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INDEX
Sr.No Contents Page No.
1. Introduction 3
2. Questionnaires 7
3. Brief Introduction of Manufacturing Sector 10
4. Analysis of manufacturing sector 12
5. Analysis of finance sector 14
6. Regression Analysis 16
7. Brief Introduction of Banks 17
8. Analysis of Banks 18
9. Conclusion 21
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Introduction
Organization
It is a social arrangement of people who pursue collective goals, which
controls its own performance & has a boundary separating itself from
the environment
Employee climate survey: - They are studies of employees perceptions
and perspectives of an organization. The surveys address attitudes and
concerns that help the organization work with employees to instill
positive changes.
Climate survey as a Tool:-
Assesses Company Values: - A Survey helps an organization to assess it
own values so that the organization comes to know that the Employees
are following the set of values and they are satisfied with it or not.
Making strategic decisions: - A Survey helps the organizations to take
some strategic decisions as all the decisions can’t be taken by the top
level alone it needs to consult the middle level and low level employees
also.
Identifies Competency levels: - Climate survey helps the management to
identify the competency levels of its employees and it can manage the
work force accordingly.
Setting Organizational Goals: - The management can set and reset the
goals of the organization according to the work culture followed.
Tracking Process: - Survey helps the organization to keep a track on the
process that is being performed in the organization so that it could bring
any changes if needed at the right time and right place.
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Addressing Critical Issues: - A survey is also used to address and
highlight the critical issue that needs to come into the eye of the
employees as well as the management.
Benefits of Organizational Climate Survey:-
Increase in Productivity: - The climate survey helps the organization by
providing a better work environment for its employees so that they are
motivated and work efficiently.
Reorganization of a Company: - Climate survey can also help the
management to reorganize the structure of the company.
Introduction of a new Product/Service: - In today’s environment no new
product or service can be launched without conducting a market research
about the particular product or service. It also helps the company to
understand and locate their Target Market.
Company Relocation: - If a company wants to shift the plant from one
place to another, Climate survey is a way in which it can approach its
employees and know what their views about the relocation of the plant are
and are they willing to shift to new place.
Change in Policies: - If an organization has brought any change in the
policies of the company, climate survey is an way through which it can
know what the employees of the organization feel about the new policies.
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Dimensions of Organizational Climate.
The Organizational Vital Signs Helps You...
• Alert managers to needs and opportunities for Training,
communication, and development.
• Focus and build buy-in for change efforts.
• Quantify the people-side of the organization.
• Design strategies for sustainable growth.
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The survey addresses five climate factors plus an overlay dimension of
Trust:
• Accountability: To what extent do people in the organization see
themselves and others following through on commitments? Are they
motivated and do they take responsibility?
• Collaboration: How well do people communicate with one another
and share information? Do they work and solve problems together?
• Leadership: What level of commitment do employees have to their
leaders? How do they perceive their leaders and leadership throughout
the organization?
• Alignment: To what extent are people involved in their
organization’s stated mission and the execution thereof? Do they feel a
sense of belonging to the organization?
• Adaptability: Are people seeking change? Are they ready to adapt?
• Trust: Do people have a sense of faith and belief in the organization
and its leaders? Is people squandering time watching their backs –
instead of doing their best?
Hypothesis:-
“Improving the Climate in any Organization is likely to Increase
the Employee Morale”.
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Questionnaires
Category: Organization Design
1. The organization’s goals and objectives are clear to me.
2. Roles and responsibilities within the group are understood.
3. Clear reporting structures have been established.
4. Employees at this organization have the right skill sets to perform their job
functions.
Category: Individual Job Characteristics
1. I gain satisfaction from my current job responsibilities.
2. I have the opportunity to further develop my skills and abilities.
3. I find that I am challenged in my current job role.
Category: Co-Worker Relations
1. Knowledge and information sharing is a group norm across the
organization.
2. Individuals appreciate the personal contributions of their peers.
3. When disagreements occur, they are addressed promptly in order to
resolve them.
Category: Culture / Work Environment
1. I feel valued as an employee.
2. I enjoy being a part of this organization.
3. Employees have a good balance between work and personal life.
4. Morale is high across the organization.
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Category: Senior Management
1. Senior management sets high standards of excellence.
2. Senior management treats employees fairly.
3. I believe senior management appreciates the work I do
Category: Direct Supervisor
1. My direct supervisor makes sure I have clear goals to achieve.
2. My direct supervisor gives me helpful feedback on how to be more
effective.
