Vishnu Forge

CHAPTER-1
INTRODUCTION
1.1 INDUSTRY PROFILE
Manufacturing is result of work on metal to a fancied form by use of weight. The

working of method for current manufacturing techniques refines the grain structure, builds up
its inalienable quality, enhances the mechanical properties and produces the auxiliary
consistency free from shrouded inside imperfections. Steel has turned out as a prime material
in fashioning industry principally because of its adaptability of giving an extensive variety of
tailor made properties by picking the fitting creation/handling to display high quality for
burden bearing segments, strength for utilization in great temperatures, high hardness for use
as cutting instrument, low hardness for machining, holding and boring operations and high
temperature resistance for application in force plants.
The steel is favoured on account of its recyclability combined with ideal value
contrasted with different materials. Cutting edge innovations in the improvement of wide
assortment of steels made it conceivable to choose the best suitable steel for the required
item; through the fitting fashioning process with warmth treatment for creation of steel
forgings to meet the application prerequisites. Forgings are much better thought about than
castings/moved items because of the directional quality, auxiliary trustworthiness, high
effect, durability and weariness properties gave by them. Additionally, the predominant
quality and solidness of forgings make them perfect for applications where dependability and
security are a worry. Not the slightest, forgings can be financially delivered from basically in
any size or shape and consequently offer awesome configuration adaptability.
This industry is one of the most seasoned and the most basic one impacting individuals in
their everyday life. The key driver of interest of forgings is the car business comprising of
bikes, three wheelers, utility vehicles, traveller autos, business vehicles, tractors and the auto
ancillaries. Around 65% of the aggregate fashioning creation is used in this part.
Subsequently, the fortunes of the producing business are without a doubt subordinate upon
the development of the car business. Different commercial ventures that devour forgings
incorporate the building business, Railways, Defence, Chemical procedure commercial
ventures, Oil investigation, Cement, Steel industry.
 
Indian Forging Industry
The Indian manufacturing industry constitutes of around 10 substantial units took

after by 100 medium and little scale units and around 220 or more small units. In the small
division, the units working are dreadfully numerous and the number is hard to evaluate. This
pyramidal structure of the business shows most extreme rivalry and least edges in the little
and minor segment units which fundamentally take into account substitution, little measured
and low esteem markets. The medium and substantial producing units are very quality and
worth driven and henceforth stay as suppliers to Original Equipment Manufacturers (OEMs)
in the vehicles segment. The residential producing industry is portrayed by divided limits.
The chaotic segment has significant vicinity in Open Die Forging portion, which has lower
capital expenses, while the sorted out players rule the Closed Die Forging fragment. Out of
the aggregate forgings created in the nation, 70% is through Closed Die Forging, 15% by
Open Die Forging and the parity 15% for meeting exactness fashioning items. The business
has ended up being exceedingly capital concentrated with expanding globalization. In this
setting, the aggregate interest in the expansive and medium producing segments is assessed at
around Rs 2500 cr.
To meet the worldwide rivalry requests, the little scale units too are drifting at
innovation and quality up degree through expansion in capital venture for widening the
territories of interest for forgings. The aggregate limit of fashioning industry in India is
around 8,00,000 tones for each year. The manufacturing generation has developed from a
unimportant 188,000 tons in 1987-88 to generally around 645,000 tons in 2004 - 05. The
general generation of the fashioning business is relied upon to have ascended by 17.27% in
2004 - 05 with extensive change in general limit use and fabulous execution of the car
segment.
During the period of internship which provide actual world knowledge to students those
who are look to discover data and skills required to go into dream career field internships can
be as small as a week or more than month together. An internship is a period of 10 week
work experience to be had by employer to students an exposes to the work environment .
which help there to gain practical knowledge to their field of study.
EMPLOYEE EMPOWERMENT
Representative strengthening is one of the compelling methods for expanding

profitability in worker and ideal utilization of limit their individual and gathering capacities
with a specific end goal to accomplish hierarchical targets. Strengthening is a procedure in
which through the advancement and impact extend and the abilities of people and groups
will be enhance and execution nonstop change. As such, strengthening is an advancement
procedure and hierarchical flourishing. In this segment, clarify of measurements this idea,
meaning, hierarchical qualities of considerable worker, components influencing on
strengthening, accomplishments and obstructions in associations. Strengthening of HR
means make gathering of required limit in staff for empower them to making included
worth in association and pretending and obligations are dependable in the association, with
proficiency and adequacy.
3.2 History of Empowerment

The principal meaning of strengthening alludes to 1788 in which considered
strengthening as appointment in part of their association and this power must be allowed to
individual. Grew (1971) alludes to normal meaning of strengthening that incorporates
assignment of enactment force, appointment of power, mission and part control.
Specifically this term was presented in 1980 in the field administration was a reaction
to advance of Taylorism methodology for occupation composed. Strengthening writing has
seen numerous progressions until at long last, Lee (2001) the strengthening considered
connection for expanding dialog, basic deduction and exercises in little gatherings and
alludes to permit the exercises to move past sharing, share and refining encounters,
considering, seeing and discourse are principle segments of strengthening.
This exploration was completed by Younes Rasoul Dasht (2008) and the outcomes
demonstrated that strengthening lead to expanded execution and expansion authoritative
responsibility. In exploration led by Asghar Meshki (2005). As indicated by results
acquired most persuasive component in staff strengthening prepare separately
administration rules, conditions (environment)of association, Sources of self-adequacy.
3.3 Strengthening approach

a) Mechanical Approach: Empowerment is implies designating and the force through and
through with clear limits and restricts furthermore strict responsibility which increments
administrative control (Boula 1994). In this methodology, strengthening is a procedure
amid which senior administration has added to a reasonable vision, and paint projects and
particular assignments to accomplish it in association. Gives data and assets expected to
perform obligations for worker and permits as expected to do hone change and procedures
change. In outline, this strengthening approach implies choice in a specific reach.
b)Organic Approach : Organic methodology is a perspective from base to up, and

decrease control. In light of this methodology, strengthening is characterized as far as
individual convictions. As indicated by this perspective, skilled people are have regular
qualities. Mirrors the encounters or convictions of workers about their part in the
association, in this way, strengthening is not something which supervisors do to
representatives rather is mentality of representatives about their part in the association. In
any case, association administration can give an obliged stage to strengthening of
representatives.
3.4 Practices Empowerment of Employees in Organizations
Strengthening and Training: Training projects would be valuable if actualized and bolstered
with the cooperation of representatives and depending on investigative techniques. The
genuine reason for preparing projects is relationship in the middle of representatives and
administration furthermore interest in institutional projects to improve work inspiration.
Strengthening and Participation : Overall, taking into account different speculations

representative cooperation is fundamental center of majority rules system.
Strengthening and Quality: moral duty altogether quality administration is an inborn issue,
since representatives will be approved to take an interest in choices.
3.5 Strengthening Strategies

Procedures of expansion aggregate mindfulness through narrating
On the off chance that representatives have mindful to their tackle issues, capable to
endeavors enhance their own and authoritative life. Approach narrating as a crucial variable
of strengthening lead to fortify of endeavors in view of collaboration. At the point when
individuals find or making their story collaboration or reflect, truth be told, their biography
express in association to optimistic ways.
Techniques of preparing critical thinking aptitudes

Workers must build limit of their critical thinking aptitudes. Critical thinking abilities
can be will prompt staff strengthening in level individual, interpersonal and bunch as a vital
stride in making change of area. In this system, must permitted to representatives their
issues distinguishing and tackling in light of the substance of the stories comes to fruition in
a shared domain. for this situation, first group to abridge points of critical thinking. These
points include: distinguishing the issue, pick one of the critical issues, selecting of reason
for tackling or more serious issue, Creative intuition keeping in mind the end goal to critical
thinking and accomplish to points and recognize assets to accomplish this target. (Honald
1997)
Techniques of abilities preparing and bolster asset activation
Insurances, including the assurance people of their, security supervisors of people,
insurance law of people. Association can to spread aggregate backing in associations
through composing, talking as well as address of administrator or political people. On the
off chance that workers realize that in associations assets for their self-improvement is
accessible and bolster required are along these lines strengthening is proficient with fast and
quickening.
3.6 Down to earth measures to enabling workers

