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CHAPTER: I
INTRODUCTION
1
1.1 Introduction of the study
Empowerment is a process which has evolved in response to the trend towards a greater
degree of responsibility and involvement amongst employees in the running of their
organization. The advantage of an empowerment or involvement are said to include higher
quality products and services, less absenteeism, lower turnover, better decision-making and
better problem solving which, in turn, result in greater organizational effectiveness.
An empowerment process involves change, which may be painful and frustrating. The
process also takes vast amount of time and energy. Empowerment fosters the decision-
making, issues and to motivate the employees who get immense job satisfaction. In the
contemporary business environment, empowerment is essential to be more competitive and
productive. In most organizations, empowerment is not practised in true spirit because of
the absence of a positive organizational culture that believes in trust, transparency and
employee development.
Empowerment is not an end state; but a process that all human being
experience. Employee empowerment has been toughened as a panacea for improving
organizational competitiveness through enhanced employee motivation, morale,
satisfaction, commitment and innovation.
This project was done with reference to Kitex Ltd, Kizhakambalam on the title
‘‘a study on employee empowerment and involvement level in kitex limited’’.
2
1.2 Statement of problem
Changing organizational culture can be a difficult task. Several studies identify
factors which contribute to organizational culture. Two such factors are empowerment and
employee involvement. This study is done in organization which is attending to improve
organizational culture. Through the evaluation of employee perspectives, recommendations
are made to enhance empowerment and employee involvement factors to trigger a shift in
the organizational culture.
Representatives have the opportunity to effect empowerment by applying the HR
strategies. They possess knowledge, skills, relationships and the position to champion
empowerment initiatives, facilitate the development of empowering managers, implement
empowering programmes and provide a knowledge base regarding empowerment.
1.3 Importance of the study
• It helps to study about the manufacturing industry and Kitex Ltd, Kizhakambalam.
• It helps in identifying the level of employee empowerment in Kitex Ltd.
• It reveals what are the factors affecting employee empowerment.
• It indicates the employee’s suggestion and opinion for improving the employee
empowerment level.
• It creates the feeling of belongingness.
• It has power to strengthen the creativity of the employees.
3
1.4 Scope of the study
This study identifies the employee empowerment and involvement level in
Kitex Ltd and identifies the factors which are to be changed and improve which make the
organization to adopt better method and there by improve its involvement level in decision
making and achieve its objectives effectively and efficiently. The respondents are taken for
analysis to arrive at the finding and suggestion, which can be beneficial for the
organization to increase the employee empowerment and involvement level.
1.5Objectives of the study
Primary Objectives :
• To study about the employee empowerment and involvement level in KMML.
Secondary Objectives :
• To study about the employee empowerment and involvement level in Kitex Ltd.
• To find out the extend of empowerment being provide by the company among the
employees.
• To know about the employee roles in making substantive decision.
• To suggest some measures to be taken by the company to improve the degree of
empowerment among the employees.
1.6Period of study
4
Duration of the study conducted to 2 months in the employees of Kitex Ltd,
Kizhakkambalam, Ernakulam.
1.7Assumptions of the study
• The data collected from the employees were unbiased.
• The data collected from the secondary sources were true.
1.8Limitations of the study
• Employees can misuse the increased power given to them.
• Dissatisfaction among employees occurs due to self-priority rather than group success.
• Fallacies occur due to improper training imparted to managers.
• There might be interpersonal conflicts among the group members.
• Organizations may insure high cost on training.
• There may be loss of time in deploying regular jobs.
5
CHAPTER: II
PROFILES
6
INDUSTRY PROFILE
7
2.1INDUSTRY PROFILE
2.1.1Textile Industry in India
The term ‘Textile’ is a Latin word originating from the word ‘texere’ which means to ‘weave’.
Textile refers to a flexible material comprising of a network of natural or artificial fibres,
known as yarn. Textiles are formed by weaving, knitting, crocheting, knotting and pressing
fibres together. Textile Museum is that specialised category of museum which primarily
preserves different types of textile and textile products.
The history of textile is almost as old as that of human civilization and as times
moves on the history of textile has further enriched itself. In the 6 th and 7th century BC, the
oldest recorded indication of using fibre comes with the invention of flax and wool fabric at
the excavation of Swiss lake inhabitants. In China, the discovery and consequent development
of sericulture and spin silk method got initiated at 2640 BC while in Egypt the art of spinning
linen and weaving developed in 3400 BC. The discovery of machine and their widespread
application in processing natural fibres was a direct outcome of the industrial revolution of the
18th and 19th centuries. The discoveries of various synthetic fibre like nylon created a wider
market for textile products and gradually led to the invention of new and improved sources of
natural fibre. The development of transportation and communication facilities facilitated the
path of transaction of localised skills and textile art among various countries.
The history of development in textile industry was started in Britain as the
spinning and weaving machines were invented in that country. High production of wool,
cotton and silk over the world has boosted the industry in recent years. Though the industry
8
was started in UK, still in 19th century the textile production was passed to Europe and North
America after mechanization process in these areas. From time to time Japan, China and India
took part in industrializing their economics and concentrated more in the sector. Japan, India,
Hong Kong and China became leading producers due to their cheap labour supply, which is an
important factor for the industry.
2.1.2Global Scenario
According to statistics, the global textile market possesses a worth of more than $400
billion presently. In a more globalized environment, the industry has faced high competition
as well as opportunities. It is predicted that global textile production will grow by 25%
between 2002 and 2010 and Asian region will largely contribute in this regard. High
production of wool, cotton and silk over the world has boosted the industry in recent years.
Japan, India, Hong Kong and China became leading producers due to their cheap
labour supply, which is an important factor for the industry. The World Trade Organization
(WTO) has taken so many steps for uplifting this sector. In the year 1995, WTO had renewed
its MFA and adopted Agreement on Textiles and Clothing (ATC), which states that all quotas
on textile and clothing will be removed among WTO member countries. However the level of
exports in textiles from developing countries is increasing even if in the presence of high
tariffs and quantitative restrictions by economically developed countries. Moreover the role of
multifunctional textiles, eco-textiles and customized textiles are considered as the future of the
textile industry.
2.1.3Indian Scenario
Textile industry in India is the second largest employment generator after agriculture.
It holds significant status in India as it provides one of the most fundamental necessities of the
9
people. Textile industry was one of the earliest industries to come into existence in India and it
accounts for more than 30% of the total exports. In fact Indian textile industry is the second
largest in the world, second only to China.Textile industry is unique in
terms that it is an independent industry, from the basic requirement of raw materials to the
final products, with huge value addition at every stage of processing. Textile industry in India
has vast potential for creation of employment opportunities in the agricultural, industrial,
organized and decentralized sectors rural and urban areas, particularly for women and the
disadvantaged. Indian textile industry is constituted of the following segments: Readymade
Garments, Cotton Textiles including Handlooms, Man-made Textiles, Woolen Textiles,
Handicrafts, Coir and Jute.
