A

Project report on

Employee morale of IT industries

Dissertation submitted in
Partial fulfillment of the requirements for the
Award of the degree in
MASTER’S IN BUSINESS ADMINISTRATION

By

TALARI MOUNIKA
Regd No: 21G31E0070

Under the guidance of

Ms. B. PAWNI MBA,(Ph.D).
Assistant Professor, MBA Dept.

MASTER’S IN BUSINESS ADMINISTRATION

St. Johns College of Engineering & Technology
Yemmiganur, Kurnool (Dist.)
2021-2023

1
 DECLARATION

I hereby declare that this project report entitled “Employee morale of IT industries”
has been prepared by me during the year 2022-2023 in partial fulfillment of the
requirements for the award of the degree of Master’s in Business Administration,
JNTU Anantapur.
I also declare that this project work is the result of my own efforts and this
has not been submitted to any other university for the award of any degree or diploma.

(TALARI MOUNIKA)

2
 CERTIFICATE FROM THE GUIDE

This is to certify that Ms. TALARI MOUNIKA submits the project report entitled
“Employee morale of IT industries” in fulfillment for the award of
Masters in Business Administration, JNTU Anantapur, is a record of bonafied work
carried out by his under my guidance and supervision.
The results embodied in this project have not been submitted to any other
university or institute for the award of any degree or diploma.

Ms. B. PAWNI MBA,(Ph.D).

Assistant Professor, MBA Dept.

St. Johns College of Engineering & Technology,

Yemmiganur,

Kurnool (Dist.)

3
 Master’s In Business Administration
St. Johns College of Engineering & Technology,
Yemmiganur.

This is to certify that the project entitled “Employee morale of IT

industries” has been submitted by Ms. TALARI MOUNIKA in partial

fulfillment of the requirements for the award of degree of Master’s in Business

Administration of JNTU Anantapur for the academic year 2022-2023.

Head of the Department

4
 PROJECT VIVA VOCE CERTIFICATE

This is to certify that Mr. TALARI MOUNIKA, Reg No: 21G31E0070 has

submitted the Mini Project entitled to “Employee morale of IT

industries” and attended for the Project Viva Voce examination and completed
successful on __________________ for the award of degree of Master’s in Business
Administration of JNTU Anantapur for the academic year 2022-2023.

Examiner HOD of MBA Dept.

5
 ACKNOWLEDGEMENT

“Acknowledgement is an art, one can write glib stanzas without meaning a word, and
on the other hand one can make a simple expression of gratitude”

I would like to acknowledge all those persons who have contributed towards the
successful completion of the project work. I am glad to say that working on this project
has been both illuminating and enjoyable for me.

I wish to express my sincere gratitude to Dr. V. VEERANNA Garu, principal of St.

Johns College of Engineering & Technology, Yemmiganur, Kurnool (Dist.) for
consistent help and providing such facilities to complete.

I wish to thank Dr. S. ANEEL AMRUTHA RAJU Garu, Head of the Department of
MBA of St. Johns College of Engineering & Technology who acted as my project
guide. His support and timely suggestions enabled me in completing this work
successfully.

I wish Ms. B. PAWNI Garu, who acted as my project guide and enabled me in
completing this work successfully.

I am extremely thankful to all my faculty members of MBA Department, St. Johns

College of engineering & Technology, Yemmiganur.

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Finally, I express my heart full thanks for all those who are connected directly or
indirectly in successful of my project.

7
 INDEX

Chapters Content Pg. No

Chapter-I INTRODUCTION 10-13

Chapter-II STUDY DESIGN & METHODOLOGY 14-21

Objectives of the study 14

Need and Significance of the study 15-16

Scope of the study 17

Limitations of the Study 18

Research Methodology
a. Descriptive research
b. Sampling method
c. Data collecting methods 19-21
d. Data collection instrument
e. Static tools used
Simple percentage method

