Whole Project

A STUDY ON CONSEQUENCES OF BOREDOM
Human Resources Management

Introduction:Human resource management (HRM) is concerned with the people in management.
HRM is a term increasingly used to refer to the philosophy, policies, procedures and
practices relating to the management of people with in organization. Since every
organization is made up of people, acquiring their services developing their skills ,
motivating them to higher levels of performance, and ensuring that they continue to
maintain their commitment to the organization are essential in achieving organizational
objectives.
Meaning of Human Resources Management:Human resource management is that process of management which develops and
manager the human elements of enterprise. It is not only the management of skills but
also the attitudes and aspiration of people. When individuals come to work place, they
come with not only technical skills, knowledge, experience, but also with persona
feelings, desires, motives, attitudes, values etc.., So Human resource management
means management of various aspects of Human resource.
Definition:According to Flippo, Human Resources Management means planning,

organizing, directing and controlling of the procurement, developments, compensation,
integration, maintains and reproduction of Human Resources to the end, that individuals
organizational and societal objectives are accomplished.
According to Ivancevich and Gluck, Human resource management is the function
performed in organization s that facilities the most effective use of people (employees)
to achieve organizational and individual goals.
Features of Human resource management: Human resource management is concerned with the employees both as
individuals and as a group in attaining goals; it is also concerned with behavior,
emotional and social aspects.
Human resource management is concerned with the development human
resource that is knowledge, capability, skill, potentlities, and attaining and
achieving employee goals, including job satisfaction.
Human resource management coves all levels (low, middle and top) and
categories (unskilled, skilled, technical, professional, clerical and Managerial) of
employees. It covers both organized and unorganized employees.
Human resource management applies to the employees in all types of organization

in the world (industry, trade, service, commerce, economic, social religious, political
and government department).Thus it common in all type of organization.
Objectives of Human resource management: To make organization people to acquire power to perform the different types of
work that may come in their way at present or in future.
To develop the inner hidden talent of individual workers may be used for the
development of the organization.
Another objective is developing employee capabilities according to the needs of
the organization and according to the area of the organization.
The main objective of Human resource management is training and development

of employees of an organization.
Human resource management provides opportunity to employees to grow and

strengthen management and profession teams in all areas of the organization.
Functions OF Human resource management:3
I.MANAGERIAL FUNCTION:Managerial function concerned with planning, organizing, directing, coordinating

the activities of employees in an enterprise. These functions are discussed as follows.
a) PLANNING:It is a predetermined course of action planning is determination of personnel

programmers & changes in advance that with contribute to the organizational
goals. In other words it involves planning & human
resource requirements
recruitments selection
training etc.. it is also involve forecasting of personnel needs changing values

attitudes & behavior of employees & their Impact on organization.
b) ORGANISING: An organizational is the means to an end. It is essential to carry out of the

determined course of action. In other words of J.C MASSIE, an organization is a
structure and
process by
which co-operative organization of human beings
allocated its tasks among its members identities relationships and integrated
its activities towards common objective.
Thus, organization establish relationships among the employees so that they
can collectively contribute to the appointment of company goals.
c) DIRECTING:The next logical function after completing planning & organizing is the
execution of the plan the basic function of personnel management of any
level activating people the willing
and effective co-operation of employees to the appointment of organizational

goals, is possible through proper direction. Tapping the maximum potentialities of
the people is possible through motivation & command thus, direction is an
important
managerial
function
in
buildings
around industrial and human
relations beside securing employer contributions.
d) CONTROLLING:After planning organizing & directing the various activities of the personnel
management, the performance is to be verified in order to know that the personnel
functions are directions. Controlling also involves checking verifying & comparing
of the actual with the plans identifications of deviations in any and correcting of
identified deviations thus action and operation are adjusted to pre-determined plans &
standard through control auditing training programmers analyzing labour turnover
records, directing morale surveys conducting separation interviews are some of the
means for controlling the personnel management function.
e) COORDINATING:Organizational objective will be achieved only if group activities in the enterprise

are coordinated effectively. A coordinating approach will help in achieving common
goals. Coordination personnel are required at all levels of management. The HR
department coordinates the task of developing, interpreting and reviewing personal
policies and program related to employees.
II.OPERATIVE FUNCTION:The operative functions of personnel
mgt are related to specific
activities of personnel management employment development compensation &

relations of these functions are interacted
these functions are to
by managerial functions further
be performed in conjunctions with management
functions. These are as follows:-
a) PROCUREMENT:This function relates to procuring of sufficient and appropriate number of

persons for carrying out business work. The needs of the organization should be
assessed to find out the requirements of various persons. For this purpose, the
requirements of various jobs should be studied for fixing educational and technical
experience of persons expected to match the job.
b) DEVELOPMENT:The development function is concerned with the development of employees by

increasing their skill and proficiency in work. The persons are given proper training
through various methods. So, that their performance is better in undertaking the
jobs. Training program is made suitable to cover up deficiencies in worker
performance.
c) COMPENSATION:It is concerned with securing adequate remuneration to persons working in the

organization. Job analysis will enable in fixing the remuneration for various jobs.
The needs of the jobs and qualifications
of the persons who will take up those jobs should be taken into consideration while
fixing the remuneration. Compensation should be fixed in such way that it is able to
attract suitable persons in the organization.
d) INTEGRATION:Integration is concerned with bringing together individuals, organization and

social interest. It involves creating among employees a sense of belongingness to
the organization. The employees should identify their personal interest with that of
the organization. They should have feeling that everything good of the organization
will be in their interest. This will bring harmony among the employees of the
organization.
e) MAINTAINANCE:This function deals with sustaining and improving conditions that have been
established. Better condition of work should be maintained at all times. The
employees will feel happy to work under such work conditions include
establishment of health, sanitation, and safety standards
Introduction to boredom
Boredom is caused due to lack of interest or aptitude in the job. It is characterized

