EMPLOYEE MORALE in SBI

STATE BANK OF INDIA

IN PARTIAL FULFILLMENT OF THE DEGREE OF
BACHELOR OF BUSINESS MANAGEMENT

COLLEGE OF COMMERCE

UNDER THE GUIDANCE OF: SUBMITTED BY:

DR. K.B. PADAMDEO ANAND MOHAN JHA
FACULTY OF MANAGEMENT Roll No. 12212423003
COLLEGE OF COMMERCE BBM 3rd Year, Session 2009-12
 CERTIFICATION

This is to certify that ANAND MOHAN JHA, Roll No. - 02,

Session : 2009-12, a student of BBM 3rd year, COLLEGE OF
COMMERCE has prepared his project report entitled
‘EMPLOYEE MORALE in SBI, Patna under my supervision. To
the best of my knowledge, he has exposed his good effort to
make his project more analytical and purposeful.

His attitude and interest shown in the completion of project

report is highly appreciable.

I wish him success in all his future endeavours.

DR. K. B. PADAMDEO
PROJECT –IN-CHARGE
STATE BANK OF INDIA
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CERTIFICATE 

TO WHOM SO IT EVER MAY CONCERN


This is to certify that ANAND MOHAN JHA, Roll No. - 02,
Session 2009-12, a student of BBM 3rd year, COLLEGE OF
COMMERCE has prepared his project report entitled
‘EMPLOYEES MORALE IN SBI, GandhiMaidan, Patna in
partial fulfilment of the BBM degree.

The project is done with his own efforts and his sincerity
in completing the project is appreciable.
 Acknowledgement
The satisfaction and euphoria that accompany the successful
accomplishment of any task would be incomplete without
mentioning the name of people whose constant guidance and
encouragement has crowned all my effort with success.
Concentration, dedication and application are necessary but not
sufficient to achieve any goal. Therefore, it is our pleasant duty to
offer our service of acknowledgement to those honourable
personalities of the department who helped me to follow the path
to success for the completion of this project. It was indeed an
opportunity for me to be a part of STATE BANK OF INDIA, as a
partial fulfilment of three year degree course of Bachelor of
Business Management.
I would like to express my deep sense of gratitude to my respected
Sir Dr. R.U. SINGH, Co-coordinator of B.B.M. Department,
COLLEGE OF COMMERCE, who helped me in every aspects
while making the project. I am also indebted and grateful to
Dr.S.K.SINGH, Director, BBM, College of Commerce for
providing me an opportunity and environment.
CONTENTS OF THE PROJECT

1) RESEARCH METHODOLOGY

Research Design
Objectives of the Study

2) COMPANY – AN OVERVIEW

SBI –an Introduction

Company’s Profile

3) EMPLOYEE MORALE

An Introduction
Essentials of Employee Morale

4) DATA ANALYSIS & INTERPRETATION

Analysing the information

5) OVERVIEW OF THE PROJECT

Conclusion
Sugesstions
PREFACE
This project report is prepared for the project work done at 
STATE BANK OF INDIA (SBI). The topic of the project is
“EMPLOYEES MORALE IN SBI”. This project is about the
system and working style of employees and their satisfaction level
in their working organisation, SBI.

Its purpose is to present, as clearly and as completely as possible,

There is also such important concept and it includes important
information of these study.

This project is desgined so as to evaluate the employees job

satisfaction level and find out the ways to influence positively the
employees grievances in view with organisational consideration.
And thus consider the factors by which the employees and the
organisation influences affect their working styles as Job
Satisfaction is an important tool for retaining the best employees
working towards the organisational objectives beneficial for the
organisation such as to run the organisation work effectively and
efficiently.

The organisation shall make all possible efforts to have a secure

and safe domain. The data/information is very important and
most critical to the business requirements ; therefore all topics are
taken care with full of right information. I made it very carefully
especially to bear in mind the management concept.
CHAPTER - 1

RESEARCH

Methodology
 RESEARCH DESIGN

“ A research design is the arrangement of conditions for collection

and analysis of data in manner that aims to combine relevance to
the research purpose with economy in procedure”.

In fact, the research design is the conceptual structure within

which research is conducts; it constitutes the blueprint for
collection, measurement and analysis of data.

