A Study on Employees Attitude towards the Organization with Special Reference to the M.R.K by IJRASET

http://doi.org/10.22214/ijraset.2020.5205

May 2020

A Study on Employees Attitude towards the Organization with Special Reference to the M.R.K Co-Operative Sugar Mill, Sethiathop, Tamil Nadu. Dr. D. Elamparuthi, Assistant Professor, Department of Business Administration, Annamalai University. Abstract: The examination has been made essentially dependent on the essential information that is by the employees' conclusion overview technique. The undertaking work entitled "Employeeâ€™s attitude towards the organization"" with special reference to the M.R.K co-operative sugar mill ltd. The different elements that are worried towards the attitude of the employees. The examination has been made for the most part dependent on the essential information that is by the employeeâ€™s sentiment review strategy. The specialist has taken an sample size of 155 and has utilized the stratified random sampling method to select the samples from the total population. The examination offers the input of employees pretty much all the H.R. elements of M.R.K co-operative sugar mill, employment conditions, wages and incentives, interpersonal relationship, working conditions, management practices, etc. The examination uncovers that there is no connection between work improvements, instructive capability of the respondents and there is no connection between lengths of administration, government assistance offices and there is no connection between the pay of the respondents and government assistance offices. The specialist has given proposals for its improvement and might be straightforward and advancements which might be made both dependent on rank and execution to a specific level in the authoritative chain of importance. Keywords: Welfare Facilities, Working Condition and attitude of the employees. I. INTRODUCTION Acceptance is the intelligent and the most significant advance in human asset the board procedure. This process begins from the period where the new representative is taken round the workplaces, production line, and furthermore acquainted with the offices/conveniences accessible. Acceptance guarantees another worker is given data and help while beginning work with an association. Plainly sketching out what the association depend on and requires, diminishing the danger of administrative penetrates and empowering workers to react adequately to new obligations. Enlistment as the way toward accepting representatives when they start work, acquainting them with the organization and their partners, and advising them regarding the exercises, customs and conventions of the organization. Armstrong (1982). Ogunbameru (2004) opined that the target of any enlistment procedure is to encourage the change of new representatives into the workplace and empower them to react adequately to new obligations. Armstrong (2003) clarified that acceptance gives the chance to shape business related mentalities and improve hierarchical duty. Mentalities, as per Kenrick, Neuberg and Cialdini (2005) are good or negative assessments of specific individual, individuals, items, occasions or thoughts. It is qualified to reestablish that it is just when staffs have been given appropriate acceptance about the association structure, what the association rely on, authoritative objectives and authoritative morals that supervisors can anticipate positive of good staff demeanor. For example, a new representative that doesn't have the foggiest idea about that eating in the workplace during legitimate hours is awful, can't be accused for eating in the workplace or even before guests. Numerous associations don't include their new staff in enlistment, subsequently, the vast majority of them are powerless during the initial not many long stretches of business and this may demoralize the new workers and accordingly, association stand the danger of turnover (Kearney, 2010, Snell, 2006). In the interim, acceptance of new staff is should focused on the down to earth information, abilities and competency of the new staff and obvious comprehension of the hierarchical culture, morals and guiding principle. Hendricks and Louw-Potgieter (2012). At the point when the term initially entered the field of social marvel, it was normal to think about mentality as a propensity, set or preparation to react to some social article. Just because, all port noticed the meaning of demeanor, which he had watched contained the words 'preparation', 'set' or 'manner to act'. Indeed, even all port has utilized these terms in characterizing mentality.