Till the year 1985, development of textile sector in India took place in terms of general
policies. In 1985, for the first the importance of textile sector was recognized and a separate
policy statement was announced with regard to development of textile sector. In the year 2000,
National textile policy was announced. Its main objective was to provide cloth of acceptable
quality at reasonable prices for the vast majority of the population of the country, to
increasingly contribute to the provision of sustainable employment and the economic growth
of the nation and to compete with confidence for an increasing share of the global market. The
policy also aimed at achieving the target of textile and apparel exports of us $ 50 billion by
2010 of which the share of garments will be us $ 25 billion.
2.1.4Strengths ofIndian Textile Industry
India has rich resources of raw materials of textile industry. It is one of the largest
producers of cotton in the world and is also rich in resources of fibers like polyester, silk,
viscose etc...
10
India is rich in highly trained manpower. The country has a huge advantage due to lower
wage rates. Because of low labour rates the manufacturing cost in textile automatically
comes down to very reasonable rates.
India is highly competitive in spinning sector and has presence in almost all processes of
the value chain.
Indian garments industry in very diverse in size, manufacturing facility, type of apparel
produced, quantity and quality of output, cost, requirement for fabric etc... It comprises
suppliers of ready-made garments for both domestic or export markets.
2.1.5 Weaknesses of Indian Textile Industry
Indian textile industry is highly fragmented in industry structure, and is led by small scale
companies. The reservation of production for very small companies that was imposed
with the intention to help out small scale companies across the country, led substantial
fragmentation that distorted the competitiveness of industry. Smaller companies do not
have the fiscal resources to enhance technology or invest in the high–end engineering of
processes. Hence they lose in productivity.
Indian labour laws are relatively unfavourable to the trades and there is an urgent need
for labour reforms in India.
India seriously lacks in trade pact memberships, which leads to restricted access to the
other major markets.
2.1.6 India’s major competitors in the industry
11
Although the textile industry contributes 9% of GDP and 35% of foreign exchange earnings,
India's share in global exports is only 3% compared to China's 13.75 % per cent. Expressed in U.S.
Dollars, India's exports value $10 billion, in sharp contrast to China's $77 billion and while India
is still concerned with its "fine-tuning" policy, China seems to have its sights on a more strategic
dimension.
In addition to China, other developing countries are emerging as serious competitive threats to India.
Looking at export shares, Korea (6%) and Taiwan (5.5%) are ahead of India, while Turkey (2.9%)
has already caught up and others like Thailand (2.3%) and Indonesia (2%) are not much further
behind. The reason for this development is the fact that India lags behind these countries in
investment levels,technology, quality and logistics.
Over the years, the industry has served to bring money into the country to fuel the
development of other industries and in this sense, the country will continue to benefit
significantly by virtue of producing and manufacturing clothing and textiles.
There are several areas where China enjoys a distinct advantage over India in a
manufacturing-type industry such as textiles. Perhaps the most noticeable advantage is the
difference in foreign direct investment (FDI), especially by Chinese nationals living abroad.
In fact, China is now the largest recipient of FDI cash inflows, ahead of the United States.
Furthermore, China has undergone significant trade reform in recent years, especially in
opening its market to foreign competitors and privatizing large government agencies.
This compares to the relative stagnation of outdated policies that better describes India's
approach. And finally, it is simply much more efficient and cheaper for goods to reach the
U.S. from the port of Hong Kong and other China ports, versus from India. However, India
enjoys a similar comparative advantage for serving demand in the European Union.
2.1.7State Scenario
12
The southern states have a rich legacy of traditional textiles. They are the irrefutable
textiles maharajas of the country; churning out enviably stunning silks and cottons that are
lapped up by people all across the continent. The textile industry generates huge revenues for
Kerala.
Thrissur is famous for the textile industry. Thrissur is also famous for its hosiery mills.
Lakshmi mills of pullazhi, Rajagopal textiles of Athani, Alagappa textiles of Alagappa nagar
are famous for their textile industry. Besides weaving saris, Kerala also produces premium
quality lace and embroidered goods .It is usually done by women artisans. Caps are produced
in bulk at Kasargod which is then exported to Gulf and African countries.
Kannur around 350 km north of Kochi, is Kerala’s leading textile export hub. Its
export of textile products is worth around Rs.3 billion a year, according to industry sources.
As the US Dollar weakens against the rupee, the going is getting tough for textile exporters
here the dollar, which fell around 15 percent from March this year has burned a Rs.450 million
($11.4 million) hole in the pockets of exporters. Kannur has around 40 textile export units.
The sector employees around 50,000 people in the district.
The major competitors were MCR, ANGEL, JANSON, RAMRAJ etc.....
13
COMPANY PROFILE
14
2.2COMPANY PROFILE
Vital Statistics
Name : KITEX LIMITED
Address : Kizhakkambalam, Aluva, Ernakulam
Registered Office : Kizhakkambalam
Nature of Incorporation : Public Limited Company
Nature of Business : Manufacturing Cotton Textiles
Founder : Mr. M.C. Jacob
Chairman and M.D : Mr. Bobby.M.Jacob
Total Build Up Area : 1650000 sq.ft
Production Capacity : 3500 sq. meters/day
Employment Potential : 2000
Total Capital Employed : 2 Crores
Sales Turn Over : 200 Crores
Auditor : Varma and Varma
Bankers : Federal Bank, ICICI, Canara Bank
15
2.2.1 Introduction of the company
Kitex Limited a prominent prodigy in the field of textile industry began its spectacular display
in 1975 Kizhakkambalam, Aluva, Ernakulam. This prestigious company is one of the 6 th brand
divisions of Anna Group. Kitex group of companies is a celebrity among the industrial giants
in our country. This weaving unit is engaged in production of fabric made of cotton and other
blends, grey cloth, bed sheets, dhothies, mull and lungies. They are marketed through a
network of nearly 2000 authorized dealers. Through the years the company has carved a niche
for itself in this highly competent industry with its tradition of internationally accepted
products.
The company was established to set up an efficient industrial estate to provide
technical, industrial, financial and marketing facilities to power loom owners and to create job
opportunities to reduce unemployed. Considerable infrastructure facilities have been built up
by way of buildings, electrical distribution systems, supporting machineries for warping,
sizing, etc... to help power loom owners.
The group got highest regards for the welfare of the employees and general public.
Several charitable programmes were organized for the benefit of the lower strata of the
society. The group is also providing a very good accomodation and canteen facilities to
employees who hail from all over Kerala. In the market survey conducted in 2007 of
consumable products named, ‘‘Top 20 Products’’ in Kerala, Kitex got 11 th rank with a score of
201.8736. The rank was decided on the basis of the consumer’s acceptance or popularity.
2.2.2 History and Growth of the company
More than three decades age in 1968, when Mr.M.C. Jacob founded the Anna Aluminium
Company, he made a break with the past. Belonging to an affluent family of
16
plantation owners, he ventured in to the risky world of manufacturing industry and hoped for
the best, while working very hard to make his maiden venture to a great success.
