A SUMMER TRAINING REPORT ON APOLLO INTERNATIONAL LIMITED ORGANIZATIONAL CLIMATE AND ITS IMPACT ON EMPLOYEE SATISFACTION IN APOLLO INTERNATIONAL LIMITED SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT OF BACHELOR OF BUSINESS ADMINISTRATION (BBA), GURU JAMBESHWAR UNIVERSITY, HISAR TRAINING SUPERVISOR SUBMITTED BY
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APPOLO INTERNATIONAL ORGANIZATIONAL CLIMATE AND ITS IMPACT ON EMPLOYEE SATISFACTION IN APOLLO INT
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A SUMMER TRAINING REPORT
ON
APOLLO INTERNATIONAL LIMITED
ORGANIZATIONAL CLIMATE AND ITS IMPACT ON EMPLOYEE SATISFACTION
IN APOLLO INTERNATIONAL LIMITED
SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT OF BACHELOR OF BUSINESS ADMINISTRATION (BBA), GURU JAMBESHWAR UNIVERSITY, HISAR
TRAINING SUPERVISOR SUBMITTED BY
PREFACE
The organizational climate or work environment is key to corporate success since it
determines the attitudes and behavior of workers. Therefore, corporations and
institutions need to count on periodic measurement mechanisms of their
organizational climate
The primary objective of this research was to investigate the relationships between
some characteristics of Climate and Employee Satisfaction in AIL. This is a live
project and has a vital role to play in the development of HR practices for the
employees in AIL.
All employees who are on the payrolls of AIL. In the process of research, I gathered
information relating to existing organizational climate through employee satisfaction
survey.
This study included developing a questionnaire that contained the major factors
influencing both the main parameters i.e. organizational climate and employee
satisfaction. I studied the factors which in general can affect any organization, but
later I focused those parameters according to the employees of AIL.
My main focus was on to study that does other factors effect employee satisfaction
also, comparing to those of its own? As I proceeded further with the study and
prepared the questionnaire I found a great similarity, between both of them, on wider
prospective.
In order to know the exact reason why employees were not satisfied I prepared a
questionnaire containing 10 main parameters and each of these parameters contained
minimum of 2 questions and maximum of 7 questions.
These parameters and questions were of two different concepts but for simplicity of
the employees, both of them were merged to one questionnaire. This was helpful in
cutting down the ambiguous questions, which could have resulted in discouragement
and withdrawal on part of the employees.
ACKNOWLEDGEMENT
I have completed my summer training at Apollo International Ltd. on the project titled
“Organizational Climate and its impact on Employee Satisfaction”. I would like to
express my sincere gratitude to all those who were instrumental in the completion of
the project.
I would like to extend my deep gratitude to Dr. S.S Vernekar who gave me a platform
to get practical exposure in the Corporate world. I will be failing in my duty if I do not
express my thanks to Prof. Mrs. Rupali Kumar, under whose guidance and
inspiration, I was able to complete this report. He was a source of motivation,
encouragement and strength throughout the project. I would also like to thank all the
faculty members who helped me in completeing this project.
I would like to express my gratitude to Mr. Raja Kanwar, Director, Apollo
International Ltd. and Mr. Kapil aggarwal, Chief-Finance and Business Development,
for providing me with the opportunity to undergo my summer internship with them.
I would like to thank Mr. Shashank Teotia, Dy. Manager-, Human Resources, who
was there to help me out at every stage of this project, and without who’s unflinching
support, this study would have still been in conceptualization stage.
Working with Apollo International Ltd. was an exhilarating experience. It was the ideal
company for our summer training with its perfect blend of international work culture
with the national scenario.
BIBLIOGRAPHY
STEPHEN ROBBINS, ORGANIZATIONAL BEHAVIOUR, PEARSON
EDUCATION
MOORHEAD/GRIFFIN , MANAGING PEOPLE AND ORGANIZATION,
MAC MILLIAN PUBLISHING HOUSE
FRED LUTHANS, ORGANISATIONAL BEHAVIOUR, TATA MC-GRAW
Apollo International Limited was set up in 1994 to lead the diversification forays of
Group Apollo into new business opportunities worldwide. As a global player, the
company exports tyres and a diverse range of products and services.
The leather division manufactures and exports apparel and accessories to the leading
fashion brands of the world. In India, Apollo International Limited has also
successfully made inroads in the entertainment industry with lotteries through a wholly
owned subsidiary.
PROFILE: -
The International Business Division of Apollo International Limited is engaged in:
Exporting a diverse range of products and equipment. These include Industrial
raw material, Capital goods & supplies, Construction equipment & material,
Electrical power equipment, Defense supplies, Educational supplies, Agricultural
supplies, Medical supplies, Automobiles & automotive parts etc.
Undertaking projects and providing services.
