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A
PROJECT REPORT
ON
EMPLPOYEE MOTIVATION
IN
TECUMSEH PRODUCTS PVT LTD
By
Ms.B.PRADEEPTHI
(09671E0026)
2009-2011
MASTER OF BUSINESS ADMINISTRATION
J.B. INSTITUTE OF ENGINEERING & TECHNOLOGY
Moinabad R.R. Dist. A.P.
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CERTIFICATION
This is to certify that the Project Report titled EMPLOYEE MOTIVATION
submitted in partial fulfilment for the award of MBA Programme of Department
of Business Management, JNTU Hyderabad, was carried out by
B.PRADEEPTHI under my guidance. This has not been submitted to any
other University or Institution for the award of any degree/diploma/certificate.
Mrs.Vijetha, Mr. Rajesh Pershad,ASST. PROF., ASSOC. PROF. & HEAD,Department of Business Administration, Department of Business Administration,J.B. Institute of Engineering & Technology J.B. Institute of Engineering & Technology,Moinabad. Moinabad.
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DECLARATION
In the under signed below declare that the project report fitted Astudy on EMPLOYEE MOTIVATION is written and submitted me under the
guidance of Mrs.VIJETHA .
The empirical findings in the report are based on the data collectedby me during the summer placement training program and also that the matterpresented here is not a reproduction of any other source and it is an originalwork done by me.
I here by understand that only such coping is liable to bepunished in any way by the university authorities deem fit.
B.PRADEEPTHI
Reg No:09671E0026Batch: 2009-2011
Place:Hyderabad
Date:
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ACKNOWLEDGEMENT
I wish to express my sincere thanks to Mr.VARAPRASAD, welfare
officer who have given me the permission to do the project and also for helping
me during the project.
I am also thankful to Mrs.vijetha, Internal Guide who have provided
valuable time and effort for guiding me for the completion of this report.
Finally, I would particularly like to express my gratitude to Mr.Rajesh
Pershad, HOD who have been a tremendous help and encouragement to
accomplish this project work. I also extend my gratitude to my beloved parents
and friends for this untiring efforts in guiding me.
Date:
Place: Hyderabad B.PRADEEPTHI
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CONTENTS
CHAPTER 1 Page No.
Introduction 1
CHAPTER - 2
Literature Review 12
CHAPTER - 3
Company Profile 25
CHAPTER - 4
Data analysais & Interprtation 47
CHAPTER 5
Findings 64 Suggestions
Conclusions Questionnaire
BIBLIOGRAPHY9
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CHAPTER 1
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INTRODUCTION
Motivation: -
Motivation is defined as an internal drive that activates behavior and
gives its direction. The word motivation is coined from the latin word
movere, which means to move. The term motivation theory is concerned with
the processes that describe why and how human behavior is activated and
detected. It is regarded as one of the most important areas of the study in thefield of organizational behaviour. There are tow different categories of
motivation theories such as content theories and process theories.
Content theorie is also known as need the theorie of motivation, mainly
focuses on the internal factors that energize and direct human behaviour.
Another type of motivation theory is process theory process theories of
motivation provide an opportunity to understand thought process that influence
behavior. Reinforcement theory is concerned with controlling behaviour by
manipulating its consequences.
Motivation is the cornerstone t any organization, without motivation from
employee or employers an organization will struggle to complete, especially in
times of economic uncertainty. This section will give an understanding of
motivation in the work place and some of the theories behind motivation.
DEFINITION OF MOTIVATION.
1) Desires and needs that inspire behaviour.
2) Internal state or condition that activates behaviour and gives it direction.
3) Desire or want that energizes and direct goal-oriented behaviour.
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4) influence of needs and desires on the intensity and direction of behaviour.
5) MC Grogors which is known as the theory of X and theory (theory Z)
MEANING OF MOTIVATION.
Motivation has been defined in numerous ways one of the best is
motivation is the force of acting either on or within a person to initiate
behaviour. In the field of psychology, human motivation has long been studied
as a way to explain an individuals behaviour. An individuals motives can be
described as primary, or basic and secondary, or learned from experience,
primary motives are not leaned but are common to animals and human beings.
Motivation is the driving force which allows us take action on our desire
and goals. We should build up these learning experiences within our thoughts
so when we endure more obstacles, we are more prepared. When we use our
motivation to work through obstacles in our life, we use a positive personal
attribute and we benefit from the experience as do those around us. In life
obstacles which build our character, allow us to grow, give strength move on.
Motivation is positive in nature and others are not only attracted to it,
they are also inspired by it. They respect us for it. It also allows us to
overcome any negative obstacles and is an essential part of our life.
MORALE: -
The word morale is used in many different contents, usually to describe the
mood of a group of people but moral egos deeper than just a general feeling
among a populance . It also alludes to a sense of purpose and usefulness.
Morale is an intangible concept that refers to how positive, supportive a group
or individual feels towards the organization to which its belongs. Physiological
state of a person as expressed itself confidence, enthusiasm and / or loyabily toa cause or organization.
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Moral or spirit de corps is an intangible that refers to the ability to a
group of people to maintain confidence in an institution, goal or practice. It a
specific group which can be as large as a nation or the employees of a company,
to as small as a neighbourhood or family has faith it is moving in the right
direction, then morale is said to be high or goal. If the group begins to loosing
faith, i.e when moral becomes low or bad, moral is not related to morality or
knowing the difference between right or wrong.
DEFINITIONS OF MORALE: -
Condition of confidence, enthusiasm and good cheer, esp, in face of
hardship.
According to navis, moral is a mental condition of groups & individuals.
which determines there attitude.
According the encyclopedia of management motivation refers to the
degree of readiness an organism posses some designated goal, and
implies the determination of the nature and locus of the forces, including
the degree of readiness.
Meaning of morale:- moral is an impprecise term. It is related to the moral
qualities of the individual (indeed, in earlier times it was often spelt moral)
may be defined in the words of individual efforts to enhance the effectiveness of
the group in accomplishing the task in hand. High group moral, or cohesion, is
the product in large part of good moral experienced by members of that unit.
The state of moral of a large formation such as an army is the product of the
cohesion of its constituent units. Being attentive to the moral of the troops does
not a automatically one as a successful commander.
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Moral is internal feeling and it is inspired by the environment. Moral can
be defined as the total satisfaction derived by an individuals from his job, his
work group, his superior, organization, he works for and the environment, it
generally relates to the feeling of individuals comfort, happiness and
satisfaction.
In short moral includes employees attitude on and specific reaction to
their job.
RESEARCH METHODOLOGY
Data collection for any statistical enquire the collection of data or
information is done to principle sources identically i..e., by primary source &
secondary sources.
Primary: -
Primary data are those which are collected a fresh and for the first
time.
Primary data is collected through interaction.
By theory and interacting the form is enclosed.
The questions which are asked in the interaction are in theoryactical
way.
Secondary: -
Most of the data used for study is secondary in nature.
Websites
Library.
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Bguide etc.,
SCOPE OF THE STUDY
Programmes and also discusses management ideas that can be utilized to
innovate the employees motivation. It helps to provide insights to support
future research. Motivation work a managers leadership style can have a
positive or negative impact an employee motivation. A manager or supervisor
can influence individual therefore, managers must pay attention to the next
higher level of needs in other to motivate employers if there is a change in
behavior. To satisfy those needs and aspirations becomes available to the
persons. Employee motivations is one of the major issue faced by every
organization.
It requires everyone to be motivated at work.
Things become difficult, frustration it also needs good level of moral at
work place.
Some of needs are physiological, and some are related to social values.
When moral is high & partners are motivated, there is great chance of
success.
The scope and period of study is restricted to TECUMSEH Balanagar.
Hyderabad. The scope is limited operations of TECUMSEHs department, and
the system followed in TECUMSEH for motivation the employees in their
respective. Work areas the techniques and tools which are using by the
management to the employees towards achieving the individual and
organizational goals. The data is collected from TECUMSEH, Hyderabad unit
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with the help of interaction with the staff and workers of TPIPL and with the
superior of the manager and above.
OBJECTIVE OF THE STUDY
To study the Incentives schemes provided by the organization . To study the
level of satisfaction of the employees regarding their incentive schemes .
