TRAINING REPORT

ON

To study the role of Employee Empowerment as a motivational tool in JBM AUTO LIMITED.

For the requirement of partial fulfillment of Masters Degree in Business Administration under the guidance of Mrs. Shubhra Sahay, Mr. Gaurav Kumar Sharma and Miss Baljeet Kaur

SUBMITED TO: JBM AUTO LTD.

{HR Department)

SUBMITTED BY:
SWATI VIRMANI MBA 3RD SEM ROLL NO.................

SESSION : 2008-09

MR DAV INSTITUTE OF MANAGEMENT & STUDIES (AFFILATED TO M.D. UNIVERSITY, ROHTAK)

content
Sr. No.
(I) (ii) 1 2. 3. 4. 5. 6. 7. 8. .

CHAPTER
Acknowledgement Preface Company profile

Review of literature Synopsis Data analysis and interpretation Findings of study Suggestions and recommendations Conclusions Annexure -Questionnaire -Bibliography

PREFACE As we all know that human being is very dynamic. Every moment there is a slight change in his workings. The success of any organization depends upon the employees working in it. People join organizations expecting rewards. Firms distribute monetary rewards and give empowerment to the employees & other benefits for the employees availability, competencies, & behaviors which act as tools for employees motivation. EMPOWERMENT is what young job aspirants are looking for in the organizations. More than monetary rewards, it is the feeling that employee owns the job that motivates him or her. The programmers & activities of employee empowerment help the employees to work better in their related fields and achieve their goals by making them expert in their related work field. The purpose of employee empowerment is to motivate the employees which is beneficial to both employees as well as for the organization. Employee empowerment helps the deserving people to grow in their respective fields as it is a process of obtaining basic opportunity for marginalized people.

Company profile
Introduction
The journey of excellence began in 1983, when the JBM Group entered the realm of engineering with the inception of Gurera Gas Cylinders Limited. JBM ventured into the auto components industry in 1985 with the establishment of Isuki Auto India. and Jay Bharat Maruti, a joint venture between JBM and Maruti Udyog Limited, was born in 1987; today, it is the Groups Flagship Company. JBM created a new meaning for excellence in the manufacturing of sheet metal parts and welding assemblies. The group has embraced international systems and processes, implementing them in all levels, in every unit, and across all parameters. This has invited prestigious certifications from global institutions. The Groups companies have consistently met and surpassed world-class standards, while accumulating a wealth of knowledge and expertise in the industry. The equipment and machines in all its plants are state-of-the-art, manned by a highly skilled, professional work force, ensuring only the best in quality. Their talent are finely honed, with each member of team JBM being trained regularly on the latest methods and techniques the world offers. They are kept fully conversant with all the global safety norms, reflecting JBMs deep care for its human resource.

A third eye is always on the lookout for the environment, to ensure a green and clean planet for our children. All these factors combine and complement each other, translating to zero-defect products and services. JBM ensures a faster time-to market and greater cost competitiveness, resulting in customer delight. Bolstered by a robust bottom line and infrastructure, the range of JBM products is vast and comprehensive- shaped blanks, sheet metal stampings, welded assemblies, exhaust systems, chassis and suspension systems, rear axles, wheel rims, press tooling, jigs and fixtures, safety restraint systems, white goods components, high tensile fasteners and these constitute just a part of the entire range. At JBM the belief is that change is constantthe philosophy embodied is one of continuous improvement. As a result, JBM enjoys the overwhelming approval and certitude of both the customer and the industry. JBM is committed towards meeting the aspiration and requirements of clients in India and overseas, providing tailor-made solutions. With several awards to its credit and the support of its partners, the company stands poised atop a launch pad to the futurefully geared to meet new challenges, destined to touch newer heights in excellence.

VALUES OF JBM

Believe

in simplicity by keeping a low profile externally and having clear, frank and

effective communication in the organization. Believe in teamwork with well defined responsibility and accountability.

Believe in relationship of trust among people through well defined responsibility and authority
Believe in according top priority to customer focus through prompt and appropriate response. Believe in respect and care for all those associated with us by meeting commitments.

VISION STATEMENT

Expanding leadership in business Through people, Keeping pace with Market trends and technology.

MISSION STATEMENTS

BUSINESS CUSTOMER EMPLOYEES TECHNOLOGY PROCESSES Best in Class Organization Business & Service /Product delivery Excellence Quality Leadership Technology Excellence Introduction of new Solutions/Services World Class Products Top 3 preferred employer Learning Organization Digital way Trusted Partner Reliable & Cost effective Solutions/ services Customer acquisition/expansion Lead the Industry rate of growth No. 1 in profit in Industry Global Thrust

GROUP HISTORY
Started TEXTILES & TRANSPORT business before independence in Calcutta. Name JAY BHARAT conceived from Victory for INDIA.

 Expanded business to Mumbai, Surat and Ahmdabad. Registered Trade Mark - JAY BHARAT MILLS JBM

Diversified in engineering activities during eighties.

