International Journal of Pure and Applied Mathematics

Volume 119 No. 12 2018, 14993-15010

ISSN: 1314-3395 (on-line version)
url: [Link]
Special Issue
[Link]

A Study on Employee Morale with Special

Reference to Butterfly Gandhimathi appliance
Pvt Ltd
1
P. Suganya Devi and 2A.G. Ravi
1
School of Management Studies,
Vels Institute of Science,
Technology and Advanced Studies (Deemed to be University)
Chennai, Tamilnadu, India.
2
School of Management Studies,
Vels Institute of Science,
Technology and Advanced Studies (Deemed to be University)
Chennai, Tamilnadu, India.

Abstract
This topic of study will support the organization to know the strength
and opportunity to develop the employee’s morale and to know the happy
employees and their productive work. The study at Gandhimathi
Appliance were cleared that there showing various faction which
influences morale and productivity of the employees each as Social Security
measures, welfare facilities, salary status, Bonus, heath condition, shift
system and recognition of work are getting much importance. The origins
of the function arose in organizations that introduced 'welfare
management' practices and also in those that adopted the principles of
'scientific management'. To understand about the employee morale and
suggest effective measures to increase morale of the employees of butterfly
pvt ltd. By doing this study we come to know the employees performance
and motivation in the organization. Employee’s relationship & strength
will be found through morale.

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1. Introduction
Human resources are a term used to describe the individuals who make up the
workforce of an organization. Human Resources refer to a function within an
organization charged with the overall responsibility for implementing strategies
and policies relating to the management of individuals. The origins of the
function arose in organizations that introduced 'welfare management' practices
and also in those that adopted the principles of 'scientific management'. From
these terms emerged a largely administrative management activity, coordinating
a range of worker related processes and becoming known, in time, as the
'personnel function', reflecting the adoption of a more quantitative as well as
strategic approach to workforce management, demanded by corporate
management to gain a competitive advantage, utilizing limited skilled and
highly skilled workers. HR managers are responsible to organize people,
reporting relationships, keep a line with company's procedure and policies,
vision, mission, organization metrics and factors that can carry company
towards glories are optimized. Human Resources may set strategies and develop
policies, standards, systems, and processes that implement these strategies in a
whole range of areas. Maintaining awareness of and compliance with local,
state and federal labour laws, Recruitment, selection, and on boarding
(resourcing), Employee record-keeping and confidentiality, Organizational
design and development, Business transformation and change management,
Performance, conduct and behaviour management, Industrial and employee
relations, Human resources (workforce) analysis and workforce personnel data
management, Compensation and employee benefit management, Training and
development (learning management), Employee motivation and morale-
building (employee retention and loyalty).
Objectives of the Study

To know and understand about the employee morale.

To find out the various factors leading to employee morale in the firm.

To know the level of morale of the employees working in the firm.

To know the level of satisfaction of the employees towards the

company.

To suggest effective measures to increase morale of the employees of

butterfly pvt ltd.
Need of the Study

This topic of study will support the organization to know the strength and
opportunity to develop the employee‟s morale and to know the happy
employees and their productive work. High morale will bring motivation in a

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team work and employees‟ high degree of employee‟s interest in their job and
organization. Morale will motivate among the employees for better performance
and job satisfaction. By doing this study we come to know the employees
performance and motivation in the organization. Employee‟s relationship &
strength will be found through morale. Morale will pull together to achieve
group goal.
Limitations of the Study

Most of the employees were busy with their tight work and they don‟t want to
be disturbed. The study was on 70 selected employees, so their need not be the
universal opinion & employees not able to provide exact information because
some of the employees are reluctant to share the information.