SAMPLE SIZE:
Sample size is 70
LIMITATIONS OF THE STUDY
TECUMSHE Company has not provided us to go in the Questionary way, they
had given us details of schemes which are implemented in the organization to
employees.
Company had provided limited data view about the organization.
DIFFERENCES OF MOTIVATION & MORALE
While motivation is an internal psychological drive of an individual
which urges him to behave in an specific manner, moral is more of a
group scenario.
Higher motivation often need to higher moral of employees but high
moral does not essential results in greatly motivated employees as to have
a positive attitude towards all factors of work situation may not
essentially force the employees to work more efficiently.
While motivation is an individual concept, moral is a group concept, thus,
motivation takes into consideration the individual difference among the
employees and moral of the employees can be increased by taking those
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factors into consideration which influence group scenario or total work
settings.
Motivation acquires primary concern in every organization, while moral
is a secondary phenomenon because high motivation essentially leads to
higher productivity while high moral may not necessarily lead to higher
productivity.
Things tied to moral are usually things that are just part of the work
environment and things tied to motivation are tied to the performance of
the individual.
TOOLS AND TECHNIQUES.
POWER MOTIVE: -
The leader has this motive if he is interested in influencing others.
PERSONALIZED POWER MOTIVE:
Leaders with a personalized power motive seek power mostly to further
their own interests. They crave the trappings of power, such as status symbols,
luxury and money.
SOCIALIZED POWER MOTIVE:
Leaders with this motive use power primarily to achieve organizational
goals or a vision. In this context the term socialized means that the leader uses
power primarily to help others.
DRIVE AND ACHIEVEMENT MOTIVE:
This motive refers to a propensity to put forth high energy into achieving
goals and to persistence in applying that energy. Drive also includes
achievement motivation finding joy in accomplishment for its own sake.
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STRONG WORK ETHIC:
Leaders with a strong work ethic have a firm belief in the dignity of work
and are well motivated because they value hard work. This helps the
organizational leader believe that the group task is worthwhile.
TENACITY:
This is motivational characteristic of a leader who is better at overcoming
obstacles. This refers to a strongly developed sense of purpose and a willful
determination to achieve what he wanted. The central ingredient of this motive
is purpose.
TOOLS:
The first tools is to raise the bari, where the workplace should demand
high quality service from its staff. This will help to bread pride,
professionalism, morale, commitment and unity.
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CHAPTER 2
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LITERATURE REVIEW
HOW TO MOTIVATE:
What is motivation? Motivation is difficult to explain and even harder to
turn on in people Webster defines motivation as an act or process of
motivating; a force stimulus, or influence: incentive or drive (Motivation).
The study of motivation helps manager understand what prompts people to
initiate action, why they persists in their action overtime.
Over the years many theorist have studed the human condition of
motivation, and learned various techniques to help managers figure out what
makes employees seek to attain higher knowledge, wealth, prosperity, and
happiness in there work. One most important theorist is Abraham Maslow; he
carried out his investigation into human behavior and developed the hierarchy
of needs. There are five sets of goals which may be called basic needs
suggested by Maslow they are:
PHYSIOLOGICAL, SAFETY BELONGINGNESS, ESTEEM, and SELF
ACTUALIZATION. In this books he also examined two models called Theory
X and Theory Y.
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PHYSIOLOGY :-
Physiological it includes basic emotional needs of self (Existence)
There are nine basic human needs:
1) Security 6) Expansion
2) Adventure 7) Acceptance
3) Freedom 8) Community and
4) Exchange 9) Expression
5) Power
Physiological needs are basic needs for the body. Such as food shelter drink
rest. Human strives to reach the highest levels their capabilities. People seek
the frontiers of creativity and strive to reach the highest level and below were
lebeled by other psychologists as fully functioning or possessing a healthy
personality.
SAFETY NEEDS: -
It their physical needs relatively satisfied the individual safety needs takeprecedence and dominate behaviour these needs have to do with peoples
yearning for a predictable orderly world in which perceived unfairness and
inconsistency are under control, the familiar frequent and the unfamiliar rare.
Safety & security needs include.
1) Personal security
2) Financial
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3) Health * wellbeings
4) Safety net against accidents illness and their adverse impact.
LOVE & BELONGING
After physiological and safety needs are fulfilled, the third layer of
human needs are social and involve feeling of belongingness. This aspect of
Masllows hierarchy involves emotionally based relationships in general, such
as friendship, intimacy, family.
In absence of these elements many people become susceptible toloneliness, social anxiety and clinical depression. This need belonging can
often overcome the physiological and security needs on the strength.
SELF ESTEEM: -
Is a term used in psychology to reflect a persons overall evaluation or appraisal
of his or and emotions such as triumph, despare, pride and shame. Self esteem
is distinct from self-confidence and self-efficacy, which involve beliefs about
ability and future performance.
The original definition presents self esteem as a ration found by dividing
ones successes in areas of life of importance to a given individual by the failures
in them or ones success / pretension.
1) Self esteem as a basic human need i.e., it makes an essential
contribution to the life process, is indispensable to normal & healthy
self development and has a value for survival.
2) Self-esteem as an automatic & inheritable consequence of the sum of
individuals choices in using their consciousness.
3) Some thing experienced as a part of, or background to, all of theindividuals thoughts, feelings and actions.
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Self esteem is a concept of personality, for it to grow, we need to have
self worth, and this self worth will be sought from embracing challenges
that result in showing of success. Many early theories suggested that
self-esteem that self-esteem is a basic human need or motivation.
According to Maslow, without the fulfillment of the self esteem need,
individuals will be driven to seek it and unable to grow and obtain self
actualization.
SELF ACTUALIZATION:
Is a term that has been used in various psychology theories, often slightlydifferent ways. The tendency to actualize itself as fully as possible is the basic
drive that drive of self-actualization.
A more explicit definition of self-actualization according to Maslow is
intrinsic growth of what is already in the organism or more accurately of what
is the organism itself self-actualization is growth motivated rather than
deficiency motivated.
The people who have reached self-actualization are.
They embrace reality and facts rather than denying truth.
They are spontaneous.
They are focused on problems it includes basic emotional.
SOCIAL VALUES:
It means social learning (or observational once the physiological needs
and safety needs are reasonably satisfied, social needs such as needing
acceptance, giving and receiving affection and belonging becomes things that
people want. The social values orientations also refers to social motives, social
values or value orientation is a social psychology motivational theory or choice
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behaviour in game situation advance by David M. Messick and Charles G.MC.
Clintock in 1968.
ACCORDING TO THEORY X AND THEORY Y.
Douglas MC. Gregor proposed two distinct views of human beings one
basically negative, labeled, theory X and other basically positive, labeled, after
viewing the way manager dealt with employees, he concluded that a managers
view of the nature human beings is based on some assumption and that he or
she hence mould his behaviour towards sub-ordinates according to these
assumptions.
ACCORDING TO THEORY X
Employees inherently dislike work and whenever possible will attempt to
avoid.
Since employees dislike worm they must be co-erased & threatened with
punish to achieve goals.
Employees will avoid responsibilities and seek formula direction
whenever possible.
Most workers place security, above all other factors associated with work
and will display little ambition.
ACCORDING TO THEORY Y
Employees can view work as being as rest of play.
People will exercise self direction & self control, it they are committed to
the objectives.
The average person be learn to accept, even seek responsibilities.
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The ability to make innovative decision is widely dispersed through out
the population & is not necessarily the soul promise of those in
management problems.
Jim cleammer (2004), a writer and motivational speaker states when
confronting morale problems, manager will often succumb to the victims virus
and blame the declining work ethic, attitudes of entitlement, softening values
the welfare state, or any number of societal factors. But these factors which are
mostly are more imagined than real.
PROBLEM WHILE INTERACTING WITH PEOPLE:
The work outlined is in seven different learning style, including
linguistic, mathematical logical, bodily kinesthetic, spatial, musical,
interpersonal and intrapersonal. The interpersonal and intrapersonal learning
style stood out for being centered on levels of interaction and reflection in
education settings. People prefer different hairstyles, clothings styles,
managerial styles and music styles; feel much more natural & comfortable
acquiring information in ways that fit my preferred Styles of learning. People
learn and process information I different ways for decades, education
researchers designs models that differentiate how people often to harder to
understand they describe.
