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CHAPTER I
INTRODUCTION
EMPLOYEE PERCEPTION:
Perception is the cognitive process. In terms of S-O-B-C model, discussed in
chapter 4, perception is the cognitive process which involves the (organism) selecting,
organizing and interpreting the S (stimulus). Thus, perception is the process of selecting,
organizing, and interpreting or attaching meaning to the events happening in the environment.
Robbins has defined perception as follows.
PERCEPTION:
Perception may be defined as a process by which individuals organizes and
interpret their sensory impression in order to give meaning to their environment. Based on the
definition of perception, we may identify its following features.
1. Perception is the intellectual process through which a person selects the data from the
environment, organizes it, and obtains meaning from it. The physical process of obtaining
data from environment, known as sensation, is distinct from it.
2. Perception is the basic cognitive or psychological process. The manner in which a person
perceives the environment affects his behavior. Thus, peoples actions, emotions, though
us, or feelings are triggered by the perception of their surroundings.
PERCEPTUAL INPUTS:
Strictly speaking, a perceptual input in the form of stimuli is not the part of actual
perception processes though these are necessary for the occurrence of perception. Stimuli may be
in the form of objects, events, or people. Thus, everything in the setting where events occur, or
which contribute to the occurrence of events, can be termed as perceptual inputs. Further, the
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characteristics of stimuli are important as these affect the extent to which the perceiver is
attracted to these which affects the selection of stimuli for perception along with other variables
affecting selection of stimuli like perceivers characteristics and situational variables. When the
perceiver interacts with a stimulus, sensation takes place which, we have seen earlier, starts
perception process.
PERCEPTUAL SELECTIVITY:
While discussing the perception process, we have mentioned that perception is a selective
process and as the people can sense only limited amount of information in the environment, they
are characteristically selective. By selection, certain aspects of stimuli are screened out and
others are admitted. Those which are admitted remain in the awareness of the people and thosewhich are screened out fall below the threshold. For example, when people read a newspaper,
they do not read the entire newspaper but only those which interest them. Similar things happen
in other cases too. This is known as perceptual selectivity.
INTERPERSONAL PERCEPTION:
The above discussion of perceptual selectivity and perceptual organization holds
true for any stimulus situation, person or others. This section puts emphasis on interpersonal
perception in which the perceiver perceives another persons and the latter becomes a stimulus for
perception. In person perception, there are many more factors which affect the correctness or
incorrectness of perception. Individuals in the organization constantly perceive one another.
Manager perceives workers; workers perceive managers; superior perceive subordinate,
subordinates perceive superiors; line people perceive staff peoples, staff people perceive line
people: and so on. In the context of person perception, Zalkind and Costello have concluded that
the characteristics of perceiver are important. Relevant characteristics of the perceiver are as
follows.
Knowing oneself makes it easier to se others correctly.
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Ones own cartelistic affect the characteristics one is likely to seen others.
People who accept themselves are more likely to be able to see favorable aspects of
other people.
Accuracy in perceiving others is not a single skill.
Similarly, there are certain characteristics of the perceived which influence the person
perception. These are as follows:
The status of the person perceived will greatly influence others perception.
The persons being perceived are usually placed into categories to simplify the viewers
perceptual activities. Two common categories are status and role.
The visible traits of the person perceived will greatly influence other perception of the
person.
These characteristics of the perceiver and perceived suggest extreme complexity
in person perception. There are chances that the perception may be distorted and the
perceiver may not perceive the person correctly. Distortion in person perception may occur
because of the following factors:
Factors in perceiver
Factors in perceived.
Situational factors.
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REVIEW OF LITERATURE
Perception is an influential phenomenon as people usually act upon their perceptions.
Perception eventually transforms into reality. The absence of a distinctly defined role of
employees and an amorphous perception of their roles and responsibilities in the organization
may have a downturn effect on the employees' morale and self-esteem. Role Perception of the
employees acts as one of the most critical components in the workplaces today. It also plays a
key role in an individual's performance. A misty perception of the role may also lead to
underperformance by and underutilization of the potential of the individual. Consequently, the
organization may lose not only some vital man-hours but also some of the most competent
employees, in the long run. It is, therefore, in the organization's interest to provide a clearly-
defined role to every employee as a step towards combating the ever-increasing competition in
the global milieu.