by depression and desire for change of activities. Boredom is heavily affected by
factors like personality, attitude, aptitude or interest patterns rather than doing repetitive
tasks. Boredom is a desire for change in work rather than for a rest or relief from work.
Repetitive task, less challenging jobs in the organization, insignificant jobs from
the viewpoint of customers and society and family members and friends of the
8
employee cause boredom. Boredom refers to the subjective aspects of fatigue. It is

highly specific. A worker experiencing boredom can do the work efficiently, phycically
and mentally, but he has no desire or aptitude or interest to do the work. Monotonous
job also causes boredom. One of the most difficult employees can face is dealing with
the small repetitive or the tedious task that go along with most jobs. It can be really
difficult for someone to motivate himself to do something if he does not enjoy doing it
the boredom comes from not having enough work to do? Perhaps business is slow and
instead of risk taking someone that one do not have to stay busy, the employee would
rather keep quiet and keep his job.
What ever the reason that someone is feeling bored at work, there is soloution.
Whether it is a hardworking employee who finds himself trying to stay as he collates
500 pages for a report, or the person who resists getting up early in order to get the
exercise he really knows he needs because it is easier to sleep than peddle endlessly on
an exercise cycle.
Definition
Boredom is tinged with emotional distaste and is accompanied by a
corresponding attitudinal outlook
Thomas W .Harrell
Factors contributing to boredom
Long working hours exhaust the employees physical and psychological

strength and resources and thus result in boredom.
Continuous working hours without rest pauses exhaust the employees

Stamina and contribute and boredom.
Unnecessary and routine motions kill the employees initiatives and

creativity and thus contribute to boredom.
Employee physical weakness and lack of strong will power cause

boredom.
Absence of conducive work environment like poor lighting, inadequate

ventilation, heavy noise and absence of ergonomics based furniture and
space.
Improper factory layout and office layout also contribute to boredom.
10
Individual based supervision and control make the employee to experience

alienation and lead to boredom.
Narrow job description, absence of freedom and too much division of

labour contribute to boredom significantly.
Allocation of job to the employee ignoring employees aptitude, interest

and strengths lead to boredom.
Forcing the employee to do the same work continuously without making

use of his or her skills and talents contribute to boredom.
Effects of boredom
Deterioration in employees physical and mental heath.
Increase in accidents.
Increase in absentism and labour turnover.
Decline in the quality of products and services.
Decline in the quality of output.
Increase in the rate of rejections, breakage and wastage.
Disinterested workers create similar feelings among other workers.
Decline in the level of employee morale.

Under utilization of the human resourses in case of
monotony and boredom.
11
Decline in the level of job satisfaction.
Measures to reduce boredom
Condusive work environment should be provided. It includes good

lighting, ventilation, avoidance of noise, furniture and space based on
ergonomics. This environment prevents boredom.
Workers should be allowed and encouraged to form groups and teams.
Organic structure, job enrichment and job rotation provides the challenging
work to the worker and help to reduce boredom.
Empowerment also provides challenging work and helps to minimize

boredom.
Allocating the job to the workers in which he is really interested, helps to

prevent boredom.
Rest pauses and flexi-working schedules reduces boredom.
COPING STRATEGIES FOR BOREDOM:

Any high level boredom affects the individual directly and through him,
and his family and organization. Therefore efforts should be made to overcome the
12
negative consequences of boredom. Such efforts can be made at following

strategies: Such efforts can be made at two strategies:
1. Individual strategies
2. organizational strategies
1. Individual strategies:As an individual, one has several techniques available to reduce tension. They are
discussed below
Physical exercises:Exercises in any form helps people to cope with boredom. It is for this reason
that people of all age are seen taking early morning work, or engaging themselves in
jogging, swimming or playing games.
Relaxation:One can have relaxation through meditation, hypnosis, or bio feed back.
Whatever be the method, the objective is that one must have deep relaxation where
he or she feels physically relaxed and detached from body sensations. 15 or 20
minutes a day relaxation releases tension provides a person with a pronounced sense
of peacefulness. Importantly, significant changes in heart rate, blood pressure and
other psychological factors results from achieving the deep relaxation condition.
13
Social support:It is true that people need a benefit from social support. Applied strategy to reduced
boredom, this would entail forming close association with trusted, empathetic co
workers and colleagues who are good listeners and confidence builders. These friends
are their When needed and provide support when the person is going through stressful
situation.
Open up to others:One must give vent to ones feelings, emotions, fears and frustration in the
presences of others who care for him or her. This process of unburdening one self if
makes the individual feel relaxed and free from boredom.
Yoga:Yoga is probably the most effective remedy for boredom. It has been used in
our country for centuries. It is usefulness has been realized with greater enthusiasm
in our country and abroad.
Get your compass straight

Boredom can just as easily be caused by lack of direction. Spend a few
minitues identifying what tasks u really want to do sometimes simply bringing up
these can get you motivated again.
14
Become your own cheer leader

I have been bored due to a temporary lack of confidence. Who wants to work
hard towards goal when you have been dealt an up setting blow to your belief that
you will succeed? Take some time to review your wins and high points so that you
can restore some confidence and keep working.
Add a new challenge

If you find yourself consistently bored, this usually means you have section
of time where you do not have an activity that meets your needs. Add a new tasks,
goals, challenge or hobby to fill up the time.
2. Organizational strategies:Organizational strategies are designed by management to eliminate or control

organizational level boredom in order to prevent or to reduce
boredom for
individual employees. Organization coping strategies are more proactive in nature;

they attempt at removing existing boredom and prevent boredom form individual
job holders. As discussed earlier there are many organizational coping strategies
resolve around those factors, which produce or help producing boredom. They are
as follows:15
Improved communication:
Improved communication with employees reduces uncertainty by lessing
role ambiguity and role conflict.
Supportive organizational climate