The basic problem in interacting with other people namely, those with an
interpersonal personality. The first and most important action to take is to
realize you have a problem. Once you have addressed the issue you sit down to
map out or describe the process to evaluate the information you gathered. Mind
mapping is a choice recommend, by sitting down and writing out the problem
can branch out to find where the main concern is. This is also way to make
priority what in life is important to you. Take a glance to see how this can
benefit you this also reminds you that you have something to believe when
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things go wrong. This can take you away from the harsh reality of life and give
you some time for yourself.
TEAM WORK:
Team working has been viewed as an effective way of improving the
performance effectiveness and quality of working life in organization. Select an
organization that is important to you, preferably, relating to you workenvironment. Critically analyze and discuss the actual practice of how Team
working is implemented in the organization. What team working approach
effectiveness of the organization selected. The essay examiner the litterateur on
team work and analyses how teams can enhance the performance of the
company. Various theories on teams and team building are studied with a
particular emphasis on how teams can make the organist ion more competitive.
There are many different and liable response to this question. Many
argues. Against the motion of term work in todays corporation. Other argue
the top management alone should control every aspect of operations. Lower
level employees should safety be responsible for decision making within their
groups. Finally my opinions about the positive and negative aspects of
teamwork. I believe that many people in a team cause the connections betweenthe team members to hard to make, ultimately destroying the team. Seven to
nine members must be in the team work. Team leader should keep the team in a
right way to the right reason. Team work is in a right way to the right reason.
Team work is crucial and matters of-factly a situation of life and death if a
team isnt functioning properly. Successful shuttle launches depends on
communication from each member of a team. Team building includes: -
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Reconciling differences between group members.
Reducing tension through humour.
Keeping communication channels open.
Modifying personal views in the interests of group cohesion.
TASK BEHAVIOUR
Making suggestions, defining problems.
Seeking or giving information.
Clarifying, interpreting & summarizing ideas.
Seeking or taking decision.
As a way of accommodating the preparatory work, it is helpful to
describe the process symptoms that arises when teams are seduced by the
task. Not only does it help them to understand the model, it also legitimizes
their concerns about the team. By asking each member in turn to read out
their comments on the team, on the concern, but instead, to assign it to one
of the three areas tasks, group or individual.
PERCEPTION MOTIVATION LEADERSHIP
Organizational management is a widely developed process which
includes activates such as planning, leading, controlling and coordinating.
Plenty psychological concepts are involved in analyzing the organizational
behavioural and the relationship between the members of one. However, the
motivation and leadership discuss the role of perception, motivation and
leadership in relation to, to the given study. This situation deservers to be
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analyzed according to the main concepts which are involved in the
organizational management.
Literature give us several indications an how transformation
leadership increases success in groups and organizations. The effects of
transformationals leadership in organization seem to depend largely not only on
the specific performance criteria, but on particular situational
Conditions.
LEADERSHIP MOTIVES
Effective leaders, as opposed to non-leaders and less effective leaders,
have frequently been distinguished by their motives and needs. In general,
leaders have an intense desire to occupy a position of responsibility for others
and to control them. The motives are:
Power motive.
Drive and achievement motive
Strong work ethic
Tenacity.
POWER MOTIVE: -
Effective high power leadership have three dominant characteristics
motives: -
They act with vigor and determination to exert their power.
They invest much time in thinking about ways to alter the behaviour and
thinking of other and
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They care about their personal standing with those around them.
Power is used for the sake of the power holder (personalized power motive)
or for helping others (socialized power motive)
PERSONALIZED POWER MOTIVE
Leadership with a personalized power motive seek power mostly to
further their own interests. They crave the trappings of power, such as status
symbols, luxury and money. Some leaders with strong personalized power
motives typically enjoy dominating others. Their need for dominance can lead
to submissive subordinates who are frequently sycophants an yes persons.
SOCIALIZED POWER MOTIVE: -
It is important not to draw arigid line between leaders with personalized
power motives and those with socialized power motives. Leaders with a
socialized power motive use power primarily to achieve organizational goals or
a vision. The term socialized means that the leader uses power primarily to help
others. Leaders with socialized power motives. Tend to be more emotionally
nature.
DRIVE AND ACHIEVEMENT MOTIVE: -
Leaders are known for their strong effort achieving work goals. The
important of strong motivation for leadership is well accepted.
Person with a strong achievement motivation has
Consistent desire to
Achieve through ones own efforts and take responsibly for success or
failure.
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Take moderate risks that can be handled through ones own efforts.
Receive feedback on level of performance.
Introduce novel innovative, or creative solutions.
STRONG WORK ETHIC:-
Effective leaders typically have a strong work ethic, a firm belief in the
dignity of work. People with a strong work ethic are well motivated because
they value hard work. A strong work ethic helps the organizational leader
believe that the group task is worth while. They are making possible for
thousands. Of families to eat nutritious food.
TENACITY:-
A final observation about the motivational characteristics of
organizational leaders is that they are tenacious. Leaders are better at
overcoming obstacles than are non leaders. Tenacity multiplies in importance
for organizational leaders because it takes so long to implement a new program
or consummate a business deal such as acquiring another company.
TYPES OF MOTIVATION: -
Achievement Motivation: - It is the drive to pursue and attain goals. An
individual with achievement motivation wishes to achieve objectives and advice
up on the leader of success. Here, accomplishment is important for its own
shake and not for the rewards that accompany it. It is similar to the Japanese
management.
AFFILIATION MOTIVATION: -
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It is a drive to relate to people on a social basis persons with affiliation
motivation perform work better when they are complimented for these
favourable attitudes and cooperation
COMPETENCE MOTIVATION
It is the drive to be good at something, allowing the individual to perform
high quality work. Competence motivated people seek job mastery, take pride
in developing and using their problem solving. Skills and strive to be creative
when confronted with obstacles.
POWER MOTIVATION: -
It is the drive to influence people and change situations. Power motivated
people wish to create an impact on their organizations and are VEILING to take
risks to do so.
ATTITUDE MOTIVATION
Attitude motivation is how people think & feel. It is there self
confidence, there belief in themselves there attitude to life. It is how they feel
about the future and how they react to the past.
INCENTIVE MOTIVATION: -
It is where a person or a team reaps a reward form an activity. It is you
do this and you get that, attitude. It is the type of awards and prizes that drive
people to work a little harder.
FEAR MOTIVATION: -
Fear motivation coercion a persons to act against will. It is instantaneous
and gets the job done quickly. It is helpful in the short run.
MOTIVATION DIFFERENT PEOPLE IN DIFFERENT WAYS
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Motivation is not only in a single direction i.e. downwards. In the present
scenario, where the workforce is more informed, more aware educated and
more goal oriented, the role of motivation has left the boundaries of the
hierarchy of management. Apart from superior motivating and subordinate
encouragement and support to colleague as well as helpful suggestions o the
bright time, even to the superior, brings about a rapport at various work levels.
Besides, where workforce is self motivated, just the acknowledgement of the
same makes people feel important & wanted.
In todays growing society, long working hours daily plague the average dual
employed family which may lesion quality family time, and more important
eliminate and exercise schedule. Although eating the right foods and taking
daily vitamins are essential for continued health, strength, and growth the
problem resides in lack of physical activity because of time constraints that ma
lead to obesity. According to webmd, there are several factors that may
contribute to obesity such as physical activity, age, gender, genetics,
psychological, illness, and medication
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CHAPTER-3
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COMPANY PROFILE
TECUMSEH PRODUCTS INDIA PRIVATE LIMITED is an ISO 14001 and
9001 certified, American based multinational company, which has core
expertise in manufacturing hermetically sealed compressors. Tecumseh India is
a 100% subsidiary to Tecumseh Products Company (TPC), USA, which is the
worlds only full line, independent manufacturer of compressors. TPC has 29
manufacturing locations in 4 continents. In India the company has 20 sales
offices and an extensive network of over 200 dealers and more than 600
registered small scale manufacturers. TECUMSEH India is the preferred
supplier to the whos who of the AC & R industry in India and in the Middle
East, SAARC countries.
