A Study on Motivational Pattern Among the Employees of Sakthi Sugars Ltd., (Soya Division)

7/31/2019 A Study on Motivational Pattern Among the Employees of Sakthi Sugars Ltd., (Soya Division)

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INTRODUCTION

Sakthi Soyas is a well equipped and only one Soyabean

processing industry in South India. It is a division of Sakthi Sugars

Limited.,. This company was started in the year 1987. The products

produced from Sakthi Soyas are Soyabean Oil, Soyaflour, Texturised

vegetable protein and some other by-product. Total daily consumption

of Soyabean is around 300 tons and oil production is around 60 tons.

Soyabean is legume crop gaining importance as a source of

protein and edible oil. Botanical name of Soyabean is Glycine Max. Oil

Extracted from Soyabean is rich in protein. It is important in diet, in

India, the major Soyabean producing states are Madhapradesh,

Uttrapradesh, USA, China Brasil and Argentina are the important

Soyabean producing countries. Soyabean Oil is rich in unsaturated fatty

acids. There is much of demand for Soyabean in may Asian countries. In

south India Soyabean production is very less when compared to North

India Madhyapradesh contributes around 71% and remaining 29% from

other states out of these Tamilnadu contributes 4000 metric tonns.

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Soyabean contains around 40% of protein this Soyabean protein is

used as an ingredient for many food industries like bakery industries etc.

This is also used for animal feed, eg: Grounded Soya hulls, Soya meals

are used for cattle feed and swine and poulthy production.

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Vice Chairman and M anaging Director

Vice president

General manager

Am personne l ManagerAtc s Ma nag er Deputy Asst

ManagerAsst m ana ger ale rt inst Chief technician TV P

Asst Atcs

officer

Security

office

Shift in charge

security service

Security guard

Drivers

Store

Keeper

Personal

staff

A/c sta ff

chaserStores asst

Staff in chargeQC lab

Helpers Qc lab

Shift in charge

plant operation

Plant operatorsMint workers

Plant helpers

Shift in charge

electrical

Electrician

Helpers

Shift in charger TVP

Operator

Helpers

Vice Chairman and M anaging Director

Vice president

General manager

Am personne l ManagerAtc s Ma nag er Deputy Asst

ManagerAsst m ana ger ale rt inst Chief technician TV P

Asst Atcs

officer

Security

office

Shift in charge

security service

Security guard

Drivers

Store

Keeper

Personal

staff

A/c sta ff

chaserStores asst

Staff in chargeQC lab

Helpers Qc lab

Shift in charge

plant operation

Plant operatorsMint workers

Plant helpers

Shift in charge

electrical

Electrician

Helpers

Shift in charger TVP

Operator

Helpers

ORGANIZATION CHART

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SAKTHI GROUP OF COMPANIES

SAKTHI THE POWER OF ACTION

A simple bullock cart winding its way along a village path Thus

began the Sakthi success story. The late P.NACHIMUTHU GOUNDER of

Pollachi was just the owner of a bullock cart. The income from the single

bullock cart enabled into a strong a bullock carts.

In 1921, Division of P.NACHIMUTHU switched over from bullock

power to hore power, from cart to car. And a pioneering taxi service was

born switching from taxis to buses in 1927, was the next logical step.

With in a few years the Anamallai Bus transport network expanded to

cover the whole of south India. Bus transport was only a lapping store

for manufacturing and marketing product ranging from to synthetic

gums.

SAKTHI AMUL-FACETED GROUP TO DAY

At this juncture N.MAHALINGAM son of P.NACHIMUTHU walled into

the business his entry infused frets blood and a new dynamism into the

enterprise group come into being and graduate grow in size gaining new

commercial industrial and financial facts. Today, the group combos

directly or indirectly to more than 13,000 persons and plays a significant

role in major industries.