Many of the organizational boredom emerge because of faulty organizational
process and practices. To very great extent, creating supportive organizational
climate can control this.
Career planning and counseling:

Career planning and counseling helps the employees to obtain professional
advice regarding career paths that would help them to achieve personal goals. It also
makes them aware of what additional qualifications, training and skills they should
acquire for career advancement.
Boredom control work shops and employee assistance

programme:
16
The organization can hold periodical work shop for control and reduction of
boredom. Such work shops may help individuals to learn the boredom and method of
over coming their ill effects.
Both type of coping strategies like individual and organizational taken together
not necessarily guaranty that individuals will not experience boredom. How ever, such
strategies may help either in reducing the tendency or occurring boredom or if it
occurred, help in minimizing negative impact.
17
RESEARCH DESIGN
Introduction:
Boredom is characterized by depression and desire for change of
activities. At one point or the other, everybody suffers from boredom. Boredom
is also a state or psychological stimulus that can
produce mental tension or
psychological reactions that may lead to illness. Repetitive job, insignificant jobs,
less challenging jobs cause boredom. Our goal is to minimize boredom and to
learn how to manage it and how to use it to help us.
The important operative functions of personnel management is to
maintain and preserve workers physical abilities and mental attitude which are
not effectively attended to organizational goals.
18
Statement of the problem:

Boredom is a natural and inevitable product of modern work life, it exists
commonly in every occupation due to various reasons such as physical illness,
lack of skill and knowledge of the job, poor working condition, lack of coordination, at work place etc. Boredom results in poor or low quality of work,
reduction in productivity etc.
The boredom is common for every employee and has greater effect on his
efficiency and productivity. The study of consequences of boredom is very
important. Hence this particular study deals with studying consequences of
boredom and coping mechanisms adopted in the organization.
Title of the study:

The title of the study is Consequences of Boredom
Objectives of the study:

To study boredom and its impact on employees and organization.
To study the consequences of boredom on employees.
19
To suggest the mechanism to reduce boredom.
Scope of the study:

The focus was directed on workers at Tulsyan NEC Limited Doddaballapur,
Bangalore.
Operational definition of boredom:

Boredom is tinged with emotional distaste and is accompanied by a
corresponding attitudinal outlook .
-
Thomas W . Harrell
Methodology:
A descriptive study was taken up to study effects of boredom on employees in the
organization. The study required data to be collected from primary and secondary data.
Primary data was collected from the employees by raising a questionnaire. Secondary
data was obtain from publication, journals, books etc.. The data collected was complied,
classified and tabulated, analyzed using statistical tools and applications
Sampling:
Random sampling was used to select 50 employees of the organization. The
employees belonged to the human resource department and personal department.
20
Tools for data collected:

Collection of data is very important for any study while deciding about the method
of data collection to be used for the study. The researcher should keep in mind two types
of data based upon the collection of data.
Primary data.
Secondary data.
Primary data:
The data, which are collected from the discussion with executives consumers, are
primary data. Primary data are these, which are collected fresh and for the first time and
thus are original in this research work the primary data consisting of questionnaires,
direct contact with employees and observation method.
Secondary data:
The secondary data was collected from journals, magazines, books etc
Plan of analysis:
The data collected was classified, tabulated and analysis using simple
statistical tool such as averages and percentages.
Pie chart, bar chart have been used for chartic representation of
data for better perceptual in understanding of the information.
21
Limitation of the study:

The study was completed within the limited time period.
Some employees did not respond properly, they are influenced by some
bias.
The study was not been elaborate due to time constraint.
The study restricted to 50 respondents
The study findings can be generated to similar situation.
An overview of the chapter scheme:

Chapter 1:
This chapter gives an introduction to human resource management and boredom.
Chapter 2:
This chapter represents research design. It covers various areas such as statement of
problem, scope of the study, objectives of the study, tools for collected.
Chapter 3:
This chapter gives a complete profile of organization and background, vision, mission,
quality policy, workflow and SWOT analysis.
22
Chapter 4:
This chapter gives a detailed analysis and tabulation of the data collected for the
purpose of the study.
Chapter 5:
This chapter gives a summary of findings, conclusion suggestions and
recommendation derived from the project study.
COMPANY PROFILE
.1 About HMT (INTERNATIONAL):Is a wholly owned subsidiary of HMT Ltd , A government of India Enterprise
under the Department of Heavy Industry, Ministry of Heavy Industries & Public
Enterprises. HMT is a multi-technology complex, synonymous with
technological
excellence in India through development of an array of manufacturing solutions

and
products.
This
formidable
strength
of
invaluable technical
expertise
accumulated over the years, has helped industrial revolution in India.
23
HMT (I), a Miniratna Company, and Government of India Undertaking, an

ISO 9001:2008 Company was established during the year 1974. One of Indias leading
export houses, markets a wide range of products and services from agricultural produce
to engineering and IT solutions. Quality, Reliability and Commitment have been the
basic tenets of work and business culture at HMT (I) since inception. Today, HMT (I)
has emerged as the international conduit for a wide array of India products and services.
With technical expertise in Machine Tools technology, HMT(I) gradually started
implementing turnkey projects like Technical Training Centers, Vocational Training
Centers, Information Technology Centers and others for Ministry of External Affairs
(MEA), Government of India in various countries.HMT(I) has set up a number of
overseas projects to help developing countries harness the available manpower and
talent.
These projects have been established to train hundreds of youth in every
gamut of engineering activities. The training covers basic skills, advanced skills,
supervisory skills and hands-on training for thorough orientation is also provided.
HMT (I) is recipient of more than 50 Export awards initiated by Engineering
ExportPromotion Council (EEPC), Government of India, Department of Industries and
Commerce of various state Governments and other agencies.
Today, HMT (I) stands at the pinnacle of success while striding towards a
future, bright with promise.
4.2INTRODUCTION
HMT Limited:
HMT Limited was established in 1953 in technical collaboration with M/s.
Oerlikon of Switzerland. Over the years, many new products have been added to its
manufacturing range. It has had technical collaboration with over 30 leading
International Engineering Companies for manufacture of various products.
24
HMTs diversified product range includes Machine Tools, Watches, Tractors,