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International Journal for Research in Applied Science & Engineering Technology (IJRASET) ISSN: 2321-9653; IC Value: 45.98; SJ Impact Factor: 7.429 Volume 8 Issue V May 2020- Available at www.ijraset.com A. Employeeâ€™s Attitudes Towards the Organization Perspectives are not equivalent to values, however the two are interrelated. You can see this by taking a gander at the three segments of a mentality: cognitions, affect and behavior. The conviction that "separation isn't right" is a worth articulation. 1) Kinds of Attitudes: An individual can have a great many mentalities, yet Organizational Behavior concentrates on a set number of business related perspectives. These business related perspectives tap positive or negative assessments that representatives hold about parts of their workplace. The vast majority of the examination in OB has been worried about three perspectives: Job involvement , job organizational commitment and job satisfaction. 2) Job Satisfactionâ€? The term work fulfillment to a person's general demeanor towards their activity. An individual with a significant level of occupation fulfillment holds inspirational mentalities about their activity, while an individual who is disappointed with their activity holds negative perspectives about the activity. At the point when individuals talk about representative mentalities, all the more regularly mean activity fulfillment. 3) Job Involvement: The term work association is a later expansion to the OB writing while there isn't finished understanding over what the tem implies. Workable definition expresses that activity inclusion gauges how much an individual distinguishes him with their activity and considers their apparent exhibition level imperative to self-esteem. Representatives with an elevated level of employment inclusion emphatically relate to and truly care about the sort of work they do. 4) Organizational Commitment: The third occupation demeanor is hierarchical duty, which is characterized as a state wherein a worker relates to a specific association and its objectives, and wishes to keep up participation in the association. Along these lines, high occupation inclusion implies relating to one's particular activity, while high hierarchical responsibility implies relating to one's utilizing association. 5) Attitudes and Consistency:Research has commonly presumed that individuals look for consistency among their perspectives and between their mentalities and their conduct. This implies people look to accommodate unique perspectives and adjust their mentalities and conduct so they seem normal and steady. When there is an in consistency, powers are started to restore the person to a harmony state. II. REVIEW OF LITERATURE B. Nagalakshmi, (2006) had done a venture on "Representative Attitude towards the Organization in "Lakshmi Machine Works Limited" and she proposed that Management/HR office might be changing the methodology or ways to deal with improve the workers' uplifting demeanor towards them by investment from them. Mentalities change from individual to individual. In an association, the capacities and systems followed by the administration/HR departent should acknowledged and negative perspectives if any might be recognized at a prior stage. Relationship of the representatives with the HR Department might be improved to decrease negative disposition among the representatives all in all which will prompt flourishing of the organization through benefits and that of the workers through upgraded quality of work life. Ganguli (1964) has contended that the variables that decide execution of the laborers in a modern activity can be characterized under three heads. Individual Factors allude to abilities of laborers and the level of inspiration that decide the degree to which he will apply his expertise to the activity. Work factor alludes to instruments and hardware, technique for work and materials utilized. Instances of ecological components are (a) physical lighting, ventilation, and so on (b) social and mental nature of initiative (administrative and administrative), social atmosphere in the shop, idea of the gathering arrangement among individuals, and so forth and (c) Nature of hierarchical controls, correspondence designs, and so forth. Vijayanand, (1999), had done an undertaking on "work fulfillment", among the representatives in "Sakthi Sugars" and he proposed that the association needs to focus more on work measures and furthermore as to the upkeep of structures. Vasudevan.C,(1999), had done a task on "work fulfillment" among the laborers in "ELGI Electric and Industries Limited" and he recommended that the association may give better working conditions, can diminish the long stretches of work and give more professional success openings. As per Vroom(1964), profitability relies on two significant factors viz., representatives' activity execution and assets used. In most hierarchical execution of the workers is generally more significant than the types of gear and crude materials. Indeed, even in computerized tasks, profitability in vital and facilitate frameworks to a great extent relies up upon the human execution. Execution of a laborer on an errand or employment is an immediate capacity of his inspiration. As per Hark Mantel(1971), the nature of the connection between work attributes and worker responses to their work(including fulfillment, execution, and non-attendance) will rely on the need status of the representatives. Ganguly, T (1953) has contemplated the relationship of administrative conduct with the efficiency and spirit of the sub ordinates, bosses make certain atmosphere in their area of expertise and high thought outcomes in high profitability and resolve.

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International Journal for Research in Applied Science & Engineering Technology (IJRASET) ISSN: 2321-9653; IC Value: 45.98; SJ Impact Factor: 7.429 Volume 8 Issue V May 2020- Available at www.ijraset.com R.K. Selvam (1998) has made 'A Study on Worker' Expectations on Labor Welfare Facilities. In TTK Prestige Limited, the example size was 60. He utilized the meeting plan for essential information assortment; the optional information was gathered through conversation with authorities of the Personnel Department from the information it was discovered that nearly everybody were fulfilled. Rajaprabakaran (2002) has led an examination on 'The Study on level of Motivating the Employees with uncommon reference to TTK Prestige Limited. The example size was 300 and he utilized the meeting plan for the essential information assortment. He found that 28% of representatives were spurred with the working states of the organization. Every one of them were roused with the emergency treatment offices. Argyris (1957) recognized a style of authority extending from youthfulness.