Chapter-III THEORITICAL FRAMEWORK 22-29

30-36
Chapter-4 DATA ANALYSIS AND INTERPRETATION

Chapter-5 FINDINGS
SUGGESTION 37-38
CONCLUSION
BIBLIOGRAPHY
ANNEXURE

8
 Abstract
This topic of study will support the organization to know the
strength and opportunity to develop the employee’s morale and to know the
happy employees and their productive work. The study at Gandhimathi
Appliance were cleared that there showing various faction which influences
morale and productivity of the employees each as Social Security measures,
welfare facilities, salary status, Bonus, heath condition, shift system and
recognition of work are getting much importance. The origins of the
function arose in organizations that introduced 'welfare management'
practices and also in those that adopted the principles of 'scientific
management'. To understand about the employee morale and suggest
effective measures to increase morale of the employees of butterfly pvt ltd.
By doing this study we come to know the employees performance and
motivation in the organization. Employee’s relationship & strength will be
found through morale.

9
 CHAPTER 1

1.1 INTRODUCTION

This chapter explained about the introduction of the morale of employees

and project performance. Overall, this chapter will discuss about the
background of the study, problem statement, research objectives, and
research questions, scope of study, the significance of the study,
operational definition and expected result.

1.2 PROBLEM BACKGROUND

The It industry in Malaysia is positively related to the economy and also

defined as some sort of an economic engine for developing and developed
Malaysia economies. This industry is one of significant role in producing
wealth and providing a better quality life for development of the nation.
Besides that, It becomes one of the major sectors of Malaysia economy
compared to other sectors such as oil and gas, manufacturing and services.

In each It company, an employee is one of important asset that company

has. To have a good employee, companies must know the level of
employees whether they have low morale or high morale. Morale of
employees is about the emotions, confident, satisfied and involves the
overall outlook of employees while at workplace environment. It is not
easy to measure the level of morale because it is more to feeling of
employees.
10
Other than that, according to human resources statistics stated that 85% of
employee morale suddenly decreased after first 6 months on the job. There
are so many factors or elements that affect the morale of employees and
management must know how to maintain and improve the morale of their
employees.

1.3 PROBLEM STATEMENT

In the It industry, an employee is one of important factors that will affect

the performance of the project. Employees must be responsibility to
manage those processes that they are assigned to do and helping to achieve
project‟s goal. To be good employees, they must have a good morale also
because morale is all about satisfaction, confidence and emotions in the
workplace. Besides that, past research about factors that influence the
morale of employees and how to maintain the morale of employees is not
so many in Malaysia. In Russia, some studies found that to maintain or
improve employee morale, upper management or manager must
understand and be able to identify the factors that contribute to high morale
among their worker. According to Susan J. Linz, Linda K. Good and
Patricia Huddleston (2006) stated that morale is about feeling rather that
an action or outcome, it cannot be measured directly. Something that
related with feeling and emotion, it's difficult to measure because of it all,
about how employee feel about their work and satisfaction in what they
doing.

11
The perfect condition when the morale of employees is applied in all It
industries, the productivity and performance of the project will increase.
Other than that, is also helping the company to gain more profits because
of increasing in performance of the project. Some measure of morale is
trying to capture its positive effects on the performance of the company
and also the performance of the project. The high morale of employees
will give positive effects to companies such as employee will maintain
working in the same company. (Mone M.A, 1997) reported that employees
most likely to remain in their works and become stable employees when
they have highesteem and a strong sense self-efficacy. In psychology
terms, self-esteem is about an overall sense of personal value.

When employees have high self-esteem it is shown that they have positive
value in every decision that they make and in every work that they do.
There has positive value such as respect, commitment, beliefs, emotions
and behaviors of employees in the workplace. Besides that, self-efficacy
is defined as people‟s beliefs about their capabilities or strength in the
ability to complete tasks and achieved goals. High selfefficacy in
employee‟s means that they strongly believe can complete the task on time
and also helping to achieve company‟s goal. This is one of the benefits
when It industry can apply and take morale of employees as one of
important factors that can affect their project performance.