Printing Machines, Presses, Die Casting and plastic Injection Molding Machines, Food
Processing Machinery, CNC System, Ball Screws etc. Today HMT is a multi-product,
multi-technology engineering complex with strengths comprising of:
16 manufacturing units (22 Product Division)
Assets worth over US $ 250 million
Annual turnover of US $ 300 million
ISO 9000 accreditation
HMT Limiteds Logo
4.3 Background:After globalization international trade has gained a lot of importance and the
country has realized the importance export promotion and is taking steps to improve the
international trading transactions. The government with a view to improve the
marketing infrastructure has established export trading houses for the promotion of
exports
25
It is in scenario that HMT (I) was stabled to tackle the problem of market
activities. The Organization was established with a motive for being an international
agent for wide range of the organizational products and also for other Indian products. It
was against this back drop that HMT (I) was established in 1974 and had a sizable share
of Engineering Exports
4.4 MEANING OF A COMPANY OR ORGANISATION:A company or an organization is an enterprise, which runs for return on
investment or profit.
4.5 DEFINITION OF A COMPANY:According to Indian Companies Act of 1956 under section 566, A company is
an artificial body created by law, having a separate legal entity with a perpetual
succession and common seal.
Today, HMT is a multi-product, multi-technology engineering complex with
strengths compromising of:
26
16 manufacturing units (22 product division)
Assets worth over US $ 250 million
Annual turnover of US $ 300 million
ISO 9000 accreditation
The widest range of machine tools, ranging from general purpose lathes to
CNC turning/machining centers.
Wholly owned subsidiary of HMT Ltd. Global presence with supplies to

Over 80 countries
Global Network extending to over 38 countries
A Miniratna Company
Over 13,500 machines in more than 80 countries
Recipient of over 47 Export Promotion Award

4.6 MISSION:To be a leading International Engineering & Trading house for marketing of quality
goods & service.
27
4.7 BUSINESS PHILOSOPHY:To improve and offer competitive advantage to customers through cost reduction,
quality up gradation and product reliability with quick response and innovative
approach
HMT Limited, with a diverse range of products, over 18 manufacturing units and a
country wide well established marketing network restructured its variousbusinesses into
different subsidiaries under the ambit of a holding company. The constituent
subsidiaries of HMT Limited are as below while the holding company retains the
Tractors Business Group.
4.8 HMT LTD IN BRIEF:-
HMT Machine Tools

Limited
HMT Watches Limited
HMT Chinar Watches
Limited
HMT International
Limited
HMT Bearings Limited
28
4.9 PROFILE HMT (INTERNATIONAL) LIMITED:IS a wholly owned subsidiary of HMT Limited, a multi-product, multi-location
Engineering Giant and has been offering easy & consistent access to reliable technology
since its inception in 1974. As one of Indias leading export houses, HMT (I) markets a
wide range of products and services from agricultural produce to engineering and IT
solutions. With technical expertise in Machine Tools technology, HMT(I) gradually
started implementing TurnkeyProjects likeTechnical Training Centers, Vocational
Training Centers, Information Technology Centers and others for Ministry of External
Affairs (MEA),
Government of India in various countries:-
4.10 PRODUCTS:-
29
HMT Machine Tools, Tractors, Watches & Associated Products:- As one

of the reputed manufacturers and exporters in the country, HMT (I) guarantees its
clients with the worlds widest range of Machines and Machine Tools like CNC
Machines, Metal Cutting Machine & Tools, Lathes, Milling Machines , Cutters &
Grinders, Metal Forming Machines, Mechanical Presses & Press Brakes, Automats &
Special Purpose machines, Printing Machines, Watches, Tractors, Bearings, etc.
Supported by its parent company, HMT (I) is well armed with enough expertise and
experience in International Marketing. Hence, HMT (I) is emerging as an international
conduct for a wide array of quality Indian products. Today, over 78000 HMT machines
are serving the needs of the industry, including 18000 thathave been exported to over 80
countries till date. Why Us?
Our market credibility as a prominent manufacturer and exporter can

be credited to the following few factors:
Superior Quality & Ruggedness of products
Experienced & Dedicated Workforce
Wide Global network
Timely Delivery & after sales service
PRODUCT RANGE:-
CNC Machines
CNC Turning Centers
CNC Gear Hobbes & Shapers
30
CNC Machining Centers Horizontal & Vertical
CNC Trainer lathes
CNC Grinding Machines Cylindrical & Surface
CNC Drill Tap Centers
CNC Systems
CNC Vertical Milling Machines
Metal Forming Machines

Mechanical Presses & Press Brakes
Hydraulic Presses & Press Brakes
General Purpose Machines

Lathes
Roll Camber & Knife Grinding

Machines
Milling Machines (Knee & Turret Ram)
Gear Hobbes & Shapers
Drilling Machines Column & Radial
Boring Machines
Cylindrical, Surface, Centre less, Crankshaft Grinders, Double Broaching Machines

disc Grinders
Tool & Cutter Grinders
31
Printing Machines
Single Color Sheet fed Offset Printing Machines Four Color Sheet fed Offset Printing Machines
Two Color Sheet fed Offset Printing Machines
Programmable Guillotine Shear
Automats & Special Purpose machines

