A STUDY ON EMPLOYEE MOTIVATION

CHAPTER:I
INTRODUCTION
1.1 Introduction
The project work entitled a STUDY ON EMPLOYEE MOTIVATION with special
reference to champion plastic Indian private limited, hosur is mainly conducted to
identify the factors which will motivate the employees and the organizational
functions in champion plastic private limited,

Management’s basic job is the effective utilization of human resources for

achievements of organizational objectives. The personnel management is concerned
with organizing human resources in such a way to get maximum output to the
enterprise and to develop the talent of people at work to the fullest satisfaction.
Motivation implies that one person, in organization context a manager, includes
another, say an employee, to engage in action by ensuring that a channel to satisfy
those needs and aspirations becomes available to the person. In addition to this, the
strong needs in a direction that is satisfying to the latent needs in employees and
harness them in a manner that would be functional for the organization.

Employee motivation is one of the major issues faced by every organization. It is the
major task of every manager to motivate his subordinates or to create the ‘will to
work’ among the subordinates. It should also be remembered that a worker may be
immensely capable of doing some work; nothing can be achieved if he is not willing
to work. A manager has to make appropriate use of motivation to enthuse the
employees to follow them. Hence this studies also focusing on the employee
motivation among the employees of champion plastic Indian private limited.

1.2 Theoretical perspective

A theoretical perspective is a set of assumptions about reality that inform the questions we
ask and the kinds of answers we arrive at as a result. In this sense, a theoretical perspective
can be understood as a lens through which we look, serving to focus or distort what we see. It
can also be thought of as a frame, which serves to both include and exclude certain things
from our view. The field of sociology itself is a theoretical perspective based on the
assumption that social systems such as society and the family actually exist, that
culture, social structure, statuses, and roles are real.

A theoretical perspective is important for research because it serves to organize our thoughts
and ideas and make them clear to others. Often, sociologists use multiple theoretical
perspectives simultaneously as they frame research questions, design and conduct research,
and analyze their results.
We'll review some of the major theoretical perspectives within sociology, but readers
should bear in mind that there are many others.

Macro versus Micro

There is one major theoretical and practical division within the field of sociology, and that
is the division between macro and micro approaches to studying society. Though they are
often viewed as competing perspectives--with macro focused on the big picture of social
structure, patterns, and trends, and micro-focused on the minutiae of individual experience
and everyday life they are actually complementary and mutually dependent.

The Functionalist Perspective

The functionalist perspective also called functionalism, originates in the work of French

sociologist Durkheim, one of the founding thinkers of sociology. Durkheim's interest
was in how social order could be possible, and how society maintains stability. His writings
on this topic came to be viewed as the essence of the functionalist perspective, but others
contributed to and refined it, including Herbert Spencer, Talcott Parsons, and Robert K.
Merton. The functionalist perspective operates on the macro-theoretical level.

The Interactionist Perspective

The interactionist perspective was developed by American sociologist George Herbert Mead.
It is a micro-theoretical approach that focuses on understanding how meaning is generated
through processes of social interaction, that of  symbolic interaction, was developed by
another American, Herbert Blumer, from the interactionist paradigm. This theory, which you
can read more about here, focuses on how we use as symbols, like clothing, to communicate
with each other; how we create, maintain, and present a coherent self to those around us, and
how through social interaction we create and maintain a certain understanding of society and
what happens within it.

1.2 Statement Of Problems

The data needed for the study has been collected from the employees through
questionnaires and through direct interviews. Analysis and interpretation has been
done by using the statistical tools and data’s are presented through tables and charts.
The research problem here in this study is associated with the motivation of
employees of  champion plastic Indian private limited. m otivational problems
can lead to performance issues that cost a business thousands of dollars in losses each
year. A lack of motivation can lead to delays in the employee's completion of work
and simple but expensive mistakes. Unfortunately, several issues may sap an
employee’s motivation and leave him unproductive and a minor contributor to the
bottom line .There are a variety of factors that can influence a person’s level of
motivation; some of these factors include
1.The level of pay and benefits,

2.The perceived fairness of promotion system within a company,

3.Quality of the working conditions,

4.Leadership and social relationship

5.Employee recognition

6.Job security

7.career development opportunities etc.

Motivated employees are a great asset to any organization. It is because the motivation
and job satisfaction is clearly linked. Hence this study is focusing on the employees
motivation in the organization.

1.4 Objectives Of The Study

Primary objectives

 To study the important factor which are needed motivate the employees

Secondary objectives

 To study the effect of monetary and non-monetary benefits provided by the

organization on the employee’s performance.

 To study the effect of job promotions on employees

 The purpose of motivation is to create condition in which people are willing to

work with zeal, initiative. Interest, and enthusiasm, with a high personal and
group moral satisfaction with a sense of responsibility.

 To increase loyalty against company.

 To learn the employee satisfaction on the interpersonal relationship exists in

the organization
  Performance results from the interaction of physical, financial and human
resource.

1.5 scope of the study

 To identify the employees level of satisfaction upon that job.

 This study is helpful to that organization for conducting further research.

 It is helpful to identify the employer’s level of satisfaction towards welfare

measure.