A. 1) 2) 3) 4) 5)

III. RESEARCH METHODOLOGY Objectives Of The Study To know the employees’ attitude towards the organization To know the explanations behind the employees' positive attitude To know the purposes behind the employees' negative attitude To know the workers' desires from the organization To make proposals to improve the mentality of the employees to the administration.

B. Sampling Method The sample size taken is 155 which have been selected through Stratified Random Sampling. C. Statistical Tools Used The following are the statistical tools used in this assignment to arrive specific results. Percentage Analysis – Percentage = (No of respondents / Total No. of Samples) X 100. CHI-Square Test: CHI-Square = (Oi-Σi2) / Ei. IV.

DATA ANALYSIS AND INTERPRETATION

1. Age group 31 to 40 41 to 50 51 to 60 Total 2. Educational Qualification Below high school High school Graduation Diploma Total 3. Marital Status Married Single Total 4. Length of Service 3 years to 6 year. 6 years to 9 years 9 years to 15 years 15 years and above Total 5. Number of Members in Family single Self and spouse Self, spouse and child

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Frequency 12 95 48 155

Percent 7.74 61.29 30.96 100.0

28 34 28 65 155

18.06 21.94 18.06 41.94 100.0

138 17 155

89.03 10.97 100.0

13 40 56 46 155

8.40 25.80 36.12 29.68 100.0

5 7 60

3.32 4.51 38.71

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International Journal for Research in Applied Science & Engineering Technology (IJRASET) ISSN: 2321-9653; IC Value: 45.98; SJ Impact Factor: 7.429 Volume 8 Issue V May 2020- Available at www.ijraset.com Self, spouse and two children Self, spouse children and parents Total 6. Present Salary Rs 6000 to Rs 8000 Rs 9000 to Rs 10000 Rs 11000 to Rs12000 above 12000 Total 7. Through whom did you join this organization Help of friends/ relatives Legal heirs HRD consultants Open call for Total 8. Type of work performed by you Highly satisfied satisfied Neither satisfied nor dissatisfied Total 9. Work Load

80 3 155

51.62 1.94 100.0

40 59 27 29 155

26.00 38.06 17.13 18.81 100.0

45 32 48 30 155

29.04 20.65 30.96 19.35 100.0

136 18 1 155

87.74 11.62 0.64 100.0

Highly satisfied satisfied Neither satisfied nor dissatisfied Total

136 10 9 155

87.74 6.45 5.81 100.0

1) Interpretation of Table – 1 a) 7.74 % of the respondents from Age group have a place with 31 to 40 years, 61.29 % of respondents have a place with 41 to 50 years and 30.96% of respondents have a place with 51 to 60 years. b) Educational Qualification – 18.06 % of the respondents have a place with beneath secondary school, 21.94 % of respondents have a place with higher secondary school, 18.06% of respondents has a place with graduate and 41.94% of respondents has a place with technical qualification and diploma. c) Marital Status – 89.03 % of the respondents has a place with wedded, 10.97 % of respondents has a place with single. d) Length of Service - 8.40 % of the respondents has a place with 3 years to 6 years, 25.80% of the respondents have a place with 6 years to 9 years, 36.12% of the respondents have a place with 9 to 15 years and 29.68% of the respondents has a place with 15 years or more. e) Number of Members in Family - 3.32% of the respondents has a place with single man, 4.51% of the respondents have a place with two members from the family, 38.71% of the respondents has a place with three members from the family, 51.62% of the respondents has a place with four members from the family, and 1.94% of respondents has a place with five members from the family. f) Present Salary You Draw – 26% of the respondents attract Rs 6000 to 8000, 38.06% of respondent attract Rs 8000 to 10000, 17.13% of the respondents has a place with Rs 10000 to 12000, and 18.81% of the respondents has a place with Rs 12000 or more. g) Through whom did you join this Association?- 29.04% of the respondents has a place help of friends, 20.65 % of respondents state that lawful beneficiaries, 30.96% of the respondents through HRD advisers and the 19.35% respondents says from open call for choice. h) Type Of Work Performed By Your – 87.74% of the respondents are exceptionally fulfilled of sort of work, 11.62% of the respondents are fulfilled on sort of the work and 0.64% level of respondents are neither fulfilled nor disappointed on sort of the work