Multi Spindle & Bar Chucking Automats
Special Purpose Machines
Die Casting Machines (80 to 1100 tones both in CNC & Non CNC
Machines)
Watches (Analog & Quartz)
Tractors & Implements (25 Hp to 75 Hp)
32
4.11QUALITY ASSURANCE:HMT (I) comprehend the fact that its reputation is synonymous with the quality of its
products. Hence, HMT (I) pay special attention so that each and every product rolling
out of company aligns with its customers expectations. To ensure that its products are
fabricated as per the industrial standards of quality, HMT (I) have appointed a team of
experienced professionals to aid in the production process. Each of these professionals
is well experienced in respective domains and utilized all the facilities adroitly to
fabricate products that adhere to international standards.
INFRASTRUCTURAL SET UP:HMTs robust; state-of-the-art infrastructure spreads across a wide plot area and
encompasses all the requisite machinery and production technology necessary for the
production of its products. To ensure that everything is carried out in a streamlined
manner, HMT have segregated its entire infrastructural set up into different sections,
via, manufacturing unit, research & development labs, quality testing department and a
capacious warehouse. Each of these units is supervised by professionals with immense
knowledge and experience in their respective domains.
PROJECTS Implementation of Turnkey Projects

HMT (I) has set up a number of overseas projects to help developing countries
harness the available manpower and talent. These projects have been established to train
hundreds of youth in every gamut of engineering activities. The training covers basic
skills, advanced skills, supervisory skills and hands-on training for thorough orientation
is also provided. HMT (I) has been recognized as a reliable source for project expertise
in a spectrum of Engineering fields covering Manufacturing, Maintenance and Training
Projects. HMT (I) offers a comprehensive package of Consultancy, technical &
Engineering services from concept to commissioning on Turnkey basis.
33
HMT(I) also offers Technical & Management & Consultancy Services covering
Market Research, Demand Studies, Project Formulation & Appraisal Studies, Project
Design & Engineering, Project Management, etc. including Modernization/
Rehabilitation Studies for the various types of Engineering Projects.
PROJECTS OFFERED:1. Turn Key and Semi Turn Key Projects

2. Training Projects
3. Agricultural Development Projects
4. IT Related Projects
5. Project Consultancy Division
6. Development of Small & Medium Enterprises (SMEs)
7. Entrepreneur and Technical Development Centers (ETDCs)

8. Common Facility Centers (CFCs)
9. Vocational Training Centers (VTCs)
10. Small & Medium Enterprises Service Institutes (SMESIs)

HMT (I)s Clients:HMT(I)s entire range finds extreme application in:
Machine Tools and Allied Industries
Engineering Industries
Oil & Gas Industries
Maintenance Workshops
Metal Working Sector

34
Tool Rooms
Foundry
Agriculture
Food Processing
Technical Training Centers
Vocation Development
Industrial Estates
Small and Medium scale Enterprises (SMEs)
Entrepreneur & Technical Development Centers etc.
An ISO 9001: 2008 Company
35
HIERARCHY AND ORGANIZATIONAL STRUCTURE:-
36
Organization of Subsidiaries of HMT Limited

HMT Limited (Subsidiaries)
37
HMT MACHINE TOOLS LTD

Part Time Chairman - shri S G Sridhar
Managing Director - M D Shree Kumar
HMT (INTERNATIONAL) LTD

Chairman shri S G Sridhar
Managing Director S. Girish Kumar
HMT WATCHES LTD

Chairman - Shri S G Sridhar
Managing Director Shri Paul Raj
HMT CHINAR WATCHES LTD

Chairman - Shri S G Sridhar
Managing Director Paul Raj
HMT BEARING LTD

Chair man Shri S.G Sridhar
Managing Director Shivarami Reddy
DIVISIONS OF HMT (INTERNATIONAL) LTD
Managing
Director
38
(Director
International Marketing)
PRODUCT
PROJECT
COMMERCIAL
FINANCE
BOARD OF DIRECTORS
FUNCTIONAL DIRECTORSGOVERNMENT DIRECTORS
39
Shri. S.G. SRIDHAR

HGJHVV
Chairman
Shri. HARBHAJAN SINGH

Joint Secretary
Department of Heavy Industry
Shri. S. GIRISH KUMAR
Shri. SUMANTA CHOUDHURI
Managing Director
HMT (International) Limited
Joint Secretary
Department of Commerce
Shri .P. UDAYA SANKAR
40
ANALYSIS AND INTERPRETATION
Tabel no. 1: Showing whether employees are aware of the term

boredom.
Response
No of respondents
Percentage
Yes
50
100
No
Total
50
100
Analysis:
The above table depicts that 100% of respondents are aware of concept the
boredom.
Inference:
From the above analysis, we can infer that all the employees are aware of
the concept boredom. The employees are very familiar as they experience
boredom at the organization.
41
Graph no. 1: Showing whether employees are aware of the term

Boredom.
100
Yes
No
0
42
Response
No of respondents
Percentage
Yes
50
100
No
Total
50
100
Table no 2: Showing whether employees are bored at their

workplace
Analysis:
From the above table it can be observe that all the employees are bored at
workplace.
Inference:
From the above analysis, we can infer that all the employees are bored at
their workplace. Boredom is ubiquitous, no one can escape from boredom. It is
a common phenomenon at workplace. Boredom has its origin in the body
chemistry which is remained unchanged since human origin.
43
Graph no. 2: showing whether employees are bored at their

work place.
100
100
90
80
70
60
50
40
30
20
10
0
Yes
0
No
44
Tabel no. 3: Showing extent of boredom on employees at their

workplace
Extent of boredom
Greater extent
Considerable extent
Some extent
Total
No of respondents
Percentage
32
64
08
16
10
20
50
100
Analysis:
The above table depicts that 16% of the respondents are bored to
considerable extent, 20% of the respondents are bored to some extent and 64%
are bored to greater extent.
Inference:
From the above analysis we can infer that majority of respondents are
bored to greater extent. It is because of that the organization has not provided
the employees with adequate training to perform the job which enhances the
45
boredom among the employees and it diminishes capacity of the workers to

complete task on time.
46
Graph no. 3: Showing extent of boredom on employees at their