Tecumseh India is headed by Mr. S.Vipin Sondhi, the managing director
and employs about 2500 people. Tecumseh India is largest merchant
manufacturer of compressors in the country catering to all three segments of air
conditioners, domestic and commercial refrigeration and is leading player with
a growing Indian market for compressors. Tecumseh Products Company
invested $80 million in Indian operation known as Tecumseh Products India
Private Ltd. (TPIPL). TPIPL has two states of manufacturing facilities at
Hyderabad, Andhra Pradesh and Ballabgarh, Haryana with a CADEM at
Hyderabad plant to meet global engineering needs.
The company was originally established in 1963 under the name of
USHA Refrigeration Industries Ltd (URIL) by Lala Charath Ramji who wasfrom a renewed industrial family of DCN and Coromandal Group of
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Companies. URIL manufactures compressors for Water Cooler, Air Conditioner
and Air Coolers. In 1970, the URIL was changed to Shriram Refrigeration Ltd.
and the business was diversified towards manufacturing of diesel engines and
water coolers. Shriram industries played a great role in the field and captured
more than 50% of the market share in India. Shriram industries also kept its
hands in international trade and were successful in exporting their products to
the neighboring countries Nepal and Bangladesh.
In 1980 Lala Charath Ramjis son Mr. Siddharth C Shriram became the
chairman cum managing director of the company. The period saw sea change in
industrial policy, which resulted in a great change in industrial sector. In the
process of survival, Shriram went to tech collaboration with Westing House US
and was named as SIEL compressors. SIEL compressors were the first Indian
company to manufacture compressors. Later Westing House stopped
manufacturing compressors and SIEL went in to technical collaboration with
Tecumseh Products Company USA in 1988 was named as TECUMSEH
PRODUCTS INDIA PRIVATE LIMITED.
PLANTS OF TPIPL:
TPIPL has two states of manufacturing facilities at Hyderabad, Andhra Pradesh
and Ballabgarh, Haryana with a CADEM at Hyderabad plant to meet global
engineering needs.
Hyderabad plant:
The Hyderabad plant is located on sprawling 54 acre land at Balanagar.
Industrial belt 15 km away from Hyderabad city. At Hyderabad Plant, they
manufacture compressors for air-conditioning from 1200 BTU to 60,000 BTU
and also compressors for deep freezers, bottle coolers and water coolers which
are considered to be worlds no.1 in the 150 million compressor market a year.
The Hyderabad plant has a capacity of manufacturing more than 3000 units per
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day. It has a technology development centre with full Research and
Development facility. The plant is also supported by two service centres: A W
Service centre and M C Service centre.
The Hyderabad plant has six regional sales offices, among which four are
located in metropolitan cities like Delhi, Mumbai, Chennai, and Calcutta while
the remaining two are at Ahmedabad and Secunderabad. Besides these there
are branch offices and depots located in prime cities across the country. It also
has a network of about 177 dealers across the country and is preferred suppliers
to key OEMs (Originally Equipment Manufacturers) like Voltas, AMTREX,
LG, Blue-star and Godrej, Videocon, Fedders Lloyd, Hitachi etc.
TPIL Hydreabad plant was successful in getting the ISO 9001
Certification for maintaining quality of the compressors in 1994, and for eco-
friendly environment maintenance the company has got ISO 14001 certification.
The management has started development activities in the following areas:
Tree plantation
Rain water harvesting is to increase the ground water level and TPIPL
has the distinction of being the first organization in this regard.
Vermiculture is the process of converting canteen food wastage to natural
manure.
Departments of Tecumseh Products India Pvt. Ltd.,
Human Resource Development
Welfare Department
Attendance and Pay Office (A & PO)
Electronics Data Processing (EDP)
Provident Fund and Credit Cooperative Society (PF & CCS)
Maintenance and Engineering Department
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Quality Development of AW Assembly
A W Machine shop
A W Press shop
Dispensary
Canteen
Chemical and Technological Laboratories
Tecumseh Products India Pvt. Ltd., Hyderabad has a total of 766 permanent
employees as on which includes
Officers - 172
Staff & workers - 376
BALLABGARH PLANT:
At Ballabgarh , Haryana TPIPL has invested Rs. 200 crores for manufacturing
of Non-CFC compressors. The Ballabgarh plant is one of best compressors
manufacturing unit in Asia. The plant is extended on 21 acre land on the Delhi
Mathura National highway. The plant has a capacity to manufacture 25000 units
per month.
Workplace improvements (5-S Philosophies)
Creativity club
KRAS (improvements /suggestions)
Variable earnings sharing of value addition
Agreement process organization needs
Non conformance reporting /audits
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Open house / communication meeting
Team assessment and feedback
Changing life styles.
To provide comprehensive solutions to customer in the field of cooling
while providing autonomous working environment for employees, to tap their
creative potential, bring out the best in them and optimizes stake holder returns.
Tecumesh products India Pvt. Ltd., Mission:
To be recognized as the world leader in the supply of refrigerator and air
conditioning compressors.
To provide our customer superior products and services.
To create an environment in which our employees can grow to their full
potential and make difference.
To provide superior value to our stake holders.
To be driven to reach the highest possible standars of excellence in all our
endeavors.
Nothing will be done to compromise our integrity.
Tecumesh products India Pvt. Ltd., Quality Policy;
Committed to total customer satisfaction by meeting their evolving needs,
expectations and aspirations stated, implied or latent.
Striving to provide products and service of global quality standards and to
reach a position of leadership in the field of operations, setting new
values.
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Continuous improvement across the organization and up-gradation of
product, technology and process supportive environment, at least cost to
society shall be the means to achieve the goals.
The approach will be through proper systems and procedures and total
involvement of employees, vendors and other business associates.
the vision of Tecumseh India is to be a serene green and eco-friendly co-
operation carrying out all its operations contributing to preservation of
environment and natural resources of the benefit at large.
Among others this can be achieved through.
Allocation of company wide priority for sustainable development with
total involvement and commitment.
Evaluation and up gradation of current technologies, products and raw
materials for minimization, handling and disposal of solid, liquid and
gaseous wastes.
Realization of tangible objectives and targets set for continual
improvement to control and prevent pollution and conserve resources.
Legal compliance and going beyond setting new standards.
Meeting international expectations such sa Montreal Protocal, 1987 in
phasing out CFCs refrigerants in our compressors.
Training and Propagation of Knowledge on environment .
Tecumesh products India Pvt. Ltd., Key Business Objective:
Set the world industry standard of excellence for customer satisfaction.
Achieve total quality.
To attain and surpass global quality and reliability standards for our
products.
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Maintain clear technology leadership.
Market share leadership with focus on customer needs.
Meet business and financial commitments.
TECUMESH PRODUCTS INDIA PVT. LTD., SEVEN DEADLY SINS:
1. Inconsistent products Quality
2. Slow response to market place
3. Lack of innovative and competitive products
4. Uncompetitive cost structure
5. Inadequate employee involvement
6. Unresponsive customer service
7. Ineffective source allocation
CERTIFICATIONS
Tecumseh Products Companys (TPC) global vision of providing
comfort, Health and convenience to millions worldwide. Gives and impetus for
the companys steady diversification into new frontiers. A and today, this
cooling giants products are available in over a 100 countries across the globe.
The Technology Development Center (TDC) at Tecumseh India engages
in R & D of Compressor Technology. Its Customer Services Center (CSC)
constantly tries to look in to the problems faced by its customers. The center
constantly does competitor analysis i.e. comparison of competitor products with
that of Tecumsehs and improvising on the Technology.
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POLICIES
QUALITY POLICY:
Committed to total customer satisfaction by meeting their evolving needs,
expectations and aspirations stated.
Striving to provide products and service of global quality standards and to
reach a position of leadership in the field of operations, setting new
values.
Continuous improvement across the organization and up gradation of
product, technology and process supportive environment, at least cost to
society shall be the means to achieve the goals.
The approach will be through proper systems, procedure and total
involvement of employees , vendors and other business associates.
ENVIRONMENTAL POLICY:
The vision of Tecumseh India is to be a serene green and eco-friendly
cooperation carrying out all its operations contributing to preservation of
environment and natural resources for the benefit at large.
This can be achieved through
Allocation of company wide priority for sustainable development with
total involvement and commitment.