In a study conducted by the American Management Association study

reported that among firms applying job cuts in the 1990s, 69 percent
reported a decline in employee morale. This shows that, morale of
employees is important. Some It company did not take morale of
12
employees as one of important factors that can affect their project‟s
performance and this is one of the problems that It industry facing now.
The company that has low morale employees facing some problem such
as frequent absenteeism of employees, always complaining over small
matters that happened in the workplace, have problems in communication
with management and team in the company or clients, increased employee
conflicts or fighting among staff and also have problems with the quality
of work. It industry faced some problems when they ignored the
importance of morale of employees in terms of quality, cost and time.
According to (M.R. Abdul Kadir, W.P. Lee, M.S. Jaafar, S.M Sapuan and
A.A.A. Ali, 2005) stated that one of ten important factors that causing
project delay is low labor productivity. Lower productivity means an
employee has low morale in the workplace.

Strategy to solve the problems that occur in the It industry in terms of

morale of employees is always doing the self-assessment. According to
(Boud, D, 1995) stated that self-assessment is includes two elements which
are in making-decisions about the standards of performance expected and
making judgment about the quality of the performance that relate with the
standards. This strategy is one of the ways to overcome the problems
occurred. According to (Spiller, 2012) stated that selfassessment will
builds a natural tendency to check out the progress or problems that facing
by person or employees. Thereby, to overcome these problems, this
research looked at the morale of employees that affect project performance
in the It industry.

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 CHAPTER II

STUDY DESIGN

Objectives of the Study

To know and understand about the employee morale.
To find out the various factors leading to employee morale in the firm.
To know the level of morale of the employees working in the firm.
To know the level of satisfaction of the employees towards the company.
To suggest effective measures to increase morale of the employees of
butterfly pvt.ltd.

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 Need of the Study
This topic of study will support the organization to know the strength and
opportunity to develop the employee‟s morale and to know the happy
employees and their productive work. High morale will bring motivation in a
team work and employees‟ high degree of employee‟s interest in their job and
organization. Morale will motivate among the employees for better
performance and job satisfaction. By doing this study we come to know the
employees performance and motivation in the organization. Employee‟s
relationship & strength will be found through morale. Morale will pull
together to achieve group goal.

SIGNIFICANCE OF STUDY

The importance of this research is to investigate the factors of the

morale of employees in the It industry at Kedah. There are many factors
that lead to morale of employees. Meanwhile, this research intended to
identify morale of employees that related to project performance of the
It industry at Kedah. In general, there are some important criteria to
measure morale of employees such as the attitude of employees and
satisfaction of employee during their time in the workplace environment.
From this important criteria will know whether the morale of employee
high morale or low on morale.

In addition to that, this research had a significant and surely

contributed a positive impact to the company that is involved in this
study. This is because when a company, especially It industry are aware
with the morale of employee and implement the best ways to improve

15
morale of employee the company also can improve their project
performance.

Apart from that, this study is being very helpful to others industry not only
in the It industry because every industry or company must know and aware
about the morale of their employees. This is because the morale of
employees can affect their project performance. It also serves a future
reference for potential researches on the same subject morale of
employees.

16
 SCOPE
This research studied the relationship between morale of employees
and project performance in the It industry in Kedah, Malaysia. It only
includes Kota Setar area in Kedah Darul Aman. It is about the morale of
employees and also relationship with project performances. The
respondent in this study is a contractor from Grade 4 (G4) only. Data of
respondents were collected using questionnaires sent by email.

17
 Limitations of the Study
Most of the employees were busy with their tight work and they don‟t
want to be disturbed. The study was on 70 selected employees, so their
need not be the universal opinion & employees not able to provide exact
information because some of the employees are reluctant to share the
information.