1. Demonstrate administration responsibility through strengthening
2. To consider the hobbies of workers through strengthening
3. Staff preparing to expand their insight, aptitudes and capacities through strengthening
and Application of value groups through strengthening
4. Employee support in arranging and execution data sharing through strengthening
5. Delegation of power through strengthening
3.7 Existent obstructions in associations to actualize of strengthening
1. Chain of command
2. Low trust and certainty along with hierarchical individuals
3. Improper demeanours of administrators and workers furthermore unseemly authority and
administration styles
4. Require the vital abilities in Staff
5. Huge contrasts in the middle of people and association furthermore presence of

composed staff frameworks.
6.Tension and anxiety in nature

3.8 Procedures and instruments making Empowerment in associations
The accompanying are a few samples of making Empowerment innovation in associations
include:
1. Implementation of proposal framework in association
2. development of value circles

4. Generate and apply suitable framework execution assessment and present inspected
staff in particular time period
5. Motivational offices
6. Work advancement
CHAPTER-2
REVIEW OF LITERATURE
2.1 REVIEW OF LITERATURE
Jung, Wang, and Wu (2009) analyzed the relationship in the middle of TQM and constant
change. One of their finding demonstrated the vital intervention part of TQM work on,
including strengthening, between focused technique and consistent change in the universal
venture administration. In any case, the imperative finding is that strengthening has a critical
positive effect on ceaseless change which has direct impact on reinforcing upper hand. Jung
et al's study included directors working in various four nations and multi nationality
foundations
Ueno (2010) reported that representative strengthening has a huge part in accomplishing and
improving administration quality. He explored TQM hones from viewpoint of administration
quality. His examination directed through assessing the writing that identified with the TQM
execution and its effect on administration quality. One of the suggestions from Ueno's audit
study is that representative strengthening as well as all delicate TQM hones have more effect
on administration quality than hard TQM rehearses. This suggestion bolsters the attestation
that in a large portion of cases delicate TQM is in charge of the achievement of the entire
TQM framework. Staying with the survey papers.
Singh (2011) explored the writing on TQM practices and execution. He turned out with an
aggregate of 11 impacted TQM calculates and inferred that strengthening is a standout
amongst the most four essential and basic variables that influence TQM usage and procedure.
He deciphered the discoveries in the current writing into set of TQM components recorded by
level of adequacy on the TQM usage and results.
2.2 STATEMENT OF THE PROBLEM

Preparing the representatives for successful execution and to tap their shrouded
possibilities and conquer the shortcoming and consequently helping them to enhance
themselves and thus be more beneficial for the organization is the fundamental need in the
present situation. Lawful issues identified with the organizations workers, in regards to the
contamination in the earth. A representative being the vital human asset of the association
brings their insight and encounters as human capital. This human capital helps associations to
develop and accomplish its objectives and targets. Representatives in the assembling segment
need to face heaps of work and assignments day by day, which they have to finish in an
extremely strict timetable. Enabling representatives can improve the occupation fulfilment of
workers in the Manufacturing Sector. Representatives need to work in a focused on
environment and they can perform better in the event that they are engaged mentally. A study
led on representatives for their viable execution at work, the study has been picked as
Employee Empowerment at Vishnu Forge Pvt Ltd.
2.3 OBJECTIVES OF THE STUDY

The objectives of the study can be summarized as follows:
1. To Study the Structure, Growth and Performance of Vishnu Forge industry at

Bangalore
2. To assess the Socio-Demography of selected employees in this company
3. To know the employee empowerment towards productivity in Vishnu Forge industry
4. To evaluate the corrective measurement of employee well being and Empowerment

at work place environment.
5. To access the level of satisfaction towards job at work environment.
2.4 SCOPE OF THE STUDY

The scope of the study is limited to empowerment of selected employees at Vishnu Forge
Limited and the Respondents for the study are only employees of the company and the time
involves in the project are as prescribed by the university. The present study entitled "A
Study On Employee Empowerment At VISHNU FORGE PVT LTD " The main aim of this
study is to find out whether the employees are using the training inputs in job, which was
given by the trainers from VISHNU FORGE PVT LTD.
2.5 RESEARCH METHODOLOGY

Research methodology may be under stated as science of studying how research is done
scientifically. It is a way to systematically solve research problem. Survey method was used
for collecting data, questionnaires are prepared for employees and observation was done to
collect the data.
 
Sample size
In this research study, the researcher had obtained the sample size was selected for the
study was 150 Respondents.
 
Sample techniques
The sampling technique are used in the study applied was convenience sampling.
 
Sampling area
Sampling area is the location of the company, Bangalore (H.M.T)
 
SOURCES OF DATA
There are two main sources of data collection they

are Primary source
The data which is collected at first hand especially for the purpose of the study
directly collected from Respondents is known as primary data. In this study, the primary data
are collected through well-designed questionnaire and through discussion with HR manager.
Secondary source
Those which has been collected by someone else and which have already been passed
through statistical process and recorded in books. The secondary data collected for this study
is through
1. Website
2. Magazines
3. Company records and annual reports.

 
TOOLS OF DATA COLLECTION
The tool used for data collection in research is questionnaires. A structures

questionnaire are carefully developed before actually distributing it was checked by both
external and internal guides while designing the questionnaire, the researcher have used both
open ended and rating scale questions.
Chi Square test tool has been used to find out Null hypothesis H0 and Alternative
hypothesis H1. Chi square test is done based on assumption and its is used only for 2
samples. Chi square test is represented has ( x2) test
Formula
2=∑ ( = )2
Where o= observed e = data
 
 PLAN OF DATA ANALYSIS
Classification and tabulation of information collected.

The tables are prepared for the data collected.

Graphical and chart representation is made for interpretation of

data. Chi square test has been used.
2.6 LIMITATIONS OF THE STUDY



Time was a constraint for the study


The responses of Respondents answers are biased

This study was limited to only one company and conducted study in Bangalore
only.
CHAPTER-3
COMPANY PROFILE
2.2PROFILE OF VISHNU FORGE INDUSTRIES LTD.
A Company trusted by Customers for its reliably right quality manufactured items
throughout the previous 35 years. It trusts that it is the size that matters as well as quality and
consistency number and talk a greater amount of the Company. It has faith in sound
metallurgy in whatever it produces. The top administration has a guarantee for Quality and
Delivery. With hostage machine and warmth treatment shops and in-house testing office
VFIL is an incorporated medium measured manufacture Company that can fulfill the
prerequisites of the most requesting clients. It serves the best of names in the Public and
Private divisions occupied with the force and earth – moving segments and other
infrastructural portions of the Indian Industry.
2.3 ACCREDITATIONS
VFIL is pleased to have prestigious endorsements :
• ISO 9001-2008 licensed.
• Accredited as a "Surely understood Forge" under Indian Boilers Regulations.
• RDSO endorsed for supply of security things for Indian Railways. (Footing Motor
Shafts).
• Approved by National Thermal Power Corporation for supply of basic segments to
high weight and high temperature boilers and embellishments.
Approved by Indian Space Research Organization for supply of segments to space division.
• Approved for guard supplies.
•\ Corporate endorsements by-BHEL, BEML and NTPC.

2.4 COMPANY OVERVIEW
The Company has a hierarchical structure with well-defined lines of authority,

accountability and responsibility. The team is headed by a well-qualified and academically
acclaimed professional Managing Director with long years of experience.
2.5 ORGANIZATIONAL CHART
2.6 PERSONNEL
A Compliment of about 100 + employees including managerial Staff and Workmen keep the
wheels of activity moving.
2.7 A broad split-up consists of :
 
 Ten Senior Executives (Two for quality).
 
 Fifteen supporting executives (Five for quality).
 
 Thirty Five highly skilled workers (Three for quality).
 
 Twenty semi-skilled workers.
 
Twenty Five un-skilled workers.


2.8 GENERAL
Responsible for maintaining identification and traceability throughout all processing stages.
2.9 PROCESS FLOWCHART

2.10 MARKETING DEPARTMENT FLOWCHAR
2.11 PLANNING DEPARTMENT FLOWCHART

2.12 PRODUCTION DEPARTMENT FLOWCHART
2.13 QUALITY CONTROL & ASSURANCE DEPARTMENT FLOWCHART
2.14 RAW MATERIAL DEPARTMENT FLOWCHART

2.15 EQUIPMENTS AND CAPACITY
VFIL has installed capacity of about 4000 tonnes per year
1200 mm diameter ring-rolling machine & with supporting furnaces and presses.
A machine shop with variety of turning and milling machines for machining up to
5,000 mm length and maximum diameter of 1200mm. In-house die making facility.
The Company is having Full-fledged heat treatment shop for annealing, normalizing,
hardening and tempering with duly calibrated furnaces.
The Company can handle, open forgings up to a piece weight of 1200 kgs, rings up to
1200 mm diameter maximum and die forgings up to a piece weight of 35 kgs.
Hardening and Tempering of shafts up to 4000 mm in length in vertical calibrated

furnaces, in a facility available with one of our associates.
The Company can undertake supply of fully machined and ground components and
shafts.
2.16 STRUCTURAL
VFIL functions in a recognized INDUSTRIES Estate situated right in the heart of Bangalore,
the most leading city in India known as the “KNOWLEDGE CITY”.
The premises has :

 
 About 20,000 Sq.ft of covered area.
 