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Work load - 87.74 % of the respondents are profoundly fulfilled of remaining task at hand, 6.45 % of the respondents are fulfilled on outstanding burden and just 5.81 % of respondents are neither fulfilled nor disappointed on outstanding task at hand.

Table – 2 HI SQUARE ANALYSIS 1) Null hypothesis: There is no association between age and type of work performed. 2) Alternate hypothesis: There is an association between age and type of work performed. Age * Type of work performed by you cross tabulation Type of work performed by you age

highly satisfied

satisfied

neither satisfied nor dissatisfied

Total

31 to 40

41 to 50

51 to 60

99 44

Total

136

155

Ψo2 = 28.219 The table value Ψe2 for the same at 5% level of significance = 16.895 (i.e.) D.F = 9. Since the computed value is greater than the table value, the hypothesis is rejected. Hence, there is an association between age and type of work performed. Table - 3 1.Job Rotation

Frequency

Percent

Highly satisfied satisfied Neither satisfied nor dissatisfied Total 2.Working Hours

140 11 4 155

90.32 7.09 2.59 100.0

Highly satisfied satisfied Neither satisfied nor dissatisfied Total 3.Shift Timing

150 4 1 155

96.77 2.59 0.64 100.0

Highly satisfied satisfied Total 4.Responsibilities/Assignment Given

149 6 155

96.12 3.88 100.0

Highly satisfied satisfied

150 4

96.12 2.59

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International Journal for Research in Applied Science & Engineering Technology (IJRASET) ISSN: 2321-9653; IC Value: 45.98; SJ Impact Factor: 7.429 Volume 8 Issue V May 2020- Available at www.ijraset.com Neither satisfied nor dissatisfied Total 5.Treatment by the management Highly satisfied satisfied Neither satisfied nor dissatisfied Total 6.Acceptance of Suggestions Given Highly satisfied satisfied Total 7.Recognition of Performance Highly satisfied satisfied Neither satisfied nor dissatisfied Total 8.Work Group Cohesiveness Highly satisfied satisfied Neither satisfied nor dissatisfied Total 9.Job Security Highly satisfied satisfied Total 10.Quality of work life Highly satisfied satisfied Total

1 155

0.64 100.0

146 8 1 155

94.19 5.17 0.64 100.0

150 5 155

96.56 3.44 100.0

148 3 4

95.48 1.93 2.59

155

100.0

149 4 2 155

96.12 2.59 1.29 100.0

144 11 155

92.91 7.09 100.0

148 7 155

95.48 4.52 100.0

1) Interpretation of Table – 3 a) Job Rotation – 90.32% of the respondents are exceptionally fulfilled of job rotation, 7.09% of the respondents are fulfilled on job rotation and just 2.59% of respondents are neither fulfilled nor disappointed on job rotation. b) Working Hours – 96.77% of the respondents are exceptionally fulfilled of working hours, 2.59%of the respondents are fulfilled on working hours, and just 0.6% of respondents are neither fulfilled nor disappointed in working hours. c) Shift Timing - 96.12 % of the respondents are exceptionally fulfilled of shift timings, 3.87% of the respondents are fulfilled on shift timing. d) Responsibilities/Assignment Given - 96.12% of the respondents are exceptionally fulfilled of responsibilities, 2.59% of the respondents are fulfilled on duties, and just 0.64% of respondents is neither fulfilled nor disappointed responsibilities. e) Treatment by the management - 94.19 % of the respondents are exceptionally fulfilled of treatment by the management, 5.17% of the respondents are fulfilled on treatment by the executives, and just 0.6 % of respondents are neither fulfilled nor disappointed in treatment by the management. f) Acceptance of Suggestions Given – 96.56% of the respondents are profoundly fulfilled of acknowledgment of suggestion, 3.44 % of the respondents are fulfilled on the acknowledgment of proposal g) Recognition of Performance - 95.48 % of the respondents are profoundly fulfilled of acknowledgment by execution, 1.93 % of the respondents are fulfilled on acknowledgment by execution, and just 2.59 % of respondents are neither fulfilled nor disappointed on acknowledgment by execution.