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Sakthi is a rapidly expanding group with its eye on pastures. At

the same time, it constantly because in mind its social responsibilities

and discharges than with dedication. It has set up educational and

charitable institutions, hospitals, religious center etc., and has

contributed to rural development by providing any document

opportunities to thousands with in the spun of a few decades Sakthi has

also become a revered name in south Indian business circles.

SAKTHI GROUP OF COMPANIES

SAKTHI SUGAR LIMITED

It has following four divisions:

SUGAR DIVISION

Unit I Sakthi Nagar unit

Unit II Sivagunga unit

Unit III Dheakanal unit

Unit IV Badamba unit

DISTILLERY DIVISION

Unit I Sakthi Nagar unit

Unit II Dhenkanal unit

Foundry Division

Soya Division

Textile Division

Sri Sakthi Textiles limited

Sri Bagavathi Textiles limited

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TRANSPORT AND ALLIED UNITS

The Anamallais Bus Transport Private limited

The Gounderd Company

The Annamalais Retreading company

Anamalais Engineering

Sakthi Automobiles

N.Mahalingam of company

Sunthetic Gems Division

Pharamaceutical Division

ESTATES

Sri Bagavathi Tea Estates limited

Sakthi Estates

FOUNDRY AND RESEARCH CENTRE

Sakthi Foundry

Annamalais Foundary Private Limited.

FINANCE

Sakthi Finance limited

BOTTLING PLACES

Chennai Botting Company limited

Sakthi Soft Driaks limited

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SAKTHI-FRIEND PROTECTOR

Nachimuthu Industrial Association (NIA)

Nachimuthu Gounder Mahaligam College

Nachimuthu Polytechnic

Kumaraguru College of Technology

Sakthi Foundation

Sakthi Institute of Technology

V.M. Kailasam Hospital

Rural Industries Centre

Ramalingar Mission

SOYA DIVISION

Sakthi sugars limited Soya division which is Located near

Meenakshipuram is Pollachi Taluk. The organisations lead office is

located at racecourse Coimbatore. It has a good turnover is all seasons.

By rapid growth its turnover is being increased day by day. It has a wide

Business area Network all over India. This Organisational is yet another

symbol of excellence.

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SAKTHI GROUP

Sakthi Soyas Division limited is started by the famous leadings

industrialist Arutselver Dr.N.Mahalingam Sakthi groups in 1987 voice

chairman and Managing Director of Sakthi Soyas is Mr.Manickam,

Excutive manager of Sakthi Soyas is Mr.Palaniyappan, General Manager,

personal officer, Deputy manager, Assistant manager, Senior Engineers,

plant Engineers, Operators and workers and working in this organisation.

The executives are working in general shifts 9 AM to 5.30 PM,

supervisors, operators and workers are working in three different sifts

timings. The timings for 1st sifts is 6 Am to 2 Pm. II sift 2 Pm to 10 Pm,

and III sift 10Pm to 6 Am. The management gives training programme to

their executives.

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HIERARCHY OF ORGANISATION

Chairman

Vice Chairman

Chief Executives

General Manager

Personnel Manager

Deputy Manager

Assistant Manager

Supervisors

Operators

Workers

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PRODUCTION

SOYABEAN VARIETIES

CO1, CO 2, KM 1, ADT 1, JS 335, AGS 65, MACS 57, MACS 58,

MACS 124, MAUS 2, MACS 450 and MONATO are some of the Soyabean

varieties commonly cultivated in India. These varieties are cultivated

based on soil type, water availability, climate and duration period etc.

CO1

CO 1 is the commonly cultivated variety in TamilNadu. This variety

was released by TamilNadu Agricultural University, Coimbatore in the

year 1985. This variety can be cultivated at any part of TamilNadu.

Duration period of CO 1 is 85-90 days. Average yield of Soyabean in

wetland is 800-1000 kg/acre.

CO 2

It is also released by TamilNadu Agricultural University,

Coimbatore. This hybrid variety is obtained from the JS 335 and UGM 21

combination. This variety gives a maximum yield of 1341 kg/acre. The

height of this variety is comparatively lesser than the CO 1 variety.