Early passive case finding and treatment compliance are the cornerstones of tuberculosis
(TB) control programs. As human behavior plays a critical role in both strategies, a better
understanding of it is important for the planning and implementation of a successful TB
programme, especially for the health education component. Our qualitative study in Uasin Gishu,
Kenya, aimed at a better understanding of the community's beliefs and perceptions of TB,
recognition of early symptoms and health-seeking behavior. Five focus groups with a total of 49
people were held: one with hospitalized TB patients, two with rural and two with urban
participants.
Tuberculosis is well known in the communities and many vernacular names for the
disease exist. TB is perceived as a contagious, sensitive disease difficult to diagnose and treat.Community members believe that TB should be diagnosed and treated in a hospital or by a
medical doctor and not at the periphery level. TB treatment is perceived as long, agonizing and
cumbersome. Traditional treatment is considered a valid alternative to modern treatment, believed
to be as effective and much shorter. Initial symptoms such as cough and fever are often
overlooked and/or confused with malaria or a common cold. Symptoms associated with the
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disease refer to the later stage of TB. TB is attributed to causes such as smoking, alcohol, hard
work, exposure to cold and sharing with TB patients. Many participants believe TB is hereditary.
Prolonged self-treatment and consultation with the traditional health sector as well as the social
stigma attached to the disease increase patients delay. Only after symptoms persist for some time
and/or the suspects health deteriorates, are modern health services consulted. These social
conditions necessitate culturally sensitive health education, taking into account local perceptions
of TB.
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OBJECTIVE OF THE STUDY
To analyze the employees perception about the organizational policies and support they
derive from superiors.
To study the employees perception about their job and work environment in Nova IT
Solution Pvt. Ltd.
SCOPE OF THE STUDY:
The study on employees perception is useful to the management for future planning and
decision making both for short term and long term.
LIMITATION OF THE STUDY:
It was difficult to meet all respondents in the unit due to the field work
constraints.
Some of the respondents are reluctant to fill up questionnaire.
Some of the respondents might have answered in a confuse manner.
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CHAPTER II
RESEARCH METHODOLOGY
RESEARCH DESIGN:
The research design of the study is descriptive study. As the report aims at highlighting
the state of affairs of existing problem, it is said to be descriptive study.
SOURCES OF DATA:
Employees of Nova IT Solut ion (P) Ltd. were topped to col lect the
information required for the study, which is used as primary data. The primary
data r equired for th is s tudy was col lected f rom the selec ted samples. The
ques tionnai res were g iven to ge t back the ir f eedback. Company profi le ,
circulars, statements and leaflets issued by the company were used as the source
of the secondary data.
METHOD OF DATA COLLECTION:
The data used in thi s s tudy i s primary da ta . The pr imary da ta was
collected by the use of questionnaire.
SAMPLING METHOD:
The sampl ing method closely sui table to the t i t le of the research was
adopted for the purpose of sampling. The study has used convenience sampling.
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SAMPLE SIZE:
The sample size chosen for this study purpose is 100.
QUESTIONNAIRE:
I t consis ts of number of quer ies pr inted in an ordinate manner wi th a
certain set of forms (i.e.) based on dichotomous (Yes or No answer).
STATISTICAL TOOLS USED:
Simple Percentage method.
Chi Square Test.
DIAGRAMS USED:
Bar Chart.
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CHAPTER III
COMPANY PROFILE
Company policies
Recruitment ----- based only merit.
Placement ----- matches with the proficiency of the
Candidates. To Start with all are taken as
Trainees and confirmed on Successful
Completion of training.
Orientation ----- a general orientation session on the company
is administered by the HRD department.
Compensation ----- at par with the industry best. commensurate
With the Skill, knowledge, qualification &
Experience of the Candidates.
Dress code: ----- neatly dressed I formal clothes on all working
Days. Confirmed employees are to come in
Uniforms on All weeks days except saturated.
Appraisal ----- confirmation appraisal at the end of 3rd month of
Training (discussed detail in the confirmation
Appraisal) performance appraisal is done at 3
Months interval which is a base for the
Employees Existence in nova.
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Training period & confirmation
All are taken in as trainees irrespective of cadres Training period min.of 3 and max of 6 months
Confirmation a confirmation appraisal is done by the reporting authority /immediate
superior.
