ACKNOWLEDGEMENT

At first we thank “God” for giving this opportunity to complete

the project work the successfully.

We owe my deep sense of gratitude and sincere thanks to our

guide Mr.J.Merlin Sealer Sing M.com., M.Ed., M.phil., P.G.D.M, Deparment of

commerce, scott Christian College, (Autonomous),Nagecoil for his most valuable

guidance and supervision throughout the period of my project work.

We are also equality grateful to Prof.DR.A.G.Segon Roy

,M.com., M.Ed.,M.phil. pht, Head of the Department of commerce, (S-F) Scott

Christian college (Autonomous),Nagercoil for his kind encouragements.

We would like to express our deep sense of thanks to the

Principal other faculty members of Departments of Commerce , Scott Christian

College for extending their kind Co-operation

 TABLE OF CONTENTS

CHAPTER PARTICULARRS PAGE NO.

1 INTRODUCTION
1.1 About the Industry
1.2 About the Company
1.3 About the Topic

II OBJECTIVES

III RESEARCH
METHODOLOGY

IV SCOPE AND LIMITATION

V ANALYSIS AND
INTERPRETATION
VI FINDINGS

VII CONCLUSION

VIII SUGGESTION

BIBLIOGRAPHY

ANNEXURE
 ABOUT THE INDUSTRY

India is the world’s second largest producer of

textiles and garments after china. It is the world’s third largest producer of cotton-

after china and the USA –and the second largest cotton consumer after china. The

textile and garment industry in India is one of the oldest manufacturing sectors in the

country and is currently its largest.

And 16% of The largest and garment industry

fulfils a pivot role in the Indian economy. It is a major foreign exchange earner and,

after agriculture, it is the largest employer with a total workforce of 35mm.in 2005

textiles and garments accounted for about 14% of industrial production export

earnings.

The industry covers a wide range of activities.

These include the production of natural raw material such as cotton, jute, silk and

wool, as well as synthetic filament and spun yarn. In addition an extensive range of

finished products are made.

Textile industry in India is widely

comprehensive, integrating whole range of raw material to finished product that

includes fibre manufacturing, spinning knitting and weaving, and garment

manufacture.
Industry provides almost every single aspect;

RAW MATERIAL: cotton, linen, wool, silk and manmade fibres like viscose,

polyester, polypropylene and acrylic. Indian companies have marked presence in even

non-traditional segments.

FABRIC PRODUCTION: suiting-shirting, dress material, fabrics for shorts and

trousers, denim,hosiery,fleece flats and woolen knits, technical fabrics and so on…

APPAREL PRODUCTION: Formalwear,casual wear, active sportswear, traditional

wear, under garments, outerwear, etc.

Made-ups production: A wide range of bedding, towels, bath, table mats/linens,

kitchen accessories and more…

Additionally to aid above all there are well established infrastructure, multi-

benefited governmental, political and regulatory system that wouldlure foreign

investors

In recent years, the readymade garment segment has seen vertical growth. Accounting

nearly Rs. 20,000crores, this industry is growing at the rate of 20 percent, with

massive visibility and consideration margins. The largest segment for the readymade

garment segment include the age-group of 16-35 that is very brand conscious and

gives priority to high quality. Branded readymade garments account over 21 percent

of the readymade garment industry.

 INDIAN READYMADE GARMENT INDUSTRY

Ready-made garments account for approximately

45% of India’s total textile exports. They represent value added and less import sub

sector. India’s thrust into readymade garment production started in the early 80s in

the wake of the liberalization, received a big impetus during economic reforms in the

world’s export of readymade garments.

Readymade garments are India’s leading export

products and achieved rapid growth in the late 1980s and the first half of the 1990s.

India is at present a niche player in the low-value

market segment based on cotton fabrics and for seasonal and fashion garments. This

reflects India’s comparative advantage in cotton cloth and its flexibility advantage in

meeting small orders. With the targets of enhancing quality, establishing new market

niches, and moving up the value chain, the strategy should be concentrated on the

restructuring of the production base.

GARMENT EXPORT

The definition of Export is when you trade something out of the country. In

economics, an export is any good or commodity, transported from one country to

another country in a legitimate fashion, typically for use in trade.