A research design designs the mechanisms / procedures for

gathering, processing, storing and retrieval of the information
and that information is utilized to the right person at the right
time in the right way. This design includes an outline of what the
researcher have to do from its starting to the final analysis of data.
Design decision happen to be respective of below detail :

Sources of data:
The study is based on both primary and secondary data.
Primary data:
The primary data were collected through structured
questionnaire.
Secondary data:
The required secondary was collected from books, magazines
and web-sites.
OBJECTIVES OF STUDY

 To determine the level of morale of the employees

regarding their job.
 To study and understand the job satisfaction among
the employees of State Bank of India.
 To study the various factors which influencing
employee morale
 To study the relationship between the personal
factors of the employee (Income, Designation,
Educational qualification, Gender, etc.,)
LIMITATIONS OF THE STUDY

 Data collected is based on questionnaire.

 The research exercise was conducted within a limited
duration. So a detailed study could not be made.
 The number of employees in State Bank of India is more, so
sample size is limited by 100.
 The information collected by the observation method is very
limited.
 The result would be varying according to the individuals as
well as time.
 Some respondents hesitated to give the actual situation; they
feared that management would take any action against them
 The findings and conclusions are based on knowledge and
experience of the respondents sometime may subject to bias
CHAPTER – 2

COMPANY
AN
OVERVIEW
COMPANY’S PROFILE :

The Bank is actively involved since 1973 in non-profit activity

called Community Services Banking. All our branches and
administrative offices throughout the country sponsor and
participate in large number of welfare activities and social causes.
Our business is more than banking because we touch the lives of
people anywhere in many ways.

Our commitment to nation-building is complete &

comprehensive.

The State Bank of India, the country’s oldest Bank and a premier
in terms of balance sheet size, number of branches, market
capitalization and profits is today going through a momentous
phase of Change and Transformation – the two hundred year old
Public sector behemoth is today stirring out of its Public Sector
legacy and moving with an ability to give the Private and Foreign
Banks a run for their money.

The bank is entering into many new businesses with strategic tie
ups – Pension Funds, General Insurance, Custodial Services,
Private Equity, Mobile Banking, Point of Sale Merchant
Acquisition, Advisory Services, structured products etc – each one
of these initiatives having a huge potential for growth.

The Bank is forging ahead with cutting edge technology and

innovative new banking models, to expand its Rural Banking
base, looking at the vast untapped potential in the hinterland and
proposes to cover 100,000 villages in the next two years.

It is also focusing at the top end of the market, on whole sale

banking capabilities to provide India’s growing mid / large
Corporate with a complete array of products and services. It is
consolidating its global treasury operations and entering into
structured products and derivative instruments. Today, the Bank
is the largest provider of infrastructure debt and the largest
arranger of external commercial borrowings in the country. It is
the only Indian bank to feature in the Fortune 500 list.

The Bank is changing outdated front and back end processes to

modern customer friendly processes to help improve the total
customer experience. With about 8500 of its own 10000
branches and another 5100 branches of its Associate Banks
already networked, today it offers the largest banking network to
the Indian customer. The Bank is also in the process of providing
complete payment solution to its clientele with its over 21000
ATMs, and other electronic channels such as Internet banking,
debit cards, mobile banking, etc.
With four national level Apex Training Colleges and 54 learning
Centres spread all over the country the Bank is continuously
engaged in skill enhancement of its employees. Some of the
training programmes are attended by bankers from banks in
other countries.

The bank is also looking at opportunities to grow in size in

India as well as Internationally. It presently has 173 foreign
offices in 33 countries across the globe. It has also 7 Subsidiaries
in India – SBI Capital Markets, SBICAP Securities, SBI DFHI, SBI
Factors, SBI Life and SBI Cards - forming a formidable group in
the Indian Banking scenario. It is in the process of raising capital
for its growth and also consolidating its various holdings.

Throughout all this change, the Bank is also attempting to change

old mindsets, attitudes and take all employees together on this
exciting road to Transformation. In a recently concluded mass
internal communication programme termed ‘Parivartan’ the Bank
rolled out over 3300 two day workshops across the country and
covered over 130,000 employees in a period of 100 days using
about 400 Trainers, to drive home the message of Change and
inclusiveness. The workshops fired the imagination of the
employees with some other banks in India as well as other Public
Sector Organizations seeking to emulate the programme.
AWARDS AND ACHIEVEMENTS

 Best Online Banking Award, Best Customer Initiative Award &

Best Risk Management Award (Runner Up) by IBA Banking
Technology Awards 2010
 The Bank of the year 2009, India (won the second year in a
row) by The Banker Magazine
 Best Bank – Large and Most Socially Responsible Bank by the
Business Bank Awards 2009
 Best Bank 2009 by Business India
 The Most Trusted Brand 2009 by The Economic Times
 Most Preferred Bank & Most preferred Home loan provider by
CNBC
 Visionaries of Financial Inclusion By FINO
 Technology Bank of the Year by IBA Banking Technology
Awards
 SKOCH Award 2010 for Virtual corporation Category for its e-
payment solution

