Chapter-1

INTRODUCTION

INTRODUCTION: In every organization today, one of the symptoms of the deteriorating conditions is the low employee satisfaction and this is the reason for my study. After studying I came to know that most of the employees in the Solanki Industries are well-satisfied with their management, their working conditions and also the works allocated to them. Remuneration also acts as one of the major aspect which satisfies the employees and so this study made me to understand the appropriate remuneration structure formed by the management of the Solanki Industries. In this study, I undertook various environmental aspects of Solanki Industries into consideration. This study also made me to know the various elements which contribute to employee satisfaction. Like for example: wages, nature of work, promotion chances, quality of supervision etc. The study on Employee Satisfaction and Remuneration Structure provided me practical knowledge on these various theoretical aspects of Human Resource Management.

It has also helped me to know about the communication system in the organization with respect to the chances provided to the employees to communicate their suggestions and grievances to the management. After studying about the Employee satisfaction, I have understood that it is an indicator of the effectiveness of the reward system i.e., it would help, the manager to judge whether the best performances are receiving the most rewards or not. Thus, this study has provided me with an overall knowledge about the ways of satisfying the employees and also the impact of remuneration structure on employee satisfaction.

Chapter-2

INDUSTRY PROFILE

INDUSTRIAL PROFILE Electricity is one of the most necessary items of living. Today we cannot imagine anything without electricity. It is required to perform daytoday activities. Electricity is useful in lighting, fan, computers, train etc. It is important and so important are the conductors. those which allow current to pass through them. equipments and accessories or electrical products. ORIGIN OF ELECTRICAL INDUSTRY The starting point of electrical industries is the great invention of electrical bulb in 1876 by Thomas Alva Edison. This invention made the world to know the power of electricity, and these helped for the invention of many other electrical items like fans, lightings, wires and cables, meters and so on. Electrical industry is one of the most developed industry and many new inventions are yet in the induction stage. General Electrical (GE) is the largest manufacturer of electrical items and Anchor is the largest manufacturer of switches in the world. ELECTRICAL INDUSTRY IN INDIA Electrical industry has the history of more than 50 years in India. In 1950s the distribution of electricity was confined to a limited area. Only big cities have the power plants and the level of electrical markets. In 1956 seeing big opportunities in this market, Finolex group started the wire coil production and gained market by introducing multistand cables for
5

The Conductors are These are the points

which regulate the flow of electricity. These are also called electrical

house wiring. copper wire.

At the beginning only single copper wire was used for Now there are different varieties of wire coils and other

transmission of current which was changed in modern stage to leaded materials available relating to electricity and more than 300 firms and companies producing wire coils with different names. When electricity was first introduced in India, the black colored tumbler switch with porcelain base dominated the Indian premises. This was during 1950s and 1960s when electricity was reaching different parts of the country. There existed a high degree of dissatisfaction about these switches, as they were hard to operate and lacked in aesthetics. These tumbler switches were installed on wooden surface mounting box and wiring was done with the help of batten strips (Patti). It also offers you the flexibility of adding or removing functions to adapt to your changing needs. For example, you could easily replace a 6A with a 16A switch or replace one two modular socket with two single modular switches. The latest trend in modular switches is that of a smooth scoreless appearance. Some companies are even offering a complete range of wiring solutions that include switches; trunking and VDI (Voice Data Image) structured cabling system. Gradually the Indian switch market is upgrading to modular switches. In additions to switches and wire coils, there are a number of items which helps in the smooth running and efficient usage of electricity and power. The big names in Indian market if electrical products manufacturer are:6

Finolex........... Havells .......... MDS.............. Philips........... Anchor

Specialist in wire and cables. energy meters. Miniature circuit breakers Manufacturer of lighting and luminary items. manufacturer in switches and accessories

These are serving Indian Electrical Industry for more than four decades and their markets are enlarge to foreign countries also. GROWTH OF INDUSTY IN A.P. & MAHARASHTRA: After the evolution of electricity in Andhra Pradesh and Maharashtra, the businesses of electrical goods have increased at a higher rate. The electrical market has developed a lot in the past 15 years. Previously there were no advertisements and promotion media available. The only media was personal selling. The sales representative of the company goes to the firms and cities and villages and collected the payment and orders. Now with the advent of modern technology, distribution is easier and also good time on promotional activities is devoted. Maharashtra is one of the leading markets of electrical products. In Mumbai city alone, there are at an average 500 brands of different electrical products and accessories and the number is increasing year by year.

