A PROJECT REPORT ON Employee Loyalty

WOCKHARDT COMPANY, ANKLESHWAR, GUJARAT Submitted to

DR. D. Y. PATIL INSTITUTE OF MANAGEMENT & RESEARCH CENTER Affiliated to

In partial fulfillment of the Requirement of the award for the degree of Master of Business Administration In Gujarat Technological University

UNDER THE GUIDANCE OF Faculty Guide MISS SHITAL SONI

Submitted by SUBHANGI PATIL [Batch: 2012-2014] Enrollment No.:- 128210592015 MBA (SEMESTER II) MBA PROGRAMME Affiliated to Gujarat Technological University Ahmedabad 2012-2014

Literature Review
1) Perceived organizational support: A review of the literature. Rhoades, Linda; Eisenberger, Robert Journal of Applied Psychology, Vol 87(4), Aug 2002, 698-714. doi:

The authors reviewed more than 70 studies concerning employees' general belief that their work organization values their contribution and cares about their well-being (perceived organizational support; POS). A meta-analysis indicated that 3 major categories of beneficial treatment received by employees (i.e., fairness, supervisor support, and organizational rewards and favorable job conditions) were associated with POS. POS, in turn, was related to outcomes favorable to employees (e.g., job satisfaction, positive mood) and the organization (e.g., affective commitment, performance, and lessened withdrawal behavior). These relationships depended on processes assumed by organizational support theory: employees' belief that the organization's actions were discretionary, feeling of obligation to aid the organization, fulfillment of socioemotional needs, and performance-reward expectancies. (PsycINFO Database Record (c) 2012 APA, all rights reserved

2) Posted in: Career Outlook By Sarah Hightower Hill Apr 25, 2005 6:34:00PM

A recent Chandler Hill Partners poll asking job seekers to comment on the level of loyalty with their current job indicated that only 27 percent of respondents considered their employee to be loyal. A 27 percent employee is an alarmingly low number considering that employee loyalty impacts productivity levels, quality of interaction in the corporate culture and society in general as workers return to their private lives with the stress and frustrations accumulated during the workday. The financial impact brought about by a less than empowered workforce may be so large and so

obscure it defies calculation. Additionally, it may account in part for some of the major issues currently effecting our economic growth, such as outsourcing or the hiring of undocumented workers.

3) Five Principles to Revitalize Employee Loyalty and Commitment by Jim Harris, Ph.D , from R&D Innovator Volume 5, Number 8 , August 1996

Dr. Harris is president of The Jim Harris Group, Indian Rocks Beach, Florida (813-5965749) that helps organizations build a loyal, productive, and motivated workforce. He is author of Getting Employees to Fall in Love with Your Company (Amacom, New York, 1996), from which this article is adapted. Here are five principles embraced by the worlds best-run companies that help revitalize employee loyalty and commitment. Principle #1: Capture the Heart Principle #2: Open Communication Principle #3: Create Partnerships Principle #4: Drive Learning Principle #5: Emancipate Action

4) Loyal following: bringing employee loyalty back from the dead

Entrepreneur, May, 1998 by Robert McGarvey

In 1996, when Walnut Creek, California, personnel expert Ethan Winning surveyed 742 employees in six different industries, from high-tech to insurance, a staggering 67 percent told him their loyalty had decreased. "There's no doubt that loyalty is in trouble," says Winning. Managers could scarcely expect other results. More than 4 million jobs have been "downsized" just since 1989, according to numbers collected by Challenger, Gray & Christmas Inc., a Chicago outplacement firm. "It should come as no surprise to management that employees feel unconnected to companies that have seemingly shown little regard for their well-being," says James Challenger, president of the firm. "Downsizing changed all the old rules," adds Herman. "It fundamentally altered the employeremployee relationship. Employers once preached job security. The message of downsizing was that corporate loyalty to employees is dead. Therefore, employee loyalty also died." Employees have every reason to be skeptical about a company that promises long-term security and asks for loyalty in return - that's no longer a believable deal. But just because the old reasons for loyalty have evaporated, does it follow that the loyalty itself has disappeared? At least one source says reports of the death of employee loyalty are premature: "Employee loyalty isn't dead. It's simply taken new forms in today's job market," says Liza Fiore of Interim Services Inc., a Ft. Lauderdale, Florida, firm that specializes in job placement.

5) Posted Jul, 6-2010, 2:7 AM by Muthu Pandian[Updated Jul 6-2010,2:12 AM] Guna Seelan Rethinam Human Resource Advisor, Ebrahim Khalil Kanoo Group of Companies, Bahrain E-mail: grethinam@gmail.com

Spending the time and energy in cultivating harmonious working relationships with employees is a wise investment. High employee turnover rates can cost employers valuable time and money when it comes to refilling positions and retraining new employees. Finding ways to keep employees happy can go a long way to encouraging loyalty and longevity in the workplace

1 ) offer enticing and complete benefits packages. 2). Work on becoming family-friendly. 3.) Invest in your employees' futures. 4. )Reward accomplishments freely and often.