• 11th most trusted brand in India

• Best Executive Award to the Chairman by Asia
Money.
• State Bank of India also improved its ranking in
“Fortune” 500 Global List,

• “Forbes” list of 2000 largest companies in the world,

“Banker” list of top 1000 world banks, Brand Finance
– Global 500 Financial Brand recognition, to name a
few
• “Most Admired Infrastructure Financier” Award by
KPMG, “Top Public Sector Bank under SME
Financing” by Dun and Bradstreet
• The Bank was voted, for the third year in a row, as
the “Most Preferred Housing Loan” and “Most
Preferred Bank” in the CNBC AWAAZ Consumer
Awards in a survey conducted by CNBC TV18 in
association with AG Nielsen & Company.
• The Bank was also awarded the “Best Home Loan
Provider” as well as “The Best Bank” – by Outlook
Money Awards, 2008.
• SBI has been rated as the Best Public Sector Bank for
Rural Reach by Dun & Bradstreet.
• The Bank has won awards for topping SHG-Bank
Credit linkage in Orissa, Jharkhand, Maharashtra,
Uttarakhand, Tamil Nadu and Uttar Pradesh.

• The Bank was awarded Reader’s Digest “Pegasus

Corporate Social Responsibility Award 2007” in
recognition of its contribution towards Rural
Community Development.
• The Bank was conferred the following National
awards by the Government of India (GOI), Ministry
of Micro Small and Medium Enterprises for the FY
2007-08:
• First under "National Awards for excellence in
lending to Micro Enterprises".
BANKING SUBSIDIARIES
ASSOCIATE BANKS

State Bank of India has the following five Associate Banks (ABs)
with controlling interest ranging from 75% to 100%.
1. State Bank of Bikaner and Jaipur (SBBJ)
2. State Bank of Hyderabad (SBH)
3. State Bank of Mysore (SBM)
4. State Bank of Patiala (SBP)
5. State Bank of Travancore (SBT)
As on June 30, 2011, the five ABs have a combined network of
4748 branches in India which are on core banking and 4713
ATMs networked with SBI ATMs, providing value added services
to clientele.
The combined net profit of these banks increased by 10.67% over
the previous year to reach Rs.735.79 crores as on 30th June
2011. Deposits and advances grew by 12.39% and 16.32%,
respectively, during the year. The combined Net NPA ratio of all
ABs was at 1.12% as on 30th June 2011.The highlights of
performance of the five ABs for the quarter ended June 11 are as
follows:
(Rs. In crores)

Deposits 317581

Loans 240601

Investments 97439

Total Assets 378565

Return on Assets 0.79%

No. of Branches 4748

NON BANKING SUBSIDIARIES

The Bank has the following Non-Banking Subsidiaries in India:

1.SBI Capital Markets Ltd

2.SBI Funds Management Pvt Ltd

3.SBI Factors & Commercial Services Pvt Ltd

4.SBI Cards & Payments Services Pvt. Ltd. (SBICPSL)

5.SBI DFHI Ltd

6.SBI General Insurance Company Limited

JOINT VENTURES

The Bank has the following Joint Ventures in India:

1. SBI Life Insurance Company Ltd (SBI LIFE)

2. SBI General Insurance Company Limited

3. SBI-SG Global Securities Private Limited

SBI SERVICES

 DOMESTIC TREASURY

 BROKING SERVICES

 REVISED SERVICE CHARGES

 ATM SERVICES

 INTERNET BANKING

 E-PAY

 E-RAIL

 RBIEFT

 SAFE DEPOSIT LOCKER

 MICR CODES
 FOREIGN INWARD REMITTANCES
CHAPTER-4

EMPLOYEE
MORALE
EMPLOYEE MORALE

INTRODUCTION

Employee Morale refers to an attitude of satisfaction with a desire

to continue and strive for attaining the objectives of a factory.
Morale is purely emotional. It is an attitude of an employee
towards his job, his superior and his organization. It is not static
thing, but it changes depending on working conditions, superiors,
fellow workers pay and so on.

Morale may range from very high to very low. High Morale is
evident from the positive feelings of employees such as
enthusiasm, desire to obey orders, willingness to co-operate with
coworkers. Poor or low Morale becomes obvious from the negative
feelings of employees such as dissatisfaction, discouragement or
dislike of the job.