SWOT ANALYSIS OF ELECTRICAL INDUSTRY STRENGTHS:

A large area is of farmers who require specific electrical product for irrigation and agriculture.

Continuous growth development and innovation of technology Core sector electrical industry enjoys monopoly for its market demand, since there exists no other substitute for electricity.

Seasons effect is not same all over India. Each electrical product is compensated by other product. For example, fans and coolers are used summer while heaters are used in winter.

Boom in distribution of electricity. WEAKNESS: No uniform distribution of electricity in far end villages. Increase in the cost of metals and raw materials Consumers dont want to take risk to adopt new technology High transportation cost. Power intensive projects Most of the industries are located in the areas where raw material is easily available. So there is no development of backward areas. OPPORTUNITIES:

Large potentials to distribute market within India, all parts to the Country.
8

 Unsaturated demand for infrastructure. Liberalization, privatization and globalization of many sectors in the economy. Boom in the market for electrical products. THREATS:

High input cost might blunt competitive edges.

Uneven demand factor. China factor for global markets. Decontrol on the prices of metals.

Chapter-3

COMPANY PROFILE

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COMPANY PROFILE History of Solanki Industries: Enduringly reliable, a combination of style, elegance and beauty, consistently bench-marked to the most stringent standards, aesthetically crafted, and yet created with lasting values in mind. essential hallmarks that distinguish Vimal in electric field. Since 1978, Vimal has been a standard bearer in its field, capturing the competent and prominent market share in India and henceforth reaching new heights. Founder: Mr.Saremal Genaji. In 1978, Mr.Saremal Ganaji along with his two brothers These are a few

Mr.Ricabchand Jain and Shantilal Jain established an electrical company with the brand name VIMAL. It was their visionary zeal that triggered off a major revolution that transformed an ordinary firm into one of the leading manufacturer of electrical products. Proprietor: Mr.Ramesh Solanki Mr.Ramesh Solanki is the proprietor of Solanki Industries. Under his leadership, Vimal products were diversified from south base to all over the country. Director : Mr.Bharat Solanki Marketing Executives: 1. Mr.Suresh Solanki

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2. Mr.Bhupesh Solaki 3. Mr.Dilip Jain 4. Mr.Jayantilal Solanki Corporate Philosophy: Vimal switches and accessories are known for its functionality, elegance and durability. Customer care is their core philosophy. Dealer satisfaction is also given equal importance. Plants: Vimal is the brand name and is manufactured at Solanki Industries located in Mumbai. It was established in 1994 and it manufacturers electrical products and accessories like switches and other materials. The plant is equipped with latest technology and equipments along with well trained staff. This is supported by both skilled and un-skilled workers. They also have a plant in old Delhi, where all the copper and aluminium wires are manufactured. At Hyderabad, they have a firm in partnership with Chauhan Industries where fans are manufactured. Products and Quality Products of Vimal Company: Solanki Industires produces a wide range of products:1. Switches 2. Wires and cables 3. Lighting and luminaries
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4. MCBs (Miniature Circuit Breakers) and distribution boxes 5. Musical door chimes and buzzers 6. Transformers and extension cords 7. Fuses and main switches 8. Fans Quality: Success through Quality Management: Vimal, a product of superior quality, made to satisfy the increasing demand for safety and functionality, is certified by Bureau of Indian standards conforms to the International Electro technical Commission (IEC 669-1) as well. The production units of Solanki industries have been assessed and approved by Bureau Verities Quality International BVQI), London for maintaining international quality standards in every stage of production. Vimal has thus developed a reputation for quality and reliability. It has earned the coveted ISO 9001: 2000 certification for achieving higher standards of quality. Vimal PVC wires and cables were started in 1980 with manufacturing of housing wires and cables. Over the period of time the company has established its brand and captured major market share in the electric field.