The history of apparel and textiles in India

History

The history of apparel and textiles in India dates back to the use of mordant dyes and

printing blocks around 3000 BC. The foundations of the India's textile trade with

other countries started as early as the second century BC. A hoard of block printed

and resist-dyed fabrics, primarily of Gujarati origin, discovered in the tombs of Fostat,

Egypt, are the proof of large scale Indian export of cotton textiles to the Egypt in

medieval periods. 

During the 13th century, Indian silk was used as barter for spices from the western

countries. Towards the end of the 17th century, the British East India Company had

begun exports of Indian silks and several other cotton fabrics to other economies.

These included the famous fine Muslin cloth of Bengal, Orissa and Bihar. Painted and

printed cottons or chintz was widely practiced between India, Java, China and the

Philippines, long before the arrival of the Europeans. 

The diversity of fibers found in the country, intricate weaving on its state-of-art

manual looms and its organic dyes has attracted buyers from all across the world for

centuries. Before the introduction of mechanized ways of spinning in the early 19th

century, all Indian silks and cottons were hand spun and hand woven, a highly popular
fabric, called the khadi. Independent India saw the development and building up of

textile strength, diversification of its product range, and its emergence, once again, as

an important player in the world industry. 

The Indian Textile Industry Overview

Today, the Indian apparel and textile industry employs around 35.0 million people

(and is the 2nd largest employer), yields 1/5th of the total export earnings and

contributes 4 % to the GDP thereby making it the largest industrial sector of the

economy. The sector aims to grow its revenue to US$ 85bn, its export figures to US$

50bn and employment to 12 million by the year 2010 (Texmin 2005).

The Indian textiles industry that already has an overwhelming presence in the

economic life of the country, has been given a further boost with the scrapping of

quotas in global trade of textiles and clothing. In the post quota period, the size of

industry has expanded from US$ 37 billion in 2004-05 to US$ 49 billion in 2006-07.

During this period, while the domestic market has grown from US$ 23 billion to US$

30 billion, exports has increased from around US$ 14 billion to US$ 19 billion. 

As a matter of fact, the apparel and textile is the largest foreign exchange earning

sector in the country. Being a direct employment provider to over 35 million people

and and with continuing growth momentum, the role of this sector in Indian economy

is bound to increase. 
Indian Exports of Apparel & Textile – Facts & Figures

 Exports increased from US$ 14 million (2004-05) to US$ 17 million (2005-

06) – 21.77 % increase.

 With continuing growth, the total exports has increased to – US$ 19.62 billion

(2006-07).

 Current share in world export of textiles – 3.5 - 4 %.

 Current share in world clothing export – 3 %.

 Major export market – Europe (22% share in textiles & 43% share in apparel).

 Single largest buyer – US ( 10% share in textiles and 32.65 share in apparel).

 Other major export markets include - UAE, Saudi Arabia, Canada,

Bangladesh, China, Turkey and Japan.

 Largest export segment – Readymade Garments (45% share in textile exports

and 8.25 share in India's total exports).

 Readymade garments sector has benefited significantly with the termination of

Multi-Fiber Arrangement (MFA in January 2005.

 Exports of readymade garments are expected to touch US$ 14.5 billion with a

cumulative annual growth rate of 18-20% (Apparel export Promotion

Council).
Product-wise Export Share

2005-06
Commodities
(Million US$)
Readymade Garments 6038.69
Cotton Textiles 3290.31
Man-made Textiles 1948.72
Wool & Woolen Textiles 66.57
Silk Textile 406.82
Total 11751.11
Add handicraft, Coir & Coir
Manufacturers and Jute
Total 13065.24

Sector-wise Analysis
Accounts for around 45% of the country’s total textiles exports. The exports we
amounted to US$ 7.75 billion (2005-06), recording an increase of 28.69 % over the
exports during 2004-2005. 
Readymade
garments
During the first quarter of 2006-07 the exports have amounted to US$ 2.17 billion,
recording an increase of 15.70% over the exports during the corresponding period
of 2005-06.
Cotton Textiles i.e. yarn, fabrics and made-ups (Mill made / Powerloom /
Handloom) account for more than 2/3rd of our exports of all fibers/yarns/made-ups.
The exports were amounted to US$ 4.49 billion, recording a healthy increase of
Cotton textiles
26.78% over the exports 2004-05.
including
handlooms
During the first quarter of 2006-07 the cotton textiles including exports of
handlooms have amounted to US$ 1.25 billion, recording an increase of 25.70%
over the exports during the corresponding period of 2005-06.
During 2005-06, man-made textile exports have amounted to US$ 2 billion, which
reflects a decline of 2.47% over the exports during the 2004-05.
Man-made
textiles During the first quarter of 2006-07, exports have amounted to US$ 0.52 billion,
which reflects an increase of 13.15% over the exports during the corresponding
period of 2005-06.
During 2005-06, the exports of silk textiles were amounted to US$ 0.69 billion,
Silk textiles
recording an increase of 16.37% over the exports during 2004-05.
 ABOUT THE COMPANY