With a wide network of more than 1200 internationally acclaimed associate
manufacturing companies worldwide, the International Business Division is in a
position to supply products, equipments and provide services of highest
Recognized as a global player synonymous with quality and reliability Apollo
International Limited has made a name for itself as a truly dynamic and diversified
player across the globe. Representing a wide range of business interests, the company
comprises of:
AWARDS
Apollo International Limited has received a number of awards from the
Government of India and other institutions for excellence in exports.
SOME OF THE KEY AWARDS INCLUDE:
State Award for Export Excellence (1999-00)
The Govt. of National Capital Territory of Delhi
State Award for Export Excellence (1998-99)
The Govt. of National Capital Territory of Delhi
Certificate of Export Recognition (1998-99)
Special Award for Automobile Tyres & Tubes Group by CAPEXIL
Certificate of Export Recognition (1997-98)
Top Award for Automobile Tyres & Tubes Sector by CAPEXIL
Highest Export Award (1996-97)
All India Rubber Industries Association
Certificate of Export Recognition (1996-97)
Highest Award for Non- mineral Sector by CAPEXIL
Certificate of Export Recognition (1995-96)
Highest Award for Non- mineral Sector by CAPEXIL
The key areas of operation include:
Chemicals
Defense Supplies
Textiles
Medical Supplies
Electrical Supplies
Capital Goods & Supplies
Educational Supplies
Agricultural Supplies Construction Material
TYRES DIVISION
BIAS TYRES
TRUCK - FROM 7.50” – 20” TO 12.00” – 24”LCV - FROM 6.00” – 14” TO 8.25” – 16”OTR - FROM 13.00” – 24” TO 17.50” – 25”FARM - ROM 12.40” – 28” TO 18.40” – 30”
Marketing of apollo & ornet brand of tyres & batteries in the international markets.
Marketing of python & kingstar brand of tyres from china in the international market.
Tyre and related products exports approx us$ 37 million
Dealer network spread over 50 countries in all continents
- Gordon & Ferguson (Nicole miller & Kenneth Cole), USA- Donna Karen, USA- David Conrad, UK- Nordstrom, USA- Nieman Marcus, USA- Debenhams, UK- Peek & Cloppenburg, Germany- Redskins, France- Mauritius Germany
Leading international trading company with interest in education, agriculture, electricity, construction, machinery, projects, defence, medical, textiles and general merchants
With over 1200 clients and associate manufacturers spread across the world.
Illustrative example of KRA’s are given below for different Job Functions.
RULES FOR APPRAISAL
1. All members existing & new joinees will be appraised according to the
periodic schedule specified.
2. A member who has not completed six months of service as on March 31 st
, in a particular financial year, will not be eligible for increments.
THE ADMINISTRATIVE PROCESS AND ACCOUNTABILITY
1 Whenever a subordinates job has been
enriched significantly, and he / she is
ready to take additional responsibility,
the superior has to initiate a request
for Promotion / Upgradation to HRD
HOD As and
when
required
2 The JE committee would then evaluate
the job and confirm as per the agreed
scheme, whether the new job qualifies
for upgradation
JE Committee Annuall
y
3 In case the JE committee confirms the
need, the Promotion or upgradation
will be confirmed after reviewing the
past years performance and the recent
Appraisal reports.
The deciding authority will be as
follows:
Annuall
y
For members in Level 5 to 7
For members in Level 2 to 4
For members in Level 1
All HODs &
HRD
President &
SMC Board
1.ROLE AND RESPONSIBILITY
5. My job makes good use of my skills and abilities
4. My job impacts the over all objective of our organization
3. I find my work challenging
2. I am clear about my reporting
1.My role and responsibilities are clearly agreed upon
INTERPRETATION:
Chart 1.a) shows the total number of responses given by 30 employees. This chart above
depicts that in the first parameter of my role and responsibilities, which consists of a total
of 150 responses-
45 responses were for strongly agree on the parameter
56 responses were for agree on the parameter
36 responses were for disagree on the parameter
13 responses were for strongly disagree on the parameter
Whereas, in chart b.)
30% of the sample strongly agrees that their roles and responsibilities are clear and
agreed upon
37.33% of the sample agrees that their roles and responsibilities are clear and agreed
upon
24% of the sample disagrees that their roles and responsibilities are not clear and agreed
upon
and, 8.67% % of the sample strongly disagrees that their roles and responsibilities are not
clear and agreed upon
2. OBJECTIVES AND GOALS
9. My goals are time bound
8. My objectives and goals are clear and agreed upon
7. Organization has fixed realistic goals for me
6. Organization has fixed realistic goals for itself
INTERPRETATION:
Chart 1.a) shows the total number of responses given by 30 employees. This chart above
depicts that in the first parameter of my company’s objective and goals, which consists of
a total of 120 responses-
48 responses were for strongly agree on the parameter
36 responses were for agree on the parameter
23 responses were for disagree on the parameter
13 responses were for strongly disagree on the parameter
Whereas, in chart b.)