13

Chapter-4

Research methodology

14

NEED FOR THE STUDY Employee Satisfaction & Remuneration Structure play a very important role in any organization and to know the real impact of these factors on any organization and its employees I felt it necessary to undergo this study. Also, a study on employee satisfaction and remuneration structure throws light on the various factors prevailing in the organization which satisfies or dissatisfies the employees and hence this study helped me to know the various factors and also the measures to overcome them.

OBJECTIVES To study all Human Resource policies and practices adopted by the company and their respective effectiveness. To study various amenities and incentive facilities To have employees perception on remuneration and other monetary benefits provided. To interpret the satisfaction and motivation level of employees and their future promotional opportunities and expectations. To discover the causes of indirect productivity problems such as absenteeism, employees and poor quality of work. To understand the various training programmes provided to the employees.

15

SCOPE OF THE STUDY The study is confined to the employees of Solanki industries of Mumbai branch. The scope is confined to the study of employee satisfaction with respect to the salary and remuneration structure and those factors which influence employee satisfaction such as working conditions infrastructure facilities , management style etc. DURATION OF STUDY The entire study was conducted within a period of 45 days and hence the study is limited to time restriction. Or else more could be gained from the companys management and their employees. RESEARCH DESIGN The plan, structure and strategy of investigation conceived so as to reach the objective of the research and to control variance used is descriptive research design. As it is necessary to know the satisfaction levels of employees survey method is adopted. SAMPLING: All the employees of Solanki Industries were considered as the sampling unit. A sampling size of 100 employees was taken at random to conduct the study.

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DATA COLLECTION METHOD The data is mainly collected through primary sources and secondary sources. Primary data: Primary data include interviewing the employees by administering a questionnaire and by direct contact method. Secondary data: Secondary data is collected from the manuals and records maintained by the company. DATA ANALYSIS METHOD The data collected from the employees of Solanki industries are analyzed through statistical analysis technique. LIMITATIONS OF THE STUDY
1.

The study is restricted up to 10% of the total employees in the organization.

2. One of the major limitations of the study is the time limit. 3. The study is based upon the primary information collected from the employees which suffers from human limitations.

17

Chapter-5 JOB SATISFACTION MEASURES AT SOLANKI INDUSTRIES AND ITS REMUNERATION STRUCTURE

18

Ways of Measuring Job-satisfaction in Solanki Industries: Solanki Industries most common approach for measuring jobsatisfaction is the use of rating scales. These scales fall into two general categories. One is called tailor-made scales, which are constructed for a particular setting or a project. The second set comprises standardized scales which, before their use, have bee developed to establish group norms on the scales and to ensure the reliability and validity of the measuring instruments. It is the tailor-made scales which are frequently used in practice. This provides a broad picture of employee attitude towards the major components of jobs. Various Other Measures: Critical incidents: In this method the employees were asked to describe incidents on their job when they were particularly satisfied or dissatisfied. These incidents were then content-analysed in determining which aspects were closely related to positive and negative attitudes. Interviews: Personal interviews are yet another method of measurement of satisfaction in the Solanki Industries. Employees are interviewed individually and the responses reveal their satisfaction or dissatisfaction. Action Tendencies:

19

These represent the inclination people have to avoid or approach certain things. By gathering information about how they fell like acting with respect to their jobs, the job-satisfaction can be measured. Use of existing Job satisfaction information: Before conducting any formal satisfaction survey, managers in the Solanki Industries do well to examine two other methods of assessing employee feelings daily contacts and contacts and existing data. Managers are in contact with their employees through constant interactions and communication. This is practical and timely method of determining the job satisfaction. Besides, there are a number of indicators already available in the organizations, and their collection in the form of reports will throw much light on the degree of employee satisfaction or dissatisfaction. Some of the available data relate to turnover, absenteeism, performance, suggestions, accidents, grievances and the like. Existing Data: Apart from having daily contacts and personal interviews, etc, Solanki Industries also refer to the existing data with respect to the insights of the employees. They collect the monthly data or reports with respect to the employee grievances, their turnover rate and also the absenteeism etc. This information would provide the knowledge about the employee satisfaction and dissatisfaction.

20

Remuneration System of Solanki industries "Remuneration" consists of salary equivalent to the basic pay in private companies and several allowances corresponding to duties, work, performance, etc.

1.Review allocations among regions in order to reflect local wages in remuneration for national public employees. In order to better reflect the regional differential in private sector wages in the remuneration of public employees, consideration was given to regions where private sector wage levels are low, the salary level for public employees would be reduced by an average of 4.8% on the whole. In regions where private sector wage levels are high, it was decided that the area allowance from 3% to a maximum of 18% would be furnished.

21

2. Restraining the pay step increase according to seniority, and transition to the salary structure corresponding to duties and responsibilities Based on the review of the basic salary curve (aimed at flattening the basic salary curve), the pay step increase according to seniority will be restrained. Specifically, the salary level of middle and upper age groups would be reduced by 7% without any reduction for young employees of officer level, all together, the salary level as a whole would be reduced by 4.8% on average.

22

3.

Reflection

of

Performance

in

Remuneration

In order to better reflect the actual work performance in the salary increase, the existing pay steps were divided into four parts, and the regular step increase and the special step increase were consolidated into the new one based upon the actual work performance. As for bonus (the Diligence Allowance), it was revised so that it reflects performance more appropriately.

23

24

Chapter-6

Analysis & Interpretation

25

a. How were you recruited by Solanki industries? no. of respondents 18

Through

recommendation Personal interview 68 Selected from labour 12 agencies Any other 2

INFERENCE: It is clear from the above graph that most of the employees in solanki industries are recruited through personal interview that is 68%, by way of recommendation are 18%, 12%selected from labour agencies, 2% from any other sources.
26

b. What is your perception on the attitude of the management staff? No. of Respondents Friendly Neutral Hostile 75 7 18

INFERENCE: In the above graph it is found that the respondents given for attitude of the management staff is 70%friendly, 7%neutral, 18% it is found to be hostile. So this brings belongingness among the employees which is good for the company.

What kind of management style is adopted in decision making? No. of Respondents

27

Autocratic exploitative style Benevolent exploitative style Participative mgt style Consultative mgt style

3 65 25 7

INFERENCE: From the above graph it is observed that in solanki industries the employees respondent that 65% says the style adopted here is benevolent exploitative style, 25% participative management style, 7% consultative management style and only 3% respondent it is autocratic exploitative style. How long you are working in this organization?

No. of respondents less than 5yrs 10

28

10 yrs more than 10yrs

20 70

INFERENCE: From the above graph it is clear that 70% of the employees are working from more than 10 years, 20% are working from 10 years and 10%are working from 5 years. So the employees here are more of work experience.

29

What motivate you to retain in the organizations? No. of respondents Attractive Salary Growth Good working condition Welfare Recognition 30 10 30 10 20

INFERENCE: From the above graph it is clear that 30% of the employees retain in the organization through good working condition &attractive salary, 20%recognition, 10% growth &welfare.

30

What about the infrastructure at your work place in terms of temperature, water, canteen etc? No. of respondents Excellent Good Average Poor 40 52 7 1

INFERENCE: The above graph clearly represents that with the infrastructure facilities provided -52% responded it is good,40% says it is excellent,7%says it is average remaining 1%says it is poor.