3. My direct supervisor listens to my ideas and concerns.
4. My direct supervisor serves as a positive role model for me.
Category: Work Processes
1. I am clear on how best to perform my work tasks.
2. Everyone here takes responsibility for their actions.
3. My work group operates effectively as a unit.
4. We use efficient work processes when performing our jobs.
Category: Communications
1. I receive the information I need to perform my job well.
2. Interpersonal communication and relationships contribute to organizational
performance.
3. Our face-to-face meetings are productive.
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Category: Technology
1. My department has adequate tools and technologies to perform our
work.
2. The technology we use supports our business processes.
3. The tools and technologies that I use help me to be efficient in completing
my work.
4. Our technology is reliable and works when we need it to work
Category: Customer Satisfaction
1. We understand the specific needs of our customers.
2. We are focused on delivering high-quality products/services.
3. We deliver our products/services on-time.
4. Customers regularly tell us that we are doing a great job.
Category: Decision Making
1. I have the authority to do my job to the best of my abilities.
2. Companies decisions or planned actions contribute to my ability to do my
job better.
3. Policy decisions are in the best interest of Company in the long run.
4. We seek multiple sources of information and open feedback before
making important decisions.
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The Manufacturing Sector
Overriding an initiative to increase productivity in industry has often being
assigned to deteriorating climate in manufacturing. The tragic part in the essence
of this criticism is that lack of this climate is attributed only to the workers for their
lack of discipline, lack of motivation and lack of desire to achieve the target.
Theoretically, lack of work climate at work premises indicates attitude of the
workers to exert and not to produce to the best of their ability and to ignore
interest of the organization. The central problem of modem business and industry
is how to create a work environment and an organizational climate that will
attribute to the employee’s fulfillment, motivation and self-actualization. In recent
times, the progressive sophistication and automation, an excessive specialization
and division in work in industry have obviously created a great amount of apathy,
non-fulfillment and indifference among the employees. In short, employee’s
alienation has become a serious and mounting problem. Employee’s alienation
results in reduced productivity, efficiency and output. It also increases social cost
to human input through several manifestation of such employees’ alienation. On
the one hand, it may be expressed by passive withdrawal, turnover,
absenteeism, and tardiness. On the other hand, it is also expressed by active
attacks, sabotage, pilferage, assaults, gherao, violence and other disruption of
work routines. People feel alienated when their jobs cease to provide any sort of
creative job satisfaction and when their jobs are being choked into several pieces
and there is no more meaningful and purposeful work content in their jobs.
Therefore, climate depends on the motivation of the leaders i.e. attitude of the
management at the same time, attitude or the morale of the workers which is
also indirectly dependent on the attitude of the management and the trade union
leaders.
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The management has to create a situation wherein the workers can feel positive
about –
a) Pride in general attitude towards company.
b) General attitude towards supervision.
c) Satisfaction with the job standards.
d) Style of supervision.
e) Workload and work pressure.
f) Attitude towards co-workers.
g) Satisfaction with salary, wage and other fringe benefits.
h) Attitude towards formal communication system in the company.
i) Intrinsic job satisfaction.
j) Satisfaction with the progress and chances for progress.
k) Quality of work life as a whole.
Morale Building
Morale building is not a simple process or set of easy clear-cut steps. There are
numerous complex and contradictory cause of variation in people’s attitude
evolves pleasant feeling in one employee may have chance the opposite effect
on the other. Thus any morale-building programme must take into effect that
technique which may have in general positive effect.
To improve the morale of the workers and restore climate it needs a concerted
effort of both the management and the workers to work shoulder to shoulder.