6) The moderating effects of employee tenure on the relation between organizational commitment and job performance: A meta-analysis. Wright, Thomas A.; Bonett, Douglas G. Journal of Applied Psychology, Vol 87(6), Dec 2002, 1183-1190. doi: 10.1037/00219010.87.6.1183 This meta-analysis investigated the correlation between attitudinal commitment and job performance for 3,630 employees obtained from 27 independent studies across various levels of employee tenure. Controlling for employee age and other nuisance variables, the authors found that tenure had a very strong nonlinear moderating effect on the commitment-performance correlation, with correlations tending to decrease exponentially with increasing tenure. These findings do not appear to be the result of differences across studies in terms of the type of performance measure (supervisory vs. self), type of tenure (job vs. organizational), or commitment measure (Organizational Commitment Questionnaire [L. W. Porter, R. M. Steers, R. T. Mowday, & P. V. Boulian, 1974] vs. other). The implications and future research directions of these results are discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved)

7)

Judy Pate, (University of Abertay Dundee, Dundee, UK), Graeme Martin, (Edinburgh Business School, Heriot Watt University, Edinburgh, UK), Jim McGoldrick, (University of Abertay Dundee, Dundee, UK) Judy Pate, Graeme Martin, Jim McGoldrick, (2003) "The impact of psychological contract violation on employee loyalty", Employee Relations, Vol. 25 Iss: 6, pp.557 - 573

Previous research has consistently found relationships between union loyalty and the antecedent variables of demographics, job related variables, and union related variables. However, little or no research has investigated the relationship between union loyalty and individual dispositions and organizational context. The purpose of this study was to test a causal model which evaluated the influence of individual dispositions and organizational context in predicting union loyalty controlling for the effects of demographics, job related, and union related variables. Contextual data were collected from 405 schools and matched with union loyalty and other attitudinal data from 838 public school teachers in a large U.S. Midwestern city. The LISREL results indicate that the individual dispositions of positive and negative affectivity and the contextual variables of attendance rate, school type, race homogeneity and socio-economic status had significant total causal effects on union loyalty. Implications of these findings are discussed.

8) Find Loyalty at Your Current Job

Enjoy Your Job MoreOr Know When its Time for a Change By Elizabeth Scott, M.S., About.com Guide Updated November 07, 2007 If youre overstressed and at risk for job burnout, you may feel that a major life overhaul is necessary for you to be able to enjoy your job and avoid burnout. Before making major changes, this article can help you to better enjoy your situation with a few minor adjustments, and give you food for thought on whether major changes may be necessary. The following suggestions can help you increase job satisfaction: Find Rewards and Recognition : We all need to feel recognized and rewarded for what we do. If your job doesnt have built -in opportunities for recognition, or if rewards are infrequent, you may need to add rewards and recognition to your own life. You may decide to take yourself to a movie, have a home spa experience, buy yourself something nice, or give yourself other small but nurturing rewards when you complete a project or complete another month of hard work. You can also team up with a supportive friend and agree to listen to each others successes and provide support to one another if you dont get that support and recognition from your job. These things can nurture you emotionally and remind you of the importance of the work you do, especially if you work in a job or field where these rewards are sparse

9) Keys to Employee loyalty- Brief Article

Camping Magazine, March, 2000 How Loyalty are your employees? That may depend on their pay, stress level, and the recognition they receive. A recent Gallup poll asked people how satisfied they were
with fifteen factors about their job and their overall employee loyalty. Those workers who were completely satisfied with their job's pay, their stress level, and the recognition received tended to be completely loyalty with their job. Factors that tended to make people dissatisfied with their jobs included their co-workers, their boss, job security, and lack of opportunities to learn and grow.

10) In another Article, Employee Loyalty -The Secret Of Employee Loyalty by Mitch Mc Crimmon dated April 4, 2007 the objective is to provide some basic principles for employee Loyalty.