 About 22,000 sq.ft of open storage area.


A 2 acre plot for near-future diversification located close to city on Bangalore-Poona
express high way
2.16 FINANCIAL
VFIL is a consistently profit making and dividend paying Company, with adequate
working capital resources. The Company is highly rated by State Bank of Mysore who
provides working capital. The Company is also well rated by CRISIL indicating HIGH
PERFORMANCE CAPABILITY WITH FINANCIAL .
2.17 STRENGTHS
Good equity base of about Rs.25 millions.
Have free reserves of more than Rs.3.3 millions.

Virtually a debt frees Company.
Has close to Rs.50 million working capital finance.
Bankers to the company: STATE BANK OF MYSORE, HMT INDUSTRIES Estate,

HMT Post, Bangalore – 560 031.
Poised for Rs.800 millions turn-over in the next two years
2.18 QUALITY
Vishnu fashion is submitted on auspicious deliveries of properly estimated results of

imperative quality through all around characterized process controls guaranteeing traceability
and with adaptability in operations to deal with any adjustments in business environment
through persistent change of the quality administration framework
2.19 QUALITY ASSURANCE (QA)

Quality Assurance is cared for by a very much qualified specialist giving direction of taking
after focuses
1. Ensures to characterize quality standards for procedures and items.
2. Provides Quality Assurance arranges.
3. Issues Work Instruction for manufacturing and warmth treatment forms.
4. Lays down methodology to guarantee traceability all through to the completed item.
5. Ensures alignment of all testing types of gear.
6. Lays down techniques for capacity and pressing.
7. Analyses client dissensions – Does disappointment examination at whatever point

required.
8. Follows up on execution of remedial measures.
9. Carries out steel supplier capability appraisals.
10. Draws/corrects arrangements for item acknowledgment.
11. Carries out Internal Audits in reference to ISO, IBR and such different accreditations
to guarantee consistence with standards.
12. Plans for constant change.
13. Reviews on proceeding with suitability of value framework.
14. Making accessible most recent particulars and drawings.

2.20 QUALITY CONTROL (QC)
QC guarantees consistence of the procedures to the required benchmarks and

behaviours review and tests to demonstrate the item quality and rightness. QC accomplishes
its destinations through different minds approaching materials, shop-floor exercises, last
testing on items and issuance of Test Certificates after leeway.
2.21 In reference to approaching steels QC :
• Verifies for accuracy of synthetic piece.
• Conducts cautious visual examination of every bar for any creases, splits, laps and so
forth. (If all else fails, an example is sliced and agitate produced to check for manufacture
capacity)
• Conducts 100Per penny ultrasonic examination in reference to Company models.
• Checks for warmth astute miniaturized scale examination of all composite steels for
grain size and incorporation number.
• Checks for solidify capacity by End-Quench test wherever required.
• Reports on non-conformance to Materials Department.
Ensures non-conformance items are kept suitably isolated

In reference to shop-floor and post-shop floor exercises, QC office:
• Checks on temperature controls of heaters.
• Checks on consistence with work directions and work request guidelines.
• Conducts dimensional investigation on forgings and completed items.
2.22 QUALITY SURVEILLANCE
2.23 Quality Surveillance through-

 
 Procurement of arc-furnace grade fully killed steels.
 
 Ensuring right chemistry, fine grained steel with the least of inclusions.
 
 Checking for internal soundness of steels.
 
 Forging ensures adequate reduction ratio (1:3 minimum).
 
 Heat-treatment at suitably defined temperatures & with right soaking times.
 
 Traceability heat-wise & heat-treatment batch-wise.
 
 Proving mechanical properties for each heat-treatment batch.
 
100Per cent testing for ultrasonic soundness.
2.24 QUALITY NORMS
A few Quality norms adopted in VFIL :

Unless otherwise specified by the customer VFIL, as a standard keeps up to the
following metallurgical norms among several others, as illustrated.
Ultrasonic testing acceptance norms:

100 Per cent of steels on receipt and 100 Per cent of 
all finished goods are tested for
ultrasonic soundness as per ASTM A 388 Standards
2.25 REDUCTION RATIOS


  homogeneous fiber structure is ensured for shafts etc forged by
Grain flow: Liner,
drawing down.
 
 Upset grain flow is ensured for such jobs like gear and pinion blanks.

all forgings from bloom to forging
A minimum reduction ratio of 1:3 is ensured for
and minimum 1:5 from ingot to finish forging.
Heat treatment soaking times (typical)

For normalizing and hardening, in general 1 ½ minutes minimum soaking time allowed
 for every one mm thickness (of the largest section).
For tempering a minimum of 2 to 2 ½ minutes for every one mm thickness (of the largest
section) is allowed. However, it is subject to type of steel and customer preferences.
2.26 SWOT ANALYSIS ON VFIL
STRENGTHS:
1. It is located in the heart of the city
2. Universal tensile testing machine (400 KN) with digital recording and fitted with
extensometer.
3. well skilled and intellectual manpower

4. It is number one forging company in Bangalore
5. The company is having goodwill and ISO Certified Company
6. The company is having infrastructural facilities
7. Own transportations and quick movement of raw materials and finished products.
WEAKNESSES:
Power intensive dependent on power may miscarriage in result of under utilization of

capacity.
High oriented causes due to excessive labour force.
Defective marketing strategy lacks effective advertising and publicity.
OPPORTUNITIES:
To protect the financial interest of the company.
To help in achieving the interest of the company. To see that company does not suffer
from want of finance.
Too excessive cost control and cost reduction techniques
THREATS
Others competitors such as:
Bhandari forge
Hitech forge
R.R forge
2.27 TESTING FACILITIES

VFIL has adequate test facilities:

 testing machine (400 KN) with digital recording and fitted with
Universal tensile
 extensometer.

 3000 Kg Brinell and Rock well and Poldi  Hardness testing machines, as well as a
portable digital hand held hardness tester.
 
 Impact testing machine.
 
 Einstein – II Ultrasonic testing equipment with provision for DGS scale.
 
 Notch-Broaching machined and profile projector.
 
 Yoke type MPI Testing machine.
 
 Dye-Penetrate testing Kit.
 
Wet-Analysis for chemical testing.
2.28 PRODUCTS GALLERY
With a defined range of products, VIFL produces components in a very wide variety
of shapes and sizes.
2.29 SKETCHES AND SIZES
VFIL handles a wide variety of steels, appreciating their innate nature, significance
and potential. The full potential strength and toughness of the steel is realized through right
processing.
Die Forgings Rotor Shafts Hubs
Round Bars Sprocket Shafts Nodes & Cones
2.30 MAJOR CUSTOMERS OF VFIL
BEML:
BHEL:
DEFENCE:
HMT:
CHAPTER-4
DATA ANALYSIS
AND
INTREPRETATION
DATA ANALYSIS & INTERPRETATIONS
Table 4.1: Gender of the Respondents

SL. No Gender Total Per cent (%)
1. Male 138 92
2. Female 12 08
Total 150 100
Graph4.1 Gender of the Respondents