Today the group is involved in manufacturing of aluminum sheets, circles, vessels and
utensils, spices, fabric, school bags, garments and marine exports etc. The ‘Anna’ ranges
vessels and utensils are highly popular in domestic market and in the Middle East, U.S.A,
Africa, and Australia. The group of turnover is around 200crores.
Anna Group, a multi core success story began in 1968 is now spread heading the thrust in to
the new millennium. From a company devoted to the manufacture of aluminum vessels and
utensils, it involves spices and fabric, school bags, garments and marine exports. It has
emerged as a multi-dimensional giant with interest in various fields ranging from textiles to
spices to baggage. Anna Group, where quality the buzzword has opened new vistas of exciting
challenges. Today Anna ranges of product are very popular in domestic market and overseas.
Anna Group’s weaving unit, Kitex Limited was established in 1975. The company is engaged
in the production of fabrics made of cotton and other blends, grey cloth, bed sheets and
lungies. Through the years, the company has carved a niche for itself in this highly
competitive industry with its tradition of world-class quality.
Kitex is engaged in production of fabrics made of cotton and other blends, grey cloth, bed
sheets and lungies are available in four various types-Executive, Medium Super, Medium and
Economy all are priced differently.
Kitex white gives you an array of white dhothies single as well as double. It becomes with
streaks of colors and gold to add to the looks your dhothies. We also have beautiful and wide
range of bed sheets under the label of Sweet Dreams. Through the years the company has
carved a niche for itself in this highly competitive industry with its tradition of world-class
quality.
17
The company has a well-organized production department and is committed to cent percentage
quality in all the production process. In the production department Kitex has 480 power looms
and 20 automated looms. There are about 390 workers in the plant. They use both automated
and power looms in the production process. The annual sales range is in between US $10
million – US $50 million.
Kitex follows a line organizational structure and their span of management is narrow due to
this they have the advantage like reinforcing authority relationship by emphasis of status
given, preventing cross communication etc.
Kitex products are marketed through 1500 authorized dealers. Kitex fabrics are now exported
to many parts of the world. Kitex is going in for a major expansion plan to augment the
production capacity. At the dawn of the new millennium Kitex entered in to the luggage and
baggage industry under the brand name of ScooBee Day.
Diversified Activities
Anna Aluminium.
Saras Spices.
Kitex Garments.
2.2.3 Quality Objectives of Kitex Limited
Increase production by 60% from the present level by adding essential machinery,
manpower and solving space constraints.
Reduce the present product reduction by 50%.
Reduce the specific fuel and electricity consumption by 10%.
Reduce the customer complaints by 50% (Improving quality products and services.)
18
2.2.4 Mission
They are committed to manufacture and deliver quality greige fabric and processed fabric as
per customer specification, efficiently in a professional and environment friendly manner, on
time and at the right cost with utmost customer satisfaction, while driving to become a world
class organization through continual improvement.
2.2.5Vision
A world class manufacturing company focusing on all round business excellence through a
total quality management system with committed leadership, effective teamwork, delighted
customers and satisfied employees in an environment friendly organization
Mile Stones in the History of Kitex
Anna Group’s weaving unit, Kitex Limited was established in 1975.
Celebrated silver jubilee in 2000.
‘‘Kristhu Jayanthy’’ award for the year 2000 was conferred to Mr. Jacob during 82nd All
Kerala Catholic Congress for his noteworthy contribution to the economy of Kerala.
Kitex got ISO 9001-2000 certification in February 2007.
Advertising Industries Media presented a memento ‘‘Kerala Adifest 2007’’.
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World Class Manufacturer
LEADERSHIP & TEAM WORK
QUALITY PROCESS &
PEOPLE
POLICY & STRATEGY
CUSTOMER
Samman Pathra of Government of India, Ministry of Finance and Department of
Revenue awarded for outstanding performance.
ISO 9001:2008, WRAP (World Wide Responsible Accredited Production) certified
garment manufacturer and exporter, Oeko – Tex certificate of quality, GOTS (Global
Organic Textile Standard) certified logo for organic label are achieved by Kitex
Garments.
Best business man award 2012 of ‘‘Dhanam’’ magazine was given to Mr. Bobby Jacob.
Departments
The different departments in the company include the following:-
1. Marketing Department
2. Human Resource Department
3. Finance Department
4. Store Department
5. Purchase Department
6. Production Department
7. Quality Department
2.2.6Future Vision of Kitex Ltd
To reach excellent quality standards in the coming years.
To keep in pace with modern technologies and concepts.
To organize supply of material at minimum cost, to maximum extended possible without
any compromise in quality.
This year they expect 20-30% growth.
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2.2.7 Future Expansion Plan
Weaving capacity is doubled from 5,00,000 to 10,00,000 by adding 120 shuttle looms. Now
the company is planning to import raw materials Dornier and Pecanor. Diversifications of
new products are being added. As a part of expansion, Kitex Ltd garments unit is
developing and there is also future plan to expand the capacity of Trawell day Bag unit for
improving the quality and for developing the production capacity.
ISO 9001-2000
KITEX got ISO 9001-2000 certification in February 20, 2007
They are committed to manufacture and deliver quality fabrics and processed fabrics as per the
customer specification, efficiently in a professional and environment friendly manner, on time
and at the right cost with at most customer satisfaction, while driving to become a world class
organization through continual improvement.
21
PRODUCT PROFILE
22
2.3 PRODUCT PROFILE
2.3.1 Kitex Lungies / Bed Sheets / Dhothies
Kitex Lungies :-
EXECUTIVE :- Superior quality lungies available in various designs and colours.
MEDIUM SUPER :-Comfortable lungies you would love to drape. Available in various
designs and colour combinations.
MEDIUM :-Experience freedom and coolness with Medium range of lungies, comes to
you in warm colours and in various designs.
ECONOMY :-After a hard day’s work, jump into lungi to ease your tension, to smooth
your senses and to feel relaxed.
23
Executive 130cm×200cm 175 Rs.
Medium 127cm×200cm 145 Rs.
Medium super 127cm×200cm 160 Rs.
Standard 127cm×190cm 125 Rs.
Supreme 127cm×200cm 160 Rs.
Economy 127cm×200cm 135 Rs.
Kitex Bed Sheets :-
SWEET DREAMS 60 :- Beautiful king-size bed sheets available in beautiful design and
pleasant colours to suit our bedrooms.
SWEET DREAMS 50 :- Beautiful bed sheets available in beautiful design and pleasant
colours to suit bedrooms.
Sweet dreams 50. 128cm×225cm 177 Rs.
Sweet dreams 60. 152cm×225cm 199 Rs.
Sweet dreams double sheet. 225cm×175cm 304 Rs.