 This study is helpful to the organization for identifying the area of

dissatisfaction of job of the employees.

 This study helps to make a managerial decision to the company.

 CHAPTER II
REVIEW OF LITERATURE

A literature review or narrative review is a type of review article. A literature

review is a scholarly paper, which includes the current knowledge including
substantive findings, as well as theoretical and methodological contributions to
a particular topic. Literature reviews are secondary sources, and do not report
new or original experimental work. Most often associated with academic-
oriented literature, such reviews are found in academic journals, and are not to
be confused with book reviews that may also appear in the same publication.
Literature reviews are a basis for research in nearly every academic field.

2.1 international review

David Conrad (2019) Motivation is a widely explored topic and numerous studies have been
done to determine motivation importance and implementation. However, no studies have
been identified that investigate what motivators are most important to physicians and if
physician leaders agree with the importance physicians place on specific motivational
aspects. The purpose of this paper is to investigate this missed management learning
opportunity.

Thuan, L. and Thanh, B. (2019), "Mediating mechanisms linking developmental

feedback with employee creativity", The purpose of this paper is to investigate
mediating mechanisms linking leaders’ developmental feedback with employee
creativity and the moderating role of intrinsic motivation in the effects of employees’
skills on employee creativity.

Che Ahmat, N., Arendt, S. and Russell, D. (2019), "Examining work factors after

Malaysia’s minimum wage implementation" This study aims to generate novel
insights about minimum wage policy implementation through a joint assessment of
the mediating roles of work motivation, work engagement and job satisfaction in
predicting outcomes such as turnover intention and work engagement.

Krajcsák, Z. (2019), "The interdependence between the extended organizational

commitment model and the self-determination theory" The purpose of this paper
is to discover the relationship between the extended organizational commitment model
(EOCM) and self-determination theory (SDT). The author shows that specific
dimensions of commitment can be associated with the forms of regulation and
motivation.
Afsar, B. and Umrani, W. (2019), "Transformational leadership and innovative
work behavior: The role of motivation to learn, task complexity and innovation
climate" The purpose of this paper is to investigate the effect of transformational
leadership on employee’s innovative work behavior, and the mediating role of
motivation to learn, and the moderating role of task complexity and innovation
climate on the link between transformational leadership and innovative work behavior

Ricotta, A., Fan, S. and Dwyer, R. (2019), "How artistic directors motivate the

consistency of artists’ performance", The purpose of this paper is to explore what
motivation strategies live-entertainment artistic directors (ADs) use to increase
consistency in their employees’ performances.

Nguyen, T. (2019), "Do extrinsic motivation and organizational culture

additively strengthen intrinsic motivation in online knowledge sharing? An
empirical study", This study aims to examine the relationship between intrinsic
motivation and online knowledge sharing intentions (KSIs) and the moderating effect
of extrinsic motivation and organizational culture on this relationship. The influence
of online KSI on two dimensions of online knowledge sharing behavior, knowledge
donating and knowledge collecting, was also investigated.

Yang, B., Wang, L. and Mohammed, B. (2019), "Improving the organizational

knowledge sharing through online social networks: The mediating role of
employee motivation" Social technologies can offer a strong means for organizations
to manage their information flows and thus make changes on the organizational
knowledge sharing, which may then be linked to employees’ productivity and
performance enhancements. The purpose of this paper is to predict the impact of using
the online social network on employee motivation and employee motivation effects on
organizational knowledge sharing.
Shahzad, K., Arenius, P., Muller, A., Rasheed, M. and Bajwa, S. (2019),
"Unpacking the relationship between high-performance work systems and innovation
performance in SMEs" The purpose of this paper is to explore the black box between
high-performance work systems (HPWS) and innovation performance in small- and
medium-sized enterprises (SMEs). Through application of the ability, motivation and
opportunity (AMO) framework, the study examines the mediating roles of innovation-
specific ability, motivation and voice behaviors between HPWS and SMEs’
innovation performance.

Campos-García, I. and Zúñiga-Vicente, J. (2019), "The impact of a leader’s

demographic and professional characteristics on employee motivation: Do they really
matter?" Building on Upper Echelons Theory and prior research on strategic
leadership, the purpose of this paper is to examine the possible effect on employee
motivation of two sets of characteristics related to leaders: demographic (gender and
age); and professional development (tenure, prior career experience in the
organization and training).

Umrani, W., Siyal, I., Ahmed, U., Ali Arain, G., Sayed, H. and Umrani, S. (2019),

"Does family come first? Family motivation-individual’s OCB assessment via self-
efficacy" The purpose of this paper is to investigate the perceptions of faculty
members about the influence of family motivation on their self-efficacy and
organizational citizenship behavior-individual (OCBI).

Naeem, R. and Syed, J. (2019), "A Virtue Ethics Perspective on Motivation", The

notion of virtue ethics emphasises individual character as the key element of ethical
thinking, which may in turn affect individual actions. There is, however, a lack of
attention to this aspect in mainstream theories and practices of motivation in
organizations. To address this gap, this chapter focusses on theory of intrinsic and
extrinsic motivation, and argues that it may be integrated with the conceptual
framework of virtue ethics proposed by MacIntyre at the individual and organizational
levels. A change in value-orientation may also enable a focus on good work instead of
a narrow focus on monetary rewards. This chapter reviews literatures on motivation
and MacIntyre’s framework, and develops a conceptual model to integrate virtue
ethics with motivation. At the end, some avenues for future research are discussed.

