ABSTRACT
The study was carried out at NATURAL CAPSULES LIMITED. The study is related to the Employees personality. A survey was taken among the employees to know their various Personalities in NATURAL CAPSULES LIMITED at MOOLAKULAM. The required data to study the interest level of the employees has been collected as primary, secondary data using a questionnaire from a sample of 50 employees, which the sampling was on the basis of convenience and non-probabilistic sampling procedure. The collected data was edited, coded, classified and tabulated further statistically analyzed using various statistical tools like chi-square test, etc., From analyzed data both general findings and statistical findings were posted, thereby deriving suggestions and recommendations. The study reveals that the data collected from the study conducted, is observed the employees are very poor in personality. So the management will conduct any personality development program in future means the employees personality will improved of the limitations of the study, and in consultation with the company
CONTENTS
CHAPTER TITLES
I
INTRODUCTION 1.1 PROFILE OF ORGANIZATION 1.2 OBJECTIVE OF THE ORGANISATION 1.3 ORGANISATION CHART 1.4 FACILTIES OF THR ORGANISATION 1.5 ABOUT PRODUCTS 1.6 PRODUCTS 1.7 SERVICES OFFER BY ORGANISATION NEED FOR THE STUDY
II III IV V VI VII VIII
REVIEW OF LITERATURE OBJECTIVES RESEARCH METHODOLOGY DATA ANALYSIS AND INTERPRETATION FINDINGS OF THE STUDY, SUGGESTION AND RECOMMENDATIONS CONCLUSION LIMITATIONS OF THE STUDY, SCOPE FOR THE FUTHER STUDY
APPENDICES ANNEXURE-1 ANNEXURE-2
LIST OF TABLES
S.no 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17
TABLE NAME Qualification of the Respondent tables Experience of the Respondent tables Personality of the Respondents tables Job involvement of the Respondent tables Job satisfaction of the Respondent tables Job attitudes of the Respondent tables Job motivation of the Respondent tables Decision-making of the Respondent tables Job Factor gives satisfaction of the Respondent tables Ethical Rate of the Respondent tables Communication Style of the Respondent tables Personal Planning of the Respondent tables Job Responsibility of the Respondent tables Listening skills of the Respondent tables Mental efforts of the Respondent tables Job Flexibility of the Respondent tables Commitment of the Respondent tables
LIST OF CHARTS
S.no 1
CHART NAME Qualification of the Respondents charts charts
2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17
Experience of the Respondent charts charts Personality of the Respondent charts charts Job involvement of the Respondent charts Job satisfaction of the Respondent charts Job attitudes of the Respondent chart charts Job motivation of the Respondent charts Decision-making of the Respondent charts Job Factor gives satisfaction of the Respondent charts Ethical Rate of the Respondent charts Communication Style of the Respondent charts Personal Planning of the Respondent charts Job Responsibility of the Respondent charts Listening skills of the Respondent charts Mental efforts of the Respondent charts Job Flexibility of the Respondent charts Commitment of the Respondent charts
CHAPTER- I INTRODUCTION
1.1 PROFILE OF ORGANISATION
Natural Capsules Limited is a Public Limited Company established in the year 2003 at Pondicherry, Its head quarters were located in Bangalore established in the year 1993. Natural Capsules Limited is a well-equipped modern manufacturing plant to manufacture Hard Gelatin Capsule shells, Hard Cellulose Capsule shells and Pharmaceutical Dosage Forms in Capsule Dosage Form. The logical integration of NCL hard shell manufacturing to formulation was initiated in the year 1998. NCL is having an on going research and development activity to develop value added products. The company has successfully exported Gelatin Capsules to mainly South-East Asian countries. These capsules are also sold in domestic and also exported to several countries. The Company meets the statutory requirements as laid down by the authorities in respect to cGMP and cGLP practices. Since its inception, Natural Capsules has ensured to provide turnkey solutions to all its customers. NCL has evolved and strengthened its endeavors by constantly innovating through its excellent products. With a mission to enable “Technology Assisted Business Transformation”, NCL ensure to deliver the best products with a technological edge. The company is also engaged in formulating the pharmaceutical dosage forms in Capsule dosage form, both Pharma and Neutraceutical Products. The company is fully committed to upgrade its facilities on a continuous basis to meet the requirements of National and International Standards, cGMP and cGLP practices. The Pharmaceutical and Dietary supplement industries count on Natural Capsules to supply hard two-piece Gelatin and Cellulose capsules. With manufacturing sites at Bangalore and Pondicherry, we are serving customers on quick service no matter where they are located. For the past 12 years, with the greatest respect to the Customers, Natural Capsules has dedicated itself to the production of the highest quality capsules.
1.2 OBJECTIVES OF THAT ORGANISATION The main objective of the company is to manufacture and market Hard Gelatin Capsule shells and Hard Cellulose Capsule Shells VISION STATEMENT Natural Capsules is committed to: * Be the Global Leader for supply of Cellulose Capsules * Providing superior Quality two-piece hard Gelatin Capsules * Be the Best Service provider to the Customers all around * Invest in Research and Development of new capsule technologies and application MISSION STATEMENT * Internationally benchmarked Quality and Regulatory Systems
* Customer relationship through outstanding products and services * State of the art manufacturing facilities * To understand our customer needs and adding value to our customers & products, so that we grow together . “We truly believe in Relating Technology to Nature…..” FOCUS – WORLD CLASS MANUFACTURING WHO-GMP Certifications; Automated statistically-controlled operations; ISO 9001 compliance; Disciplined Quality Assurance monitoring; Clean room policies and procedures; Trained and Competent professionals and technicians, trained sales and customer service – NATURAL CAPSULES has put in place systems and programs that ensures Customers needs. Our capsule products are known throughout the Industry for their ability of mahinability. GOAL – MEETING CUSTOMER NEEDS Natural Capsules provides Total Customer Satisfaction – by describing what and how we do best. It is not only the sales and technical staff focus on addressing and resolving customer needs, but also our manufacturing personnel and formulation personnel often interact directly with customers on product and process improvement programs. At Natural Capsules, we have an added advantage of having formulation unit which will continuously provide feedback on improving quality and mahinability of hard two-piece capsules.We also use formal customer satisfaction measurement programs that provide routine opportunities for our customers to tell us what they like or, more importantly, what they don’t like about dealing with NATURAL CAPSULES.
1.3 ORGANIZATIONAL CHART
NATURAL CAPSULES LTD. UNIT II – PUDUCHERRY.
MANAGING DIRECTOR
GENERAL MANAGER
SR. MANAGER ADMIN.
PER. & ADMIN. EXICE / SALES TAX PURCHASE STATUTORY COMPLIANCE
SR. MANAGER QA
PRODUCTION MANAGER
UTILITY MANAGER
IPQC INSPECTOR
PLANT OPERATORS
WORKSHOP OPERATORS
GEL. ROOM CHEMISTS ANALYTICAL CHEMISTS
TECHNICIANS
ASST. MANAGER AIR CONDITIONING DEPT. ASST. MANAGER PRINTING
ELECTRICIANS
E.T.P
STORING DEPT. INCHARGE
1.4 FACILITIES * Manufacturing capacity of more than 3 billion capsules per annum * Isolated and dedicated Automatic Manufacturing Lines for manufacturing Hard Gelatin and Hard Cellulose capsule shells of sizes 00, 0el, 0, 1, 2, 3 & 4 * Capability of Circular and Linear printing on capsules. Printing can Be customized and can be done in two colors * Capsules are sorted online through Automatic Diametrical Sorting machines * A continuous and dedicated effort of the R & D team ensures development of innovative ideas & implementation of those ideas. * Each of the manufacturing line is housed as an independent unit to eliminate The risk of cross-contamination * Usage of Automatic machines for encapsulation in dosage form * Various types of packaging are available for Formulations of non-betalactom, neutraceutical & herbal products 1.5 ABOUT PRODUCTS NCL’s constant endeavor to research & most customer specific requirement has resulted in manufacture of a wide range of capsules. The Cellulose capsules and newly introduced variants form a part of NCl’s niche products.NCL’s facility of dedicated manufacturing lines adopts stringent procedures to manufacture Hard Gelatin Capsules. Each of this manufacturing line is housed as an independent unit to eliminate the risk of cross contamination.
NCL manufactures Hard Capsules for pharmaceutical and dietary supplement industries in sizes 00, 0el, 0, 1, 2, 3 & 4. All operations are assured through our comprehensive QA procedures to conform to Indian Pharmacopoeia and United States Pharmacopoeia standards and the specific requirements of the customers. Two-piece capsules have long been a reliable drug delivery system. Capsules continue to offer worldwide consumer appeal because they: * are easy to swallow * mask odors * are tasteless * are aesthetically pleasing; and * are versatile In addition, two-piece capsules are a top choice of many pharmaceutical and contract manufacturers because they: * Can be filled in-house under a company’s direct supervision and control standards * Require fewer excipients than other drug formulations * Require less initial investment in processing equipment * Are manufactured to universal standards, which allows for multi-sourcing and mahinbility on all types of filling equipment • Offer endless varieties of color and print options for unique identification of your product in the market place Recent survey results reveals that pharmaceutical customers choose capsule vendors based on the following characteristics: * The Best Quality & Machinability * Adherence to Timely Delivery * Customer Service from Informative Staff * Technology transfer from Knowledgeable Source The Gelatin capsule is the most common form of capsule for oral dosage formulations. NCL offers its High Quality Products to customers committing to: * Validated Manufacturing process based on cGMP’s * Odorless & Tasteless Capsules * Round the World Availability * Five Year Shelf Life * Preservative and Preservative-Free Capsules * Made from pure Bovine Gelatin
A Quality Assurance system has been set up to be preventive and not curative. Our capsules undergo vigorous in-process inspection checks in accordance with cGMP and ISO 9001:2000. With every delivery we provide our customers a bulletin of physico-chemical and bacteriological analyses in conformity with the requirements of Indian and United States Pharmacopoeia.