Duo (1sd 60 bed sheet+2 pillow covers.) 152cm×225cm 330 Rs.
Solitude 1 double sheet. 152cm×225cm 186 Rs.
Sweet dreams king size. 250cm×225cm 408 Rs.
Duplex (1 solitude bed sheet+2pillow covers.) 152cm×225cm 306 Rs.
Soft dreams king size+2 pillow covers. 225cm×250cm 575 Rs.
Sweet dreams DS + 2 pillow covers 225cm×175cm 435 Rs.
Kitex Dhothies :-
SMART LINE :-White single dhothi with streaks of either dark red or dark blue or dark
green lines, which can be worn equally at home and outdoors.
SMART LINE GOLD :-Cream colour single dhothi with streaks of Gold Jerry lines for
special occasions.
READY WEAR:- plain white single dhothi you'll love to drape. The anywhere, anytime
wear.
24
SAMRAT:- Pure cotton white double dhothi with lines in 5 different colours to choose
from.
Ready wear 127cm×200cm 120 Rs.
Smart line single 127cm×200cm 135 Rs.
Smart line gold single 127cm×200cm 150 Rs.
Smart double 127cm×385cm 250 Rs.
Smart plus double dhothi white
board kara
127cm×385cm 250 Rs.
Smart ivory plus XL 127cm×400cm 260 Rs.
Smart premium RX 127cm×385cm 310 Rs.
2.3.2 Dago Bert Shirting and Suiting
The shirting and suiting brand from Kitex Ltd, Dago Bert, is created from the finest cotton.
Incorporating the best contemporary designs along with the latest weaving techniques, the
clothing materials are not only elegant and comfortable, but also are long-lasting and
reasonable. Dago Bert Shirting and Suiting are available in a variety of colours and shades
to suit any occasion, from work to party.
2.3.3 Adonis and Agna Inner wears
The premium inner wear creations from Kitex Ltd are marketed under the brand names,
Adonis and Agna. Adonis, the premium range inner wears for men are made from high quality
fabric and resilient to daily wear and tear. Agna, this exclusive array of women’s inner wear
offers feminine and flawless fit and comfort to every women.
25
2.3.4 Scoobee Loobee Kids Wear
Kitex now offers a wide range of kids wear under the brand name, Scoobee
Loobee. Scoobee Loobee kids wears are specially meant for infants of new born to 5 years.
2.3.5 Scoobee Day Bags
The renowned Anna-Kitex group forayed in to the luggage and baggage industry with
Scoobee Day an exclusive brand of school bags. These bags are made using Ripstop fabrics
that are woven using special reinforcing technique and are well water-proofed, making them
durable and highly resistant to wears and tears.
2.3.6 Trawell Day Bags
Trawell Day Bags are stylish, meant for daily use and make any traveling hassle free for the
users. Highly spacious, secure and convenient. These bags are also well water proofed with
water proof nylon lining. The variety of trawel bags, trolley bags, business bags, lap-top bags,
back-pack bags, beauty case bags are reasonably priced to suit all buyers.
26
CHAPTER: III
REVIEW OF LITERATURE
27
3 REVIEW OF LITERATURE
EMPOWERING EMPLOYEES
Empowering employee means putting employees in charge of what they do. In
organizations, there are managers being called coaches, advisors, sponsors or facilitators.
In some organizations, employees are now called associates and there is blurring between
the roles of manager and workers. Decision making is pushed down to operating level,
where workers are being given freedom to make the choice about schedules and
procedures and to solve work related problems. In 1980’s managers were encouraged to
get their employees to participate in work related decisions. Now managers are going
considerably further by allowing employees full control of their work. An increasing
number of organizations are using self-managed teams, in which workers operate largely
without bosses. They are putting employees in charge of what they do and in so doing,
managers have to learn how to give up control and employee have to learn how to take
responsibility for their work and make appropriate decisions.
The traditional management and administration believed that lower level
employees do not have managerial skills, managerial knowledge and managerial
aptitude. Therefore, managers at the top level used to take strategic decisions and
manager at the middle level used to take executive decisions and manager at the lower
level used to take operational decisions and workers were used to carry out or implement
the decisions and also implement them by providing training and development and
delegating authority and responsibility.
Environmental changes and increased global competition leads the employee
empowerment has a main important role in management. Employee’s empowerment is
one of the effective techniques for improving employee productivity and optimal use of
capacities and capabilities in the organization. Empowerment is one of the promising
28
concepts of business world that has been less attention to it, but now has been turned to
the topic. But despite numerous discussions about the benefits of empowerment it
utilization is small and insignificant and although empowerment to allow managers to
use the knowledge, skills and experience of all organization people but unfortunately
there is little to know the number of managers and groups that way of creating a culture
of empowerment. Randolph (2003) believes that empowerment is not only ‘‘giving
power to the people to decide’’ but he believes empowerment is intelligent decision
making powers to help the company to perform the effective activity.
Thomas and Velthhouse (1990) believe that the concept of empowerment cannot be
defined with one letter. They express ‘‘psychological empowerment’’ as a process that
increases the job internal motivation that includes four areas such as Impact,
Competency, Choice, Meaning and Trust and they enter this issue for the first time in
management literature.
Impact
Sense of impact and efficacy is the process that peoples can be influence on management
strategies, outcomes and results. In this dimension the managers gives opportunity to
employees to be able to do.
Competency
Competency refers to the degree that a person could be performed the job responsibilities with
successfully. Some believe that this feature is the most important element because the ability
to feel self-efficacy determines whether a person tries and persistence hard to do anything or
not.
29
Choice
Choice is a psychological need and refers the meaning of individual freedom and autonomy in
determining the required activities to perform job duties. Choice has been associated with
individuals and groups tries to increase control over how their work and with personal
satisfaction. The choice due to forming partnerships and assistance to people in those
applications in various fields, will lead the organizational goals, human resources and
priorities are related with together.
Meaning
Meaning is the value of career goals and the person’s internal interest on job.Meaning is an
opportunity that employees feel has important and valuable career goals to pursue and they
feel they are moving on the road that their time and resources are valuable.
Trust
Trust refers to relationships between managers and subordinates (trust manager to employee
and vice versa). Trust is related to interest, competence, openness and confidence to others.
Another words trust is a sense of having a private security.
30
MEANING
Giving employees the permission and ability to make decisions and act autonomously for
the goods of the company.
Empowerment is the process of enhancing feeling of self-efficiency and a sense of
‘owing a job’. It is what job aspirant are looking for in organizations. More than monetary
rewards, it is the feeling that employees ‘owns’ the job that motivates him or her now a
days. Empowered employees are energetic and passionate. They aspires to do better job
because they get personally rewarded for doing so.