2. Company Profile
The Butterfly Group, Pioneers in Stainless Steel Appliances started operations
four decades ago. The company was the first in India, to introduce Stainless
Steel Pressure Cookers and Vacuum Flasks, and acquire the ISO 9002
certification, in the LPG and Mixie divisions. Over the years, under the
enterprising leadership of Mr. V Murugesa Chettiar and his sons, Butterfly has
grown to be a household name among millions in India. Today, Butterfly
manufactures a comprehensive range of home appliances, kitchen products and
cookware. Four state-of-the-art-manufacturing units, backed by the latest R&D
facilities ensure total compliance to standards of excellence in design and
quality. Gandhimathi Appliances, owners of the „Butterfly‟ brand, is the leading
manufacturer of home appliances in India. Its products include kitchen
appliances that are at par with excellence in quality and durability. Gandhimathi
Appliances, owners of the „Butterfly‟ brand, is the leading manufacturer of
home appliances in India. Its products include kitchen appliances that are at par
with excellence in quality and durability. Gandhimathi Appliances is a pioneer
in stainless steel appliances started operations four decades ago. The company
was the first in India, to introduce stainless steel pressure cookers and vacuum
flasks, and acquired the ISO 9002 certification, in the LPG and Mixie divisions.
Over the years, under the enterprising leadership of V Murugesa Chettiar and
his sons, the company has grown to be a household name among millions in
India. Today, it manufactures a comprehensive range of home appliances,
kitchen products and cookware. Four state-of-the-art-manufacturing units,
backed by the latest R&D facilities ensure total compliance to standards of
excellence in design and quality. The company has a state-of-the-art
manufacturing facility. The company‟s R&D facilities has the latest design and
development tools, Spectrum Analyzer etc. to keep up its passion for progress at
all levels. This passion would constantly give birth to new product ranges.
Quality and consistency are the prime motivating factors. Its in-house design
facilities, tool & die-making facilities with an impetus on quality control,
enables it to consistently produce products of the highest quality sticking to the

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finest functionality norms. Its products are exported to the United Kingdom,
Canada, Australia, Japan, Middle East and the East Asian Countries, among
others. The company is managed by Board of Directors namely: Late Mr. V
Murugesa Chettiar, Chairman and Founder, Mr. V.M. Lakshmi Narayanan,
Chairman, Mr. V.M. Balasubramanian, Managing Director, Mr. V.M. Seshadri,
Executive Director for Gangadharam Appliances Ltd, Mr. V.M. Gangadharam
Executive Director for Gandhimathi Appliances Ltd, Mr. Kumaresan, whole
time Executive Director for Technical, Mr. V.R. Sivaraman, Mr. V.R.
Padmanabhan, Mr. V.R. Lakshminarayanan, There are 5 groups of companies
which come under Butterfly as Butterfly Gandhimathi Appliance Ltd. (BGAL),
Lakshmi Light Metal Appliances Ltd. (LLMAL), Swaminathan Enterprises Pvt.
Ltd. (SEPL), Sivagurunathan Industries (SGI), Butterfly Home Appliances Ltd.
(BHAL)

3. Methodology
Descriptive Research: The Research design used in the study was Descriptive
Research design. It includes surveys and fact-finding requires of different kinds.
The major purpose of description research designs, as it exists at present.
The main racteristic of this method is that the researcher has no
control of variables; he can report only what has happened or what is
happening.

Sampling Method: In this study convenient sampling method is used in

selecting the samples.

Population: The population comprises of 70 employees.

Frame: The Frame comprises the employees of Gandhimathi appliance pvt Ltd.

Sample Size: The universe of the study includes workers above. In

Gandhimathi appliance pvt Ltd, the total number of employee is 950. 70
employees are selected for the study.

Data collecting methods: Primary data collection was done through structure
questionnaire. Secondary data was collected from company records.

Primary data: Primary data are those which are collected a fresh and for the
first time and thus happen to be original in character. Primary data can
be collected either through experiment or through survey.

Secondary data: The secondary data on the other hand are those which have
already been collected by someone else and which have already been passed
through the statistical process.

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Data collection instrument: The instrument used for the collecting data was a
structured questionnaire. The questionnaire consisted of 25 questions, with a
Combination of yes or no and five scale questions.

Statistical Tools Used: This researcher has used the following statistical tools:
1. Correlation
2. Regression Equation
Simple Percentage Method

A percentage analysis method is the tools used by the researcher for the analysis
and interpretation. Through the use of percentages the data are reduced in the
standard form with base to 100 which fact facilities relative comparisons. In the
percentage analysis, percentage is calculated by multiplying the number of
respondents into hundred and it is divided by the sample size. Percentage
analysis = (no. of respondent/ total no. of respondent) × 100
Correlation

Statistical correlation refers to a quantifiable relationship between two variables.

Furthermore, it is a measure of the strength and direction of that relationship.
Two measures for each subject (or object) in the group are required.

