A STUDY ON EMPLOYEE JOB MOTIVATION IN IVETEL

TECHNOLOGIES
 CHAPTER-I

INTRODUCTION

Organizations today are facing major challenges in terms of competition,

innovation, productivity and work force diversity. In this context, Employee Job
Motivation can be seen as a revelation of employees preferences over jobs. Better
performance, more productivity and high profit, these are the outcome of
employees commitment and dedication toward work. Employees are more
devoted when they feel contented and satisfied with reward which they get from
employers. If organizations understand what satisfies employee, they have at their
command the most powerful tool for dealing with them to get them extra ordinary
results. So an attempt to achieve employee job Motivation leads to an improvement
in the quality of products or services, customer Motivation, increased market share
and improved profit.
 CHAPTER-I

INTRODUCTION:

DEFINITION:

Employee Job motivation is a reflection of the level of energy, commitment, and

creativity that a company's workers bring to their jobs.

"Psychological forces that determine the direction of a person's behavior in an

organization, a person's level of effort and a person's level of persistence". G. Jones
and J. George from the book "Contemporary Management."

OBJECTIVES

Main Objectives of Employee Motivation are as follows:

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

to work with zeal, initiative. Interest, and enthusiasm, with a high personal
and group moral Motivation with a sense of responsibility.
2. To increase loyalty against company.
3. For improve discipline and with pride and confidence in cohesive manner
so that the goal of an organization are achieved effectively.
4. Motivation techniques utilized to stimulate employee growth.
5. For the motivation you can buy mans time. Physical presence at a given
place.
6. You can even buy a measured number of skilled muscular motions per hour
or day.
7. Performance results from the interaction of physical, financial and human
resource.
8. For the achieving a desired rate of production.

IMPORTANCE OF JOB EMPLOYEE MOTIVATION

 The workforce will be better satisfied if the management provides them
with opportunities to fulfill their physiological and psychological needs. The
workers will cooperate voluntarily with the management and will contribute their
maximum towards the goals of the enterprise.

Workers will tend to be as efficient as possible by improving upon their

skills and knowledge so that they are able to contribute to the progress of the
organization. This will also result in increased productivity.

The rates of labors turnover and absenteeism among the workers will be
low.

There will be good human relations in the organization as friction among the
workers themselves and between the workers and the management will decrease.

The number of complaints and grievances will come down. Accident will
also be low.

There will be increase in the quantity and quality of products. Wastage and
scrap will beless. Better quality of products will also increase the public image of
the business.

FACTORS THAT MOTIVATES EMPLOYEES

Empowerment:

Feeling trusted and empowered is a tremendous motivator.

Growth:

Feeling that they are growing and developing personally

Inclusion:
To belong is a fundamental need, whether as a member of a family, peer group,
network, team or company. Its human nature to want to be on the inside, not the
outside.

Purpose:

Today people care more about what happens tomorrow, and want to contribute to
ensuring the future of our children, and the health of our communities and planet.

Trust:

The fabric that holds it all together and makes it real is trust.

MOTIVATION CONCEPTS
Intrinsic motivation

Intrinsic motivation refers to motivation that is driven by an interest or

enjoyment in the task itself, and exists within the individual rather than relying on
any external pressure. Intrinsic Motivation is based on taking pleasure in an
activity rather working towards an external reward.

Extrinsic motivation

Extrinsic motivation refers to the performance of an activity in order to

attain an outcome, which then contradicts intrinsic motivation. Extrinsic
motivation comes from outside of the individual. Common extrinsic motivations
are rewards like money and grades, coercion and threat of punishment.
Competition is in general extrinsic because it encourages the performer to win and
beat others, not to enjoy the intrinsic rewards of the activity. A crowd cheering on
the individual and trophies are also extrinsic incentives. Social psychological
research has indicated that extrinsic rewards can lead to over justification and a
subsequent reduction in intrinsic motivation. In one study demonstrating this
effect, children who expected to be (and were) rewarded with a ribbon and a gold
star for drawing pictures spent less time playing with the drawing materials in
subsequent observations than children who were assigned to an unexpected reward
condition. For those children who received no extrinsic reward, Self-determination
theory proposes that extrinsic motivation can be internalized by the individual if
the task fits with their values and beliefs and therefore helps to fulfill their basic
psychological needs

OBJECTIVE OF THE STUDY:

Primary objective:

To study the motivation level of employees.

Secondary Objectives:

To study the effectiveness of the techniques adopted by the company in

employee motivation.
To study about the benefits and facilities provided to the employees.
To learn the employees Motivation on the interpersonal relationship exists
in the organization

SCOPE OF THE STUDY:

 It is always essential for a concern to access its strategies and reshape its
destiny. It is necessary for every organization to study the different aspects that
affects the organization development. Every study has a clear and specific scope.

The scope of this study is limited to IVETEL TECHNOLOGIES. In this

survey the emphasis is on the Job motivation of employees. The scope of the study
involves the preparation of questionnaire and data of the company

NEED FOR THE STUDY:

 Job Motivation is an important tool in the hands of the manager for
inspiring the work force and making them to do work with enthusiasm and
willingness .If its an important function of the management to motivate the people
working in the organization to perform the work assigned to them effectively and
efficiently. The management has to understand the Human behavior if it has to
provide maximum motivation to the personnel. Motivation is something that
moves a person into action and continues him in the course of action
enthusiastically. The role of Motivation is to develop and intensify the desire in
every member of organization to work effectively and efficiently in his position.

The main aim of this study is to find out the employee motivation in
IVETEL TECHNOLOGIES, Chennai as motivation is an important factor which
increases the desire willingness and enthusiasm in workers, to apply their great
potentialities for the achievement of common goals.

LIMITATIONS OF THE STUDY:

 As the respondents were busy with their work, it was difficult for the
researcher to meet the respondents and gain information.
The study was limited to a short period only.
The data depends totally on the respondents view, which may be biased.
In this study the sample size is 110.
The findings of the study cannot be applied to all other fields since it lacks
external validity.

RESEARCH METHODOLOGY
RESEARCH DESIGN:

A Research design is simply the framework or plan for a study. The design
may be a specific presentation of the various steps in the process of Research. For
this descriptive design was used. Descriptive research includes survey and fact
finding enquiries of different kinds. The major purpose of descriptive research is
description of the state of affairs, as it exists at present. In this method the
researcher has no control over the variables. He / She can only report what has
happened and what is happening.

The methodology adapted to collecting information from a sample size of 100

respondents by using simple random sampling technique, in order to analyze and
interpret the respondents opinions and views with respect to the welfare measures
provided by IVETEL TECHNOLOGIES, CHENNAI. The entire study is based
on both the primary data and Secondary data.

PRIMARY DATA:

For collecting the primary data, the questionnaire method was employed.
Each respondent was given a questionnaire and they answered it and returned back
in two weeks time.

Questionnaire: A Questionnaire has been prepared and distributed among the

respondents (employees) for both executives and non-executives.

Interview: Personal Interview and interaction with the respondents (employees).

Observation: by observing the working environment.

SECONDARY DATA

For secondary data the researcher depends on various company records,

websites and journals etc. The secondary data is that which have been already
collected by someone or else which have been passed through statistical data can
be categorized into two broad categories named published and unpublished
statistics.

Data sources

Primary data was collected by the questionnaire based marked

survey. Secondary data was obtained from journals, magazines newspapers, books
and the internet.

Research Instrument

For doing the survey research, structured questionnaire with both open
ended and close end equations were used.

Data Analysis:

The mode of survey was personal interview with the respondents during the
filling up of the questionnaire.

Sampling Techniques:

The sampling used for this study was probability sampling. Since the study
is only meant for certain specific categories within the total population,
a stratified random sample was used. Three groups of categories have
been taken into account viz. students professionals and general public.

Sample Size

A sample size of 130 respondents is used for the study.

TOOLS OF THE STUDY

Percentage analysis and chi-square are used for analyzing the data collected.

Percentages are obtained when ratios are multiplied by 150

No. of respondents

Percentage of respondents = ---------------------------- X 100

Total No.of respondents

CHI-SQUARE ANALYSIS:

Chi-square test = (O-E)2/E

Degrees of freedom = V = (r-1) (C-1)

Where O = Observed Frequency

E = Expected Frequency

R = Number of rows

C = Number of columns

Level of significance = 5%.

 CHAPTER-II

LITERATURE REVIEW

Only the solaced and motivated employees can make the organization strong and
successful. Locke defines job Motivation as the pleasurable emotional state that
results from the appraisal of ones job as achieving or facilitating the achievement
of ones job values. Increase in job Motivation will reflect better organizational
citizenship behavior.

According to Locke job Motivation can be viewed as an emotional state; positive

in connotation which is because of the goodness emanating from the job the
individual is doing. On the other hand, increased organizational performance has
been linked to employee job Motivation.

Job Motivation is promoted through favorable perceptions of job characteristics,

supervisors and coworkers and is also influenced by differences in individual
personality. The positive feeling associated with high job Motivation that result
form favorable evaluations of what organization supplies make people more
willing to carry out behaviors associated with tasks that contribute to
organizational effectiveness.

In the vast literature based on job Motivation one may find that job Motivation has
been investigated through differing methodologies, serving as a predictor,
outcome, moderator and mediator variables. Thus Job Motivation has been linked
to empowerment, training, organizational commitment, teamwork and
compensation.

So far there have been various researches on Employee Job Motivation among
employees of different sectors. By the phrase Automotive Industries all
employees of first line of management in the automotive industry are considered.
Since productivity in an organization depends on employee job Motivation, the
variables of job Motivation remain a functional analytical tool in this study.

Report of National Commission on Employee (2002), Government of India,

made recommendations in the area of Employee welfare measures which include
social security, extending the application of the Provident Fund, gratuity and
unemployment insurance etc. Shobha, Mishra & Manju Bhagat, in their Principles
for Successful Implementation of Employee Welfare Activities, stated that
Employee absenteeism in Indian industries can be reduced to a great extent by
provision of good housing, health and family care, canteen, educational and
training facilities and provision of welfare activities.

A. Sabarirajan, T. Meharajan, B.Arun (2001) analyzed the study on employee

welfare in Textile industry. The study shows that 15% of the employees are
employees are satisfied with their welfare measures.39 % of the employees is
average with their welfare measures. 16% of them are in highly dissatisfied level.
This study throws light on the impact of welfare measures on QWL among the
employees of textile mills in Salam district. While describing the Welfare in
Indian INDUSTRIAL SECTOR, A.J.Todd (1933) was analyzed that the Employee
welfare is the voluntary efforts of the employers to establish, within the existing
industrial system, working and sometimes living and cultural conditions of the
employees beyond what is required by law, the custom of the industry and the
conditions of the market.