The term ‘Empowerment’ was used in different areas before being used in
management. These areas include political and social movements. Employee empowerment
can be a powerful tool for organizations. This new management style can increase
efficiency and effectiveness inside an organization. It increases employee productivity. By
empowering employees, leaders and managers have the freedom to dedicate their time to
more important matters. Empowerment also brings many benefits to employees. It makes
them feel better about their contributions to the organization, it enhances employee’s minds
to find better ways to execute their jobs and it gives employees the feeling of confidence in
themselves and their organizations.
The following are some of the benefits of empowerment, as emphasized by
many researchers and authors in the field.
1. Quickly responding to changing environments.
2. Improving productivity and quality of work.
3. Creating a positive work culture.
4. Encouraging employees to use their talents and to be creative.
5. Solving problems quickly.
6. Maintaining morale among employees.
7. Making employees act more responsibly.
31
8. Creating flexibility and innovation.
9. Facilitating knowledge sharing.
10. Increasing job satisfaction.
OPINION OF DIFFERENT AUTHORS ABOUT EMPLOYEE EMPOWERMENT
1. Burke (1986) defines empowerment as ‘‘to empower implies the granting of power
delegation of authority’’.
2. Page and Czuba (1999) defines empowerment as ‘‘a multi-dimensional social process
that helps people gain control over their own lives’’.
3. Heath field (2012) defines empowerment as ‘‘the process of enabling and authorizing
individuals to think, behave, take action, decision and control work autonomously’’.
STAGES INEMPLOYEE EMPOWERMENT
Empowerment consists of five stages. The first stage involves identifying the conditions
existing the organizations that lead to feelings of powerlessness on the part of
organizational members. These conditions manifest through poor communication,
centralized resources, authoritarian styles of leadership, low incentive value rewards, low
task variety and unrealistic performance goals.
The different stages include the following :
Identifying the conditions of powerlessness.
Implement empowerment strategies and techniques.
Remove conditions of powerlessness and provide self efficacy information.
Feeling of empowerment generated.
Empowerment results in performance.
Empowerment demands team formation.
32
CHARACTERISTICS OFEMPOWEREDORGANIZATION
They invest a lot of time and effort in hiring, to make sure new recruits can handle work
place freedom.
Their organizational hierarchy is flat.
They set loose guidelines, so workers know their decision making parameters.
Accountability is paramount results matter more than process.
High quality performance is always expected.
Openness and strong communication encouraged.
Employee satisfaction is the core value.
PRACTICALASPECTS INTHE COMPANY
The following tips may be useful in empowering employees;
Delegate responsibility and along with it authority.
Replace the role of managerial ‘parent’ role with that of ‘partner’ role.
Share information with subordinates. Empowered employees need sufficient information
to get full perspective.
Allow teams to form. Teams are the best vehicles to empowerment.
Performance feedback is always important. It is particularly important for newly
empowered employees.
ESSENTIALS BEFORE IMPLEMENTING EMPOWERMENT PROCESS
A company culture which would support a participative approach.
Employee relations must be reasonably healthy.
Acceptance of long term commitment.
Availability of management attention.
Voluntary participation.
33
Top management support.
Facilitator guidance.
TECHNIQUES / PROCESS FOR EMPLOYEE’S EMPOWERMENT
Different techniques for employee’s involvement include suggestions systems, team,
focus groups, surveys incentive programs and other methods involve.
Giving responsibilities to employees.
Training employees to accept responsibilities.
Communicating and giving feedback.
Giving reward and recognition.
Process re-engineering.
Employee’s involvement.
Total quality management.
STEPS IN EMPLOYEE’SEMPOWERMENT
Clarity of the purpose, goals and objectives of empowerment.
Willingness by employees and supervisors to accept responsibility.
Communication and feed back to supervisors.
Reward and recognition.
Apart from this basic essential ingredients are ;
Respect for individuals.
Dedication for customers.
Highest standards for integrity.
Innovation team work.
34
MANAGEMENT PERSPECTIVE: THE EMPLOYEE’S ANGLE
Since employment is two-way process and involves equal involvement of both employers
perspective is very important.
Determine people value.
Share leadership vision.
Share goals and direction.
Trust people.
BENEFITS OF EMPLOYEE EMPOWERMENT
Development of interpersonal, analytical and leadership skills.
Higher quality product.
More effective use of resources.
More individual job satisfaction.
Improved two-way communication between employees and their management.
OBSTACLES IN IMPLEMENTING EMPOWERMENT
Negativism in reviewing employee’s recommendation.
Fear is another negative emotion.
Failure to respond employee recommendation.
Lack of clarity in the concept of empowerment.
Failure to provide strategic frame work.
35
CHAPTER: IV
RESEARCH METHODOLOGY
36
4 RESEARCH METHODOLOGY
Research is an art of scientific investigation & methodology is a way to systematically
solve the research problem in order to attack a problem, suitable method or methods
should be adopted in relation to the objectives of the study. According to Clifford
Woody, research comprises, 'defining and redefining problems', formulating hypothesis
or suggested solution; collecting, organizing and evaluating data; making deduction and
conclusion; and at last carefully testing the conclusion too determining whether they fit
formulating hypothesis.
DATA COLLECTION METHODS
Primary Data
Primary data are those collected by the investigator himself for the first time
and thus they are original in character. They are collected for practical purpose.
Advantages of primary data are that, they are truthful and further suit the purpose. The
disadvantage is that the collection of primary data is very expensive and time
consuming.
The following methods of primary data collection are used commonly,
1. Direct personal investigation (observation)
2. Indirect oral investigation
3. By schedules and questionnaires
4. Local correspondents
5. Interviews
6. Case study method
37
Secondary Data
Secondary data are those which have been collected by some other person for his
purpose and published. The primary data collected by one person may become the
secondary data for other. When an investigator uses the data which has already been
collected by others, such data is called secondary data. This data is primary for the
agency which collects it and becomes secondary data for someone else who uses this
data for his own purposes. The secondary data can be collected from journals, reports,
government publications etc. in other words data may be collected from published and
unpublished sources. Published sources are official publications of the central, state and
local governments, technical trade journals, whereas unpublished sources are those
materials found with scholars, research workers, trade associations etc.
STATISTICAL TECHNIQUES USED
Statistical techniques are to obtain findings and analysing information in logical sequence
from the questionnaire data collected. After tabulation of data research have used the
following statistical tools used :
Percentage Analysis
In the present study the sample size is hundred. The study was conducted in Kitex Ltd.
The respondents are the employees of Kitex Ltd. The tool used for this study is
questionnaire. Questionnaires were given to the respondents and they were asked to
them and the filled questionnaires the data is analyzed and graphically recorded.
38
CHAPTER: V
DATA ANALYSIS AND INTERPRETATION
39
1. Table showing the gender classification.
Gender No. of respondents Percentage of respondents
Male 65 65%
Female 35 35%
Total 100 100%
GRAPHICAL REPRESENTATION
65%
35%
MaleFemale
INTERPRETATION
From the above it is cleared that the 65% of respondents are Male and 35% of the
respondents are Female. While comparing the data, the number of male respondents is
higher than the female respondents.