Upon satisfactory results, trainee is absorbed as a confirmed employee.
Upon unsatisfactory results, training may be extended/ the trainee may be terminated.
Expectation from employees
Discipline
Performance
Development
integrity
involvement
commitment
longevity cooperation
Employee Benefits
uniform one set per year
shoes and socks for service people
group insurance
PF & ESI (confirmed employee)
gratuity
staff welfare fund
loan facility welfare fund
training /educational opportunities
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bonus one month salary- DAIWALI
childrens educational bonus in June
just married meet
daughter @your work place
special days n special people
marriage gifts
Performance Appraisal
Confirmation appraisal: an appraisal done on completion of the training period. This will
be carried out by the reporting officer and will be reviewed by the HRD department people.
Done on completion of the first three months for every trainee in Nova. Main aim is to make decision on whether to confirm a trainee to be a confirmed employee.
Non-productive/ uninterested candidates will be assessed, short-listed and will be
terminated.
Importance of the Study:
The information collected during the training needs identification
will be beneficial to the organization, by:
Aiding in the selection of training that improves work performance and development;
Allowing the organization to direct resources to areas of greatest need;
CHAPTER IV
ANALYSIS ANDINTERPRETATION:
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TABLE-1.
TABLE SHOWING THE AGE OF THE RESPONDENTS
CHART SHOWING THE AGE OF THE RESPONDENTS
CHART.NO.1
0
10
20
30
40
50
60
7080
BELOW 20 21-30 30-40 ABOVE 50
AGE
%O
FRESPOND
INTERPRETATION:
It is observed that 75% of the respondents comes under the age category of 21-30
, 20% of the respondents can below the age category of 20 , 5%of the respondents comes
12
S.NO AGENO.OF
RESPONDENTS% OF
RESPONDENTS
1 BELOW 20 20 202 21-30 75 75
3 30-40 5 5
4 ABOVE 50 0 0TOTAL 100 100
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under the age category of 30-40 and 0% of the respondents are above the age category of
50.
TABLE: 2
TABLE SHOWING THE GENDER OF THE RESPONDENTS
S.NO GENDER NO.OFRESPONDENT
S% OF
RESPONDENTS
1 MALE 55 55
2 FEMALE 45 45
TOTAL 100 100
CHART SHOWING THE GENDER OF THE RESPONDENTS
CHART.NO.2
0
10
20
30
40
50
60
MALE FEMALE
GENDER
%O
FRESPONDEN
INTERPRETATION:
It is observed that 55% of the respondents are to male and 45% of the respondents
are female.
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TABLE: 3TABLE SHOWING THE EXPERIENCE OF THE RESPONDENTS
S.NO EXPERIENCE NO.OFRESPONDENTS % OFRESPONDENTS
1 BELOW 5Yrs 95 95
2 5-10Yrs 0 0
3 ABOVE10Yrs 5 5TOTAL 100 100
CHART SHOWING THE EXPERIENCE OF THE
RESPONDENTS
CHART.NO.3
0
20
40
60
80
100
BELOW 5Yrs 5-10Yrs ABOVE10Yrs
EXPERIENCE
%O
FRESPONDE
INTERPRETATION:
It is observed that 95% of the respondents have experience below 5 years, 0% of the
respondents have no experience below 5-10years, and 5% of the respondents have experienceabove 10years
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TABLE: 4
TABLE SHOWING THE QUALIFICATION OF THE RESPONDENTS
S.NO QUALIFICATION NO.OFRESPONDENTS % OFRESPONDENTS
1 UG/PG 80 80
2 TECHNICAL 20 20
3 OTHERS 0 0
` TOTAL 100 100
CHART SHOWING THE QUALIFICATION OF THE RESPONDENTS
CHART.NO.4
0
10
20
30
40
50
60
70
80
90
UG/PG TECHNICAL OTHERS
QUALIFICATION
%O
FRESPONDEN
INTERPRETATION:
It is observed that 80% of the respondents belong to UG/PG qualification, 20% of the
respondents belongs to TECHNICAL qualification
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TABLE: 5
TABLE SHOWING THE INCOME LEVEL OF THE RESPONDENTS
S.NO INCOME NO.OFRESPONDENTS
% OFRESPONDENTS
1 BELOW5000 95 95
2 5000-10000 5 5
3 10000-15000 0 0
4 ABOVE15000
0 0
TOTAL 100 100
CHART SHOWING THE INCOME LEVEL OF THE RESPONDENTS
chart.no.5
0
20
40
60
80
100
120
BELOW5000 5000-10000 10000-15000 ABOVE15000
INCOME
%o
fres
pondents
INTERPRETATION:
It is clear that 95% of the respondents are below the income level of Rs5000, 5% of the
respondents are between the levels of Rs5000-10000
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TABLE: 6
TABLE SHOWING THE VISION, MISSION, VALUES INSPIRE AND INFLUENCEOF THE RESPONDENTS
CHART SHOWING THE VISION, MISSION, VALUES INSPIRE AND INFLUENCE
OF THE RESPONDENT
CHART. NO.6
0
10
20
30
40
5060
70
80
SA A NAND D SD
PATICULAR
%O
FRESPONDEN
INTERPRETATION:
It is clear from the table that 75% of the respondents agree that vision, mission and
values inspire and influences their behavior, 20% of the respondents strongly agree that vision,
mission and values inspire and influences their behavior, 5%of the respondents neither agree not
disagree that vision, mission and values inspire and influences their behavior.
