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CHAPTER I

INTRODUCTION

EMPLOYEE PERCEPTION:

Perception is the cognitive process. In terms of S-O-B-C model, discussed in

chapter 4, perception is the cognitive process which involves the (organism) selecting,

organizing and interpreting the S (stimulus). Thus, perception is the process of selecting,

organizing, and interpreting or attaching meaning to the events happening in the environment.

Robbins has defined perception as follows.

PERCEPTION:

Perception may be defined as a process by which individuals organizes and

interpret their sensory impression in order to give meaning to their environment. Based on the

definition of perception, we may identify its following features.

1. Perception is the intellectual process through which a person selects the data from the

environment, organizes it, and obtains meaning from it. The physical process of obtaining

data from environment, known as sensation, is distinct from it.

2. Perception is the basic cognitive or psychological process. The manner in which a person

perceives the environment affects his behavior. Thus, peoples actions, emotions, though

us, or feelings are triggered by the perception of their surroundings.

PERCEPTUAL INPUTS:

Strictly speaking, a perceptual input in the form of stimuli is not the part of actual

perception processes though these are necessary for the occurrence of perception. Stimuli may be

in the form of objects, events, or people. Thus, everything in the setting where events occur, or

which contribute to the occurrence of events, can be termed as perceptual inputs. Further, the

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characteristics of stimuli are important as these affect the extent to which the perceiver is

attracted to these which affects the selection of stimuli for perception along with other variables

affecting selection of stimuli like perceivers characteristics and situational variables. When the

perceiver interacts with a stimulus, sensation takes place which, we have seen earlier, starts

perception process.

PERCEPTUAL SELECTIVITY:

While discussing the perception process, we have mentioned that perception is a selective

process and as the people can sense only limited amount of information in the environment, they

are characteristically selective. By selection, certain aspects of stimuli are screened out and

others are admitted. Those which are admitted remain in the awareness of the people and thosewhich are screened out fall below the threshold. For example, when people read a newspaper,

they do not read the entire newspaper but only those which interest them. Similar things happen

in other cases too. This is known as perceptual selectivity.

INTERPERSONAL PERCEPTION:

The above discussion of perceptual selectivity and perceptual organization holds

true for any stimulus situation, person or others. This section puts emphasis on interpersonal

perception in which the perceiver perceives another persons and the latter becomes a stimulus for

perception. In person perception, there are many more factors which affect the correctness or

incorrectness of perception. Individuals in the organization constantly perceive one another.

Manager perceives workers; workers perceive managers; superior perceive subordinate,

subordinates perceive superiors; line people perceive staff peoples, staff people perceive line

people: and so on. In the context of person perception, Zalkind and Costello have concluded that

the characteristics of perceiver are important. Relevant characteristics of the perceiver are as

follows.

Knowing oneself makes it easier to se others correctly.

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Ones own cartelistic affect the characteristics one is likely to seen others.

People who accept themselves are more likely to be able to see favorable aspects of

other people.

Accuracy in perceiving others is not a single skill.

Similarly, there are certain characteristics of the perceived which influence the person

perception. These are as follows:

The status of the person perceived will greatly influence others perception.

The persons being perceived are usually placed into categories to simplify the viewers

perceptual activities. Two common categories are status and role.

The visible traits of the person perceived will greatly influence other perception of the

person.

These characteristics of the perceiver and perceived suggest extreme complexity

in person perception. There are chances that the perception may be distorted and the

perceiver may not perceive the person correctly. Distortion in person perception may occur

because of the following factors:

Factors in perceiver

Factors in perceived.

Situational factors.

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REVIEW OF LITERATURE

Perception is an influential phenomenon as people usually act upon their perceptions.

Perception eventually transforms into reality. The absence of a distinctly defined role of

employees and an amorphous perception of their roles and responsibilities in the organization

may have a downturn effect on the employees' morale and self-esteem. Role Perception of the

employees acts as one of the most critical components in the workplaces today. It also plays a

key role in an individual's performance. A misty perception of the role may also lead to

underperformance by and underutilization of the potential of the individual. Consequently, the

organization may lose not only some vital man-hours but also some of the most competent

employees, in the long run. It is, therefore, in the organization's interest to provide a clearly-

defined role to every employee as a step towards combating the ever-increasing competition in

the global milieu.