CORPORATE OFFICE AT DELHI

JBM AUTO, FARIDABAD

PRODUCT RANGE:

LPG Cylinders Sheet Metal Parts Welded Assemblies

1983 1987 1989 1992 1994 1996 1997 1998 2000 2000 2001 2002

Dies, Moulds, Fixtures Manufacturing Large Sheet Metal Panels Skin Panels Exhaust Systems Integrated Welded Modules Calibration Laboratory High Tensile Steel Fasteners Steel/ Metal Processing BIW Parts Design/ Development

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Fuel Neck Filler with Zn Plating Motor Cycle Rim Tube Division

2003 2004 2005

Segment Wise Customers Cars

1. 2. 3. 4. 5. 6. General Motor India Limited Hml-Lancer Honda Siel Cars India Limited Jai Bharat Maruti Limited Subros Limited Delphi Air Conditioning Systems

HCVs /LCVs
1.Ashok Laylend Limited 2.Eicher Motors Limited 3.Mahindre And Mahindra (Zahirabad) 4.Mahindra And Mahindra (Nasik) 5. Volvo India Limited

Two Wheelers
1. Honda M/ccle & Scoters 2. Yamaha Motors India Limited Tractors Escorts Limited Itl- Sonalika Eicher Tractors New Holland Limited Tafe Dana India

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JBM GROUP
Constantly on the move Jay Bharat Maruti Limited Jbm Auto Limited Jay Bharat Exhaust Systems Limited Thyssen Krupp JBM Private Limited Neel Metal Products Limited JBM Industries Limited Jay Bharat Key Safety Systems Limited Neel Industries Private Limited Jaico Steel Fasteners Limited Thai Summit Neel Auto Pvt. Ltd.

LOCATIONS
The Units of JBM Group are located at various cities in INDIA like: New Delhi Gurgaon Faridabad Hyderabad Greater Noida Mumbai Chennai 12

JBMS KEY FIGURES AND FACTS

The key figures and facts of the JBM group can be shown as follows:

31 Manufacturing Sites Employees: 7,500 Turnover: 2200 crores Headquarter: New Delhi Founded: 1983

STRENGTHS OF JBM
Improved material yield with the establishment of steel service centre Experience of dealing with practically every OEM in the country. Experience of dealing with Global alliance from diverse cultures. Working with world renowned Guru prof. Tsuda for learning and implementing

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Best business practices for all round improvement by Poka Yoke, Kaizen, Shop Floor Mgmt. Fool proofing etc Highly successful track record of tooling management Excellent support from all RM sources and hardware manufacturers.

DEPARTMEMTS EXPERTISE IN JBM

Press Lines The JBM Groups expertise in sheet metal component manufacturing is unmatched. Equipped with press lines from internationally renowned manufacturers like Erfurt, Rovetta, Hitachi, , HMT, ISWGES, JBM has emerged as a forerunner in this segment. It has accorded the highest priority to meet customer expectations, empowering its plant with a wide range of presses. Having established itself as a manufacturer of quality parts in the eyes of its valued customers components are supplied to customer locations, directly onlineDedicated to best practices in manufacturing and firmly committed to quality, the company delivers products that meet international quality specifications. Manufacturing Integrated into the comprehensive Manufacturing infrastructures is a highly versatile, flexible manufacturing system at JBM. The spirit to provide precise solutions that cater to varying customer requirements is the sole driving force. Tool Room The backbone of all developments is the most modern Tool room, which JBM has been upgrading continuously. This includes the latest software, which seamlessly interface with various formats. The tool room has a unique array of sophisticated equipment from internationally Renowned companies. Quality Systems

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Quality is the most essential ingredient in each process. Ensuring first-time right quality at each stage is the driving force behind JBMs zero-defect goal. JBM strongly believes in supplying parts of worldclass quality each time. Most importantly, the focus o quality by the top management is sharp continuous and all pervasive, and is evident in the efficiency, dedication and commitment of all the people in the Team JBM. The future is no longer a distant HORIZON JBM never rests in its quest or extending its leadership to all shores. Driven by a passion to be the first choice of the customer across the world, the blue prints of several dynamic new projects are already on the anvil. JBM already has a deep well of experience, having been the first Indian to install a fully automated tandem line, flexible manufacturing system, steel service centre and differential coating plant. The company is now focussing on further diversifying into innovative realms, and expanding across all fronts. For JBM, the journey unto excellence is ongoing which is reflected in the many milestone achieved TS16949: 2002, ISO 14001, OHSAS 18001, ISO9001.

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Empowerment is about achieving organizational goals; it means getting everyone involved in making a success of the business Empowerment also consists of word (power) so before discussing about empowerment we should know that what power is. POWER It is the ability to influence others people behavior. In the words of Robbins Power refers to a capacity that A has to influence the behavior of B, so that B acts in accordance with As wishes. Here the most important aspect of power is the function of dependency. The more B depends on A, the more A has power on B. There are no. of motivational practices being adopted in the organizations; Employee empowerment Organizational rewards such as Membership & seniority Task performance Quality of work life (QWL) Job design Goal setting Now we are making project report on employee empowerment as a motivational practice being adopted in JBM auto ltd.