1.6 PRODUCTS: o Hard Gelatin Capsule Shells o Hard Cellulose Capsule Shells o BSE / TSE Free Gelatin Capsule Shells o Shiny Gelatin Capsule Shells o SLS Free Gelatin Capsule Shells o Halal Certified Gelatin Capsule Shells o Fortified Gelatin Capsule Shells o Sweet Gelatin Capsule Shells o Fast Release Gelatin Capsule Shells o Printed Gelatin / Cellulose Capsule Shells
1.7 SERVICES WE OFFER
* Contract Research in Synthetic Chemistry. * Dosage Development. * Dossier in CTD Format. * Manufacturing of API’s and Finished Dosage Forms. * Development of Dossiers/ ANDA’s for products of the customer’s choice. * Contract Research and Analytical * Online Enquiry * Contract Manufacturing * Chating Services
NEED FOR THE STUDY
?
The success of any manufacturing organization depends largely on the workers.
The employees are considered as the backbone of NATURAL CAPSULES LIMITED,The study was mainly undertaken to identify the level of EMPLOYEES PERSONALITY. ? Once the levels of Employee personality are identified, it would be possible for the
management to take the necessary action to improve in getting highly sophisticated products. ? Since employees are considered as backbone of the Company, their progression will
lead to the success of the Company in the long run.and it mainly improve employees intraction among the management to raise their standard of livings in the society
CHAPTER – II REVIEW OF LITERATURE
3.1. PERSONALITY Personality is what makes a person a unique person, and it is recognizable soon after birth. A employees's personality has several components: temperament, environment, and character. Temperament is the set of genetically determined traits that determine the child's approach to the world and how the child learns about the world. There are no genes that specify personality traits, but some genes do control the development of the nervous system, which in turn controls behavior. 3.2. PERSONALITY TEST Personality tests are developed for a range of different purposes, but few have ever been specifically designed to identify people for company. Consequently, psychologists have faced a range of problems when trying to interpret these tests in a selection environment. The most challenging is motivational distortion, the desire of job applicants to present themselves in the most favourable, or unfavourable1 bias of the examinee. While motivational distortion scales have been introduced into many test profiles to give a measure of the reliability of the results, they cannot eliminate the bias itself. Additionally, there is the problem of the application of the results. Personality tests have to be interpreted, if the person making the interpretation has limited experience of the test, or the applicability of the test results for the occupation being selected for, then the results are unlikely to enhance the selection decision. Finally, traditional personality tests are not designed to predict future behaviour in extreme environments. While such tests may be used to predict how an individual might respond in a relatively benign situation, many researchers now believe that the relationship between an individual’s personality and the situation actually determines future behaviour. Self-report scales rarely take into account situational factors, or the constellation of mediating and moderating variables that operate on this relationship.. light. This limitation, affects both the questions included in many personality questionnaires and the conscious, or unconscious, response
Despite the problems, interest in personality and its relevance to the selection process has never wavered. When an individual sits down for an company psychological interview aspects of their personality still assume primary importance. Largely this occurs in terms of interview behaviour and descriptions of previous behaviour provided by the interviewee. A brief personality screening tool is administered to every applicant, but the results are used as an interview prompt rather than a selection tool. This use of testing may the lack the empirical objectivity of a score on a test, nevertheless, the selection interview appears to have greater ‘face validity’ for both the applicant and the assessor, and hence this process remains the primary source of personality appraisal in the NATURAL CAPSULE LIMITED. 3.3. According to “Leonard D. Goodstein1 and Richard I.Lanyon.Arizona state university,.USA Our review of the relevant research literature in the recent past strongly supports the view that personality assessment has high utility in the workplace. We review the evidence that personality assessment measures, especially those based upon the Big Five factors of personality, can effectively predict job performance and thus can be used for personnel selection. The validity of integrity testing in predicting counter productivity on the job has been demonstrated both for overt measures of integrity and, to a lesser degree, for more general (subtle) measures of personality. We also found good evidence of validity for measures of (supervisory) management and (transformational) leadership, a complex field which includes a number of multidimensional instruments each built around its own theory. Finally, we review the empirical literature that supports the use of assessment centers and the use of personality assessment in EMPLOYEES
3.4 .According to”Van Eerde, W. (2004). the Big Five Model of personality,washington, DC:
American Psychological Association”
I focus on the self-management of employees with regard to how they use their skills. The role of time in research on behavior at work has been under emphasized. This is surprising in light of the role that skills plays in the lives of individuals in our society heavily regulated by clock time. In fact, deadlines play an overwhelmingly important role in many lives of individuals. More sophisticated information systems will speed up many more processes at work in the future, as
organizations .Continue to use the speed of their output as an important means to compete. I think that the personality of employees needs to be studied much more than it has been up until now. 3.5. According to”Kathryn L.W. Heinze Northwestern University., December 5, 2005 “ Employees personality are more likely to pursue job involvment in organizations with more responsible .Although social responsibility can make corporations more attractive, we need a better understanding of how individual characteristics or dispositions of Employees personality increase the likelihood that jobs are favored in corporations that are sociably responsible. In particular, due to the impassioned debate surrounding corporate responsibility (Boal & Perry, 1985), what is the role of individual emotion when considering employment options? This question has implications for corporations, in terms of recruitment and organizational objectives, and subsequently for society as a whole. 3.6. According to”R. B. Cialdini .,Department of Psychology,Arizona State University,” we review the literature on impression management to determine if there are substantial gender differences in the employment of impression management tactics in organizational contexts. Based on a social roles theory perspective (Eagly, 1987), we examined use of impression management tactics in organizational settings for gender differences in behavior. We expected that men and women would generally report usingimpression management tactics consistent with gender role expectations and that this might not be advantageous to women in the corporate world. Our review of the literature supported our expectations. We conclude with implications of these findings for an enriched understanding of organizational behavior.
3.7. According to”Myriam N. Bechtoldt and Bernard A. Nijstad, University of Amsterdam, Department ofPsychology, the Netherlands” In surface-level (demographic) diversity, and then move on to consider the literature on deeplevel (personality) diversity.Surface-level diversity may be equated with visible differences among group members in terms of demographic characteristics like age, sex, and ethnicity (Milliken & Martens, 1996; Harrison et al., 2002; Riordan, 2000). In general, people feel more comfortable with others perceived
to be similar to the self because similarity in itself is rewarding (Berscheid, 1985, Byrne, 1971; Lazarsfeld & Merton, 1964): “A careful review of the theory and empirical research on diversity and group process and performance suggests the impact of the changing demography of the workforce may not be as positive as many would like to believe” (O’Reilly et al., 1998, p. 184). Demographic, surface-level diversity undetermines group creativity and innovation because it undermines, in general, group cohesion and thereby the processes and performance requiring high levels of cohesiveness (Nahapiet &Ghoshal, 1998). Theoretical assumptions in what ways deep-level diversity should be related toinnovation need to be divided into those focusing on differences among group members in abilities, knowledge and skills (cognitive diversity) and those attending to differences in personality
CHAPTER-III OBJECTIVES
? ? ?
The study is helps to you assess the employees knowledge,
The study is helps to you asses the employees beliefs, The study is helps to you asses the employees feelings, ? Which allows to assess the employees actions in regard to a wide range of
personal skills, abilities, and interests.
?
The assessments are graded, that exercises that generate individual
personality in the organization.
CHAPTER – IV RESEARCH METHODOLOGY
4.1 RESEARCH DESIGN
?
The research design which was selected was narrative one. It narrates the whole
research in a simple manner. 4.2 TYPES OF DATA COLLECTED ? Primary Data Questionnaires are prepared and interview was conducted. Most of the questions are consist of multiple choices. The questionnaires were conducted in English as well as in Tamil. Generally 33 questions are prepared and asked to the employees of the ACT Plastic Private Ltd., Puducherry. ? Secondary Data
Secondary data was collected from Internets, various books, Journals, and Company Records.
4.3 QUESTIONNAIRE CONSTRUCTION
In this Questionnaire Constructed on the basis of two types. There are Multiple choice and close ended ( Yes/ No) Questions. 4.4 DEFINING THE POPULATIONS The Population or Universe can be Finite or infinite. The population is said to be finite if it consist of a fixed number of elements so that it is possible to enumerate it in its totality. So In this projects consist of finite population. 4.5 SAMPLE SIZE ? About 50 sample are taken in NATURAL CAPSULES LIMITED 4.6 FIELD WORK ? The field works is done in NATURAL CAPSULES LIMITED, PONDICHERRY
4.7 PERIOD OF SURVEY ? The period of survey is from August to September, 2007.
4.8 DESCRIPTION OF STATISTICAL TOOLS USED
? ? ? Percentage method Chi-square test Weighted average
4.8.1 PERCENTAGE METHOD:
? In this project Percentage method test was used. The following are the formula No of Respondent Percentage of Respondent = x 100 Total no. of Respondents 4. 8.2 CHI-SQUARE ANALYSIS:
In this project chi-square test was used. This is an analysis of technique which analyzed the stated data in the project. It analysis the assumed data and calculated in the study. The Chi-square test is an important test amongst the several tests of significant developed by statistical. Chi-square, symbolically written as x2 (Pronounce as Ki-Spare), is a statistical measure used in the context of sampling analysis for comparing a variance to a theoretical variance.