Evaluation and up gradation of current technologies . products and raw
material for minimization handling and disposal of solid, liquid and
gaseous wastes.
Realization of tangible objectives and targets set for continual
improvement to control and prevent pollution and conserve resources.
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CANTEEN
Subsidized food is provided for all categories of employees. Healthy food is
supplied to the employees on all working days. 250 persons can take lunch at atime. Break fast and tea are provided in the morning. Employees can go tocanteen only during the specified timings.
FESTIVALS:
Dussera Puja is celebrated with great joy. Puja material shall be supplied to eachdepartment. Coconut and sweet packet from a renowned shop shall be given toevery employee.
ANNUAL DAY CELEBRATIONS:
Every year Annual day is observed on 30th June or any date agreed by Union andManagement depending upon the production exigencies. On the eve of this,Cultural Programmes, Sports and Games are organized, prizes are given towinners. On the same day employees with outstanding attendance record andlong service will be felicitated with Special awards. All the employees andfamilies are invited for dinner and followed by distribution of sweets.
PICNIC
Company provides picnic subsidy @ Rs.200/- [Rupees Two hundred only] foreach employee for the departmental Picnic once in a year.
WELFARE FUND:
The incentive received from the Postal Department towards the subscriptionsagainst the monthly savings schemes will be credited to this account. Also finescollected from Staff and Workers against late comings would also be credit to
this fund. Certain amounts out of this fund will be paid to any employee (staff/worker) who is on long loss of pay leave on medical grounds.
MEDICAL ADVANCE:
The Management would sanction at its sole discretion a medical advance of up toRs.50000/- to any employee who had to incur heavy expenses towards medical
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treatment of self and dependents. This is recoverable along with interest @ 5%p.a.
COOPERATIVE CREDIT SOCIETY
There is a well-established credit society catering the financial needs of theemployees. The Management nominates the president of this society and theManagement provides complete infrastructure.
UNIFORM:
Two pairs of uniform, one pair of shoes and three pairs of socks shall be suppliedto all employees except to the officers of commercial departments. All
employees who were issued the uniform are expected to come to Factory strictlyin uniform.
BENEVOLENT FUND:
This is applicable only for staff and workmen. Re.1/- per month shall be deductedfrom the salary of all staff and workers. The Management would contributeequal amount. In the case of death of the employee an amount of Rs.5000/-would be paid to the dependent towards funeral expenses. In the case of death ofspouse and children, an amount of Rs.500/- would be paid to the employee.
MEDICAL FACILITY
The company has its own ambulance department with sufficient medical staff.The site-dispensary is responsible for providing immediate medical facilities foremployees of the company. The dispensary looks after the maintenance of line-wise and shed wise first aid boxes. In addition it also looks into the treatment forimmediate illness of the employees of the company. The dispensary is equippedwith a bed and an ambulance, which is used in case of requirement to transfer the
patient to an outside hospital. Regular/preventive health check will be conductedfor every employee on his/her birthday.
SPECIAL ATTENDANCE REWARD SCHEME
In order to maintain the production, productivity and quality, it is essential thatemployees are motivated to attend work regularly during the peak season i.e.
January to July in a year.
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One days basic salary [basic / 26 x 1] will be paid for those employees whoattend, work on all working days in a month without even availing half-day leaveor absenteeism.
CHILDREN EDUCATION REWARD
Children of all permanent workers / staff [and not officers] are eligible for thereward.A minimum of 60% in examinations starting from matriculation /SSC/ICSE/CBSE or equivalent examination. An amount of Rs.150/- will be paid
per month per child towards tuition fee, books, examination fee etc., starting fromthe first month of passing each course and continued till the completion of thecourse in the specified time
Applications, along with Memorandum of marks or school leaving certificate,and proof of entering college for further education should be submitted to IRDepartment. Proof regarding the student continuing in college should besubmitted every quarter.The reward will stand terminated in case of :
Discontinuance of the course for which reward is being granted
Employees separation from the company
Failure of the student during the course
CHILDREN SCHOLARSHIP SCHEME
This is in addition to the reward scheme specified above. School going children[up to the age of 18 years] of all permanent employees securing more than 75%marks in aggregate in their respective final examinations are entitled to ascholarship of Rs.2000/- per annum. This will be given to any one child of theemployee. This amount will be paid directly to the children at the beginning ofthe term for the previous academic year.
SMOKING POLICY
Smoking is not permitted in the following areas:
Any area in which a fire or safety hazard exists; Production and manufacturing areas;
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Common areas including lobbies, reception areas, employee lounges,canteen etc.
Individual offices where smoking is not permittedIndividual offices may be designated smoking permitted or no-
smoking by the occupant.
REWARD FOR DETECTION OF THEFT CASES
Cash reward will be given to those employees who help in detection of thefts.The details of this scheme are as under:All Staff and workers are eligible for the reward under this scheme.The amount of reward may be up to Rs.500/-. Exact quantum of the reward will
be determined by the Unit Head, taking into consideration all factors such as the
items involved in theft, the skill and role played by the employees in detectingthe theft.In case more than one report has been received in respect of the same theft,reward will be given based on first report received.For claiming the reward, written report should be made to the HRD/IR/Securityof the Unit giving sufficient information about the person and articles involved.Reward will be disbursed only when the culprit is caught and the theft isestablished.
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CHAPTER-4
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INTERPRETATION
1. I consider myself a self-motivated person?
TABLE 4.1:
Kind of options No of
respondents
No of
percentage
Strongly agree 7 14
Agree 17 34
Disagree 5 10
Somewhatagree 0 0
Cant say 3 6
Total 30 60
CHART 4.1:
Interpretation:
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From this we can say that 14% Respondents are strongly agree
they are self motivated persons.34% are Agree they are self
motivated persons. 10%are disagree.and 6% of Respondents
are cant say their opinion
2.Financial incentives motivates me more than non
financial incentives.
TABLE 4.2:
Kind of option No of
respondents
No of
percentage
Strongly agree 11 22
Agree 2 4
Disagree 9 18
Somewhatdisag
ree
0 0
Cant say 8 16
Total 30 60
Chart 4.2:
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CHART4.2:
INTERPRETATION:
From this 22% of Respondents strongly agree financial
incentives are motivates them non financial incentives.4%
Respondents are agree with that.18% Respondents are
disagree.16% Respondents are they cant say about this.
3.I am satisfied with the lunch break,rest breaks and
leaves given in the organization.
TABLE 4.3:
Kind of option No of
Respondents
No of
percentage
Strongly agree 8 16
Agree 14 28
Disagree 8 16
Somewhatdisag
ree
0 0
Cant say 0 0
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Total 30 60
CHART4.3:
INTREPRETATION:
From this we can say that 16% Respondents are strongly agreewith the lunch breaks.28% Respondents are agree with that
leaves and breaks.16% Respondents are disagree with that.
4. The medical benefits provided in the organization are
satisfactory
Kind of option No of
respondents
No of
percentage
Strongly agree 1 2
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Agree 21 42
Disagree 1 2
Somewhatdisag
ree
7 14
Cant say 0 0
Total 30 60
Chart 4.4:
INTERPRETATION:
From this we can say that 16% Respondents are satisfied with
the breaks.28% Respondents are agree with that lunch
breaks.16% Respondents are disagree with that breaks
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5.The employees in the organization feel secured in
their job.
TABLE 4.5:
Kind of option No of
Respondents
No of
percentage
Strongly agree 2 4
Agree 20 40
Disagree 3 6
Somewhatdisag
ree
3 6
Cant say 2 4
Total 30 60
CHART 4.5:
INTERPRETATION:
From this we can say that 4% Respondents are strongly agree
that they feel secured in their job.And 40% Respondents areagree that they feel secured their job.6%Respondents are not
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satisfy with their job.6%Respondents are not satisfy.4%
Respondents are they cant able to say their job security.
6.I am satisfied with the responsibility and role that I
have in my work?
TABLE 4.6:
Kind of option No of Respondents No ofpercentage
Strongly agree 4 8
Agree 20 40
Disagree 5 10
Somewhatdisag
ree
1 2
Cant say 0 0
Total 0 60
CHART 4.6:
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INTERPRETATION:
From this we can say that 8% Respondents are satisfied and
they feel responsible in their work.40%Respondents are agree
with that.10% are disagree.2% are feel some what disagree.