Workplace.
20%
Greater extent
16%
Considerable extent
Some extent
64%
47
Table no. 4: Showing to what extent employees are satisfied

with the responsibility given to them by company.
Extent of satisfaction
No. of respondents
Percentage
Greater extent
30
60
Some extent
16
32
Not at all
04
08
Total
50
100
Analysis:
The above table depicts that 8% of respondents responded that they are
not satisfied with the responsibility given by the company, 32% of respondents
respond they are satisfied to some extent and 60% are satisfied to greater extent.
Inference:
From the above analysis we can infer that majority of respondents are
satisfied with the responsibility given to them by the company. This shows that
organizations has given responsibility to employees on the basis of qualification.
48
Graph no. 4: Showing to what extent employees are satisfied

with the responsibility given to them by company.
8%
Greater 32%
extent
Some extent
Not at all
60%
49
Table no. 5: Showing whether employees are satisfied with the

decisions made by top management.
Response
No. of respondents
Percentage
Yes
42
84
No
08
16
Total
50
100
Analysis:
The above depicts that 16% of the respondents are not satisfied with the
decisions made by the top management and 84% of the respondents are satisfied
with the same.
Inference:
From the above analysis we can infer that majority of the respondents are
satisfied with the decision made by the top management. This shows that
organization takes into consideration all the employees and then makes fair
decisions.
50
Graph no. 5: Showing whether employees are satisfied with the

decision made by top management.
90
84
80
70
60
50
40
30
16
20
10
0
Yes
No
51
Table no. 6: Showing whether employees are satisfied with the

shift timings made by the company.
Response
No. of respondents
Percentage
Yes
44
88
No
06
16
Total
50
100
Analysis:
The above table depicts that 12% of respondents are not satisfied with the
shift timings made by the company and 88% of respondents are satisfied with
the same.
Inference:
From the above analysis we can infer that majority of the respondents are
satisfied with the shift timings made by the company. This shows that employees
are comfortable enough with the shift timings made by the organization.
52
Graph no. 6: Showing whether employees are satisfied with the

shift timings made by the company.
12%
Yes
No
88%
53
Table no. 7: Showing whether employees agree with the strategy

weekly rotation of shifts.
Response
No. of respondents
Percentage
Agree
Strongly agree
Disagree
Strongly disagree
12
30
06
02
24
60
12
04
Total
50
100
Analysis :
The above table depicts that 4% of the respondents strongly disagree with the
strategy weekly rotation of shifts, 12% of respondents disagree with this strategy,
24% of the respondents agree with this strategy and 60% of respondents strongly
agree with the same.
Inference:
From the analysis we can infer that majority of the respondents strongly agree
with the strategy weekly rotation of shifts.
Graph no. 7: Showing whether employees agree with the

strategy weekly rotation of shifts.
54
12% 4%
60%
24%
Agree
Strongly agree
Disagree
Strongly disagree
Table no. 8: Showing change in behaviour of employees with

colleague.
55
Reaction
No. of respondents
Percentage
Normal
30
60
Abnormal
20
40
Total
50
100
Analysis:
The above table depicts that 40% of the respondents state that they react
abnormally towards their colleagues and 60% of respondents reacts normally
their colleagues, when they are bored.
Inference:
From the above analysis we can be infer that the employees at the
organization behave normally with their colleagues when they are bored, as it is
said that moderate level of boredom stimulates the body and increases its ability
to react and perform better. The employees at the organization have learnt to
balance their emotion.
Graph no. 8: Showing change in the behavior of employees with

colleagues
56
40%
Normal
60%
Abnormal
Table no. 9: Showing whether employees express their opinion
57
of being bored to their superior

Response
No. of respondents
Percentage
Yes
19
38
No
32
62
Total
50
100
Analysis:
The above table shows that 38% of the respondents agree that they express
their opinion being bored to their superior and remaining 62% disagree that they
do not express their opinion of being bored to their superior.
Inference:
From the analysis it can be infered that the employees do not express
their opinion to the superior as there no fine rapport exists between the
employees and the superior. The employees hesitate to express their opinion. The
employees are sealed as the superior perceive boredom as a negative problem.
Graph no. 9: Showing whether employees express their opinion

of being bored to their superior.
58
38%
Yes
No
62%
Tabel no. 10: Showing whether the boredom have an impact on

59
the employee behavior.

Response
No. of respondents
Percentage
Yes
36
72
No
14
28
Total
50
100
Analysis:
The above table represents that 28% of respondents not agree that
boredom had no impact on their behavior, where as,72% of the respondents
agree that boredom had impact on their behavior.
Inference:
From the above analysis we can infer that majority of respondents agree
that boredom have an impact on their behavior. It diminishes interest in work,
dampened the initiatives and reduces efficiency level of employees.
Graph no. 10: Showing whether the boredom have an impact
60
on the employee behavior.
80
72
70
60
50
40
Yes
No
28
30
20
10
0
percentage
61
Table no. 11: Showing effect of boredom on employees behavior.

Effects of boredom
No. of respondents
Percentage
Under eating
11
22
Increased smoking
04
08
35
00
70
00
Sleeplessness
Consumption of drugs
Total
50
100
Analysis:
The above table depicts that 8% of respondents go through increased in
smoking effect, 22% of the respondents come across under eating effect and
70% of the respondents under go sleeplessness effect.
Inference:
From the above analysis we can infer that majority of respondents say
that they do not have adequate sleep at night. As the entire body of the
employees experience too much of strain due to the various effects of boredom
which results in the above impact.
62
Graph no.11: Showing effect of boredom on employee behavior.
22%
Under eating
Increased smoking
Sleeplessness
8%
Consumption of drugs
70%
63
Table no. 12: Showing impact of boredom on the employees