Formula (O-E) 2 ?2 =
E
O E
= =
Observed frequency Expected frequency
4.8.3 WEIGHTED AVERAGE METHOD ? Weighted average can be defined as an average whose component items are multiplied by certain values (weights) and the aggregate of the products are divided by the total of weights. ? One of the limitations of simple arithmetic mean is that it gives equal importance to all the items of the distribution. ? In certain cases relative importance of all the items in the distribution is not the same. Where the importance of the items varies. ? It is essential to allocate weight applied but may vary in different cases. Thus weightage is a number standing for the relative importance of the items. 4.8.4 SIMPLE CORRELATION: In probability theory and statistics, correlation, also called correlation coefficient, indicates the strength and direction of a linear relationship between two random variables. In general statistical usage, correlation or co-relation refers to the departure of two variables from independence. Formula: r= ?(X-Xi) (Y-Yi)
??(X-Xi) 2 ?(Y-Yi) 2
Where X- Reason for repurchase Y-Preference of respondent
CHAPTER – V DATA ANALYSIS AND INTERPRETATION 5.1 ANALYSIS USING PERCENTAGE METHOD
TABLE: 5.1.1
QUALIFICATION OF THE EMPLOYEES QUALIFICATION
S. NO 1 2 3 4 5 6 7 8 9 10 11 12 13 14 QUALIFICATION B.A B.B.A B.COM B.S.C D.M,E EIGHT I.T.I M.A M.C.A MATRIC SEVENTH TENTH TWELTH Total NO OF RESPONDENTS 6 1 3 4 1 1 16 2 2 1 1 7 5 50 PERCENT 12.0 2.0 6.0 8.0 2.0 2.0 32.0 4.0 4.0 2.0 2.0 14.0 10.0 100.0
Source: Primary Data
Inference: The above table infers that 32 percent belongs to the I.T.I, 14 percent tenth, 12 percent belongs to the B.A and 10 percent belongs to the twelth
CHART: 5.1.1
belongs to the
QUALIFICATION
20
10
Frequency
0 B.A B.COM B.B.A B.S.C D.M,E EIGHT I.T.I M.A M.C.A SEVENTH TWELTH MATRIC TENTH
QUALIFICATION
TABLE 5.1.2 EXPERIENCE OF THE RESPONDENTS EXPERIENCE
S.NO 1 2 3 4
OPTIONS
1-5 6-10 11-15 ABOVE 16 TOTAL
NO OF RESPONDENTS 31 6 5 8 50
PERCENT 62.0 12.0 10.0 16.0 100.0
Source: Primary Data
Inference: Above table states that 62% of the respondents having 1 – 5 year Experience, 12% are respondents having above 16years experience, 12% employee are 6-11yrears experience.
CHART 5.1.2
EXPERIENCE
40
30
20
Frequency
10
0 1-5 6-10 11-15 ABOVE 16
EXPERIENCE
TABLE: 5.1.3 PERSONALITY OF THE RESPONDENTS
S.NO 1 2 3 4 5 OPTIONS EXTRAVERSION AGREEABLENESS CONSCIENTIOUSNESS 3 EMOTIONAL STABILITY OPENNESS TO EXPERIENCE TOTAL 3 18 50 6.0 36.0 100.0 NO OF RESPONDENTS 16 10 PERCENT 32.0 20.0 6.0
Source: Primary Data
Inference:
From the Table shows that out of 50 employees, 36 % of the respondents of them are
openness to experience. 32% of the respondents are extraversions personality,. 20% of respondents are agreeableness personality.
CHART: 5.1.3
PERSONALITY
20
10
Frequency
0 EXTRAVERSION CONSCIENTIOUSNESS OPENNESS TO EXPERIEN AGREEABLENESS EMOTIONAL STABILITY
PERSONALITY
TABLE: 5.1.4 JOB INVOLVEMENT OF THE RESPONDENTS
S.NO OPTIONS NO OF RESPONDENTS 37 PERCENT
1
STRONG INVOLVEMENT INVOLVEMENT TOTAL
74.0
2
13 50
26.0 100.0
Source: Primary Data
Inference: From the above table it is inferred that out of 50 employees, 74% of the Respondents are strong involvement in jobs. Reaming 26 % of the people feels involvement in jobs. None of them feels poor and average.
CHART: 5.1.4
JOB INVOLVEMENT
40
30
20
Frequency
10
0 STRONG INVOLVEMENT INVOLVEMENT
JOB INVOLVEMENT
TABLE: 5.15 JOB SATISFACTION
S.NO
OPTIONS
NO OF RESPONDENTS 32 10
PERCENT
1 2
SATISFIED HIGHLY SATISFIED
64.0 20.0
3 4
DISSATISFIED HIGHLY DISSATISFIED TOTAL
5
10.0
3 50
6.0 100.0
Source: Primary Data
Inference: The table shows that out of 50 employees,64 % of the employees are satisfied in jobs. 29% of the employee are higly satisfied, 10 % of the employees are dissatisfied in their jobs: CHART:5.1.5
JOB SATISFACTION
40
30
20
Frequency
10
0 SATISFIED HIGHLY SATISFIED DISSATISFIED HIGHLY DISSATISFIED
JOB SATISFACTION
TABLE: 5.1.6 JOB ATTITUDES OF THE RESPONDENTS
S.NO
OPTIONS
NO OF RESPONDENTS
PERCENT
1
POSITIVE
50
100.0
Source: Primary Data
Inference: The above table show that 100 % of the employees having job attitudes and there is zero % negative attitudes in employees towards job CHART: 5.1.6
JOB ATTITUDES
60
50
40
30
20
Frequency
10 0 POSITIVE
JOB ATTITUDES
TABLE: 5.1.7
JOB MOTIVATES
S.NO 1 GROWTH NEEDS 38 2 RELATEDNESS NEEDS 3 EXISTENCE NEEDS TOTAL 5 10.0 7 14.0 76.0
OPTIONS
NO OF RESPONDENTS
PERCENT
50
100.0
Source: Primary Data
Inference: Above table states that out of 50 respondent, 76% of the employees motivates towards growth needs,14% of the respondents motivates towards relatedness needs of personality
CHART 5.1.7
JOB MOTIVATES
40
30
20
Frequency
10
0 GROWTH NEEDS RELATEDNESS NEEDS EXISTENCE NEEDS
JOB MOTIVATES
.
TABLE: 51.8
DECISION- MAKING S.NO
OPTIONS
RATIONAL
NO OF RESPONDENTS 50
PERCENT
1
100.0
Source: Primary Data
Inference: The Above table states that out of 50 of employees, 100 % the respondent’s decision making style was rational in their jobs
CHART: 6.1.8
DECISION- MAKING
60
50
40
30
20
Frequency
10 0 RATIONAL
DECISION- MAKING
TABLE: 51.9
FACTOR GIVES SATISFACTION OF THE RESPONDENTS
S.NO 1 PAY 2 CO-WORKER COORDINATION 3 PROMOTION 4 REWARDS AND INCENTIVES 5 JOB SECURITY TOTAL 7 50 14.0 100.0 16 32.0 5 10.0 18 36.0 4 8.0
OPTIONS
NO OF RESPONDENTS
PERCENT
Source: Primary Data
Inference: Above table states out of 50 employees, 36% of the employees are satisfied by co-workers co ordinations, 32% of the respondents are satisfied by rewards and incentives
CHART: 5.1.9
FACTOR GIVES SATISFACTION
20
10
Frequency
0 PAY PROMOTION JOB SECURITY CO-WORKER COORDINATI REWARDS AND INCENTIV
FACTOR GIVES SATISFACTION
TABEL: 5.1.10 ETHICAL RATE OF THE RESPONDENTS
S.NO 1 LOW 2 MEDIUM 3 HIGH TOTAL 26 50 52.0 100.0 22 44.0 2 4.0
OPTIONS
NO OF RESPONDENTS
PERCENT
Source: Primary Data
Inference: Above table states out of 50 employees, 52 % of the employees ethical rate is high, 44% of the employees ethical rate is medium CHART: 5.1.10
ETHICAL RATE
30
20
10
Frequency
0 LOW MEDIUM HIGH
ETHICAL RATE
TABLE: 5.1.11 COMMUNICATION STYLE OF THE RESPONDENTS
S.NO OPTIONS NO OF RESPONDENTS 2 2.0 2 3 4 DRAMATIC ATTRACTIVE FRIENDLY 1 6.0 3 64.0 32 24.0 5 RELAXED TOTAL 12 50 100.0 PERCENT 4.0 1 DOMINANT
Source: Primary Data
Inference: Above table states out of 50 employees, 64% of the employees communication are in friendly manner, 24% of the employees communication are in relaxed manner, CHART: 5.1.11
COMMUNICATION STYLE
40
30
20
Frequency
10
0 DOMINANT DRAMATIC ATTRACTIVE FRIENDLY RELAXED
COMMUNICATION STYLE
TABLE: 5.1.12 PERSONAL PLANNINGS OF THE RESPONDENTS
S.NO
OPTIONS
NO OF RESPONDENTS 16
PERCENT
1
EXCELLENT
32.0
2 3
GOOD FAIR TOTAL
33 1 50
66.0 2.0 100.0
Source: Primary Data
Inference: Above table shows that out of 50 employees , 66% of the employees personal planning are good, 32 % of the employees personal planning are excellent
CHART: 5.1.12
PERSONAL PLANNING
40
30
20
Frequency
10
0 EXCELLENT GOOD FAIR
PERSONAL PLANNING
TABLE: 5.1.13 JOB RESPONSIBILITY OF THE RESPONDENTS
S.NO
OPTIONS
NO OF RESPONDENTS 31 19 50
PERCENT
1 2
EXCELLENT GOOD TOTAL
62.0 38.0 100.0
Source: Primary Data
Inference: Above table shows that out of 50 respondents, 62% of the employees job responsibility are good, 38 % of the employees job responsibility are excellent CHART: 5.1.13
JOB RESPONSIBILITY
40
30
20
Frequency
10
0 EXCELLENT GOOD
JOB RESPONSIBILITY
CHART: 5.1.14 LISTENING SKILLS
S.NO
OPTIONS
NO OF RESPONDENTS
PERCENT
EXCELLENT 1 2 3 GOOD FAIR TOTAL
16 33 1 50
32.0 66.0 2.0 100.0
Source: Primary Data
Inference: Above table shows that out of 50 respondents, 33% of the employees listening skills are good, 16 % of the employees listening skills are excellent CHART: 5.1.14
LISTENING SKILLS
40
30
20
Frequency
10
0 EXCELLENT GOOD FAIR
LISTENING SKILLS
CHART: 5.1.15 MENTAL EFFORT
S.NO
OPTIONS
NO OF RESPONDENTS
PERCENT
1 2
EXCELLENT GOOD TOTAL
14 36 50
28.0 72.0 100.0
Source: Primary Data
Inference: Above table shows that out of 50 respondents, 36% of the employees mental effort is good, 14 % of the employees mental efforts are excellent CHART: 5.1.15
MENTAL EFFORT
40
30
20
Frequency
10
0 EXCELLENT GOOD
MENTAL EFFORT
TABLE: 6.1.16 JOB FLEXIBILITY OF THE RESPONDENTS
S.NO
OPTIONS
NO OF RESPONDENTS 31 19 50
PERCENT
1 2
YES NO TOTAL
62.0 38.0 100.0
Source: Primary Data
Inference: Above table shows that out of 50 respondents, 62% of the employee’s job flexibility is good, 38 % of the employee’s job flexibility is excellent CHART: 6.1.16
JOB FLEXIBILITY
40
30
20
Frequency
10
0 YES NO
JOB FLEXIBILITY
TABLE: 5.1.17 COMMITED TO ORGANISATION OF THE RESPONDENTS
S.NO
OPTIONS
NO OF RESPONDENTS
PERCENT
1 2
YES NO TOTAL
49 1
98.0 2.0
50
100.0
Source: Primary Data
Inference: Above table shows that out of 50 respondents, 98% of the employees are committed to organisation, 2 % of the employees are not committed organisations CHART: 5.1.17
COMMITED TO ORGANISATION
60
50
40
30
20
Frequency
10 0 YES NO
COMMITED TO ORGANISATION
5.2 WEIGHTED AVERAGE METHOD
The respondents are asked about the Maintenance skill in the organization. Their skills are calculated below.