Messrs. SHALOM GARMENTS PRIVATE LIMITED,

VALLIOOR was established in the year 1999 for the purpose of making readymade

garments for the domestic and overseas markets.

MR.P. GNANARAJ is the Managing Director of the

Company who has a vast experience in the tailoring industry from his childhood. The

factory is situated at vallioor and supported by two more factories owned by him. The

factory is well equipped to manufacture readymade garments and is constructed on

the land owned by the company. The company is registered with the sales Tax

authorities for the state and Central Sales Tax operations, with the Central Excise and

is also registered with Apparel Export Promotion Council.

SHELTON is the biggest brand in the south India. The

company has a capacity to manufacture 5000 units of garments per day.

FACTORY:

The factory is situated at Main Road, Vallioor, which is linked

by Road and rail to all the major cities and towns of Tamil Nadu Kerala. Vallioor is a

small town ideally suitable for the manufacture of readymade garments since it is

surrounded by so many villages so that mobilization of force, whenever needed, will

not a problem. Since the town is situated on the National Highway the transportation

of the raw materials and despatch of the finished products from the factory premises is

very convenient. Factories are equipped with full complement of latest and

sophisticated machines for the manufacture of shirts and is equipped to bring out

about 4,000/5,000 shirts per day.

MACHINERY:

The factory is full equipped with the latest and most moden machinery which is

required for the manufacture of quality products viz., shirts, pants etc., which can

compete with any leading brand in the market. All the machines are by power to be

operated by the operators, tailors etc. The basic machine which is used in the

manufacture is single needle lockstitch machine.

The factory has more than 150 machines for the manufacture of about 2,000 shirts. In

addition, sufficient number of machines has been installed for the purpose of button

hole stitching khaja machines apart from ironing equipment for ironing the fusing

materials and the finished products. The factory is also equipped with the latest

Embroidery machine with multi heads to products with embroidery designs.

POWER:

The factory is connected 250 H.P power supply, so that any point of time, there

will be no slowing down of the production activity. In addition, one 125 KVA

generator is installed to supplement the requirements of power and when there is a

power breakdown from the Electricity board. This ensures continuous flow of power

for the manufacturing activity, thereby there will not be a stoppage of work at any

point of time. In general the power supply position by the Electricity Board has been

very good and the additional captive power generation capacity that is installed takes

care of any eventuality or emergency.

LABOUR:

The company employs 400 workers of various

categories, like tailors, supervisors, cutters,helpers etc.Since the town is surrounded

by various villages, the mobilization of work force has never been a problem for the

company. In addition, the workers when recruited are given training in tailoring and

other related skills as per the worker employed and utilized when the training is

completed successfully.

The workers when employed tend to stay for a long period

in the company due to the good atmosphere given to the workers for completion of

their jobs. The workers are provided with subsidized food and all the basic amenities

have been provided.

PRODUCTS:

More than 90% of the products that roll out of the factory is “SHIRTS” with well

known Brand names such as “SHELTON” and HARRY WILLIAMS” shirts apart

from other brands which go for the export market.

SHELTON shirts have earned its own brand image in all

nook and corner of Tamil Nadu and are being marketed in the state of Kerala also.

There has been a regular visual advertisements like hoardings, TV displays etc.,

which has helped as to penetrate the market in a big way. In addition the company

has produced Pants for exports and local market.