17
S.NO PARTICULAR NO.OFRESPONDENTS % OFRESPONDENTS
1 SA 20 202 A 75 75
3 NAND 5 5
4 D 0 0
5 SD 0 0TOTAL 100 100
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TABLE: 7
TABLE SHOWING THE ORGANISATIONS POLICIES ARE SUPPORTIVE TODELIVER THEIR BESTOF THE RESPONDENTS
S.NO PARTICULAR NO.OFRESPONDENTS % OF RESPONDENTS
1 yes 85 85
2 No 15 15
TOTAL 100 100
CHART SHOWING THE ORGANISATIONS POLICIES ARE SUPPORTIVE TO
DELIVER THEIR BEST OF THE RESPONDENTS
INTERPRETATION:
It is observed from the table that 80% of the respondents Agree that the organizations
policies are supportive to deliver their best ,15% of the respondents Neither agree not disagreethat the organizations policies are supportive to deliver their best, 5%of the respondents
Strongly agree that the organizations policies are supportive to deliver their best
TABLE: 8
TABLE SHOWING THAT THIER SUPERIOR GUIDES AND PREPARES FOR THEIR
FUTURE RESPONSIBILITIES AND ROLES
S.NO PARTICULAR
NO.OFRESPONDENTS
% OFRESPONDENTS
1 SA 35 35
2 A 55 55
3 NAND 5 54 D 5 5
5 SD 0 0
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TOTAL 100 100
CHART SHOWING THAT THIER SUPERIOR GUIDES AND PREPARES FOR
THEIR FUTURE RESPONSIBILITIES and Roles
CHART. NO.8
0
10
20
30
40
50
60
SA A NAND D SD
PATICULAR
%O
FRESPONDEN
INTERPRETATION:
It is observed that 55% of the respondents Agree that their superior guides and
prepares for their future responsibilities and roles, 35% of the respondents Strongly agree
that their superior guides and prepares for their future responsibilities and roles, 5%of the
respondents belongs to Neither agree not disagree and 5% of the respondents Disagree that
their superior guides and prepares for their future responsibilities and role
TABLE: 9
TABLE SHOWING THAT THEIR IS FLEXIBILITY AND INDEPENDENCE IN THEIRJOB
S.NO PARTICULAR NO.OFRESPONDENTS % OFRESPONDENTS
1 yes 75 75
2 No 25 25
TOTAL 100 100
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CHART SHOWING THAT THEIR IS FLEXIBILITY AND INDEPENDENCE IN
THEIR JOB
INTERPRETATION:
It is observed that 50% of the respondents Agree that there is flexibility and
independence in their job, 25% of the respondents Strongly agree that there is flexibility and
independence in their job, 20%of the respondents Neither agree not disagree that there is
flexibility and independence in their job, 5% of the respondents Disagree that there is flexibility
and independence in their job
TABLE: 10
TABLE SHOWING THAT THEY ARE GIVEN ENOUGH AUTHORITYAND FREEDOM TO MAKE DECISIONS
S.NO PARTICULA
R
NO.OFRESPONDEN
TS
% OF
RESPONDENTS1 SA 15 152 A 50 50
3 NAND 10 10
4 D 20 205 SD 5 5
TOTAL 100 100
CHART SHOWING THAT THEY ARE GIVEN ENOUGH AUTHORITY
AND FREEDOM TO MAKE DECISIONS
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CHART. NO.10
0
10
20
30
40
50
60
SA A NAND D SD
PATICULAR
%O
FRESP
ONDENT
INTERPRETATION:
It is observed that 50% of the respondents Agree that they are given enough authority
and freedom to make decisions , 20% of the respondents Disagree given enough authority and
freedom to make majority of decisions, 15%of the respondents Strongly agree given enough
authority and freedom to make majority of decisions, 10% of the respondents neither agree not
Disagree given enough authority and freedom to make majority of decisions, 5% of the
respondents strongly Disagree given enough authority and freedom to make majority of decisions.
