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PROJECT REPORT ON
PROJECT UNDERTAKEN
AT
MapMyIndia
In partial fulfillment of
(2017-19)
By:
NAMRATA SINGH
I Namrata Singh, declare that this project report titled “ has been carried out by me
under the guidance of Prof. Ravinder Kr. Arya- Associate Professor of Centre for
Management Development and Mrs Saumya, HR Recruiter; and it is my original
work as part of my academic course.
Signature
Namrata Singh
ACKNOWLEDGEMENT
I would like to express my heartiest gratitude to Mr. Mrs. Saumya (HR Recruiter) of
MAPMYINDIA for giving me an opportunity to associate myself to the India’s leading ICT
Company.I would like to express my heartiest gratitude to Mr. Mithun Chakraborthy for giving
an opportunity to work under him., without whom an internship with, BLUE STAR INDIA LTD
would not have been possible. I am grateful to him, for giving me time from his busy schedule and
guiding me and helping in every moment during my internship.I would like to thank Smt. P.S.
Swathi ,my mentor who helped me in all the ways I needed .I express my gratitude to
MAPMYINDIA, DELHI for given me an opportunity to work with them and make the best out of
my internship.
And last but not the least I would like to thank my college CENTRE FOR MANAGEMENT
DEVELOPMENT
Chapter -1
Industry Profile
Company Profile
Introduction
Literature Review
Chapter-2
Research Methodology
Introduction
Research Design
Sample Profile
Limitations
Chapter-3
Data analysis
Chapter-4
INDUSTRY PROFILE-
Information Technology (IT) industry in India is one of the fastest growing industries. Indian IT
industry has built up valuable brand equity for itself in the global markets. IT industry in India
comprises of software industry and information technology enabled services (ITES), which also
includes business process outsourcing (BPO) industry. India is considered as a pioneer in
software development and a favorite destination for IT-enabled services.
The origin of IT industry in India can be traced to 1974, when the mainframe manufacturer,
Burroughs, asked its India sales agent, Tata Consultancy Services (TCS), to export programmers
for installing system software for a U.S. client. The IT industry originated under unfavorable
conditions. Local markets were absent and government policy toward private enterprise was
hostile. The industry was begun by Bombay-based conglomerates which entered the business by
supplying programmers to global IT firms located overseas.
During that time Indian economy was state-controlled and the state remained hostile to the
software industry through the 1970s. Import tariffs were high (135% on hardware and 100% on
software) and software was not considered an "industry", so that exporters were ineligible for
bank finance. Government policy towards IT sector changed when Rajiv Gandhi became Prime
Minister in 1984. His New Computer Policy (NCP-1984) consisted of a package of reduced
import tariffs on hardware and software (reduced to 60%), recognition of software exports as a
"delicensed industry", i.e., henceforth eligible for bank finance and freed from license-permit raj,
permission for foreign firms to set up wholly-owned, export-dedicated units and a project to set
up a chain of software parks that would offer infrastructure at below-market costs. These policies
laid the foundation for the development of a world-class IT industry in India.
Today, Indian IT companies such as Tata Consultancy Services (TCS), Wipro, Infosys, HCL et
al are renowned in the global market for their IT prowess. Some of the major factors which
played a key role in India's emergence as key global IT player are:
Indian Education System
The Indian education system places strong emphasis on mathematics and science, resulting in a
large number of science and engineering graduates. Mastery over quantitative concepts coupled
with English proficiency has resulted in a skill set that has enabled India to reap the benefits of
the current international demand for IT.
Competitive Costs
The cost of software development and other services in India is very competitive as compared to
the West.
Infrastructure Scenario
Indian IT industry has also gained immensely from the availability of a robust infrastructure
(telecom, power and roads) in the country.
In the last few years Indian IT industry has seen tremendous growth. Destinations such as
Bangalore, Delhi and Gurgaon have evolved into global IT hubs. Several IT parks have come up
at Bangalore, Delhi, Chennai, Pune, Gurgaon etc. These parks offer Silicon Valley type
infrastructure. In the light of all the factors that have added to the strength of Indian IT industry,
it seems that Indian success story is all set to continue.