TABLE No: 5.2.1
S.n 1 2 3 4
Maintenance Skill Personal planning Listening skills Giving feedback Building a team
EXCELLENT 16 16 20 19
GOOD 33 33 29 30
FAIR 1 1 1 1
5 6 7 8
Leading a team Relationship with others Mental effort responsibility
19 14 14 31
29 35 36 19
2 11 0 0
Source: Primary data
Formula: Weighted average = ?WX
?X
TABLE No: 5.2.2
Point Weight age S.n 1 2 3 4 5 6 7 8 Maintenance Skill Personal planning Listening skills Giving feedback Building a team Leading a team Relationship with others Mental effort responsibility
3 EXCELLENT 48 48 60 57 57 42 42 93
2 GOOD 66 66 58 66 58 70 72 38
1 FAIR 1 1 1 1 2 1 0 0
0 Total 115 115 119 124 117 113 114 131
0 Avg. 2.3 2.3 2.38 2.48 2.34 2.26 2.28 2.62
0 Rank 6 5 3 2 4 8 7 1
Inference: Form the above mentioned calculation; the employees are having more responsibility in organisations , building skills, leading a team, giving a feed back to organisations shows their attitudes of personalities are good respectively.,,,
5.3. ANALYSIS BY CORRELATION BETWEEN REASON FOR LISTENING SKILLSAND MENTAL EFFORT
Factors
Preference For listening skills X 16 33 1 50
Preference For Mental effort Y 14 36 0 50 Xi =50/3 =16.66 Yi =50/5 =16.66
X-Xi
Y-Yi
(X-Xi)x(Y-Yi)
(X-Xi)2
(Y-Yi)2
Excellent Good Fair Total
-0.67 16.33 -15.67 0
-2.67 19.33 -16.67 0
1.7889 315.6589 261.2189 578.6667
0.4489 266.6689 245.5489 512.6667
3.2201 373.6479 277.8889 654.7379
Formula: r= ?(X-Xi) (Y-Yi)
??(X-Xi) 2 ?(Y-Yi) 2
Calculation: r = 578.6667/ 599.3637 =0.965 r = 0.965
INFERENCE: The value of r is 0.965. It indicates that there is a high, prefect correlation between two variables "Preference for listening skills and mental effort". This provides a basis to consider some functional relationship between them.
CHAPTER – VI FINDINGS OF THE STUDY, SUGGESSTION AND RECOMMENDATION
6.1 FINDINGS OF STUDY 32 percent belongs to the I.T.I, 14 percent belongs to the tenth,12 percent belongs to the B.A and 10 percent belongs to the twelth ? 62% of the respondents having 1 – 5 year Experience, 12% are respondents having above 16years experience, 12% employee are 6-11yrears experience. ? 36 % of the respondents of them are openness to experience. 32% of the respondents are extraversions personality,. 20% of respondents are agreeableness personality ? 74% of the respondents are strong involvement in jobs. Reaming 26 % of the people feels involvement in jobs. None of them feels poor and average. ? 64 % of the employees are satisfied in jobs. 29% of the employee are higly satisfied, 10 % of the employees are dissatisfied in their jobs ? 100 % of the employees having job attitudes and there is zero % employees towards job ? 76% of the employees motivates towards growth needs,14% of the respondents motivates towards relatedness needs of personality ? 100 % the respondents decision making style was rational in their jobs ? 36% of the employees are satisfied by co-workers co ordinations ,32% of the respondents are satisfied by rewards and incentives negative attitudes in
?
? ?
52 % of the employees ethical rate is high, 44% of the employees ethical rate is medium 64% of the employees communication are in friendly manner , 24% of the communication are in relaxed manner , 66% of the employees personal planning are good, , 32 % of the planning are excellent employees
?
employees personal
?
62% of the employees job responsibility are good, , 38 % of the employees job responsibility are excellent 62% of the employees job flexibility are good, 38 % of the employees job flexibility are excellent 98% of the employees are committed to organisation, 2 % of the employees are not committed organisations
?
?
6.2. SUGGESTIONS & RECOMMENDATIONS ? The wrkers are not known how to develop our personality on the basis of participating personality development programs and various self- development programs ? Management will conduct any personality development programs means its helps to
develop the workers personality. If the workers once developed their personality means the work performance will be improved. So the management will provide the above things means the management will attain their goals easily. ? The most of the employees are wanted to entrepreneur. So the management should conduct
any career development programs so that it will helps the employees career to develop them to be an entrepreneur. ? In this study assessing the employees knowledge, beliefs, feelings, wide range of personal
skills, abilities, and interests of their participation in the organisation goal. ? In the company the employees attitude is depends on the superior recognition based. So the
superior have to recognize the employees personality to raise their standard in good manner. ? Some of the employees are not interested to involving in job so management have to
interact with the employees and recognize their work ability and to motivates the employees to achieve the organisation goals
CHAPTER – VII CONCLUSION
Employees Personality is a description of consistent emotional, thought, and behavior patterns in a person. The several theoretical perspectives on personality involve different ideas about the relationship between personality and other psychological constructs as well as different ideas about the way personality doesn't develop The study has been conducted at NATURAL CAPSULE LIMITED. The company has become a leading in manufacturing capsule shells company in India. The researcher has conducted the study for 30 days. A survey was conducted with 50 respondents in the company by using questionnaire to collect the information’s from the respondents. After gathering the information’s, the researcher has analysis the data by interpreting the various tools. Based on the analysis, the researcher has given some suggestions to the management to develop their employees Personality. If the employees will improve their personality means the company discipline will be good in future and also they can easily achieve their goals.
CHAPTER – VIII
8.1 LIMITATIONS OF THE STUDY
1. Due to lack of time, unable to collect more information from the Employees. 2. Some employees may afraid to give information’s. 3. Illiterate employees are also given information’s. 4. Some information’s may be biased. 5. As the study size is small, it may not actually represent the whole employees in the organization.
6. Human error is Subjective
7. Time factors is limited 8. The whole population cannot be studied due to Selection of limited Samples
8.2 SCOPE FOR THE FURTHER STUDY
? The project throws light on the need for different attitudes of personality among the employees in the organization. ? The project was developed based on employees Skills towards the management.
? It will be helpful for the Management to identify the Weakness and the necessity of Suitable training to the employees in their Skills area. ? This project can be base for the students who are doing the project in the related area.
APPENDICES ANNEXURE-1 QUESTIONNAIRE A STUDY ON EMPLOYEES PERSONALITYIN NATURAL CAPSULES LIMITED, PUDUCHERRY
Employee Name Qualification 1) Age a. 25 and below
: ………………………………… ………… : …………………………………
b. 26-35
c. 36-45 2) Sex a. Male 3) Marital status a. Single 4) Experience a. less than 5 years c. 11-15 years
d. 46and above
b. Female
b. Married
b. 6-10 years d. 16 and above
5) What's your Basic Personality? a .Extraversion c. Conscientiousness e. Openness to Experience 6) What is your opinion on Involvement in your Job? a. Strong involvement c. undecided 7) Mention your level of Job satisfaction? a. Satisfied c. Dissatisfied 8) What is your Attitude towards Achievement? a. Positive 9) What Motivates you? a. Growth needs c. Existence needs 10) What's your Decision-Making Style? a. Rational 11) What's your Leadership Style? b. Irrational b. Relatedness need b. Negative b. Highly Satisfied d. Highly Dissatisfied b. Involvement e. No involvement b. Agreeableness d. Emotional Stability
a. People Oriented
b. Task Oriented
12) Which of the following factor gives your job satisfaction? a. Pay c. Promotion e. Job security 13) What is your ethical rate? a. Low c. High 14) What's your Face-to-Face Communication Style? a. Dominant c. Attractive e. Relaxed b. Dramatic d. Friendly b. Medium b.Coworker coordination d. Rewards & incentives
15) Please rate the following factors: factors a. Personal planning b. Listening skill c. Giving feed back d. Building a team e. Leading a team f. Relations ship with others g. Mental Effort h. Responsibility Excellent Good Fair Poor
16) Please answer the following questions: Questions 1) Are you flexible in your job? 2) Do you want to become an entrepreneur? 3) Have you committed to your organization? 4) Do you want job enrichment? 5) If your life is stressful? 6) Are you an productive worker? Yes No
ANNEXURE-2 BIBILIOGRAPHY
BOOKS: [1.] Fred luthans, “Organisational behavior” Tata McGraw-hill publishing Company New Delhi. [2.] Stephens .p.robbins “Organisational behavior”-Personality,Tata McGraw-hill publishing company New Delhi. [3.] Kothari, C.R “Research Methodology - Methods & Techniques” Publishers- New Age international (P) Ltd., New Delhi, Second Edition, 2004. [4.] Gupta, S.P., “Statistical Methods”, Sultan Chand & Sons Publishers, New Delhi, Thirty Fourth Editions, 2005.