TABLE: 11
TABLE SHOWING THAT THERE IS RESPECT AND VALUE FOR
EVERY EMPLOYEE
S.NO PARTICULAR
NO.OFRESPONDENTS
% OFRESPONDENTS
1 SA 30 302 A 45 45
3 NAND 25 25
4 D 0 05 SD 0 0
TOTAL 100 100
CHART SHOWING THAT THERE IS RESPECT AND VALUE FOR
EVERY EMPLOYEE
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CHART. NO.11
0
10
20
30
40
50
SA A NAND D SD
PATICULAR
%O
FRESP
ONDENT
INTERPRETATION:
It is observed that 45% of the respondents Disagree that there is respect and value for
every employee, 30% of the respondents strongly agree is respect and value for every employee,
25%of the respondents neither agree not Disagree is respect and value for every employee
TABLE: 12
TABLE SHOWING THAT THERE ARE OPPORTUNITIES TO LEARN
S.NO PARTICULAR
NO.OFRESPONDENTS
% OFRESPONDENTS
1 SA 35 35
2 A 45 453 NAND 15 15
4 D 5 5
5 SD 0 0TOTAL 100 100
CHART SHOWING THAT THERE ARE OPPORTUNITIES TO LEARN
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CHART. NO.1
0
10
20
30
40
50
SA A NAND D SD
PATICULA
%O
FRESPON
DENTS
INTERPRETATION:
It is observed that 45% of the respondents Agree that there are opportunities to
learn, 35% of the respondents strongly agree opportunities to learn, 15%of the respondents
neither agree not Disagree opportunities to learn, 5% of the respondents Disagree
opportunities to learn.
TABLE: 13
TABLE SHOWING THAT JOB RELEVANT TRAINING IS PROVIDED
TO PERFORM THEIR TASKS EFFECTIVELY
S.NO PARTICULAR NO.OFRESPONDENTS % OFRESPONDENTS
1 SA 25 25
2 A 15 15
3 NAND 55 554 D 5 5
5 SD 0 0
TOTAL 100 100
.CHART SHOWING THAT JOB RELEVANT TRAINING IS
PROVIDED TO PERFORM THEIR TASKS EFFECTIVELY
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CHART. NO.13
0
10
20
30
40
50
60
SA A NAND D SD
PATICULAR
%O
FRESPON
DENTS
INTERPRETATION:
It is observed that 55% of the respondents Agree that job relevant training is provided
to perform their tasks effectively , 25% of the respondents Strongly agree that job relevant
training is provided to perform their tasks effectively, 15%of the respondents neither agree not
Disagree that job relevant training is provided to perform their tasks effectively , 5% of the
respondents Disagree that job relevant training is provided to perform their tasks effectively
TABLE: 14
TABLE SHOWING THAT THEY FIND OPPORTUNITIES FOR THEIR
CAREER GROWTH
S.NO PARTICULAR NO.OFRESPONDENTS % OF
RESPONDENTS1 SA 25 25
2 A 45 453 NAND 30 30
4 D 0 0
5 SD 0 0TOTAL 100 100
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CHART SHOWING THAT THEY FIND OPPORTUNITIES FOR THEIR
CAREER GROWTH
CHART. NO.14
0
10
20
30
40
50
SA A NAND D SD
PATICULAR
%O
FRESPONDENT
INTERPRETATION:
It is observed that 45% of the respondents Agrees that they were find their
opportunities for their career growth, 30% of the respondents neither agree not Disagree
that they find opportunities for their career growth, 25%of the respondents strongly agree
that they find opportunities for their career growth
TABLE:15
TABLE SHOWING THAT THEY ARE SATISFIED WITH THIERCOMPENSATION AND BENEFITS
S.NO PARTICULAR NO.OFRESPONDENTS % OFRESPONDENTS
1 SA 20 20
2 A 60 60
3 NAND 15 15
4 D 5 55 SD 0 0
TOTAL 100 100
CHART SHOWING THAT THEY ARE SATISFIED WITH THIER