There have been many researches being conducted to study the employee loyalty level and the factors which loyalty the employees most. In a comparative study conducted by Caroll Stoll, the main objective is to study small business employee loyalty and how professional organizations can help in employee loyalty If it is money that loyalty your small business employee, there are ways to use money effectively. Simply providing a raise, and one that may be outside of market pricing, may keep your employee in the short term, but studies have found that this is not a long term loyalty tool. Small business owners can also simply ask the employee what they want, what they are expecting out of their job, and how they feel they can help grow the business. In another Article,

Bibliography:-

www.wockhardt.com
Eisenberger, Robert Aug 2002, p.no 322. Sarah Hightower Hill, Apr 25, 2005 6:34:00PM, p. no 453 By Elizabeth Scott, M.S., About.com Guide November 07, 2007, p. no 312

MEAN ,MEDIAN , MODE :-

Mean X =

Median

Mode

DATA ANALYSIS

1. Gender:

Gender (n) Male Female xi

Data (xi) 48 2 50

Percentage

96 4 100

xi

(xi)
X = M Z = no mode

Female, 2, 4%

Male Female

Male, 48, 96%

2.Why did you leave past jobs?

Option no (n) 1 2 3 4 5 6 7

Option

Data xi

percentage

Career Development Unsatisfied job No reward No promotion No autonomy Unsatisfied pay Other

20 2 3 2 3 2 2

50 6 6 10 8 12 8

X =

M Z=2

2 6%

1 3 9% 4 6% 5 9% 2 3 4 5 6 7

1 58% 6 6% 7 6%

3 What is your opinion towards WOCKHARDT?

Option no. (n)

Option

Data (xi)

Percentage

1 2 3 4 5

Very Good company Good company Indifferent Bad Very bad

21 21 2 4 2 50

42 42 4 8 4

X = =10

4.Which factors remain by Wockhardt?

Option no. (n) 1 2 3 4

Option

Data (xi)

Percentage

Better infrastructure Better working condition Calm, Cool & autonomy atmosphere

3 17 23

6 34 46 10

Participative, & concerned superiors 5 and subordinates

Others

2 50

X = M Z

=10

50 45 40 35 30 25 20 15 10 5 0

Calm, Cool & autonomy atmosphere Better working 46 condition Participative, & 34 concerned superiors and Better subordinates infrastructure Others 10 6 4

Series 1

Better infrastructure Better working condition Calm, Cool & autonomy atmosphere Participative, & concerned superiors and subordinates Others

5.What will you do if demand for company get loss and company is not in position to pay you salary. What will you do in such circumstances?

Option no(n) 1 2

Option Remain Leave

Data(xi) 31 19 50

Percentage 62 38

X = M Z

=25

Circumstances

Leave 38

Remain Leave
Remain 62

6.What is your feeling about WOCKHARDT?

Option no. (n) 1 2 3 4

Option

Data (xi)

Percentage

My company Company where I work Just company like other Company through which I earn my livelihood

25 11 6 8 50

50 22 12 16

X = M Z

=12.5

My company 50

Feeling

50 45 40 35 30 25 20 15 10 5 0

Company through which I Company where I CategoryJust earn my work company likelivelihood 22 other 16 12

My company Company where I work CategoryJust company like other Company through which I earn my livelihood

7.Do you work after office hours?

Option no. (n) (1) (2)

Option

Data (xi)

Percentage

Yes No

42 8 50

84 16

X = M

=25 Z

Work After Office Hours

No

No 16 Yes No Yes 84

Yes

20

40

60

80

100

8 .Why do you work? A) To Complete Job within Stipulated time. B) To reduce burden of work for next day. C) To show good picture of sincerity & commitment in the eye of superior. D) For good performance appraisal.

Option(n) 1 2 3 4

Data(xi) 25 13 9 3

Percentage 50 26 18 6

X = M Z

=12.5

A 50 50 40 30 20 10 0 A

Why do you work?

B 26 A C 18 B D 6 C D

9.What should Wockhardt do in order to retain you till your retirement? ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________

10 .Suppose if your friend working with another company with same line of business try for discussing about private policies & procedure & techniques of blue star, will you discuss it or not?

Option no. (n) 1 2

Option

Data (xi)

Percentage

Yes No

11 39 50

22 78

X = M Z

=25

Discuss
No 78 80 70 60 50 40 30 20 10 0 Yes No Yes 22 Yes No

11 .How do you use the facilities and equipment provided by company to you? A B C D Smoothly Roughly Will use as it is used by others Will use as the way it should be used.

Option (n) 1 2 3 4

Data (xi) 12 2 12 24 50

Percentage

24 4 24 48

X = M Z

=12.5

Facilities & Equipments by Company

50 40 30 20 10 0 A B C D B 4 A 24 C 24 D 48 A B C D

12.How to encourage an employee loyalty?

Option no. (n) 1 2

Option

Data (xi)

Percentage

Performance criteria Attendance

28 22 50

56 44

X = M

=25 Z

60 50 40 30 20 10 0

Performance criteria 56

Employee Loyalty
Attendance 44

Performance criteria Attendance

Performance criteria

Attendance

13. Suppose some colleagues or workers is doing some indiscipline or creating nuisance what will you do in such case? A) Go & explain him kindly B) Scold him, & seek commitment for not doing it again. C) Just think in heart that this is wrong D) Remain indifferent, as it is not your job.