140
120
100
80
60
40
20
0
Male Female
Interpretation:
From the above table and graph it is shown that majority of them are in male
category only few of them are female employee’s. out of 150 Respondents there are only 12
female Respondents and the remaining 138 Respondents are male. Here we can see that
there are many male Respondents then the female, that is only 8 % of the Respondents are
female and the remaining 92% are male .Due to companies working with three shift forging
products and majority of them are from engineering background.
Table 4.2 Age of Respondents
No of Respondents
SL.No Particular Total Per cent (%)
Male Female
Up to 25
1 24 3 26 17
years
2 26-35 Years 52 5 57 35
3 36-45Years 3 44 33
41
4 45 Above 21 1 22 15
Total 138 12 150 100
Graph 4.2 Age of Respondents
Interpretation:
From the above table and the graph we can see that 26 Respondents are following in
the age group of 25, from which 3 are female and the remaining 23 are male.57
Respondents out of 150 are coming in age group of 26-35 from which 52 are male and 5 is
female.44 Respondents are fowling in the age group of 36-45 from which 41 are male and 3
of them are female. And the remaining 22 people are above the age of 45 from which 21
Respondents are male and the remaining 1 person is female.
Table 4.3 Qualifications
No of Respondents
SL.No Particular Total Per cent
Male Female
1 Upto 10th 23 2 25 9
2 PUC 31 4 35 15
3 Degree 40 3 43 30
4 Post Graduate 26 2 28 24
5 Professional Degree 7 1 8 19
6 Others 11 0 11 2
Total 138 12 150 100
Graph 4.3 Qualifications
50
40
30
20
10
0
1 2 3 4 5 6 7 8 9 10 11 12
Interpretation:
The above table and the graph indicates the qualification of the employee, out of 150
Respondents 25 people have qualified upto 10th standard out of which 23 are male and
remaining 2 are female.35 people are qualified till PUC in which 31 are male and the 4
people are female.43 people have done there degree out of which 40 people are male and 3
people are female.28 people have done their post graduation in which 26 are male and the
remaining 2 are male. In the other category only male are there.
Table 4.4 Marital status
No of Respondents
Male Female
1. Married 116 9 125 86
2. Unmarried 22 3 25 14
Total 138 12 150 100

Graph 4.4 Marital status
Unmarried 22
Married 116
0 20 40 60 80 100 120
Interpretation:
From the above table and the graph we can state the marital status of the employees where we
see that out of 150 Respondents 125 people are married from which 116 are male and the
remaining 9 are female. Here 25 people are unmarried from which 22 are male and 3 are
female.
Table 4.5 Occupations / levels of the Employee
No of Respondents Percen
SL.No Particular Total
Male Female t
1 Executive cadre 17 2 19 12
2 Manager cadre 19 4 23 21
3 Functional cadre 39 3 42 24
Operational/workers
4 Supervisor cadre 63 2 65 43
Total 138 12 150 100
Graph 4.5 Occupations / levels of the Employee
80
60
40
20
0
1 2 3 4 5 6 7 8
Interpretation:
From the above table and the graph shows the occupation level of the employee where we
can see that out of 150 Respondents 19 peoples occupation is to the executive cadre from
which 17 are male and the remaining 2 are female.23 Respondents are occupied at the
manager cadre in which 19 are mans and 4 are woman's . 42 people are at the functional
cadre from which 39 are male and the remaining 3 are female.65 people are working at the
operational level in which 63 are male and 2 are female.
Table 4.6 Income levels of the Employee
No of Respondents
SL.no Particular Total Per cent
Male Female
Below Rs.15.000 42 2 44 20
1
Rs.15001-30,000 54 2 56 45
2
3 Rs.30,001-45,000 25 7 32 29
Above Rs.45,000 17 1 18 6
4
Total 138 12 150 100
Graph 4.6 Income levels of the Employee
Above Rs.45,000
Rs.30,001-45,000
Rs.15001-30,000
Below Rs.15.000
0 10 20 30 40 50 60
Interpretation:
From the above table it shows that the Income levels of the Employees in the study whereas.
Out of 150 Respondents 44 of them are their income below Rs.15000 and 56 people are
drawing their monthly salary between Rs 15001 to 30000. Only 32 employee Respondents
are getting their salary between Rs.30001-45000 of which we have 7 female and 25 male.
And the remaining 18 people are getting the salary above 45000.
Table 4.7Language - the language you most often speak at home
No of Respondents
Male Female
English & Kannada 37 3 40 11

1
Tamil & English 51 8 59 51

2
English & other
6 0 6 7
3 language
Telugu & Malayalam 31 0 31 14

4
Hindi & other language 4 0 04 4

5
Others 9 1 10 13
6
Total 138 12 150 100
Graph 4.7Language - the language you most often speak at home
0 1
3
49
37
31
6
51
8
Interpretation:
From the above table it shows the language spoken by the employees in Vishnu Forge
Company. Most of the Respondents are knowing the Tamil language that is 76 Respondents
out of 150.17 people out of 150 knows kannada language.19 people of them speak other
languages 6 people out of 150 speak hindi language 21 people knows to speak telugu out of
150 and the remaining speak in English that is 11 people/Respondents.
Table 4.8 I feel enthusiastic about my work.

Sl.No Particular Total Per cent (%)
1 Highly Satisfied / Strongly Agreed 36 24
2 Satisfied/ Agreed 48 32
3 NSNDS/NANDA 45 30
4 Dissatisfied / Disagree 17 11
5 Highly dissatisfied / strongly Disagreed 4 8
Total 150 100
Graph 4.8 I feel enthusiastic about my work.
Highly dissatisfied / strongly Disagreed 4 8
Dissatisfied / Disagree 11 17
NSNDS/NANDA 30 45
Satisfied/ Agreed 32 48
Highly Satisfied / Strongly Agreed 24 36

0 10 20 30 40 50
Interpretation:
From the above table it indicates the enthusiastic level of the work, 36 people out of 150 are
highly satisfied to the statement that they feel enthusiastic about their work, 48 people are just
satisfied with the statement. 45 people of Respondents out of 150 are NSNDS to the
statement. Where in 17 people out of 150 are dissatisfied to it and the remaining 4 people are
highly dissatisfied to it
Table 4.9 I am satisfied with the work that I do.
Sl.No Particular Total Percent (%)
3 NSNDS/NANDA 27 18
Total 150 100
Graph 4.9 I am satisfied with the work that I do.

60
50
40
30 56
20 36
27
10 14 17
0
Interpretation:
From the above table it states the satisfaction of the work, in which we can see that 36
Respondents out of 150 are highly satisfied with the work which they do.56 Respondents out
of 150 are satisfied by the work which they are doing, 27 Respondents out of 150 are
NANDA by their work,14 Respondents are dissatisfied with the work which they do and the
remaining 17 Respondents are highly dissatisfied with the work which they do.
CHI SQUARE TEST : BIVARIATE ANALYSIS
Step 1 :Set Hypothesis
Null hypothesis Ho= There is no significant difference in the satisfaction level of work that
the employees do
Alternative hypothesis H1= There is significant difference in the satisfaction level of work
that the employees do
Step 2: Level of Significance
α = 0.05
Degree of freedom d.f=(r-1),

r= no of rows,
df = (5-1),
d.f=4
X2Table= 9.14
Step 3: Test-Statistic
( = )2
2
=∑
Observed Expected
Sl No (O-E) (O-E)2/
frequency(O) frequency(E)
1 36 30 6 1.2
2 56 30 26 22.53
3 27 30 -3 0.3
4 14 30 -16 8.53
5 17 30 -13 5.63
TOTAL 150 38.19
Expected frequency= 150/5=30
X2Cal= 38.19
Step 4: conclusion
Since the calculated chi-square value is greater than the table value, we reject null hypothesis
at 95% level of significance and accept alternative hypothesis & conclude that there is
significant difference in the satisfaction level of work that the employees do.
Table 4.10 My opinion is asked before changes are made in the way I work.
Sl.No Rating Responses Total Per cent
3 NSNDS/NANDA 37 25
Total 150 100
Graph 4.10 My opinion is asked before changes are made in the way I work.
Highly dissatisfied / strongly Disagreed
Dissatisfied / Disagree
NSNDS/NANDA
Satisfied/ Agreed
Highly Satisfied / Strongly Agreed

0 10 20 30 40 50
Interpretation:
From the above table and the graph it indicates the opinion about the changes made in the
company by the employees, where 29 Respondents out of 150 are highly agreed to the
statement that the employees opinion is asked before changes are made in their work, 43
Respondents are just agreed to it ,37 of the Respondents are NANDA to the statement, where
in 16 Respondents are disagree to it and the remaining 25 Respondents out of 150 are
strongly disagree to it.
Table 4.11 If I have a problem I can speak directly to hierarchy
3 NSNDS/NANDA 37 25
Total 150 100
Graph 4.11 If I have a problem I can speak directly to hierarchy