Definitions:
Morale is a fundamental psychological concept. It is not
easy to define. Morale is the degree of enthusiasm and
willingness with which the members of a group pull
together to achieve group goal. It has been defined
differently by different authors. Different definition of
Morale can be classified into three major approaches.
1) Classical approach
2) Psychological approach
3) Social approach
1. Classical approach:

According to this approach the satisfaction of basic needs is the

symbol of Morale.
According to Robert M. Guion "Morale is defined as the extent to
which the individual perceives that satisfaction stemming from
total job satisfaction".

2. Psychological Approach:
According to this approach Morale is psychological concept i.e.,
state of mind.

According to Jurious Fillipo “Morale is a mental condition or

attitude of individual and groups which determines their
willingness to cooperate".

3. Social Approach:

According to some experts Morale is a social phenomenon.

According to Davis "Morale can be defined as the attitudes of
individual and groups towards their work environment and towards
voluntary cooperation to the full extent of their ability in the best
interest at the organization".
Importance of Employee Morale:

Employee Morale plays vital role in the origination success. High

Morale leads to success and low Morale brings to defeat in its
wake. The plays of Morale is no less important for an industrial
undertaking. The success of failure of the industry much depends
up on the Morale of its employees.

Types of Morale:
I. High Morale:

It will lead to enthusiasm among the workers for better

performance. High Morale is needed a manifestation of the
employees strength, dependability pride, confidence and
devotion. Some of the advantages of high Morale such as:

1. Willing cooperation towards objectives of the organization.

2. Loyalty to the organization and its leadership.
3. Good Leadership.
4. Sound superior subordinate relations.
5. High degree of employee’s interest in their job and organization.
6. Bribe in the organization
7. Reduction in absenteeism and labour turnover.
8. Reduction in grievance.
9. Reduction in industrial conflict.
10. Team building & Employee empowerment.

II. Low Morale:

Low Morale indicates the presence of mental unrest. The mental
unrest not only hampers production but also leads to ill health of
the employees. Low Morale exists when doubt in suspicion are
common and when individuals are depressed and discouraged
i.e., there is a lot of mental tension. Such situation will have the
following adverse consequences.

1. High rates of absenteeism and labour turnover.

2. Decreased quality.
3. Decreased Productivity.
4. Excessive Complaints and Grievances.

5. Frustration among the workers.

6. Lack of discipline.

7. Increase errors, accidents or injuries.

FACTORS AFFECTING MORALE:

Employee Morale is a very complex phenomenon and is

influenced by many factors on the shop floor. Several criteria seem
important in the determinants of levels of workers Morale such as:

1. Objectives of the organization:

Employees are highly motivated and their Morale is highly if their

individual goal and objectives are in tune with organizational goal
and objectives.

2. Organizational design:

Organization structure has an impact on the quality of labour

relation, particularly on the level of Morale. Large organization
tend to lengthen their channels of vertical communication and to
increase the difficulty of upward communication. Therefore the
Morale tends to be lower. Against this flat structure increases
levels of Morale.

3. Personal Factors:

It is relating to age, training, education and intelligence of the

employees, time spent by them on the job and interest in worth
taken by them, affect the Morale of the employees. For examples if
an employees is not imparted proper training he will have low
Morale.
4. Rewards:

Employees expect adequate compensation for their services

rendered to the organization. Good system of wages, salaries,
promotions and other incentives keep the Morale of the employees
high.

5. Good Leadership and Supervision:

The nature of supervision can tell the attitudes of employees

because a supervisor is in direct contact with the employers and
can have better influences on the activities of the employees.

6. Work Environment:

The building and it appearance the condition of machines, tools,

available at work place provision for safety, medical aid and
repairs to machinery etc. all have an impact on their Morale.

7. Compatibility with fellow employees:

Man being a social animal finds his words more satisfying if he

feels that he has the acceptance and companionship of his fellow
workers. If he has confidence in his fellow worker and faith in
their loyalty his Morale will be high.
8. Job Satisfaction:

If the job gives an employee an opportunity to prove his talents

and grow personality, he will certify like it and he will have high
morale.

9. Opportunity to share profit:

one of the requirements of high morale is possibility and

opportunity of progress in any concern. All worker should be given
an opportunity of the progress and earn high wages without any
discrimination.
MEASUREMENT OF MORALE

Morale is basically a psychological concept. As such the

measurement of morale is a very difficult task to measure it
directly. However the following methods are more commonly used
to study employee morale.

1.Observation Method:

Under this method evaluator observes the employees on work and

records their behaviour, altitude, sentiments and feelings, which
have developed in them. The changes in the attitude and behaviour
of the employee are the indicators of high and low morale.