Škerlavaj, M., Connelly, C., Cerne, M. and Dysvik, A. (2018), "Tell me if you can:

time pressure, prosocial motivation, perspective taking, and knowledge hiding"The
belief that knowledge actually expands when it is shared has been deeply rooted in the
mainstream knowledge management literature. Although many organizations and
managers expect employees to share their knowledge with their colleagues, this does
not always occur. This study aims to use the conservation of resources theory to
explain why employees who experience greater time pressure are more likely to
engage in knowledge hiding; it further considers how this behavior may be moderated
by these employees’ pro social motivation and perspective taking.

Chow, I. (2018), "The mechanism underlying the empowering leadership-

creativity relationship", The purpose of this paper is to explain how and under what
condition empowering leadership is related to employee creativity from the social
exchange and motivational perspective.

Tariq, H. and Ding, D. (2018), "Why am I still doing this job? The examination of
family motivation on employees’ work behaviors under abusive supervision
Synthesizing theories of pro social motivation and action identification, the purpose of
this paper is to test several hypotheses associating abusive supervisory behavior with
employees’ work behaviors via intervening variables, i.e., intrinsic motivation and
family motivation.

Kim, J. (2018), "The contrary effects of intrinsic and extrinsic motivations on

burnout and turnover intention in the public sector”. Based on motivation
theories, such as self-determination theory, the purpose of this paper is to examine
whether intrinsic and extrinsic motivations significantly influence burnout and
turnover intention in the public sector. Furthermore, the authors assessed the
mediating effect of organizational citizenship behavior (OCB) and public service
motivation (PSM) on the relationship between intrinsic/extrinsic motivation and
burnout/turnover intention

2.2 NATIONAL REVIEWS

Watson, A., Taheri, B., Glasgow, S. and O’Gorman, K. (2018), "Branded

restaurants employees’ personal motivation, flow and commitment: The role of
age, gender and length of service", Augmenting employees’ commitment is of
important interest to hospitality managers, particularly in the branded restaurant
industry where the workforce is often transient. This paper aims to identify and
analysis if levels of personal motivation and flow are drivers of commitment, and if
the relationship between the variables is moderated by length of service, age and
gender.

Caniëls, M., Neghina, C. and Schaetsaert, N. (2017), "Ambidexterity of employees:

the role of empowerment and knowledge sharing", The aim of this study is to
empirically test the link between employee ambidexterity and two supportive
organizational cultures, namely, a perceived culture of empowerment and a
knowledge-sharing culture. Furthermore, the paper addresses the mechanisms through
which these supportive organizational cultures work to enable employees to engage in
ambidextrous behavior . Specifically, the role of intrinsic motivation is investigated.

Gkorezis, P. and Kastritsi, A. (2017), "Employee expectations and intrinsic

motivation: work-related boredom as a mediator" Researchers have long
recognized that employee expectations play an important role in determining their
levels of motivation. However, less is known about the relationship between
newcomers’ expectations about their job and intrinsic motivation. Even more, there is
limited empirical research on the underlying mechanisms that explain this
relationship. Given the recent resurgence of interest concerning the construct of work-
related boredom and drawing on several theoretical frameworks, the purpose of this
paper is to address this gap by examining the mediating role of work-related boredom
in the linkage between newcomers’ expectations and intrinsic motivation.

Park, S. and Kim, M. (2016), "Antecedents and outcomes of non-profit public

service motivation in Korean” The purpose of this paper is to investigate the role of
non-profit service motivation (NPSM) as a cognitive dimension in the enhancement of
managerial accountability of Korean NGO employees. Hypotheses and a research
model were designed to determine the antecedent and consequence factors of NPSM
from the perspective of the self-determinants theory, social learning theory, and social
exchange theory.

Lichtenthaler, P. and Fischbach, A. (2016), "Job crafting and motivation to

continue working beyond retirement age", The purpose of this paper is to examine
how promotion- and prevention-focused job crafting impacts the motivation of older
employees to continue working beyond retirement age. The authors hypothesized that
promotion-focused job crafting (i.e. increasing social and structural job resources, and
challenging job demands) relates positively and prevention-focused job crafting (i.e.
decreasing hindering job demands) relates negatively with motivation to continue
working after reaching the official retirement age, and that these relationships are
sequential mediated by work sense of coherence and burnout.

Wang, C. (2016), "Does leader-member exchange enhance performance in the

hospitality industry? The mediating roles of task motivation and creativity" This
paper aims to integrate leader–member exchange (LMX), creativity and performance
research and to develop a model to investigate the relationships among LMX, task
motivation, creativity and performance in the hospitality industry.
Chen, H., Lee, A., Chen, I. and Wu, H. (2016), "The meaningfulness of
managerial work: case of Taiwanese employees", The importance and benefit of
work meaningfulness has been recognized from many previous studies. The purpose
of this study aimed at how employees in Taiwan sense their work as meaningful by
introducing pro social motivation along with two organizational-related factors – task
significance and external prestige.