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What is empowerment?
MEANING: Empowerment is the sharing power in such a way that individuals learn to believe in their ability to do the job. Empowerment is Educating and training your employees to take their own decisions. Empowerment is a common trait used by most effective leaders. The rewards of empowering your employees are far greater than the risk. Give them some independence in choosing their work schedules or other factors that won't affect overall objectives. Empowering employees allows them to use their own initiative and creativity to accomplish things you never imagined they could. It is a management approach designed to give frontline employees the authority they need to do, what needs to be done without having to check with management. Employee Empowerment is giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service. Empowerment is what young job aspirants are looking for in organizations. More than monetary rewards, it is the feeling that employee owns the job that motivates him.

Empowered employees know that their jobs belong to them. As they are given a say on how things can be done, they feel responsible, they show more initiative in their work, get more done and at the sometime enjoy their work. Empowerment is supported by a combination of factors including values, leadership, job structure and rewards. Empowerment demands team formation.

Employee empowerment:
Employee empowerment is a term used to express the ways in which non-managerial staff can make autonomous decisions without consulting a boss/manager. These self-willed decisions can be small or large depending upon the degree of power with which the company wishes to invest employees.

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Definition:
Empowerment is about achieving organizational goals; it means getting everyone involved in making a success of the business

(By: Johnson & Redmond) Employee empowerment is management strategy for sharing decision making power (By: Bowen & Lawler)
Empowerment may be understood as a process of enhancing feelings of self-efficacy among organizational members through the identification of conditions that foster powerlessness and through their removal by both formal organizational practices and informal techniques of providing efficacy information.

The psychology of Empowerment in JBM AUTO LIMITED

Empowered

employees are supposed to feel in greater control, have a greater sense of personal

power together with the freedom to use that power, a sense of personal efficacy and self determination. In an Empowered organization, employees feel responsible beyond their own job, since they feel the responsibility to make the whole organization work better.

Some forms of Empowerment

Quality Circles Total quality management Suggestion schemes Autonomous work groups De layering

Pre-requisites for effective empowerment of employees are:

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Willingness of the Senior Management, Clarity of objectives. Allow your employees to take risks and demonstrate initiative.

The following tips used in empowering employees in JBM

1) Delegate responsibility and along with it authority. tolerance get 2) Replace the role of managerial parent role with that of partner role. 3) Have tolerance for mistakes committed by subordinates. Demonstrate this through deeds and words.

4) Share information with subordinates. Empowered employees need sufficient information full perspective. 5) Allow teams to form. Teams are the best vehicles to empowerment.

6) Performance feedback is always important. Feedback enhances learning and can provide needed assurance that the job is being mastered. These all activities being occur successfully for empowering employees with the help of MCM & MRM (MANAGEMENT COMMITTEE MEETINGS & MONTHLY REVIEW MEETINGS) These committee meetings are useful in sharing information with sub ordinates & it also allows team to form as teams are the best vehicles to empower employees In these meetings Delegation of responsibility and along with it authority also occurs to empower employees in successful way & which is also helpful in achieving the organizations objectives. With all that in the end there is Performance feedback also takes place to check the performance of employees. Performance feedback is always important as Feedback enhances learning and can provide needed assurance that the job is being mastered. So we can say that MCM & MRMS meetings are platforms for employee empowerment which act as motivational tool which is beneficial for both employees as well as for JBM to achieve their goals in a successful way.

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However, empowerment needs to be implemented with caution. Some employees feel that they can only be led and they cannot lead, empowerment has therefore no appeal to such employees. Also, where employees suffer from inflated egos and are highly self-centered, empowerment does not work. In instances where an employee looks for a secured and a not-so-challenging job, empowerment fails.

Ways Of Empowerment in JBM Empowerment through participation:

Where an organization delegates some of the decision-making to employees, which in traditional organization would be the domain of management, it can be said to be empowering through participation. Initiatives used: Autonomous work groups, Job enrichment

Empowerment through involvement:

Employee involvement is a range of processes designed to engage the support, understanding and optimum contribution of all employees in an organization and their commitment to its objectives Initiatives used: Quality Circle, Team briefing, Suggestion schemes.

Empowerment through commitment

By empowering employees through greater commitment to the organizations goals, employees take more responsibility for their own performance and its improvement Initiatives used: Employee Share ownership, profit sharing & bonus schemes

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Stages of employee empowerment

Empowerment consists of following stages

Feeling of empowerment generated

Remove conditions of powerless ness & provide self efficacy information. Implement empowerment strategies & techniques

Identifying conditions of powerlessness

1) Identifying the conditions in the organization that leads to a feeling employees.

of powerlessness amongst

2) Diagnosis by introducing empowerment strategies and techniques. Use of participative management and job enrichment techniques are examples.

3) Remove the feeling of powerlessness and provide self-efficacy information. Self efficacy describes

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a belief in ones effectiveness. Individuals with high self-efficacy tend to be confident, self assured and likely to be more successful in the activities they undertake.

4) Feeling of empowerment is generated among employees. Increasing self-efficacy increases effort and thereby performance.