Option (n)

Data (xi)

1 2 3 4

37 6 5 2 50

X =

=12.5

37 40 20 0 Data A B C D 6 5 2

14. Do you agree with the employee loyalty is importance in the company?

Particular (1) Yes (2) No (xi)

Data 50 0 50

Percentage 100% 0 100%

X = M Z

=25

Yes No

100%

15.Out of 100% how much % do you feel WOCKHARDT has fulfill your expectation?

Optio 1 2 3 4 5 n=5

Data(xi) 02 12 09 14 13 50

percentage 4 24 18 28 26

X =

=10

M Z

50 60 4% 91 - 100 26% 61 70 24%

81 90 28%

71 80 18%

INTRODUCTION
Definition:Employee loyalty can be defined as employees being committed to the success of the Organization and believing that working for this organization is their best option. Not only do they plan to remain with the organization, but they do not actively search for alternative employment and are not responsive to offers. Employee loyalty is synonymous with achieving a balance that brings feelings of connection along with a commitment to produce. Ultimately, loyal employees can bring some BIG benefits. Loyal employees promote customer satisfaction - a critical component in business. Satisfied/loyal customers (also known as repeat business) are less price-sensitive and they bring in referrals for new business. And, loyal employees, who tend to stay put, can help keep recruiting and training (of new hires) costs to a minimal. (However, don't confuse longevity with loyalty. Just because someone is there long-term doesn't mean that she is loyal.) The following 13 tips are what you need to know about employee loyalty. 1. Set a good example. Show your employees that you take work seriously. If you are out shopping or busy making plans for the weekend, your employees will follow suit. 2. Create clear boundaries. Your employees can have many friends, but only one employer. Yes, you want to be friendly but not at the cost of establishing your unique role and position. Most employees will be delighted to have a boss that can be depended upon to make difficult decisions, call the shots, and resolve awkward or burdensome problems - tasks they would never present to a friend or co-worker. 3. Outline each employee's sphere of influence. Each staff member should be clear about where his/her own domain starts and stops. This kind of definition fosters a sense of pride while preventing boundary overstepping and turf wars between employees.

4. Show your employees that you are loyal to them. Never belittle or criticize an employee in public. Avoid threats or any action that might give an employee a reason to question your commitment to him/her. Instead carefully present your criticisms and see "mistakes" as opportunities for learning. 5. Give your employees something to be proud of. Strive to make your organization the best it can be. Whether you are the CEO of a large corporation, a supervisor in a governmental organization, or running a Mom-and-Pop shop, you want your product and service to shine so that everyone involved has a sense of pride and accomplishment. 6. Do good deeds. Have an outreach plan that gives both you and your employees a chance to interact with, and give back to, the larger community in a positive way. 7. Reward your employees. Money cannot buy loyalty but money does serve as a metaphor, telling your employees how much you value them. Fair wages, appropriate raises, and an occasional unexpected treat can go a long way in building loyal employees. 8. Cultivate peak performance. Provide your employees with training and development opportunities so that they can learn and grow. And, as they develop, challenge them to set and meet high expectations. 9. Foster a team mentality. Encourage your employees to communicate their ideas and allow them to influence company practices and policies. Likewise, share your own vision for the future and your thoughts as to how you will all get there together. 10. Recognize and respond. Everyone appreciates positive feedback. And, once it becomes clear that you are willing and able to provide it, most employees will go the extra mile in order to get it. 11. Build solid relationships. Find common ground, share life experiences, prove your trustworthiness, and be patient as strong relationships blossom over time.

12. The Platinum Rule. There is no blueprint for fostering employee loyalty. As you go about your business, remember that each employee must be seen as an individual - what works in some cases will bring disaster in another. Forget the golden rule - don't treat your employees, as you want to be treated. Instead, find out what each of them needs and wants and proceed with that in mind. 13. Be yourself. Find your own management style. Somewhere between "surrogate mother," who is more caretakers then boss and the Leona Helmsley stereotype, who responds to employees with contempt and ridicule, each of us can find our own happy medium.