family.
Response
No. of respondents
Percentage
Yes
36
72
No
14
28
Total
50
100
Analysis:
The above table depicts that 28% of the respondents disagree that boredom
has an impact on their family, where as 72% of the respondents agree that
boredom has an impact on their family.
Inference:
From the above analysis, we can infer that majority of respondents agree
that boredom has an impact on their family. Boredom create gap in the
relationship of employees and their family, as bored employees cannot able to
mingle with their family like a normal person.
64
Graph no. 12: Showing impact of boredom on the employees

family.
28%
Yes
No
72%
65
Table no. 13: Showing whether employee ever tried to overcome

boredom.
Response
No. of respondents
Percentage
Yes
42
84
No
08
16
Total
50
100
Analysis:
From the above table we can observe that 16% of respondents respond
that they are not tried to overcome from boredom, 84% of respondents respond
that they are tried to overcome from it.
Inference:
As per the above table, it is evident that majority of respondents tried to
overcome from boredom. Boredom is like fire, as it passes the employees
become weak. So, it is necessary for each and every employee to overcome
boredom.
66
Graph no. 13: Showing whether employee ever tried to

overcome from boredom
16%
Yes
No
84%
67
Table no. 14: Showing whether organization offers any

programme to overcome boredom.
Response
No. of respondents
Percentage
Yes
35
70
No
15
30
Total
50
100
Analysis:
The above table depicts that 30% of respondents respond that the company
is not offering any boredom minimization programme, 70% of the respondents
respond that company is offering programme to overcome overcome boredom.
Inference:
From the above analysis , we can infer that majority of respondents agree
that the organization is offering programmes to over come boredom. Regular or
periodical conduct of such programme will heip employee to feel comfortable
and it also helps to overcome boredom.
68
Graph no. 14: Showing whether organization offers any

programme to overcome boredom
30%
Yes
No
70%
69
Table no. 15: Showing the period of boredom overcome

programme by the company.
Period
No.of respondents
Percentage
Quarterly
00
00
Half yearly
10
20
40
80
Yearly
Total
50
100
Analysis:
The above table depicts that 20% of respondents state that programme to
overcome
boredom
is
offered
half
yearly, where
as
remaining
80%
of
respondents state that is offered yearly.
Inference:
From the above analysis, we can infer that the majority of respondents
agree that the organization is offering boredom relaxation programme once in a
year. This shows organization may think that it is extraburden to cost.
70
Graph no. 15: Showing the period of boredom relaxation

programme by the company.
20%
Quarterly
Half yearly
Yearly
80%
71
Table no. 16: Showing whether employee perform any activities

to overcome from boredom.
Techniques
No. of respondents
Percentage
Listening to music
28
55
Meditation
Reading books
Playing games
06
04
12
12
08
24
Total
50
100
Analysis:
The above table shows that 8% of respondends read the books, 12% of
respondents go through meditation, 24% of respondents play games and
remaining 56% of respondents listen to music to overcome from boredom.
Inference:
The above analysis shows that majority of respondents say that they listen
to music when they are bored. This is a good habit and it changes the mood of
the employees. It gives some sort of relaxation both for mind and the body.
72
Graph no. 16: Showing whether employee perform any activity to

overcome from boredom
24%
Listening to music
8%
Meditation
Reading books
56%
Playing games
12%
73
Table no. 17: Showing whether organization offers any

techniques used to reduce boredom.
Techniques
No. of respondents
Percentage
Leave facility
Yoga
Leisure
Traning program
17
09
00
24
34
18
00
48
Total
50
100
Analysis:
The above table represents that 18% of respondents state that yoga
technique is adopted, 34% of respondents state that company have provided
leave facility and 48% of respondents state that they under go training
programme.
Inference:
From the above analysis, it is clear that, majority of respondents undergone
training programme where trainer trains through the practical classes and also it
is advantageous to the organization than any other technique.
74
Graph no. 17: Showing whether organization offers any

techniques used to reduce boredom.
34%
48%
leave facility
yoga
leisure
training program
18%
75
Table no. 18: Showing whether boredom effect the output

Response
No. of respondents
Percentage
Yes
No
48
02
96
04
Total
50
100
Analysis:
The above table shows that 4% of the respondents respond that boredom
do not effect the output, 96% of respondents respond that boredom effects the
boredom.
Inference:
that boredom effects the output. Boredom decreases the concentration towards the
job it finally have an impact on the output of the product.
76
Graph no. 18: Showing whether boredom effect the output
4%
Yes
No
96%
77
Table no. 19: Showing whether employees are bored because of

monotony
Response
No. of respondents
Percentage
Yes
No
46
04
92
08
Total
50
100
Analysis:
The above table depicts that 8% of respondents respond that they are bored
not because of monotony, 92% of respondents respond that they bored because
of monotony.
Inference:
that boredom is caused by monotony. Performing the same work in the same
atmosphere with out the job rotation will cause monotony it finally results in
boredom.
78
Graph no. 19: Showing whether employees are bored because of

monotony
8%
Yes
No
92%
79
SUMMARY OF FINDIGS
On the analysis and evaluating the data collected through a structure questionnaire
given to the direct employees of Tulsyan NEClimited, the following findings were
revealed: 100% of respondents feel free to reveal their names.
In the opinion of majority of respondents 40% of respondents belong to
the age group of less than 30.
Majority of respondents having the experience between 1- 10years. It
shows
that the employees are less trained.

100% of respondents are aware of term boredom.
It is found that all the employees are bored at work place.
In the opinion of majority of respondents that they are bored to a greater
extent in their work place.
It
is
found
that
majority
of
respondents
are
satisfied
with
the
responsibility given by the organization to the greater extent.