 Moon, T. and Jun, J. (2016), "The effect of workplace incivility on service

employee creativity: the mediating role of emotional exhaustion and intrinsic
motivation", This study aims to examine how workplace incivility (i.e. coworker and
customer incivility) affects service employees’ creativity, specifically the way
emotional exhaustion at work decreases their intrinsic motivation, and, in turn,
damages service employees’ creativity. The purpose of this study, therefore, is to
show the mechanism by which both coworker and customer incivility at work affects
service employee creativity.

Sdrali, D., Goussia-Rizou, M., Giannouli, P. and Makris, K. (2016), "What

motivates employees to engage in the social economy sector? A case study of
Greek cooperative enterprises", Social economy employees focus on personal
fulfillment and social good rather than economic gains. They prefer to work in a
sector that promotes satisfaction and makes them feel worthy. The purpose of this
paper is to investigate employees’ motivations to engage in the social economy sector,
especially in a period of financial downturn in Greece. Furthermore, the impact of
specific demographic characteristics on employees’ work motivation is examined.

Vijaysinh M. Vanar (2016) ,employee motivation basically aim at the development

of a sense of mutual confidence, dependence and respect among all the employees of
an industrial unit at different levels of organization. He attempted a study on the
status of employee relations in engineering sector in Gujarat. He put hypothesis as for
the study that the status of employee relations is significant among certain selected
units. He found that contractual employees, employees who are not member of union,
and shop floor employees have responded less positively to the employee relations
status at their respective organizations. He also found that employees of private
limited 50 companies have positively responded for the status of industrial relations at
their respective organization

Lazauskaite-Zabielske, J., Urbanaviciute, I. and Bagdziuniene, D. (2015), "The

role of pro social and intrinsic motivation in employees’ citizenship behavior ’’The
purpose of this paper is to examine the role of pro social and intrinsic motivation and
their interaction in predicting employees’ organizational citizenship behavior (OCB)
and its dimensions.

Word, J. and Park, S. (2015), "The new public service? Empirical research on

job choice motivation in the nonprofit sector" The purpose of this paper is to
examine the factors influencing the decision of managers to work in the nonprofit
sector and how these choices are shaped by intrinsic and extrinsic motivations.
Additionally, this research examines the impact of job choice motivation on social,
community and professional outcomes and the unique characteristics of managers in
the nonprofit sector.

Conrad, D., Ghosh, A. and Isaacson, M. (2015), "Employee motivation factors: A

comparative study of the perceptions between physicians and physician leaders",
Motivation is a widely explored topic and numerous studies have been done to
determine motivation importance and implementation. However, no studies have been
identified that investigate what motivators are most important to physicians and if
physician leaders agree with the importance physicians place on specific motivational
aspects. The purpose of this paper is to investigate this missed management learning
opportunity.

Marcus, T. and Shoham, S. (2014), "Knowledge assimilation by employees in

learning organizations: The case of safety training in a day camp" The purpose of
this study is to examine the factors related to the employee as an individual, that affect
the quality and level of the individual’s assimilation of knowledge (AOK) which is
transmitted by way of organizational learning.

Randall S. Schuler (2014), potentially dynamic and proactive role of employers in

employee relations need to be recognized because incorporating the notion of strategic
human resource management appears consistent with this suggestion, it is done here
integrating frameworks of competitive strategy and human resource management
practices using the rationale of needed employee role behaviours and cost and market
conditions. It is then need to be merged with business life - cycles stages creating a
contingency framework to understand the impact of strategic human resource
management

(Jay) Yoo, J., J. Arnold, T. and L. Frankwick, G. (2014), "Promoting boundary-

spanning behavior among service personnel", The purpose of this model is to
explain how person – organization fit (P – O fit) and competitive intensity,
conceptualized as a job resource and a job demand, respectively, ultimately affect the
development of frontline employee boundary-spanning behavior (BSB).

Eisele, L., Grohnert, T., Beausaert, S. and Segers, M. (2013), "Employee

motivation for personal development plan effectiveness", This article aims to
understand conditions under which personal development plans (PDPs) can
effectively be implemented for professional learning. Both the organization's manner
of supporting the PDP practice as well as the individual employee's motivation is
taken into account.

Bernadette van Rijn, M., Yang, H. and Sanders, K. (2013), "Understanding

employees' informal workplace learning: The joint influence of career motivation
and self-construal". This paper aims to investigate the joint influence of employees'
career motivation and their self-construal on their engagement in three informal
workplace learning activities: keeping up-to-date, asking for feedback from
supervisors and knowledge sharing.

Skudiene, V. and Auruskeviciene, V. (2012), "The contribution of corporate

social responsibility to internal employee motivation" The purpose of this paper is
to examine the impact of corporate social responsibility (CSR) on internal employee
motivation.