COMPENSATION AND BENEFITS
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CHART. NO.15
0
10
20
30
40
50
60
70
SA A NAND D SD
PATICULAR
%O
FRESPONDE
INTERPRETATION:
It is observed that 60% of the respondents Agree that they are satisfied with theircompensation and benefits, 20% of the respondents strongly agree satisfied with their
compensation and benefits, 15%of the respondents neither agree not Disagree satisfied
with their compensation and benefits, 5% of the respondents Disagree satisfied with their
compensation and benefit
TABLE: 16
TABLE SHOWING THAT THEY AS TEAM AND SHARE THIER
STRENGTHS/WEAKNESS AND OTHER RESOURCES
S.NO PARTICULAR NO.OFRESPONDENTS % OFRESPONDENTS
1 SA 40 402 A 45 45
3 NAND 5 5
4 D 10 105 SD 0 0
TOTAL 100 100
CHART SHOWING THAT THEY AS TEAM AND SHARE THIERSTRENGTHS/WEAKNESS AND OTHER RESOURCES
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CHART. NO.16
0
10
20
30
40
50
SA A NAND D SD
PATICULAR
%O
FRESPONDENTS
INTERPRETATION:
It is observed that 45% of the respondents Agree that they as team and share
their strengths/weakness and other resources, 40% of the respondents Strongly agree that
they as team and share their strengths/weakness and other resources, 10%of the
respondents Disagree that they as team and share their strengths/weakness and other
resources, 5% of the respondents neither agree not Disagree that they as team and share
their strengths/weakness and other resources.
TABLE: 17
TABLE SHOWING THAT THEY GET SUPPORT AND RESOURCES
FROM
OTHER
DEPARTMENTS TO ACCOMPLISH THE TASKS
27
S.NO PARTICULAR NO.OFRESPONDENTS % OFRESPONDENTS
1 SA 15 15
2 A 80 803 NAND 0 0
4 D 5 5
5 SD 0 0TOTAL 100 100
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CHART SHOWING THAT THEY GET SUPPORT AND RESOURCES
FROM OTHER DEPARTMENTS TO ACCOMPLISH THE TASKS
CHART. NO.17
0
20
40
60
80
100
SA A NAND D SD
PATICULAR
%O
FRESPONDEN
INTERPRETATION:
It is clear that 80% of the respondents Agree that they get support and resources
from other departments to accomplish the tasks, 15% of the respondents strongly agreethat they get support and resources from other departments to accomplish the tasks, 5%of
the respondents Disagree that they get support and resources from other departments to
accomplish the task
TABLE: 18
TABLE SHOWING THAT IS SMOOTH TWO WAY INFORMATION
FLOW THROUGH OUT THE ORGANIZATION
S.NO PARTICULAR
NO.OFRESPONDENTS
% OFRESPONDENTS
1 SA 15 15
2 A 60 603 NAND 20 20
4 D 5 5
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5 SD 0 0
TOTAL 100 100
CHART SHOWING THAT IS SMOOTH TWO WAY INFORMATION
FLOW THROUGHOUT THE ORGANIZATION
CHART. NO.18
0
10
20
30
40
50
60
70
SA A NAND D SD
PATICULAR
%O
FRESPONDENT
INTERPRETATION:
It is observed that 60% of the respondents Agree that is smooth two way
information flow throughout the organization , 20% of the respondents neither agree not
Disagree that is smooth two way information flow throughout the organization ,15%of
the respondents Strongly agree that is smooth two way information flow throughout the
organization ,5% of the respondents Disagree that is smooth two way information flow
throughout the organization.