31

Are you satisfied with the present increment system?

No. of respondents Yes No 60 40

INFERENCE: The graph shows that 60% are satisfied with the incremental system &the employees not satisfied are 40%.

32

If you are satisfied how would you rate it?

No. of respondents Best Average Need improvements 53 40 7

If not satisfied, what is the reason? INFERENCE: From the above graph it is clear that the employees satisfied with the incremental system rated them 53% as best, 40% as average, 7%needed improvements and the employees who are not satisfied with the increment system gave reasons for it.
33

What is the scope of autonomy in your work life at Solanki industries? No. of respondents Restricted Limited High 7 63 30

INFERENCE: The above graph clear shows that 63% of the employees respondent that scope of autonomy is limited, 30% say it is high &7% say it is restricted.

34

Is there any mismatch between your personal policies with the company policies? No. of respondents Yes No 35 65

If yes, then in what aspects? ----INFERENCE: The above graph clearly shows that 65% of the employees feel there is no mismatch between personal policies &companys policies and 35% say yes there is mismatch between personal policies and companys policies.

35

How are your relations with superiors, peers, and sub ordinates?

Relation with superiors No. of respondents Good Average Excellent Poor 23 56 15 6

36

c. Relations with peers No. of respondents Good Average Excellent Poor 10 60 23 7

37

d. Relations with sub ordinates No. of respondents Good Average Excellent Poor 5 28 65 2

INFERENCE: Based on the data collected it was found that the inter-personal relationship in the organization is excellent (co-operative).Another achievement of this organization there is no Industrial relations problem which effects the employer-employee relation .the relations of superior and sub-ordinate and peers are very co-operative.

38

Your monthly salary lies in the range?

No. of respondents 15000-25000 10000-15000 5000-10000 less than 5000 12 70 10 8

INFERENCE: From the above graph we can bring out that for 70% the salary range falls from 10000-15000,12% it is 15000-25000 ,10% it is 5000-10000&for 8%it is less than 5000.And according to the promotional policies of the industry they will be an increment in the salary range.

39

What do you feel about the promotional avenues adopted by Solanki industries? No. of respondents Excellent Satisfactorily Unsatisfactorily 12 78 10

INFERENCE: From the above graph 78% of the employees responded that they are satisfied with the promotional avenues, 12% finds it excellent, 10% of the employees are not satisfied with promotional avenues.

40

What is your opinion on the growth &career planning in Solanki industries? No. of respondents Strongly agree Agree Undecided Disagree Strongly disagree 12 50 20 8 10

INFERENCE: From the above graph it is clear that 50% agree on the opinion of growth & career planning in Solanki industries,20% undecided,12% strongly agree,10% strongly disagree,8%dis agree.
e.

How would you respond to the managerial caliber in allocation of jobs in the various grades?
41

No. of respondents Strongly agree Agree Un-decided Disagree Strongly disagree 55 12 15 8 10

INFERENCE: From the above graph it is clear that 55% responded that they strongly agree, 15 % are undecided, 12%agree, 10%strongly disagree, 8%agree. r. What is your opinion on the salary structure as well as the salary grades in Solanki industries? No. of respondents Strongly agree 25
42

Agree Undecided Disagree Strongly disagree

50 10 8 7

INFERENCE: The above graph shows that 50% agree on the salary structure & salary grades in Solanki industries 25%strongly agree, 10% undecided, 8%disagree, 7%strongly disagree. s. What is the style adopted by Solanki industries for information disseminator? No. of respondents Formal Informal Grape vine 77 12 5
43

INFERENCE: The style adopted for information disseminator from the above graph states that 77% it is formal, 12%it is informal, and 5% it is grape vine.

44

t. Does the differential system adopted in the organization clearly define your job? No. of respondents yes no 80 20

INFERENCE: From the above graph it is clear that 80% responded yes it clearly defines their job & 20% responded no.