Literature Review
1. Loyal following: bringing employee loyalty back from the dead
Entrepreneur, May, 1998 by Robert McGarvey

In 1996, when Walnut Creek, California, personnel expert Ethan Winning surveyed 742 employees in six different industries, from high-tech to insurance, a staggering 67 percent told him their loyalty had decreased. "There's no doubt that loyalty is in trouble," says Winning. Managers could scarcely expect other results. More than 4 million jobs have been "downsized" just since 1989, according to numbers collected by Challenger, Gray & Christmas Inc., a Chicago outplacement firm. "It should come as no surprise to management that employees feel unconnected to companies that have seemingly shown little regard for their well-being," says James Challenger, president of the firm. "Downsizing changed all the old rules," adds Herman. "It fundamentally altered the employeremployee relationship. Employers once preached job security. The message of downsizing was that corporate loyalty to employees is dead. Therefore, employee loyalty also died." Employees have every reason to be skeptical about a company that promises long-term security and asks for loyalty in return - that's no longer a believable deal. But just because the old reasons for loyalty have evaporated, does it follow that the loyalty itself has disappeared? At least one source says reports of the death of employee loyalty are premature: "Employee loyalty isn't dead. It's simply taken new forms in today's job market," says Liza Fiore of Interim Services Inc., a Ft. Lauderdale, Florida, firm that specializes in job placement.

2. Cultivating Employee Loyalty

By Ryan Scholz, Source: http://www.articlesbase.com/management-

articles/cultivating-employee-loyalty-1211577.html Recent statistics show that workers in their twenties change jobs every two years. The percentage of people now working as "free agents" is over 28 percent and growing each year. Free agents include contractors, independent professionals, temporary and part time workers, and freelancers. Another 17 percent of the work force express the desire to be a free agent. Speculation is that by the end of the decade, almost 50 percent of the workforce will be free agents. More workers want to be their own boss and have fewer restrictions on balancing their work and personal lives

The free agent mentality in the emerging work force creates new challenges for management in attracting and retaining the talent needed to operate a business.

Another factor is that being with an organization is no longer viewed as a source of security.

People are not loyal to companies or organizations-they are loyal to jobs which provide meaning and purpose. For example, a nurse can be highly loyal to the profession of nursing, but not loyal to a specific hospital. As long as the job provides meaning and purpose to the nurse, it is almost irrelevant where that purpose is achieved. Therefore, the nurse will seek the highest pay and best working conditions in order to achieve the purpose.

Companies cannot expect unlimited and unquestioned loyalty by its employees. Today's workers have multiple and competing loyalties. They may have families, outside interests, and career aspirations that all compete with the company for loyalty.

Loyalty to personal interests such as a career and loyalty to the company do not have to be mutually exclusive.

Here are a a few suggestions based on an article by Linda Hill, Professor of Business Administration at Harvard University:

1. Align career growth with company goals. 2. Design work with variety and autonomy 3. Focus on relationships. 4. Highlight the link between employees' values and the company's mission.

3. Five Principles to Revitalize Employee Loyalty and Commitment by Jim Harris, Ph.D, from R&D Innovator Volume 5, Number 8 , August 1996

Dr. Harris is president of The Jim Harris Group, Indian Rocks Beach, Florida (813-596-5749) that helps organizations build a loyal, productive, and motivated workforce. He is author of Getting Employees to Fall in Love with Your Company (Amacom, New York, 1996), from which this article is adapted. Here are five principles embraced by the worlds best-run companies that help revitalize employee loyalty and commitment. Principle #1: Capture the Heart Principle #2: Open Communication Principle #3: Create Partnerships Principle #4: Drive Learning Principle #5: Emancipate Action

4. Technology Worker's Loyalty is Rising

A recent Report on Loyalty of over 2,500 IT workers by Walker Information found that the number of loyal employees (employees who plan on staying with their employer for 2 years) within corporate IS departments jumped nearly 30% since 2003. Additionally, the number of IS workers who feel stuck in their jobs has fallen by 33% in the past 3 years. Only 21% reported they're not committed to their companies, but feel they have no option but to stay, compared to 33% three years ago.

5. How to Encourage Employee Loyalty By an eHow Contributing Writer

Spending the time and energy in cultivating harmonious working relationships with employees is a wise investment. High employee turnover rates can cost employers valuable time and money when it comes to refilling positions and retraining new employees. Finding ways to keep employees happy can go a long way to encouraging loyalty and longevity in the workplace

1.offer enticing and complete benefits packages. 2. Work on becoming family-friendly. 3. Invest in your employees' futures. 4.Reward accomplishments freely and often. 5. Adopt an open, clear and frequent communication policy.

Read

more:

How

to

Encourage

Employee

Loyalty

eHow.com

http://www.ehow.com/how_2054860_encourage-employeeloyalty.html#ixzz143Bb1QTY

Research Methodology
Title: Employee Loyalty Justification:
Employee loyalty can be defined as employees being committed to the

success of the Organization and believing that working for this organization is their best option. Not only do they plan to remain with the organization, but they do not actively search for alternative employment and are not responsive to offers.