V. V. Gir+i National Employee Institute(1999-2000), a fully funded autonomous

body of the Ministry of Employee, it was conducted action-oriented research and
provides training to grass root level workers in the trade union movement, both in
the urban and rural areas, and also to officers dealing with industrial relations,
personal management, Employee welfare, etc.
In the view of K.K. Chaudhuri, in his Human Resources: A Relook to the
Workplace, states that HR policies are being made flexible. From leaves to
compensations, perks to office facilities, many companies are willing to customize
policies to suit different employee segments.

Conventions and Recommendations of ILO (1949) sets forth a fundamental

principle at its 26th conference held in Philadelphia recommended some of the
measures in the area of welfare measures which includes adequate protection for
life and health of workers in all occupations, provision for child welfare and
maternity protection, provision of adequate nutrition, housing and facilities for
recreation and culture, the assurance of equality of educational and vocational
opportunity etc.

A Study done by P.R. China in 2003, Great expectations are being placed on
firms to act with increasing social responsibility, which is adding a new dimension
to the role of management and the vision of companies. They argue that social
welfare activities are strategic investments for firm. They can create intangible
assets that help companies overcome entry barriers, facilitate globalization, and
outcompete local rivals. They are simple contribution, topic contribution,
collaboration with non-profit organizations or government organizations, and
establishment of corporation charity fund. Future research on corporate citizenship
would be strengthened in philanthropic strategy and management.
 CHAPTER-III

INDUSTRY PROFILE

INTRODUCTION TO ORGANIZATION

Software industry

The software industry includes businesses for development, maintenance and

publication of software that are using different business models, mainly either
"license/maintenance based" (on-premises) or "Cloud based" (such as SaaS, PaaS,
IaaS, MaaS, AaaS, etc.). The industry also includes software services, such as
training, documentation, and consulting.

History
The word "software" was coined as a prank as early as 1953, but did not appear in
print until the 1960s. Before this time, computers were programmed either by
customers, or the few commercial computer vendors of the time, such as UNIVAC
and IBM. The first company founded to provide software products and services
was Computer Usage Company in 1955.

The software industry expanded in the early 1960s, almost immediately after
computers were first sold in mass-produced quantities. Universities, government,
and business customers created a demand for software. Many of these programs
were written in-house by full-time staff programmers. Some were distributed freely
between users of a particular machine for no charge. Others were done on a
commercial basis, and other firms such as Computer Sciences Corporation
(founded in 1959) started to grow. The computer/hardware makers started bundling
operating systems, systems software and programming environments with their
machines.

When Digital Equipment Corporation (DEC) brought a relatively low-priced

microcomputer to market, it brought computing within the reach of many more
companies and universities worldwide, and it spawned great innovation in terms of
new, powerful programming languages and methodologies. New software was
built for microcomputers, so other manufacturers including IBM, followed DEC's
example quickly, resulting in the IBM AS/400 amongst others.

The industry expanded greatly with the rise of the personal computer ("PC") in the
mid-1970s, which brought desktop computing to the office worker for the first
time. In the following years, it also created a growing market for games,
applications, and utilities. DOS, Microsoft's first operating system product, was the
dominant operating system at the time.

In the early years of the 21st century, another successful business model has arisen
for hosted software, called software-as-a-service, or SaaS; this was at least the
third timecitation needed
this model had been attempted. From the point of view of
producers of some proprietary software, SaaS reduces the concerns about
unauthorized copying, since it can only be accessed through the Web, and by
definition no client software is loaded onto the end user's PC.

Size of the industry

According to industry analyst Gartner, the size of the worldwide software industry
in 2013 was US$407.3 billion, an increase of 4.8% over 2012. As in past years, the
largest four software vendors were Microsoft, Oracle Corporation, IBM, and SAP
respectively.

Mergers and acquisitions

The software industry has been subject to a high degree of consolidation over the
past couple of decades. From 1988 to 2010, 41,136citation needed
mergers and
acquisitions have been announced with a total known value of US$1,451 billion
($1.45 trillion). The highest number and value of deals was set in 2000 during the
high times of the dot-com bubble with 6,757 transactions valued at $447 billion. In
2010, 1,628 deals were announced valued at $49 billion.

Business models within the software industry

Business models of software companies have been widely discussed. Network
effects in software ecosystems, networks of companies, and their customers are an
important element in the strategy of software companies.

Information technology in India

Information technology in India is an industry consisting of two major

components: IT Services and business process outsourcing (BPO). The sector has
increased its contribution to India's GDP from 1.2% in 1998 to 7.5% in 2012.
According to NASSCOM, the sector aggregated revenues of US$100 billion in
2012, where export and domestic revenue stood at US$69.1 billion and US$31.7
billion respectively, growing by over 9%.

Information technology is playing an important role in India today & has

transformed India's image from a slow moving bureaucratic economy to a land of
innovative entrepreneurs.
The IT sector in India is generating 2.5 million direct employments. India is now
one of the biggest IT capitals of the modern world and all the major players in the
world IT sector are present in the country.

The major cities that account for about nearly 90% of the sector's exports are
Bangalore, Chennai, Kolkata, Hyderabad, Trivandrum, Noida, Mumbai and Pune.
Bangalore is considered to be the Silicon Valley of India because it is the leading IT
exporter. Exports dominate the industry and constitute about 77% of the total
industry revenue. However, the domestic market is also significant with a robust
revenue growth. The industrys share of total Indian exports (merchandise plus
services) increased from less than 4% in FY1998 to about 25% in FY2012.
According to Gartner, the "Top Five Indian IT Services Providers" are Tata
Consultancy Services, Infosys, Cognizant, Wipro and HCL Technologies.

Regulated VSAT links became visible in 1994. Desai (2006) describes the steps
taken to relax regulations on linking in 1991:

In 1991 the Department of Electronics broke this impasse, creating a corporation

called Software Technology Parks of India (STPI) that, being owned by the
government, could provide VSAT communications without breaching its
monopoly. STPI set up software technology parks in different cities, each of which
provided satellite links to be used by firms; the local link was a wireless radio link.
In 1993 the government began to allow individual companies their own dedicated
links, which allowed work done in India to be transmitted abroad directly. Indian
firms soon convinced their American customers that a satellite link was as reliable
as a team of programmers working in the clients office.

Videsh Sanchar Nigam Limited (VSNL) introduced Gateway Electronic Mail

Service in 1991, the 64 kbit/s leased line service in 1992, and commercial Internet
access on a visible scale in 1992. Election results were displayed via National
Informatics Centre's NICNET.

The Indian economy underwent economic reforms in 1991, leading to a new era of
globalization and international economic integration. Economic growth of over 6%
annually was seen during 1993-2002. The economic reforms were driven in part by
significant the internet usage in the country. The new administration under Atal
Bihari Vajpayee 1999 govt pmwhich placed the development of Information
Technology among its top five priorities formed the Indian National Task Force
on Information Technology and Software Development.

Wolcott & Goodman (2003) report on the role of the Indian National Task Force on
Information Technology and Software Development:

Within 90 days of its establishment, the Task Force produced an extensive

background report on the state of technology in India and an IT Action Plan with
108 recommendations. The Task Force could act quickly because it built upon the
experience and frustrations of state governments, central government agencies,
universities, and the software industry. Much of what it proposed was also
consistent with the thinking and recommendations of international bodies like the
World Trade Organization (WTO), International Telecommunications Union (ITU),
and World Bank. In addition, the Task Force incorporated the experiences of
Singapore and other nations, which implemented similar programs. It was less a
task of invention than of sparking action on a consensus that had already evolved
within the networking community and government.

"The New Telecommunications Policy, 1999" (NTP 1999) helped further liberalize
India's telecommunications sector. The Information Technology Act 2000 created
legal procedures for electronic transactions and e-commerce.
Throughout the 1990s, another wave of Indian professionals entered the United
States. The number of Indian Americans reached 1.7 million by 2000. This
immigration consisted largely of highly educated technologically proficient
workers. Within the United States, Indians fared well in science, engineering, and
management. Graduates from the Indian Institutes of Technology (IIT) became
known for their technical skills. The success of Information Technology in India
not only had economic repercussions but also had far-reaching political
consequences. India's reputation both as a source and a destination for skilled
workforce helped it improve its relations with a number of world economies. The
relationship between economy and technologyvalued in the western world
facilitated the growth of an entrepreneurial class of immigrant Indians, which
further helped aid in promoting technology-driven growth.

Recent development
The economic effect of the technologically inclined services sector in India
accounting for 40% of the country's GDP and 30% of export earnings as of 2006,
while employing only 25% of its workforceis summarized by Sharma (2006):
"Today, Bangalore is known as the Silicon Valley of India and contributes 33% of
Indian IT Exports. India's second and third largest software companies are
headquartered in Bangalore, as are many of the global SEI-CMM Level 100
Companies."citation needed Numerous IT companies are based in Mumbai, such as TCS
(among India's first and largest), Reliance,disambiguation needed
Patni, LnT Infotech,
Myzornis Corporation and i-Flex.

Thiruvananthapuram (Trivandrum), the capital of Kerala state, is the foremost

among the Tier II cities that is rapidly growing in terms of IT infrastructure. As the
software hub of Kerala, more than 80% of the state's software exports are from
here. Major campuses and headquarters of companies such as Infosys, Oracle
Corporation, IBS Software Services and UST Global are located in the city. India's
biggest IT company Tata Consultancy Services is building the country's largest IT
training facility in Trivandrumthe project is worth INR10 billion and will have a
capacity of 10,000 seats. The completion of the facility is expected in 2014 or
2015.