18
 Reserach Methodology

Descriptive Research: The Research design used in the study was

Descriptive Research design. It includes surveys and fact-finding requires
of different kinds. The major purpose of description research designs, as it
exists at present. The main racteristic of this method is that the researcher
has no control of variables; he can report only what has happened or what
is happening.
Sampling Method: In this study convenient sampling method is used in
selecting the samples.
Population: The population comprises of 70 employees.
Frame: The Frame comprises the employees of Gandhimathi appliance pvt
Ltd.
Sample Size: The universe of the study includes workers above. In
Gandhimathi appliance pvt Ltd, the total number of employee is 950. 70
employees are selected for the study.
Data collecting methods: Primary data collection was done through
structure questionnaire. Secondary data was collected from company
records.
Primary data: Primary data are those which are collected a fresh and for
the first time and thus happen to be original in character. Primary data can
be collected either through experiment or through survey.
Secondary data: The secondary data on the other hand are those which have
already been collected by someone else and which have already been passed
through the statistical process.
Data collection instrument: The instrument used for the collecting data
was a structured questionnaire. The questionnaire consisted of 25 questions,
with a Combination of yes or no and five scale questions.

19
Statistical Tools Used: This researcher has used the following statistical
tools:
1. Correlation
2. Regression Equation
Simple Percentage Method
A percentage analysis method is the tools used by the researcher for the
analysis and interpretation. Through the use of percentages the data are
reduced in the standard form with base to 100 which fact facilities relative
comparisons. In the percentage analysis, percentage is calculated by
multiplying the number of respondents into hundred and it is divided by the
sample size. Percentage analysis = (no. of respondent/ total no. of
respondent) × 100
Correlation
Statistical correlation refers to a quantifiable relationship between two
variables. Furthermore, it is a measure of the strength and direction of that
relationship. Two measures for each subject (or object) in the group are
required.
Pearson Product Moment Correlation

Regression equation
= estimated y and is the value on the y axis across from the point on the
regression line for the predictor x value. (Sometimes represented by or y´.)
This is the estimated value of the criterion variable given a value of the
predictor variable.
a = the intercept point of the regression line and the y axis. It is calculated
through the equation ; therefore, the means of both variables in the
sample and the value of b must be known before a can be calculated.
b = the slope of the regression line and is calculated by this formula:

20
If the Pearson Product Moment Correlation has been calculated, all the
components of this equation are already known.
x = an arbitrarily chosen value of the predictor variable for which the
corresponding value of the criterion variable is desired.
For example, the reason observed frequencies in a fruit fly genetic breeding
lab did not match expected
Frequencies could be due to such influences as:
Mate selection (certain flies may prefer certain mates)
Too small of a sample size was used
Incorrect identification of male or female flies
The wrong genetic cross was sent from the lab

21
 Chapter III

Theoritical Framework

In the last few years, the global industrial environment has changed deeply due

to successive technological developments and innovations in manufacturing processes.

The new concept is called Industry 4. Industry 4.0 is a strong combination of

operational technology (OT) and information technology (IT) in production. The

Industry 4.0 concept is the result of the technological progress of the Fourth Industrial

Revolution . The term “Industry 4.0” was introduced in 2011 by Henning Kagermann,

professor of physics and former president of the SAP board, and evolved into a strategy

for the development of German industry . Industry 4.0 uses the technical achievements

of the Third Industrial Revolution, in the area of the degree of automation and

digitization of production already achieved . Industry 4.0 is a technological system with

many innovations called Technology 4.0: robotics and automation, 3D printing,

collaborative robots (robots), cloud computing and Internet of Things to be

implemented on a large scale in smart factories in the future . Industry 4.0 is based on

cyber physical systems with the Internet of Things—IoT and Internet of Services—IoS

, and Big and Mining Data . The intensive development of CPPS is heading towards

the development of artificial intelligence, i.e., self-improving devices and objects, on

an increasing scale . Technology 4.0 builds intelligent production processes that are

22
able to independently exchange information, trigger actions and control each other .

Industry 4.0 is the path to greater competitive advantage for businesses , also SMEs .