50
40
30
20
10
0
Highly Satisfied / StronglySatisfied/
Agreed AgreedNSNDS/NANDA
Dissatisfied
Highly
/ Disagree
dissatisfied / strongly Disagreed
Interpretation:
From the above table and the graph states the interaction with the hierarchy by the employee
if there is any problem.22 Respondents out of 150 are highly satisfied to the statement that if
they have any problem they can speak directly to the hierarchy.42 Respondents out of150 are
satisfied to the statement.37 Respondents out of 150 are NSNDS to the statement .where in
45 Respondents are dissatisfied to it and the remaining 4 Respondents out of are highly
dissatisfied to it.
CHI SQUARE TEST : BIVARIATE ANALYSIS Step 1 :Set Hypothesis
Null hypothesis Ho= There is no significant difference to interact with the hierarchy when
the employees have any problem
Alternative hypothesis H1= There is significant difference to interact with the

hierarchy
when the employees have any problem
α = 0.05
r= no of rows,
df = (5-1),
d.f=4
X2Table= 9.14
( = )2
2
=∑
Observed Expected
Sl no (O-E) (O-E)2/
1 22 30 -8 2.13
2 42 30 12 4.8
3 37 30 7 1.63
4 45 30 15 7.5
5 04 30 -26 22.53
TOTAL 150 38.59
X2Cal= 38.59
Step 4: conclusion
significant difference to interact with the hierarchy when the employees have any problem
Table 4.12 I know what my job requires of me
3 NSNDS/NANDA 45 30
Highly dissatisfied/ strongly

5 13 9
Disagreed
Total 150 100
Graph 4.12 I know what my job requires of me.
13
24
0
19
49
45
Interpretation:
From the above table and the graph indicates the job requirements it is shown that 24
Respondents out of 150 are strongly agree to the statement that they know what is their job
requires from there.19 Respondents out of 150 are just agree to it. 45 Respondents out of 150
are NANDA to the statement. Where in 49 Respondents are disagreeing to it and the
remaining 13 out of 150 Respondents are highly disagreeing to it.
Null hypothesis Ho= There is significant difference in the knowledge of the employees
related to their job requirements
Alternative hypothesis H1= There is no significant difference in the knowledge of the
employees related to their job requirements
α = 0.05

r= no of rows,
df = (5-1),
d.f=4
X2Table= 9.14
( = )2
2
=∑
Observed Expected
SL no (O-E) (O-E)2/
1 24 30 -6 1.2
2 19 30 -11 4.03
3 45 30 15 7.5
4 49 30 19 12.03
5 13 30 -17 9.63
TOTAL 150 34.39
X2Cal= 34.39
Step 4: conclusion
significant difference in the knowledge of the employees related to their job requirements
Table 4.13 My work motivates me along with my own morale.
3 NSNDS/NANDA 29 19
Total 150 100
Graph 4.13 My work motivates me along with my own morale.

NSNDS/NANDA
Satisfied/ Agreed

0 10 20 30 40 50
Interpretation:
From the above table and the graph it is shown that 38 Respondents out of 150 are highly
satisfied to the statement that the employees work motivates to the employees along with
their morale.47 Respondents out of 150 are satisfied to it 29 Respondents out of 150 are
NSNDS to the statement, where in 20 Respondents out of 150 are disagreed to it and the
remaining 16 Respondents out of 150 are str0ngly disagreed to the statement.
CHI SQUARE TEST: BIVARIATE

ANALYSIS Step 1 :Set Hypothesis
Null hypothesis Ho= There is no significant difference in the work motivation and the
morale of the employee
Alternative hypothesis H1= There is significant difference in the work motivation and the
morale of the employee
α = 0.05
r= no of rows,
df = (5-1),
d.f=4
X2Table= 9.14
( = )2
2
=∑
Observed Expected
Sl no (O-E) (O-E)2/
1 38 30 8 2.13
2 47 30 17 9.63
3 29 30 -1 0.03
4 20 30 -10 3.33
5 16 30 -14 6.53
TOTAL 150 21.65
X2Cal= 21.65
Step 4: conclusion
significant difference in the work motivation and the morale of the employee.
Table 4.14 I take initiative at work.
3 NSNDS/NANDA 37 25
Total 150 100
Graph 4.14 I take initiative at work.

Highly dissatisfied / strongly Disagreed 8
Dissatisfied / Disagree 11
NSNDS/NANDA 37
Satisfied/ Agreed 43
Highly Satisfied / Strongly Agreed 51
0 10 20 30 40 50 60
Interpretation:
From the above table and the graph it is shown that 51 people out of 150 Respondents are
highly satisfied to the work initiatives which is taken by them.43 people out of 150 are just
satisfied with the statement. 37 of the Respondents are NSNDS to the statement, where in 11
of them are dissatisfied and the remaining 8 are highly dissatisfied.
Table 4.15 Work related problem solved by management
3 NSNDS/NANDA 34 23
Highly dissatisfied / strongly

5 17 11
Disagreed
Total 150 100
Graph 4.15 Work related problem solved by management
40
30
20
10
0
1 2 3 4 5 6 7 8 9 10 11
Interpretation:
From the above table and the graph it is stated that 40 people of the Respondents are
highly satisfied to the statement that the management tries to solve the work related
problem of the employees.37 people of the Respondents out of 150 are just satisfied to
it.34 people out of 150 Respondents are NSNDS to the statement. 22 people are
dissatisfied and the remaining Respondents out of 150, that is 17 people are highly
dissatisfied.
Null hypothesis Ho= There is no significant difference to solve the work related problem
by
the management,
Alternative hypothesis H1= There is significant difference to solve the work related
problem
by the management,

α = 0.05
r= no of rows,
df = (5-1),
d.f=4
X2Table= 9.14
2
( = )
2 =∑
Observed Expected
Sl no (O-E) (O-E)2/
1 40 30 10 3.33
2 37 30 -3 0.3
3 34 30 4 0.53
4 22 30 -8 2.13
5 17 30 -13 5.63
TOTAL 150 11.92

X2Cal= 11.92
Step 4: conclusion
Since the calculated chi-square value is greater than the table value, we reject null
hypothesis at 95% level of significance and accept alternative hypothesis & conclude that
there is significant difference to solve the work related problem by the management,
Table 4.16 I am rewarded for work well done
3 NSNDS/NANDA 48 32
Total 150 100

Graph 4.16 I am rewarded for work well done
NSNDS/NANDA
Satisfied/ Agreed
0 20 40
Interpretation:
From the above table and the graph we can see that 30 Respondents out of 150 are strongly
agreed to the statement that they are reworded for their better work which is done in the
company.37 Respondents are just satisfied to it, 48 Respondents are NSNDS to the statement,
where in 20 of them are dissatisfied to the statement and the remaining 15 people out of 150
are highly dissatisfied.
Table 4.17. I do more than what is expected of me at work.
3 NSNDS/NANDA 32 21
Total 150 100

Graph 4.17. I do more than what is expected of me at work
NSNDS/NANDA
Satisfied/ Agreed

0 5 10 15 20 25 30 35 40
Interpretation:
From the above given table and graph we can see that 31 people of the Respondents out of
150 are strongly agree that the employees do more work than expected from them.37 of them
are just agreed to it, 32 people of the Respondents are NANDA to the statement. Where in 24
of they are disagree and the remaining 26 people are strongly disagree to it.
Table 4.18 My work is routine and not risky.
3 NSNDS/NANDA 20 13
Total 150 100

Graph 4.18 My work is routine and not risky.
40
30
20
10
0
1 2 3 4 5 6 7 8 9 10
Interpretation:
From the above given table and the graph we can state that 30 people of the Respondents are
strongly agreed that their work is on routine bases and not risky.40 of them are agreeing to
thr statement.20 of them are NANDA out of 150. where in 38 of them are disagree to it and
the remaining 22 of them are strongly disagree to it.
Table 4.19 I know my work related responsibilities.
Highly Satisfied / Strongly

1 27 18
Agreed
3 NSNDS/NANDA 24 16
Highly dissatisfied / strongly

5 19 13
Disagreed
Total 150 100

Graph 4.19 I know my work related responsibilities
1
0 10 20 30 40 50
Interpretation:
From the above table and the graph we can infer that 27 of the Respondents out of 150 are
strongly agree to the statement that they know their work related responsibilities, that is 18
percent of them. 41 Respondents out of 150 are just agreed to it, which is 27 percent.24 of the
Respondents out of 150 are NANDA to it .39 of them are disagree to the statement and the
remaining 19 Respondents out of 150 are strongly disagree to it which is 13 percent
Table 4.20 Are you happy to receive The feedback on your work performance in the
last 6 months?
1 YES 127 85
2 NO 23 15
Total 150 100
Graph 4.20 Are you happy to receive The feedback on your work performance in the
last 6 months?
140
120
100
80
60
40
20
0
yes NO
Interpretation:
From the above table and the graph we can state that in Vishnu Forge company 127 of the
Respondents out of 150 are stating yes to the statement that they are happy to receive the
feedback on their performance towards the work by last 6 months and the remaining 23
Respondents out of 150 are saying no to it.
Table 4.21 Have you gotten a composed cautioning in the last 6 months?
1 YES 39 26
2 NO 111 74
Total 150 100
4.21 Have you gotten a composed cautioning in the last 6 months?