TABLE: 19
TABLE SHOWING THAT THEY ARE AWARE OF MAJOR EVENTS
TAKING PLACE IN THE ORGANIZATION
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S.NO PARTICULAR NO.OFRESPONDENTS % OFRESPONDENTS
1 SA 20 20
2 A 75 753 NAND 0 0
4 D 5 55 SD 0 0TOTAL 100 100
CHART SHOWING THAT THEY ARE AWARE OF MAJOR EVENTS
TAKING PLACE IN THE ORGANIZATION
CHART. NO.19
0
10
20
30
40
50
60
70
80
SA A NAND D SD
PATICULAR
%O
FRESPONDE
INTERPRETATION:
It is observed that 75% of the respondents Agree that they are aware of major events
taking place in the organization, 20% of the respondents strongly agree aware of the major
events that taking place in the organization, 5% of the respondents Disagree aware of the major
events that taking place in the organization
TABLE: 20
TABLE SHOWING THAT THEIR STRESS LEVEL IS HIGH AT WORK
THAN IN OTHER SITUATIONS
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CHART SHOWING THAT THEIR STRESS LEVEL IS HIGH AT WORK
THAN IN OTHER SITUATIONS
INTERPRETATION:
It is observed that 55% of the respondents Agree that their stress level is high at work
than in other situations, 20% of the respondents Strongly agree that their stress level is high at
work than in other situations, 15% of the respondents neither agree not Disagree that their stress
level is high at work than in other situations and 10% of the respondents Disagree that their
stress level is high at work than in other situations.
TABLE: 21
TABLE SHOWING THAT SAFETY THE ORGANIZATION ENSURESSAFETY OF ALL EMPLOYEES
S.NO PARTICULAR
NO.OFRESPONDENTS
% OFRESPONDENTS
1 SA 35 352 A 40 40
3 NAND 25 25
4 D 0 0
5 SD 0 0TOTAL 100 100
31
S.NO PARTICULAR NO.OFRESPONDENTS % OFRESPONDENTS
1 SA 20 20
2 A 55 553 NAND 15 15
4 D 10 105 SD 0 0TOTAL 100 100
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C
H
A
R
T
.
N
O
.
2
1
01
0
2
0
3
0
4
0
5
0
S
A
AN
A
N
D
DS
D
P
A
T
I
C
U
L
A
R
% OF RESPONDENTS
CHART SHOWING THAT SAFETY THE ORGANIZATION ENSURES SAFETY OF
ALL EMPLOYEE
INTERPRETATION:
It is observed that 40% of the respondents Agree that the organization ensures safety of all
employees, 35% of the respondents strongly agree that the organizationensures safety of all employees, 25%
of the respondents neither agree not Disagree that the organization ensures safety of all employees
TABLE: 22
TABLE SHOWING THAT THEY ARE COMFORTABLE WITH THE
PHYSICAL WORK ENVIRONMENT
S.NO PARTICULAR
NO.OFRESPONDENTS
% OFRESPONDENTS
1 SA 15 152 A 60 60
3 NAND 25 25
4 D 0 05 SD 0 0
TOTAL 100 100
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C
H
A
R
T
.
N
O.
2
2
01
0
2
0
3
0
4
0
5
0
6
0
7
0
S
A
AN
AN
D
DS
D
P
AT
I
C
U
L
A
R
% OF RESPONDENTS
CHART SHOWING THAT THEY ARE COMFORTABLE WITH THE
PHYSICAL WORK ENVIRONMENT
INTERPRETATION:
It is observed that 60% of the respondents Agree that they are comfortable with the
physical work environment, 25% of the respondents neither agree not Disagree that they are
comfortable with the physical work environment, 15% of the respondents strongly agree that
they are comfortable with the physical work environment.
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CHI-SQUARE ANALYSIS:
1. Chi square test to test whether there is any significant relationship between the
flexibility and independence in their job and the organizing policies are supportive to
deliver their best.
1. H0 - There is no significant relationship between the flexibility and independence intheir job and the organizing policies are supportive to deliver their best.
2. H1 There is significant relationship between the flexibility and independence in their job
and the organizing policies are supportive to deliver their best.
35
Organization policies
yes no Total
Flexibilityandindependence
yes50 15 65
no 20 15 35Total 70 30 100
Observed value(O)
Expected value(E)
(O-E)2 (O-E)2 /E
50 45.5 20.25 0.445
20 19.5 0.25 0.012
15 19.5 0.25 0.012
15 10.5 20.25 1.928
Total 2.397
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2 =2.397
Do = (r-1) *(c-1)
= (2-1)*(2-1) = 1
Table value@5% for 1=3.841
H0 is accepted.