Early passive case finding and treatment compliance are the cornerstones of tuberculosis

(TB) control programs. As human behavior plays a critical role in both strategies, a better

understanding of it is important for the planning and implementation of a successful TB

programme, especially for the health education component. Our qualitative study in Uasin Gishu,

Kenya, aimed at a better understanding of the community's beliefs and perceptions of TB,

recognition of early symptoms and health-seeking behavior. Five focus groups with a total of 49

people were held: one with hospitalized TB patients, two with rural and two with urban

participants.

Tuberculosis is well known in the communities and many vernacular names for the

disease exist. TB is perceived as a contagious, sensitive disease difficult to diagnose and treat.Community members believe that TB should be diagnosed and treated in a hospital or by a

medical doctor and not at the periphery level. TB treatment is perceived as long, agonizing and

cumbersome. Traditional treatment is considered a valid alternative to modern treatment, believed

to be as effective and much shorter. Initial symptoms such as cough and fever are often

overlooked and/or confused with malaria or a common cold. Symptoms associated with the

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disease refer to the later stage of TB. TB is attributed to causes such as smoking, alcohol, hard

work, exposure to cold and sharing with TB patients. Many participants believe TB is hereditary.

Prolonged self-treatment and consultation with the traditional health sector as well as the social

stigma attached to the disease increase patients delay. Only after symptoms persist for some time

and/or the suspects health deteriorates, are modern health services consulted. These social

conditions necessitate culturally sensitive health education, taking into account local perceptions

of TB.

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OBJECTIVE OF THE STUDY

To analyze the employees perception about the organizational policies and support they

derive from superiors.

To study the employees perception about their job and work environment in Nova IT

Solution Pvt. Ltd.

SCOPE OF THE STUDY:

The study on employees perception is useful to the management for future planning and

decision making both for short term and long term.

LIMITATION OF THE STUDY:

It was difficult to meet all respondents in the unit due to the field work

constraints.

Some of the respondents are reluctant to fill up questionnaire.

Some of the respondents might have answered in a confuse manner.

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CHAPTER II

RESEARCH METHODOLOGY

RESEARCH DESIGN:

The research design of the study is descriptive study. As the report aims at highlighting

the state of affairs of existing problem, it is said to be descriptive study.

SOURCES OF DATA:

Employees of Nova IT Solut ion (P) Ltd. were topped to col lect the

information required for the study, which is used as primary data. The primary

data r equired for th is s tudy was col lected f rom the selec ted samples. The

ques tionnai res were g iven to ge t back the ir f eedback. Company profi le ,

circulars, statements and leaflets issued by the company were used as the source

of the secondary data.

METHOD OF DATA COLLECTION:

The data used in thi s s tudy i s primary da ta . The pr imary da ta was

collected by the use of questionnaire.

SAMPLING METHOD:

The sampl ing method closely sui table to the t i t le of the research was

adopted for the purpose of sampling. The study has used convenience sampling.

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SAMPLE SIZE:

The sample size chosen for this study purpose is 100.

QUESTIONNAIRE:

I t consis ts of number of quer ies pr inted in an ordinate manner wi th a

certain set of forms (i.e.) based on dichotomous (Yes or No answer).

STATISTICAL TOOLS USED:

Simple Percentage method.

Chi Square Test.

DIAGRAMS USED:

Bar Chart.

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CHAPTER III

COMPANY PROFILE

Company policies

Recruitment ----- based only merit.

Placement ----- matches with the proficiency of the

Candidates. To Start with all are taken as

Trainees and confirmed on Successful

Completion of training.

Orientation ----- a general orientation session on the company

is administered by the HRD department.

Compensation ----- at par with the industry best. commensurate

With the Skill, knowledge, qualification &

Experience of the Candidates.

Dress code: ----- neatly dressed I formal clothes on all working

Days. Confirmed employees are to come in

Uniforms on All weeks days except saturated.

Appraisal ----- confirmation appraisal at the end of 3rd month of

Training (discussed detail in the confirmation

Appraisal) performance appraisal is done at 3

Months interval which is a base for the

Employees Existence in nova.