40 % of the sample strongly agrees that the company’s objective and goals are clear
30% of the sample agrees that the company’s objective and goals are clear
19.17 % of the sample disagrees that the company’s objective and goals are clear
and, 10. 83 % of the sample strongly disagrees that the company’s objective and goals are
clear
3.
16. Immediate manger is unbiased to individuals15. Immediate manger provides me with routine feedback and guidance14. Immediate manager helps me in personal development13. Immediate manger is open for suggestions and ideas12. Organizational leadership encourages empowerment to its employees11. Organization follows transparent style of leadership10. Organizational leadership has clear vision of the future
a.)
b.)
INTERPRETATION:
Chart 1.a) shows the total number of responses given by 30 employees. This chart above
depicts that in the first parameter of my leadership, which consists of a total of 210
responses-
39 responses were for strongly agree on the parameter
46 responses were for agree on the parameter
77 responses were for disagree on the parameter
48 responses were for strongly disagree on the parameter
Whereas, in chart b.)
18.57% of the sample strongly agrees that the company has good leadership qualities
21.90% of the sample agrees that the company has good leadership qualities
36.67 % of the sample disagrees that the company has good leadership qualities
and, 22.86% of the sample strongly disagrees that the company has good leadership qualities
4. ORGANIZATIONAL POLCIES
19. Standing orders and code of conduct are strictly adhered/followed
18. There is absolute transparency in the organizational policies
17. Organization has laid a clear framework for its policies a.)
b.)
INTERPRETATION:
Chart 1.a) shows the total number of responses given by 30 employees. This chart above depicts that in the first parameter of company’s organizational policies, which consists of a total of 90 responses-
24 responses were for strongly agree on the parameter
46 responses were for agree on the parameter
16 responses were for disagree on the parameter
4 responses were for strongly disagree on the parameter
Whereas, in chart b.)
26.67% of the sample strongly agrees that the company has clearly laid polices
51.11% of the sample agrees that the company has clearly laid polices
17.78% of the sample disagrees that the company has clearly laid polices
and, 4.44% of the sample strongly disagrees that the company has clearly laid polices
5. WORK ENVIRONMENT
26. Team members get all the information they need from other departments25. The entire team work s for collective goal24. There is unity, trust and cooperation between members23. I have the tools and resources to do my job well22. My organization believes and follows equal treatment for all its employees21. At work my ideas and suggestions are given due importance20. My job gives me considerable independence and freedom to do my work
a.)
INTERPRETATION:
Chart 1.a) shows the total number of responses given by 30 employees. This chart above depicts that in the first parameter of work environment , which consists of a total of 210 responses-
90 responses were for strongly agree on the parameter
54 responses were for agree on the parameter
37 responses were for disagree on the parameter
29 responses were for strongly disagree on the parameter
Whereas, in chart b.)
42.86% of the sample strongly agrees that the company provides me with good working environment
25.71% of the sample agrees that the company provides me with good working environment
17.62% of the sample disagrees that the company provides me with good working environment
and, 13.81% of the sample strongly disagrees that the company provides me with good working environment
6. PERFORMANCE MANAGEMENT
31. Performances are accurately accessed30. My management suggests me with adequate corrective action29. I am provided adequate and timely feedback on my performance28. There is absolute transparency in performance management system27. My performance is monitored and reviewed on timely basis
a.)
INTERPRETATION:
Chart 1.a) shows the total number of responses given by 30 employees. This chart above depicts that in the first parameter of my performance management, which consists of a total of 150 responses-
15 responses were for strongly agree on the parameter
88 responses were for agree on the parameter
29 responses were for disagree on the parameter
18 responses were for strongly disagree on the parameter
Whereas, in chart b.)
10% of the sample strongly agrees that the company provides me with timely performance management
58.67% of the sample agrees that the company provides me with timely performance management
19.33% of the sample disagrees that the company provides me with timely performance management
and, 12% of the sample strongly disagrees that the company provides me with timely performance management
7. CAREER GROWTH AND OPPORTUNITIES
35. Organization provides ample opportunities for career development34. The promotion plan is transparent and clear33. Organization gives me support for my career growth32. I have clear path for career advancement
a.)
INTERPRETATION:
Chart 1.a) shows the total number of responses given by 30 employees. This chart above depicts that in the first parameter of my career growth and opportunities, which consists of a total of 120 responses-
19 responses were for strongly agree on the parameter
31 responses were for agree on the parameter
51 responses were for disagree on the parameter
19 responses were for strongly disagree on the parameter
Whereas, in chart b.)