Cossette M,. and Hess, U. (2012), "Chapter 12 Emotion Regulation Strategies

among Customer Service Employees: A Motivational Approach",  In this study,
we proposed and tested a motivational framework of emotional labor. This model
incorporates positive and negative affect, motivation to express positive emotions,
emotion regulation strategies (emotion suppression, reappraisal, and naturally felt
emotions), and job satisfaction. Based on a sample of 147 employees, results generally
supported our hypotheses and indicated that employees’ motivation to express positive
emotions leads to the expression of the naturally felt emotions and the use of
reappraisal. In contrast, motivated employees used less emotion suppression in their
work. Hence, employees’ motivation seems to facilitate the adoption of a more
authentic stance toward customers. Moreover, employees’ affectivity impacted
emotional labor strategies. Finally, replicating past findings, job satisfaction was
associated with a more authentic demeanor. This chapter contributes to emotional
labor theory by extending our comprehension of emotional labor antecedents, which
have been relatively under-investigated by emotion researchers. Moreover, this study
demonstrated that self-determination theory is a relevant framework to better
understand the emotional labor process. Overall, this motivational approach to the
study of emotional labor can lead to more extensive research on emotional labor
antecedents.
Stringer, C., Didham, J. and Theivananthampillai, P. (2011), "Motivation, pay
satisfaction, and job satisfaction of front‐line employees",This paper aims to
explore the complex relationships between intrinsic and extrinsic motivation, pay
satisfaction and job satisfaction at the retailer that uses a pay‐for‐performance plan for
front‐line employees.

Mozes, M., Josman, Z. and Yaniv, E. (2011), "Corporate social responsibility

organizational identification and motivation",  The purpose of this paper is to
explore the impact of corporate social responsibility (CSR) engagement on employee
motivation, job satisfaction and organizational identification as well as employee
citizenship in voluntary community activities.

Yang, F. (2011), "Work, motivation and personal characteristics: an in‐depth

study of six organizations in Ningbo" The purpose of this paper is to investigate
employees' work motivation in China. It aims to give answers to two questions: what
motivates employees in China? What are the effects of personal characteristics on
work motivation for employees in China

Dysvik, A. and Kuvaas, B. (2010), "Exploring the relative and combined influence

of mastery‐approach goals and work intrinsic motivation on employee turnover
intention", Mastery goals and intrinsic motivation have separately been found to
predict employee turnover and turnover intention, respectively. The purpose of the
present study was to examine their relative and combined influence on turnover
intention in terms of a direct model and a moderated model.

Tjosvold, D. and Moy, J. (2010), "Managing employees in China from Hong

Kong: interaction, relationships and productivity as antecedents to motivation",
States that managers must often try to motivate employees working in another
country. Senior accounting managers in Hong Kong were interviewed on their
experiences leading professionals in China. Results of structural equation analyses
suggest the usefulness of Deutsch’s theory of co‐operation and competition to
understanding how interaction between leaders and employees develops future
motivation. Co‐operative goals were found to contribute to a constructive discussion
of opposing views between managers and employees which, in turn, resulted in
productive work and stronger work relationships; these outcomes, in turn, developed
motivation to work hard and well on future assignments.

Amar, A. (2004), "Motivating knowledge workers to innovate: a model

integrating motivation dynamics and antecedents", Grounding in the premise that
motivation in a knowledge work environment is an outcome of the existence of certain
antecedents that are responsive to the dynamics of motivation in this environment, this
work develops a conceptual model synthesizing motivations “what” and “how” that
will bring human creativity in organizations which thrive on innovation. The
presented model embodies these dynamics into five drivers of motivation practice in
the knowledge work environment and then leads to three sources of motivation into
which its antecedents should be loaded to motivate knowledge employees for
innovation.
Al Araimi, A. (2002), "Exploratory study on employees’ motivation in the omani
private banking sector",  There are clear evidences that organizations are focusing
on retaining motivated employees. Although motivation is a well-discussed topic in
academic literature, motivation of employees in the Omani private banking sector is
not fully discussed. The purpose of this exploratory study is to find some insights on
the predictors of employees’ motivation in the Omani private banking sector. A cross-
sectional method was used to collect data from 105 employees from the Omani private
banking sector. Furthermore, to collect the primary data, a questionnaire with 23 items
was designed and distributed for that purpose. In order to analyze the gathered data,
correlational methods were used. This exploratory study shed some light on the
importance of the relationship that the employees have with their colleagues on their
motivation and on the employees’ salaries to their motivation. The study found these
two variables as significant and positive predictors of employees’ motivation.

CHAPTERII

COMPANY PROFILE

3.1 Industry Profile

Plastics, in the modern meaning of the word, are synthetic materials that are
capable of being formed into usable products by heating, milling, molding and
similar processes. The term is derived from the Greek plastic, to form in simplest
terms plastics can be described as resins in their molded form.

The wonders of plastics cut across all sectors of society. It is a material of choice
due to its versatility, its physical strength, its economic viability; its easy process
ability and also its attractiveness and durability of all-weather Conditions. With
the globalization of Indian economy and television entering into homes and
tiniest villages and communications demand for the materials for suitable
functional use more economic packing, durable all weather products has meant
increasing demand for plastics.
Packing of cement bags, the end user is demanding plastics instead of
conventional jute, because it prevent transits loses and wastages. The hilly
regions of East India or drought prone districts of Rajasthan, Gujarat, and
Tamilnadu d e m a n d auto molded tanks in thousands each day. The
agriculturists of Himachal Pradesh insist on plastic pipes for irrigation to their
farms, the floriculturists of Karnataka and Maharashtra cannot thrive without
ultraviolet stabilized polythene wide width films for huge tunnels and green
polymers consumption and import.