7.Good physical working conditions are provided in the
organization?
TABLE 4.7
Kind of option No of
Respondents
No of
percentage
Strongly agree 0 0
Agree 22 44
Disagree 1 2
Somewhatdisag 3 6
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ree
Cant say 4 8
Total 30 60
CHART 4.7:
INTREPRETATION:
From this we can say that 44% Respondents are agree with tha
good working conditions are there in the work place.2%
Respondents are disagree with the working conditions.6% aresome what disagree.8% Respondents are cant able to say.
8.I am satisfied with the support from the HR
department.
TABLE 4.8:
Kind of option No of No of
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Respondents percentage
Strongly agree 5 10
Agree 5 10
Disagree 13 26
Somewhatdisag
ree
4 8
Cant say 3 6
Total 30 60
CHART 4.8:
INTREPRETATION:
From this we can say that 10% Respondents are satisfied withthe HR department.10% Respondents are agree withthat.26%are not satisfied with the HR department.8%
Respondents are somewhat disagree .6% Respondents are cantable to say.
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9.The company providing motivation camps to us.
TABLE 4.9:Kind of option No of
Respondents
No of
percentage
Strongly agree 2 4
Agree 14 28
Disagree 9 18
Somewhatdisagree
0 0
Cant say 5 10
Total 30 60
CHART 4.9:
INTREPRETATION:
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From this we can say that 4% Respondents are strongly agreethat company providing motivation camps.28% Respondentsare agree with that motivation camps.18% are disagree withthe camps.10% are cant abie to say.
10.I am satisfied with the motivation and training camps
conducted in company.
TABLE 4.10:
Kind of option No of
Respondents
No of
percentage
Strongly agree 2 4
Agree 13 26
Disagree 9 18
Somewhatdisag
ree
2 4
Cant say 4 8
Total 30 60
CHART 4.10:
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INTREPRETATION:
From this we can say that 4% Respondents are strongly agree
that company providing motivation camps are satisfying.26%Respondents are agree with that motivation camps.18%aredisagree with the camps.8% are cant abie to say.
11.I feel that motivation training camps are needed to
employees in the company.
TABLE 4.11:
Kind of option No of
Respondents
No of
percentage
Strongly agree 3 6
Agree 20 40
Disagree 0 0
Somewhatdisag
ree
1 2
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Cant say 6 12
Total 30 60
CHART 4.11:
Intrepretation:
From this we can say that 6% Respondents are needed
motivation camps.40% Respondents are agree with this.2%are
some what disagree.12%Respondents are can not able to say.
12.I satisfied with the working environment where I
work.
TABLE 4.12:
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Kind of option No of
Respondents
No of
percentage
Strongly agree 6 12
Agree 20 40
Disagree 2 4
Somewhatdisag
ree
1 2
Cant say 1 2
Total 30 60
CHART 4.12:
Intrepretation:
From this we can say that 12% Respondents are satisfied with
the work environment.40% Respondents are agree with
this.4%are some what disagree with the work environment
where they work.2%Respondents are can not able to say.
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13.Are superiors are free enough to solve your
psychological distress.
TABLE 4.13:
Kid of option No of
Respondents
No of
percentage
Strongly agree 0 0
Agree 23 46
Disagree 5 10
Somewhatdisag
ree
0
Cant say 2 4
Total 30 60
CHART 4.13:
INTREPRETATION:
From this we can say that 46% Respondents are satisfy with
their superiors when they are in distress.4%are can not able to
say.
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14.I am satisfied with the allotted working hours.
TABLE 4.14:
Kind of option No of
Respondents
No of
percentage
Strongly agree 0 0
Agree 14 28
Disagree 15 30
Somewhatdisag
ree
0 0
Cant say 1 2
Total 30 60
CHART 4.14:
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INTREPRETATION:
From this we can say that 28% Respondents are satisfied with
their allotted working hours.30% Respondents are disagree
with their allotted working hours.2% are can not able to saythat.
15.I reach my targets intime with the support of my
superiors.
TABLE 4.15:
Kind of option No of
Respondents
No of
percentage
Strongly agree 0 0
Agree 24 48
Disagree 5 10
Somewhatdisag
ree
0 0
Cant say 1 2
Total 30 60
CHART 4.15:
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INTREPRETATION:
From this we can say that 48% Respondents are reach their
targets intime with the support of superiors.10% Respondents
are disagree to reach their targets intime.2% are can not able
to say that.
16. My organization provides stree free relaxation
programmes.
TABLE 4.16:
Kind of option No of
Respondents
No of
percentage
Strongly agree 1 2
Agree 0 0
Disagree 29 58
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Somewhatdisag
ree
0 0
Cant say 0 0
Total 30 60
CHART 4.16:
INTREPRETATION:
From this we can say that 2% Respondents are saying that
organization provides stress free programmes.58%
Respondents are disagree with this.
17.Visibility with top management is important to me.
TABLE 4.17:
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Kind of option No of
Respondents
No of
percentage
Strongly agree 3 6
Agree 15 30
Disagree 10 20
Somewhatdisag
ree
2 4
Cant say 0 0
Total 30 60
CHART 4.17:
INTREPRETATION:
From this we can say that 6% Respondents are saying that
visibility of top management is tmportant.30% Respondents are
agree with this.20%are disagree with this top
management.4%are somewhat disagree with this.
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18.I feel that job I do gives me a good status.
TABLE 4.18:
Kind of option No of
Respondents
No of
percentage
Strongly agree 3 6
Agree 17 34
Disagree 9 18
Somewhatdisagree
1 2
Cant say 0 0
Total 30 60
CHART 4.18:
INTREPRETATION:
From this we can say that 6% are strongly agree that their job
gives good status.34%are agree with this.18%are disagree with
this statement.2%are some what disagree with this statement.
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19.Want to be the best at my own job.
TABLE 4.19:
Kind of option No of
Respondents
No of
percentage
Strongly agree 5 10
Agree 20 40
Disagree 3 6
Somewhatdisag
ree
0 0
Cant say 2 4
Total 30 60
CHART 4.19:
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INTREPRETATION:
From this we can say that 10% are strongly agree that they are
best at their own job.40%are agree with this.6%are disagree
with this statement.4%are Cant say with this statement.
20.I find opportunities for advancement in this
organization.
TABLE 4.20:
Kind of option No of
Respondents
No of
percentage
Strongly agree 1 2
Agree 9 18
Disagree 14 28
Somewhatdisag 0 0
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ree
Cant say 6 12
Total 30 60
CHART4.20:
INTREPRETATION:
From this we can say that 2% are strongly agree that they are
find the oppertunities in the organisation..18%are agree with
this.28%are not finding any oppertunities in this
organisation.2%are Cant say with this statement.
21.I generally like to schedule my own work and to
make job-related decisions with a minimum of
supervision.
TABLE 4.21:
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Kind of option No of
Respondents
No of
percentage
Strongly agree 0 0
Agree 20 40
Disagree 5 10
Somewhatdisag
ree
0 0
Cant say 5 10
Total 30 60
CHART4.20:
INTREPRETATION:
From this we can say that 40% are strongly agree that they are
taking the job related decisions minimum of
supervision.10%are disaagree with this..2%are Cant say with
this statement.
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22.I feel that my superior always recognize the work
done by me.
TABLE 4.22:
Kind of option No of
Respondents
No of
percentage
Strongly agree 0 0
Agree 29 58
Disagree 1 2
Somewhatdisag
ree
0 0
Cant say 0 0
Total 30 60
CHART4.22:
INTREPRETATION
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From this we can say that 58% are agree that superiors always
recognise their work..2%are disaagree with this.
23.Do you feel confortable with your job position.
TABLE 4.23:
Kind of option No of
Respondents
No of
percentageStrongly agree 1 2
Agree 22 44
Disagree 7 14
Somewhatdisag
ree
0 0
Cant say 0 0
Total 30 60
CHART4.23:
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INTREPRETATION
From this we can say that 2% are Stringly agree they feel
conforteble with the job position.44%are agree with that they
are satisfied with the job positions.14%are disagree with this
statement.
24.Are you satisfied with the support given by your
superiors.