40
2. Table showing the different classes of age group.
Age No. of respondents Percentage of respondents
Below 25 5 5%
25 – 30 35 35%
30 – 35 25 25%
35 – 40 20 20%
Above 40 15 15%
Total 100 100%
GRAPHICAL REPRESENTATION
5%
35%
25%
20%
15%
Below 2525 - 3030 - 3535 - 40Above 40
INTERPRETATION
The above graph shows that 5% of respondents are in the age of below 25 years, 35% of
respondents are 25 - 30 years, 25% are in the group of 30 – 35 years, 20% are in the age
group of 35 – 40 years and 15% are in the group of above 40 years.
41
3. Table showing the educational qualification of employees.
Educational Qualification No. of respondents Percentage of respondents
SSLC 5 5%
Diploma 20 20%
Graduates 40 40%
Post Graduates 25 25%
Others 10 10%
Total 100 100%
GRAPHICAL REPRESENTATION
5% 20%
40%
25%
10%
SSLCDiplomaGraduatesPost GraduatesOthers
INTERPRETATION
42
The graph shows that 5% of the respondents are SSLC, 20% of the respondents are
Diploma holders, 40% of the respondents are Graduates, 25% of the respondents are Post
Graduates and 10% of them come under Other qualifications.
4. Table showing the work experience of employees.
Work Experience No. of respondents Percentage of respondents
Below 1 Year 20 20%
1 Years – 5 Years 35 35%
5 Years – 10 Years 25 25%
10 Years – 15 Years 15 15%
Above 15 Years 5 5%
Total 100 100%
GRAPHICAL REPRESENTATION
20%
35%
25%
15% 5%
Below 1 Year1 Years - 5 Years5 Years - 10 Years10 Years - 15 YearsAbove 15 Years
INTERPRETATION
43
It is inferred that 20% of the respondents are having below 1 year of experience, 35% of the
respondents are having 1 – 5 years of experience, 15% are having 10 – 15 years of
experience and 5% are having more than 15 years of experience.
5. Table showing the way of influencing work done in the department of Kitex Ltd.
Response No. of respondents Percentage of respondents
Strongly Agree 30 30%
Agree 50 50%
Neutral 20 20%
Disagree 0 0%
Strongly Disagree 0 0%
Total 100 100%
GRAPHICAL REPRESENTATION
30%
50%
20%
Strongly AgreeAgreeNeutralDisagreeStrongly Disagree
INTERPRETATION
44
The above graph shows that 30% of the respondents Strongly Agree, 50% Agree, 20% are
Neutral in their opinion that they can influence the way of work if done in the department
and no one Disagree.
6. Table showing the involvement of employees in making decisions that affect their
work.
Response No. of respondents Percentage of respondents
Strongly Agree 35 35%
Agree 40 40%
Neutral 25 25%
Disagree 0 0%
Strongly Disagree 0 0%
Total 100 100%
GRAPHICAL REPRESENTATION
35%
40%
25%
Strongly AgreeAgreeNeutralDisagreeStrongly Disagree
45
INTERPRETATION
The above graph shows that 35% of respondents are Strongly Agreed with the statement,
40% are Agree, 25% are Neutral and no one Disagreed to the statement.
7. Table showing the authority which is given to the employees to make decisions for the
benefit of the organization.
Response No. of respondents Percentage of respondents
Strongly Agree 5 5%
Agree 20 20%
Neutral 40 40%
Disagree 25 25%
Strongly Disagree 10 10%
Total 100 100%
GRAPHICAL REPRESENTATION
5% 20%
40%
25%
10%
Strongly AgreeAgreeNeutralDisagreeStrongly Disagree
46
INTERPRETATION
The above table reveals that majority of the respondents i.e., 40% are Neutral and only 10%
are Strongly Disagree with the statement.
8. Table showing whether employees have accessed to the information and if so, they have
to make good decisions.
Response No. of respondents Percentage of respondents
Strongly Agree 31 31%
Agree 41 41%
Neutral 25 25%
Disagree 3 3%
Strongly Disagree 0 0%
Total 100 100%
GRAPHICAL REPRESENTATION
31%
41%
25%3%
Strongly AgreeAgreeNeutralDisagreeStrongly Disagree
47
INTERPRETATION
From the above graph reveals that 31% of respondents are Strongly Agree, 41% of the
respondents are Agree and no respondents Strongly Disagreed to the statement.
9. Table showing about the opportunities given to the employees to suggest work for
improvements.
Response No. of respondents Percentage of respondents
Strongly Agree 35 35%
Agree 50 50%
Neutral 10 10%
Disagree 4 4%
Strongly Disagree 1 1%
Total 100 100%
GRAPHICAL REPRESENTATION
35%
50%
10%4%
1%
Strongly AgreeAgreeNeutralDisagreeStrongly Disagree
INTERPRETATION
48
From the above graph shows that 50% of respondents are Agree with the opinion about the
opportunities to suggest improvements. 35% are Strongly Agree, 10% are Neutral and 4%
Disagree and only 1% Strongly Disagree with this statement.
10. Table showing whether employees participate in checking the goals and objectives for
their job.
Response No. of respondents Percentage of respondents
Strongly Agree 22 22%
Agree 51 51%
Neutral 18 18%
Disagree 7 7%
Strongly Disagree 2 2%
Total 100 100%
GRAPHICAL REPRESENTATION
22%
51%
18%
7%2%
Strongly AgreeAgreeNeutralDisagreeStrongly Disagree
49
INTERPRETATION
It is inferred that 51% of respondents Agree and 22% Strongly Agree with this statement.
18% are Neutral, 7% Disagree and 2% respondents are Strongly Disagreed.
11. Table showing the supervisors of Kitex Ltd encourage their employees to suggest ways
in the job quality.
Response No. of respondents Percentage of respondents
Strongly Agree 17 17%
Agree 45 45%
Neutral 31 31%
Disagree 6 6%
Strongly Disagree 1 1%
Total 100 100%
GRAPHICAL REPRESENTATION
17%
45%
31%
6%1%
Strongly AgreeAgreeNeutralDisagreeStrongly Disagree
50
INTERPRETATION
The above figure reveals that majority of the respondents i.e. 45% Agree and only 1%
Strongly Disagree with the statement, that they are encouraged by the supervisor to suggest
ways in job quality.
12. Table showing how top management of Kitex Ltd values, ideas and suggestions from
the employees.
Response No. of respondents Percentage of respondents
Strongly Agree 27 27%
Agree 55 55%
Neutral 16 16%
Disagree 2 2%
Strongly Disagree 0 0%
Total 100 100%
GRAPHICAL REPRESENTATION
27%
55%
16% 2%
Strongly AgreeAgreeNeutralDisagreeStrongly Disagree
51
INTERPRETATION
From the above it is clear that 27% of respondents are Strongly Agree, 55% are Agreed ,
16% are in Neutral opinion, 2% are Disagreed and no one Srongly Disagreed with the
statement.