The Plastic industry in India has made significant achievements ever since it
made a modest but promising Champion by commencing production of
polystyrene in 1957. The potential market has motivated Indian entrepreneurs to
acquire technical expertise. Achieve high quality standards and build capacities
in various facts of the booming plastic industry.
The chronology of manufacture of polymers in India is summarized as under.

1957 : poly styrene

1959 : LDPE

1961 : Champion

1968 : HDPE

1978 : polypropylene
2010 : Fuel Tanks

The economic reforms launched in India since 1991, joint ventures, foreign
investments, easier across to technology from developed countries etc. have opened
up new vistas to further Indian plastic industry are exported to over 150 countries
round the globe with major trading partners being USA,UAE, Italy, UK, Russia,
Honkong, Germany etc. The plastic processing sector comprises of over 30000
units involved in producing a variety of items through injections molding, blow
molding, extrusion and calendaring.

Polyethylene evolved out of the need for a superior insulating material could be used
for such applications as radar during World War II. The decade of the 1950‟s saw
the introduction of poly propylene and the development of acetyl and
polycarbonate. In 1960‟s and 1970‟s a sub group of plastic family Champion to
emerge called high temperature plastics, which includes polyamides, aromatic polyesters,
polyether siphoned etc.

3.2 Company Profile

The history of Champion is the history of pipe fittings production in south India. In
1983, Visas plastics and Champion Plastics private Limited amalgamated to form
Champion plastics. Mullurkara that is 20kms away from Thrissur town, the cultural
capital of Kerala. In 1988, Champion became the number one Champion pipe
fitting manufacture in south India it has received the best ISI mark for quality.

In 1994 Champion began the production and marketing of flexible hoses under the
brand name Champion FLEX. In 1998 taking advantage of the wings of
globalization Champion impels and forayed into the global market. Growth being as
the key strategy the visionary Mr.P.K.Paul nurtured Champion Plastics Private
Limited into a corporate level.

19
In the year 2000, to take on the challenge of globalization, Champion set up a core
team and applied core ISO certification. In August 2001, Champion became the first
Champion fittings manufactures in south India to receive the ISO 9002
certification. Champion plastic is the market leader in Kerala, Tamilnadu & the
market challenger in Andhra Pradesh and Karnataka. The company has made its
presence significantly in Middle East market having a branch office at Dubai.

It is a multi-core, multi-Product Company which has been deeply involved in the

manufacture, distribution, sale, and installation and servicing to bring the customer
satisfaction and social responsibilities. In the last one decade unparalleled growth
was witnessed in Champion group of companies to emerge as a leader in the
Champion fitting and to diversify into the manufacture of suction hoses, drainage
fittings and Champion pipes. Champion Plastics Pvt Limited is a group of
companies with a turnover of 30 cores per annum and with manpower strength of
450 employees including 50 high caliber professionals.

It has a32% growth due to the young and dynamic MD‟s expansions and growth
plans. The company increased its production capacity over 50% in just two years
incurring huge additional investments. Presently it is enjoying the benefits. At the
end of current half year a growth rate of 35% when compared with the last year is
witnessed.

The company’s operations include manufacturing of Champion fittings and allied

products in clearly defined core business areas at home and overseas. The
Champion group of companies is the single largest plastic industry in private sector
over the years.

Product Profile

Champion plastics:- champion plastic the parent company of the group was
incorporated in 1983, and within these 21yrs it has grown up as one of the largest
pace fittings manufacturing companies in India and its products are approved by
these authorities.

Shine champion: -shine Champion is another unit of Champion plastic, which is

manufacturing pipe fitting. This has been Champion end as another manufacturing fitting
unit.

Champion Flex: - Champion flex is totally a new venture, manufacturing flexible

solution and delivery hoses ranging from ¾ to 4 sizes. As on today the above

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companies are making a combined sales turn over approximately worth of 30 cores
per year.
Champion Polymers: -It is the unit of Champion plastics. It is manufacturing pipe
fittings.
Champion Plus: - Champion plus is another unit of Champion plastics. It is also
manufacturing pipe fittings. The different units had been given different names in terms
of marketing.

Champion It Means:

 Provider of basic requirement of all Champion related fittings, pipes, and

allied products.
 Unstinted and continued supply and service since last 2 decades.
 Believer and Promoter of quality products than giving simple propaganda.
 The First Champion pipe fittings manufacturer in south India who is
operational and reaching newer heights year after year.
 The First Champion pipe fittings manufacturer in south India to have
received ISI mark.
 The First Champion pipe fittings manufacturer in south India to have
received ISO mark.
 An entity who gave to its customer’s qualitative products & value added
services.
 To have received the best appreciation from its people.