On 25 June 2002, India and the European Union agreed to bilateral cooperation in
the field of science and technology. A joint EU-India group of scholars was formed
on 23 November 2001 to further promote joint research and development. India
holds observer status at CERN, while a joint India-EU Software Education and
Development Center will be located in Bangalore.citation needed

Major IT Hubs
Rank Description
Popularly known as the Silicon Valley of India and
leading software exporter from India. Bangalore is
1 Bangalore
considered to be a global information technology hub
of India.
Chennai is the Second largest exporter of IT and ITES
2 Chennai
of India, and is the BPO hub of India
3 Hyderabad Hyderabad is a major IT hub in India. It has become
the first destination for the Microsoft development
centre in India and largest software development
centre outside of their headquarters in Redmond,
 Washington. It is also known as Cyberabad which
consists of many Multinational corporation companies
such as Google, Facebook, Microsoft, Amazon, Oracle
and Electronic Arts, AT&T, Deloitte etc. .
The Financial capital of India, but recently many IT
4 Mumbai
companies have established offices.
The National Capital Region comprising Delhi,
5 Delhi Gurgaon and Noida are clusters of software
development.
Major Indian and International Firms present in Pune.
6 Pune
Pune is also C-DAC headquarters.
The city is a major back-end operational hub for IBM,
7 Kolkata
Deloitte.
The capital city of Odisha, an emerging IT and
8 Bhubaneswar education hub, is one of India's fastest developing
cities.
The capital of Kerala, now houses all major IT
9 Thiruvananthapuram companies including Oracle, TCS, Infosys, and
contributes in IT export of India.
The commercial capital of Kerala, now houses all
9 Kochi major IT companies including TCS, Cognizant, and
contributes in IT export of India.
Employment
This sector has also led to massive employment generation. The industry continues
to be a net employment generator - expected to add 230,000 jobs in FY2012, thus
providing direct employment to about 2.8 million, and indirectly employing 8.9
million people. Generally dominant player in the global outsourcing sector.
However, the sector continues to face challenges of competitiveness in the
globalized and modern world, particularly from countries like China and
Philippines.

India's growing stature in the Information Age enabled it to form close ties with
both the United States of America and the European Union. However, the recent
global financial crises has deeply impacted the Indian IT companies as well as
global companies. As a result hiring has dropped sharply, and employees are
looking at different sectors like the financial service, telecommunications, and
manufacturing industries, which have been growing phenomenally over the last
few years.10 India's IT Services industry was born in Mumbai in 1967 with the
establishment of Tata Group in partnership with Burroughs.11 The first software
export zone SEEPZ was set up here way back in 1973, the old avatar of the modern
day IT park. More than 80 percent of the country's software exports happened out
of SEEPZ, Mumbai in 1980s.12

FUTURE OUTLOOK:
The Indian IT market currently focuses on providing low cost solution in the
services business of global IT. Presence of Indian companies in the product
development business of global IT is very meager, however, this number is slowly
on the raise. US giants that outsource work to India, do not allocate the high end
SDLC (Software Development Life Cycle) processes like requirement analysis,
high level design and architectural design, although some Indian IT players have
enough competency to take up and successfully complete these high level software
jobs. The other prominent trend is, IT jobs, that were earlier confined to Bangalore,
are slowly starting to experience a geographical diffuse into other cities like
Chennai, Hyderabad and Pune. The growth is not fast paced, this, can be largely
attributed to the lethargic attitude of the government in providing proper
telecommunication infrastructure. The penetration levels are higher for mobile, but,
the speed at which the backbone infrastructure works (network speed) and the
coverage it offers are far below what other countries of the world have currently in
offer.

The Indian Advantage

The above listed views might possibly work against Indias dream to become the
biggest contributor to world IT business, but, if there is one factor that is particular
only to India, and, the one that can nullify all negative factors lined up against it,
would be, the volume of young, English speaking talent pool that India has got to
offer. This number far exceeds, any other country can generate in the coming years.
It cannot be denied that China is gearing up to reduce the English fluency gap, but,
at the same time, doing it with ease like India, is a topic of

From Services to Product Orientation

The migration of Indian IT companies to mainstream product development is not
happening any time in the near future, this, primarily can be attributed to the fact
that was discussed in earlier section, which is, lack of innovation culture amongst
the top hierarchy of the firm, and, less availability of skilled management
graduates in the country. However, what might possibly happen is, global
multinationals that are currently outsourcing services and back office jobs to India,
might outsource more of higher level jobs in SDLC (Software Development Life
Cycle) like requirement analysis and architecture design. The other opportunity is,
Indian subsidiaries of global multinationals might take up significant chunk of the
product development than what they are currently doing, this, however, is not
happening currently because, the global IT firms are still not comfortable in
working out a way to extract high end work from Indian companies.

Research and Development- The new drivers

The research in the industry was earlier concentrated towards programming
technologies like Java, in the recent times, the research focus changed towards
technologies like mobile computing, cloud computing and software as a service.
This shift is attributed to preference of clients towards the ubiquitous computing
over standalone computing and the growing demand for low cost computing
solutions.

See also

Technopark, Trivandrum

Techno city, Thiruvananthapuram

Supercomputing in India

HITEC City

List of IT companies in India

PARAM

Web development
Web development is a broad term for the work involved in developing a web site
for the Internet (World Wide Web) or an intranet (a private network). Web
development can range from developing the simplest static single page of plain
text to the most complex web-based internet applications, electronic businesses,
and social network services. A more comprehensive list of tasks to which web
development commonly refers, may include web design, web content
development, client liaison, client-side/server-side scripting, web server and
network security configuration, and e-commerce development. Among web
professionals, "web development" usually refers to the main non-design aspects of
building web sites: writing markup and coding.

For larger organizations and businesses, web development teams can consist of
hundreds of people (web developers). Smaller organizations may only require a
single permanent or contracting webmaster, or secondary assignment to related job
positions such as a graphic designer and/or information systems technician. Web
development may be a collaborative effort between departments rather than the
domain of a designated department.

Web development as an industry

Since the commercialization of the web, web development has been a growing
industry. The growth of this industry is being pushed especially by businesses
wishing to sell products and services to online customers.1

For tools and platforms, the public can use many open source systems to aid in
web development. A popular example, the LAMP (Linux, Apache, MySQL, PHP)
stack is available for download online free of charge. This has kept the cost of
learning web development to a minimum. Another contributing factor to the
growth of the industry has been the rise of easy-to-use WYSIWYG web-
development software, most prominently Adobe Dreamweaver, WebDev, and
Microsoft Expression Studio. Using such software, virtually anyone can relatively
quickly learn to develop a very basic web page. Knowledge of HyperText Markup
Language (HTML) or of programming languages is still required to use such
software, but the basics can be learned and implemented quickly with the help of
help files, technical books, internet tutorials, or face-to-face training.

An ever growing set of tools and technologies have helped developers build more
dynamic and interactive websites. Web developers now help to deliver applications
as web services which were traditionally only available as applications on a desk-
based computer.

Instead of running executable code on a local computer, users can interact with
online applications to create new content. This has created new methods in
communicationcitation needed
and allowed for many opportunities to decentralize
information and media distribution. Users can interact with applications from many
locations, instead of being tied to a specific workstation for their application
environment.

Examples of dramatic transformation in communication and commerce led by web

development include e-commerce. Online auction-sites such as eBay have changed
the way consumers find and purchase goods and services. Online retailers such as
Amazon.com and Buy.com (among many others) have transformed the shopping
and bargain-hunting experience for many consumers. Another good example of
transformative communication led by web development is the blog. Web
applications such as WordPress and Movable Type have created easily-
implemented blog-environments for individual web sites. The popularity of open-
source content management systems such as Joomla!, Drupal, XOOPS, and
TYPO3 and enterprise content management systems such as Alfresco and eXo
Platform have extended web development's impact at online interaction and
communication.

Web development has also impacted personal networking and marketing. Websites
are no longer simply tools for work or for commerce, but serve more broadly for
communication and social networking. Websites such as Facebook and Twitter
provide users with a platform to communicate and organizations with a more
personal and interactive way to engage the public.

Typical areas
Web Development can be split into many areas and a typical and basic web
development hierarchy might consist of:

Client side coding

Ajax Asynchronous JavaScript provides new methods of using JavaScript,

and other languages to improve the user experience.

Flash Adobe Flash Player is a ubiquitous browser plugin ready for RIAs.
Flex 2 is also deployed to the Flash Player (version 9+).

JavaScript JavaScript is a ubiquitous client side platform for creating and

delivering rich web applications that can also run across a wide variety of
devices. It is a dialect of the scripting language ECMAScript.

jQuery Cross-browser JavaScript library designed to simplify and speed up

the client-side scripting of HTML.
 Microsoft Silverlight Microsoft's browser plug-in that enables animation,
vector graphics and high-definition video playback, programmed using
XAML and .NET programming languages.

HTML5 and CSS3 Latest HTML proposed standard combined with the
latest proposed standard for CSS natively supports much of the client-side
functionality provided by other frameworks such as Flash and Silverlight

Looking at these items from an "umbrella approach", client side coding such as
XHTML is executed and stored on a local client (in a web browser) whereas server
side code is not available to a client and is executed on a web server which
generates the appropriate XHTML which is then sent to the client. The nature of
client side coding allows one to alter the HTML on a local client and refresh the
pages with updated content (locally), web designers must bear in mind the
importance and relevance to security with their server side scripts. If a server side
script accepts content from a locally modified client side script, the web
development of that page is poorly sanitized with relation to security.

Server side coding

ASP (Microsoft proprietary)

ColdFusion (Adobe proprietary, formerly Macromedia, formerly Allaire)

CGI

Erlang, with Linux, Yaws, Mnesia, Erlang (LYME) solution stack

 Groovy, using the Grails framework

Java, e.g. Java Servlets, JSP or WebObjects

Lotus Domino

Node.js

Perl, e.g. Catalyst, Dancer or Mojolicious (all open source)

PHP (open source)

Python, e.g. Django (web framework) (open source)

Ruby, e.g. Ruby on Rails (open source)

Scala, e.g. Play Framework, Lift Framework

SSJS Server-Side JavaScript, e.g. Aptana Jaxer, Mozilla Rhino

.NET and .NET MVC Frameworks (Microsoft proprietary)

Client side + server side

Google Web Toolkit provides tools to create and maintain complex

JavaScript front-end applications in Java.

Dart provides tools to create and maintain complex JavaScript front-end

applications as well as supporting server-side code in Dart (programming
language).
 Opa is a high-level language in which both the client and the server parts are
implemented. The compiler then decides which parts run on the client (and
are translated automatically to JavaScript) and which parts run on the server.
The developer can tune those decisions with simple directives. (open source)

Pyjamas is a tool and framework for developing Ajax applications and Rich
Internet Applications in Python.

Tersus is a platform for the development of rich web applications by visually

defining user interface, client side behavior and server side processing.
(open source)

However languages like Ruby and Python are often paired with database servers
other than MySQL (the M in LAMP). Below are example of other databases
currently in wide use on the web. For instance some developers prefer a LAPR
(Linux/Apache/PostgreSQL/Ruby on Rails) setup for development.