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Training period & confirmation

All are taken in as trainees irrespective of cadres Training period min.of 3 and max of 6 months

Confirmation a confirmation appraisal is done by the reporting authority /immediate

superior.

Upon satisfactory results, trainee is absorbed as a confirmed employee.

Upon unsatisfactory results, training may be extended/ the trainee may be terminated.

Expectation from employees

Discipline

Performance

Development

integrity

involvement

commitment

longevity cooperation

Employee Benefits

uniform one set per year

shoes and socks for service people

group insurance

PF & ESI (confirmed employee)

gratuity

staff welfare fund

loan facility welfare fund

training /educational opportunities

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bonus one month salary- DAIWALI

childrens educational bonus in June

just married meet

daughter @your work place

special days n special people

marriage gifts

Performance Appraisal

Confirmation appraisal: an appraisal done on completion of the training period. This will

be carried out by the reporting officer and will be reviewed by the HRD department people.

Done on completion of the first three months for every trainee in Nova. Main aim is to make decision on whether to confirm a trainee to be a confirmed employee.

Non-productive/ uninterested candidates will be assessed, short-listed and will be

terminated.

Importance of the Study:

The information collected during the training needs identification

will be beneficial to the organization, by:

Aiding in the selection of training that improves work performance and development;

Allowing the organization to direct resources to areas of greatest need;

CHAPTER IV

ANALYSIS ANDINTERPRETATION:

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TABLE-1.

TABLE SHOWING THE AGE OF THE RESPONDENTS

CHART SHOWING THE AGE OF THE RESPONDENTS

CHART.NO.1

0

10

20

30

40

50

60

7080

BELOW 20 21-30 30-40 ABOVE 50

AGE

%O

FRESPOND

INTERPRETATION:

It is observed that 75% of the respondents comes under the age category of 21-30

, 20% of the respondents can below the age category of 20 , 5%of the respondents comes

12

S.NO AGENO.OF

RESPONDENTS% OF

RESPONDENTS

1 BELOW 20 20 202 21-30 75 75

3 30-40 5 5

4 ABOVE 50 0 0TOTAL 100 100

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under the age category of 30-40 and 0% of the respondents are above the age category of

50.

TABLE: 2

TABLE SHOWING THE GENDER OF THE RESPONDENTS

S.NO GENDER NO.OFRESPONDENT

S% OF

RESPONDENTS

1 MALE 55 55

2 FEMALE 45 45

TOTAL 100 100

CHART SHOWING THE GENDER OF THE RESPONDENTS

CHART.NO.2

0

10

20

30

40

50

60

MALE FEMALE

GENDER

%O

FRESPONDEN

INTERPRETATION:

It is observed that 55% of the respondents are to male and 45% of the respondents

are female.

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TABLE: 3TABLE SHOWING THE EXPERIENCE OF THE RESPONDENTS

S.NO EXPERIENCE NO.OFRESPONDENTS % OFRESPONDENTS

1 BELOW 5Yrs 95 95

2 5-10Yrs 0 0

3 ABOVE10Yrs 5 5TOTAL 100 100

CHART SHOWING THE EXPERIENCE OF THE

RESPONDENTS

CHART.NO.3

0

20

40

60

80

100

BELOW 5Yrs 5-10Yrs ABOVE10Yrs

EXPERIENCE

%O

FRESPONDE

INTERPRETATION:

It is observed that 95% of the respondents have experience below 5 years, 0% of the

respondents have no experience below 5-10years, and 5% of the respondents have experienceabove 10years

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TABLE: 4

TABLE SHOWING THE QUALIFICATION OF THE RESPONDENTS

S.NO QUALIFICATION NO.OFRESPONDENTS % OFRESPONDENTS

1 UG/PG 80 80

2 TECHNICAL 20 20

3 OTHERS 0 0

` TOTAL 100 100

CHART SHOWING THE QUALIFICATION OF THE RESPONDENTS

CHART.NO.4

0

10

20

30

40

50

60

70

80

90

UG/PG TECHNICAL OTHERS

QUALIFICATION

%O

FRESPONDEN

INTERPRETATION:

It is observed that 80% of the respondents belong to UG/PG qualification, 20% of the

respondents belongs to TECHNICAL qualification

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TABLE: 5

TABLE SHOWING THE INCOME LEVEL OF THE RESPONDENTS

S.NO INCOME NO.OFRESPONDENTS

% OFRESPONDENTS

1 BELOW5000 95 95

2 5000-10000 5 5

3 10000-15000 0 0

4 ABOVE15000

0 0

TOTAL 100 100

CHART SHOWING THE INCOME LEVEL OF THE RESPONDENTS

chart.no.5

0

20

40

60

80

100

120

BELOW5000 5000-10000 10000-15000 ABOVE15000

INCOME

%o

fres

pondents

INTERPRETATION:

It is clear that 95% of the respondents are below the income level of Rs5000, 5% of the

respondents are between the levels of Rs5000-10000

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TABLE: 6

TABLE SHOWING THE VISION, MISSION, VALUES INSPIRE AND INFLUENCEOF THE RESPONDENTS

CHART SHOWING THE VISION, MISSION, VALUES INSPIRE AND INFLUENCE

OF THE RESPONDENT

CHART. NO.6

0

10

20

30

40

5060

70

80

SA A NAND D SD

PATICULAR

%O

FRESPONDEN

INTERPRETATION:

It is clear from the table that 75% of the respondents agree that vision, mission and

values inspire and influences their behavior, 20% of the respondents strongly agree that vision,

mission and values inspire and influences their behavior, 5%of the respondents neither agree not

disagree that vision, mission and values inspire and influences their behavior.

17

S.NO PARTICULAR NO.OFRESPONDENTS % OFRESPONDENTS

1 SA 20 202 A 75 75

3 NAND 5 5

4 D 0 0

5 SD 0 0TOTAL 100 100

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TABLE: 7

TABLE SHOWING THE ORGANISATIONS POLICIES ARE SUPPORTIVE TODELIVER THEIR BESTOF THE RESPONDENTS

S.NO PARTICULAR NO.OFRESPONDENTS % OF RESPONDENTS

1 yes 85 85

2 No 15 15

TOTAL 100 100

CHART SHOWING THE ORGANISATIONS POLICIES ARE SUPPORTIVE TO

DELIVER THEIR BEST OF THE RESPONDENTS

INTERPRETATION:

It is observed from the table that 80% of the respondents Agree that the organizations

policies are supportive to deliver their best ,15% of the respondents Neither agree not disagreethat the organizations policies are supportive to deliver their best, 5%of the respondents

Strongly agree that the organizations policies are supportive to deliver their best

TABLE: 8

TABLE SHOWING THAT THIER SUPERIOR GUIDES AND PREPARES FOR THEIR

FUTURE RESPONSIBILITIES AND ROLES

S.NO PARTICULAR

NO.OFRESPONDENTS

% OFRESPONDENTS

1 SA 35 35

2 A 55 55

3 NAND 5 54 D 5 5

5 SD 0 0

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TOTAL 100 100

CHART SHOWING THAT THIER SUPERIOR GUIDES AND PREPARES FOR

THEIR FUTURE RESPONSIBILITIES and Roles

CHART. NO.8

0

10

20

30

40

50

60

SA A NAND D SD

PATICULAR

%O

FRESPONDEN

INTERPRETATION:

It is observed that 55% of the respondents Agree that their superior guides and

prepares for their future responsibilities and roles, 35% of the respondents Strongly agree

that their superior guides and prepares for their future responsibilities and roles, 5%of the

respondents belongs to Neither agree not disagree and 5% of the respondents Disagree that

their superior guides and prepares for their future responsibilities and role

TABLE: 9

TABLE SHOWING THAT THEIR IS FLEXIBILITY AND INDEPENDENCE IN THEIRJOB


1 yes 75 75

2 No 25 25

TOTAL 100 100

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CHART SHOWING THAT THEIR IS FLEXIBILITY AND INDEPENDENCE IN

THEIR JOB

INTERPRETATION:

It is observed that 50% of the respondents Agree that there is flexibility and

independence in their job, 25% of the respondents Strongly agree that there is flexibility and

independence in their job, 20%of the respondents Neither agree not disagree that there is

flexibility and independence in their job, 5% of the respondents Disagree that there is flexibility

and independence in their job

TABLE: 10

TABLE SHOWING THAT THEY ARE GIVEN ENOUGH AUTHORITYAND FREEDOM TO MAKE DECISIONS

S.NO PARTICULA

R

NO.OFRESPONDEN

TS

% OF

RESPONDENTS1 SA 15 152 A 50 50

3 NAND 10 10

4 D 20 205 SD 5 5

TOTAL 100 100

CHART SHOWING THAT THEY ARE GIVEN ENOUGH AUTHORITY

AND FREEDOM TO MAKE DECISIONS

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CHART. NO.10

0

10

20

30

40

50

60

SA A NAND D SD

PATICULAR

%O

FRESP

ONDENT

INTERPRETATION:

It is observed that 50% of the respondents Agree that they are given enough authority

and freedom to make decisions , 20% of the respondents Disagree given enough authority and

freedom to make majority of decisions, 15%of the respondents Strongly agree given enough

authority and freedom to make majority of decisions, 10% of the respondents neither agree not

Disagree given enough authority and freedom to make majority of decisions, 5% of the

respondents strongly Disagree given enough authority and freedom to make majority of decisions.

TABLE: 11

TABLE SHOWING THAT THERE IS RESPECT AND VALUE FOR

EVERY EMPLOYEE

S.NO PARTICULAR

NO.OFRESPONDENTS

% OFRESPONDENTS

1 SA 30 302 A 45 45

3 NAND 25 25

4 D 0 05 SD 0 0

TOTAL 100 100

CHART SHOWING THAT THERE IS RESPECT AND VALUE FOR

EVERY EMPLOYEE

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CHART. NO.11

0

10

20

30

40

50

SA A NAND D SD

PATICULAR

%O

FRESP

ONDENT

INTERPRETATION:

It is observed that 45% of the respondents Disagree that there is respect and value for

every employee, 30% of the respondents strongly agree is respect and value for every employee,

25%of the respondents neither agree not Disagree is respect and value for every employee

TABLE: 12

TABLE SHOWING THAT THERE ARE OPPORTUNITIES TO LEARN

S.NO PARTICULAR

NO.OFRESPONDENTS

% OFRESPONDENTS

1 SA 35 35

2 A 45 453 NAND 15 15

4 D 5 5

5 SD 0 0TOTAL 100 100

CHART SHOWING THAT THERE ARE OPPORTUNITIES TO LEARN

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CHART. NO.1

0

10

20

30

40

50

SA A NAND D SD

PATICULA

%O

FRESPON

DENTS

INTERPRETATION:

It is observed that 45% of the respondents Agree that there are opportunities to

learn, 35% of the respondents strongly agree opportunities to learn, 15%of the respondents

neither agree not Disagree opportunities to learn, 5% of the respondents Disagree

opportunities to learn.

TABLE: 13

TABLE SHOWING THAT JOB RELEVANT TRAINING IS PROVIDED

TO PERFORM THEIR TASKS EFFECTIVELY


1 SA 25 25

2 A 15 15

3 NAND 55 554 D 5 5

5 SD 0 0

TOTAL 100 100

.CHART SHOWING THAT JOB RELEVANT TRAINING IS

PROVIDED TO PERFORM THEIR TASKS EFFECTIVELY

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CHART. NO.13

0

10

20

30

40

50

60

SA A NAND D SD

PATICULAR

%O

FRESPON

DENTS

INTERPRETATION:

It is observed that 55% of the respondents Agree that job relevant training is provided

to perform their tasks effectively , 25% of the respondents Strongly agree that job relevant

training is provided to perform their tasks effectively, 15%of the respondents neither agree not

Disagree that job relevant training is provided to perform their tasks effectively , 5% of the

respondents Disagree that job relevant training is provided to perform their tasks effectively