MARTKET

The shirts that are manufactured by the company is catering to the needs of the all

the sections of the society with the latest designs and according to the taste of the

market. The market for the government is wide and perennial as it forms part of the

attire of every man who wants to look decent and presentable. Hence the market is

wide open for the products and can be sold in the nook and corner of the State and

other states during the festival seasons which come in October/November the demand

increases considerably.
MARKETING

The Managing Director of the Company travels a lot and develops new customers for

the supplies. The company has their own sale executive who are always traveling

across the States of the Tamil Nadu and Kerala soliciting orders from the exitsting

customers are Messrs. R.M.K.V. & Sons, at Chennai and Nellai, Nallaperumal &

Sons at Nagercoil, Pinky at Kottayam, Shenoy Garments at Ernakulam,Rex Fashions

at Chennai, Sekar Dresses at Chennai, etc. The company has customers in all the

towns of the State such as Tiruchirapalli,Tanjavur, Pattukkottai , Chidambaram ,

Salem, Erode, Coimbatore, and small towns such as Tenkasi, Theni, Ambasamudram,

Kovilpatti, etc.

EXPORTS

In addition to the local market, the company has a steady clientele in Dubai and

Saudi Arabia and other Middle East countries. The company supplies the shirts to a

company called Al Wahaj Trading Est., in Dubai and about 30,000 shirts are being

exported to the above buyer on an average every month. The payments from the

buyers have been very regular and the company hopes to increase the exports to about

50,000 shirts in a month.

 CONCEPTUAL REVIEW ABOUT THE TOPIC

DEFINITION

Organizational Culture refers to a system of shared meaning held

by members that distinguishes the organization from other organization.

INTRODUCTION

Organizational culture is the personality of the Organization.

Culture is comprised of the assumptions, values, norms and tangible signs of
organization members and their behaviours

Organizational culture comprises the attitudes, experiences, beliefs

and values of an organization. It has been defined as “the specific collection of values
and norms that are shared by people and groups in an organization and that control the
way they interact with each other and with stake holders outside the organization.
Organizational values are beliefs and ideas about the appropriate kinds or standards of
behaviour organizational members should use to achieve these goals. From
organizational values develop organizational norms, guidelines or expectations that
prescribe appropriate kinds of behaviour by employees in particular situations and
control the behaviour of the organizational members towards one another.
ORGANIZATIONAL CULTURES HAVE THE FOLLOWING
CHARACTERISTICS

a) Cultures are collective beliefs that in turn shape

behaviour. They are a from of a shared paradigm.

b) cultures are based in part on emotion, which is

particularly conspiouous when change is threatened.

c) Cultures are based on a foundation of historical

continuity. The potential loss of continuity in part explains the
resistence to change.

d) Cultures are defined by, and subsequently define

symbols.

e) Although cultures resist change, they are constanly

changing. This paradoxical condition limits the speed of
change and consumes large quantities of energy.

f) Cultures are more probabilistic than deterministic. It is a

set of FUZZY imperatives.
DETERMINATIONS OF ORGANIZATION CULTURE

 Economic condition
 Leadership style
 Organizational policies
 Managerial values
 Organizational structure
 Characteristics of members
 Organization size

FACTORS DERERMINING ORGANIZATIONAL CULTURE

o Innovation and risk taking

o Aggressiveness
o Outcome orientation
o Team orientation
o People orientation
o Attention to detail
o Stability
o Competitiveness
o Diversity of members
o Age of organization
THINGS IN AN ORGANIZATION WHICH CONTRIBUTE TO THE CULTURE:

 COMPANY POLICY

 Personnel practices

 Work flow and work loads

 Job design

 Management and supervisory styles

THINGS WHICH CAN AFFECT THE ORGANIZATIONAL

CULTURE ON AN INDIVIDUAL OR PERSONAL LEVEL:

 Levels of trust

 Risk taking

 Strees

 Fears and anxieties

 Social interaction

 Factions source of identity

 FUNCTIONS OF ORGANIZATIONAL CULTURE:

 Behavioural control

 Encourages stability

 Provides source of identity

DRAW BACKS OF CULTURE:

 Barrier to change improvement

 Barrier to diversity

 Barrier to cross departmental and cross organizational

cooperation

 Barrier to mergers and acquisitions

 CHAPTER -2

OBJECTIVES

OBJECTIVES OF THE STUDY

 To study about the organizational culture in the company

 To study about the organizational culture existing in the company is

favorable to the employees.
 RESEARCH METHODOLOGY

RESEARCH DESIGN

A research design is the arrangement of conditions for collection and analysis of

data in a manner that aims to combine relevance to the research purpose with
economy in procedure.