5) This increased self-efficacy thereby includes increased activity directed towards task accomplishment. Therefore empowerment results in performance.

Empowerment is facilitated by a combination of factors including values, leadership actions, job structure, & reward systems as

Organizational values / Leadership actions

HR systems (e.g. Rewards & training)

Empowerment

Continuous improvement actions

Organizational structure & job design

Competitive quality, productivity, better customer service

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Facilitators of empowered teams

Empowerment is a by-product of job enrichment. Empowering means passing on authority and responsibility. Empowerment occurs when power goes to employees who then experience a sense of ownership and control over their jobs. Job enrichment demands delegation of accountability and hence the need for Empowerment Job enlargement: deposits and disbursement, but also distributes traveler's

It means changing the scope of the job to include a greater portion of the horizontal process. Example: A bank teller not only handles cheques and sells certificates of deposit.

Job enrichment:

It refers to increasing the depth of the job to include responsibilities that have traditionally been carried out at higher levels of the organization. Example: The teller also has the authority to help a client fill out a loan application, and to determine whether or not to approve the loan.

Feed back

Relationship

Learning

Accountability

Enriched job

Work scheduling

Communication

Resources

Experience

Characteristics of an enriched job 24

As these examples show, empowerment of employees will require: Training in the skills necessary to carry out the additional responsibilities. Access to information on which decisions can be made. Initiative and confidence on the part of the employee to take on greater responsibility.

Types of Empowerment: Structured empowerment A structured empowerment includes close control; formal; sets out clear boundaries; clear rules passed on through training Flexible empowerment Certain boundaries are set in the flexible type of empowerment; expecting employees to use their experience/common sense to make decisions; guidelines rather than rules. Employees- The most important asset in organizations Empowered personnel have "responsibility, a sense of ownership, satisfaction in accomplishments, power over what and how things are done, recognition for their ideas, and the knowledge that they are important to the organization". Without productive employees, the organization is nothing and can do nothing. Empowerment works the best when employees need their organization as much as the organization needs them, Empowerment from the "bottom up" The most important concept of empowerment is to delegate responsibility to the lowest levels in the organization. The decision making process should be to a high degree decentralized and individuals or work designed teams should be responsible for a complete part of work processes One easy way to begin employee empowerment in the workplace is to install a suggestion box, where workers can make suggestions without fear of punishment or retribution.

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Managers must then be willing to read and consider suggestions. They might provide a forum where questions or suggestions receive a response, like a weekly or monthly newsletter.

In addition, managers can hold a once monthly meeting open to employees where all suggestions are addressed.

At least some suggestions have to be approved in order for employees to feel that they are having some impact on their company.

Some of the common myths about empowerment? Everybodys doing it. Its easy. Every manager wants empowered employees. Every employee wants to be empowered. All the manager needs to do is leave the empowered employees alone.

When Employee Empowerment Does Not Work Internal threats due to inadequate assumptions, knowledge and attitudes. Conflicts may emerge between employees and managers when defining power. The decision-making authority expected by employees might not be the same one manager is willing to accept. Employees could stop the efforts, lose interest and become cynical. Managers might not be willing to give up the necessary power. They can oppose empowerment because they can see it as a loss of authority and less job satisfaction. Employees might resist empowerment. Some may not be comfortable with taking new responsibilities. They prefer to depend on the decisions of others.

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Managers might assume that employees already have the required skills to start a good empowerment program.

To fully train employees to be able to make their own decisions could be time consuming and expensive, which could be considered large barriers to fast success. External threats due to unexpected circumstances:

Reductions in the workforce. Sometimes economic and competitive environments call for a labor force cutback. This could then be used as an excuse not to implement empowerment.

Changing senior management. Empowerment efforts could be injured if any new senior manager is about to take office. Even though everything might be running smoothly, new senior leaders have a tendency to move things around.

Mergers and acquisitions. These types of company ``mixtures'' can always threat empowerment. Both organizations will not always come to the integration process with the same degrees of programs implemented. A lot of changes can take place to make a uniform empowerment process. Why Employee Empowerment Fails?

1. Managers pay lip service to empowerment, but do not really believe in its power. 2. Half-hearted or unbelievable empowerment efforts will fail. 3. Managers dont really understand what empowerment means. 4. Managers fail to establish boundaries for empowerment. In his absence, what decisions can be made by staff members? What decisions can employees make day-by-day that they do not need to have permission or oversight to make? These boundaries must be defined or employee empowerment

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efforts fail. 5. Managers have defined the decision making authority and boundaries with staff, but then micromanage the work of employees. 6. Managers need to provide growth and challenge opportunities and goals that staff can aim for and achieve. Employees need direction to know how to practice empowerment. 7. If managers fail to provide the information and access to information, training, and learning opportunities needed for staff to make good decisions. 8. When reporting staff are blamed or punished for failures, mistakes, and less than optimum results, your employees will flee from empowerment. What are some guidelines for effective employee empowerment? Select the right managers. Choose the right employees. Provide training. Offer guidance. Hold everyone accountable. Build trust. Focus on relationships. Stress organizational values. Transform mistakes into opportunities. Reward and recognize. Share authority instead of giving it up. Encourage dissent. Give it time. Share information. Realize that empowerment has its limitations. Involve employees in decision-making. Be prepared for increased variation. Express confidence in employees