KM 1

This variety was released by the Kudimianmalai research institute.

It can also be cultivated at any part of Tamil Nadu. Duration of this crop

is 90-100 days. It can grow upto 40-45 cm height. Almost this variety

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cannot be affected by insects and diseases. Maximum yield in wet land

is 1100 kg/acre.

ADT 1

This variety was released by the Aduthurai research institute in

the year 1990. This variety is specially cultivated in January February

season. Duration of this crop is 85-90 days. Maximum yield in wetland is

1275 kg/acre. This variety contains 30% protein and 29% fat. Soyabean

obtained from this variety is tastier one.

JS 335

This variety was released by Japalpur research institute. Duration

of this crop is 75-85 days. Average is 1000 kg/acre. This variety is

cultivated in North India.

MACS 450

This variety is commonly cultivated in Maharastra. Average yield

of this variety in dryland is 400-600 kg/acre.

MONATO

Monato is a big size variety compare to other varieties, but the

germination is poor one.

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SEED PREPARATION PLANT

INTRODUCTION

In the seed preparation plant Soyabeans are prepared to ready for

the solvent extraction process. Here two major sections are involved.

They are

1. Seed cleaning section.

2. Seed conditioning section.

1. SEED CLEANING SECTION

The first step in the commercial processing of Soyabeans is

cleaning. Its function is to remove foreign materials such as sticks,

stems, leaves, other seeds, sand and dirt. The cleaning should be done

carefully, so that the resultant oil will not contaminate with foreign

materials.

Seed cleaning is the important operation in the preparation of oil

bearing materials for extraction. Proper seed cleaning will increased

capacity and reduce maintenance in addition to improving oil and meal

quality.

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2. SEED CONDITIONING SECTION

After the raw material is cleaned, it should be necessary to

condition the seed. There are several reasons for doing so. That seed

coat contains little or no oil; hence its inclusion would make extraction

less efficient. If the hulls are not removed prior to the extraction, they

will reduce the total yield of oil by absorbing and retaining oil in the

press cake. In addition, their inclusion will reduce the capacity of the

extraction plant.

Raw oil-bearing materials are usually not used whole, because oil

extraction is much more efficient if the starting material is in small

particles. So that they go for change the size of the Soyabean. Flakes

form of beans is suitable for easy extraction. When seed is flaked, the

seed coat is fractured and many oil cells are ruptured, increasing the

overall surface/volume ratio enormously.

Heating (cooking) is also necessary to combat enzymes in the

plant tissues that would have a detrimental effect on the oil quality. If

the oilseed cake is to be used for feed or food, controlled, heating may

be useful in increasing protein availability in the resultant meal fraction.

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Storage (Sylos tank)

Weighing Scale

Cleaning Seperator

Magnetic Seperator

Seperator Classifier

Dry Stoner

Silo

Silo

Weighing Scale

Cracking Roll Mill

Feed

Double hull seperator

Aspiration Channel

Cooker

Flaker Foll Mill

To solvent extraction plant

5

4

To packing

Cyclone

6

7

1

3

Storage (Sylos tank)

Weighing Scale

Cleaning Seperator

Magnetic Seperator

Seperator Classifier

Dry Stoner

Silo

Silo

Weighing Scale

Cracking Roll Mill

Feed

Double hull seperator

Aspiration Channel

Cooker

Flaker Foll Mill

To solvent extraction plant

5

4

To packing

Cyclone

6

7

1

3

FLOW CHART FOR SEED PREPARATION PLANT

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SOLVENT EXTRACTION PLANT

INTRODUCTION

Solvent extraction process is used for low oil content materials

like Soyabeans (18-20% oil). Normally hexane is used as a solvent. It is

most efficient technique for oil recovery. Oil produced by this method is

of high quality, because very little heat treatment is required (boiling

point of hexane is around 60C).

In addition the resultant meal fraction contains protein that has

encountered a minimal amount of deterioration from heat damage.