Database technology

Apache Derby *

CouchDB *

FileMaker

Firebird *

IBM DB2

IBM Notes
 MariaDB *

Mark_Logic

Microsoft SQL Server

MongoDB *

MySQL *

Oracle

PostgreSQL *

Redis *

SQLite *

Sybase

WebDNA

* open source / public domain

Practical web development

Basic
In practice, many web developers will have basic interdisciplinary skills / roles,
including:

Graphic design / web design

 Information architecture and copywriting/copyediting with web usability,
accessibility and search engine optimization in mind

The above list is a simple website development hierarchy and can be extended to
include all client side and server side aspects. It is still important to remember that
web development is generally split up into client side coding, covering aspects
such as the layout and design, and server side coding, which covers the website's
functionality and back-end systems.

Advanced
Some more advanced web developers will also have these interdisciplinary
skills / roles:

GUI (Graphic User Interface) design

Audio, Video and Animation processing and encoding (for web usage)

Flash Capabilities (animation, audio, video, scripting)

Web content management system Deployment and/or Content management

infrastructure design, development and integration

Web applications development, integration and deployment

Web server stress testing (how much traffic can a web server running a
specific application endure before collapsing)

Web site security analysis & testing

 Web site code optimization (which is an important aspect of search engine
optimization)

Project management, QA and other aspects common to IT development

Advanced customized admin panel (For end-users)

Database integration with web applications

Security considerations
Web development takes into account many security considerations, such as data
entry error checking through forms, filtering output, and encryption. 2 Malicious
practices such as SQL injection can be executed by users with ill intent yet with
only primitive knowledge of web development as a whole. Scripts can be used to
exploit websites by granting unauthorized access to malicious users that try to
collect information such as email addresses, passwords and protected content like
credit card numbers.

Some of this is dependent on the server environment (most commonly Apache or

Microsoft IIS) on which the scripting language, such as PHP, Ruby, Python, Perl
or ASP is running, and therefore is not necessarily down to the web developer
themselves to maintain. However, stringent testing of web applications before
public release is encouraged to prevent such exploits from occurring. If some
contact form is provided in a website it should include a captcha field in it which
prevents computer programs from automatically filling forms and also mail
spamming.

Keeping a web server safe from intrusion is often called Server Port Hardening.
Many technologies come into play to keep information on the internet safe when it
is transmitted from one location to another. For instance Secure Socket Layer
Encryption (SSL) Certificates are issued by certificate authorities to help prevent
internet fraud. Many developers often employ different forms of encryption when
transmitting and storing sensitive information. A basic understanding of
information technology security concerns is often part of a web developer's
knowledge.

Because new security holes are found in web applications even after testing and
launch, security patch updates are frequent for widely used applications. It is often
the job of web developers to keep applications up to date as security patches are
released and new security concerns are discovered.

Web design

Web design encompasses many different skills and disciplines in the production
and maintenance of websites. The different areas of web design include web
graphic design; interface design; authoring, including standardized code and
proprietary software; user experience design; and search engine optimization.
Often many individuals will work in teams covering different aspects of the design
process, although some designers will cover them all. 1 The term web design is
normally used to describe the design process relating to the front-end (client side)
design of a website including writing mark up. Web design partially overlaps web
engineering in the broader scope of web development. Web designers are expected
to have an awareness of usability and if their role involves creating mark up then
they are also expected to be up to date with web accessibility guidelines.

HISTORY
19882001
Although web design has a fairly recent history, it can be linked to other areas such
as graphic design. However web design can also be seen from a technological
standpoint. It has become a large part of peoples everyday lives. It is hard to
imagine the Internet without animated graphics, different styles of typography,
background and music.

The start of the web and web design

In 1989, whilst working at CERN Tim Berners-Lee proposed to create a global
hypertext project, which later became known as the World Wide Web. During 1991
to 1993 the World Wide Web was born. Text-only pages could be viewed using a
simple line-mode browser.2 In 1993 Marc Andreessen and Eric Bina, created the
Mosaic browser. At the time there were multiple browsers, however the majority of
them were Unix-based and naturally text heavy. There had been no integrated
approach to graphic design elements such as images or sounds. The Mosaic
browser broke this mould.3 The W3C was created in October 1994 to "lead the
World Wide Web to its full potential by developing common protocols that
promote its evolution and ensure its interoperability."This discouraged any one
company from monopolizing a propriety browser and programming language,
which could have altered the effect of the World Wide Web as a whole. The W3C
continues to set standards, which can today be seen with JavaScript. In 1994
Andreessen formed Communications Corp. that later became known as Netscape
Communications, the Netscape 0.9 browser. Netscape created its own HTML tags
without regard to the traditional standards process. For example, Netscape 1.1
included tags for changing background colors and formatting text with tables on
web pages. Throughout 1996 to 1999 the browser wars began, as Microsoft and
Netscape fought for ultimate browser dominance. During this time there were
many new technologies in the field, notably Cascading Style Sheets, JavaScript,
and Dynamic HTML. On the whole, the browser competition did lead to many
positive creations and helped web design evolve at a rapid pace.

Evolution of web design

In 1996, Microsoft released its first competitive browser, which was complete with
its own features and tags. It was also the first browser to support style sheets,
which at the time was seen as an obscure authoring technique. 5 The HTML markup
for tables was originally intended for displaying tabular data. However designers
quickly realized the potential of using HTML tables for creating the complex,
multi-column layouts that were otherwise not possible. At this time, as design and
good aesthetics seemed to take precedence over good mark-up structure, and little
attention was paid to semantics and web accessibility. HTML sites were limited in
their design options, even more so with earlier versions of HTML. To create
complex designs, many web designers had to use complicated table structures or
even use blank spacer .GIF images to stop empty table cells from collapsing. 6 CSS
was introduced in December 1996 by the W3C to support presentation and layout.
This allowed HTML code to be semantic rather than both semantic and
presentational, and improved web accessibility, see table less web design.

In 1996, Flash (originally known as Future Splash) was developed. At the time, the
Flash content development tool was relatively simple compared to now, using
basic layout and drawing tools, a limited precursor to Action Script, and a timeline,
but it enabled web designers to go beyond the point of HTML, animated GIFs and
JavaScript. However, because Flash required a plug-in, many web developers
avoided using it for fear of limiting their market share due to lack of compatibility.
Instead, designers reverted to gif animations (if they didn't forego using motion
graphics altogether) and JavaScript for widgets. But the benefits of Flash made it
popular enough among specific target markets to eventually work its way to the
vast majority of browsers, and powerful enough to be used to develop entire sites.

End of the first browser wars

During 1998 Netscape released Netscape Communicator code under an open
source license, enabling thousands of developers to participate in improving the
software. However, they decided to start from the beginning, which guided the
development of the open source browser and soon expanded to a complete
application platform.5 The Web Standards Project was formed and promoted
browser compliance with HTML and CSS standards by creating Acid1, Acid2, and
Acid3 tests. 2000 was a big year for Microsoft. Internet Explorer was released for
Mac; this was significant as it was the first browser that fully supported HTML
4.01 and CSS 1, raising the bar in terms of standards compliance. It was also the
first browser to fully support the PNG image format.5 During this time Netscape
was sold to AOL and this was seen as Netscapes official loss to Microsoft in the
browser wars.

20012012
Since the start of the 21st century the web has become more and more integrated
into peoples lives. As this has happened the technology of the web has also moved
on. There have also been significant changes in the way people use and access the
web, and this has changed how sites are designed.
Modern browsers
Since the end of the browsers wars there have been new browsers coming onto the
scene. Many of these are open source meaning that they tend to have faster
development and are more supportive of new standards. The new options are
considered by many to be better than Microsoft's Internet Explorer.

New standards
The W3C has released new standards of HTML (HTML5) and CSS (CSS3), as
well as new JavaScript API's, each as a new but individual standard. However,
while the term HTML5 is only used to refer to the new version of HTML and some
of the JavaScript API's, it has become common to use it to refer to the entire suite
of new standards (HTML5, CSS3 and JavaScript)

Tools and technologies

Web designers use a variety of different tools depending on what part of the
production process they are involved in. These tools are updated over time by
newer standards and software but the principles behind them remain the same. Web
graphic designers use vector and raster graphics packages to create web-formatted
imagery or design prototypes. Technologies used to create websites include
standardized mark-up, which can be hand-coded or generated by WYSIWYG
editing software. There is also proprietary software based on plug-ins that bypasses
the clients browser versions. These are often WYSIWYG but with the option of
using the softwares scripting language. Search engine optimization tools may be
used to check search engine ranking and suggest improvements.

Other tools web designers might use include mark up validators7 and other testing
tools for usability and accessibility to ensure their web sites meet web accessibility
guidelines.
Skills and techniques

Marketing and communication design

Marketing and communication design on a website may identify what works for its
target market. This can be an age group or particular strand of culture; thus the
designer may understand the trends of its audience. Designers may also understand
the type of website they are designing, meaning, for example, that (B2B) business-
to-business website design considerations might differ greatly from a consumer
targeted website such as a retail or entertainment website. Careful consideration
might be made to ensure that the aesthetics or overall design of a site do not clash
with the clarity and accuracy of the content or the ease of web navigation,
especially on a B2B website. Designers may also consider the reputation of the
owner or business the site is representing to make sure they are portrayed
favorably.

User experience design and interactive design

User understanding of the content of a website often depends on user
understanding of how the website works. This is part of the user experience design.
User experience is related to layout, clear instructions and labeling on a website.
How well a user understands how they can interact on a site may also depend on
the interactive design of the site. If a user perceives the usefulness of the website,
they are more likely to continue using it. Users who are skilled and well versed
with website use may find a more unique, yet less intuitive or less user-friendly
website interface useful nonetheless. However, users with less experience are less
likely to see the advantages or usefulness of a less intuitive website interface. This
drives the trend for a more universal user experience and ease of access to
accommodate as many users as possible regardless of user skill. 10 Much of the user
experience design and interactive design are considered in the user interface
design.

Advanced interactive functions may require plug-ins if not advanced coding

language skills. Choosing whether or not to use interactivity that requires plug-ins
is a critical decision in user experience design. If the plug-in doesn't come pre-
installed with most browsers, there's a risk that the user will have neither the know
how or the patience to install a plug-in just to access the content. If the function
requires advanced coding language skills, it may be too costly in either time or
money to code compared to the amount of enhancement the function will add to
the user experience. There's also a risk that advanced interactivity may be
incompatible with older browsers or hardware configurations. Publishing a
function that doesn't work reliably is potentially worse for the user experience than
making no attempt. It depends on the target audience if it's likely to be needed or
worth any risks.