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Analysis of Manufacturing Sector
Name of the company: ABB/Asian Electronics
Part A: Summary of how current work environment resembles ideal
CategoryAverage values
Organizational Design 3.95Individual Job Characteristics 3.796Co-worker relations 3.93Culture/Work Environment 3.7Senior Management 4.166Direct Supervisor 3.5Work Processes 3.83Communications 4.132Technology 3.75Customer satisfaction 3.95Decision Making 3.85Total 42.554
Part B: Response Chart
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
1 2 3 4 5 6 7 8 9 10 11
Category
Average values
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Part C: Worker values in ABB/Asian Electronics
Category Out of 20 Out of 15 PercentageTotal score Total score
Organizational Design 15.8 79.00Individual job characteristics 11.4 76.00
Co-worker relations 11.8 78.66667Culture/Work environment 14.8 74.00
Senior Management 12.4 82.66667Direct supervisor 13.4 67.00Work processes 15.2 76.00Communications 12.4 82.66667
Technology 18 90.0Customer satisfaction 15.8 79.00
Decision making 14.8 73.00
Part D: Commitment towards organization
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Finance SectorName of the company: J P Morgan
Part A: Summary of how current work environment resembles ideal Analysis
CategoryAverage values
Organizational Design 3.7Individual Job Characteristics 3.6Co-worker relations 3.4Culture/Work Environment 3.15Senior Management 3.53Direct Supervisor 3.05Work Processes 3.75Communications 4.33Technology 3.85Customer satisfaction 4.00Decision Making 3.95Total 40.31
Part B: Response Chart
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Part C: Worker values in J P Morgan
Category Out of 20 Out of 15 PercentageTotal score Total score
Organizational Design 14.8 74.00Individual job characteristics 10.8 72.00
Co-worker relations 10.2 68.00Culture/Work environment 12.6 63.00
Senior Management 10.6 70.66667Direct supervisor 12.2 61.00Work processes 14 70.00Communications 13 86.66667
Technology 15.4 77.00Customer satisfaction 16 80.00
Decision making 15.8 79.00
Part D: Commitment towards organization
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Regression Analysis
For ABB / Asian Electronics
Multiple Regression 0.99890743
Standard Error 0.245068417
Observations 11
For J P Morgan
Multiple Regression 0.995246359
Standard Error 0.510714018
Observations 11
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Banks
Brief Introduction
ICICI Bank:
Founded in 1994.
Having 950 branches and 3600 plus Atm’s spread across many
cities in India.
Having subsidiaries like ICICI prudential, ICICI Lombard etc.
Market capitalization of Rs.138000 crores.
HDFC bank:
Founded in 1994.
Having 753 branches and 3600 plus Atm’s spread across 320 cities
in India.
Apart from providing banking solution it also provides investment
solution like life insurance and mutual funds etc.
Market capitalization of Rs.78000 crores.
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Analysis of Banks
Name of the company: ICICI Bank & HDFC Bank
Part A: Summary of how current work environment resembles ideal Analysis
CategoryAverage values - HDFC
Average values - ICICI
Organizational Design 3.375 3.75Individual Job Characteristics
3.33.8
Co-worker relations 3.95 3.4Culture/Work Environment 4.375 3.2Senior Management 3.1 4Direct Supervisor 2.625 3.25Work Processes 3.875 2.75Communications 3.3 3.8Technology 3.5 4.5Customer satisfaction 4 3.25Decision Making 4.125 3Total 39.525 38.7
Part B: Response Chart
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Part C: Worker values in ICICI Bank
Category Out of 20 Out of 15 PercentageTotal score Total score
Organizational Design 15.2 76.00Individual job characteristics 12.25 81.66667
Co-worker relations 10.5 70.00Culture/Work environment 13.75 68.75
Senior Management 9.5 63.3333Direct supervisor 14.5 72.5Work processes 15.5 77.5Communications 12.5 83.3333
Technology 16.5 82.5Customer satisfaction 13.75 68.75
Decision making 14 70.00
Part D: Commitment towards organization in ICICI Bank
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Part C: Worker values in HDFC Bank
Category Out of 20 Out of 15 PercentageTotal score Total score
Organizational Design 13.5 67.5Individual job characteristics 11 73.33
Co-worker relations 12 80.00Culture/Work environment 15.5 77.5
Senior Management 9 60.00Direct supervisor 10.5 52.5Work processes 15.5 77.5Communications 11 73.3333
Technology 14 70.00Customer satisfaction 17 85.00
Decision making 14.5 72.5
Part D: Commitment towards organization in HDFC Bank
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Conclusion
The power of the morale lies in the total involvement of the employees, which
leads to a high degree of ownership towards the values. The fact that the
organization values are evolved from the personal values of the individuals also
lends credibility to the Morale.
So if the Morale of Employee is going to be high the
productivity of the employee would be high n if the productivity of the employee is
high the productivity of the organization is going to be high. So finally high morale
directly leads to increase in the productivity of the organization.
Also as we know that in the Regression analysis if the
final output is between 0.95 to 1.05 the outcome is ideal and as the final outcome
here comes to around 0.99 that shows that the Hypothesis that is been assumed
is ideal.
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