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Set high performance expectations Create opportunities for participative decision making Remove bureaucratic constraints that stifle autonomy Set inspirational and meaningful goals

What does an empowered organizational structure look like? Empowerment often also calls for restructuring the organization to reduce levels of the hierarchy or to provide a more customer- and process-focused organization. Empowerment is often viewed as an inverted triangle of organizational power. In the traditional view, management is at the top while customers are on the bottom; in an empowered environment, customers are at the top while management is in a support role at the bottom. Empowerment can be synonymous to delegation of power. Empowering the employees does have advantages both for the company as well as for the employee. Advantages of employee empowerment from employee point of view Increased employee education and training sincerity towards decision making enhanced leadership qualities career development personal development feels more responsible Employees participate in creating their own goals Increased respect among employees secondary to teamwork Employees have more satisfying work. An increased depth of competence among employees secondary to cross-training. Motivated employees show more potential in performing their duties.

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Employees feel more satisfied and do their work with greater efficiency and effectiveness. company's point of view Employees are more likely to agree with changes if they participate in decision making.

It enhances motivation. Increased employee contribution; Less conflict with administration and managers. Fewer middle management positions mean decreased cost to the company. Increased performance leading to increase in productivity Lesser employee turnover better views on strategic decisions Increased control Better face of organizational culture. Increased power equals, lower absenteeism and better productivity It increases employee commitment It increases team spirit It frees the time of senior management and they can focus on more strategic decisions. Disadvantage of employee empowerment:

Employees can abuse the increased power given to them; it is too much responsibility for some employees. Employees who focus on their own success rather than group's may leave. Managers must be better trained to facilitate through sharing of information, cooperation, and referrals to appropriate resources. There is an increased cost to the organization for training and education. There is increased time in groups or committees which takes away from regular jobs. There may be increased conflict or power struggle between employees due to group work Some employees may not be knowledgeable enough to make good business decisions. Decisions made on the basis of personality versus logical reasoning. Not all staff is trained to operate in dynamic environment and hence take decisions you cannot standardize the processes

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conflict can increase - interpersonal relations may suffer because there can be a clash between employees

Despite these shortcomings, employee empowerment is indeed highly effective as it enhances employee morale thereby yielding better productivity. In India, empowerment is catching on among Indian Managers. For your employee to be successful, you must empower him. Here comes the word again - empower

Conclusion: Empowerment does exist and, when accompanied by accountability and appropriate guidance, it can lead to increased employee and customer satisfaction. Significant employee empowerment is rare, and it is not easy to initiate or maintain.. For employee empowerment to work successfully, the management team must be truly committed to allowing employees to make decisions. Employee empowerment of any form can only work when managers are willing to be open to new ideas and strategies. If no such willingness exists, employee empowerment is likely to be non-existent. The golden rule is that "leaders have to treat their employees the way they want their bosses to treat them".

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Introduction
At work and make employees satisfied at work. It is very important to keep in consideration that neither the employees, nor the organization should suffer because of each other. Here arises in the current competitive business environment, every player in the market has to work on some competitive advantage against its counter parts. In order to do this it become necessary for the company to work in a manner, which is effective as well as efficient. Thus arise the need of manpower, which can serve the purposes. Thus give birth to the need of work out some plans or strategies, which can help in keeping employees comfortable at work. This can be done by employee empowerment by which employees have some power to take decisions independently by use of authority or power which get delegated to them & make them comfortable there is a need to find ways in between and to this, it is essential to chalk down a proper strategy, which can help in achieving this motive. This can only be achieved only when the employees are properly empowered & what make them satisfied and they are properly motivated to do work effectively. There needs to be a balance between empowerment and traditional management. The manager of the department needs to be sensitive to the employees' needs and the company's needs and to know how to use a management style that will work best to achieve desired outcomes. For employee empowerment to work successfully, the management team must be truly committed to allowing employees to make decisions.

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If they are not satisfied and not motivated then what can make them satisfied and motivated to work better. This is the basic motive of this project.

Title of the project

The title of the project report is Role of empowerment as a tool of employees motivational factor in JBM AUTO LTD Faridabad.

SCOPE OF THE STUDY

The study is conducted at JBM Auto Limited, Faridabad. This procedure relates to find out the role of empowering employees in the development of employees as well as organization as a whole.

Objectives of the project

To find out the role of empowering employees in the development of employees as well as To find out the level of employees empowerment in the company across the four different To have a deep insight in to the empowerment exercises being adopted within the organization.

organization as a whole. designations namely assistant manager, manager, junior manager, chief manager.

Sub objectives
To study the various strategy adopted by HR manager to empower & encourage the employee
to accomplish desire goals.

To check the employees motivational factors To check the employees level of satisfaction.

Methodology
Research methodology

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Research is a common parlance refers to searching for knowledge. One can also define research as a scientific and systematic search for pertinent information on a special topic. In fact research is an art of scientific investigation.