The Industry 4.0 concept is gradually implemented in enterprises through investment

projects implemented in segments in selected areas of act ivity. The ways of

implementing Industry 4.0 in enterprises have not yet been described in detail in a

comprehensive and compact manner in the literature. There are no publications

describing ready-made scenarios and instructions) regarding the implementation of

individual investment projects related to the Industry 4.0 concept. The selectivity of

implementing technological solutions typical for Industry 4.0 occurs both in

manufacturing companies and in individual industries. There are industries where

technological progress is realized faster and easier, as well as industries that are more

difficult to implement new solutions (studies PwC, , Deloitte) . The first group includes

light industry, e.g., food, clothing, production of household appliances, and the second

group includes heavy industry, e.g., metallurgy, mining, or process industry, e.g., fuel

and energy industry. The effects of the changes introduced in enterprises are also

different, e.g., in production where the end product is e.g., electricity, chemicals or

fuels, greater control over processes and increased energy efficiency are achieved. In

the case of discrete and hybrid production, such as e.g., the production of vehicles in

automotive companies or production in the food & beverage sector, the changes allow

for a better adaptation of products to individual customer needs (personalization) and

shortening the delivery time, thanks to the flexible adjustment of the production scale

23
in factories located in various countries . Therefore, the research aims at presenting the

general path of enterprises to Industry 4.0 and building the stages of work carried out

by the surveyed enterprises to achieve the level of Industry 4.0. The paper was based

on the analysis of investment projects of selected enterprises, considered as

benchmarks in a given industry. The content of the work consists of variants of the

stages of reaching the next levels I 4.0 by enterprises. The mentioned variants of

business development are the authors’ scientific contribution to building knowledge

about the way of enterprises, aimed at transforming their enterprises into Smart

Factory. The practical element of the work is to present the planned period of

implementation of individual stages of work in enterprises (case study). The presented

companies do not constitute a representative sample of all companies in a given

industry. Their choice was determined by the availability of information about the

duration of projects in the area of Industry 4.0. The activities presented in the

manuscript of implementation of Industry 4.0 together with the schedule of projects

carried out in companies help to understand the concept of Industry 4.0 from a practical

perspective. Requirements for manufacturers are currently undergoing significant

changes. It is desirable to have a shorter reaction time with an increasing number of

variants and decreasing batch size, up to individualization of products. These

requirements are difficult to meet in companies without innovative technology.

Technology 4.0 creates new, intelligent factories that produce customized products.

The key technical innovations, treated as technology 4.0, create, e.g., a new system of

communication in which both the digital world and the real world are connected with
24
each other, thanks to which machines, products in different processing phases, systems

and people—having an individual IP address—exchange digital information via the

Internet protocol; direct communication between devices; advanced human-machine

interfaces; • intelligent sensors with built-in systems of individual identification, data

processing and communication; incremental manufacturing technologies, e.g., 3-D

printing— both for prototyping and for the implementation of individual orders are

carried out in stages in stages, and breakthrough changes are and will be triggered by

the scale of their application, synergy, integration and development dynamics; • data

processing in the cloud or fog, with response dynamics at the level of milliseconds;

analytics of large data sets on all aspects of product development and production;

simulation techniques for the operation of real objects in their virtual representations,

based on data provided and processed in real time, allowing to test

and optimize the configuration of production processes before introducing physical

changes; • a new generation of robots, characterized by active interaction with the

environment and with other robots and adaptation to changing conditions and

requirements; augmented reality systems, supporting the design and servicing of

devices; • cybersecurity solutions ensuring secure, reliable communication and

identification as well as management access to systems and devices. Enterprises of

particular industry sectors are currently at various levels of advancement of their work

in the reorganization of production to a level of I 4.0. The development of enterprises

towards Industry 4.0 requires rethinking the methods, processes, IT solutions and

25
organizational forms used. Research on the ways of leading enterprises to implement

Industry 4.0 is carried out in industry sectors, in-market segments, in clusters (e.g.,

OWL), in capital groups, and other formal structures. The research is most often carried

out by consulting companies commissioned by public institutions or organizations. In

addition, individual commercial (trade) companies in the IT area promote their

solutions for intelligent technical systems in the industry. Commercial applications are

various from production automation, through productive maintenance, to self-

optimization of processes carried out by “intelligent” robots. Digital models are

designed for selected processes or production, taking into account the specifics of the

industry, up to full digital planning of entire factories. The new paradigm of Industry

is already available for production companies, but its complete implementation is still

under development. However, the question arises: what is the path (way) or maybe

instruction of companies to implement Industry 4.0? Unfortunately, this question

cannot be answered in a clear and simple manner. Because it is impossible to develop

a universal and useful for every enterprise step-by-step instruction, due to the variety

of investment projects being carried out and a wide range of differences in the

functioning of enterprises in particular branches of industry. However, it is possible to

present the general components of Industry 4.0. The review of scientific literature was

a source of secondary data on the framework of Industry 4.0. However, the analysis of

planned and implemented activities of enterprises in reaching Industry 4.0 led the

authors to develop the selected practical schedules.