Objectives: To identify level of loyalty among the employees of the WOCKHARDT ,ANKLESHWER. To identify factors which are responsible for high employee loyalty at WOCKHARDT ,ANKLESHWER. To know the employee value in the organization. To identify low level of employee loyalty.

Research Design:
It is descriptive. More formalized studies are typically structured with clearly stated hypotheses or investigative questions are known as Descriptive studies.

Sources of Data:There are many sources of the data. But data are having two types. 1. Primary data 2. Secondary data Primary data can be taken by survey. But secondary data is extracted from the company manuals, company websites, & from books on the employee loyalty.

Data Collection Method:

For the collection of the data, survey is conducted. For the survey we have use questionnaire which carries questions related to employee loyalty. Questionnaire is having both types of questions. Open ended questions Close ended questions

Sampling Plan:
Sample size: Sample Design: Data collection Techniques: Questionnaire 50 employees of the Wockhardt Ltd, Ankleshwer Non probability, convenience sampling

Scope:

The scope of this survey is to identify level of loyalty among the employees of the WOCKHARDT ANKHLESHWER. And to identify factors which are responsible for high employee loyalty at Wockhardt ankleshwer

Limitation
Employees co-operation is very less which is the one constrain of this survey. Personal discussion is not possible in some part of the survey. The research is based only upon the information given by employees of the company.

DATA ANALYSIS
Once the data begin to flow, a researchers attention turn to data analysis. Data preparation includes editing, coding, and data entry and is the activity that ensures the accuracy of the data and their conversion from raw form to reduced and classified forms that are more appropriate for analysis. Preparing a descriptive statistical summary is another preliminary step leading to an understanding of the collected data. 2. Gender:

Gender Male Female Total

Data 48 2 50

Percentage 96 4 100

Female, 2, 4%

Male Female

Male, 48, 96%

In the company, there are only 2 females (4%) and 48 males (96%).

2.Why did you leave past jobs?

Option no. A B C D E F G

Option Career Development Unsatisfied job No reward No promotion No autonomy Unsatisfied pay Other

Data 20 2 3 2 3 2 2

percentage 50 6 6 10 8 12 8

2 6%

1 3 9% 4 6% 5 9% 2 3 4 5 6 7

1 58% 6 7 6% 6%

In this question, there are 50% respondents has given answer option A, 6% respondents has given answer option B, 6% respondents has given answer option C, 10% respondents has given answer option D, 8% respondents has given answer option E, 12% respondents has given answer option F, 8% respondents has given answer option G. 3 What is your opinion towards WOCKHARDT?

Option no. A B C D E

Option Very Good company Good company Indifferent Bad Very bad

Data 21 21 2 4 2

Percentage 42 42 4 8 4

45 40 35 30 25 20 15 10 5 0

Very Good company 42

Good company 42

Series 1

Indifferent 4

Bad 8

Very Good company

Good company

Indifferent

Bad

In this question, there are 21 respondents choose option no. A (very good), 21 respondents choose option no. B (good), 2 respondents choose option no. C (indifferent), 4 respondents choose option no. D (bad), 2 respondents choose option no. E (very bad). 4.Which factors remain by Wockhardt?

Option no. A B C D

Option Better infrastructure Better working condition Calm, Cool & autonomy atmosphere

Data 3 17 23

Percentage 6 34 46 10

Participative, & concerned superiors 5 and subordinates

Others

50 45 40 35 30 25 20 15 10 5 0

Calm, Cool & autonomy atmosphere Better working 46 condition Participative, & 34 concerned superiors and Better subordinates infrastructure Others 10 6 4

Series 1

Better infrastructure Better working condition Calm, Cool & autonomy atmosphere Participative, & concerned superiors and subordinates Others

In this question, there are 16 respondents (32%) choose option no. A, 3 respondents (6%) choose option no. B, 17 respondents (34%) choose option no. C, 13 respondents (26%) choose option no. D, 0 respondents choose option no. E, 1 respondent (2%) choose option no. F. 5.What will you do if demand for company get loss and company is not in position to pay you salary. What will you do in such circumstances?

Option no. A B

Option Remain Leave

Data 31 19

Percentage 62 38

Circumstances

Leave 38

Remain Leave
Remain 62

In this question, There are 62% respondents gives answer that they remain in organisation while 38% respondents gives answer that they leave organisation.

6.What is your feeling about WOCKHARDT?

Option no. A B C D

Option My company Company where I work Just company like other Company through which I earn my livelihood

Data 25 11 6 8

Percentage 50 22 12 16

My company 50

Feeling

50 45 40 35 30 25 20 15 10 5 0

Company through which I Company where I CategoryJust earn my work company likelivelihood 22 other 16 12

My company Company where I work CategoryJust company like other Company through which I earn my livelihood

In this question there are 25 respondent have choose the A option My company, 11 respondent have choose the B option company where I work, 6 respondent have choose the C option just company like other , 8 respondent have choose the D option company through which I earn my livelihood.