INTERPRETATION:
There is no significant relationship between the flexibility and independence in their joband the organizing policies are supportive to deliver their best.
CHPATER VSUMMARY OF FINDINGS
1. 75% of the respondents agree that organizations vision, mission and values inspire andinfluence their behavior at work.
2. 80% of the respondents agree that the organizational policies are supportive to delivertheir best.
3. 55% of the respondents agree that superior guides and prepares for their futureresponsibilities and roles.
4. 50% of the respondents agree that they have flexibility and independence in their job.
5. 50% of the respondents agree that authority and freedom to make decision
6. 45% of the respondents agree that respect and value for every employee.
7. 45% of the respondents agree that opportunity to learn.
8. 55% of the respondents agree that they get sufficient job relevant training.
9. 45% of the respondents agree that opportunities to grow in my career.
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CONCLUSION
Software field is a vast growing area in todays market. Serve competiton in
the market compiled the hospitals to strive for survival. The success of software is
determined by its employees satisfaction towards its services. The perception level of the
employees is average and so the level of commitment and satisfaction has to be increased. To
conclude, it is necessary that the management takes considerable action to fulfill theemployee needs in order to attain a higher degree of perception. Hence the researcher
recommends conscious efforts to rectify the defects in service and to make the service
providers patient oriented in order to attain better results.
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BIBLIOGRAPHY
WEB SITES:
www.wikipedia.com
www.icmrindia.org
www.answers.com
www.google.com
www.nova it solution .com
BOOKS:
Research methodology - by C.R. Kothari
Statistics for management - by Gupta
Organizational behavior - by L.M.Prasad
A Study on employees perception in NOVA IT SOLUTION (P) LTD.
40
http://www.wikipedia.com/http://www.icmrindia.org/http://www.answers.com/http://www.nova/http://www.icmrindia.org/http://www.answers.com/http://www.nova/http://www.wikipedia.com/ -
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Instructions to follow
Assume the statements refer to your current work situation. Read each of the statements
in the questionnaire carefully without hurrying and answer them as accurately as possible. To
help you express your opinion, 5 possible choices are placed after each statement. Indicate your
opinion by circling the highly appropriate number.
1. SA If you strongly agree with the statement
2. A If you agree with the statement
3. NAND If you neither agree not disagree with the statement
4. D If you disagree with the statement
5. SD If you strongly disagree with the statement
Your 1st response is the most valuable response and hence do not ponder over a statement
for too long.
Honest and frank opinion would help in understanding the actual status.
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QUESTIONNAIRE
1. Name : _________________________________ (Optional)
2. Age : [ ] Below 20 [ ] 21-30 [ ] 30-40 [ ] Above 50
3. Gender : [ ] Male [ ] Female
4. Experience: [ ] Below 5 years [ ] 5 10 years [ ] above 10 years
5. Educational Qualification : [ ] Graduate/Post Graduate [ ] Technical [ ] Others
6. Income :
[ ] Below 5000 [ ] 5000-10000 [ ] 10000- 15000 [ ] Above 15000
7. The organizations vision, mission and values inspire and influence my behavior at
work.
SA A NAND D SD1 2 3 4 5
8. The organizations policies are supportive to deliver my best.
(a)Yes (b) No
9. My superior guides and prepares me for the future responsibilities and
Roles
SA A NAND D SD1 2 3 4 5
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17. We work here as a team and share our strengths/weakness and other
Resources
SA A NAND D SD1 2 3 4 5
18. There is enough of support and resources from other departments to accomplish the team
tasks effectively and efficiently
SA A NAND D SD1 2 3 4 5
19. There is a smooth two-way information flow throughout the organization (vertical and
horizontal)
SA A NAND D SD1 2 3 4 5
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20. Employees are aware of the major events that take place in the
Organization
SA A NAND D SD1 2 3 4 5
21. My stress level is high at work than in other situations
SA A NAND D SD1 2 3 4 5
22. The organization ensures safety of all employees
SA A NAND D SD1 2 3 4 5
23. I am comfortable with the physical work environment
SA A NAND D SD1 2 3 4 5