COMPANY PROFILE-
MapMyIndia
New Delhi, June 2010: MapmyIndia, India’s leader in maps and GPS navigation solutions, is
helping the Food & Civil Supplies Department, Moradabad (FCSDM) make their Public
Distribution System (PDS) more efficient through the use of sophisticated GPS and Geographic
Information Systems (GIS) technology. MapmyIndia is deploying a special interactive system
through which FCSDM would be able to track their food and commodities distribution vehicles
in real-time, thus cutting down inefficiencies in the food distribution channel. The system will
help FCSDM keep a check on the distribution of food and commodities meant for the poor,
without any diversion and pilferage. The project is being run in Aonla, Barielly, Moradabad, JP
Nagar, Rampur and Bijnore districts of Uttar Pradesh.
In order to ensure that the project is a success and to remove any inefficiency in the system,
MapmyIndia undertook the following rigorous steps: 1. Mapping of the Fair Price Shops (FPS),
the base godown and commodity specific routes the trucks would take. MapmyIndia’s field
surveyors did a manual road survey to identify road ends, unpaved roads etc. This data was
plotted on a digital vector map and routes charted out 2. A special robust GPS tracking device
was installed in the trucks which would help the system keep a complete check on the
whereabouts of the truck including over speeding/accidents etc 3. Customization of
MapmyIndia’s highly accurate GIS VT1 Vehicle Tracking System to implement the following: •
Route deviations, undue stoppages, abnormal delays, over speeding in standard routes which
were to be plotted using MMI’s Field surveyors • Live tracking of all the trucks grouped
according to commodities being carried and commodity specific routes • SMS intimation to local
FPS Owners when a truck left from a godown and when it when it entered a FPS • SMS
intimation to FPS Smartcard Subscribers when a truck was about to reach a FPS • Setting of
control rooms (one for each district) and operators for monitoring/handling day-to-day
operations/incidents and MIS Reporting • Completely managing the end-to-end solution starting
from road survey, mapping, tracking, reporting, enhancements, management
According to Rakesh Verma, MD, MapmyIndia: “This is a prestigious project for the
MapmyIndia team and at the same time it also recognizes MapmyIndia’s capabilities as a leader
and pioneer in the GPS, digital mapping and Location Based Services (LBS) applications space.
Our aim is to provide a complete and robust end-to-end managed solution to tackle some of the
most primary issues that many public distribution systems departments face throughout India.”
About MapmyIndia (www.mapmyindia.com) MapmyIndia (CE Info Systems (P) Ltd.), a New
Delhi-based ISO 9001-2000 Company founded in 1992, is India's leader in premium quality
digital map data and consumer navigation services. Since 1994, through continuous field surveys
and state-of-the-art mapping technology, the company has built its proprietary MapmyIndia
Maps, the most comprehensive, accurate, robust and reliable navigable map dataset for all India.
MapmyIndia is driving the Indian navigation industry by providing internet, mobile and in-car
navigation products to end consumers directly as well as in partnership with leading international
and national players. The company has been providing GIS based enterprise solutions to over
500 leading corporate and government organizations in every vertical. In 2004, MapmyIndia was
short listed by NASSCOM as a showcase company for IT innovation in India. Most recently,
MapmyIndia's Managing Director was elected by GPS Business News as the "World's GPS
Businessman for the year 2007" for driving the navigation industry in India.
QUICK FACTS
Our Vision
Our Values
Customer First
Good Corporate Citizenship
Individual Dignity
Professionalism
Quality Focus
35+
No. of Employees
INTRODUCTION
WORKPLACE STRESS
If you have a job that challenges you, you should expect to feel some pressure at work. However,
when that pressure is excessive and you suffer an adverse reaction to it, then it has become stress.