7.Do you work after office hours?

Option no. A (1) B (2)

Option Yes No

Data 42 8

Percentage 84 16

Work After Office Hours

No

No 16 Yes No Yes 84

Yes

20

40

60

80

100

In this question, there are 42 respondents has pointed that they work after office hours while 8 respondents has refused for that.

8.Why do you work? E) To Complete Job within Stipulated time. F) To reduce burden of work for next day. G) To show good picture of sincerity & commitment in the eye of superior. H) For good performance appraisal.

Option A B C D

Data 25 13 9 3

Percentage 50 26 18 6

A 50 50 40 30 20 10 0 A

Why do you work?

B 26 A C 18 B D 6 C D

In this question, There are 25 respondents have given the answer A, 13 respondents have given answer B, 9 questions have given answer C, while only 3 respondents have given the answer D.

9.What should Wockhardt do in order to retain you till your retirement? _________________________________________________________________________________ _________________________________________________________________________________ _________________________________________________________________________________ _____________

10 .Suppose if your friend working with another company with same line of business try for discussing about private policies & procedure & techniques of blue star, will you discuss it or not?

Option no. A B

Option Yes No

Data 11 39

Percentage 22 78

Discuss
No 78 80 70 60 50 40 30 20 10 0 Yes No Yes 22 Yes No

In this question, there are 11 respondents have given positive answer while 39 respondents have given negative answer.

11.How do you use the facilities and equipment provided by company to you? E F G H Smoothly Roughly Will use as it is used by others Will use as the way it should be used.

Option A B C D

Data 12 2 12 24

Percentage 24 4 24 48

Facilities & Equipments by Company

50 40 30 20 10 0 A B C D B 4 A 24 C 24 D 48 A B C D

In this questions, There are 12 respondents have given the answer A, 2 respondents have given answer B, 12 questions have given answer C, while 24 respondents have given the answer D.

12.How to encourage an employee loyalty?

Option no. A B

Option Performance criteria Attendance

Data 28 22

Percentage 56 44

60 50 40 30 20 10 0

Performance criteria 56

Employee Loyalty
Attendance 44

Performance criteria Attendance

Performance criteria

Attendance

13. Suppose some colleagues or workers is doing some indiscipline or creating nuisance what will you do in such case? E) Go & explain him kindly F) Scold him, & seek commitment for not doing it again. G) Just think in heart that this is wrong H) Remain indifferent, as it is not your job.

Option A B C D

Data 37 6 5 2

37 40 20 0 Data A B C D 6 5 2

In this questions, There are 37 respondents have given the answer A, 6 respondents have given answer B, 5 questions have given answer C, while only 2 respondents have given the answer D.

14. Do you agree with the employee loyalty is importance in the company?

Particular Yes No Total

Data 50 0 50

Percentage 100% 0 100%

Yes No

100%

100% respondents agree with the employee Loyalty is importance in the company.

15.Out of 100% how much % do you feel WOCKHARDT has fulfill your expectation?

Percentage group 50 60 61 70 71 80 81 90 91 100

Data 02 12 09 14 13

percentage 4 24 18 28 26

50 60 4% 91 - 100 26% 61 70 24%

81 90 28%

71 80 18%

WOCKHARDT has fulfill 61 70% expectation of 24% employees, expectation of 28% employees, 91 100% expectation of 26% employees.

50 60%

expectation of 4% employees, 71 80% expectation of 18% employees, 81 90%

findings: In the company, there are only 2 females (4%) and 48 males (96%). There are 50% respondents has given answer option A, 6% respondents has given answer option B, 6% respondents has given answer option C, 10% respondents has given answer