Majority of respondents are satisfied with the decision made by top
management.
Majority of employees are satisfied with the shift timings made by the
company
80
Most employees agree that their reaction towards their colleagues is

normal.
Most employees agree that their reaction towards their opinion of being
bored to superior.
72% of respondents agree that there is change in the behavior of bored
employees.
Majority of respondents express their opinion that high level of boredom
leads to sleeplessness.
Most of the employees agree that boredom has a considerable impact on
family.
In the opinion of majority of respondents, 84% of respondents tried to
overcome from boredom.
Majority of respondents respond that the organization is offering boredom
relaxation programme once in a year.
Most of the employees say that they have undergone training prgramme.
Majority of respondents says that they listen to music to overcome
boredom.
Most of the respondents says that boredom effect the output.
Most of the respondents says that they are bored because of monotony
81
CONCLUSION
The efforts in this study was to make a survey on the employees of
Tulsyan NEC Limited to find out their opinion and identify how boredom had
various effects on the employees and suggestion to reduce boredom.
From the over all study it was found that all the employees are bored at
their work place and boredom has various effects on employees like behavioral,
organizational and even boredom had considerable impact on their family. Most
of the employees also tried to over come from it. Most of the employees agree
that there is change in their behavior in the form of sleeplessness, poor in
productivity, an increase in accidends etc.
It can be thus conclude that the boredom has become inevitable part of
employees life and also they undergone various effects. It is necessary both for
employees and organization by adopting either individual strategy like time
management, physical exercise, relaxation, social support, open up to others etc.
or
organization
strategy
like
supportive
organizational
climate,
improved
communication, personal well being etc.
82
UGGESTIONS & RECOMENDATION

Boredom is characterized by depression and a desire for change of
activities. At one point or other, every body undergo boredom. It is a state of
psychological stimulus that can produce mental tension or psychological
reactions that may lead to illness. Our goal is to minimize boredom and learn
how to manage it so, some suggestion are given to the employees to over
come from boredom. They are follows:-
It is an essential for employees to design their own strategy and it is

equally important for organization to develop programs that will help to
reduce organization effect like absenteeism, poor industrial relation etc.
It suggested redesigning the job as to use the maximum potential of the

employee with an emphasis on employee involvement in such redesigning.
This reduces the boredom caused by monotony, anxiety and fatigue etc.
Meditation is also a strategy where it keeps employees mind away from

boredom factors and hence it will reduce behavioral effects.
83
It is better for the employees to make some physical exercise like walking,
jogging, swimming or playing games helps the employees to overcome from
boredom.
It would be better for employees to make some sort yoga when they are
free. Yoga is effective boredom modifier which helps in reducing mental
disorder caused by boredom.
It is essential for employees to have proper time management. If they are
planed their daily activities properly, then they can accomplish their work
twice than the person who is not properly planed.
It would be better for the organization to make counseling to employees
in the matters like career planning, helping them in identifying their
strengths and weakness help them to better to cope with boredom.
84
85

Whole Project

Uploaded by

Copyright:

Available Formats

Whole Project

Uploaded by

Document Information

Original Description:

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Whole Project

Uploaded by

Copyright:

Available Formats

A STUDY ON CONSEQUENCES OF BOREDOM

Human Resources Management

A STUDY ON CONSEQUENCES OF BOREDOM

Definition:According to Flippo, Human Resources Management means planning,

A STUDY ON CONSEQUENCES OF BOREDOM

Human resource management applies to the employees in all types of organization

The main objective of Human resource management is training and development

Human resource management provides opportunity to employees to grow and

Functions OF Human resource management:3

A STUDY ON CONSEQUENCES OF BOREDOM

I.MANAGERIAL FUNCTION:Managerial function concerned with planning, organizing, directing, coordinating

a) PLANNING:It is a predetermined course of action planning is determination of personnel

training etc.. it is also involve forecasting of personnel needs changing values

b) ORGANISING: An organizational is the means to an end. It is essential to carry out of the

which co-operative organization of human beings

A STUDY ON CONSEQUENCES OF BOREDOM

and effective co-operation of employees to the appointment of organizational

around industrial and human

relations beside securing employer contributions.

A STUDY ON CONSEQUENCES OF BOREDOM

e) COORDINATING:Organizational objective will be achieved only if group activities in the enterprise

II.OPERATIVE FUNCTION:The operative functions of personnel

mgt are related to specific

activities of personnel management employment development compensation &

by managerial functions further

be performed in conjunctions with management

functions. These are as follows:-

a) PROCUREMENT:This function relates to procuring of sufficient and appropriate number of

A STUDY ON CONSEQUENCES OF BOREDOM

b) DEVELOPMENT:The development function is concerned with the development of employees by

c) COMPENSATION:It is concerned with securing adequate remuneration to persons working in the

d) INTEGRATION:Integration is concerned with bringing together individuals, organization and

A STUDY ON CONSEQUENCES OF BOREDOM

Boredom is caused due to lack of interest or aptitude in the job. It is characterized

A STUDY ON CONSEQUENCES OF BOREDOM

employee cause boredom. Boredom refers to the subjective aspects of fatigue. It is

A STUDY ON CONSEQUENCES OF BOREDOM

Factors contributing to boredom

Long working hours exhaust the employees physical and psychological

Continuous working hours without rest pauses exhaust the employees

Unnecessary and routine motions kill the employees initiatives and

Employee physical weakness and lack of strong will power cause

Absence of conducive work environment like poor lighting, inadequate

Improper factory layout and office layout also contribute to boredom.

A STUDY ON CONSEQUENCES OF BOREDOM

Individual based supervision and control make the employee to experience

Narrow job description, absence of freedom and too much division of

Allocation of job to the employee ignoring employees aptitude, interest

Forcing the employee to do the same work continuously without making

Deterioration in employees physical and mental heath.

Increase in absentism and labour turnover.

Decline in the quality of products and services.

Decline in the quality of output.

Increase in the rate of rejections, breakage and wastage.

Disinterested workers create similar feelings among other workers.

Decline in the level of employee morale.

A STUDY ON CONSEQUENCES OF BOREDOM

Decline in the level of job satisfaction.

Measures to reduce boredom