In personnel perspective:
The term research methodology comprises of all research activities on in connection with personnel management. For research study to be accepted in its light and spirit the procedure for conducting, it should be vividly expressed. So an effective research problem can be discussed elaborately by dividing in to 6 parts: Nature of data Research design Research approach Sampling procedure Collection of data Analysis of data

Nature of data: The nature of data used is primary as well as secondary which fall under the external sources. The primary data are those which are collected at fresh and for the first time and got directly from the persons concerned and thus happen to be original in character. So it consist original information gathered from the managers and staff members for the purpose of the project. It has been collected through: Administering questionnaire & get them filled by in JBM Auto Limited. Secondary information is that which is already available or previously collected by some other persons for some purpose like: Previous records or forms available in the company like Feedback forms etc. Internet Various other sources such as Reference books, journals, reports, records statistics and other sources of published information.

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Research design: The research design refers to the basic plan or the strategy of the research and logic behind it, which will make it possible to draw more general conclusion for it. Thus the research design tells us how our sample would be drawn, what sub groups it must contain, what comparison would be made? Research design is concerned with making specific questions. Good research design should make it possible to draw valid inferences from data in terms of generalization, association and causality. There are many types of research designs but since my topic involve a survey, which try to evaluate the empowerment of employees of JBM AUTO LTD. So my project involves descriptive research design. Research approach:The research approach adopted for the purpose of this project is survey research, as it is best suited for the descriptive research. The survey method has the main uses: To gather facts from respondents To report their opinion To probe the interpretation they give to various matters

Thus the survey research helps in collecting the appropriate and correct information which is required. Research instrument A comprehensive questionnaire was drafted and used as an instrument in collecting the primary data. A questionnaire is simply a formalized set of questions for collecting information. It can be used to measure: Attitude and opinions Demographic characteristics-age, sex, occupation Behavior present or intended Level of knowledge It consists of set of questions presented to respondents for their answers. Sampling procedure Sample is indispensable technique in the file of research. A sample can be defined as few items drawn on the random basis representing the whole universe or population. It was impossible to connect each and every element of the population with in a narrow range of time. It has been reported that even if, a small representative sample is drawn from the entire population, the

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parameter are easily represented and estimated by the sample statistics. Sampling is both essential and advantageous. It saves investigators time, money, and energy. A survey can be census survey or sample survey. But our survey is not census survey, as it requires a lot of time and resource. Thus we used sample survey method to gather the data. There are various techniques of sampling. Sources of collecting data One of the important tools for conducting research is the availability of necessary and useful data. Data collection is an art. Sometime it is very time consuming affair. The source information falls under two category i.e. internal sources and external sources. Internal sources can be obtained from:-

Accounting records Miscellaneous records When the internal records are insufficient to gather the facts then we have to depend on external sources, which again fall under two categories i.e. Primary sources secondary sources Primary sources from which information is got directly as for instance through questionnaire and interview. Primary sources include managers as well as staff members. Thus the primary data are those which are collected a fresh and for the first time and thus happen to be original in character. So it consist original information gathered from the managers and staff members for the purpose of this project. Thus there are two main methods Administering questionnaire and Interviewing

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Secondary data is that which is already available or previously collected by some other persons for some purpose like Previous records or forms available in the company Reference books journals etc.

So these are the sources for data collection for the project. A questionnaire is simply a formalized set of questions for eliciting information. The method used in this project is closed ended questionnaire in which respondent is not free to choose the response demand appropriate. He is implied by the questions with in the limits like. At the place where the questionnaire could not be filled up due to the busy schedule of the company representative, so a need of discussion could have been made possible. Thus for making this project report a grand success, both primary as well as secondary sources has used in order to collect the accurate and complete information so as to make this project report as compact, reliable, and perfect as possible.

Analysis of the study

For the survey on the topic of role of employee empowerment as a motivational tool for employees a questionnaire has been framed and given to the executives in order to get their responses, regarding effectiveness of this technique in JBM Auto Limited , Faridabad. About 80 managers and executives were selected on random sampling basis from all the departments for their opinion Analysis of the data: The responses got from the employees were then analyzed and presented in the form of tables and graphs in percentage. The bar graphs, doughnuts and pie-charts are used for the graphical representations. These will prove beneficial in analyzing the data at just looking at it.

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LIMITATIONS OF THE PROJECT:

The project instead of being done so carefully may contain certain loopholes. They can be discussed as:Lack of time for deep study of organizational policies & systems. Busy schedule of managers may also prove a limitation in achieving research objectives. Bias views on the behalf of employees in filling up of the forms. Quickness of filling questionnaires may also result in misinterpretation of data.

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Questionnaire
This questionnaire contains some statements which are related to your job. Each statement has five possible answers. 1=strongly agree 2=agree 3=undecided 4=disagree 5=strongly disagree Please encircle the answer which you feel is true in your case. Your response will be treated confidential. 1 Are you aware about the employee empowerment program being Yes / no adopted by your organization? 2 What are the various methods JBM used for this purpose? By providing authority By sharing information By providing responsibility Monthly Review and Management Committee Meetings. 3 4 Are you satisfied with the empowerment techniques being adopted Yes / No by the organization? Is employee empowerment necessary for 1 2 3 4 Employees to get the desired results?