However, there are several disadvantages related to the solvent

extraction process:

The equipment is more expensive compared to other

extraction systems.

There is increased danger of fire and explosion unless

nonflammable solvents can be used.

The risk of dust explosions is higher, since low oil content

meal tends to be dusty.

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The direct extraction of raw unheated flakes may contain

material that is toxic to nonruminants.

SOLVENT EXTRACTION PLANT PROCESS

(1) EXTRACTOR (OR) CORRUSSEL EXTRACTOR

The flakes from the conditioning section are dumped into the

extractor which is circular in cross section. It is conveyed by a chain

conveyor. There are 18 compartments which are rotated around a

central shaft. A hydraulic drive is used to rotate the compartments. This

drive is used to vary the speed of rotation. Here the 18 th compartment is

an open compartment. The oiled cake will enter in through the first

compartment there are 8 pumps to circulate the miscella. Every pump

should be preheated to 56-58 C. Thus the oil can be extracted by

hexane easily. 8th will be besides the first compartment pump and the 1st

pump will be besides the 18th compartment. As the inner shell rotates,

each compartment gets filled to 3/4th of its level. The movement of

flakes and hexane is sprayed. Fresh hexane is passed to the first pump.

The output of the first pump is sucked and given to the inlet of the 2nd

pump. The weak miscella from 7th pump is taken by 8th pump and is

sprayed on the oiled cake in the first compartment. The weak miscella

absorbs the oil from the cake and comes down. The compartment now

moves very slowly and makes contact with the 7th pump which sprays

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the weak miscella taken from the delivery of the 6th pump. The 7th and

8th pump has more amount of oil content and is called as rich mescella.

DTDC

The deoiled cake is taken to DTDC. The DTDC comprises of a

desolventiser, toaster, drier and cooler.

i) DESOL VENTISER

Initially the deoiled cake enters into the desolventiser section. The

section is maintained at 100C. Due to this high temperature, the

hexane gets vapourized from the cake. The evaporated gas enters in to

the hexane gas condenser. There is a central shaft which rotates slowly.

An arm is attached to the central shaft to mix the meal equally.

Desolvenstion is done for 15 minutes using live and jacketed steam.

Where 80% of hexane from that is removed. The meal is then sent to

the toaster section.

ii) TOASTER

The toaster does two functions

1. It will separate hexane vapour from the deoiled cake.

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2. It will control unease activity.

3. The chamber is maintained at 100 C, so as to get the desired

toasting. The time also plays an important factor to get the

desired colour.

iii) DRIER AND COOLER

The mean is heated to 130 to 150 C by using a heater. Reducing

the moisture in the meal. Now the meal is at a high temperature and

cannot be packed. So, we use a cooler to reduce the meal temperature.

Atmospheric air is supplied to reduce the meal temperature. It is then

sent to the packing section.

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FACTORS INFLUENCING THE SOLVENT EXTRACTION PROCESS

The solvent extraction process can be affected by some factors.

The factors are,

(i) Contract time

(ii) Extractor temperature

(iii) Material preparation

(i) Contact Time

Contact time is the time with in the extractor that the particle of

material is actually in contact with the miscella or solvent. Sufficient

Contact time is required between the particle of material and each stage

of miscella to allow the miscella with in the particle to come into

equilibrium with the miscella outside the particle. Contact time is

affected by extractor size. Extractor design and material drainage rate.

(ii) Extractor temperature

The rate at which the solvent and miscella soak into the particle of

material and come into equilibrium with the surrounding miscella

increases with temperature. Ideally, one would extract just below the

initial boiling point of the solvent. Due to the potential safety hazard of

rapid vapourization and pressurization within the extractor, the

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extraction temperature is held safely below the initial boiling point of the

solvent. The industry standard extraction temperature is 60C (140 F)

for commercial hexane.