Stress is not a disease, but it can be a threat to your health and safety at work. Legally, your
employer must take care of your health and safety when you are at work.
Typical causes of work-related stress include poor communication, a bad working environment
and skills not matching those that are needed for the job.
Stress can also be triggered by events away from work, such as bereavement, money worries and
illness.
It is the quality of the employee’s workplace environment that most impacts on their level of
motivation and subsequent performance. How well they engage with the organisation, especially with
their immediate environment, influences to a great extent their error rate, level of innovation and
collaboration with other employees, absenteeism and, ultimately, how long they stay in the job. Many
studies have revealed that most employees leave their organisation because of the relationship with
their immediate supervisor or manager.
So, what are the workplace environment factors that need to be taken into consideration by any
serious manager? Described below are the key factors and how each can be utilised by supervisors
and managers to boost performance.
OBJECTIVES OF MY STUDY:
1) To analyze the workplace stress among the employees of MapMyIndia
2) To analyze the employees performance of the company.
3) To know the stress faced by employees of different age groups
4) To know the stress faced by employees of different position
5) To know the stress faced by employees of different residential area
Research Hypothesis-
1)Hypothesis 1
2)Hypothesis 2
3)Hypothesis 3
LITERATURE REVIEW:
1) Impact of Stress on Employees Job Performance A Study on Banking Sector of Pakistan
2. A Study of Job Stress on Job Satisfaction among University Staff in Malaysia: Empirical
Study
By- Nilufar Ahsan,Zaini Abdullah, David Yong Gun Fie, Syed Shah Alam,
Abstract
This article investigates the relationship between job stress and job satisfaction. The
determinants of job stress that have been examined under this study include, management
role, relationship with others, workload pressure, homework interface, role ambiguity, and
performance pressure. The sample consists of a public university academician from Klang
Valley area in Malaysia. The results show there is a significant relationship between four of
the constructs tested. The results also show that there is significant negative relationship
Abstract
Work and job satisfaction has been shown to impact upon an individual’s mental and physical health
and
overall satisfaction with life. Previous research into employee job satisfaction has explored workers’
relationships to their work tasks and their organisation. Less research has been conducted into the
impact
an individual’s workplace relationships has on their level of job satisfaction, with even less research
in
this area focusing on younger workers. The aim of the present study was to determine the role an
employee’s co-worker and direct supervisor relationships had in predicting their level of job
satisfaction.
Sixty-nine individuals participated in the study, 35 males (Age: M=31.8, SD=6.0) and 34 females
(Age:
M=29.5, SD=5.0). Fifty-three participants indicated that they were employed full time; twelve
indicated
that they were employed part time; and the remaining participants indicated that they were employed
casual or ‘other’. Work and job satisfaction was measured using the Job Descriptive Index (JDI) and
Job
in General (JIG) scales. Results indicate that 52.1% of an employee’s job satisfaction can be
predicted by
the quality of their workplace relationships, with an individual’s relationship with their co-workers
the
strongest predictor. Results indicate that the quality of an employee’s co-worker and immediate
supervisor relationships does not significantly predict their level of well-being. Implications of the
study’s
finding with respect to workforce planning are discussed and suggestions for further research are
made.
CHAPTER 2
Research metedology
Primary data-The primary data is collected from the individuals working in the company and
contacting them in person to fill up the questionnaire.
Sample design:
A sample of 61 respondents has taken randomly from various departments of MapMyIndia, Delhi
Limitations-
1. The sample size was limited to 61 respondents.
2. Resistence of the employees in filling up the questionnaire
3. Baised in formation:Some of the respondents have shown lack of interest in providing the
response.
4. The area of study will be limited to a company only.
.