TABLE: 14

TABLE SHOWING THAT THEY FIND OPPORTUNITIES FOR THEIR

CAREER GROWTH

S.NO PARTICULAR NO.OFRESPONDENTS % OF

RESPONDENTS1 SA 25 25

2 A 45 453 NAND 30 30

4 D 0 0

5 SD 0 0TOTAL 100 100

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CHART SHOWING THAT THEY FIND OPPORTUNITIES FOR THEIR

CAREER GROWTH

CHART. NO.14

0

10

20

30

40

50

SA A NAND D SD

PATICULAR

%O

FRESPONDENT

INTERPRETATION:

It is observed that 45% of the respondents Agrees that they were find their

opportunities for their career growth, 30% of the respondents neither agree not Disagree

that they find opportunities for their career growth, 25%of the respondents strongly agree

that they find opportunities for their career growth

TABLE:15

TABLE SHOWING THAT THEY ARE SATISFIED WITH THIERCOMPENSATION AND BENEFITS


1 SA 20 20

2 A 60 60

3 NAND 15 15

4 D 5 55 SD 0 0

TOTAL 100 100

CHART SHOWING THAT THEY ARE SATISFIED WITH THIER

COMPENSATION AND BENEFITS

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CHART. NO.15

0

10

20

30

40

50

60

70

SA A NAND D SD

PATICULAR

%O

FRESPONDE

INTERPRETATION:

It is observed that 60% of the respondents Agree that they are satisfied with theircompensation and benefits, 20% of the respondents strongly agree satisfied with their

compensation and benefits, 15%of the respondents neither agree not Disagree satisfied

with their compensation and benefits, 5% of the respondents Disagree satisfied with their

compensation and benefit

TABLE: 16

TABLE SHOWING THAT THEY AS TEAM AND SHARE THIER

STRENGTHS/WEAKNESS AND OTHER RESOURCES


1 SA 40 402 A 45 45

3 NAND 5 5

4 D 10 105 SD 0 0

TOTAL 100 100

CHART SHOWING THAT THEY AS TEAM AND SHARE THIERSTRENGTHS/WEAKNESS AND OTHER RESOURCES

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CHART. NO.16

0

10

20

30

40

50

SA A NAND D SD

PATICULAR

%O

FRESPONDENTS

INTERPRETATION:

It is observed that 45% of the respondents Agree that they as team and share

their strengths/weakness and other resources, 40% of the respondents Strongly agree that

they as team and share their strengths/weakness and other resources, 10%of the

respondents Disagree that they as team and share their strengths/weakness and other

resources, 5% of the respondents neither agree not Disagree that they as team and share

their strengths/weakness and other resources.

TABLE: 17

TABLE SHOWING THAT THEY GET SUPPORT AND RESOURCES

FROM

OTHER

DEPARTMENTS TO ACCOMPLISH THE TASKS

27


1 SA 15 15

2 A 80 803 NAND 0 0

4 D 5 5

5 SD 0 0TOTAL 100 100

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CHART SHOWING THAT THEY GET SUPPORT AND RESOURCES

FROM OTHER DEPARTMENTS TO ACCOMPLISH THE TASKS

CHART. NO.17

0

20

40

60

80

100

SA A NAND D SD

PATICULAR

%O

FRESPONDEN

INTERPRETATION:

It is clear that 80% of the respondents Agree that they get support and resources

from other departments to accomplish the tasks, 15% of the respondents strongly agreethat they get support and resources from other departments to accomplish the tasks, 5%of

the respondents Disagree that they get support and resources from other departments to

accomplish the task

TABLE: 18

TABLE SHOWING THAT IS SMOOTH TWO WAY INFORMATION

FLOW THROUGH OUT THE ORGANIZATION

S.NO PARTICULAR

NO.OFRESPONDENTS

% OFRESPONDENTS

1 SA 15 15

2 A 60 603 NAND 20 20

4 D 5 5

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5 SD 0 0

TOTAL 100 100

CHART SHOWING THAT IS SMOOTH TWO WAY INFORMATION

FLOW THROUGHOUT THE ORGANIZATION

CHART. NO.18

0

10

20

30

40

50

60

70

SA A NAND D SD

PATICULAR

%O

FRESPONDENT

INTERPRETATION:

It is observed that 60% of the respondents Agree that is smooth two way

information flow throughout the organization , 20% of the respondents neither agree not

Disagree that is smooth two way information flow throughout the organization ,15%of

the respondents Strongly agree that is smooth two way information flow throughout the

organization ,5% of the respondents Disagree that is smooth two way information flow

throughout the organization.