13. Table showing the right that employee’s ideas and opinions are sought when change is
considered.
Response No. of respondents Percentage of respondents
Strongly Agree 22 22%
Agree 64 64%
Neutral 9 9%
Disagree 3 3%
Strongly Disagree 2 2%
Total 100 100%
GRAPHICAL REPRESENTATION
22%
64%
9% 3% 2%
Strongly AgreeAgreeNeutralDisagreeStrongly Disagree
52
INTERPRETATION
It is inferred that 64% Agree and 22% respondents are Strongly Agree that employee’s
ideas and opinions are sought when change is considered. 9% are in Neutral opinion and
rest of them i.e. 3% Disagree and 2% Strongly Disagree with the statement.
14. Table showing whether employees consider theirimportant responsibilities are part of
their job.
Response No. of respondents Percentage of respondents
Strongly Agree 61 61%
Agree 19 19%
Neutral 15 15%
Disagree 3 3%
Strongly Disagree 2 2%
Total 100 100%
GRAPHICAL REPRESENTATION
61%19%
15% 3% 2%
Strongly AgreeAgreeNeutralDisagreeStrongly Disagree
53
INTERPRETATION
From the above graph, it is understandable that 61% of respondents are Strongly Agreed,
19% are Agree, 15% are Neutral opinion, 3% are Disagree and 2% Strongly Disagree with
the statement that important responsibilities are part of the job.
15. Table showing the proud that dwell in the minds of employees to serve in Kitex Ltd.
Response No. of respondents Percentage of respondents
Strongly Agree 22 22%
Agree 61 61%
Neutral 11 11%
Disagree 4 4%
Strongly Disagree 2 2%
Total 100 100%
GRAPHICAL REPRESENTATION
22%
61%
11% 4%2%
Strongly AgreeAgreeNeutralDisagreeStrongly Disagree
54
INTERPRETATION
From the above graph, we can understand that 61% of respondents are Agree and 22%
Strongly Agree with the statement, that they are very much proud to serve in the
organization but 11% are in Neutral opinion and 4% and 2% are Disagree and Strongly
Disagree respectively.
16. Table showing the employee’s measure of enthusiasm towards their work.
Response No. of respondents Percentage of respondents
Strongly Agree 57 57%
Agree 26 26%
Neutral 9 9%
Disagree 5 5%
Strongly Disagree 3 3%
Total 100 100%
GRAPHICAL REPRESENTATION
57%26%
9% 5%3%
Strongly AgreeAgreeNeutralDisagreeStrongly Disagree
55
INTERPRETATION
It is inferred that majority of the employees i.e. 57% are enthusiastic in their work. 26%
are Agreed and 9% are in Neutral opinion, 5% and 3% are Disagree and Strongly Disagree
respectively.
17. Table showing the measure of honesty of employees about the awareness of goals,
policies and objectives of Kitex Ltd.
Response No. of respondents Percentage of respondents
Strongly Agree 58 58%
Agree 20 20%
Neutral 15 15%
Disagree 5 5%
Strongly Disagree 2 2%
Total 100 100%
GRAPHICAL REPRESENTATION
56
58%
20%
15% 5%2%
Strongly AgreeAgreeNeutralDisagreeStrongly Disagree
INTERPRETATION
From the above graph reveals, 58% are Strongly Agree and 20% are Agree, that they are
fully aware about the goals, policies and objectives of the organization. 15% are Neutral in
opinion and rest 5% Disagree and 2% Srongly Disagree with the statement.
18. Table showing the willingness of employees to put extra effort to meet the goals,
policies and objectives of Kitex Ltd.
Response No. of respondents Percentage of respondents
Strongly Agree 61 61%
Agree 19 19%
Neutral 15 15%
Disagree 3 3%
Strongly Disagree 2 2%
Total 100 100%
57
GRAPHICAL REPRESENTATION
61%19%
15% 3% 2%
Strongly AgreeAgreeNeutralDisagreeStrongly Disagree
INTERPRETATION
It is well known from the above figure that 61% of respondents Strongly Agreed, 19% are
Agreed that they are willing to put effort to meet the goals, policies and objectives. 15%
have Neutral opinion, 3% Disagreed and 2% are Strongly Disagreed.
19. Table showing whether the employees are satisfied with the paid salary and allowances
by Kitex Ltd.
Response No. of respondents Percentage of respondents
Strongly Agree 23 23%
Agree 64 64%
Neutral 13 13%
Disagree 0 0%
Strongly Disagree 0 0%
Total 100 100%
58
GRAPHICAL REPRESENTATION
23%
64%
13%
Strongly AgreeAgreeNeutralDisagreeStrongly Disagree
INTERPRETATION
From the above figure shows majority of the employees are satisfied with the given salary
and allowances.
20. Table showing whether the work done by the employees are always getting recognition.
Response No. of respondents Percentage of respondents
Strongly Agree 19 19%
Agree 50 50%
Neutral 25 25%
Disagree 5 5%
Strongly Disagree 1 1%
Total 100 100%
59
GRAPHICAL REPRESENTATION
19%
50%
25%
5%1%
Strongly AgreeAgreeNeutralDisagreeStrongly Disagree
INTERPRETATION
It is interpreted that 19% respondents Strongly Agreed with the statement, 50% are Agreed,
25% have Neutral opinion, 5% Disagreed and 1% Strongly Disagreed.
21. Table showing whether work of the employees in the Kitex Ltd is always motivating.
Response No. of respondents Percentage of respondents
Strongly Agree 23 23%
Agree 64 64%
Neutral 13 13%
Disagree 0 0%
Strongly Disagree 0 0%
Total 100 100%
60
GRAPHICAL REPRESENTATION
23%
64%
13%
Strongly AgreeAgreeNeutralDisagreeStrongly Disagree
INTERPRETATION
It can be understood from the above graph shows that 23% of the employees Strongly
Agreed, 64% of employees Agreed, 13% of employees have Neutral opinion and no one
Disagreed about this statement.
22. Table showing the statement that obstacles and setback never stop the employees to do
the work.
Response No. of respondents Percentage of respondents
Strongly Agree 66 66%
Agree 26 26%
Neutral 8 8%
Disagree 0 0%
61
Strongly Disagree 0 0%
Total 100 100%
GRAPHICAL REPRESENTATION
66%
26%
8%
Strongly AgreeAgreeNeutralDisagreeStrongly Disagree
INTERPRETATION
It can be understood from the above graph shows that 66% of the employees Strongly
Agreed, 26% of employees Agreed, 8% of employees have Neutral opinion and no one
Disagreed about this statement.
62
CHAPTER: VI
FINDINGSAND SUGGESTIONS
6.1FINDINGS
Findings regarding percentage analysis:
Respondents based on the gender, the number of male respondents are higher than the
female respondents.