TABLE 4.24:
Kind of option No of
Respondents
No of
percentage
Strongly agree 0 0
Agree 25 50
Disagree 2 4
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Somewhatdisag
ree
2 4
Cant say 1 2
Total 30 60
CHART4.24:
INTREPRETATION
From this we can say that 50% are agree that they are satisfied
with the support from the superiors. 4%are disagree with that
they are not satisfied with the support given by the superiors.4%are somewhatdisagree with this.2%are can not abie to say.
25.Are you self motivated enough to manage any
situation in working conditions.
TABLE 4.25:
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Kind of option No of
Respondents
No of
percentage
Strongly agree 10 20
Agree 16 32
Disagree 0 0
Somewhatdisag
ree
3 6
Cant say 2 4
Total 30 60
CHART4.25:
INTREPRETATION
From this we can say that 20% are Strongly agree that they are
self motivated to manage any working conditions.32%are agree
with that they are able to manage any situation in the working
conditions.6%are somewhat disagree with this.4% can not able
say.
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CHAPTER 4
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COMPANY PROFILE
TECUMSEH PRODUCTS INDIA PRIVATE LIMITED is an ISO 14001 and
9001 certified, American based multinational company, which has core
expertise in manufacturing hermetically sealed compressors. Tecumseh India is
a 100% subsidiary to Tecumseh Products Company (TPC), USA, which is the
worlds only full line, independent manufacturer of compressors. TPC has 29
manufacturing locations in 4 continents. In India the company has 20 sales
offices and an extensive network of over 200 dealers and more than 600
registered small scale manufacturers. TECUMSEH India is the preferred
supplier to the whos who of the AC & R industry in India and in the Middle
East, SAARC countries.
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Tecumseh India is headed by Mr. S.Vipin Sondhi, the managing director
and employs about 2500 people. Tecumseh India is largest merchant
manufacturer of compressors in the country catering to all three segments of air
conditioners, domestic and commercial refrigeration and is leading player with
a growing Indian market for compressors. Tecumseh Products Company
invested $80 million in Indian operation known as Tecumseh Products India
Private Ltd. (TPIPL). TPIPL has two states of manufacturing facilities at
Hyderabad, Andhra Pradesh and Ballabgarh, Haryana with a CADEM at
Hyderabad plant to meet global engineering needs.
The company was originally established in 1963 under the name of
USHA Refrigeration Industries Ltd (URIL) by Lala Charath Ramji who was
from a renewed industrial family of DCN and Coromandal Group of
Companies. URIL manufactures compressors for Water Cooler, Air Conditioner
and Air Coolers. In 1970, the URIL was changed to Shriram Refrigeration Ltd.
and the business was diversified towards manufacturing of diesel engines and
water coolers. Shriram industries played a great role in the field and captured
more than 50% of the market share in India. Shriram industries also kept its
hands in international trade and were successful in exporting their products to
the neighboring countries Nepal and Bangladesh.
In 1980 Lala Charath Ramjis son Mr. Siddharth C Shriram became the
chairman cum managing director of the company. The period saw sea change in
industrial policy, which resulted in a great change in industrial sector. In the
process of survival, Shriram went to tech collaboration with Westing House US
and was named as SIEL compressors. SIEL compressors were the first Indian
company to manufacture compressors. Later Westing House stopped
manufacturing compressors and SIEL went in to technical collaboration with
Tecumseh Products Company USA in 1988 was named as TECUMSEH
PRODUCTS INDIA PRIVATE LIMITED.
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PLANTS OF TPIPL:
TPIPL has two states of manufacturing facilities at Hyderabad, Andhra Pradesh
and Ballabgarh, Haryana with a CADEM at Hyderabad plant to meet global
engineering needs.
Hyderabad plant:
The Hyderabad plant is located on sprawling 54 acre land at Balanagar.
Industrial belt 15 km away from Hyderabad city. At Hyderabad Plant, they
manufacture compressors for air-conditioning from 1200 BTU to 60,000 BTU
and also compressors for deep freezers, bottle coolers and water coolers which
are considered to be worlds no.1 in the 150 million compressor market a year.
The Hyderabad plant has a capacity of manufacturing more than 3000 units per
day. It has a technology development centre with full Research and
Development facility. The plant is also supported by two service centres: A W
Service centre and M C Service centre.
The Hyderabad plant has six regional sales offices, among which four are
located in metropolitan cities like Delhi, Mumbai, Chennai, and Calcutta while
the remaining two are at Ahmedabad and Secunderabad. Besides these there
are branch offices and depots located in prime cities across the country. It also
has a network of about 177 dealers across the country and is preferred suppliers
to key OEMs (Originally Equipment Manufacturers) like Voltas, AMTREX,
LG, Blue-star and Godrej, Videocon, Fedders Lloyd, Hitachi etc.
TPIL Hydreabad plant was successful in getting the ISO 9001
Certification for maintaining quality of the compressors in 1994, and for eco-
friendly environment maintenance the company has got ISO 14001 certification.
The management has started development activities in the following areas:
Tree plantation
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Rain water harvesting is to increase the ground water level and TPIPL
has the distinction of being the first organization in this regard.
Vermiculture is the process of converting canteen food wastage to natural
manure.
Departments of Tecumseh Products India Pvt. Ltd.,
Human Resource Development
Welfare Department
Attendance and Pay Office (A & PO)
Electronics Data Processing (EDP)
Provident Fund and Credit Cooperative Society (PF & CCS)
Maintenance and Engineering Department
Quality Development of AW Assembly
A W Machine shop
A W Press shop
Dispensary
Canteen
Chemical and Technological Laboratories
Tecumseh Products India Pvt. Ltd., Hyderabad has a total of 766 permanent
employees as on which includes
Officers - 172
Staff & workers - 376
BALLABGARH PLANT:
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At Ballabgarh , Haryana TPIPL has invested Rs. 200 crores for manufacturing
of Non-CFC compressors. The Ballabgarh plant is one of best compressors
manufacturing unit in Asia. The plant is extended on 21 acre land on the Delhi
Mathura National highway. The plant has a capacity to manufacture 25000 units
per month.
Workplace improvements (5-S Philosophies)
Creativity club
KRAS (improvements /suggestions)
Variable earnings sharing of value addition
Agreement process organization needs
Non conformance reporting /audits
Open house / communication meeting
Team assessment and feedback
Changing life styles.
To provide comprehensive solutions to customer in the field of cooling
while providing autonomous working environment for employees, to tap their
creative potential, bring out the best in them and optimizes stake holder returns.
Tecumesh products India Pvt. Ltd., Mission:
To be recognized as the world leader in the supply of refrigerator and air
conditioning compressors.
To provide our customer superior products and services.
To create an environment in which our employees can grow to their full
potential and make difference.
To provide superior value to our stake holders.
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To be driven to reach the highest possible standars of excellence in all our
endeavors.
Nothing will be done to compromise our integrity.
Tecumesh products India Pvt. Ltd., Quality Policy;
Committed to total customer satisfaction by meeting their evolving needs,
expectations and aspirations stated, implied or latent.
Striving to provide products and service of global quality standards and to
reach a position of leadership in the field of operations, setting new
values.
Continuous improvement across the organization and up-gradation of
product, technology and process supportive environment, at least cost to
society shall be the means to achieve the goals.
The approach will be through proper systems and procedures and total
involvement of employees, vendors and other business associates.
the vision of Tecumseh India is to be a serene green and eco-friendly co-
operation carrying out all its operations contributing to preservation of
environment and natural resources of the benefit at large.
Among others this can be achieved through.
Allocation of company wide priority for sustainable development with
total involvement and commitment.
Evaluation and up gradation of current technologies, products and raw
materials for minimization, handling and disposal of solid, liquid and
gaseous wastes.
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Realization of tangible objectives and targets set for continual
improvement to control and prevent pollution and conserve resources.
Legal compliance and going beyond setting new standards.
Meeting international expectations such sa Montreal Protocal, 1987 in
phasing out CFCs refrigerants in our compressors.
Training and Propagation of Knowledge on environment .
Tecumesh products India Pvt. Ltd., Key Business Objective:
Set the world industry standard of excellence for customer satisfaction.
Achieve total quality.
To attain and surpass global quality and reliability standards for our
products.
Maintain clear technology leadership.