VISION, MISSION AND QUALITY POLICY:

“Our vision is to maintain the hegemony as the most reliable provider of high quality
Champion products to meet the diverse requirements of potable water distribution,
domestic plumbing, bore wells and lift irrigation purposes. We aim to make each of our
products a paragon of quality and technical excellence. Through our constant Endeavors
of research and innovation we strive to come up with new products that help architects
and builders keep ahead of the times”

Mission: - serve water projects, construction activities and agriculture on global level to
ensure customer satisfaction.

Quality policy:

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To manufacture and market goods, which comply with the consumers requirements.

To achieve customer satisfaction is the basic philosophy of the organization.

In the last one decade, unparalleled growth was witnessed in Champion group of
companies to emerge as a leader in the Champion fittings and to diversify in to the
manufacture of suction, drainage fittings and Champion pipe. Champion Plastics
private Limited is a group of companies with a turnover of 75 cores per annum and with
manpower strength of 450 employees including 50 high caliber professional

Structure Of The Organization

Organizational Chart

The Champion group follows absolute dedicated approach. The organization of its
manufacturing operations is based on product in to group of products in which are similar
in technology or manufacturing process. Each group is constituted by divisions or profit
centers. Each of these group, are led by absolute manager. A central manager leads the
corporate function. Some of these functions in turn are reported to the managing director.

CEO

DIRECTOR

MANAGING
DIRECTOR

HR PRODUCTION
FINANCE MARKETING
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A. Financer Manager

He is responsible for financial matters in the organization. He prepares financial plan. He

assesses the financial needs of the organization and sources of the finance. He should be
an expert in the field of financial management. He should know different tools used in the
financial management ratio analysis, fund flow analysis, cash flow analysis, Budgeting
etc. All these are necessary to prepare a sound financial policy for the organization. He is
also responsible for financial planning, raising necessary fund, controlling the use of
funds, appropriation of profits etc. Other functions include financial forecasting and
planning, procurement of funds, investment decision, management of income,
management of cash, deciding upon borrowing policy, negotiations for new financing,
analysis and appraisal of financial performance, advising the top management, co-
coordinating and control, helping in valuation decisions, and tax administration.

B. Human Resource Manager

A human resource manager occupies a very important position in an organization. The
duty of the human resource manager is to recruit and develop Personnel required by the
organization. They are involved in manpower planning, training, maintenance,
compensation etc.
The other responsibilities of the human resource manager are formulation and
development of personnel policies, employees training and development, transfer,
promotion, etc., maintaining personnel records of each employee in the organization,
establishment of good relation with employees, effective communication of the personnel
policies and programmers of the management to employees, responsible for advising line
manager, responsible for welfare activities and responsible for solving the problem of
employees.

C. Production Manager
He is responsible for the production of goods services in the organization. He looks after
the purchasing function and manages the production design and process. He is called in
different names such as production engineer, plant engineer, operation engineer etc. They
are responsible for plant layout, inventory management, production control and quality
control.

D. Marketing Manager
He is charge of the marketing department of the organization. The marketing department
aims to increase the turnover of the organization, market share, and profitability of the
organization. The marketing manager should be tactful. He should know marketing
concepts product mix, promotion mix, price mix, distribution mix etc. He should be

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known the strength and weakness of the firm‟s products. He is also able to design and
implement market strategies to enhance turn over and capture new market

CHAPTER IV

RESEARCH METHODOLOGY

Research is a systematic method of finding solution to problems. It is essentially an

investigation recording and an analysis of evidence for purpose of gaining knowledge.
According to Clifford woody, “research comprises of defining and redefining problem,
formulating hypothesis or suggested solution, collecting, organizing and evaluating data,
reaching conclusion, testing conclusion to determine whether they fit the formulated
hypothesis.”

4.1 Research Design

Research design is defined as a framework of methods and techniques chosen by

a researcher to combine various components of research in a reasonably logical manner
so that the research problem is efficiently handled. ... There are three main sections
of research design: Data collection, measurement, and analysis.

Need- Research design

Research design is needed because it facilitates the smooth sailing of the various research
operations, thereby making research as efficient as possible yielding maximal
information with minimal expenditure of effort, time and money. Research design has a
significant impact on the reliability of the results obtained. It thus acts as a firm
foundation for the entire research.

4.2 Data Collection

For the purpose of the study the Following sources of data are used.

Primary data
Primary data refers to the collection of first hand data. Data is collected through

• Questionnaire
• observation

Questionnaire

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Questionnaire is prepared and circulated to the employees to know their opinion,

Observations
Observations were done during the visits to the organization.

Secondary data
Secondary data refers to the data. Which is not newly generated but rather
obtained from.

• Published sources
• Unpolished sources i.e., information about the performance of the company
• Report on the study.
• Review of literature etc.

4.3 Sampling Method

simple random sample is a subset of a statistical population in which each member of the
subset has an equal probability of being chosen. An example of a simple random sample
would be the names of 25 employees being chosen out of a hat from a company of 250
employees.

Sampling

 Afinite subset of population, selected from it with the objective of in
v e s t i g a t i n g   i t s  properties called a sample. A sample is a representative part of the
population. A sample of 50 respondents in total has been randomly selected. The
response to various elements under each questions were totaled for the purpose of various
statistical testing.