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5 6

. The senior management involves me in decisions making that 1 affect my area of work. I have sufficient authorities to do my area of work. 1 Do you think employee empowerment is a 1 Strategy or a tool adopted by management to maintain harmonious Relationship with Employees? Do you think empowerment & Motivation is interrelated to each other? My supervisors time to time communicate the importance & expectations of my work to me. Is employees empowerment programs enhanced leadership skills among employees? Is employees empowerment lead to career development / personal development Is empowerment indeed highly effective as it enhances employee morale & loyalty toward the organization?

2 2

3 3

4 4

5 5

2 3 4 5

8 9

1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5
2 2 2 2 2 2 2 2 2 2 2 3 3 3 3 3 3 3 3 3 3 3 4 4 4 4 4 4 4 4 4 4 4 5 5 5 5 5 5 5 5 5 5 5

1 0 1 1 1 2

13 Do you think that employees empowerment is a better way to show 1 that organization belive on them? 14 Does employees empowerment as an motivational Factor helps 1 in building positive attitude & confidence among employees? 15 I feel that my work is meaningful and important to the company 16 Is employees empowerment improve the relationship between emploemployees, subordinates & peers groups 17 Does motivation through empowerment is a successful tool to increase organization effectiveness? 18 Empowerment save the time of senior management and helps them to Focus more on strategic decisions? 19 In present scenario is employees empowerment necessary for an organization to survive? 20 Initiative is the first step toward empowerment? 21 Does empowerment creates a sense of responsibility among employees? 22 Is empowerment lead to increase the team sprit among the employees? 23 Employees empowerment programs win win situation? Q: What tools JBM Auto Limited used for empowerment purpose? .. 1 1 1 1 1 1 1 1 1

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Q: Would you like to recommend any new method of empowering employees that will satisfy them more? Q: How will you overall rate the organizations empowerment programs? 1 1=excellent 2=good 3=average 4=bad 5=very bad Q: To what extent you feel that MCM /MRM are platforms where employee also share problems they are facing with working conditions & also suggest solutions for the same? 2 3 4 5

Analysis & interpretation

Q:1 Are you aware about the employee empowerment programs being adopted by JBM Auto Limited?
Sr. No. 1 2 Opinion Yes No No. of Respondents 90 0 Percentage 100 0

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Awareness
90 80 70 No. of People 60 50 40 30 20 10 0
1

Yes No

Opinion

It can be analyzed from the above chart that all the employees are aware about the employee empowerment programs being used in the organization for the purpose of motivation of employees.

Q13.. Do you think employeee empowerment is a better way to show that organization believe on them. Strongly agree 46 agree 31 undecided 5 strongly disagree 8 Disagree 10

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Increase beleif on E mployees

10% 8% 5% 46%

S trongly agree agree undecided strongly disagree D isagree

31%

Data analysis shows that more than 75% of employees are satisfied that the empowerment helps to show that organizations believe on their employees. While about 18% employees are not satisfied with this. & about 5% employees are not decided about this.

Q 8 Do you think empowerment & motivation are correlated to each other? Strongly agree 40 agree 35 undecided 7 strongly disagree 6 Disagree 12

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Relation ship b/w Em powerm & ent M otivation

12% 6% 7% 40%

35%

Strongly agree

agree

undecided

strongly disagree

Disagree

Data analysis shows that more than 70% employees are satisfied that empowerment & motivation are correlated to each other or we can say that empowerment act as motivational factor for them. About 18% employees are not satisfied that empowerment & motivation are co related to each other.

Q10 Is employees empowerment programs enhanced leadership skills among employees?

Strongly agree 50 agree 39 undecided 0 strongly disagree 5 Disagree 6

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Enhanced leadership skills

5% 0%
Strongly agree agree undecided Disagree

6%

39%

50% strongly disagree

Data analysis shows that about 90% employees are satisfied that empowerment enhanced leadership skills among employees. As employees get the responsibility as well as authority to take decisions independently. So it leads to enhance leadership skills among them. Thus it acts as a factor to increase leadership skills among employees. While about 10% employees are not satisfied that empowerment increases the leadership skills among employees.

Q4 Is Employee empowerment necessary for Employees to get the desired results? .

Strongly agree 60% agree 35% undecided 0 strongly disagree 0 Disagree 5%

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em powerm ent helps to get desired results.

0% 5%

35% 60%

Strongly agree agree undecided strongly disagree Disagree

95% of the total respondents agree with the fact that empowerment helps to get desired results with great extent While about 5% of respondents are not satisfied with this statement.

Q6 Employees Strongly agree

have sufficient authorities to do their area of work in JBM.

agree undecided strongly disagree Disagree

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70%

25%

5%

A u th ority T o do Work
0%5%

25%
S trongly agree agree undec ided strongly disagree Disagree

70%

95% of employees respond that employees have authorities to do their area of work & which act as motivational factor for them which helps in achieving goals of organization. While about 5% of employees are not satisfied with this statement, that they do not have proper authority to do their area of work.