Type of Research:

The type of research used for the study is Descriptive in nature.

Type of survey:

The type of survey is sample survey.

Sampling Type:

The of sampling is probability sampling.

Sampling Technique:

The type of sampling technique is simple random sampling.

Sampling size:

No. of respondents is 80.

Sample Unit:

The sample units are the Employees of shalom garments private

limited,vallioor.
 DATA COLLECTION

NATURE OF DATA

Primary data

The information,which is obtained from the original source by research ,is called
primary data. The advantage of using primary data is offers greater accuracy and that
it is developed personally and offers the latest information.

 Source

The employees of shalom garments private limited,vallioor.

 Method

Personal interview method

 Tools used for data collection

Pre-structured questionnaire used for data collection.

Secondary data

Secondary data is gathered from numerous sources and the quality of secondary
data expands with the passage of time.

 Source

Secondary data are collection through books and websites.

Tools used for analysis:

Tables are used for presentation.

Period of Study:

26th december 2009 to 7th 2010 in shalom garments private limited, vallioor.
 I. CHAPTER-4

SCOPE AND LIMITATIONS

SCOPE AND LIMITATION

Scope of the project

The scope of this study is to know about the organizational culture existing in

the company is favorable to the employees in shalom garment private

limited,vallioor.By knowing the present culture in the organization, the

researcher

can give suggestion to improve the organizational culture. So, the researcher

selects to study about “organizational culture garments in shalom private

limited,

vallioor”.

LIMITATIONS OF THE PROJECT

Sample size has restricted for Simple Random purpose.

 CHAPTER-5

ANALYSIS AND

INTERPRETATION

ANALYSIS AND INTERPRETATION

TABLE NO-5.1

AGE OF EMPLOYEES

Particulars No. of respondents percentage

Above 30 yrs 23 28.75

20-30yrs 43 53.75

Below 20 yrs 14 17.5

Total 80 100

From the above table, it is inferred that 53.75%respondents

are

in the age group of 20-30 yrs.28.75% of respondents are in the age group
of
above 30yrs.17.5% of respondents are in the age group of below 20 yrs.
 TABLE NO-5.2

GENDER OF EMPLOYESS

Particulars No of . Respondents Percentage

Female 58 72.5

Male 22 27.5

Total 80 100

From the above table , it is inferred that 72.5% of

respondents

are female Employees,27.5% of respondents are male employees.

 TABLE-5.3

MARITAL STATUS OF EMPLOYEES

Particulars No .of Respondents Percentage

Unmarried 42 52.5

Married 38 47.5

Total 80 100

From the above table , it is inferred that 52.5% of

respondents

are unmarried employees,47.5% of respondents are married employees.

TABLE NO-5.4
 EDUCATIONAL QUALIFICATION OF EMPLOYEES

Particulars No .of Respondents Percentage

UG 3 3.75

High school level 35 43.75

Middle school level 20 25

Primary level 22 27.5

Total 80 100

From the above table , it is inferred that 43.75% of

respondents completed High School Level, 27.5% of respondents
completed Primary Level, 25% of respondents completed Middle School
levels,3.75% of respondents completed UG.

45
40
35 UG
30
High school level
25
20
Middle school
15 level
10 Primary level
5
0
No .of Respondents
 TABLE NO- 5.5

MONTHLY INCOME OF EMPLOYESS

Particulars No .of Respondents Percentage

Above Rs.3000 16 20

Rs.1000-Rs.3000 41 51.25

Less than Rs.1000 23 28.75

Total 80 100

From the above table, it is inferred that 51.25% of

respondents

got Rs.1000 Rs.3000 as Monthly Income, 20% of respondents got above

Rs.3000 as Monthly Income, 28.75% of respondents got less than

Rs.1000

as Monthly Income.
 TABLE-5.6

YEARD OF SERVICE OF EMPLOYEES

Particulars No. of respondents Percentage

Above 5 20 25

1-5 49 61.25

Below 1 11 13.75

Total 80 100

From the above table, it is inferred that 61.25% of

respondents

are 1-5 yrs of service ,25% of respondents are above 5 years of service
and

13.25% of respondents are below 1 year of service.