WEBSITES: [1] www.navigation.com [2] ww.natural capsules limited.com [3] ww.managementorg.com
doc_710525456.doc
The study was carried out at NATURAL CAPSULES LIMITED. The study is related to the Employees personality. A survey was taken among the employees to know their various Personalities in NATURAL CAPSULES LIMITED at MOOLAKULAM. The required data to study the interest level of the employees has been collected as primary, secondary data using a questionnaire from a sample of 50 employees, which the sampling was on the basis of convenience and non-probabilistic sampling procedure. The collected data was edited, coded, classified and tabulated further statistically analyzed using various statistical tools like chi-square test, etc., From analyzed data both general findings and statistical findings were posted, thereby deriving suggestions and recommendations. The study reveals that the data collected from the study conducted, is observed the employees are very poor in personality. So the management will conduct any personality development program in future means the employees personality will improved of the limitations of the study, and in consultation with the company
CONTENTS
CHAPTER TITLES
I
INTRODUCTION 1.1 PROFILE OF ORGANIZATION 1.2 OBJECTIVE OF THE ORGANISATION 1.3 ORGANISATION CHART 1.4 FACILTIES OF THR ORGANISATION 1.5 ABOUT PRODUCTS 1.6 PRODUCTS 1.7 SERVICES OFFER BY ORGANISATION NEED FOR THE STUDY
II III IV V VI VII VIII
REVIEW OF LITERATURE OBJECTIVES RESEARCH METHODOLOGY DATA ANALYSIS AND INTERPRETATION FINDINGS OF THE STUDY, SUGGESTION AND RECOMMENDATIONS CONCLUSION LIMITATIONS OF THE STUDY, SCOPE FOR THE FUTHER STUDY
APPENDICES ANNEXURE-1 ANNEXURE-2
LIST OF TABLES
S.no 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17
TABLE NAME Qualification of the Respondent tables Experience of the Respondent tables Personality of the Respondents tables Job involvement of the Respondent tables Job satisfaction of the Respondent tables Job attitudes of the Respondent tables Job motivation of the Respondent tables Decision-making of the Respondent tables Job Factor gives satisfaction of the Respondent tables Ethical Rate of the Respondent tables Communication Style of the Respondent tables Personal Planning of the Respondent tables Job Responsibility of the Respondent tables Listening skills of the Respondent tables Mental efforts of the Respondent tables Job Flexibility of the Respondent tables Commitment of the Respondent tables
LIST OF CHARTS
S.no 1
CHART NAME Qualification of the Respondents charts charts
2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17
Experience of the Respondent charts charts Personality of the Respondent charts charts Job involvement of the Respondent charts Job satisfaction of the Respondent charts Job attitudes of the Respondent chart charts Job motivation of the Respondent charts Decision-making of the Respondent charts Job Factor gives satisfaction of the Respondent charts Ethical Rate of the Respondent charts Communication Style of the Respondent charts Personal Planning of the Respondent charts Job Responsibility of the Respondent charts Listening skills of the Respondent charts Mental efforts of the Respondent charts Job Flexibility of the Respondent charts Commitment of the Respondent charts
CHAPTER- I INTRODUCTION
1.1 PROFILE OF ORGANISATION
Natural Capsules Limited is a Public Limited Company established in the year 2003 at Pondicherry, Its head quarters were located in Bangalore established in the year 1993. Natural Capsules Limited is a well-equipped modern manufacturing plant to manufacture Hard Gelatin Capsule shells, Hard Cellulose Capsule shells and Pharmaceutical Dosage Forms in Capsule Dosage Form. The logical integration of NCL hard shell manufacturing to formulation was initiated in the year 1998. NCL is having an on going research and development activity to develop value added products. The company has successfully exported Gelatin Capsules to mainly South-East Asian countries. These capsules are also sold in domestic and also exported to several countries. The Company meets the statutory requirements as laid down by the authorities in respect to cGMP and cGLP practices. Since its inception, Natural Capsules has ensured to provide turnkey solutions to all its customers. NCL has evolved and strengthened its endeavors by constantly innovating through its excellent products. With a mission to enable “Technology Assisted Business Transformation”, NCL ensure to deliver the best products with a technological edge. The company is also engaged in formulating the pharmaceutical dosage forms in Capsule dosage form, both Pharma and Neutraceutical Products. The company is fully committed to upgrade its facilities on a continuous basis to meet the requirements of National and International Standards, cGMP and cGLP practices. The Pharmaceutical and Dietary supplement industries count on Natural Capsules to supply hard two-piece Gelatin and Cellulose capsules. With manufacturing sites at Bangalore and Pondicherry, we are serving customers on quick service no matter where they are located. For the past 12 years, with the greatest respect to the Customers, Natural Capsules has dedicated itself to the production of the highest quality capsules.
1.2 OBJECTIVES OF THAT ORGANISATION The main objective of the company is to manufacture and market Hard Gelatin Capsule shells and Hard Cellulose Capsule Shells VISION STATEMENT Natural Capsules is committed to: * Be the Global Leader for supply of Cellulose Capsules * Providing superior Quality two-piece hard Gelatin Capsules * Be the Best Service provider to the Customers all around * Invest in Research and Development of new capsule technologies and application MISSION STATEMENT * Internationally benchmarked Quality and Regulatory Systems
* Customer relationship through outstanding products and services * State of the art manufacturing facilities * To understand our customer needs and adding value to our customers & products, so that we grow together . “We truly believe in Relating Technology to Nature…..” FOCUS – WORLD CLASS MANUFACTURING WHO-GMP Certifications; Automated statistically-controlled operations; ISO 9001 compliance; Disciplined Quality Assurance monitoring; Clean room policies and procedures; Trained and Competent professionals and technicians, trained sales and customer service – NATURAL CAPSULES has put in place systems and programs that ensures Customers needs. Our capsule products are known throughout the Industry for their ability of mahinability. GOAL – MEETING CUSTOMER NEEDS Natural Capsules provides Total Customer Satisfaction – by describing what and how we do best. It is not only the sales and technical staff focus on addressing and resolving customer needs, but also our manufacturing personnel and formulation personnel often interact directly with customers on product and process improvement programs. At Natural Capsules, we have an added advantage of having formulation unit which will continuously provide feedback on improving quality and mahinability of hard two-piece capsules.We also use formal customer satisfaction measurement programs that provide routine opportunities for our customers to tell us what they like or, more importantly, what they don’t like about dealing with NATURAL CAPSULES.
1.3 ORGANIZATIONAL CHART
NATURAL CAPSULES LTD. UNIT II – PUDUCHERRY.
MANAGING DIRECTOR
GENERAL MANAGER
SR. MANAGER ADMIN.
PER. & ADMIN. EXICE / SALES TAX PURCHASE STATUTORY COMPLIANCE
SR. MANAGER QA
PRODUCTION MANAGER
UTILITY MANAGER
IPQC INSPECTOR
PLANT OPERATORS
WORKSHOP OPERATORS
GEL. ROOM CHEMISTS ANALYTICAL CHEMISTS
TECHNICIANS
ASST. MANAGER AIR CONDITIONING DEPT. ASST. MANAGER PRINTING
ELECTRICIANS
E.T.P
STORING DEPT. INCHARGE
1.4 FACILITIES * Manufacturing capacity of more than 3 billion capsules per annum * Isolated and dedicated Automatic Manufacturing Lines for manufacturing Hard Gelatin and Hard Cellulose capsule shells of sizes 00, 0el, 0, 1, 2, 3 & 4 * Capability of Circular and Linear printing on capsules. Printing can Be customized and can be done in two colors * Capsules are sorted online through Automatic Diametrical Sorting machines * A continuous and dedicated effort of the R & D team ensures development of innovative ideas & implementation of those ideas. * Each of the manufacturing line is housed as an independent unit to eliminate The risk of cross-contamination * Usage of Automatic machines for encapsulation in dosage form * Various types of packaging are available for Formulations of non-betalactom, neutraceutical & herbal products 1.5 ABOUT PRODUCTS NCL’s constant endeavor to research & most customer specific requirement has resulted in manufacture of a wide range of capsules. The Cellulose capsules and newly introduced variants form a part of NCl’s niche products.NCL’s facility of dedicated manufacturing lines adopts stringent procedures to manufacture Hard Gelatin Capsules. Each of this manufacturing line is housed as an independent unit to eliminate the risk of cross contamination.
NCL manufactures Hard Capsules for pharmaceutical and dietary supplement industries in sizes 00, 0el, 0, 1, 2, 3 & 4. All operations are assured through our comprehensive QA procedures to conform to Indian Pharmacopoeia and United States Pharmacopoeia standards and the specific requirements of the customers. Two-piece capsules have long been a reliable drug delivery system. Capsules continue to offer worldwide consumer appeal because they: * are easy to swallow * mask odors * are tasteless * are aesthetically pleasing; and * are versatile In addition, two-piece capsules are a top choice of many pharmaceutical and contract manufacturers because they: * Can be filled in-house under a company’s direct supervision and control standards * Require fewer excipients than other drug formulations * Require less initial investment in processing equipment * Are manufactured to universal standards, which allows for multi-sourcing and mahinbility on all types of filling equipment • Offer endless varieties of color and print options for unique identification of your product in the market place Recent survey results reveals that pharmaceutical customers choose capsule vendors based on the following characteristics: * The Best Quality & Machinability * Adherence to Timely Delivery * Customer Service from Informative Staff * Technology transfer from Knowledgeable Source The Gelatin capsule is the most common form of capsule for oral dosage formulations. NCL offers its High Quality Products to customers committing to: * Validated Manufacturing process based on cGMP’s * Odorless & Tasteless Capsules * Round the World Availability * Five Year Shelf Life * Preservative and Preservative-Free Capsules * Made from pure Bovine Gelatin
A Quality Assurance system has been set up to be preventive and not curative. Our capsules undergo vigorous in-process inspection checks in accordance with cGMP and ISO 9001:2000. With every delivery we provide our customers a bulletin of physico-chemical and bacteriological analyses in conformity with the requirements of Indian and United States Pharmacopoeia.