45

u. Is the salary given to you match with the market rates? No. of respondents yes no 92 8

INFERENCE: The above graph clearly represents that 92% are satisfied with the salary as they match the market rates and 8% are not satisfied.

46

Chapter-7

Findings & Suggestions

47

FINDINGS: Recruitment: It is clear that the employees recruited in the Solanki industry are out of their own skill & efficient they possess.(refer to graph on pg.26) Attitude of the management staff: Majority of the employees are satisfied with the job as the environment is friendly in nature.(refer to graph on pg.27) Style of decision making: It is found that in Solanki industries major decision making is of benevolent exploitative style.(refer to graph on pg.28) Motivation factor: It is found that the employees are retained in the organizations because of good working conditions &attractive salary(refer to graph on pg.30). Infrastructure facilities: Employees are satisfied with the infrastructure facilities provided here but needed improvements(refer to graph on pg.31) Incremental system: It was found out that majority of employees were satisfied with the present incremental system.(refer to graph on pg.32) Rating incremental system: The employees of the Solanki industries who are satisfied have rated it average &little portion needed improvements in the incremental system.(refer to graph on pg.33)

48

Individual and company policies: Most of the employees found it satisfactorily with the personal & company policies.(refer to graph on pg .35) Inter-personal relations with superiors, sub-ordinates, and peers: It was find out that the relations between the superior & sub-ordinate are cordial but among peers they are not found to be good.(refer to graph on pg .36, 37, 38 respectively) 10. Promotional avenues: It was found out that most of the employees are satisfied with the to graph on pg.40) 11. Growth & career planning: Only 50% of the employees who agree that Solanki industries have proper growth & career planning.(refer to graph on pg.41) 12. Managerial calibre: Many employees agree that they are allocated in the jobs according to the managerial calibre.(refer to graph on pg.42) 13. Salary grades & salary structure: It was found that salary grades &salary structure are properly framed which most of the employees also agreed.(refer to graph on pg.43) 14.Informative disseminator: It was found out that employees of Solanki industries follow mostly formal informative disseminator style &informal grapevine at times.(refer to graph on pg.44) 15. Differential system: It was founded out that differential system adopted by Solanki industries clearly define the job for most of the employees. (refer to graph on pg.45)
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promotional avenues of Solanki industries.(refer

16. Market rates: It was found out that majority of the employees are satisfied with their salary as they match market rates.(refer to graph on pg.46) 17. Period of work: Here the employees are experienced & acquainted with the policies & procedure of the industry.(refer to graph on pg.29) 18. Scope of autonomy: It was found out that for majority of the employees feel scope of autonomy was limited.(refer to graph on pg.33) 19. Salary range: The maximum employee in Solanki industries are in salary grade of 10000-15000.(refer to graph on pg.39)

50

SUGGESTIONS:
1.

Recruitment: It would be better if all the employees are recruited by personal interview process, which would test the skill & talent of each individual and help in growth of the organization. Attitude of the management staff: The management should take measures for the employees who feel that they are working in hostile management. Style of decision making: I would also suggest that the Management style adopted in decision making should be of benevolent exploitative style as well as participative management style which would retain the skill employees in the organization. Motivation factor: Training is one of the major determinants in quality of work life that Solanki industries may concentrate to improve on. The company can ensure greater satisfaction for employees through training that facilitates transfer of learning and even improves the remuneration structure. Infrastructure facilities: As only 50% are satisfied with infrastructure facilities at Solanki industries, the company for better management must make attempts to improve them so that all are satisfied. Incremental system: Most of the employees are satisfied with the incremental system of the Solanki industries, but the company should take measures like increments every 4 months, bonus etc.... to satisfy the other employees also.

2.

3.

4.

5.

6.

51

7.