2.Attitude Surveys:

In order to overcome the limitation of the above method attitude

survey method is being largely employed in modern days. This
method includes conducting surveys through questionnaires and
interviews. This relates what the workers are looking in and what
step should be taken to improve their approach towards work.
3.Company Records and Reports:

The records and reports relating to Labour turnover, rate of

absenteeism, the number of goods rejected, strikes and such other
things, which are indicators of the level of morale.

4.Counseling:

Under this method employees are advised to develop better mental

health. So that they can imbideself confidence, understanding and
self control. This method is used to find out the causes of
dissatisfaction and then to advice the employees by way of
remedial measures.
The above methods of the measurement of the employees present
only the tendencies or the attitude of the employee morale. The
statistical measurement of morale is not possible because it relates
to the inner feelings human beings. We can say that morale is
increasing or decreasing, but can not measured how much it
increased or increased.
BUILDING OF HIGH MORALE

In order to achieve high morale among the employees the

following suggestion may be followed.

1. Two-Way Communication:-

There should be a two-way communication between the

management and the workers as if exercises a profound influences
on morale. The workers should be kept informed about the
organization policies and programmes through conferences,
bulletins and informal discussions with the workers.

2. Show Concern.

Large or small every business should have names on desks work

stations or cubicles to show that a real person with worth works
there not just a machine. Next ask their opinion whenever an
opportunity arises rather than always telling them what to do or the
way to do it. This allows employees to add their own creative
thoughts to the work process, which then can lead to more of a
feeling of ownership. Finally ask how they are without wanting to
know deeply personal data the boss can easily show on interest in
the individual walkers.
3. Job Enrichment:-

This involves a greater use of the factors which are intended to

motive the worker rather than to ensure his continuing satisfaction
with the job he performs the idea is to reduce employee discontent
by changing or improving a job to ensure that he is better
motivated.

4. Modifying the work environment:-

This involves the use of teams of work groups developing social

contacts of the employees the use of music regular rest breaks.
IMPACT OF ORGANIZATIONAL CULTURE ON
EMPLOYEE MORALE

Two studies have been found in this regard. First

relationship between organizational culture and employee’s
morale. The organizational culture was measured using the
11 dimensions - interpersonal trust, degree of autonomy,
freedom of decision–making, communication patterns,
importance given to merit, receptiveness to new ideas,
importance to excellence, inter-departmental relations,
concern for people, use of status symbol and leadership
style and employee morale using the following five
dimensions - index of organizational image, index of career
growth, satisfaction, index of satisfaction with physical and
emotional needs.. The technology factor was also included.
The finding was that organizational culture had a
significant impact on employee morale.

The banks were compared on the same above 11

dimensions of organizational culture and five dimensions
of employee’s morale and also on some demographic
variables - age, education, experience and level (manager,
officer, supervisor).
In the analysis of the 11 dimensions of organizational
culture the 7 dimensions show significant differences in the
two types of banks. These are interpersonal trust,
communication patterns, importance given to merit,
receptiveness to new ideas, importance to excellence, use
of status symbol and leadership style. Dimension-wise,
commercial bank employees have a higher level of
interpersonal trust, as compared to their counter-parts in
cooperative banks.

Good autonomy has been given to the employees, yet

decision-making power is limited in both types of banks.
Most of the decision-making power is vested in few hands
at the top level. Excellence is overlooked. Greater
importance is given to individuals in commercial banks.
They are encouraged to give new ideas and their input in
this respect is welcomed. Emphasis is given to the
individual’s training and development. Communication
patterns are well developed. Use of status symbol is quite
less. All these factors taken together give rise to an open
organizational culture which is more prevalent in
commercial banks as compared to cooperative banks.

The analysis of employee morale indicates that there is

significant difference in all the five indices of morale in
both categories of banks. Commercial banks scored
significantly higher than co-operative banks.
The emphasis that though the organizational image is high,
job satisfaction and satisfaction with supervisors is average.
Thus their morale tends to be low which can be attributed
to fewer career prospects and chances of advancement.
This is evident in cooperative banks where there is
widespread frustration due to fewer opportunities for
advancement.

A positive and high degree of correlation exists between

organizational culture and employee morale. Nine
dimensions of organizational culture except the freedom in
decision making and use of status symbol show significant
relationships with morale.
DATA ANALYSIS AND INTERETATION
In this chapter the investigator tried to analysis the collected data.
The data has been collected mainly through questionnaire.