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International Journal for Research in Applied Science & Engineering Technology (IJRASET) ISSN: 2321-9653; IC Value: 45.98; SJ Impact Factor: 7.429 Volume 8 Issue V May 2020- Available at www.ijraset.com h) Work Group Cohesiveness - 96.12% of the respondents are exceptionally fulfilled of work bunch cohesiveness, 2.59% of the respondents are fulfilled on work bunch cohesiveness, and just 1.29% of respondents are neither fulfilled nor disappointed on work bunch cohesiveness. i) Job Security - 92.91 % of the respondents are profoundly fulfilled of acknowledgment of employer stability, 7.09% of the respondents are fulfilled on employer stability. j) Quality of work-life - 95.48 % of the respondents are profoundly fulfilled of acknowledgment of the quality of work-life, 4.52 % of the respondents are fulfilled on the quality of work life. Table – 4 HI Square Analysis 1) Null Hypothesis: There is no association between job rotation and quality of work life. 2) Alternate Hypothesis: There is an association between job rotation and quality of work life. Job rotation * quality of work life cross tabulation quality of Total work life job rotation 1.00 2.00 1.00

123

129

2.00

3.00

Total

149 6 Ψo 2 = 218.533

155

The table value Ψe 2 for the same at 5% level of significance = 5.922(i.e.) D.F = 2 Since the computed value is greater than the table value, the hypothesis is rejected. Hence, there is an association between job rotation and quality of work life. Table – 5 1.

Work Stress

Highly satisfied satisfied Total 2. What is your opinion about the coworker relationship? Very helpful Helpful Indifferent Total

Frequency

Percent

149 6 155

96.12 3.87 100.0

152 24 4 155

90.96 6.45 2.59 100.0

1) Interpretation of Table – 5 a) The table show that 96.12% of the respondents are highly satisfied of work stress, 3.87 % of the respondents are satisfied on work stress. b) The table show that 90.96% of the respondents are highly satisfied of co-worker relationship, 6.45% of the respondents are satisfied on co-worker relationship, and only 2.59% of respondents are neither satisfied nor dissatisfied on co-worker relationship.

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International Journal for Research in Applied Science & Engineering Technology (IJRASET) ISSN: 2321-9653; IC Value: 45.98; SJ Impact Factor: 7.429 Volume 8 Issue V May 2020- Available at www.ijraset.com V. CONCULUTION Employer stability is a potential apparatus for the inspiration of the workers which in this examination shows that, the employees have a negative disposition towards it. The administration may cause the workers to comprehend that they are the accomplices of the business and the employees' association life relies up upon the useful commitments made by them. The respondents are happy with the clinical offices and security techniques gave in the association and same time 20% of the respondents are not fulfilled. In this manner, the administration as to the clinical offices alongside ESI may offer an insignificant sum solely for the clinical use as an extraordinary bundle for various degrees of workers. This may persuade them and confine them to profit leave. According to the respondents' feeling, security strategies followed are not sufficient which likewise is one of the explanation behind normal nonattendance. The respondents additionally feel that the leave offices gave are likewise not sufficient. The executives in such manner may recognize the ways by which leave offices might be improved without upsetting the ordinary timetable of work, by giving limited occasions, by expanding the quantity of paid occasions and so on. Works Participation in Management is one of the models which don't have a decent fulfillment from the vast majority of the employees in any of the association. This likewise happens to be valid in this association, which diminishes the confidence and inspiration of the employees. In this manner, the administration may detail procedures dependent on the Workers' Participation in Management charge or set up a customized rule for the degree of cooperation by the laborers in the administration choices since when choice marker execute, the execution demonstrates commendable. REFERENCE [1] [2] [3] [4] [5] [6] [7] [8] [9] [10] [11] [12] [13] [14] [15] [16] [17] [18] [19] [20]

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