26
Materials and Methods The Materials and Methods should be described with sufficient

details to allow others to replicate and build on the published results. Please note that

the publication of your manuscript implicates that you must make all materials, data,

computer code, and protocols associated with the publication available to readers.

Please disclose at the submission stage any restrictions on the availability of materials

or information. New methods and protocols should be described in detail while well-

established methods can be briefly described and appropriately cited. In order to obtain

knowledge about the ways of implementing Industry 4.0 in enterprises, a review of

scientific papers was carried out using the main databases of Web of Science—WoS

and Scopus and other publications by using the web browser: google.com. The research

was carried out in two stages: Scientific papers in key scientific databases: WoS and

Scopus Overview of public publications: reports, case studies, commercial offers,

reviews, news etc. by using google.com. The research question was formulated: How

do enterprises implement investment projects towards Industry 4.0—step by step, i.e.,

the way of enterprises to Industry 4.0 and how long each projects take—search for

schedules? The final results of the research were:

1) The general framework for the implementation of Industry 4.0. 2) The basic path

(way) of enterprises to Industry 4.0. 3) The schedule of activities of enterprises

leading to Industry 4.0. The used method by the authors from planning and

results was presented in that publication in Figure 1. The authors used a

bibliometric analysis and selection analysis, i.e., searching for information

27
available to the public using a web browser. The performed analyses provided

information used to develop a general framework for implementation of Industry

4.0, enterprises’ way to Industry 4.0 (step-by-step) and schedules of enterprises’

projects. The presented information is the scientific contribution of the authors

in building knowledge about Industry 4.0.

28
29
 Chapter IV

Data Analysis and Interpretation

Table 4.1
Respectability towards the employees
Attributes No of people Percentage
responded
Never 12 17%
Rarely 25 36%
Sometimes but 1 1%
not very often
Often but not 10 14%
always
Always 22 31%
Total 70 100
Interpretation
From the above table, 36% of the employees were responded that the respects were
given rarely but 31% of the employees were responded that they are treated equally.
There is interrelationship between the employees. So there is balancing option.
Respectability towards the employees.

CHART 4.1
never

17 %
rarely
31 %

sometimes but
26 % not very often
14 %
often but not
1 %
always

30
Table 4.2
Feeling of success and satisfaction.
Attributes No of persons Percentage
respondents
Never 10 14%
Rarely 27 39%
Sometimes but not 8 11%
very often
Often but not always 8 11%
Always 17 24%
Total 70 100

Interpretation
The above table gives the evident fact that employees in the organization don‟t feel
happy or proud about their achievements in their job. They seem to lack self-
satisfaction and carry out the tasks for job-sake. Hence their work should be properly.
Feeling of success and satisfaction

CHART 4.2

never

14 %
24 %

rarely

11 %
40 %

sometimes

but not often

11 %

31
Table 4.3
Organizational inspiration for the employee
Attributes No of persons Percentage
respondents
Agree 23 33%
Strongly agree 19 27%
Neither agree nor 5 7%
disagree
Disagree 15 21%
Strongly disagree 8 11%
Total 70 100

Interpretation
From the above table show that 33% employees were responded always by inspiration.
The company serves as an inspiration to most of the employees. This inspiration is
obtained in many ways. It may come through the support or aid given by the company.
Inspiration is a must for every employee in each and every organization.
Organizational inspiration for the employee