TABLE NO-5.7

THE SATISFACATION LEVEL OF THE EMPLOYEES ABOUT THE

 WORKING CONDITIONS

Particular No . of Value(x) Wx
Respondents(w)
Highly satisfied 28 5 140

Satisfied 25 4 100

Neither Satisfied nor 16 3 48

Dissatisfied
Dissatisfied 10 2 20

Highly Dissatisfied 1 1 1

Total 80 15 309

Weighted Average=w/x

=309/80

=3.8625

INFERENCE:
The above weighted average value(3.8625) shows that most
of

the employees (25) are satisfied with the working conditions.

TABLE NO -5.8

THE SATISFACTION LEVEL OF THE EMPLOYEES ABOUT

THE
TRANSPORT FACILITIES
 particular No .of respondents Value(x) Wx

Highly satisfied 57 5 285

Satisfied 23 4 92

Neither Satisfied nor 0 3 0

Dissatisfied
Dissatisfied 0 2 0

Highly Dissatisfied 1 0
0
Total 15 377
80

Weighted Average=wx/ w

=377/80

=4.7125

INFERENCE:

The above weighted average value(4.7125)show that most

of

the employees (57) are highly satisfied with the transport facilities.

TABLE NO-5.9

THE SATISFACTION LEVEL OF THE EMPLOYEES ABOUT

THE LOAN FACILIES
 particular No .of Value(x) Wx
respondents

Highly satisfied 1 5 5

Satisfied 16 4 64

Neither Satisfied 35 3 105

nor Dissatisfied
Dissatisfied 23 2 46

Highly 5 1 5
Dissatisfied
Total 80 15 225

Weighted Average=wx/ w

=225/80
=2.8125

The above weighted average value(2.8125)show that most

of

the employees (35) are neither satisfied nor dissatisfied with the loan

facilities.

TABLE-5.10

THE SATISFACTION LEVEL OF THE EMPLOYEES ABOUT

THE MEDICAL FACILIES
 particular No .of Value(x) Wx
respondents

Highly satisfied 6 5 30

Satisfied 59 4 236

Neither Satisfied 12 3 36
nor Dissatisfied
Dissatisfied 3 2 6

Highly 0 1 0
Dissatisfied
Total 80 15 308

Weighted Average=wx/ w

=308/80
=3.85

The above weighted average value(3085)show that most of

the employees (59) are satisfied with the medical facilities.

TABLE-5.11

THE SATISFACTION LEVEL OF THE EMPLOYEES ABOUT

THE TRAINING
 particular No .of Value(x) Wx
respondents

Highly satisfied 50 5 250

Satisfied 28 4 112

Neither Satisfied 2 3 6
nor Dissatisfied
Dissatisfied 0 2 0

Highly 0 1 0
Dissatisfied
Total 80 15 368

Weighted Average=wx/ w

=368/80
=4.6

The above weighted average value(4.6)show that most of

the employees (50) are Highly satisfied with the training.

TABLE-5.12

THE SATISFACTION LEVEL OF THE EMPLOYEES ABOUT

THE
AND REGULATIONS
 particular No .of Value(x) Wx
respondents

Highly satisfied 1 5 5

Satisfied 11 4 44

Neither Satisfied 36 3 108

nor Dissatisfied
Dissatisfied 23 2 46

Highly 9 1 9
Dissatisfied
Total 80 15 212

Weighted Average=wx /w

=212/80
=2.65

The above weighted average value(2.65)show that most of

the employees (36) are neither satisfied nor dissatisfied with the rules and

regulations.

TABLE-5.13

THE MANAGEMENT GIVES IMPORTANCE FOR THE

EMPLOYEES WELFARE AND SOCIAL SECURITY

Particulars No. of respondents Percentage

yes 74 92.5
 N0 6 7.5

Total 80 100

From the above table, it is inferred that more of the

respondents (92.5%)accept that the management gives importance for the

employees’ welfare and social security, 7.5% of respondents accept that

the

management gives no importance for the employees’ welfare and social

security.

TOTAL-5.14

EMPLOYEES ARE SATISFIED WITH THE CURRENT

WORKING TIME

Particulars No. of respondents Percentage

 yes 39 48.75

N0 41 51.25

Total 80 100

From the above table, it is inferred that more of the

respondents (51.25%)are not satisfied with the current working

time,48.75% of respondents are satisfied with the current working time.