Page layout
Part of the user interface design is affected by the quality of the page layout. For
example, a designer may consider whether the site's page layout should remain
consistent on different pages when designing the layout. Page pixel width may also
be considered vital for aligning objects in the layout design. The most popular
fixed-width websites generally have the same set width to match the current most
popular browser window, at the current most popular screen resolution, on the
current most popular monitor size. Most pages are also center-aligned for concerns
of aesthetics on larger screens.

Fluid layouts increased in popularity around 2000 as an alternative to HTML-table-

based layouts and grid-based design in both page layout design principle and in
coding technique, but were very slow to be adopted. note 1
This was due to
considerations of screen reading devices and varying windows sizes which
designers have no control over. Accordingly, a design may be broken down into
units (sidebars, content blocks, embedded advertising areas, navigation areas) that
are sent to the browser and which will be fitted into the display window by the
browser, as best it can. As the browser does recognize the details of the reader's
screen (window size, font size relative to window etc.) the browser can make user-
specific layout adjustments to fluid layouts, but not fixed-width layouts. Although
such a display may often change the relative position of major content units,
sidebars may be displaced below body text rather than to the side of it. This is a
more flexible display than a hard-coded grid-based layout that doesn't fit the device
window. In particular, the relative position of content blocks may change while
leaving the content within the block unaffected. This also minimizes the user's
need to horizontally scroll the page.

Responsive Web Design is a newer approach, based on CSS3, and a deeper level of
per-device specification within the page's style sheet through an enhanced use of
the CSS @media pseudo-selector.

Typography
Web designers may choose to limit the variety of website typefaces to only a few
which are of a similar style, instead of using a wide range of typefaces or type
styles. Most browsers recognize a specific number of safe fonts, which designers
mainly use in order to avoid complications.

Font downloading was later included in the CSS3 fonts module and has since been
implemented in Safari 3.1, Opera 10 and Mozilla Firefox 3.5. This has
subsequently increased interest in web typography, as well as the usage of font
downloading.

Most site layouts incorporate negative space to break the text up into paragraphs
and also avoid center-aligned text.12

Motion graphics
The page layout and user interface may also be affected by the use of motion
graphics. The choice of whether or not to use motion graphics may depend on the
target market for the website. Motion graphics may be expected or at least better
received with an entertainment-oriented website. However, a website target
audience with a more serious or formal interest (such as business, community, or
government) might find animations unnecessary and distracting if only for
entertainment or decoration purposes. This doesn't mean that more serious content
couldn't be enhanced with animated or video presentations that are relevant to the
content. In either case, motion graphic design may make the difference between
more effective visuals or distracting visuals.

Quality of code
Website designers may consider it to be good practice to conform to standards.
This is usually done via a description specifying what the element is doing. Failure
to conform to standards may not make a website unusable or error prone, but
standards can relate to the correct layout of pages for readability as well making
sure coded elements are closed appropriately. This includes errors in code, more
organized layout for code, and making sure IDs and classes are identified properly.
Poorly-coded pages are sometimes colloquially called tag soup. Validating via
W3C7 can only be done when a correct DOCTYPE declaration is made, which is
used to highlight errors in code. The system identifies the errors and areas that do
not conform to web design standards. This information can then be corrected by
the user.13

Homepage design
Usability experts, including Jakob Nielsen and Kyle Saucy, have often emphasized
homepage design for website success and asserted that the homepage is the most
important page on a website. However practitioners into the 2000s were starting to
find that a growing number of website traffic was bypassing the homepage, going
directly to internal content pages through search engines, e-newsletters and RSS
feeds. Leading many practitioners to argue that homepages are less important than
most people think. Jared Spool argued in 2007 that a site's homepage was actually
the least important page on a website.

In 2012 and 2013, carousels (also called 'sliders' and 'rotating banners') have
become an extremely popular design element on homepages, often used to
showcase featured or recent content in a confined space. Many practitioners argue
that carousels are an ineffective design element and hurt a website's search engine
optimisation and usability.

Occupations
There are two primary jobs involved in creating a website: the web designer and
web developer, who often work closely together on a website. The web designers
are responsible for the visual aspect, which includes the layout, coloring and
typography of a web page. Web designers will also have a working knowledge of
using a variety of languages such as HTML, CSS, JavaScript, PHP and Flash to
create a site, although the extent of their knowledge will differ from one web
designer to another. Particularly in smaller organizations one person will need the
necessary skills for designing and programming the full web page, while larger
organizations may have a web designer responsible for the visual aspect alone.

Further jobs which may become involved in the creation of a website include:

Graphic designers to create visuals for the site such as logos, layouts and
buttons

Internet marketing specialists to help maintain web presence through

strategic solutions on targeting viewers to the site, by using marketing and
promotional techniques on the internet

SEO writers to research and recommend the correct words to be

incorporated into a particular website and make the website more accessible
and found on numerous search engines

Internet copywriter to create the written content of the page to appeal to the
targeted viewers of the site

User experience (UX) designer incorporates aspects of user focused design

considerations which include information architecture, user centered design,
user testing, interaction design, and occasionally visual design.

WEB APPLICATION

A web application or web app is any application software that runs in a web
browser and is created in a browser-supported programming language (such as the
combination of JavaScript, HTML and CSS) and relies on a common web browser
to render the application.
Web applications are popular due to the ubiquity of web browsers, and the
convenience of using a web browser as a client, sometimes called a thin client. The
ability to update and maintain web applications without distributing and installing
software on potentially thousands of client computers is a key reason for their
popularity, as is the inherent support for cross-platform compatibility. Common
web applications include webmail, online retail sales, online auctions, wikis and
many other functions.

COMPANY PROFILE

IVETEL Technologies - Website designing company, India is expert in Website

design and Website development, we provide a wide range of designing services
inclusive of visually appealing and user-friendly websites. Company CEO name:
T.Gurudevan ,Managing Director-M. Srinivasan. Our website designers are
proficient in Photoshop, HTML 5.0, XHTML, CSS and Web 2.0 standards. We
serve our global clients with highly trained and professional team of experts who
have years of experience in this field.

Web Developers have the expertise to deliver a well planned and executed Web
Solution for your business. Our Web Developers also have the ability to improve
your existing website to ensure a successful online business application. With our
easy-to-use ivetel Solution, you can update your website anytime, anywhere.
IVETEL Technologies in Chennai, specialize in providing Joomla, Word Press,
Mobile Website and several other applications.

IVETEL Technologies web Development Company, employs an experienced team

of professional PHP programmers and talented designers who have been delivering
excellent projects to our Customers since 2007. IVETEL Technologies is a
successful web design and Development company established in Chennai,
providing customized services to clients located throughout the world. Professional
SEO (Search Engine Optimization) and SEM (Search Engine Marketing) are some
of our core services for our esteemed clients.

IVETEL Technologies is a proven outsourcing partner to transform the delivery

and economics of integrated maximum IT solutions to achieve superior quality and
real value.

Software development solutions band providing full featured Custom Software

Application and web solutions and to act as a offshore development center for
overseas development firms.

We provide the optimum edges custom software solutions with perfect end-user
satisfaction. Each project is tailored to meet all aspect of your business needs. We
have very well defined IT processes, which results in excellent project planning,
and time bound execution. We provide a seamless approach to business,
technology, and professional services by combining excellence.
All projects deliver predictable outcomes, clear status visibility, critical
functionality early, and continuous control of cost and schedule. All of our services
are delivered under our collaborative delivery model, which is proven to be Perfect
Solution and cost-effective to our clients. We custom build software solutions that
enlarged vision in your business value and lead to promote path.

CHAPTER-IV
DATA ANALYSIS AND INTERPRETATION

TABLE 4.1
Age
Frequency Percent Valid Percent Cumulative
Percent
Valid Below 25 22 19.5 20.0 20.0
25-35 years 36 31.9 32.7 52.7
 26 23.0 23.6 76.4
35-45 years

Above 45 26 23.0 23.6 100.0

Total 110 97.3 100.0

3 2.7
Missing System

Total 113 100.0

CHART
INTERPRETATION:

The above tables shows that he age of the employee are 19.5% of the
respondents are Below 25 years, 31.9% of the respondents are 25-35 years, 23.0%
of the respondents are 35-45 years, 23.0% of the respondents are Above 45 years.

TABLE 4.2
Gender
Frequency Percent Valid Percent Cumulative
Percent
Male 56 49.6 50.9 50.9
54 47.8 49.1 100.0
Valid Female

Total 110 97.3 100.0

3 2.7
Missing System

Total 113 100.0

CHART
INTERPRETATION:

The above table can be interpreted that the Gender of the respondent are
49.6% of the respondent of male, 47.8% of the respondent of female.

TABLE 4.3
Marital Status
Frequency Percent Valid Percent Cumulative
Percent
Married 57 50.4 51.8 51.8
53 46.9 48.2 100.0
Valid Unmarried

Total 110 97.3 100.0

3 2.7
Missing System

Total 113 100.0

CHART
INTERPRETATION:

The above table can be interpreted that the marital status of the respondent are
50.4% of the respondent of married, 46.9% of the respondent of Unmarried.

TABLE 4.4
Designations
Frequency Percent Valid Percent Cumulative
Percent
Manager 13 11.5 11.8 11.8
26 23.0 23.6 35.5
Supervisor

Valid 42 37.2 38.2 73.6

Accountant

Others 29 25.7 26.4 100.0

Total 110 97.3 100.0

3 2.7
Missing System

Total 113 100.0

CHART
INTERPRETATION:

The above table can be interpreted that the Designations of the respondent are
11.5% of the respondent of Manager, 23.0% of the respondent of Supervisor,
37.2% of the respondent of Accountant and 25.7% of the respondent of Others.

TABLE 4.5
Educational
Frequency Percent Valid Percent Cumulative
Percent
HSC 10 8.8 9.1 9.1
Degree 22 19.5 20.0 29.1
ITI 18 15.9 16.4 45.5
18 15.9 16.4 61.8
Valid Diploma

AMIE 12 10.6 10.9 72.7

PG 30 26.5 27.3 100.0
Total 110 97.3 100.0
3 2.7
Missing System

Total 113 100.0

CHART
INTERPRETATION:

The above table can be interpreted that the Educational Qualification of the
respondent are 8.8% of the respondent of HSC, 19.5% of the respondent of
Degree, 15.9% of the respondent of ITI and 15.9% of the respondent of
Diploma,10.6% of the respondent AMIE,26.5% of the respondent PG.