PART - A
Table No. - 1.
Age of Respondents:

The employee's age and morale are directly related. Common

belief is that younger workers are more dissatisfied with higher
expectations than their elders.

AgeNo. of Respondents Percentage

18 - 29 years 03 15%
30 - 49 years 13 65%
50 - 58 years 04 20%

Total 20 100%

Of the 20 respondents, 15% are in age group of 18 - 29

years, 65% of the age group of 30 - 49 years and 20% of
the age group 50 - 58 years.
Table No. - 2.

Education Qualification

Inverse relationship between education level and

Employee morale. The higher the educational level of
on employee the lower his morale because he
compares his own attainments with those of others.
The higher he thinks he should be the more
dissatisfied he is.

EducationNo. of RespondentsPercentage
SSLC 11 55%
PUC 03 15%
Degree 05 25%
Technical 01 05%
Total 20 100%

The above table shows that 55% of respondents have

completed SSLC, 15% of respondents studied up to
PUC, 25% of respondent have studied Degree and
only 5% respondent have Technical Qualification.
Part - B
Table - 3
Happiness at Work Place

Views No. of Respondents Percentage

Very happy 01 05%

Happy 19 95%
Not Happy - -
Total 20 100%

It is clear from the table that 5% of the respondent is very happy to

work as a employee of Kenwood and 95% of the respondents are
happy to work as a employee of Kenwood.

Table No. - 4
Happiness at Job

ViewsNo. of RespondentsPercentage
Very happy 01 05%
Happy 16 80%
Not Happy 03 15%
Total 20 100%

The above table makes it clear that 5% respondents

are very happy at their jobs. 80% of the respondents
are happy and 15% of the respondents are having the
feeling of not happy at their jobs.
Table - No. 5
Working Environment

ViewsNo. of RespondentsPercentage
Good 04 20%
Satisfactory 16 80%
Not satisfactory - -
Total 20 100%

This table is shows the views of respondents towards

working environment. Here 20% of the respondents are
having feeling of good and 80% of the respondents are
satisfied..

Table - No. 6
Working Hours

ViewsNo. of RespondentsPercentage
Very Happy 05 25%
Happy 15 75%
Not happy - -
Total 20 100%

From the above table it is clear that 20% of the respondents

are very happy with the working hours in the industry and
remaining 75% of the respondents are happy with the
working hours. It is found in this study that all the
respondents have well opinion towards working hours.
Table - No. 7
Working Condition

It is closely related to the employee morale.

Views No. of Respondents Percentage
Good 04 20%
Satisfactory 15 75%
Not satisfactory 01 05%
Total 20 100%

The above table shows about the views of respondents

towards working conditions. Here 20% of the respondents
are having the feeling of good with working conditions in
the industry, 75% of the respondents are satisfied & 5% of
the respondents are not satisfied.

Table - No. 8
Relationship with Employees

Views No. of Respondents Percentage

Good 12 60%
Satisfaction 08 40%
Not satisfaction - -
Total 20 100%

From the above table it is clear that 60% of the respondents are
having the feeling of good and 40% are satisfied the relationship
with their employees in the industry.
Table - No. 9
Management Encouragement to Employees
Development

Views No. of Respondents Percentage

Yes 10 50%
No 10 50%
Total 20 100%

The above table shows that 50% respondents are told that
management encourages in overall development of them
and remaining 50% of the respondents are opposite to that
statement.

Table - No. 10

Satisfaction about Health & Security measures

Views No. of Respondents Percentage

Yes 17 85%
No 03 15%
Total 20 100%

The investigator found that majority 85% of the

respondents are satisfied with the health and security
measures provided by the company and remaining 15%
respondents are not satisfied.
Table - No. 11

Safety and Welfare Measures

It is one of method of increasing employee morale. The Kenwood

Industry provides safety and welfare facilities to workers.

Views No. of Respondents Percentage

Good 02 10%
Satisfactory 17 85%
Not satisfactory 01 05%
Total 20 100%

This table tells about the views and the respondent’s opinion about
safety and welfare measures. Here 10% of the respondents are
having feeling of good, 85% are satisfied and 5% are not satisfied.

Table - No. 12

Leaves and Holidays

Views No. of Respondents Percentage

Good 03 15%
Satisfactory 14 70%
Not satisfactory 03 15%
Total 20 100%

From the above table is clear that 15% of respondents are

having the feeling of satisfactory, 70% of the employees
are satisfied and 15% are not satisfied with leaves and
holidays.
Table - No. 13
Opinion Regarding Work Load

Views No. of Respondents Percentage

Yes 14 70%
No 06 30%
Total 20 100%

Majority (70%) respondents expressed that they have heavy

work load in this industry and remaining 30% of the
respondent are opposite to that statement.