Pearson Product Moment Correlation

Regression equation

= estimated y and is the value on the y axis across from the point on the
regression line for the predictor x value. (Sometimes represented by or y´.)
This is the estimated value of the criterion variable given a value of the
predictor variable.

a = the intercept point of the regression line and the y axis. It is calculated
through the equation ; therefore, the means of both variables in the
sample and the value of b must be known before a can be calculated.

b = the slope of the regression line and is calculated by this formula:

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If the Pearson Product Moment Correlation has been calculated, all the
components of this equation are already known.

x = an arbitrarily chosen value of the predictor variable for which the

corresponding value of the criterion variable is desired.

For example, the reason observed frequencies in a fruit fly genetic breeding lab
did not match expected

Frequencies could be due to such influences as:

Mate selection (certain flies may prefer certain mates)

Too small of a sample size was used

Incorrect identification of male or female flies

The wrong genetic cross was sent from the lab

4. Review of Literature
Mr. [Link], B.A., a student of P.S.G. College of Arts& Science,
Coimbatore, Who did his M.A, in social work in the year 1973, made
a “Study on Employees” Morales and job satisfaction in the
Cambodia Mills” and has suggested workers participation in
Management, Production incentive bonus to improve employee
morale and his job satisfaction.

Mr. [Link], a student of Madras School of Social work,

who did his post graduation in Social Work in the year 1980, made
“Study on morale in the metal Bon India Limited ” Madras and has
suggested that improved facilities and working conditions will improve the
morale of employees.

Mr. [Link], a study of G.R.D College of science, Coimbatore

who did his M.A., in social work in the year 1991, made a “Study on
employees morale in the Cambodia Mills” , has suggested that good
working conditions welfare facilities, enhance good morale in the opinion of
majority of the respondents inspect of a few negative o p i n i o n
relating to poor worker‟s participation in the management,
promotion and transfer policies.

Herzberg,1965,Herzberg found that is 54% of the studies morale was related to

high productivity which is 35%, morale and productivity did not reveal
relationship. In 11% of the studies, h i g h morale was associated with low

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productivity. Evidence support the view that level of satisfaction was directly
related to performance on the job.
Employee Morale

An attitude of satisfaction with a desire to continue and strive for attaining the
objectives of a factory. Morale is purely emotional. It is an attitude of an
employee towards his job, his superior and his organization. It is not static
thing, but it changes depending on working conditions, superiors, fellow
workers pay and so on. Morale may range from very high to very low. High
Morale is evident from the positive feelings of employees such as enthusiasm;
desire to obey orders, willingness to co-operate with co-workers. Poor or low
Morale becomes obvious from the negative feelings of employees such as
dissatisfaction, discouragement or dislike of the job. Morale is a fundamental
psychological concept. It is not easy to define. Morale is the degree of
enthusiasm and willingness with which the members of a group pull together to
achieve group goal. Employee Morale plays vital role in the origination success.
High Morale leads to success and low Morale brings to defeat in its wake. The
plays of Morale are no less important for an industrial undertaking. Employee
morale is an issue that many organizations tend to forget about between endless
paperwork and meetings. Employee morale may seem like just another item
that is low on the long list of priorities that a manager has to deal with
daily. However, ignoring the morale of staff members can be a big mistake for
an organization. Keeping morale high can be easy and can have a large payoff
for the company. Positive employees have better focus, more dedication and are
more loyal to the company. When an employee is happy with their job they will
be more likely to put in extra effort to contribute to their work. When an
employee is fully concentrating on their work, great things can happen for the
company. Satisfied employees will be more likely to create new ideas and
generate revenue for the business. Often a business may not think of the
repercussions of an employee leaving a company on bad terms. When an
employee has negative feelings about a company, whether they leave their job
or not, they can cause problems. An unhappy employee can speak of the issues
they are having with people outside of the business. This can affect the
reputation of the business in the public and with current clients. In addition, this
can negatively affect how well the company can recruit qualified new
employees. With all of the potential problems that poor employee morale can
cause it should be a priority to maintain a good work atmosphere for staff
members. The process of cultivating high employee morale is simple. There are
a few key factors that should be taken into consideration to keep employees
satisfied. The types of Morale as High Morale will lead to enthusiasm among
the workers for better performance. High Morale is needed a manifestation of
the employees strength, dependability pride, confidence and devotion. Some of
the advantages of high Morale such as Willing cooperation towards objectives
of the organization, Loyalty to the organization and its leadership, Good
Leadership, Sound superior subordinate relations, High degree of employee‟s