120
100
80
60
40
20
0
YES NO
Interpretation:
From the given table and the graph it is shown that 39 Respondents out of 150 are agreed to it
that they have received a written warning in the last 6 month and the remaining majority of
them that is 111 of Respondents out of 150 are saying no to it.
Table 4.22 Have you been included in any racial episode at work in the last 6 months?
1 YES 52 65
2 NO 98 35
Total 150 100
Graph 4.22 Have you been included in any racial episode at work in the last 6 months?
NO
YES
0 20 40 60 80 100
Interpretation:
Here in this above table and the graph we can see that majority of the Respondents that is 98
of them out of 150 are saying no to the statement that they have been involved at any racial
incident at the work place from last 6 months and the remaining 52 Respondents out of 150
are saying yes/agreed to it.
Table 4.23 Has your pay changed from week after week to month to month in the last
6 months?
1 YES 76 51
2 NO 74 49
Total 150 100

Graph 4.23 Has your pay changed from week after week to month to month in the
last 6 months?
Interpretation:
From the above table and the graph we can see that majority of the Respondents are
saying yes to the change in salary from weekly to monthly in the last 6 months, that is 76
of them out of 150 and the remaining of them are stating no to the statement, that is 74 of
them out of 150.
Table 4.24 Has any relative of yours got a recipient from Vishnu forge?
1 YES 130 87
2 NO 20 13
Total 150 100
Graph 4.24 Has any relative of yours got a recipient from Vishnu forge?
YES
NO
Interpretation:
From the above table and the graph we can see that majority of the Respondents are agreed
that their family members are receiving a beneficiary from the Vishnu Forge company that is
130 Respondents out of 150 and the remaining of them are saying no to the statement that is
20 of them.
Table 4.25 Have you been promoted at work in the last 6 months?
1 YES 36 24
2 NO 114 76
Total 150 100
Graph 4.25 Have you been promoted at work in the last 6 months?
120
100
80
60
40
20
0
YES NO
Interpretation:
From the given table and the graph we can say that most of the Respondents are not agreed to
the statement that they are getting promoted at work in last 6 months, that is 114 of the
Respondents out of 150 and the remaining are saying yes to it, that is 36 0f them out of 150.
Table 4.26. Has any of your thoughts been actualized at work in the last 6 months?
1 YES 67 45
2 NO 83 55
Total 150 100

Graph 4.26 Has any of your thoughts been actualized at work in the last 6 months?
0 20 40 60 80 100
Interpretation:
From the above given table and the graph it states that majority of the Respondents are saying
no to the statement that their ideas have been implemented at the work in the past 6 months,
that is 83 of the Respondents out of 150 and the remaining 67 of the Respondents are saying
yes to the statement
Table 4.27 Do you have a supervisor?
1 YES 119 79
2 NO 31 21
Total 150 100

Graph 4.27 Do you have a supervisor?
NO
YES
0 20 40 60 80 100 120
Interpretation:
The table and the graph indicates that 150 Respondents do have a supervisor out of which
119 Respondents say that they do have supervisor which is 79 percent of it and the
remaining 31 Respondents are saying that they don't have a supervisor in the company
which is 21 percent of the total.
Table 4.28 Have you been educated verbally about your employment description?
1 YES 146 97
2 NO 4 3
Total 150 100

Graph 4.28 Have you been educated verbally about your employment description?
160
140
120
100
80
60
40
20
0
YES NO
Interpretation:
The table and the graph states about the information of employees job description to give it
verbally, in which 146 Respondents out of 150 are saying yes to the statement that is 97
percent and the remaining 4 Respondents are saying no to the statement that is 3 percent of
the entire Respondents.
Table 4.29 Have you been given your set of working responsibilities in composed form?
1 YES 125 83
2 NO 25 17
Total 150 100

Graph 4.29 Have you been given your set of working responsibilities in composed form?
Interpretation:
From the above table and graph we can see that majority of the Respondents of the
company are saying that they do get the job description in written form, that is 125
Respondents out of 150, it comes to 83 percent of the Respondents and the remaining 25
Respondents out of 150 are disagreed to it, that is 17 percent of them.
Table4. 30 Have you received on-job training in the last 6 months?
1 YES 141 94
2 NO 9 6
Total 150 100

Graph 4.30 Have you received on-job training in the last 6 months?
NO
YES
0 50 100 150
Interpretation:
The above table and the graph indicates on the job training to the employees from last 6
months, in which we can see that 141 Respondents out of 150 are getting the training, which
is 94 percent of the Respondents and the remaining 9 Respondents are not getting the training
out of 150 Respondents, which is 6 percent
Table 4.31 Do you always get a 45-minute lunch break?
1 YES 123 82
2 NO 27 18
Total 150 100

Graph 4.31 Do you always get a 45-minute lunch break?
140
120
100
80
60
40
20
0
YES NO
Interpretation:
From the above graph and the table we can see that majority of the Respondents are
getting the lunch break of 45 minutes, that is 123 Respondents out of 150, which is 82
percent of the overall Respondents and the remaining 27 of them are not getting the
proper 45 minutes lunch break, which includes 18 percent of the Respondents.
Table 4.32 Do you always get tea during your tea break?
1 YES 138 92
2 NO 12 8
Total 150 100

Graph 4.32 Do you always get tea during your tea break?
Interpretation:
the above table and the graph says that almost every one gets tea during their tea break, which
is 138 Respondents out of 150, that is 92 percent of the Respondents and the remaining 12
Respondents out of 150 are disagreed to it, that is 8 percent of them
Table 4.33 Have you been debilitated in any capacity by any associate at Vishnu
Forge in e last 6 months?
1 YES 41 27
2 NO 109 73
Total 150 100

Graph 4.33 Have you been debilitated in any capacity by any associate at Vishnu Forge
in e last 6 months?
120
100
80
60
40
20
0
YES NO
Interpretation:
From the above table and the graph we can say that most of the people are giving no as
the answer to the question that whether they have been threatened in any way by any co-
workers by last 6 months. That is 109 Respondents are saying no out of 150, that is 73
percent and the remaining 41 people says yes. that is 27 percent of the Respondents.
Table 4.34 Does your administrator let you know what to do each day?
1 YES 54 36
2 NO 96 64
Total 150 100

Graph 4.34 Does your administrator let you know what to do each day?
NO
YES
0 20 40 60 80 100
Interpretation:
the above table and the graph indicates that do the company supervisor tells the employees
what to do every day. In which we can say that majority of the people that is 96 out of
150, which is 64 percent of the Respondents say that the supervisor is not stating them
about every day work and the remaining people are agreed to it that they do tell about
each day work that is 54 out of 150 which is 36 percent of the Respondents.
Table 4.35 Are you in the blink of an eye doing distinctive work contrasted with
6months ago?
1 YES 63 42
2 NO 87 58
Total 150 100
Graph 4.35 Are you in the blink of an eye doing distinctive work contrasted with
6months ago?
Interpretation:
The above table and the graph states that 63 Respondents out of 150 are agree to the
question that they presently are doing different work compared to past 6 months, that s 42
percent. And the remaining are saying that they are doing the same job compared to 6
months, that is 87 of them out of 150, which is 58 percent.
CHAPTER-5
FINDINGS ,CONCLUSIONS AND
SUGGESTIONS
FINDINGS
1. Majority of the respondents are in male category only few of them are female
employees. out of 150 respondents there are only 12 female respondents and the
remaining 138 respondents are male. Due to Companies working with three shift
forging products and majority of them are from engineering background.
2. 57 respondents are between the age group of 26-35 and 52 of them are male and only
5 of them are female. 44 respondents are the age group of 36-45 of which 41 are male
and 3 of them are female.
3. 25 respondents have qualified upto 10th standard out of which 23 of them are male
and remaining 2 of them are female. 35 respondents are qualified till PUC of which
31 of them are male and 4 respondents are female.43 respondents have done there
degree out of which 40 respondents are male and 3 respondents are female. 28
respondents have done their post graduation in which 26 are male and the remaining
2 are male.
4. 125 respondents are married of which 116 are male and the remaining 9 of them are
females 25 respondents are unmarried from which 22 are male and 3 are females.
5. 19 respondent’s occupation in the executive cadre from which 17 are male and the
remaining 2 are female. 23 respondents are occupied at the manager’s cadre in which
19 are man and 4 are woman. 42 respondents are at the functional cadre from which
39 are male and the remaining 3 are female.65 respondents are working at the
operational level in which 63 are male and 2 are female.
6. out of 150 respondents 44 respondents getting their salary below Rs,15000 of