Q7 Do you think employee empowerment is a strategy or a tool adopted by

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Management to maintain harmonious Relationship with Employees?

Strongly agree 55% agree 30% undecided 5% strongly disagree 5% Disagree 5%

Tool to maintain Harmonious 5% Relationship 5%

5%

Strongly agree agree undecided

55% 30%

strongly disagree Disagree

Data analysis reveals that 85% of respondents satisfied that About 5% employees have not decided about that. While 10% employees are not satisfied with this statement.

Empowerment act as a

tool to maintain harmonious relationship b/w management & employees.

Q11 Is employees empowerment leads to career development / personal development

50

Strongly agree 40%

agree 30%

undecided 5%

strongly disagree 10%

Disagree 15%

Career devlopment
15%

10%

40%

Strongly agree agree undecided

5%

strongly disagree Disagree

30%

Data Analysis shows that about 70% of employees satisfied with statement that Empowerment helps in their career development of Employees. Whether 25% are not agree with this fact while others 5% have not respond it.

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Q12 Is empowerment indeed highly effective as it enhances employee morale & loyalty toward the organization?
Strongly agree 50% agree 30% undecided 0 strongly disagree 5% Disagree 15%

Employee M orale & Loyalty

15% 5% 0% 50%

Strongly agree agree undecided strongly disagree Disagree

30%

Data analysis shows that abut 80% of employees satisfied with the fact that empowerment help to enhance loyalty among employees toward the organization While about 20% of employees are not agree with the statement.

Q17 Does motivation through empowerment is a successful tool to

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Increase organization effectiveness?

Strongly agree 35% Agree 40% undecided 3% strongly disagree 6% Disagree 16%

Increase organization Effectiveness

16%

6% 3%

35%
Strongly agree undecided strongly disagree Disagree agree

40%
Data analysis reveals us that about 70% of respondents are in favor of this statement that empowerment act as a tool to increase organization effectiveness. Whether about 22% Employees are not satisfied with the statement. While About 3% of employees have not respond toward it.

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Q18 Empowerment save the time of senior management and helps them to Focus more on strategic decisions?
Strongly agree 20% agree 60% undecided 6% strongly disagree 0 Disagree 14%

Save Senior's Manager's Time

14% 0% 6%
Strongly agree agree undecided strongly disagree Disagree

20%

60%
After the analysis of this we found that 60% of employees agree with the Statement that Empowerment save the time of senior management and helps them to Focus more on strategic decisions & 20% employees are strongly agree with this statement. While about 14% of respondents are disagree with this statement. Whether other 6% have not decided about that.

Q 19In present scenario is employees empowerment necessary for an organization to

survive?
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Strongly agree 63%

agree 28%

undecided 4%

strongly disagree 0

Disagree 5%

0% 4%

Importance For Survival

5%

28%

Strongly agree agree undecided strongly disagree Disagree

63%

If we talk about importance of empowerment then about 91% of respondents think that employee empowerment is necessary for organizations to survive in this competitive present scenario. While out of remaining 9%, 5% are disagree with this fact. & 4% have not responded toward it.

Q22 Is empowerment lead to increase the team sprit among the employees?

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Strongly agree 10%

agree 35%

undecided 8%

strongly disagree 15%

Disagree 32%

Increase T eam Spirit

10% 32%
Strongly agree agree

35%

undecided strongly disagree Disagree

15% 8%

Empowerment leads to increase the team spirit among employees according to 45% of employees while 47% are not agree with this statement. Remaining 8% have not decided about this statement.

Q 23 Employees empowerment programs win win situation?

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Strongly agree 31%

agree 46%

undecided 5

strongly disagree 8

Disagree 10

Win Win situation

10% 8% 5% 31%
Strongly agree agree undecided strongly disagree Disagree

46%

Employee empowerment program is a win win situation & this and has been agreed upon by 77% of the respondents. While 18% of employees are not satisfied with this statement While remaining 5% of employees are still undecided about this statement.

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FINDINGS OF THE STUDY

After the thorough study of the topic in the organization and analyzing the responses got from questionnaire I have reached to the following findings about the empowerment practices in JBM Auto limited: Employee empowerment practices are being regularly done in the organization. According to the respondents, empowerment proves to be an important motivational factor that encourages employees to work harder, with more loyalty and thus establish good relations among management and staff which ultimately leads to increased efficiency of workers & organizational effectiveness as a whole. Empowering employees saves the times of managers to a great extent and help them to focus more on strategic plans so as to achieve the goals successfully. It creates a sense of responsibility among employees, boosts their morale & also enables them to develop their career and individual personalities. Taking Initiative, leadership skills, decision making skills etc are seen in an employee in order to empower him so that he can fulfill the given job in proper manner & at the right time. Empowerment is no doubt a proper tool to allow workers to complete tasks in their own manner so that the work is done effectively and without any burden on employees. This will surely make employees happy and satisfied. Overall most of the employees agree that giving power to the employees is a win-win situation both for the employees and organization and it is highly need for the survival and growth of the organization.

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