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interest in their job and organization, Price in the organization, Reduction in

absenteeism and labour turnover, Reduction in grievance, Reduction in
industrial conflict, team building & Employee Empowerment.
Low Morale indicates the presence of mental unrest. The mental unrest not only
hampers production but also leads to ill health of the employees. Low Morale
exists when doubt in suspicion are common and when individuals are depressed
and discouraged i.e., there is a lot of mental tension, High rates of absenteeism
and labour turnover, Decreased quality, Decreased Productivity, Excessive
Complaints and Grievances, Frustration among the workers, Lack of discipline,
Increase errors, accidents or injuries.

Factors affecting morale: Employee Morale is a very complex phenomenon and

is influenced by many factors on the shop floor. Several criteria seem important
in the determinants of Levels of worker Morale such as: Objectives of the
organization, Organizational design, Personal Factors, Rewards, Good
Leadership and Supervision, Work Environment, Compatibility with fellow
employees, Job Satisfaction& Opportunity to share profit.

Measurement of morale is basically a psychological concept. As such the

measurement of morale is a very difficult task to measure it directly. However
the following methods are more commonly used to study employee Morale as
Observation Method: Under this method evaluator observes the employees on
work and records their behavior which has developed in them. The changes in
the attitude and behaviour of the employee are the indicators of high and low
Morale. Attitude Surveys: In order to overcome the limitation of the above
method attitude survey method is being largely employed in modern days. This
method includes conducting surveys through questionnaires and interviews.
This relates what the workers are looking in and what step should be taken to
improve their approach towards work. Company Records and Reports: The
records and reports relating to Labor turnover, rate of absenteeism and the
number of goods rejected strikes and such other things, which are indicators of
the level of morale. Counseling: Under this method employees are advised to
develop better mental health. This method is used to find out the causes of
dissatisfaction and then to advice the employee by way of remedial measures.
The above methods of the measurement of the employees present only the
tendencies or the attitude of the employee morale. The statistical measurement
of morale is not possible because it relates to the inner feelings human beings.
We can say that morale is increasing or decreasing, but cannot measured how
much it increased or increased. Building of high morale in order to achieve high
morale among the employees the following suggestion may be followed as
Two-Way Communication, Show Concern, Job Enrichment, Modifying the
work environment, Rotation of Jobs, Incentive System, Welfare Measures,
Social Activities, Training, Workers Participation, Offers recognition of the
employee efforts. Also, employees can be given performance awards or have
their name mentioned at staff meetings, posted on a notice boards or in

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employee inter office E-mail to say that someone did a note monthly Job. All of
these simple modes of painting out individual team or group behavior serve as
very strong methods of improving productivity self worth and morale.
Data Analysis and Interpretation

Table 4.1

Respectability towards the employees

Attributes No of people responded Percentage
Never 12 17%
Rarely 25 36%
Sometimes but not very often 1 1%
Often but not always 10 14%
Always 22 31%
Total 70 100
Interpretation

From the above table, 36% of the employees were responded that the respects
were given rarely but 31% of the employees were responded that they are
treated equally. There is interrelationship between the employees. So there is
balancing option.

Respectability towards the employees.

CHART 4.1
never
17%
31% rarely

sometimes but
26% not very often
14%
often but not
1% always

Table 4.2

Feeling of success and satisfaction.

Attributes No of persons respondents Percentage
Never 10 14%
Rarely 27 39%
Sometimes but not very often 8 11%
Often but not always 8 11%
Always 17 24%
Total 70 100

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Interpretation

The above table gives the evident fact that employees in the organization don‟t
feel happy or proud about their achievements in their job. They seem to lack
self-satisfaction and carry out the tasks for job-sake. Hence their work should be
properly.

Feeling of success and satisfaction

CHART 4.2
never
14%
24%
rarely
11%
40%
sometimes
but not often
11%

Table 4.3

Organizational inspiration for the employee

Attributes No of persons respondents Percentage
Agree 23 33%
Strongly agree 19 27%
Neither agree nor disagree 5 7%
Disagree 15 21%
Strongly disagree 8 11%
Total 70 100
Interpretation

From the above table show that 33% employees were responded always by
inspiration. The company serves as an inspiration to most of the employees.
This inspiration is obtained in many ways. It may come through the support or
aid given by the company. Inspiration is a must for every employee in each and
every organization.