Rating incremental system: Incremental system is one of the tool through which employees can be satisfied.So the company should conduct a research on incremental system &design a better incremental system. Individual and company policies: The companys policy should match personal policys of the employees, if any mismatch the company should try to overcome it for the growth of the organization. Inter-personal relations with superiors, sub-ordinates, and peers: The company must make attempt to help the employees develop better relations with the peers in order to have a friendly environment in the organization. Promotional avenues: Though the promotional avenues are satisfactory but attempts like increasing the salary without increasing the post, providing authority... etc in order to retain them in the job. Growth & career planning: Systematic career planning is

8.

9.

10.

11.

necessary to enhance & maintain levels of satisfaction .Career counselling session in the form of Assessment centre should be incorporated at Solanki industries. An assessment centre is a tool for developing career planning of the employees .It involves procedures that incorporate groups &individual exercises.
12.

Managerial calibre: It is obvious that work at Solanki industries necessitates the job incumbents to play multiple roles .But some feel that they arent having a clear idea of the behaviours expected by others and the management. In order to reduce role ambiguity

52

and to ensure Role clarity of the focal role, a ROLE ANALYSIS TECHNIQUE may be adopted at Solanki industries.
13.

Salary grades & salary structure: As only 50% of the employees agree with the Salary Structure & salary grades the company must take steps to try to satisfy the other employees also. Informative disseminator: The company can increase the scope of Informal style of Communication so that the hidden views/opinions of employees can be known to the company.

14.

15.

. Differential system As only 20% of the employees disagreed on the differential system the company should however not take it leniently and should make attempts to try to satisfy all the employees too. Market rates: The company must take considerable efforts to match the market rates of the salaries of the unsatisfied employees in this concern.

16.

53

ANNEXURE

54

QUESTIONNAIRE Employees satisfaction &remuneration structure of solanki industries Name of the firm: Respondent name: A blend of management, company &employees How were you recruited by Solanki industries? Through recommendation Personal interview Selected from labour agencies Any other What is your perception on the attitude of the management staff? Friendly Neutral Hostile What kind of management style is adopted in decision making? Autocratic exploitative style Benevolent style Participative management style Consultative management style

55

From how long are you working in this organization? <5yrs 10years More than 10 years What motivate you to retain in the organizations? Attractive salary Growth Good working conditions Welfare Recognition In Relation to employee satisfaction What about the infrastructure at your work place in terms of temperature, water, canteen etc? Excellent Good Average Poor Are you satisfied with the present increment system? Yes

56

No If you are satisfied how would you rate it? Best Average Need improvements If not satisfied, what is the reason? What is the scope of autonomy in your work life at solanki industries? Restricted Limited High Is there any mismatch between your personal policies with the company policies? Yes No If yes, then in what aspects? ----Inter Personal relations How are your relations with superiors Good Average Excellent
57

How are your relations with Peers? Good Average Excellent How are your relations with Peers? Good Average Excellent In Relation to remuneration structure Your monthly salary lies in the range 15000-25000 10000-15000 5000-10000 Less than 5000 What do you feel about the promotional avenues adopted by Solanki industries? Excellent Satisfactory Unsatisfactory

58

What is your opinion on the growth & career planning in Solanki industries? Strongly agree Agree Undecided Disagree How do you respond to the managerial caliber in allocation of jobs in the various grades? Strongly agree Agree Undecided Disagree Strongly disagree What is your opinion on the salary structure as well as the salary grades in Solanki industries? Strongly agree Agree Undecided Disagree Strongly disagree
59

What is the style adopted by Solanki industries for information disseminator? Formal Informal Grapevine Does the differential system adopted in the organization clearly define your job? Yes No Is the salary given to you match with the market rates? Yes

BIBILIOGRAPHY
Dr.K.Aswathappa, Organizational Behavior-

60

Himalaya Publishing House (Mumbai) Stephen P.Robbins,Organisational Behavior Prentice Hall Of India (New Delhi) WEBSITE: www.knowledgestorm .com www.vimalelecindia.com

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