TABLE 4.6
 Experience
Cumulative
Frequency Percent Valid Percent Percent
Valid Less than 5 years 10 8.9 9.1 9.1

5-10 years 39 34.8 35.5 44.5

10-15 years 36 32.1 32.7 77.3
Above 16 years 25 22.3 22.7 100.0

Total 110 98.2 100.0

Missing System 2 1.8

Total 112 100.0

CHART
INTERPRETATION:

The above table can be interpreted that the Experience of the respondent are 8.9%
of the respondent of Less than 5 years, 34.8% of the respondent of 5-10 years,
32.1% of the respondent of 10-15 years and 22.3% of the respondent Above 16
years.

TABLE 4.7
Employment
Frequency Percent Valid Percent Cumulative
Percent
17 15.0 15.5 15.5
Permanent

26 23.0 23.6 39.1

Probationary

Valid 30 26.5 27.3 66.4

Temporary

Contract 23 20.4 20.9 87.3

Others 14 12.4 12.7 100.0

Total 110 97.3 100.0

3 2.7
Missing System

Total 113 100.0

CHART
INTERPRETATION:

The above table can be interpreted that the Employment of the respondent are
15.0% of the respondent of Permanent, 23.0% of the respondent of Probationary,
26.5% of the respondent of Temporary and 20.4% of the respondent
Contract,12.4% of the respondent Others.

TABLE 4.8
Income
Frequency Percent Valid Percent Cumulative
Percent
20 17.7 18.2 18.2
Less Than 5000

5000-10000 29 25.7 26.4 44.5

10000-15000 20 17.7 18.2 62.7

Valid 25 22.1 22.7 85.5

15000- 20000

16 14.2 14.5 100.0

Above 20000

Total 110 97.3 100.0

3 2.7
Missing System

Total 113 100.0

CHART
INTERPRETATION:

The above table can be interpreted that the Income of the respondent are 17.7% of
the respondent of Less than 5000, 25.7% of the respondent of 5000-10000, 17.7%
of the respondent of 10000-15000 and 22.1% of the respondent 15000-
20000,14.2% of the respondent Above 20000.

TABLE 4.9
Training Period
Frequency Percent Valid Percent Cumulative
Percent
18 15.9 16.4 16.4
One day

32 28.3 29.1 45.5

1-3 Days
Valid 36 31.9 32.7 78.2
1 Week
24 21.2 21.8 100.0
1 Month

Total 110 97.3 100.0

3 2.7
Missing System

Total 113 100.0

CHART
INTERPRETATION:

The above table can be interpreted that the Training Period of the respondent are
15.9% of the respondent of One day, 28.3% of the respondent of 1-3 Days,
31.9% of the respondent of 1 week and 21.2% of the respondent 1 Month.

TABLE 4.10
Proud to work
Frequency Percent Valid Percent Cumulative
Percent
yes 58 51.3 52.7 52.7

Valid No 52 46.0 47.3 100.0

Total 110 97.3 100.0

3 2.7
Missing System

Total 113 100.0

CHART
INTERPRETATION:

The above table can be interpreted that the Proud to work of the respondent
are 51.3% of the respondent of yes, 46.0% of the respondent of No.

TABLE 4.11
Company cares about people
Frequency Percent Valid Percent Cumulative
Percent
yes 51 45.1 46.4 46.4

Valid No 59 52.2 53.6 100.0

Total 110 97.3 100.0

3 2.7
Missing System

Total 113 100.0

CHART
INTERPRETATION:

The above table can be interpreted that the Company cares about people of
the respondent are 45.1% of the respondent of yes, 52.2% of the respondent of No.

TABLE 4.12
Optimistic about future of the company
Frequency Percent Valid Percent Cumulative
Percent

yes 54 47.8 49.1 49.1

Valid No 56 49.6 50.9 100.0

Total 110 97.3 100.0

3 2.7
Missing System

Total 113 100.0

CHART
INTERPRETATION:

The above table can be interpreted that the Optimistic about future of the
company of the respondent are 47.8% of the respondent of yes, 49.6% of the
respondent of No.

TABLE 4.13
Working for the company
Frequency Percent Valid Percent Cumulative
Percent
yes 57 50.4 51.8 51.8

Valid No 53 46.9 48.2 100.0

Total 110 97.3 100.0

3 2.7
Missing System

Total 113 100.0

CHART
INTERPRETATION:

The above table can be interpreted that the Working for the company of the
respondent are 50.4% of the respondent of yes, 46.9% of the respondent of No.

TABLE 4.14
Committed to a career
Frequency Percent Valid Percent Cumulative
Percent
Yes 50 44.2 45.5 45.5

Valid No 60 53.1 54.5 100.0

Total 110 97.3 100.0

3 2.7
Missing System

Total 113 100.0

CHART
INTERPRETATION:

The above table can be interpreted that the Committed to a career of the
respondent are 44.2% of the respondent of yes, 53.1% of the respondent of No.

TABLE 4.15
Strong competitor
Frequency Percent Valid Percent Cumulative
Percent
yes 50 44.2 45.5 45.5

Valid No 60 53.1 54.5 100.0

Total 110 97.3 100.0

3 2.7
Missing System

Total 113 100.0

CHART
INTERPRETATION:

The above table can be interpreted that the Strong competitor of the
respondent are 44.2% of the respondent of yes, 53.1% of the respondent of No.

TABLE 4.16
Satisfied with your job

Frequency Percent Valid Percent Cumulative

Percent

yes 56 49.6 50.9 50.9

No 54 47.8 49.1 100.0

Valid

Total 110 97.3 100.0

3 2.7
Missing System

Total 113 100.0

CHART
INTERPRETATION:

The above table can be interpreted that the Satisfied with your job of the
respondent are 49.6% of the respondent of yes, 47.8% of the respondent of No.

TABLE 4.17
Positive role models
Frequency Percent Valid Percent Cumulative
Percent
Highly Satisfied 17 15.0 15.5 15.5

Satisfied 26 23.0 23.6 39.1

Neither Satisfied nor 26 23.0 23.6 62.7

Valid dissatisfied
Dissatisfied 26 23.0 23.6 86.4

Highly Dissatisfied 15 13.3 13.6 100.0

Total 110 97.3 100.0

3 2.7
Missing System

Total 113 100.0

CHART

INTERPRETATION:
The above table can be interpreted that the Positive role models of the respondent
are 15.0% of the respondent of Highly satisfied, 23.0% of the respondent of
Satisfied, 23.0% of the respondent of Neither satisfied nor dissatisfied and 23.0%
of the respondent Dissatisfied,13.2% of the respondent Highly Dissatisfied.

TABLE 4.18
Supervisor keep you will informed
Frequency Percent Valid Percent Cumulative
Percent

Highly Satisfied 14 12.4 12.7 12.7

Satisfied 24 21.2 21.8 34.5

Neither Satisfied nor 27 23.9 24.5 59.1

Valid dissatisfied

Dissatisfied 30 26.5 27.3 86.4

Highly Dissatisfied 15 13.3 13.6 100.0

Total 110 97.3 100.0

3 2.7
Missing System

Total 113 100.0

CHART

INTERPRETATION:
The above table can be interpreted that the Supervisor keep you will informed of
the respondent are 12.4% of the respondent of Highly satisfied, 21.2% of the
respondent of Satisfied, 23.9% of the respondent of Neither satisfied nor
dissatisfied and 26.5% of the respondent Dissatisfied,13.3% of the respondent
Highly Dissatisfied.

TABLE 4.19

Participation are valued

Frequency Percent Valid Percent Cumulative
Percent
Highly Satisfied 16 14.2 14.5 14.5
Satisfied 29 25.7 26.4 40.9

Neither Satisfied nor 25 22.1 22.7 63.6

Valid dissatisfied
Dissatisfied 28 24.8 25.5 89.1

Highly Dissatisfied 12 10.6 10.9 100.0

Total 110 97.3 100.0

3 2.7
Missing System

Total 113 100.0

CHART

INTERPRETATION:
The above table can be interpreted that the Participation are valued of the
respondent are 14.2% of the respondent of Highly satisfied, 25.7% of the
respondent of Satisfied, 22.1% of the respondent of Neither satisfied nor
dissatisfied and 24.8% of the respondent Dissatisfied,10.6% of the respondent
Highly Dissatisfied.

TABLE 4.20

Professionalism
Frequency Percent Valid Cumulative
Percent Percent
Highly Satisfied 17 15.0 15.5 15.5

Satisfied 29 25.7 26.4 41.8

Neither Satisfied nor 24 21.2 21.8 63.6

Valid dissatisfied
Dissatisfied 19 16.8 17.3 80.9

Highly Dissatisfied 21 18.6 19.1 100.0

Total 110 97.3 100.0

3 2.7
Missing System

Total 113 100.0

CHART

INTERPRETATION:
The above table can be interpreted that the Professionalism of the respondent are
15.0% of the respondent of Highly satisfied, 25.7% of the respondent of
Satisfied, 21.2% of the respondent of Neither satisfied nor dissatisfied and 16.8%
of the respondent Dissatisfied,18.6% of the respondent Highly Dissatisfied.

TABLE 4.21

Spirit in your work

Frequency Percent Valid Percent Cumulative
Percent
Highly Satisfied 15 13.3 13.6 13.6

Satisfied 19 16.8 17.3 30.9

Neither Satisfied nor 23 20.4 20.9 51.8

Valid dissatisfied
Dissatisfied 35 31.0 31.8 83.6

Highly Dissatisfied 18 15.9 16.4 100.0

Total 110 97.3 100.0

3 2.7
Missing System

Total 113 100.0

CHART

INTERPRETATION:
The above table can be interpreted that the Spirit in your work of the respondent
are 13.3% of the respondent of Highly satisfied, 16.8% of the respondent of
Satisfied, 20.4% of the respondent of Neither satisfied nor dissatisfied and 31.0%
of the respondent Dissatisfied,15.9% of the respondent Highly Dissatisfied.

