neutral Agree strongly Agree Total
100
Respondents 0 0 2 14 32 48
% 0 0 4 29 67 100
Employee paid appropriately for the work related experience that they have 100
80
67 48
60
29
40 20
0
0
0
0
2
4
32
14
0 STRONGLY DISAGREE
DISAGREE
NEUTRAL
Respondents
AGREE
STRONGLY AGREE
TOTAL
%
(Graph: 20) Interpretation: The above statement states, about 67% of respondents strongly agree that they are paid appropriately for the work related experience that they have. Whereas, about 29% of respondents agree and 4% of respondents are neutral for the above statement.
~ 57 ~
17) Employees feel proud to work for Maksteel Wire Helds Pvt Ltd (Table: 18) Responses Strongly Disagree Disagree Neutral Agree strongly Agree Total
100 90 80 70 60 50 40 30 20 10 0
Respondents 0 0 2 20 32 48
% 0 0 4 42 67 100
Employee proud to work for Maksteel Wire Helds Pvt Ltd 100 67 42
48 32
20 0
0
STRONGLY DISAGREE
0
0
DISAGREE
2
4
NEUTRAL
Respondents
AGREE
STRONGLY AGREE
TOTAL
%
(Graph 21) Interpretation: The above statement states, about 67% of respondents strongly agree that they feel proud working for their company. Whereas about, 42% of respondents agree and 4% of respondents are neutral for the above statement.
~ 58 ~
Ch: 7 Findings On the basis of the analysis and interpretation of data on study of employee opinion survey in Maksteel wires hels Pvt. Ltd. led to the following findings: 1. Team member‟s commitment for success: 63% of respondents strongly agree that team members are committed to the success of the company. 4% of respondents feel moderate about it.
2. Providing excellent client Service: 63% of labours strongly agree with the excellent customer services provided by the company.
3. Working relation with co-workers: 50% of respondents feel that they have good working relations with their co-workers. Whereas 46% of respondents agree & 4% of respondents feel neutral about the above statement.
4. Employee development through Training: The statement describes about the development of the employees, labours through training & education, where, 46% strongly agree, 48% agree and 6% are neutral about the statement.
5. Rewards are fairly given as per the work: 54% of respondents strongly agree that the rewards are given fairly for their work. Whereas, about 40% of respondents agree and 6% of respondents are neutral for the above statement.
6. Promotion on the base on performance: The statement states that, about 54% of respondents feel that they are promoted based on their performance. Whereas about 40% of respondents agree and 6% 0f respondents are neutral about the above statement.
~ 59 ~
7. Conflicts are resolved in a positive manners: 40% of respondents feel that conflicts are resolved in a positive and constructive manner, 52% of respondents agrees and 8% of respondents feel neutral for the above statement.
8. Employees feel proud to work: The statement states, about 67% of respondents strongly agree that they feel proud working for their company. Whereas about, 42% of respondents agree and 4% of respondents are neutral for the above statement.
9. Through observation during the company visit, that the organization can improve in terms of physical amenities at the shop floor level
~ 60 ~
CH: 8 LIMITATION OF THE STUDY
The Following are the limitations of our study on Employee opinion survey.
The study is confined to MakSteel Wire Healds Pvt. Ltd, Vadodara.
The interpretations and recommendations are applicable only to this organization.
The study was conducted by the assumptions that the information given by the respondents are true to their knowledge.
As the analysis is based on primary as well as secondary data, possibility of unauthorized information can be avoided.
Due to limitation of time & cost constrains the sample size of only 48 are chosen.
~ 61 ~
Ch: 9 Conclusions & Suggetiions
The conclusion of the study is as follow:
Qualitative aspect: company though is performing well in terms of HR policies, can still improve in areas like training and Development and welfare facilities.
One should have the option for career growth in terms of higher education. They must get challenging responsibility as per capability. Encourage & groom employees to take up higher positions and openings. If they don‟t get opportunity for growth within the organization, they will look elsewhere for it.
Transparency should be maintained to reduce the politics played at work.
A counselling system may be established regarding counselling employees for their career development, which will enhance employee loyalty with the organization
The company works very nicely but still they can do better & set the best example for other industry.
~ 62 ~
Bibliography
1.
Mosammod Mahamuda Parvin & M M Nurul Kabir (2011), "factors affecting employee job satisfaction of pharmaceutical sector", Australian Journal Of Business And Management Research.
2.
R.Anitha (2011) "Job satisfaction of paper mill employees with special reference to udumalpet and palani taluk".
3.
Trends in Global Employee Engagement, by Aon Hewitt Research (2012)
4.
Sinha Ekta (Jan-Feb 2013),"A research work on Employee Satisfaction measurement with special reference to KRIBHCO, Surat",International Journal of Modern Engineering Research (IJMER)
5.
Gallup (2013), employees engagement, Worldwide, 13% of Employees Are Engaged at Work.
6.
A Research report by Society For Human Resource Management (SHRM) published, "Employee Job Satisfaction and Engagement, Optimizing organizational culture for success ".
7.
RKM Research and communications, White Paper on, "Why conduct an Employee Survey? (because business success Begins with engaged employees)
Websites www.maksteelindia.com www.reportlinker.com www.itmf.org ww.tribune.com www. IBEF.com www.statista.com http://www.hr-survey.com
~ 63 ~
Annexure QUESTIONNAIRE ON EMPLOYEE OPINION SURVEY
Respected Sir, We (Priyanka Patel & Vruksha Shah) Student of C.K.S.V.I.M studying MBA (Sem-III) have taken up a study on ― Employee Opinion Survey‖ in your company. We request you to kindly co-operate and answer this questionnaire appropriately. This is purely for academic purpose and will be kept confidential. The questionnaire consist of two sections. Section I - contains the general questionnaire , the respondent is required to put a tick ( ' √ ' ) mark against each statement . Section II - contains the personal information of the respondents and the respondent is required to put a tick ( ' √ ' ) mark against the options available. The options are: a) Strongly disagree (SD) b) Disagree (D) c) Neutral (N) d) Agree (A) e) Strongly agree (SA) Kindly do not leave any question unanswered.
Section : I Rate the following statements based on your opinion for the same: No Statements SD D 1 Mac Steel Wire Healds Pvt. Ltd. focuses on providing excellent customer service 2 Team members are committed to the success of Mac Steel Wire Healds Pvt. Ltd. 3 1. The Company cares about its employees. 4 1. Employees are continually developed through training, education. 5 1. My Supervisor coaches me to help me develop professionally 6 On-the-job training I receive prepares me for this job. 7 1. My Supervisor effectively resolves employee problems and labor issues 8 1. Conflicts are resolved in a positive and constructive manner
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N
A
SA
No 9 1. 10 111. 121. 13
Statements I enjoy coming to work I have good working relationships with my co-workers I am treated fairly by my supervisor. My Manager delegates work effectively. Employees are promoted based on performance.
141. I believe that rewards are given fairly where I work. 151. In the last 12 months my Manager has talked to me about my progress. 161. I am paid appropriately for the work-related experience that I have. 17 I am proud to work for Mac Steel Wire Healds Pvt. Ltd.
SECTION : II Personal details: Q.1. Designation:________________________ Q.2. Department:________________________ Q.3. Gender: (a) Male (b) Female Q.4. What is your Age Group? Under 21
21 to 34
35 to 44
45 to 54
55 or older
Q.5. How long have you worked for Maksteel Wire Heals Pvt. Ltd.? Less than one year ......................................... One year to less than two years...................... Two years to less than five years ................... Five years to less than ten years ..................... Ten years or more ..........................................
~ 65 ~
SD
D
N
A
SA