Table - No. 14
Management and Employees are allowed to Talk
Freely

Views No. of Respondents Percentage

Yes 10 50%
No 10 50%
Total 20 100%

The table interprets that 50% of the respondents told that

management employees are allowed to talk freely. And
remaining 50% are disagree with that statement.
Table - No. 15
Relationship with Fellow Worker

Views No. of Respondents Percentage

Good 09 45%
Satisfaction 11 55%
Not satisfactory - -
Total 20 100%

This table displays that 45% of respondents are having feeling of

good and 45% are having satisfactory feeling towards their
relationship with fellow workers. It is found in this study that
employee have good relations with the fellow workers.

Table - No. 16
Opinion about Supervisor

The supervisor can make or break morale. The supervisor is the

first and the last link with whom the workers come in immediate
contact and hence his behaviour and dealings, determine the
morale of group.

Views No. of Respondents Percentage

Motivator 15 75%
Not supervise well 05 25%
Rude - -
Total 20 100%

From this table it is clear that majority 75% respondents have a

good perception (motivator) towards their supervisors and
remaining 25% of respondents felt that supervisors are not
supervise well.
Table - No. 17
Relationship with Staffs of Other Department

Views No. of Respondents Percentage

Good 11 55%
Satisfactory 09 45%
Not satisfactory - -
Total 20 100%

The above table show that 55% of the employees are

having feeling of good & 45% are having satisfactory
feeling their relationship with staffs and other department.

Table No. - 18:

Encouragement by the Manager about Worker
Special Talents

Views No. of Respondents Percentage

Yes 10 50%
No 10 50%
Total 20 100%

The above table shows that 50% of the respondents are get
encouraged by their manager for their special talents and
remaining 50% respondents are not get full support from
the managers for using their special talents.
Table - No. 19
Attitudes towards Job

Views No. of Respondents Percentage

Like it 09 45%
Can't say 11 55%
No - -
Total 20 100%

The above table reflects of follows; 45% of respondents are

like it their jobs, and 55% of respondent’s don’t want to
share anything about their jobs.

Table - No. 20
Opinion on Job Security

Views No. of Respondents Percentage

Like it 06 30%
Can't say 14 70%
No - -
Total 20 100%

Here 30% of the respondents truly believe that they have

job security in the industry and remaining 70% of
respondent don't want to share anything about the matter.
Table - No. 21
Opinion on Shift System

Views No. of Respondents Percentage

Good 06 30%
Satisfactory 13 65%
Not satisfactory 01 05%
Total 20 100%

The table shows the views of respondent towards shift system.

Here 30% of the respondents are having feeling of good, 65% of
the respondents are having the feeling of satisfactory and 5% are
not satisfied about the company shift system.

Table - No. 22
Opinion on shift system

Views No. of Respondents Percentage

Good 06 30%
Satisfactory 13 65%
Not Satisfactory 01 05%
Total 20 100%

The table shows the views of respondents towards shift

system. Here 30% of the respondents are having feeling of
good 65% of the respondents are giving the felling of
satisfactory and 5% are not satisfied about the company
shift system.
Table - No.23
Appreciation from the Manager, when worker fulfill the
work.

Views No. of Respondents Percentage

Yes 08 40%
No 12 60%
Total 20 100%

The above table shows that 40% of the respondents felt that they
are get application by their manager when they are all fulfill the
work and remaining 60% of respondents have the opinion that they
are not appreciation by manager, when they are fulfill the works.
Here it shows that in Kenwood employees are not getting enough
recognition from their manager. Recognition of the employee’s
efforts is one of the technique of increasing employees morale and
productivity.

Table - No. 24
Opinion on regarding satisfactory level of wants fulfillment
through their present jobs:-

Views No. of Respondents Percentage

Yes 05 25%
No 15 75%
Total 20 100%
It is clear from the table that 25% of respondents felt that they
reached a satisfied level of their wants through their present jobs
But Majority of the respondents (75%) are opposite to that
statement. It is found in this study that employees have lots of
expectation from their jobs.
Table No. 25

Influence of Morale on Efficiency:

Views No. of Respondents Percentage

Yes 09 45%
No 01 05%
No idea 10 50%
Total 20 100%

The investigators tried to analyses whether the respondent

are aware of their morale. Here 45% of the respondents
truly believe that their morale is directly influence on,
efficiency 5% are opposite that statement and remaining
50% of the respondent’s one not aware of their morale.
CONCLUSION
Morale is psychological concept. Morale is not a
cause but rather the effect or result of many going
awry. Morale drifters from person to person,
industry to industry, level of education age, nature
of work etc. Morale may be range from very high
to very low.
By this study it is clear that various faction which
influences morale and productivity of the
employees each as Social Security measures,
welfare facilities, salary status, Bonus, heath
condition, shift system and recognition of work
are getting much importance.
To conclude employee morale plays very
important role in every organization. Good
employee morale helps to success of the
organization. Unless an employee has poor
morale if always a possibility of employee
disharmony and also affect smooth running of the
organization.
FINDINGS
1. Majority of the respondents are satisfied with
working environment health, security, safety,
welfare measures and leave and holidays facilities.

2. Majority of the respondents are having very

good relationship with fellow workers manager
and staffs of other department.

3. Majority of the respondents have opinion that

they are not getting recognition from their
manager when they are fulfilling the work. It is
may demotivated to employees in the
organization.

4. Majority of the respondents expressed that they

have heavy work load in the organization.

5. Majority of the respondents are happy to work

as an employee in the organization. It is shows
there level of morale.
 SUGGESTION
To improve the level of Employee Morale, it is better to
consider following suggestion.

1. Management should reduce the work load of the

employees.
2. It will be more effective if the management take the steps
to introduce suggestion scheme system for the employees.
3. The management should pay reasonable wage and
allowance to the employees.
4. It is better the management should recognize the needs of
employees and encourages employees special talents.
5. It will be better if the management provides incentives to
employees so it will boost in their morale and productivity.
6. Manager should maintain coordinal relationship with
workers and offers recognitions of the employee efforts and
provide needed guidance to workers.
7. It will be better if management provide performance and
potential appraisal in regularly.
8. The management should provide opportunities for career
development.
9. It will better if management given performance awards to
employees.
 Questionnaire

Part-A
Personal Details
1. Name -
2 Age -
3 Marital Status -
4 Qualification -
5 Department -
6 Year of Experience -

Part-B
1. Are you happy working in this company?
a) Very happy b) Happy c) Not happy

2. Are you happy in your job?

a) Very happy b) Happy c) Not happy

3. How is working environment in this company?

a) Good b) Satisfactory c) Not Satisfactory

4. Are you happy with the working hours?

a) Very happy b) Happy c) Not happy

5. How do you find the working condition in your work place?

a) Good b) Satisfactory c) Not Satisfactory

6. How is your relationship with the employers?

a) Good b) Satisfactory c) Not Satisfactory
7. Does your management encourages in over all development of
the
employees?
a) Yes b) No
8. Do you felt that your company take care of your health and
security as
per company law?
a) Yes b) No

9. What is your opinion about safety and welfare measures

provided to this
Company?
a) Good b) Satisfactory c) Not Satisfactory

10. What do you think about the leaves and holidays provided in
this company?
a) Good b) Satisfactory c) Not Satisfactory

11. Do you have heavy workload in this company?

a) Yes b) No

12. Is management and employees are allowed to talk freely?

a) Yes b) No

13. How is your relationship with the fellow workers?

a) Good b) Satisfactory c) Not Satisfactory

14. What is your opinion about Manager ?

a) Motivator b) Not supervise well c) Rude

15. How is your relation with staffs of other department?

a) Good b) Satisfactory c) Not Satisfactory

16. Does your Manager encourage your special talent?

a) Yes b) No

17. What do you think of your job?

a) Like it b) Can't say c) No

18. Do you fell that all are satisfied with each other?
a) Yes b) Cant Say c) No
19. Do you have job security in your company?
a) Yes b) Cant Say c) No

20. What is your opinion about shift system in this company?

a) Good b) Satisfactory c) Not Satisfactory

21. Does your Manager appreciate, when you fulfill the work?
a) Yes b) No

22. Do you find the rules and regulation of the company difficult to
follow?
a) Yes b) Cant Say c) No

23. Do you feel that you have and reached a satisfied level of your
wants through this job?
a) Yes b) No

24. Do you feel your morale is directly influence on Efficiency?

a) Yes b) No c) No idea.
If you any suggestion please feel free to write:
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Thanks For Your Co-Operation

 BIBILOGRAPHY
Books Reffered To
1. Personnel Management : C.B. Memoria

2. Industrial Psychology : P.K. Ghosh & M.B.

Ghorpada

3. Personnel and Human Resource Management :

P. Subba Rao

4. Principle and practice of Management : Dr. J.N.

Chabra

Internet Sources

1.www.statebankofindia.com