TABLE 4.22

Morale of the people

Frequency Percent Valid Percent Cumulative
Percent
Highly Satisfied 17 15.0 15.5 15.5

Satisfied 23 20.4 20.9 36.4

Neither Satisfied nor 28 24.8 25.5 61.8

Valid dissatisfied
Dissatisfied 25 22.1 22.7 84.5

Highly Dissatisfied 17 15.0 15.5 100.0

Total 110 97.3 100.0

3 2.7
Missing System

Total 113 100.0

CHART

INTERPRETATION:
The above table can be interpreted that the Morale of the people of the respondent
are 15.0% of the respondent of Highly satisfied, 20.4% of the respondent of
Satisfied, 24.8% of the respondent of Neither satisfied nor dissatisfied and 22.1%
of the respondent Dissatisfied,15.0% of the respondent Highly Dissatisfied.

TABLE 4.23
Personal accomplishment
Frequency Percent Valid Percent Cumulative
Percent

Highly Satisfied 11 9.7 10.0 10.0

Satisfied 28 24.8 25.5 35.5

Neither Satisfied nor 29 25.7 26.4 61.8

Valid dissatisfied

Dissatisfied 27 23.9 24.5 86.4

Highly Dissatisfied 15 13.3 13.6 100.0

Total 110 97.3 100.0

3 2.7
Missing System

Total 113 100.0

CHART

INTERPRETATION:
The above table can be interpreted that the Personal accomplishment of the
respondent are 9.7% of the respondent of Highly satisfied, 24.8% of the
respondent of Satisfied, 25.7% of the respondent of Neither satisfied nor
dissatisfied and 23.9% of the respondent Dissatisfied,13.3% of the respondent
Highly Dissatisfied.

TABLE 4.24
Job security
Frequency Percent Valid Cumulative
Percent Percent
Highly Satisfied 15 13.3 13.6 13.6
Satisfied 25 22.1 22.7 36.4

Neither Satisfied nor 24 21.2 21.8 58.2

Valid dissatisfied
Dissatisfied 28 24.8 25.5 83.6

Highly Dissatisfied 18 15.9 16.4 100.0

Total 110 97.3 100.0

3 2.7
Missing System

Total 113 100.0

CHART

INTERPRETATION:
The above table can be interpreted that the Job security of the respondent are
13.3% of the respondent of Highly satisfied, 22.1% of the respondent of
Satisfied, 21.2% of the respondent of Neither satisfied nor dissatisfied and 24.8%
of the respondent Dissatisfied,15.9% of the respondent Highly Dissatisfied.

TABLE 4.25

Frequency of informal praise

Frequency Percent Valid Percent Cumulative
Percent
Highly Satisfied 13 11.5 11.8 11.8
Satisfied 19 16.8 17.3 29.1
Neither Satisfied nor 20 17.7 18.2 47.3

Valid dissatisfied
Dissatisfied 33 29.2 30.0 77.3

Highly Dissatisfied 25 22.1 22.7 100.0

Total 110 97.3 100.0

3 2.7
Missing System

Total 113 100.0

CHART

INTERPRETATION:
The above table can be interpreted that the Frequency of informal praise the
respondent are 11.5% of the respondent of Highly satisfied, 16.8% of the
respondent of Satisfied, 17.7% of the respondent of Neither satisfied nor
dissatisfied and 29.2% of the respondent Dissatisfied,22.1% of the respondent
Highly Dissatisfied.

TABLE 4.26

Influence the quality of work

Frequency Percent Valid Cumulative
Percent Percent
Highly Satisfied 20 17.7 18.2 18.2

Satisfied 28 24.8 25.5 43.6

Neither Satisfied nor 27 23.9 24.5 68.2

Valid dissatisfied
Dissatisfied 20 17.7 18.2 86.4

Highly Dissatisfied 15 13.3 13.6 100.0

Total 110 97.3 100.0

3 2.7
Missing System

Total 113 100.0

CHART

INTERPRETATION:
The above table can be interpreted that the Influence the quality of work the
respondent are 17.7% of the respondent of Highly satisfied, 24.8% of the
respondent of Satisfied, 23.9% of the respondent of Neither satisfied nor
dissatisfied and 17.7% of the respondent Dissatisfied,13.3% of the respondent
Highly Dissatisfied.

TABLE 4.27
Maintain a reasonal balance
Frequency Percent Valid Cumulative
Percent Percent
Highly Satisfied 11 9.7 10.0 10.0

Satisfied 25 22.1 22.7 32.7

Neither Satisfied nor 30 26.5 27.3 60.0

Valid dissatisfied
Dissatisfied 26 23.0 23.6 83.6

Highly Dissatisfied 18 15.9 16.4 100.0

Total 110 97.3 100.0

3 2.7
Missing System

Total 113 100.0

CHART

INTERPRETATION:

The above table can be interpreted that the Maintain a reasonal balance the
respondent are 9.7% of the respondent of Highly satisfied, 22.1% of the
respondent of Satisfied, 26.5% of the respondent of Neither satisfied nor
dissatisfied and 23.0% of the respondent Dissatisfied,15.9% of the respondent
Highly Dissatisfied.

TABLE 28
Change under way in the company
Frequency Percent Valid Percent Cumulative
Percent
17 15.0 15.5 15.5
a) I am enthusiastic
and personally
committed to the
changes.

29 25.7 26.4 41.8

b) I am willing to go
Valid
along with the changes.

c) I am undecided at this 36 31.9 32.7 74.5

time.
d) I am not in favor of 28 24.8 25.5 100.0
the changes
Total 110 97.3 100.0
3 2.7
Missing System
Total 113 100.0
CHART

INTERPRETATION:
The above table can be interpreted that the Change under way to the company the
respondent are 15.0% of the respondent of I am enthusiastic and personally
committed to the changes, 25.7% of the respondent of I am willing to go along
with the changes, 31.9% of the respondent of I am undecided at this time and
24.8% of the respondent I am not in favor of the changes.

TEST

T-TEST:

One-Sample Statistics
N Mean Std. Std. Error
Deviation Mean
Marital Status 110 1.4818 .50196 .04786
Positive role 110 2.9636 1.28454 .12248
models

One-Sample Test
Test Value = 0
t df Sig. (2- Mean 95% Confidence Interval
tailed) Difference of the Difference
Lower Upper
Marital Status 30.962 109 .000 1.48182 1.3870 1.5767
Positive role 24.198 109 .000 2.96364 2.7209 3.2064
models
CORRELATION:

Correlations
Designations Satisfied with
your job

1 .062
Pearson Correlation
Designations
Sig. (2-tailed) .519
N 110 110
.062 1
Pearson Correlation
Satisfied with your
job Sig. (2-tailed) .519
N 110 110
CHI-SQUARE:

Gender
Observed N Expected N Residual

Male 56 55.0 1.0

54 55.0 -1.0
Female

Total 110

Working for the company

Observed N Expected N Residual

yes 57 55.0 2.0

No 53 55.0 -2.0
110
Total
 Test Statistics
Gender Working for the
company

.036a .145a
Chi-Square

Df 1 1
.849 .703
Asymp. Sig.

a. 0 cells (0.0%) have expected frequencies less than 5. The

minimum expected cell frequency is 55.0.
 CHAPTER-V

FINDINGS, SUGGESSTION, CONCLUSION

FINDINGS:

It can be age of the employee are 19.5% of the respondents are Below 25 years,
31.9% of the respondents are 25-35 years, 23.0% of the respondents are 35-45
years, 23.0% of the respondents are Above 45 years.

It can be interpreted that the Gender of the respondent are 49.6% of the respondent
of male, 47.8% of the respondent of female.

It can be interpreted that the marital status of the respondent are 50.4% of the
respondent of married, 46.9% of the respondent of Unmarried.

It can be interpreted that the Designations of the respondent are 11.5% of the
respondent of Manager, 23.0% of the respondent of Supervisor, 37.2% of the
respondent of Accountant and 25.7% of the respondent of others.

It can be interpreted that the Educational Qualification of the respondent are 8.8%
of the respondent of HSC, 19.5% of the respondent of Degree, 15.9% of the
respondent of ITI and 15.9% of the respondent of Diploma,10.6% of the
respondent AMIE,26.5% of the respondent PG.

It can be interpreted that the Experience of the respondent are 8.9% of the
respondent of Less than 5 years, 34.8% of the respondent of 5-10 years, 32.1% of
the respondent of 10-15 years and 22.3% of the respondent Above 16 years.
It can be interpreted that the Employment of the respondent are 15.0% of the
respondent of Permanent, 23.0% of the respondent of Probationary, 26.5% of the
respondent of Temporary and 20.4% of the respondent Contract,12.4% of the
respondent Others.

It can be interpreted that the Income of the respondent are 17.7% of the
respondent of Less than 5000, 25.7% of the respondent of 5000-10000, 17.7% of
the respondent of 10000-15000 and 22.1% of the respondent 15000-20000,14.2%
of the respondent Above 20000.

It can be interpreted that the Training Period of the respondent are 15.9% of the
respondent of One day, 28.3% of the respondent of 1-3 Days, 31.9% of the
respondent of 1 week and 21.2% of the respondent 1 Month.

It can be interpreted that the Proud to work of the respondent are 51.3% of the
respondent of yes, 46.0% of the respondent of No.

It can be interpreted that the Company cares about people of the respondent are
45.1% of the respondent of yes, 52.2% of the respondent of No.

It can be interpreted that the Optimistic about future of the company of the
respondent are 47.8% of the respondent of yes, 49.6% of the respondent of No.
It can be interpreted that the Working for the company of the respondent are 50.4%
of the respondent of yes, 46.9% of the respondent of No.

It can be interpreted that the Committed to a career of the respondent are 44.2% of
the respondent of yes, 53.1% of the respondent of No.
It can be interpreted that the Strong competitor of the respondent are 44.2% of the
respondent of yes, 53.1% of the respondent of No.
It can be interpreted that the Satisfied with your job of the respondent are 49.6% of
the respondent of yes, 47.8% of the respondent of No.
It can be interpreted that the Positive role models of the respondent are 15.0% of
the respondent of Highly satisfied, 23.0% of the respondent of Satisfied, 23.0%
of the respondent of Neither satisfied nor dissatisfied and 23.0% of the respondent
Dissatisfied,13.2% of the respondent Highly Dissatisfied.

It can be interpreted that the Supervisor keep you will informed of the respondent
are 12.4% of the respondent of Highly satisfied, 21.2% of the respondent of
Satisfied, 23.9% of the respondent of Neither satisfied nor dissatisfied and 26.5%
of the respondent Dissatisfied,13.3% of the respondent Highly Dissatisfied.

It can be interpreted that the Participation are valued of the respondent are 14.2%
of the respondent of Highly satisfied, 25.7% of the respondent of Satisfied, 22.1%
of the respondent of Neither satisfied nor dissatisfied and 24.8% of the respondent
Dissatisfied,10.6% of the respondent Highly Dissatisfied.