which 42 of them are male and the remaining 2 are females. 56 respondents are
getting the salary between Rs, 15001-Rs,30000. In which 54 are male and 2 are
females. 32 respondents get the salary from Rs,30001-Rs,45000 of which they have
females and 25 male, the remaining 18 respondents are getting the salary above
Rs.45000.
7. Most of the respondents are having the knowledge about the many languages such as
Tamil, Kannada, Hindi, English, and Telugu & Malayalam.
8. Most of the respondents feel enthusiastic about their work.
9. 22 respondents are highly satisfied to the statement that if they have any problem they
can speak directly to the hierarchy. 42 respondents are satisfied to the statement. 37
respondents are NSNDS to the statement. where 45 respondents are dissatisfied to it
and the remaining 4 respondents out of are highly dissatisfied to it.
10. 24 respondents are strongly agreed to the statement that they know what is their job
requires from there. 45 respondents are expressed their response towards NANDA to
the statement. Where in 49 respondents are disagreed to it and the remaining 13 out of
150 respondents are highly disagreed to it.
11. 38 respondents out of 150 are highly satisfied to the statement that the employees
work motivates to the employees along with their morale. 47 respondents are satisfied
to it 29 respondents are NSNDS to the statement, where in 20 respondents are
disagreed to it and the remaining 16 respondents are strongly disagreed to the
statement.
12. 51 respondents are highly satisfied to the work initiatives which is taken by them.43
respondents of the respondents are just satisfied with the statement. 37 of the
respondents are NSNDS to the statement, where in 11 of them are dissatisfied and the
remaining 8 of them are highly dissatisfied.
13. 40 respondents are highly satisfied to the statement that the management tries to solve
the work related problem of the employees. 37 respondents are just satisfied to it. 34
respondents are NSNDS to the statements. 22 respondents are dissatisfied and the
remaining respondents are highly dissatisfied.
14. 30 respondents are strongly agreed to the statement that they are rewarded for their
better work which is done in the company. 37 respondents are just satisfied to it, 48
respondents are NSNDS to the statement, where in 20 of them are dissatisfied to the
statement and the remaining 15 respondents are highly dissatisfied.
15. 31 percent of the respondents are strongly agree that the employees do more work
than expected from them. Only 37 of them are just agreed to it, 32 respondents of the
respondents are NANDA to the statement. Where in 24 of they are disagreed and the
remaining 26 respondents are strongly disagreeing to it.
30 respondents are strongly agreed that their work is on routine bases and not risky.
40 of them are agreeing to the statement. 20 of them are NANDA out of 150. Where
in 38 of them are disagree to it and the remaining 22 of them are strongly disagree to
it.
17. 27 of the respondents are strongly agreed to the statement that they know their work
related responsibilities, which are 18 percent of them. 41 respondents are just agreed
to it, which is 27 percent. 24 of the respondents are NANDA to it 39 of them are
disagree to the statement and the remaining 19 respondents are strongly disagree to it
which is 13 percent.
18. 127 of the respondents are stating yes to the statement that they are happy to receive
the feedback on their performance towards the work by last 6 months and the
remaining 23 respondents are saying no to it.
19. 39 respondents are agreed to it that they have received a written warning in the last 6
months and the remaining majority of them that is 111 of respondents are saying no to
it.
20. Majority of the respondents that is 98 of them are saying no to the statement that they
have been involved at any racial incident at the work place from last 6 months and the
remaining 52 respondents are saying yes/agreed to it.
21. Majority of the respondents are saying yes to the change in salary from weekly to
monthly in the last 6 months, that is 76 of them and the remaining of them are stating
no to the statement, that is 74 of them out of 150.
22. Majority of the respondents are agreed that their family members are receiving a
beneficiary from the Vishnu Forge company that is 130 respondents and the
remaining of them are saying no to the statement that is 20 of them.
23. Most of the respondents are not agreed to the statement that they are getting promoted
at work in last 6 months, that is 114 of the respondents out of 150 and the remaining
are saying yes to it, that is 36 of them.
24. Majority of the respondents are saying no to the statement that their ideas have been
implemented at the work in the past 6 months, that is 83 of the respondents and the
Remaining 67 of the respondents are saying yes to the statement.
119 respondents say that they do have supervisor which was 79 percent of it and the
remaining 31 respondents are saying that they don't have a supervisor in the company which
is 21 percent of the total.
26. The information of employees job description to give it verbally, in which 146
respondents are saying yes to the statement that is 97 percent and the remaining 4
respondents are saying no to the statement that is 3 percent of the entire respondents.
27. Majority of the respondents of the company are saying that they do get the job
description in written form that is 125 respondents it comes to 83 percent of the
respondents and the remaining 25 respondents are disagreed to it, that is 17 percent of
them.
28. On the job training to the employees from last 6 months, in which we can see that 141
respondents are getting the training, which is 94 percent of the respondents and the
remaining 9 respondents are not getting the training.
Based on above findings, the researcher had interacted with respondents,

officials of the company with internal and external guide of the project explained
recommendations & suggestions in the next page.
SUGGESTIONS
The Researcher has made this examination study in view of information gathering and field
overview to abridge the worker strengthening at the accompanying focuses:
1. Human asset is viewed as a most significant resource for any association. The
workers are the wellspring of learning, aptitudes and capacities that can't be imitated by the
contenders. Advancements, items and procedures are effectively imitated by the contenders;
be that as it may, by the day's end, workers are the most key asset of the organization.
2. Many chiefs feel that by engaging workers, they will lose their obligation to oversee
and control the association. This is not the situation. Strengthening is really a finish of a
large number of the thoughts and fundamentals of worker fulfillment that are examined and
dissected oftentimes in an assortment of books and periodicals concentrated on the subject
Employee strengthening is a two sided coin.
3. For representatives to be empoared the administration authority must need and trust
that worker strengthening bodes well and workers must act. Give us a chance to be clear
around one thing instantly, representative strengthening does not imply that administration
no more has the obligation to lead the association and is not in charge of execution. On the
off chance that anything the inverse is valid.
4. Stronger authority and responsibility is requested in an association that looks to

enable workers. This begins with the official authority, through all administration levels and
incorporates cutting edge directors. It is just when the whole association is willing to
function as a group that the genuine advantages of representative strengthening are figured
it out.
5. For any organization keeping in mind the end goal to appreciate the profits from
representative strengthening the authority should unfalteringly work to make the workplace
where it is evident to all that worker strengthening is fancied, needed and developed.
Administration's obligation is to make nature for worker strengthening which prompt
occupation fulfillment
Empowering representative's prompts positive results for workers, their supervisors, and
their associations lead to authoritative support of entrepreneurial qualities and prompts
workers to use sound judgment, make a move, and cultivate their conviction that they can
take control of their own predeterminations. This conviction prompts self-inspiration and a
feeling of autonomy that is deciphered into more prominent faithfulness and additional
exertion for the association.
7. Empowered representatives come to trust that they control their own prosperity
through their endeavors and diligent work, which thus advantages the achievement of the
whole foundation. To total up, if a business needs a profoundly energetic, imaginative,
profitable human asset, the significance of occupation fulfillment and authoritative duty
ought not be overlooked. It is evident that high employment fulfillment and authoritative
responsibility will keep away from turnover.
8. Every worker has various types of requirements and desires and it is difficult to fulfill
each need and desire of the representatives. Both worker and business ought to attempt to
create a working condition that they will work in an upbeat, spurred and beneficial climate
to achieve the specific objectives.
Suggestions
By inspecting concentrates on, reports, periodicals and books identified with the subject of
study analyst has create Three primary rules to make compelling strengthening which
prompt high degree for employment fulfillment
General Guidelines for Empowering Managers.
1. To engage individuals in choices that influence them
2. To explain objectives, goals and clarify how the work is connected

3. To Delegate obligation and power for critical work exercises
4. To obtain singular contrasts in capacity and inspiration
5. To Provide access to applicable data
6. To Provide the assets required for new work obligations
7. To Realign administration frameworks steady with strengthening standards
8. To Remove bureaucratic limitations and superfluous controls
9. To Express certainty and trust in individuals
10. To Provide instructing and guidance on an auspicious premise
11. To Encourage and bolster activity and critical thinking
12. To Recognize imperative commitments and accomplishments
13. To Ensure that compensates are equivalent with new obligations