CHAPTER 3
DATA ANALYSIS AND INTERPRETATION
I] FREQUENCIES
Valid Cumulative
Frequency Percent Percent Percent
Valid Never 4 6.6 6.6 6.6
Rarely 4 6.6 6.6 13.1
Sometimes 8 13.1 13.1 26.2
Often 33 54.1 54.1 80.3
Very Often 12 19.7 19.7 100.0
Total 61 100.0 100.0
Interpretation-This table represents the frequency tab of the adequate control over the work duties of
the individual.out of total(61) of the respondent majority (54%) feel that they often have it followed
by (19%) feel that very often they have control followed by (13.%) sometimes feel control over their
work and (6%) each feel that they have control over their job.
Interpretation- This table represents the frequency tab of the receiving appropriate rewards for good
performance out of total(61) of the respondent majority (54%) feel that sometimes receive rewards
for their good performance followed by (20%) told that they often receive recognition for their
performance (13%) rarely get rewards and (7%) very often receive rewards and (7%) never get
rewards for their performance.
Interpretation-The above table represents the frequency tab of utilization of skills and talents to the
work where out of total (61) number of respondents majority (47%) feel that they often utilize their
skills and talents in their work followed by (20%) rarely feel,(13%) sometimes feel as wel as 13%
very often feel this.
4. I worried about the lay offs and retrenchment in the organization.
Cumulative
Frequency Percent Valid Percent Percent
11. I feel that my job is negatively affecting my physical or emotional well being.
12. I feel that job pressures interfere with my family or personal life.
14. I get upset thinking that I am not able to prosper (or) make progress in my Job or carrier.
Interpretation- The above table represents the frequency tab about the individual get upset
thinking that they are not able to prosper progress in their job or carrier .Where out of 61
respondents 66% feels that NO they are able to prosper progress, followed by 21% sometimes,
and 13% feels YES.
15. I very Often feel that I am being neglected when I am in the Team.
Interpretation- The above table represents the frequency tab about the feeling of the individual
that they are being neclected when they are in the team.Where out of 61 respondents 79% feels
that NO they are not, followed by 13% sometimes and 8% YES.
17. I find difficult to concentrate on my work.
18. I often hesitate to take new initiative because I feel that I will not be successful and will not
be appreciated by my boss.
I often hesitate to take new initiative because I feel that I will not
be successful and will not be appreciated by my boss.
Valid Cumulative
Frequency Percent Percent Percent
Valid No 32 52.5 52.5 52.5
Sometimes 29 47.5 47.5 100.0
Total 61 100.0 100.0
Interpretation-The above table represents the frequency tabthat how often individuals hesitate to
take new initiatives.Where out of 61 respondents 52% feels that NO they are not, followed by
48% sometimes
19 Sometimes I am compelled to do the work in which I will not be successful
Interpretation- The above table represents the frequency tab of the individual forced to do the
work that they are not willing to do.Where out of 61 respondents 41% feels thatsometimes they
are followed by 20% say NO they are not 16% YES.
20. I will not be given sufficient information for the work which is assigned to me
21. I feel that I have been given too many jobs at a time
Interpretation- The above table represents the frequency tab about weather individual are given
too many jobs at a time. Where out of 61 respondents 61% feels sometimes, followed by 39%
NO.
23. I have too much work to do and/or too many unreasonable deadlines.
Interpretation- The above table represents the frequency tab about how an individual have plenty
of works to do with unreasonable deadlines. Where out of 61 respondents 59% feels sometimes
they have many works to within some unreasonable deadlines, followed by 20% feels rarely,
13% never feels and 8% often feels.
24. I find it difficult to express my opinions or feelings about my job conditions to my superiors.
Interpretation- The above table represents the frequency tab about an individual find it difficult
to express their opinions about their job conditions to their superiors. Where out of 61
respondents 46% feels sometimes they found it difficult, followed by 30% rarely feels, 20%
never feels and 7% often feels.
Interpretation- The above table represents the frequency tab about the individuals feeling to
move out from the company because of various reasons. Where out of 61 respondents 41%
never feels to move out from the company, followed by 39% rarely feels, 13% sometimes feels,
7% often feels and 7% very often feels.