It can be interpreted that the Professionalism of the respondent are 15.0% of the
respondent of Highly satisfied, 25.7% of the respondent of Satisfied, 21.2% of
the respondent of Neither satisfied nor dissatisfied and 16.8% of the respondent
Dissatisfied,18.6% of the respondent Highly Dissatisfied.

It can be interpreted that the Spirit in your work of the respondent are 13.3% of
the respondent of Highly satisfied, 16.8% of the respondent of Satisfied, 20.4%
of the respondent of Neither satisfied nor dissatisfied and 31.0% of the respondent
Dissatisfied,15.9% of the respondent Highly Dissatisfied.
It can be interpreted that the Morale of the people of the respondent are 15.0% of
the respondent of Highly satisfied, 20.4% of the respondent of Satisfied, 24.8%
of the respondent of Neither satisfied nor dissatisfied and 22.1% of the respondent
Dissatisfied,15.0% of the respondent Highly Dissatisfied.

It can be interpreted that the Personal accomplishment of the respondent are 9.7%
of the respondent of Highly satisfied, 24.8% of the respondent of Satisfied, 25.7%
of the respondent of Neither satisfied nor dissatisfied and 23.9% of the respondent
Dissatisfied,13.3% of the respondent Highly Dissatisfied.
It can be interpreted that the Job security of the respondent are 13.3% of the
respondent of Highly satisfied, 22.1% of the respondent of Satisfied, 21.2% of
the respondent of Neither satisfied nor dissatisfied and 24.8% of the respondent
Dissatisfied,15.9% of the respondent Highly Dissatisfied.

It can be interpreted that the Frequency of informal praise the respondent are
11.5% of the respondent of Highly satisfied, 16.8% of the respondent of
Satisfied, 17.7% of the respondent of Neither satisfied nor dissatisfied and 29.2%
of the respondent Dissatisfied,22.1% of the respondent Highly Dissatisfied.

It can be interpreted that the Influence the quality of work the respondent are
17.7% of the respondent of Highly satisfied, 24.8% of the respondent of
Satisfied, 23.9% of the respondent of Neither satisfied nor dissatisfied and 17.7%
of the respondent Dissatisfied,13.3% of the respondent Highly Dissatisfied.

It can be interpreted that the Maintain a reasonal balance the respondent are 9.7%
of the respondent of Highly satisfied, 22.1% of the respondent of Satisfied, 26.5%
of the respondent of Neither satisfied nor dissatisfied and 23.0% of the respondent
Dissatisfied,15.9% of the respondent Highly Dissatisfied.
It can be interpreted that the Change under way to the company the respondent are
15.0% of the respondent of I am enthusiastic and personally committed to the
changes, 25.7% of the respondent of I am willing to go along with the changes,
31.9% of the respondent of I am undecided at this time and 24.8% of the
respondent I am not in favor of the changes.

SUGGESTIONS

The employees are very satisfied with intramural facilities. In some areas like
extramural facilities there is need of further development in these facilities
provided to the employees. In some areas like non- statutory facilities, there is need
of make improvement in these facilities. Presently the welfare activities are limited
to canteen, transport and incentives. Staffs are not aware of any other existing
schemes. So, the management should make the staffs aware of all the welfare
schemes. Proper functioning of the existing welfare schemes is enough to motivate
the staffs. Curtailing of existing welfare schemes will boost the disappointment of
staffs. Management can discuss with staff to improve the welfare schemes
Improvement of cleanliness and facilities of canteen are needed. Improvement of
welfare activities help to improve the financial set up of the staffs. They may help
them to improve the standard of living. Introduction of better increment schemes.
Recreation facilities to be improved in order to make staffs more active Staffs in
the organization are average aged, so it will really affect the welfare activities of
the organization
 CONCLUSION

From the study on labor welfare measures certain points have been identified that
some employees are satisfied and some are not satisfied with the present welfare
measures.

But as far as the welfare measures are concerned the organization management is
following the statutory provisions which are reflected in the Factories Act 1948,
the existing welfare benefits are effective, which directly motivate the employees
in the organization. Hence taking the global reality, the management may review
the problems with a soft mind. In future, the management can well think of
improving the present welfare by consulting with employees. Urgent provisions are
to be made regarding the transport, rewards for results, and canteen facilities as
general wellbeing of the workers important. Welfare refers to the physical, mental,
moral, and emotional wellbeing of an individual. Human resource is the asset of an
organization, so they need proper attentions.

This study proposed that Employee Job Motivation Level may be improved
through the implementation of Management practices. The study shows that
employee empowerment, employee compensation, teamwork and management
leadership are significantly positive predictors of employee job Motivation within
the context of
employees of automotive industries in India. In summary, this study contributes to
the production management literature by proposing theoretically and testing
empirically a perspective that links management practices to employee job
Motivation within the context of automotive industries.

APPENDICES

1. Venugopal P., Bhaskar T. and Usha P., Employee Welfare Activities with
Respective Measures in Industrial Sector-A Study on Industrial Cluster At Chittor
District, International Journal of Research in Commerce, It and Management,
1(6), 78-84 (2011)

2. Babu K.V.S.N Jawahar, Valli S. Kalesha Masthan and Bhupathi C., Recent
Trends In Factories Welfare measures, ACADEMICIA: An International
Multidisciplinary Research Journal, 2(12), 252-261 (2012)

3. Balakumar R., A Study on Employee Welfare In Mas Linea Leather Company,

Chennai, and Report Submitted to the SRM School of Management (2010)

4. Maheswara Reddy, Human resource management practices in organized

retailing - a study of select retailers, International Journal of Multidisciplinary
Research. December (2011)

5. Tiwari Pankaj, Impact of selected HRM practices on perceived employee

performance, Global management Journal, (2011)

6. Paulrajan Rajkumar, Employability Skills in Chennai Retail Market, ACTA

Universitatis Danubius, (2011)
7. Gupta K. Shashi, Joshy Rosy, Human Resource Management, Kalyani
Publishers, New Delhi. (2010)

8. Kahn W.A. Psychological conditions of personal engagement and

disengagement at work, Academy of Management Journal, (1990)

9. Maslach C. Schaufelli W.B. and Leiter M.P., Job burnout, Annual Review of
Psychology, 52, 397-422 (2001)

10. Dasam Ragupathi., The Financial and Human resource Management Strategies
to Develop the Organization, Research, Journal Management Sciences, 2(10), 6-9
(2013)
Questionnaire For Employee Job Motivation in IVETEL
TECHNOLOGIES:

1. Name:

2. Age :

a) Below 25

b) 25-35

c) 35-45

d) Above 45

3. Gender:

a) Male

b) Female

4. Marital status:

a) Married

b) Unmarried
5. Designations:

a) Manager

b) Supervisor

c) Accountant

d) Others

6. Educational:

a) HSC

b) Degree

c) ITI

d) Diploma

e) AMIE

f) PG

7. Experience in the field:

a) Less than 5 years

b) 5-10 years

c) 10-15 years

d) Above 16 years

8. Type of Employment.
 a) Permanent

b) Probationary

c) Temporary

d) Contract

e) Others

9. Monthly income:

a) Less Than 5000

b) 5000-10000

c) 10000-15000

d) 15000- 20000

e) Above 20000

10. Training period:

a) One day

b) 1-3 Days

c) 1 Week

d) 1 Month

11. Are you proud to work for the company?

a. Yes
b. No
12. Do you think the company cares about its people ?

a. Yes

b. No

13. Are Optimistic about future of the company?

a. Yes
b. No

14. Do you feel that working for the company will lead to the kind future

you want ?

a. Yes
b. No

15. Do you feel more committed to a career with the company this year that

I did a year ago?

a. Yes
b. No

16. Do you feel that the company is a strong competitor in key growth areas?

a. Yes
b. No

17. How much satisfied are you with your job?

a. Yes
b. No

18. How much satisfies are you with that the leaders in your work environment are
positive role models?

a) Highly Satisfied
 b) Satisfied
c) Neither satisfied nor dissatisfied
d) Dissatisfied
e) Highly Satisfied

19. How much satisfied are you with that your supervisor keeps you well informed
about whats going on in the company?

a) Highly Satisfied
b) Satisfied
c) Neither satisfied nor dissatisfied
d) Dissatisfied
e) Highly Satisfied

20. How much satisfied are you with that your views and participation are valued?

a) Highly Satisfied
b) Satisfied
c) Neither satisfied nor dissatisfied
d) Dissatisfied
e) Highly Satisfied

21. How much satisfied are with the professionalism of the people with whom you
work?

a) Highly Satisfied
b) Satisfied
c) Neither satisfied nor dissatisfied
d) Dissatisfied
e) Highly Satisfied

22. How much satisfied are you with the teams spirit in your work?

a) Highly Satisfied
b) Satisfied
c) Neither satisfied nor dissatisfied
d) Dissatisfied
e) Highly Satisfied
23. How much satisfied are you with the morale of the people with whom you
work?

a) Highly Satisfied
b) Satisfied
c) Neither satisfied nor dissatisfied
d) Dissatisfied
e) Highly Satisfied

24. How much satisfied are you with that your work gives you a feeling of
personal accomplishment?

a) Highly Satisfied
b) Satisfied
c) Neither satisfied nor dissatisfied
d) Dissatisfied
e) Highly Satisfied

25. How much satisfied are you with your overall job security?

a) Highly Satisfied
b) Satisfied
c) Neither satisfied nor dissatisfied
d) Dissatisfied
e) Highly Satisfied

26. How much satisfied are you with the amount and frequency of informal
praise and appreciation you receive from your supervisor?

a) Highly Satisfied
b) Satisfied
c) Neither satisfied nor dissatisfied
 d) Dissatisfied
e) Highly Satisfied

27. How much satisfied are with the empowerment you have to influence the
quality of your work?

a) Highly Satisfied
b) Satisfied
c) Neither satisfied nor dissatisfied
d) Dissatisfied
e) Highly Satisfied

28. How much satisfied are you with your ability to maintain a reasonable balance
between your family life & your work life?

a) Highly Satisfied
b) Satisfied
c) Neither satisfied nor dissatisfied
d) Dissatisfied
e) Highly Satisfied

29. Considering the changes underway in the company, which of the following
best describe your attitude?

a) I am enthusiastic and personally committed to the changes.

b) I am willing to go along with the changes.
c) I am undecided at this time.
d) I am not in favor of the changes