1.6 PRODUCTS: o Hard Gelatin Capsule Shells o Hard Cellulose Capsule Shells o BSE / TSE Free Gelatin Capsule Shells o Shiny Gelatin Capsule Shells o SLS Free Gelatin Capsule Shells o Halal Certified Gelatin Capsule Shells o Fortified Gelatin Capsule Shells o Sweet Gelatin Capsule Shells o Fast Release Gelatin Capsule Shells o Printed Gelatin / Cellulose Capsule Shells
1.7 SERVICES WE OFFER
* Contract Research in Synthetic Chemistry. * Dosage Development. * Dossier in CTD Format. * Manufacturing of API’s and Finished Dosage Forms. * Development of Dossiers/ ANDA’s for products of the customer’s choice. * Contract Research and Analytical * Online Enquiry * Contract Manufacturing * Chating Services
NEED FOR THE STUDY
?
The success of any manufacturing organization depends largely on the workers.
The employees are considered as the backbone of NATURAL CAPSULES LIMITED,The study was mainly undertaken to identify the level of EMPLOYEES PERSONALITY. ? Once the levels of Employee personality are identified, it would be possible for the
management to take the necessary action to improve in getting highly sophisticated products. ? Since employees are considered as backbone of the Company, their progression will
lead to the success of the Company in the long run.and it mainly improve employees intraction among the management to raise their standard of livings in the society
CHAPTER – II REVIEW OF LITERATURE
3.1. PERSONALITY Personality is what makes a person a unique person, and it is recognizable soon after birth. A employees's personality has several components: temperament, environment, and character. Temperament is the set of genetically determined traits that determine the child's approach to the world and how the child learns about the world. There are no genes that specify personality traits, but some genes do control the development of the nervous system, which in turn controls behavior. 3.2. PERSONALITY TEST Personality tests are developed for a range of different purposes, but few have ever been specifically designed to identify people for company. Consequently, psychologists have faced a range of problems when trying to interpret these tests in a selection environment. The most challenging is motivational distortion, the desire of job applicants to present themselves in the most favourable, or unfavourable1 bias of the examinee. While motivational distortion scales have been introduced into many test profiles to give a measure of the reliability of the results, they cannot eliminate the bias itself. Additionally, there is the problem of the application of the results. Personality tests have to be interpreted, if the person making the interpretation has limited experience of the test, or the applicability of the test results for the occupation being selected for, then the results are unlikely to enhance the selection decision. Finally, traditional personality tests are not designed to predict future behaviour in extreme environments. While such tests may be used to predict how an individual might respond in a relatively benign situation, many researchers now believe that the relationship between an individual’s personality and the situation actually determines future behaviour. Self-report scales rarely take into account situational factors, or the constellation of mediating and moderating variables that operate on this relationship.. light. This limitation, affects both the questions included in many personality questionnaires and the conscious, or unconscious, response
Despite the problems, interest in personality and its relevance to the selection process has never wavered. When an individual sits down for an company psychological interview aspects of their personality still assume primary importance. Largely this occurs in terms of interview behaviour and descriptions of previous behaviour provided by the interviewee. A brief personality screening tool is administered to every applicant, but the results are used as an interview prompt rather than a selection tool. This use of testing may the lack the empirical objectivity of a score on a test, nevertheless, the selection interview appears to have greater ‘face validity’ for both the applicant and the assessor, and hence this process remains the primary source of personality appraisal in the NATURAL CAPSULE LIMITED. 3.3. According to “Leonard D. Goodstein1 and Richard I.Lanyon.Arizona state university,.USA Our review of the relevant research literature in the recent past strongly supports the view that personality assessment has high utility in the workplace. We review the evidence that personality assessment measures, especially those based upon the Big Five factors of personality, can effectively predict job performance and thus can be used for personnel selection. The validity of integrity testing in predicting counter productivity on the job has been demonstrated both for overt measures of integrity and, to a lesser degree, for more general (subtle) measures of personality. We also found good evidence of validity for measures of (supervisory) management and (transformational) leadership, a complex field which includes a number of multidimensional instruments each built around its own theory. Finally, we review the empirical literature that supports the use of assessment centers and the use of personality assessment in EMPLOYEES
3.4 .According to”Van Eerde, W. (2004). the Big Five Model of personality,washington, DC:
American Psychological Association”
I focus on the self-management of employees with regard to how they use their skills. The role of time in research on behavior at work has been under emphasized. This is surprising in light of the role that skills plays in the lives of individuals in our society heavily regulated by clock time. In fact, deadlines play an overwhelmingly important role in many lives of individuals. More sophisticated information systems will speed up many more processes at work in the future, as
organizations .Continue to use the speed of their output as an important means to compete. I think that the personality of employees needs to be studied much more than it has been up until now. 3.5. According to”Kathryn L.W. Heinze Northwestern University., December 5, 2005 “ Employees personality are more likely to pursue job involvment in organizations with more responsible .Although social responsibility can make corporations more attractive, we need a better understanding of how individual characteristics or dispositions of Employees personality increase the likelihood that jobs are favored in corporations that are sociably responsible. In particular, due to the impassioned debate surrounding corporate responsibility (Boal & Perry, 1985), what is the role of individual emotion when considering employment options? This question has implications for corporations, in terms of recruitment and organizational objectives, and subsequently for society as a whole. 3.6. According to”R. B. Cialdini .,Department of Psychology,Arizona State University,” we review the literature on impression management to determine if there are substantial gender differences in the employment of impression management tactics in organizational contexts. Based on a social roles theory perspective (Eagly, 1987), we examined use of impression management tactics in organizational settings for gender differences in behavior. We expected that men and women would generally report usingimpression management tactics consistent with gender role expectations and that this might not be advantageous to women in the corporate world. Our review of the literature supported our expectations. We conclude with implications of these findings for an enriched understanding of organizational behavior.
3.7. According to”Myriam N. Bechtoldt and Bernard A. Nijstad, University of Amsterdam, Department ofPsychology, the Netherlands” In surface-level (demographic) diversity, and then move on to consider the literature on deeplevel (personality) diversity.Surface-level diversity may be equated with visible differences among group members in terms of demographic characteristics like age, sex, and ethnicity (Milliken & Martens, 1996; Harrison et al., 2002; Riordan, 2000). In general, people feel more comfortable with others perceived
to be similar to the self because similarity in itself is rewarding (Berscheid, 1985, Byrne, 1971; Lazarsfeld & Merton, 1964): “A careful review of the theory and empirical research on diversity and group process and performance suggests the impact of the changing demography of the workforce may not be as positive as many would like to believe” (O’Reilly et al., 1998, p. 184). Demographic, surface-level diversity undetermines group creativity and innovation because it undermines, in general, group cohesion and thereby the processes and performance requiring high levels of cohesiveness (Nahapiet &Ghoshal, 1998). Theoretical assumptions in what ways deep-level diversity should be related toinnovation need to be divided into those focusing on differences among group members in abilities, knowledge and skills (cognitive diversity) and those attending to differences in personality
CHAPTER-III OBJECTIVES
? ? ?
The study is helps to you assess the employees knowledge,
The study is helps to you asses the employees beliefs, The study is helps to you asses the employees feelings, ? Which allows to assess the employees actions in regard to a wide range of
personal skills, abilities, and interests.
?
The assessments are graded, that exercises that generate individual
personality in the organization.
CHAPTER – IV RESEARCH METHODOLOGY
4.1 RESEARCH DESIGN
?
The research design which was selected was narrative one. It narrates the whole
research in a simple manner. 4.2 TYPES OF DATA COLLECTED ? Primary Data Questionnaires are prepared and interview was conducted. Most of the questions are consist of multiple choices. The questionnaires were conducted in English as well as in Tamil. Generally 33 questions are prepared and asked to the employees of the ACT Plastic Private Ltd., Puducherry. ? Secondary Data
Secondary data was collected from Internets, various books, Journals, and Company Records.
4.3 QUESTIONNAIRE CONSTRUCTION
In this Questionnaire Constructed on the basis of two types. There are Multiple choice and close ended ( Yes/ No) Questions. 4.4 DEFINING THE POPULATIONS The Population or Universe can be Finite or infinite. The population is said to be finite if it consist of a fixed number of elements so that it is possible to enumerate it in its totality. So In this projects consist of finite population. 4.5 SAMPLE SIZE ? About 50 sample are taken in NATURAL CAPSULES LIMITED 4.6 FIELD WORK ? The field works is done in NATURAL CAPSULES LIMITED, PONDICHERRY
4.7 PERIOD OF SURVEY ? The period of survey is from August to September, 2007.
4.8 DESCRIPTION OF STATISTICAL TOOLS USED
? ? ? Percentage method Chi-square test Weighted average
4.8.1 PERCENTAGE METHOD:
? In this project Percentage method test was used. The following are the formula No of Respondent Percentage of Respondent = x 100 Total no. of Respondents 4. 8.2 CHI-SQUARE ANALYSIS:
In this project chi-square test was used. This is an analysis of technique which analyzed the stated data in the project. It analysis the assumed data and calculated in the study. The Chi-square test is an important test amongst the several tests of significant developed by statistical. Chi-square, symbolically written as x2 (Pronounce as Ki-Spare), is a statistical measure used in the context of sampling analysis for comparing a variance to a theoretical variance.