1. Identify individuals with applicable information or mastery
2. Evaluate likely collaboration by members
3. Evaluate likely acknowledgment without cooperation
5. Empower cooperation
6. promote individuals to express their worries
7. Describe a proposition as conditional

8. Record thoughts and recommendations
9. Look for approaches to expand on thoughts and recommendations
10. Be careful in communicating worries around a proposal
11. Listen to disagreeing sees without getting cautious
12. Try to use recommendations and manage concerns
Work outline:
Non-normal and testing undertakings; adaptable innovation; rehashed client connections in
a proceeding with relationship
Independence:
Representatives have flexibility in choosing what work to do and how to do it; workers
have a feeling of control over work.
Conclusion
This study concentrated on worker strengthening at chose organization and how

strengthening is identified with occupation fulfillment, contribution, engagement,
advancement and workplace. The point of strengthening to make a society where
representatives have opportunity to convey what needs be and have the freedom to settle on
choices about how they function. Strengthening or participative administration is a standout
amongst the best methods for offering representatives to use their inventive capacities to
enhance their execution inside of the association they some assistance with working for.
With a specific end goal to make powerful Empowering representatives it is require clear
correspondence channels. This will oblige administration to put resources into expanded
measures of time imparting to representatives and considering input. Moreover, it will
require that administration sincerely assess the correspondence styles and techniques that
are being utilized as a part of the foundation to guarantee the most effective procedures
conceivable. Representative's strengthening assumes an essential part in expanding the
organization's execution. Scientists recommend diverse perspectives on the issue of
democratizing the workplace.
Some of them express that it is critical to make a vote based environment in the
organization and take after standards of worker inclusion. They underline that the length of
individuals in the organization are spurred to think imaginatively, impact their own
particular timetable, give the checking of their own execution and take an interest in the
exercises of the organization, they have much higher execution. They contend that it is vital
to enable representatives. Notwithstanding, there are distinctive perspectives on the worker
contribution in organizations. A few scientists stamp that the strategy of enabling
representatives is not extremely advantageous for organizations since it has numerous
inconveniences. Moreover, numerous experts have arrived at a conclusion that worker
inclusion is just a myth. As a general rule, no workers are included in choice making in the
organization.
Examinations have driven us to the conclusion that worker inclusion in organizations is

constantly gone for the expansion of the organization's execution. Organizations rehearse
any sort of representative contribution during the time spent choice making so as to
empower the workers to get a full perspective of the organization's operations and take part
in various essential exercises.
BIBLIOGRAPHY
Books
Abdollahi, B & Naveh ebrahim,A (2011). Employees Empowerment. Virayesh publication.

Tehran
Conger, J. A & Kanungo, R. N (1988), The empowerment process : Integerating Theory and
Practice
Bandura, A. (1977). Self-efficacy: toward a unifying theory of behavioral change.

Psychological Review
Website
www.vishnuforge.co
m www.scribd.com
www.slideshare.com
www.wikepidea.co
m
Annexure
QUESTIONNAIRE ON EMPLOYEE EMPOWERMENT

Part- A
1 NAME :
2. DEPARTMENT:
3. Gender
a) Male b) Female
4. Age of the Respondent
a) Below 25 b) 25-35 c) 35-45 d) Above 45
5. Qualifications
a) Upto 10th b) PUC Degree
c)Post Graduate d) Professional Degree
d)Others
6. Marital status:
a) Married b) Unmarried
7. Occupations / levels of the Employee
a) Executive Cadre
b) Manager cadre
c) Functional cadre
d) Operational /Workers / supervisor cadre
8. Income level of the employee ( per Month)
1. less Rs.15,000
2. Rs.15,001 to Rs. 30,000
3. Rs.30,001 to Rs.45,000
4. Above Rs.45,000
9. Language - the language you most often speak at home:
a) Kannada b) Tamil
c) English c) Telugu
d) Hindi e) Others
10. Experience
a) Less than 5 years b) 6-10 years
c) 11-15 years d) 16-20 years
e) Above 20 years
Part -B
Highly Dissat Highly

Satisfie NSNDS/
Satisfied / isfied / dissatisfied
Variable responses d/ NAND
Strongly Dis / strongly
Agreed A
Agreed Agree Disagreed
11. I feel excited about my work.
12. I am fulfilled by the work that I do.
13. My sentiment is asked before

changes are made in the way I work.
14.On the off chance that I have an issue

I can talk specifically to hierarchy.
15. I recognize what my employment

requires of me.
16. My work rouses me alongside my

own assurance
17. I take activity at work.
18. Administration tries to illuminate

my business related problems.
19. I am compensated for function

admirably done.
20. I accomplish more than what is

anticipated from me at work.
21. My work is normal and not risky.
22.I know my business responsibility
Variable Responses Yes No
23.Are you glad to get The criticism on your work execution in the last 6 months?
24. Have you gotten a composed cautioning in the last 6 months?
25. Have you been included in any racial episode at work in the last 6 months?
26. Has your pay changed from week after week to month to month in the last 6
months?
27. Has any relative of yours got a recipient from Vishnu forge?
28. Have you been advanced at work in the last 6 months?
29. Has any of your thoughts been actualized at work in the last 6 months?
30. Do you have a supervisor?
31. Have you been educated verbally about your employment description?
32. Have you been given your set of working responsibilities in composed form?
33. Have you gotten on-occupation preparing in the last 6 months?
34. Do you generally get a 45-minute lunch break?
35. Do you generally get tea amid your tea break?
36. Have you been debilitated in any capacity by any associate at Vishnu Forge in the
last 6 months?
37. Does your administrator let you know what to do each day?
38. Are you in the blink of an eye doing distinctive work contrasted with 6months
ago?

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CHAPTER-1

Manufacturing is result of work on metal to a fancied form by use of weight. The

The Indian manufacturing industry constitutes of around 10 substantial units took

Representative strengthening is one of the compelling methods for expanding

3.2 History of Empowerment

3.3 Strengthening approach

b)Organic Approach : Organic methodology is a perspective from base to up, and

Strengthening and Participation : Overall, taking into account different speculations

3.5 Strengthening Strategies

Techniques of preparing critical thinking aptitudes

3.6 Down to earth measures to enabling workers

4. Require the vital abilities in Staff

5. Huge contrasts in the middle of people and association furthermore presence of

6.Tension and anxiety in nature

1. Implementation of proposal framework in association

2. development of value circles

2.2 STATEMENT OF THE PROBLEM

2.3 OBJECTIVES OF THE STUDY

1. To Study the Structure, Growth and Performance of Vishnu Forge industry at

2. To assess the Socio-Demography of selected employees in this company

3. To know the employee empowerment towards productivity in Vishnu Forge industry

4. To evaluate the corrective measurement of employee well being and Empowerment

5. To access the level of satisfaction towards job at work environment.

2.4 SCOPE OF THE STUDY

2.5 RESEARCH METHODOLOGY

Sampling area is the location of the company, Bangalore (H.M.T)

There are two main sources of data collection they

3. Company records and annual reports.

The tool used for data collection in research is questionnaires. A structures

Where o= observed e = data

Classification and tabulation of information collected.

Graphical and chart representation is made for interpretation of

2.6 LIMITATIONS OF THE STUDY

• Approved for guard supplies.

•\ Corporate endorsements by-BHEL, BEML and NTPC.

The Company has a hierarchical structure with well-defined lines of authority,

2.5 ORGANIZATIONAL CHART

2.7 A broad split-up consists of :

2.9 PROCESS FLOWCHART

2.11 PLANNING DEPARTMENT FLOWCHART

2.13 QUALITY CONTROL & ASSURANCE DEPARTMENT FLOWCHART

2.14 RAW MATERIAL DEPARTMENT FLOWCHART

VFIL has installed capacity of about 4000 tonnes per year

Hardening and Tempering of shafts up to 4000 mm in length in vertical calibrated

The premises has :

Have free reserves of more than Rs.3.3 millions.

Has close to Rs.50 million working capital finance.

Bankers to the company: STATE BANK OF MYSORE, HMT INDUSTRIES Estate,

Poised for Rs.800 millions turn-over in the next two years

Vishnu fashion is submitted on auspicious deliveries of properly estimated results of

2.19 QUALITY ASSURANCE (QA)

1. Ensures to characterize quality standards for procedures and items.

2. Provides Quality Assurance arranges.

3. Issues Work Instruction for manufacturing and warmth treatment forms.

5. Ensures alignment of all testing types of gear.

6. Lays down techniques for capacity and pressing.

7. Analyses client dissensions – Does disappointment examination at whatever point

8. Follows up on execution of remedial measures.

9. Carries out steel supplier capability appraisals.