TABLE: 19

TABLE SHOWING THAT THEY ARE AWARE OF MAJOR EVENTS

TAKING PLACE IN THE ORGANIZATION

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1 SA 20 20

2 A 75 753 NAND 0 0

4 D 5 55 SD 0 0TOTAL 100 100

CHART SHOWING THAT THEY ARE AWARE OF MAJOR EVENTS

TAKING PLACE IN THE ORGANIZATION

CHART. NO.19

0

10

20

30

40

50

60

70

80

SA A NAND D SD

PATICULAR

%O

FRESPONDE

INTERPRETATION:

It is observed that 75% of the respondents Agree that they are aware of major events

taking place in the organization, 20% of the respondents strongly agree aware of the major

events that taking place in the organization, 5% of the respondents Disagree aware of the major

events that taking place in the organization

TABLE: 20

TABLE SHOWING THAT THEIR STRESS LEVEL IS HIGH AT WORK

THAN IN OTHER SITUATIONS

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CHART SHOWING THAT THEIR STRESS LEVEL IS HIGH AT WORK

THAN IN OTHER SITUATIONS

INTERPRETATION:

It is observed that 55% of the respondents Agree that their stress level is high at work

than in other situations, 20% of the respondents Strongly agree that their stress level is high at

work than in other situations, 15% of the respondents neither agree not Disagree that their stress

level is high at work than in other situations and 10% of the respondents Disagree that their

stress level is high at work than in other situations.

TABLE: 21

TABLE SHOWING THAT SAFETY THE ORGANIZATION ENSURESSAFETY OF ALL EMPLOYEES

S.NO PARTICULAR

NO.OFRESPONDENTS

% OFRESPONDENTS

1 SA 35 352 A 40 40

3 NAND 25 25

4 D 0 0

5 SD 0 0TOTAL 100 100

31


1 SA 20 20

2 A 55 553 NAND 15 15

4 D 10 105 SD 0 0TOTAL 100 100

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C

H

A

R

T

.

N

O

.

2

1

01

0

2

0

3

0

4

0

5

0

S

A

AN

A

N

D

DS

D

P

A

T

I

C

U

L

A

R

% OF RESPONDENTS

CHART SHOWING THAT SAFETY THE ORGANIZATION ENSURES SAFETY OF

ALL EMPLOYEE

INTERPRETATION:

It is observed that 40% of the respondents Agree that the organization ensures safety of all

employees, 35% of the respondents strongly agree that the organizationensures safety of all employees, 25%

of the respondents neither agree not Disagree that the organization ensures safety of all employees

TABLE: 22

TABLE SHOWING THAT THEY ARE COMFORTABLE WITH THE

PHYSICAL WORK ENVIRONMENT

S.NO PARTICULAR

NO.OFRESPONDENTS

% OFRESPONDENTS

1 SA 15 152 A 60 60

3 NAND 25 25

4 D 0 05 SD 0 0

TOTAL 100 100

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C

H

A

R

T

.

N

O.

2

2

01

0

2

0

3

0

4

0

5

0

6

0

7

0

S

A

AN

AN

D

DS

D

P

AT

I

C

U

L

A

R

% OF RESPONDENTS

CHART SHOWING THAT THEY ARE COMFORTABLE WITH THE

PHYSICAL WORK ENVIRONMENT

INTERPRETATION:

It is observed that 60% of the respondents Agree that they are comfortable with the

physical work environment, 25% of the respondents neither agree not Disagree that they are

comfortable with the physical work environment, 15% of the respondents strongly agree that

they are comfortable with the physical work environment.

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CHI-SQUARE ANALYSIS:

1. Chi square test to test whether there is any significant relationship between the

flexibility and independence in their job and the organizing policies are supportive to

deliver their best.

1. H0 - There is no significant relationship between the flexibility and independence intheir job and the organizing policies are supportive to deliver their best.

2. H1 There is significant relationship between the flexibility and independence in their job

and the organizing policies are supportive to deliver their best.