15.83% of the sample strongly agrees that the company provides me with adequate career growth opportunities
25.83% of the sample agrees that the company provides me with adequate career growth opportunities
42.50% of the sample disagrees that the company provides me with adequate career growth opportunities
and, 15.83% of the sample strongly disagrees that the company provides me with adequate career growth opportunities
8. WORK-LIFE BALANCE
37. I can devote equal time to work and life36. My job is not strenuous
a.)
INTERPRETATION:
Chart 1.a) shows the total number of responses given by 30 employees. This chart above depicts that in the first parameter of my work-life balance, which consists of a total of 60 responses-
25 responses were for strongly agree on the parameter
11 responses were for agree on the parameter
18 responses were for disagree on the parameter
6 responses were for strongly disagree on the parameter
Whereas, in chart b.)
41.67% of the sample strongly agrees that I can maintain work-life balance in my job
18.33% of the sample agrees that I can maintain work-life balance in my job
30% of the sample disagrees I can maintain work-life balance in my job
and, 10% of the sample strongly disagrees that I can maintain work-life balance in my job
9. REWARDS AND RECOGNITION
41. I am happy with the reward given for my effort40. Efforts are rewarded and recognized on a timely basis39. My management rewards and recognizes the effort that I have put in
38. My management provides variety of rewards to reinforce exceptional performances
a.)
INTERPRETATION:
Chart 1.a) shows the total number of responses given by 30 employees. This chart above depicts that in the first parameter of my rewards and recognition, which consists of a total of 120 responses-
15 responses were for strongly agree on the parameter
21 responses were for agree on the parameter
69 responses were for disagree on the parameter
15 responses were for strongly disagree on the parameter
Whereas, in chart b.)
12.5% of the sample strongly agrees that the company provides adequate and timely rewards and recognition
17.5% of the sample agrees that the company provides adequate and timely rewards and recognition
57.5% of the sample disagrees that the company provides adequate and timely rewards and recognition
and, 12.5% of the sample strongly disagrees that the company provides adequate and timely rewards and recognition
10. PAY AND BENEFITS
45. Organization provides adequate fringe benefits44. I am provided with adequate vacations and earned leaves43. Organization provides adequate health/compensation benefits42. I am satisfied with the remuneration given to me for the work I do
a.)
INTERPRETATION:
Chart 1.a) shows the total number of responses given by 30 employees. This chart above depicts that in the first parameter of my pay and benefits, which consists of a total of 120 responses-
20 responses were for strongly agree on the parameter
18 responses were for agree on the parameter
27 responses were for disagree on the parameter
55 responses were for strongly disagree on the parameter
Whereas, in chart b.)
29.85% of the sample strongly agrees that the company provides adequate and
timely pay and benefits
26.87% of the sample agrees that the company provides adequate and timely pay
and benefits
40.30% of the sample disagrees that the company provides adequate and timely pay
and benefits
and, 82.09% of the sample strongly disagrees that the company provides adequate
and timely pay and benefits
TOTAL ORGANIZATION
PARAMETERS TOTAL RESPONSE
SAMPLE SIZE
AVERAGE SCORE
ROLE AND RESPONSIBILITY 433 150 2.89
OBJECTIVES AND GOALS 359 120 2.99
LEADERSHIP 496 210 2.36
ORGANIZATIONAL POLCIES 270 90 3.00
WORK ENVIRONMENT 625 210 2.98
PERFORMANCE MANAGEMENT 400 150 2.67
CAREER GROWTH AND OPPORTUNITIES 290 120 2.42
WORK-LIFE BALANCE 175 60 2.92
REWARDS AND RECOGNITION 276 120 2.30
PAY AND BENEFITS 243 120 2.03
FINDINGS:
The company has weak organizational climate
The organization has clearly defined responsibilities to all its
employees
There is a negative effect found of the organizational policies. This
might appear to be contradictory to the general management
practice. But this might be interpreted as indicating as various new
initiatives are being taken and new policies made, this is taking its
toll on the affected people or work areas. This may also mean that
the staff is not fully identifying with these changes.
The employees are very much satisfied with the work environment
provided to the employees.
The organization was capable of providing work-life balance to its
employees.
RECOMMENDATIONS :
Management can improve the satisfaction of workers by ensuring
impartiality and fairness in the disciplinary action proceedings
It should also share information in more open way with staff and
reach out to the staff members by making the communication
channels more effective.
Encouragement by superior and superiors owning up the
development of subordinates.
The management should focus on imparting training to develop
leadership skills among the employees.
The management should benchmark the pay and benefits with the
competitive industries.
If AIL wants to make an immediate impact on the staff
satisfaction, it has to ensure:
Retaining talented people
Any festival should witness involvement of maximum
employees across strata.
Communication by the management needs to reach out to the staff at