II]CROSS TABS (CHI SQUARE)
1)AGE
Crosstab
I do my work under considerable Tension
No Sometimes Yes 4 Total
Age Below 25 Count 9 16 0 0 25
years % within
36.0% 64.0% .0% .0% 100.0%
Age
26-35 years Count 4 12 8 4 28
% within
14.3% 42.9% 28.6% 14.3% 100.0%
Age
36-45 years Count 8 0 0 0 8
% within
100.0% .0% .0% .0% 100.0%
Age
Total Count 21 28 8 4 61
% within
34.4% 45.9% 13.1% 6.6% 100.0%
Age
The above table represents the cross tab between work tenshion and age out of total(61)
respondents majority (45.9%) of respondents sometimes feel tenshion during there
work,Followed by (35%) don’t feel any tenshion during there work and (13 %) agree that they
feel tenshion during there job.
Chi-Square Tests
N of Valid Cases 61
Chi-Square Tests
From the above table we see that the p value is less than .05 so it is clear that there is an
association between age and workplace tenshion so we reject H1.
2)MARITAL STATUS
Crosstab
I do my work under considerable
Tension Total
No Sometimes Yes
Marital Status Married Count 8 8 0 4 20
% within Marital
40.0% 40.0% .0% 20% 100.0%
Status
Unmarried Count 13 20 8 0 41
% within Marital
31.7% 48.8% 19.5% .0% 100.0%
Status
Total Count 21 28 8 4 61
% within Marital
34.4% 45.9% 13.1% 6.6% 100.0%
Status
The above table represents the cross tab between work tenshion and marital status out of
total(61) respondents majority (46%) of respondents sometimes feel tenshion during there
work,followed by (35%) don’t feel any tenshion during there work and (13%) agree that they
feel tenshion during there work.
Chi-Square Tests
Asymp. Sig. (2-
Value df sided)
N of Valid Cases 61
From the above table we see that the p value is less than .05 so it is clear that there is an
association between marital status and workplace tenshion so we reject H2.
3)POSITION
Crosstab
I do my work under considerable Tension
No Sometimes Yes 4 Total
Position Worker level Count 0 12 8 0 20
% within
.0% 60.0% 40.0% .0% 100.0%
Position
Supervisory Count 17 8 0 4 29
% within
58.6% 27.6% .0% 13.8% 100.0%
Position
Manager Count 4 8 0 0 12
level % within
33.3% 66.7% .0% .0% 100.0%
Position
Total Count 21 28 8 4 61
% within
34.4% 45.9% 13.1% 6.6% 100.0%
Position
The above table represents the cross tab between work tenshion and position out of total(61)
respondents majority (46%) of respondents sometimes feel tenshion during there work,followed
by (35%) don’t feel any tension during their work and (13%)completely agree that they feel
tension during there work.
Chi-Square Tests
Asymp. Sig. (2-
Value df sided)
N of Valid Cases 61
From the above table we see that the p value is less than .05 so it is clear that there is an
association between marital status and workplace tenshion so we reject H3
CHAPTER 4
FINDINGS
1)On the basis of the study done we found that the Workplace stress faced by the employees of
different age groups is minimum in the age below 25 years followed by age group of 25-35 face
maximum workplace strees and 36-45 years face normal workplace stress.
2)The unmarried people face more workplace strees as in compared with the married people.
3)The workplace stress faced by the worker level employees is more in comparison with the
supervisory and manager level.
http://www.statcan.gc.ca/survey-enquete/business-entreprise/8104208-eng.htm
http://www.humannatureatwork.com/Workplace-Stress-2.htm
http://www.ajol.info/index.php/saje/article/viewFile/25057/20728.
http://college.cengage.com/business/ober/buscom/6e/students/study/reports/apa.pdf
-- http://en.wikibooks.org/wiki/Concept_Of_Stress
http://www.manageyourstress.co.uk/worklegal.php
http://helpguide.org/mental/work_stress_management.htm
http://www.lifepositive.com/mind/psychology/stress/stress-at-work.asp
http://www.asuvic.org/stress-in-the-workplace-project