Formula (O-E) 2 ?2 =
E
O E
= =
Observed frequency Expected frequency
4.8.3 WEIGHTED AVERAGE METHOD ? Weighted average can be defined as an average whose component items are multiplied by certain values (weights) and the aggregate of the products are divided by the total of weights. ? One of the limitations of simple arithmetic mean is that it gives equal importance to all the items of the distribution. ? In certain cases relative importance of all the items in the distribution is not the same. Where the importance of the items varies. ? It is essential to allocate weight applied but may vary in different cases. Thus weightage is a number standing for the relative importance of the items. 4.8.4 SIMPLE CORRELATION: In probability theory and statistics, correlation, also called correlation coefficient, indicates the strength and direction of a linear relationship between two random variables. In general statistical usage, correlation or co-relation refers to the departure of two variables from independence. Formula: r= ?(X-Xi) (Y-Yi)
??(X-Xi) 2 ?(Y-Yi) 2
Where X- Reason for repurchase Y-Preference of respondent
CHAPTER – V DATA ANALYSIS AND INTERPRETATION 5.1 ANALYSIS USING PERCENTAGE METHOD
TABLE: 5.1.1
QUALIFICATION OF THE EMPLOYEES QUALIFICATION
S. NO 1 2 3 4 5 6 7 8 9 10 11 12 13 14 QUALIFICATION B.A B.B.A B.COM B.S.C D.M,E EIGHT I.T.I M.A M.C.A MATRIC SEVENTH TENTH TWELTH Total NO OF RESPONDENTS 6 1 3 4 1 1 16 2 2 1 1 7 5 50 PERCENT 12.0 2.0 6.0 8.0 2.0 2.0 32.0 4.0 4.0 2.0 2.0 14.0 10.0 100.0
Source: Primary Data
Inference: The above table infers that 32 percent belongs to the I.T.I, 14 percent tenth, 12 percent belongs to the B.A and 10 percent belongs to the twelth
CHART: 5.1.1
belongs to the
QUALIFICATION
20
10
Frequency
0 B.A B.COM B.B.A B.S.C D.M,E EIGHT I.T.I M.A M.C.A SEVENTH TWELTH MATRIC TENTH
QUALIFICATION
TABLE 5.1.2 EXPERIENCE OF THE RESPONDENTS EXPERIENCE
S.NO 1 2 3 4
OPTIONS
1-5 6-10 11-15 ABOVE 16 TOTAL
NO OF RESPONDENTS 31 6 5 8 50
PERCENT 62.0 12.0 10.0 16.0 100.0
Source: Primary Data
Inference: Above table states that 62% of the respondents having 1 – 5 year Experience, 12% are respondents having above 16years experience, 12% employee are 6-11yrears experience.
CHART 5.1.2
EXPERIENCE
40
30
20
Frequency
10
0 1-5 6-10 11-15 ABOVE 16
EXPERIENCE
TABLE: 5.1.3 PERSONALITY OF THE RESPONDENTS
S.NO 1 2 3 4 5 OPTIONS EXTRAVERSION AGREEABLENESS CONSCIENTIOUSNESS 3 EMOTIONAL STABILITY OPENNESS TO EXPERIENCE TOTAL 3 18 50 6.0 36.0 100.0 NO OF RESPONDENTS 16 10 PERCENT 32.0 20.0 6.0
Source: Primary Data
Inference:
From the Table shows that out of 50 employees, 36 % of the respondents of them are
openness to experience. 32% of the respondents are extraversions personality,. 20% of respondents are agreeableness personality.
CHART: 5.1.3
PERSONALITY
20
10
Frequency
0 EXTRAVERSION CONSCIENTIOUSNESS OPENNESS TO EXPERIEN AGREEABLENESS EMOTIONAL STABILITY
PERSONALITY
TABLE: 5.1.4 JOB INVOLVEMENT OF THE RESPONDENTS
S.NO OPTIONS NO OF RESPONDENTS 37 PERCENT
1
STRONG INVOLVEMENT INVOLVEMENT TOTAL
74.0
2
13 50
26.0 100.0
Source: Primary Data
Inference: From the above table it is inferred that out of 50 employees, 74% of the Respondents are strong involvement in jobs. Reaming 26 % of the people feels involvement in jobs. None of them feels poor and average.
CHART: 5.1.4
JOB INVOLVEMENT
40
30
20
Frequency
10
0 STRONG INVOLVEMENT INVOLVEMENT
JOB INVOLVEMENT
TABLE: 5.15 JOB SATISFACTION
S.NO
OPTIONS
NO OF RESPONDENTS 32 10
PERCENT
1 2
SATISFIED HIGHLY SATISFIED
64.0 20.0
3 4
DISSATISFIED HIGHLY DISSATISFIED TOTAL
5
10.0
3 50
6.0 100.0
Source: Primary Data
Inference: The table shows that out of 50 employees,64 % of the employees are satisfied in jobs. 29% of the employee are higly satisfied, 10 % of the employees are dissatisfied in their jobs: CHART:5.1.5
JOB SATISFACTION
40
30
20
Frequency
10
0 SATISFIED HIGHLY SATISFIED DISSATISFIED HIGHLY DISSATISFIED
JOB SATISFACTION
TABLE: 5.1.6 JOB ATTITUDES OF THE RESPONDENTS
S.NO
OPTIONS
NO OF RESPONDENTS
PERCENT
1
POSITIVE
50
100.0
Source: Primary Data
Inference: The above table show that 100 % of the employees having job attitudes and there is zero % negative attitudes in employees towards job CHART: 5.1.6
JOB ATTITUDES
60
50
40
30
20
Frequency
10 0 POSITIVE
JOB ATTITUDES
TABLE: 5.1.7
JOB MOTIVATES
S.NO 1 GROWTH NEEDS 38 2 RELATEDNESS NEEDS 3 EXISTENCE NEEDS TOTAL 5 10.0 7 14.0 76.0
OPTIONS
NO OF RESPONDENTS
PERCENT
50
100.0
Source: Primary Data
Inference: Above table states that out of 50 respondent, 76% of the employees motivates towards growth needs,14% of the respondents motivates towards relatedness needs of personality
CHART 5.1.7
JOB MOTIVATES
40
30
20
Frequency
10
0 GROWTH NEEDS RELATEDNESS NEEDS EXISTENCE NEEDS
JOB MOTIVATES
.
TABLE: 51.8
DECISION- MAKING S.NO
OPTIONS
RATIONAL
NO OF RESPONDENTS 50
PERCENT
1
100.0
Source: Primary Data
Inference: The Above table states that out of 50 of employees, 100 % the respondent’s decision making style was rational in their jobs
CHART: 6.1.8
DECISION- MAKING
60
50
40
30
20
Frequency
10 0 RATIONAL
DECISION- MAKING
TABLE: 51.9
FACTOR GIVES SATISFACTION OF THE RESPONDENTS
S.NO 1 PAY 2 CO-WORKER COORDINATION 3 PROMOTION 4 REWARDS AND INCENTIVES 5 JOB SECURITY TOTAL 7 50 14.0 100.0 16 32.0 5 10.0 18 36.0 4 8.0
OPTIONS
NO OF RESPONDENTS
PERCENT
Source: Primary Data
Inference: Above table states out of 50 employees, 36% of the employees are satisfied by co-workers co ordinations, 32% of the respondents are satisfied by rewards and incentives
CHART: 5.1.9
FACTOR GIVES SATISFACTION
20
10
Frequency
0 PAY PROMOTION JOB SECURITY CO-WORKER COORDINATI REWARDS AND INCENTIV
FACTOR GIVES SATISFACTION
TABEL: 5.1.10 ETHICAL RATE OF THE RESPONDENTS
S.NO 1 LOW 2 MEDIUM 3 HIGH TOTAL 26 50 52.0 100.0 22 44.0 2 4.0
OPTIONS
NO OF RESPONDENTS
PERCENT
Source: Primary Data
Inference: Above table states out of 50 employees, 52 % of the employees ethical rate is high, 44% of the employees ethical rate is medium CHART: 5.1.10
ETHICAL RATE
30
20
10
Frequency
0 LOW MEDIUM HIGH
ETHICAL RATE
TABLE: 5.1.11 COMMUNICATION STYLE OF THE RESPONDENTS
S.NO OPTIONS NO OF RESPONDENTS 2 2.0 2 3 4 DRAMATIC ATTRACTIVE FRIENDLY 1 6.0 3 64.0 32 24.0 5 RELAXED TOTAL 12 50 100.0 PERCENT 4.0 1 DOMINANT
Source: Primary Data
Inference: Above table states out of 50 employees, 64% of the employees communication are in friendly manner, 24% of the employees communication are in relaxed manner, CHART: 5.1.11
COMMUNICATION STYLE
40
30
20
Frequency
10
0 DOMINANT DRAMATIC ATTRACTIVE FRIENDLY RELAXED
COMMUNICATION STYLE
TABLE: 5.1.12 PERSONAL PLANNINGS OF THE RESPONDENTS
S.NO
OPTIONS
NO OF RESPONDENTS 16
PERCENT
1
EXCELLENT
32.0
2 3
GOOD FAIR TOTAL
33 1 50
66.0 2.0 100.0
Source: Primary Data
Inference: Above table shows that out of 50 employees , 66% of the employees personal planning are good, 32 % of the employees personal planning are excellent
CHART: 5.1.12
PERSONAL PLANNING
40
30
20
Frequency
10
0 EXCELLENT GOOD FAIR
PERSONAL PLANNING
TABLE: 5.1.13 JOB RESPONSIBILITY OF THE RESPONDENTS
S.NO
OPTIONS
NO OF RESPONDENTS 31 19 50
PERCENT
1 2
EXCELLENT GOOD TOTAL
62.0 38.0 100.0
Source: Primary Data
Inference: Above table shows that out of 50 respondents, 62% of the employees job responsibility are good, 38 % of the employees job responsibility are excellent CHART: 5.1.13
JOB RESPONSIBILITY
40
30
20
Frequency
10
0 EXCELLENT GOOD
JOB RESPONSIBILITY
CHART: 5.1.14 LISTENING SKILLS
S.NO
OPTIONS
NO OF RESPONDENTS
PERCENT
EXCELLENT 1 2 3 GOOD FAIR TOTAL
16 33 1 50
32.0 66.0 2.0 100.0
Source: Primary Data
Inference: Above table shows that out of 50 respondents, 33% of the employees listening skills are good, 16 % of the employees listening skills are excellent CHART: 5.1.14
LISTENING SKILLS
40
30
20
Frequency
10
0 EXCELLENT GOOD FAIR
LISTENING SKILLS
CHART: 5.1.15 MENTAL EFFORT
S.NO
OPTIONS
NO OF RESPONDENTS
PERCENT
1 2
EXCELLENT GOOD TOTAL
14 36 50
28.0 72.0 100.0
Source: Primary Data
Inference: Above table shows that out of 50 respondents, 36% of the employees mental effort is good, 14 % of the employees mental efforts are excellent CHART: 5.1.15
MENTAL EFFORT
40
30
20
Frequency
10
0 EXCELLENT GOOD
MENTAL EFFORT
TABLE: 6.1.16 JOB FLEXIBILITY OF THE RESPONDENTS
S.NO
OPTIONS
NO OF RESPONDENTS 31 19 50
PERCENT
1 2
YES NO TOTAL
62.0 38.0 100.0
Source: Primary Data
Inference: Above table shows that out of 50 respondents, 62% of the employee’s job flexibility is good, 38 % of the employee’s job flexibility is excellent CHART: 6.1.16
JOB FLEXIBILITY
40
30
20
Frequency
10
0 YES NO
JOB FLEXIBILITY
TABLE: 5.1.17 COMMITED TO ORGANISATION OF THE RESPONDENTS
S.NO
OPTIONS
NO OF RESPONDENTS
PERCENT
1 2
YES NO TOTAL
49 1
98.0 2.0
50
100.0
Source: Primary Data
Inference: Above table shows that out of 50 respondents, 98% of the employees are committed to organisation, 2 % of the employees are not committed organisations CHART: 5.1.17
COMMITED TO ORGANISATION
60
50
40
30
20
Frequency
10 0 YES NO
COMMITED TO ORGANISATION
5.2 WEIGHTED AVERAGE METHOD
The respondents are asked about the Maintenance skill in the organization. Their skills are calculated below.