CHART 4.3

agree

15 % 11 %

strongly agree

28 % neither agree nor

36 %
disagree

disagree
10 %

32
Table 4.4
Employee excitement and enthusiasm about their job
Attributes No of persons Percentage
respondents
Agree 19 27%
Strongly agree 18 26%
Neither agree nor 11 16%
disagree
Disagree 10 14%
Strongly disagree 12 17%
Total 70 100

Interpretation
Enthusiasm factor is important among the employees of an organization. Only if the
employees have enthusiasm in their work, they can tend to complete their work faster
and accurate. They would have better concentration towards their work. In
Gandhimathi Appliances, 37 out of 70 employees who responded the sample
questionnaire seem to be enthusiastic about their job. 11 workers were not able to
decide on their level of enthusiasm. 22 people felt that they had no enthusiasm towards
their work.
Employee excitement and enthusiasm about their job.

33
 CHART 4.4

agree

17 %
27 % strongly agree

14 %
neither agree nor

disagree
16 % 26 %

disagree

Karl Pearson‟s correlation

Table 4.5
X Y Xy x2 y2
10 12 120 100 144
27 25 675 729 625
8 1 8 64 1
8 10 80 64 100
17 22 374 289 484
∑x=70 ∑y=70 ∑xy=1257
2 2
∑ x ∑ y
=1246 =1354
Y is Respectability towards the employees and X is Feeling of success and
satisfaction

Here N=5
5(1257) – (70) (70) R= _________________________________________

34
√ 5(1246)-(70)2 √5 (1354)-(70) 2
1385 R = _________

1576.53 R= 0.8785

Interpretation

From the above statistical tool correlation we find out the correlation between the
Respectability towards the employees (table 4.1) and feeling of success and satisfaction
(table 4.2), the solution of two tables we got positive value so there is relation between
accomplishment and treated equal respect. If the employee were getting good respect
intends the accomplishment and pride will be good and the company morale will be
increases.

Regression
Table 4.6
X y
23 18 324 19 8 144
19 14 196 18 7 98
5 0 0 11 0 0
15 10 100 10 -1 -10
8 3 9 12 1 3
Organizational inspiration (x) and opinion about employee excitement and enthusiasm
about their job (y)
=235 = 629
Regression formula

b=235/629
b=0.3736

35
Interpretation
From the above solution we find out the regression between table 4.3 and 4.4, the
employees should have to inspire and there have to work properly so that there can
work enthusiastic about the job.

36
 Chapter V

1. Findings
Majority of the respondents are having good relationship with fellow workers
supervisors but there is less relationship between other departments.
Respondents have opinion that they are not getting good morale from their
supervisor when they are fulfilling the work. It may de-motivate employees in the
organization.
Majority of the respondents are having good leadership from the union leader.
The respondents expressed that they have heavy work load in the organization.
Majority of the respondents are inspired in the organization by doing their work.
It shows the level of the morale.
The respondents are said there is more turnover in the organization.
Majority of the respondents are not having better feeling after their success. It
show that the supervisor not giving the better motivation.
Majority of the respondents were achieving their goals in their work.

2. Suggestions
To improve the level of Employee Morale, Organization may consider the following
suggestion.
Management should maintain the goals and responsibility toward the employees.
It will be more effective if the management could arrange some more adequate
motivation programs.
Management should reduce the work load of the employees.
It is better the management should recognize the special talents.
Employees should be treated friendly and should be allowed to participate in the
problems.
Management should take the necessary step for the improvement
interdepartment cooperation.
Management should be take steps to reduce employee‟s turnover. So that
management should provide motivation to retain the employees.

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3. Conclusion
Morale is psychological concept. Morale is not a cause but rather the effect or result of
many going awry. Morale drifters from person to person, industry to industry, level of
education age, nature of work etc. Morale may be range from very high to very low.
By this study in Gandhimathi Appliance were cleared that there showing various
faction which influences morale and productivity of the employees each as Social
Security measures, welfare facilities, salary status, Bonus, heath condition, shift system
and recognition of work are getting much importance. To conclude employee morale
plays very important role in every organization. Good employee morale is the key role
for success of the organization. Unless an employee has poor morale if always a
possibility of employee disharmony and also affect smooth running of the organization.

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