Organizational inspiration for the employee

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CHART 4.3
agree
15% 11%
strongly agree

28% 36% neither agree nor

disagree

10% disagree

Table 4.4

Employee excitement and enthusiasm about their job

Attributes No of persons respondents Percentage
Agree 19 27%
Strongly agree 18 26%
Neither agree nor disagree 11 16%
Disagree 10 14%
Strongly disagree 12 17%
Total 70 100
Interpretation

Enthusiasm factor is important among the employees of an organization. Only

if the employees have enthusiasm in their work, they can tend to complete their
work faster and accurate. They would have better concentration towards their
work. In Gandhimathi Appliances, 37 out of 70 employees who responded the
sample questionnaire seem to be enthusiastic about their job. 11 workers were
not able to decide on their level of enthusiasm. 22 people felt that they had no
enthusiasm towards their work.

Employee excitement and enthusiasm about their job.

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CHART 4.4
agree

17%
27% strongly agree

14%
neither agree nor
16% disagree
26%
disagree

Karl Pearson‟s correlation

Table 4.5
X Y Xy x2 y2
10 12 120 100 144
27 25 675 729 625
8 1 8 64 1
8 10 80 64 100
17 22 374 289 484
∑x=70 ∑y=70 ∑xy=1257 ∑ x2=1246 ∑ y2=1354

Y is Respectability towards the employees and X is Feeling of success

and satisfaction

Here N=5

5(1257) – (70) (70)

_________________________________________
R=

√ 5(1246)-(70)2 √5 (1354)-(70) 2

1385
_________
R=

1576.53

R= 0.8785

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Interpretation

From the above statistical tool correlation we find out the correlation between
the Respectability towards the employees (table 4.1) and feeling of success and
satisfaction (table 4.2), the solution of two tables we got positive value so there
is relation between accomplishment and treated equal respect. If the employee
were getting good respect intends the accomplishment and pride will be good
and the company morale will be increases.

Regression

Table 4.6
X y
23 18 324 19 8 144
19 14 196 18 7 98
5 0 0 11 0 0
15 10 100 10 -1 -10
8 3 9 12 1 3

Organizational inspiration (x) and opinion about employee excitement and

enthusiasm about their job (y)

=235 = 629

Regression formula

b=235/629

b=0.3736
Interpretation

From the above solution we find out the regression between table 4.3 and 4.4,
the employees should have to inspire and there have to work properly so that
there can work enthusiastic about the job.

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5. Findings
Majority of the respondents are having good relationship with fellow
workers supervisors but there is less relationship between other
departments.

Respondents have opinion that they are not getting good morale from
their supervisor when they are fulfilling the work. It may de-motivate
employees in the organization.

Majority of the respondents are having good leadership from the union
leader.

The respondents expressed that they have heavy work load in the
organization.

Majority of the respondents are inspired in the organization by doing

their work. It shows the level of the morale.

The respondents are said there is more turnover in the organization.

Majority of the respondents are not having better feeling after their
success. It show that the supervisor not giving the better motivation.

Majority of the respondents were achieving their goals in their work.

6. Suggestions
To improve the level of Employee Morale, Organization may consider the
following suggestion.

Management should maintain the goals and responsibility toward the

employees.

It will be more effective if the management could arrange some more

adequate motivation programs.

Management should reduce the work load of the employees.

It is better the management should recognize the special talents.

Employees should be treated friendly and should be allowed to

participate in the problems.

Management should take the necessary step for the improvement inter-
department cooperation.

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Management should be take steps to reduce employee‟s turnover. So

that management should provide motivation to retain the employees.

7. Conclusion
Morale is psychological concept. Morale is not a cause but rather the effect or
result of many going awry. Morale drifters from person to person, industry to
industry, level of education age, nature of work etc. Morale may be range from
very high to very low. By this study in Gandhimathi Appliance were cleared
that there showing various faction which influences morale and productivity of
the employees each as Social Security measures, welfare facilities, salary status,
Bonus, heath condition, shift system and recognition of work are getting much
importance. To conclude employee morale plays very important role in every
organization. Good employee morale is the key role for success of the
organization. Unless an employee has poor morale if always a possibility of
employee disharmony and also affect smooth running of the organization.

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