TABLE No: 5.2.1
S.n 1 2 3 4
Maintenance Skill Personal planning Listening skills Giving feedback Building a team
EXCELLENT 16 16 20 19
GOOD 33 33 29 30
FAIR 1 1 1 1
5 6 7 8
Leading a team Relationship with others Mental effort responsibility
19 14 14 31
29 35 36 19
2 11 0 0
Source: Primary data
Formula: Weighted average = ?WX
?X
TABLE No: 5.2.2
Point Weight age S.n 1 2 3 4 5 6 7 8 Maintenance Skill Personal planning Listening skills Giving feedback Building a team Leading a team Relationship with others Mental effort responsibility
3 EXCELLENT 48 48 60 57 57 42 42 93
2 GOOD 66 66 58 66 58 70 72 38
1 FAIR 1 1 1 1 2 1 0 0
0 Total 115 115 119 124 117 113 114 131
0 Avg. 2.3 2.3 2.38 2.48 2.34 2.26 2.28 2.62
0 Rank 6 5 3 2 4 8 7 1
Inference: Form the above mentioned calculation; the employees are having more responsibility in organisations , building skills, leading a team, giving a feed back to organisations shows their attitudes of personalities are good respectively.,,,
5.3. ANALYSIS BY CORRELATION BETWEEN REASON FOR LISTENING SKILLSAND MENTAL EFFORT
Factors
Preference For listening skills X 16 33 1 50
Preference For Mental effort Y 14 36 0 50 Xi =50/3 =16.66 Yi =50/5 =16.66
X-Xi
Y-Yi
(X-Xi)x(Y-Yi)
(X-Xi)2
(Y-Yi)2
Excellent Good Fair Total
-0.67 16.33 -15.67 0
-2.67 19.33 -16.67 0
1.7889 315.6589 261.2189 578.6667
0.4489 266.6689 245.5489 512.6667
3.2201 373.6479 277.8889 654.7379
Formula: r= ?(X-Xi) (Y-Yi)
??(X-Xi) 2 ?(Y-Yi) 2
Calculation: r = 578.6667/ 599.3637 =0.965 r = 0.965
INFERENCE: The value of r is 0.965. It indicates that there is a high, prefect correlation between two variables "Preference for listening skills and mental effort". This provides a basis to consider some functional relationship between them.
CHAPTER – VI FINDINGS OF THE STUDY, SUGGESSTION AND RECOMMENDATION
6.1 FINDINGS OF STUDY 32 percent belongs to the I.T.I, 14 percent belongs to the tenth,12 percent belongs to the B.A and 10 percent belongs to the twelth ? 62% of the respondents having 1 – 5 year Experience, 12% are respondents having above 16years experience, 12% employee are 6-11yrears experience. ? 36 % of the respondents of them are openness to experience. 32% of the respondents are extraversions personality,. 20% of respondents are agreeableness personality ? 74% of the respondents are strong involvement in jobs. Reaming 26 % of the people feels involvement in jobs. None of them feels poor and average. ? 64 % of the employees are satisfied in jobs. 29% of the employee are higly satisfied, 10 % of the employees are dissatisfied in their jobs ? 100 % of the employees having job attitudes and there is zero % employees towards job ? 76% of the employees motivates towards growth needs,14% of the respondents motivates towards relatedness needs of personality ? 100 % the respondents decision making style was rational in their jobs ? 36% of the employees are satisfied by co-workers co ordinations ,32% of the respondents are satisfied by rewards and incentives negative attitudes in
?
? ?
52 % of the employees ethical rate is high, 44% of the employees ethical rate is medium 64% of the employees communication are in friendly manner , 24% of the communication are in relaxed manner , 66% of the employees personal planning are good, , 32 % of the planning are excellent employees
?
employees personal
?
62% of the employees job responsibility are good, , 38 % of the employees job responsibility are excellent 62% of the employees job flexibility are good, 38 % of the employees job flexibility are excellent 98% of the employees are committed to organisation, 2 % of the employees are not committed organisations
?
?
6.2. SUGGESTIONS & RECOMMENDATIONS ? The wrkers are not known how to develop our personality on the basis of participating personality development programs and various self- development programs ? Management will conduct any personality development programs means its helps to
develop the workers personality. If the workers once developed their personality means the work performance will be improved. So the management will provide the above things means the management will attain their goals easily. ? The most of the employees are wanted to entrepreneur. So the management should conduct
any career development programs so that it will helps the employees career to develop them to be an entrepreneur. ? In this study assessing the employees knowledge, beliefs, feelings, wide range of personal
skills, abilities, and interests of their participation in the organisation goal. ? In the company the employees attitude is depends on the superior recognition based. So the
superior have to recognize the employees personality to raise their standard in good manner. ? Some of the employees are not interested to involving in job so management have to
interact with the employees and recognize their work ability and to motivates the employees to achieve the organisation goals
CHAPTER – VII CONCLUSION
Employees Personality is a description of consistent emotional, thought, and behavior patterns in a person. The several theoretical perspectives on personality involve different ideas about the relationship between personality and other psychological constructs as well as different ideas about the way personality doesn't develop The study has been conducted at NATURAL CAPSULE LIMITED. The company has become a leading in manufacturing capsule shells company in India. The researcher has conducted the study for 30 days. A survey was conducted with 50 respondents in the company by using questionnaire to collect the information’s from the respondents. After gathering the information’s, the researcher has analysis the data by interpreting the various tools. Based on the analysis, the researcher has given some suggestions to the management to develop their employees Personality. If the employees will improve their personality means the company discipline will be good in future and also they can easily achieve their goals.
CHAPTER – VIII
8.1 LIMITATIONS OF THE STUDY
1. Due to lack of time, unable to collect more information from the Employees. 2. Some employees may afraid to give information’s. 3. Illiterate employees are also given information’s. 4. Some information’s may be biased. 5. As the study size is small, it may not actually represent the whole employees in the organization.
6. Human error is Subjective
7. Time factors is limited 8. The whole population cannot be studied due to Selection of limited Samples
8.2 SCOPE FOR THE FURTHER STUDY
? The project throws light on the need for different attitudes of personality among the employees in the organization. ? The project was developed based on employees Skills towards the management.
? It will be helpful for the Management to identify the Weakness and the necessity of Suitable training to the employees in their Skills area. ? This project can be base for the students who are doing the project in the related area.
APPENDICES ANNEXURE-1 QUESTIONNAIRE A STUDY ON EMPLOYEES PERSONALITYIN NATURAL CAPSULES LIMITED, PUDUCHERRY
Employee Name Qualification 1) Age a. 25 and below
: ………………………………… ………… : …………………………………
b. 26-35
c. 36-45 2) Sex a. Male 3) Marital status a. Single 4) Experience a. less than 5 years c. 11-15 years
d. 46and above
b. Female
b. Married
b. 6-10 years d. 16 and above
5) What's your Basic Personality? a .Extraversion c. Conscientiousness e. Openness to Experience 6) What is your opinion on Involvement in your Job? a. Strong involvement c. undecided 7) Mention your level of Job satisfaction? a. Satisfied c. Dissatisfied 8) What is your Attitude towards Achievement? a. Positive 9) What Motivates you? a. Growth needs c. Existence needs 10) What's your Decision-Making Style? a. Rational 11) What's your Leadership Style? b. Irrational b. Relatedness need b. Negative b. Highly Satisfied d. Highly Dissatisfied b. Involvement e. No involvement b. Agreeableness d. Emotional Stability
a. People Oriented
b. Task Oriented
12) Which of the following factor gives your job satisfaction? a. Pay c. Promotion e. Job security 13) What is your ethical rate? a. Low c. High 14) What's your Face-to-Face Communication Style? a. Dominant c. Attractive e. Relaxed b. Dramatic d. Friendly b. Medium b.Coworker coordination d. Rewards & incentives
15) Please rate the following factors: factors a. Personal planning b. Listening skill c. Giving feed back d. Building a team e. Leading a team f. Relations ship with others g. Mental Effort h. Responsibility Excellent Good Fair Poor
16) Please answer the following questions: Questions 1) Are you flexible in your job? 2) Do you want to become an entrepreneur? 3) Have you committed to your organization? 4) Do you want job enrichment? 5) If your life is stressful? 6) Are you an productive worker? Yes No
ANNEXURE-2 BIBILIOGRAPHY
BOOKS: [1.] Fred luthans, “Organisational behavior” Tata McGraw-hill publishing Company New Delhi. [2.] Stephens .p.robbins “Organisational behavior”-Personality,Tata McGraw-hill publishing company New Delhi. [3.] Kothari, C.R “Research Methodology - Methods & Techniques” Publishers- New Age international (P) Ltd., New Delhi, Second Edition, 2004. [4.] Gupta, S.P., “Statistical Methods”, Sultan Chand & Sons Publishers, New Delhi, Thirty Fourth Editions, 2005.
WEBSITES: [1] www.navigation.com [2] ww.natural capsules limited.com [3] ww.managementorg.com
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