option D, 8% respondents has given answer option E, 12% respondents has given answer option F, 8% respondents has given answer option G. There are 21 respondents choose option no. A (very good), 21 respondents choose option no. B (good), 2 respondents choose option no. C (indifferent), 4 respondents choose option no. D (bad), 2 respondents choose option no. E (very bad). There are 16 respondents (32%) choose option no. A, 3 respondents (6%) choose option no. B, 17 respondents (34%) choose option no. C, 13 respondents (26%) choose option no. D, 0 respondents choose option no. E, 1 respondent (2%) choose option no. F. There are 62% respondents gives answer that they remain in organisation while 38% respondents gives answer that they leave organisation. There are 25 respondent have choose the A option My company, 11 respondent have choose the B option company where I work, 6 respondent have choose the C option just company like other , 8 respondent have choose the D option company through which I earn my livelihood. There are 42 respondents has pointed that they work after office hours while 8 respondents has refused for that. There are 25 respondents have given the answer A, 13 respondents have given answer B, 9 questions have given answer C, while only 3 respondents have given the answer D. There are 11 respondents have given positive answer while 39 respondents have given negative answer. There are 12 respondents have given the answer A, 2 respondents have given answer B, 12 questions have given answer C, while 24 respondents have given the answer D.12.How to encourage an employee loyalty? There are 37 respondents have given the answer A, 6 respondents have given answer B, 5 questions have given answer C, while only 2 respondents have given the answer D. 100% respondents agree with the employee Loyalty is importance in the company. WOCKHARDT has fulfill 61 70% expectation of 24% employees, expectation of 28% employees, 91 100% expectation of 26% employees. 50 60% expectation of 4% employees, 71 80% expectation of 18% employees, 81 90%

Suggestions:-

1. Company has to provide some career development program to their employees so they have no reason to left the company for career development. 2. To fulfill their expectation by giving them some financial reward on their achievement 3. Company has to give some challenging work to their employees so they can improve their self as well as they can get idea that how they have to work in some challenging condition. 4. Company has to give some financial reward for their achievement so they can motivate. 5. I found that some employees have chosen the option to reduce burden on the next day against the question why do u work after office hours?, so I suggest that company has to give less burden of work to their employees. 6. Company has to give the factors which can affect to the employee loyalty in the given manner . i. Financial Rewards (salary, pensions) ii. Company Perks (season Ticket, Loan company) iii. Involvement in corporate activity (Value employee, Part of the business Regular appraisal) iv. Job security aspect (e.g. Job of Life, Status) v. Lifelong learning

vi. Work activity (Challenging Work, Variety, and Career Progress.) vii. Social aspect (e.g. Family, Friendly)

Conclusion

After staying eight weeks in WOCKHARDT. and departments personnel, production, stores, purchase, finance, dispatch. I really felt that WOCKHARDT is well cultured professionally growing company with expending horizons of development. WOCKHARDT is very famous & reputed company this companys all work is done by Computer, Telephone, and other modern machinery, so this company will achieve more progress. WOCKHARDT performance has been consultant and over increasing turn over result to maximum capacity utilization & higher productivity. All plant age operating above capacity. All my best wishes are with WOCKHARDT & they do better today & bright tomorrow

Bibliography:-

 www.wockhardt.com

ANNEXURE
MINI PROJECT

On Employee Loyalty at Wockhardt Ltd, Ankleshwer.

NAME: (VOLUNTARY) DEPARTMENT: QUALIFICATION: GENDER: AGE: EXPERIENCE:

1) Why did you leave past jobs?

A) C) E)

Career Development. No rewards No Autonomy

B) D) F)

Unsatisfied Jobs No Promotion Unsatisfied pay

G)

Other____________

2) What is your opinion towards Wockhardt Ltd?

A) Very Good company C) Indifferent D) Bad

B) Good Company E) Very Bad

3) What has made you to remain with Wockhardt Ltd?

A) Better Infrastructure B) Better working Condition C) Calm, Cool & autonomy atmosphere. D) Participative, & concerned superiors and subordinates E) Others________________________________________________

4) What you will do if demand for company gets reduced and company is not in position to pay you salary, only half can be affordable. What will you do in such circumstances?

A) Remain in Organization B) Leave Organization

5) What is your feeling about Wockhardt Ltd?

A) My Company B) Company where I work C) Just company like other D) Company through which I earn livelihood.

6) Do you work after office hours?

A) Yes

B)

No

7) Why do you work?

A) To Complete Job within Stipulated time. B) To reduce burden of work for next day. C) To show good picture of sincerity & commitment in the eye of superior. D) For good performance appraisal

8) What should Wockhardt do in order to retain you till your retirement? _________________________________________________________________________________ _________________________________________________________________________________ _________________________________________________________________________________ _____________

9) Suppose if your friend working with another company with same line of business try for discussing about private policies & procedure & techniques of wockhardt, will you discuss it or not?

A) Yes

B) No

10) How do you use the facilities and equipment provided by company to you?

A) Smoothly B) Roughly C) Will use as it is used by others D) Will use as the way it should be used.

11) Suppose some colleagues or workers is doing some indiscipline or creating nuisance what will you do in such case?

A) Go & explain him kindly B) Scold him, & seek commitment for not doing it again. C) Just think in heart that this is wrong D) Remain indifferent, as it is not your job.

12) Out of 100% how much % do you feel Wockhardt has fulfill your expectation?

Answer in percentage: ___________% out of 100%.