TOTAL-5.15

EMPLOYEES RELATIONSHIP WITH SUPERVISOR

Particulars No. of respondents Percentage

yes 69 86.25

N0 11 13.75
 Total 80 100

From the above table, it is inferred that more of the

respondents (86.25%)are having good relationship with the

supervisor,13.75% of respondents are not having good relationship with

the

supervisor.

TOTAL-5.16

THE SUPERVISOR TAKES STEPS AND HELPS THE

EMPLOYEES TO LEARN THEIR JOBS

Particulars No. of respondents Percentage

yes 49 61.25
 N0 31 38.75

Total 80 100

From the above table, it is inferred that more of the

respondents (61.25%)accept that the supervisor takes steps and helps

them to

learn the jobs,38.75% accept that the supervisor not takes steps and helps

them to learn the jobs.

TOTAL-5.17

EMPLOYEES ARE ENCOURAGED BY THE SUPERVISOR

DURING THE WORK

Particulars No. of respondents Percentage

yes 23 28.75

N0 57 71.25
 Total 80 100

From the above table, it is inferred that more of the

respondents (71.25%)accept that they are not encourages by the

supervisor

during the work,28.75%accept that they are encourages by the

supervisor.

TOTAL-5.18

EMPLOYEES ARE ALLOWED TO GIVE SUGGESTION ABOUT

THE WORK

Particulars No. of respondents Percentage

yes 32 40

N0 48 60

Total 80 100
 From the above table, it is inferred that most of the

respondents (60%)accept that they are not allowed to given any

suggestions

about the work,40% of respondents accept that they allowed to given any

suggestions about the work.

TOTAL-5.19

EMPLOYEES FEEL UNCOMFORTABLE WHEN THEY ARE

FORCED TO FINISH THE WORK WITHIN A GIVEN TIME

Particulars No. of respondents Percentage

yes 35 43.75%

N0 45 56.25
 Total 80 100

From the above table, it is inferred that most of the

respondents (56.25%)give their opinion that they don’t feel

uncomfortable

when they are forced to finish the work within a given time,43.75%of

respondents give their opinion that they feel uncomfortable when they are

forced to finish the work within a given time.

TOTAL-5.20

EMPLOYEES ACCEPT THE CHANGES INTRODUCED BY THE

MANAGEMENT

Particulars No. of respondents Percentage

yes 43 53.75

N0 37 46.25
 Total 80 100

From the above table, it is inferred that most of the

respondents (53.75%)give their opinion that they accept the changes

introduced by the management,46.25% of respondents give their opinion

that they not accept the changes introduced by the management.

TOTAL-5.21

THE EMPLOYEES FEEL FREE TO DISCUSS THEIR

PROBLEMS WITH THE SUPERVISOR

particular No .of Value(x) Wx

respondents

Strongly Agree 5 5 25

Agree 17 4 68

Neutral 16 3 48
Disagree 25 2 50

Strongly Disagree 17 1 17
Total 80 15 208

Weighted Average=wx/w

=208/80

=2.6

From the above weighted average value(2.6),it is inferred

that most of the employees (16)are neither satisfied nor dissatisfied to

discuss their problems freely with the supervisor.

TOTAL-5.22

THE EMPLOYEESS ARE ALLOWED TO CONTINUE THEIR

WORK,WITHOUT WAITING FOR THE INSTRUCTION FROM
THE SUPERVISOR

particular No .of Value(x) Wx

respondents

Strongly Agree 39 5 195

Agree 28 4 112

Neutral 7 3 21

Disagree 5 2 10

Strongly Disagree 1 1 1
Total 80 15 339
 Weighted Average=wx/w

=339/80

=4.2375

From the above weighted average value(4.2375),it is

inferred

that most of the employees (28)agree that they allowed to continue their

work, without waiting for the instruction from the supervisor.

CHAPTER-6

FINDINGS SUMMARY OF SUGGESTIONS AND

CONCLUSION

 Majority of the respondents (72.5%) are female employees

and the remaining (27.5%)are male employees.

 Most of the respondents (53.75%)are belongs o the age

group of 20-30yrs.

 Most of the respondents (52.5%)are unmarried employees

and the remaining (47.5%)are married employees.

 Most of the respondents (43.75%) completed high school

level.

 Most of the respondents(51.25%)got Rs.1000-Rs.3000as

Monthly Income.
 Most of the respondents(61.25%)are having 1-5 yrs of
service.

 Most of the respondents(25)are satisfied with the working

conditions.