Market share leadership with focus on customer needs.
Meet business and financial commitments.
TECUMESH PRODUCTS INDIA PVT. LTD., SEVEN DEADLY SINS:
1. Inconsistent products Quality
2. Slow response to market place
3. Lack of innovative and competitive products
4. Uncompetitive cost structure
5. Inadequate employee involvement
6. Unresponsive customer service
7. Ineffective source allocation
CERTIFICATIONS
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Tecumseh Products Companys (TPC) global vision of providing
comfort, Health and convenience to millions worldwide. Gives and impetus for
the companys steady diversification into new frontiers. A and today, this
cooling giants products are available in over a 100 countries across the globe.
The Technology Development Center (TDC) at Tecumseh India engages
in R & D of Compressor Technology. Its Customer Services Center (CSC)
constantly tries to look in to the problems faced by its customers. The center
constantly does competitor analysis i.e. comparison of competitor products with
that of Tecumsehs and improvising on the Technology.
POLICIES
QUALITY POLICY:
Committed to total customer satisfaction by meeting their evolving needs,
expectations and aspirations stated.
Striving to provide products and service of global quality standards and to
reach a position of leadership in the field of operations, setting new
values.
Continuous improvement across the organization and up gradation of
product, technology and process supportive environment, at least cost to
society shall be the means to achieve the goals.
The approach will be through proper systems, procedure and total
involvement of employees , vendors and other business associates.
ENVIRONMENTAL POLICY:
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The vision of Tecumseh India is to be a serene green and eco-friendly
cooperation carrying out all its operations contributing to preservation of
environment and natural resources for the benefit at large.
This can be achieved through
Allocation of company wide priority for sustainable development with
total involvement and commitment.
Evaluation and up gradation of current technologies . products and raw
material for minimization handling and disposal of solid, liquid and
gaseous wastes.
Realization of tangible objectives and targets set for continual
improvement to control and prevent pollution and conserve resources.
CANTEEN
Subsidized food is provided for all categories of employees. Healthy food issupplied to the employees on all working days. 250 persons can take lunch at a
time. Break fast and tea are provided in the morning. Employees can go tocanteen only during the specified timings.
FESTIVALS:
Dussera Puja is celebrated with great joy. Puja material shall be supplied to eachdepartment. Coconut and sweet packet from a renowned shop shall be given toevery employee.
ANNUAL DAY CELEBRATIONS:
Every year Annual day is observed on 30th June or any date agreed by Union andManagement depending upon the production exigencies. On the eve of this,Cultural Programmes, Sports and Games are organized, prizes are given towinners. On the same day employees with outstanding attendance record andlong service will be felicitated with Special awards. All the employees andfamilies are invited for dinner and followed by distribution of sweets.
PICNIC
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Company provides picnic subsidy @ Rs.200/- [Rupees Two hundred only] foreach employee for the departmental Picnic once in a year.
WELFARE FUND:
The incentive received from the Postal Department towards the subscriptionsagainst the monthly savings schemes will be credited to this account. Also finescollected from Staff and Workers against late comings would also be credit tothis fund. Certain amounts out of this fund will be paid to any employee (staff/worker) who is on long loss of pay leave on medical grounds.
MEDICAL ADVANCE:
The Management would sanction at its sole discretion a medical advance of up toRs.50000/- to any employee who had to incur heavy expenses towards medicaltreatment of self and dependents. This is recoverable along with interest @ 5%
p.a.
COOPERATIVE CREDIT SOCIETY
There is a well-established credit society catering the financial needs of theemployees. The Management nominates the president of this society and theManagement provides complete infrastructure.
UNIFORM:
Two pairs of uniform, one pair of shoes and three pairs of socks shall be suppliedto all employees except to the officers of commercial departments. All
employees who were issued the uniform are expected to come to Factory strictlyin uniform.
BENEVOLENT FUND:
This is applicable only for staff and workmen. Re.1/- per month shall be deductedfrom the salary of all staff and workers. The Management would contributeequal amount. In the case of death of the employee an amount of Rs.5000/-would be paid to the dependent towards funeral expenses. In the case of death of
spouse and children, an amount of Rs.500/- would be paid to the employee.
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MEDICAL FACILITY
The company has its own ambulance department with sufficient medical staff.The site-dispensary is responsible for providing immediate medical facilities for
employees of the company. The dispensary looks after the maintenance of line-wise and shed wise first aid boxes. In addition it also looks into the treatment forimmediate illness of the employees of the company. The dispensary is equippedwith a bed and an ambulance, which is used in case of requirement to transfer the
patient to an outside hospital. Regular/preventive health check will be conductedfor every employee on his/her birthday.
SPECIAL ATTENDANCE REWARD SCHEME
In order to maintain the production, productivity and quality, it is essential thatemployees are motivated to attend work regularly during the peak season i.e.January to July in a year.One days basic salary [basic / 26 x 1] will be paid for those employees whoattend, work on all working days in a month without even availing half-day leaveor absenteeism.
CHILDREN EDUCATION REWARD
Children of all permanent workers / staff [and not officers] are eligible for thereward.A minimum of 60% in examinations starting from matriculation /SSC/ICSE/CBSE or equivalent examination. An amount of Rs.150/- will be paid
per month per child towards tuition fee, books, examination fee etc., starting fromthe first month of passing each course and continued till the completion of thecourse in the specified timeApplications, along with Memorandum of marks or school leaving certificate,
and proof of entering college for further education should be submitted to IRDepartment. Proof regarding the student continuing in college should besubmitted every quarter.The reward will stand terminated in case of :
Discontinuance of the course for which reward is being granted
Employees separation from the company
Failure of the student during the course
CHILDREN SCHOLARSHIP SCHEME
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This is in addition to the reward scheme specified above. School going children[up to the age of 18 years] of all permanent employees securing more than 75%marks in aggregate in their respective final examinations are entitled to ascholarship of Rs.2000/- per annum. This will be given to any one child of the
employee. This amount will be paid directly to the children at the beginning ofthe term for the previous academic year.
SMOKING POLICY
Smoking is not permitted in the following areas: Any area in which a fire or safety hazard exists; Production and manufacturing areas; Common areas including lobbies, reception areas, employee lounges,
canteen etc. Individual offices where smoking is not permitted
Individual offices may be designated smoking permitted or no-smoking by the occupant.
REWARD FOR DETECTION OF THEFT CASES
Cash reward will be given to those employees who help in detection of thefts.The details of this scheme are as under:All Staff and workers are eligible for the reward under this scheme.The amount of reward may be up to Rs.500/-. Exact quantum of the reward will
be determined by the Unit Head, taking into consideration all factors such as theitems involved in theft, the skill and role played by the employees in detecting
the theft.In case more than one report has been received in respect of the same theft,reward will be given based on first report received.For claiming the reward, written report should be made to the HRD/IR/Securityof the Unit giving sufficient information about the person and articles involved.Reward will be disbursed only when the culprit is caught and the theft isestablished.
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CHAPTER 5
FINDINGS
According to the survey done in the company.
1.Maximum employees in the organization found their job andworking environment both are satisfactory.
2.Employees in the organization do not have medical benefits.
3.Management is not providing any motivation camps to theemployees.
4.Communication levels,mutual understanding between theemployees and management is good and fare in level.
5.Employees are motivated to the reach the objectives andtargets pointed by the organization.
6.lack of providing stress free relaxation programs conductedby the organization to employees.
7.Recognition of hardworkdone by the management is good atlevel.
8.Appraising system is good.
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SUGGESTIONS:
1.To my knowledge I suggest that provide better medical benefits to the
employees.
2 positive motivation camps shouid be conducted in the organization.
3.Healthy and safety facilities should be provided to the employess in the
organization.
4.provied better canteen fecilities to the employees in the organization.
5.provide stress free relaxation programs to the employees in the organization.
6.They need growth in their job position and advancement in the job
designation.
7.Every employee need motivation training camps in the organization.
SUMMARYThe purpose of this study is to examine MOTIVATION AND MORALE of
employees. The study is done in an organization in TECUMSEH
BALANAGAR. Every organization needs to have well motivation and
morale of employees to perform their work good in the organization when
the employee feel good about their jobs, certain factors tend to consistently
related to job satisfaction. This theory provides an