Sample design

A sample design is a finite plan for obtaining a sample from a given population. Simple
random sampling is used for this study.

Sample Size

 Number of the sampling units selected from the population is called the size of the
sample. Sample of 50 respondents were obtained from the population

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Sampling Procedure

The procedure adopted in the present study is probability sampling, which is also known
as chance sampling. Under this sampling design, every item of  the frame
has an equal chance of inclusion in the sample.
.

4.4 Tools Used

The statistical tools which will be used in this research will be given as follows such as
Percentage analysis. Weighted Average, Chi Square method and Coefficient of
Correlation method, the statistical tool which will be applied in this research will be
given as follows such as:

 Percentage Analysis

 Chi square Test

 Correlation Analysis

 Regression Analysis

A) Percentage Analysis

Percentage analysis refers to a special kind of ratio analytical method with the help of
absolute figures. It will be calculated using the below given

Formula;

Percentage =No: of Respondents

Total No :of RespondsX100

In percentage analysis firstly the classification and tabulation of the result from
questionnaire is done. Then the percentage of respondent. Will be shown with the help of

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Bar Charts and other diagrams. In percentage analysis firstly the classification and
tabulation of the result from questionnaire is done.

B) Chi Square

Chi-square is a non-parametric test of statistical significance for bivariate tabular

analysis. A non-parametric test, like chi square, is a rough estimate of confidence.

Chi-square is used most frequently to test the statistical significance of results reported in
bivariate tables and interpreting bivariate tables is integral to interpreting the results of a
chi-square test.

The Chi-Square statistic is most commonly used to evaluate Tests of Independence when
using a cross tabulation (also known as a bivariate table).  Cross tabulation presents the
distributions of two categorical variables simultaneously, with the intersections of the
categories of the variables appearing in the cells of the table.  The

Test of Independence assesses whether an association exists between the two variables by
comparing the observed pattern of responses in the cells to the pattern that would be
expected if the variables were truly independent of each other.  Calculating the Chi-
Square statistic and comparing it against a critical value from the Chi-Square distribution
allows the researcher to assess whether the observed cell counts are significantly different
from the expected cell counts.

Chi – Square Test Method:

 Chi – square method is the application of testing the significant difference between
observed and expected values.

To calculate chi square, take the square of the difference between the observed (O) and
expected (E) values and divide it by the expected value. Depending on the number of
categories of data, we may end up with two or more values. Remember that chi looks like
the letter x, so the letter we use in the formula.

 Statistical Test:

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 Chi–square test (χ 2 ) =∑ ( O - E )2
E

Degree of freedom Df =  (R-1) (C-1)

Whereas, O = Observed frequency

E = Expected frequency

R = Number of rows 

C = Number of columns

Correlation Analysis

Correlation analysis deals with the association between two or more variables. It does not
tell anything about cause and effect relationship. Correlation is described or classified in
several different ways. Three of the most important ways of classifying correlation are:

 Positive and Negative

 Simple, Multiple and partial

 Linear and Non-Linear

Karl Pearson’s method is popularly known as Pearson’s coefficient of correlation. It is

denoted by the symbol ‘r’.

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The value of the coefficient of correlation as obtained by the above formula shall always
lie between +1 and -1. When r=1, it means there is perfect positive correlation between
variables. When r=-1, it means there is perfect negative correlation between variables.
When r=0, it means no relationship between variables.

Regression Analysis

Regression analysis is a set of statistical processes for estimating the relationships

between a dependent variable (often called the ' outcome variable') and one or
more independent variables (often called 'predictors', 'covariates',
or 'features'). The most common form of regression analysis is linear
regression, in which a researcher finds the line (or a more complex linear combination)
that most closely fits the data according to a specific mathematical criterion. This
technique is used for forecasting, time series modeling and finding the causal effect
relationship between the variables.

4.5 Hypothesis

A hypothesis is an approximate explanation that relates to the set of facts that

can be tested by certain further investigations. There are basically two types, namely, null
hypothesis and alternative hypothesis. A research generally starts with a problem. Next,
these hypotheses provide the researcher with some specific restatements and
clarifications of the research problem.

The criteria of the research problem in the form of null hypothesis and alternative
hypothesis should be expressed as a relationship between two or more variables. The
criteria is that the statements should be the one that expresses the relationship between
the two or more measurable variables. The null hypothesis and alternative hypothesis
should carry clear implications for testing and stating relations.

The major differences between the null hypothesis and alternative hypothesis and the
research problems are that the research problems are simple questions that cannot be
tested. These two hypotheses can be tested, though.

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 A. Null Hypothesis

Test – 1

To check whether there is any significant relationship between age group and work
experience.

Null Hypothesis: H (0): There is no significant relationship between age group and work
experience

Hypothesis: H (1): There is significant relationship between age group and work
experience.

B. Alternative Hypothesis

Test – 2
To check whether there is any significant relationship between respondent qualifications
and level of satisfaction regarding pay of the employee.

Null Hypothesis (H0): there is no significant relationship between respondent

qualifications and level of satisfaction regarding pay of the employee.

Null Hypothesis (H1): There is significant relationship between respondent

qualifications and level of satisfaction regarding pay of the employee.

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