 Most of the respondents(57)are highly satisfied with the

transport facilities.

 Most of the respondents(35)are neither satisfied nor

dissatisfied with the loan facilities.

 Most of the respondents(59)are satisfied with the medical

facilities.

 Most of the respondents(50)are highly satisfied with the

training.

 Most of the respondents(36)are neither satisfied nor

dissatisfied with the rule and regulations.

 Most of the respondents(92.5%)accept that the

management gives importance for the employees’ welfare
and social security.

 Most of the respondents(51.25%)are not satisfied with the

current working time.

 Most of the respondents(86.25%)are having good

relationship with the supervisor.

 Most of the respondents(61.25%)accept that the

supervisor takes steps and helps them to learn the jobs.

 Most of the respondents(71.25%)accept that they are not

encouraged by the supervisor during the work.

 Most of the respondents(60%)accept that they are not

allowed to give any suggestions about the work.
  Most of the respondents(56.25%)give their opinion that
they don’t feel uncomfortable when they are forced to
finish the work within a given time.

 Most of the respondents(53.75%)give their opinion that

they accept the changes introduced the management.

 Most of the respondents(16) neither agree nor disagree

that they discuss their problems freely with the supervisor.

 Most of the respondents(28)agree that they are allowed to

continue their work, without waiting for the instruction
from the supervisor.

CONCLUSION

SUGGESTIONS

The project titled “A study about Organizational Culture in

shalom

Garments Private Limited, vallioor” helps the researcher to know about

the Organizational Culture existing in the Organizational .the Culture

comprises of attitudes,experiences,beliefs and values of an employees in

the

Organization. though the employees in general are having a positive

towards
their work still, the management can improve Organizational Culture to

make them more satisfied in order to retain in the Organizational .

SUGGESTIONS

 The management may take steps to improve the working

conditions in the organization.

 The management may provide more loan facilities for the

employees.

 The management may change the working time which should be

favorable for the employees because it will also improve
performance.

 The management can take measures to encourage the employees

through the supervisor during the work.

 The management can allow to discussing their problems freely and

also to giving suggestions about the work with the supervisor.
 BIBLIOGRAPHY

BOOKS:

Kothari:C.r,(2004) “Research Methodology”(2en edition) New Age

International publishers. Stephen P.Robbins,Oranizational Behavior,10th

Edition, Pearson Edition.Jayantee (Mukherjee)saha, management and

Organizational Behaviour, Excel Books.

WEBSITES:
 ANNEXURE

A STUDY ABOUT ORGANIZATIONAL CULTURE SHALOM

GARMENTS PRIVATE LIMITED, VALLIOOR.

1. NAME:

2.AGE:

A)Below 20yrs b)20-30yrs c)Above 30 yrs

3.GENDER:

a)Male b)Female

4.MARITAL STATUS:

a)married b)Unmarried

5.Educational Qualification:
 a)primary level b) Middle school level c) High school level d)UG

6.Monthly Income:

a)Less than Rs.1000 b)Rs.1000-Rs.3000 c)Above Rs.3000

7.Years of service:

a)Below 1 b) 1-5 c) Above 5

8.Satisfaction Level:

Highly satisfied -5 Satisfied-4 Neither Satisfied nor Dissatisfied-3

Dissatisfied-2 Highly Dissatisfied-1

Particulars 5 4 3 2 1

Working conditions

Transport Facilities

Loan Facilities

Medical facilities

Training

Rules and Regulations

Please tick relevant box according to you opinion.

Yes-2
No-1

Particulars
9.The management give importance for the employees’ 2 1
welfare and social security
10.Are you satisfied with the current working time?

11.Do you have good relationship with the supervisor?

12.Does the supervisor takes steps and helps the employees to

learn their job?
13.Are you encouraged by the supervisor during the work?

14.Do you allowed to give any suggestions about the work?

15.Do you feel uncomfortable when you are forced to finish

the work within a given time?

16.Do you accept the change introduced by the management?

17.The employees feel free to discuss their problems with the

supervisor:

a)Strongly Agree b)Agree c)Neutral d)Disagree e)Strongly Disagree

18.The employees are allowed to continue their work, without waiting for
the instruction from the instruction from the supervisor:

a)Strongly Agree b)Agree c)Neutral d)Disagree e)Strongly Disagree