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Organization policies

yes no Total

Flexibilityandindependence

yes50 15 65

no 20 15 35Total 70 30 100

Observed value(O)

Expected value(E)

(O-E)2 (O-E)2 /E

50 45.5 20.25 0.445

20 19.5 0.25 0.012

15 19.5 0.25 0.012

15 10.5 20.25 1.928

Total 2.397

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2 =2.397

Do = (r-1) *(c-1)

= (2-1)*(2-1) = 1

Table value@5% for 1=3.841

H0 is accepted.

INTERPRETATION:

There is no significant relationship between the flexibility and independence in their joband the organizing policies are supportive to deliver their best.

CHPATER VSUMMARY OF FINDINGS

1. 75% of the respondents agree that organizations vision, mission and values inspire andinfluence their behavior at work.

2. 80% of the respondents agree that the organizational policies are supportive to delivertheir best.

3. 55% of the respondents agree that superior guides and prepares for their futureresponsibilities and roles.

4. 50% of the respondents agree that they have flexibility and independence in their job.

5. 50% of the respondents agree that authority and freedom to make decision

6. 45% of the respondents agree that respect and value for every employee.

7. 45% of the respondents agree that opportunity to learn.

8. 55% of the respondents agree that they get sufficient job relevant training.

9. 45% of the respondents agree that opportunities to grow in my career.

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CONCLUSION

Software field is a vast growing area in todays market. Serve competiton in

the market compiled the hospitals to strive for survival. The success of software is

determined by its employees satisfaction towards its services. The perception level of the

employees is average and so the level of commitment and satisfaction has to be increased. To

conclude, it is necessary that the management takes considerable action to fulfill theemployee needs in order to attain a higher degree of perception. Hence the researcher

recommends conscious efforts to rectify the defects in service and to make the service

providers patient oriented in order to attain better results.

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BIBLIOGRAPHY

WEB SITES:

www.wikipedia.com

www.icmrindia.org

www.answers.com

www.google.com

www.nova it solution .com

BOOKS:

Research methodology - by C.R. Kothari

Statistics for management - by Gupta

Organizational behavior - by L.M.Prasad

A Study on employees perception in NOVA IT SOLUTION (P) LTD.

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http://www.wikipedia.com/http://www.icmrindia.org/http://www.answers.com/http://www.nova/http://www.icmrindia.org/http://www.answers.com/http://www.nova/http://www.wikipedia.com/

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Instructions to follow

Assume the statements refer to your current work situation. Read each of the statements

in the questionnaire carefully without hurrying and answer them as accurately as possible. To

help you express your opinion, 5 possible choices are placed after each statement. Indicate your

opinion by circling the highly appropriate number.

1. SA If you strongly agree with the statement

2. A If you agree with the statement

3. NAND If you neither agree not disagree with the statement

4. D If you disagree with the statement

5. SD If you strongly disagree with the statement

Your 1st response is the most valuable response and hence do not ponder over a statement

for too long.

Honest and frank opinion would help in understanding the actual status.

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QUESTIONNAIRE

1. Name : _________________________________ (Optional)

2. Age : [ ] Below 20 [ ] 21-30 [ ] 30-40 [ ] Above 50

3. Gender : [ ] Male [ ] Female

4. Experience: [ ] Below 5 years [ ] 5 10 years [ ] above 10 years

5. Educational Qualification : [ ] Graduate/Post Graduate [ ] Technical [ ] Others

6. Income :

[ ] Below 5000 [ ] 5000-10000 [ ] 10000- 15000 [ ] Above 15000

7. The organizations vision, mission and values inspire and influence my behavior at

work.

SA A NAND D SD1 2 3 4 5

8. The organizations policies are supportive to deliver my best.

(a)Yes (b) No

9. My superior guides and prepares me for the future responsibilities and

Roles


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17. We work here as a team and share our strengths/weakness and other

Resources


18. There is enough of support and resources from other departments to accomplish the team

tasks effectively and efficiently


19. There is a smooth two-way information flow throughout the organization (vertical and

horizontal)


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20. Employees are aware of the major events that take place in the

Organization


21. My stress level is high at work than in other situations


22. The organization ensures safety of all employees


23. I am comfortable with the physical work environment


Arun Final

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