Respondents based on the age, the number of respondents 25-30 years of age are working.
Respondents based on educational qualification, majority of the respondents are graduates.
63
Majority of the respondents are 1-5 years of work experience.
Majority of the respondents agree with the opinion of about the way of influencing the
work done in department.
Respondents agree to a certain level for the involvement of making decisions.
Majority of the respondents have neutral opinion with the statement of given authority to
make decisions for the benefit of the organization.
Respondents agree that they need to make good decisions with accessed information.
Mostly respondents agree with the statement of opportunities given to them to suggest ways
for improvements.
51% of employees are participating to check the goals and objectives of the job.
45% of respondents agree that they are encouraged by the supervisor to suggest ways in the
job quality.
Around 55% of respondents agree that top management values, ideas and suggestions from
them.
Majority of the respondents are in the opinion that their ideas and suggestions are sought
when change is considered.
61% of respondents believe that their responsibilities are important and part of the job.
61% of respondents are proud to serve in the organization.
57% of respondents are enthusiastic in their work.
Majority of the respondents are fully aware of the goals, policies and objectives of the
organization.
64
61% of the respondents are willing to put extra effort to meet the goals, policies and
objectives.
Majority of the respondents are satisfied with paid salary and allowances by the Kitex Ltd.
Majority of the respondents are accepting that their work is always getting recognition.
64% of respondents believe that their work in the organization is always motivating.
66% of respondents are accepting the obstacles and setback never stop in doing work.
6.2 SUGGESTIONS
The major suggestions are;
The suggestions and recommendations given by the employees regarding their work should
be considered by management. Management should work hard to solicit employee feedback
and work on the common problems and issues which arise. Employees who see their issues
addressed will feel empowered to continue making suggestions.
65
In order to enhance the empowerment of employees the management can give job rotation
to all employees. The objective is to expose the employees to different experiences and
wider variety of skills to enhance job satisfaction and to cross-train them.
The management can provide self development activities. A partial list of personal
development offerings on the business to individual market might include books,
motivational speaking, e-Learning programs, workshops, individual counseling, life
coaching.
As the employee development and training activities and comfort ability of the employees
in discharging their duties i.e.,work performance of employees are positively correlated and
the organization can motivate the employees either by giving promotion or by financial
incentives to have empowerment.
To increase the level of empowerment, the organization must educate the employees about
the organizational goals, policies and objectives.
The organization must try to improve the employee relations to make healthy environment
through better communication, trust, honesty, equality and conflict resolution.
The attention of management towards employee should be increased by open door policy.
The organization must create a company culture which would support a participative
approach.
Communication of success stories i.e., there should be more sharing and publicity of
accomplishments in the organization.
Morale and team building events should be implemented to recognize milestones and
accomplishments.
Promote and encourage employees to explore opportunities to develop skills and
knowledge necessary for their identified career path with their manager.
66
67
CHAPTER: VII
CONCLUSION
7 CONCLUSION
Based on the present study on ‘Employee Empowerment and Involvement’ is about
providing a positive and productive work experience. Successful organization support and
provide facilities to their employees to help them to strike balance between all the factors that
contribute to employee’s empowerment. In this process, organizations are coming up with new
and innovative ideas to improve the empowerment of employee and every individual in the
organization.
68
From the previous chapter data, we can conclude that most of the employees are satisfied due
to:
Salary
Benefits
Opportunities to share ideas and views.
Proud to serve in the organization
So this study gives the information to the employees in the organization are very much
satisfied in their works and they are sharing their keen involvement and commitment to do
their job. Thus the organization, Kitex Ltd, Kizhakkambalam I can assure that the levels of
empowerment among employees are high if they make some initiatives what I have
mentioned in the suggestion they can increase the empowerment level which leads to
higher productivity.
69
BIBLIOGRAPHY
70
BIBLIOGRAPHY
BOOKS
K. Aswathappa , “Human Resource Management” 5th Edition, The McGraw- Hill
Publishing Company Ltd.,2007
C.R.Kothari, “Research Methodology”2ndEdition,vishwa Prakasham Publication,
Reprint.,2006
P. Subbha Rao, “Human Resource Management’’Himalaya Publishing House., Mumbai
WEBSITES
1 : www.kitex.annagroup.net
2 : www. google.com
71
APPENDIX
72
QUESTIONNAIRE
1. Designation / Department :…………………………………
2. Gender
Male Female
3. Age Group
Below 25 25-30 30-35
35-40 Above 40
4. Educational Qualification
SSLC Diploma Graduates
PG Others
5. Work Experience
Below 1 Yr 1-5 Yrs 5-10 Yrs
10-15 Yrs Above 15 Yrs
6. I can influence the way of work that done in my department.
Strongly Agree Agree Neutral
Disagree Strongly Disagree
7. I am involved in making decisions that affect my work.
Strongly Agree Agree Neutral
Disagree Strongly Disagree
8. I have the authority to make decisions of my own for the benefit of the organization.
Strongly Agree Agree Neutral
Disagree Strongly Disagree
9. I have access to the information that I need to make good decisions.
Strongly Agree Agree Neutral
Disagree Strongly Disagree
10. I always got opportunities to suggest improvements. Strongly Agree Agree Neutral
Disagree Strongly Disagree
73
11. I participate in checking the goals and objectives for my job.
Strongly Agree Agree Neutral
Disagree Strongly Disagree
12. My supervisor encourages me to suggest ways in the job quality.
Strongly Agree Agree Neutral
Disagree Strongly Disagree
13. Top management values, ideas and suggestions from employees.
Strongly Agree Agree Neutral
Disagree Strongly Disagree
14. Employee’sideas and opinions are sought when change is considered.
Strongly Agree Agree Neutral
Disagree Strongly Disagree
15. Important responsibilities are part of my job.
Strongly Agree Agree Neutral
Disagree Strongly Disagree
16. I am proud to serve in this organization.
Strongly Agree Agree Neutral
Disagree Strongly Disagree
17. I am enthusiastic in my work.
Strongly Agree Agree Neutral
Disagree Strongly Disagree
18. I am fully aware about the goals, policies and objectives of the organization.
Strongly Agree Agree Neutral
Disagree Strongly Disagree
19. I am willing to put extra effort to meet the goals, policies and objectives.
Strongly Agree Agree Neutral
Disagree Strongly Disagree
74
20. I am happy with the salary and allowances paid to me.
Strongly Agree Agree Neutral
Disagree Strongly Disagree
21. The work that I am doing is always getting recognition.
Strongly Agree Agree Neutral
Disagree Strongly Disagree
22. My work in this organization is always motivating.
Strongly Agree Agree Neutral
Disagree Strongly Disagree
23. Obstacles and setback never stop me in doing my work.
Strongly Agree Agree Neutral
Disagree Strongly Disagree
75
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