(iii) Material Preparation

The thinner the cross section of the material particle, the faster

the solvent and miscella can soak into the particle and come into

equilibrium with the surrounding miscella. Also, the more oil cells that

are actually ruptured, the more free oil is available to go rapidly into

solution with the solvent. Both reducing the cross section of the particle

and rupturing oil cells require significant energy consumption in the

material preparation process, thus the extraction benefits of these

parameters must be carefully balance with energy costs.

Another important facet of material preparation is to create

particle shapes that stack up in a material bed in such a manner as to

allow the solvent to pass through at an adequate rate. The rate is

determined by the extractor design and the time and also drainage rate.

For example, 0.25mm (0.010) in Soyabean flakes has a maximum

miscella flow rate of 1.2 lit/min/m2.

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OIL REFINERY PLANT

INTRODUCTION

Vegetable oils are refined in order to remove the impurities that

are present in the crude oil. Some of these impurities are naturally

present in the seeds, some of the impurities are also formed during

harvesting and storage of the seeds, or during extraction of crude oil

and subsequently, during its refining.

Oil refining processes for vegetable oils are designed to remove

these impurities from the crude oil or reduce them to a level.

Fats and oils are trimesters of fatty acids and glycerol, commonly

called triglycerides. They are insoluble in water but soluble in most

organic solvents. The fats and oil had 95% of triglycerides and the rest

5% is non-glyceride components. These non-glyceride components are

called as impurities, so that these non-glyceride components should be

removed.

Effect of gums, phosphatides and mucilaginous substances

Act as emulsifier, increasing loss of oil.

Decompose at high temperature, increasing colour of therefined oil.

Act as poison to the catalyst, so hydrogenation reaction willbe affected.

These would affect the self life of deodorized oil.

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Flakes f rom SSP

Chain conveyors

Solvent Extractor

Flakes (D eo i ledCake Misce l la

Cha inConvevor

Desolventieser Flash desolventiser

Toas te r

D r ie r

Coole r

M e a l

Processing

Condenser

H e x n e

Vapour

M eal sepera t ion

cyc lone

H exane gas

Vapour scrubberF ines

H exne

Vapour

Condenser Condensor

Misce l la

V a c u mp re ev ap ora to r

Vecuump os t E vap ora to

Tw o s tagevacuuom

Str ipp ing co lum ns

Crude o i l

Silos

Ref inery p lan t

Super H ea te r

F lakes f rom SSP

Chain conveyors

Solvent Extracto r

Flakes (D eo i ledCake Misce l la

Cha inConvevor

Desolventieser Flash desolventiser

Toas te r

D r ie r

Coole r

M e a l

Processing

Condenser

H e x n e

Vapour

M eal sepera t ion

cyc lone

H exane gas

Vapour scrubberF ines

H exne

Vapour

Condenser Condensor

Misce l la

V a c u mp re ev ap ora to r

Vecuump os t E vap ora to

Tw o s tagevacuuom

Str ipp ing co lum ns

Crude o i l

Silos

Ref inery p lan t

Super H ea te r

FLOW DIAGRAM FOR SOLVENT EXTRACTION PLANT

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EFFECT OF FATTY ACIDS

It increases the foaming character.

It decreases the keeping properties of oil.

It erodes metals and forms metal soaps.

It interferes with hydrogenation process by forming nickel

soap.

REFINING OPERATIONS

The object of refining process is to remove the above

objectionable impurities with the least possible damage to the natural oil

and minimum loss of oil during processing. The following important unit

operations are involved in refining process.

Degumming

Bleaching

Filtration

Deodorization

In Sakthi Soyas the refinery plant has three important sections.

They are,

(i) Neutralization

(ii) Bleaching

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(iii) Deodorization

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(i) Neutralization Section

The crude Soya oil contains phospholipids also known as

phosphatides or simply says as gums. These phosphatides are excellent

emulsifying agents and hence increase the losses during chemical

refining process. We already stated these gums are responsible for

lower stability and colour stability in deodorized edible oil.

There are two types of gums present in the crude Soya oil. They

are

(a)Hydratable phosphatides (or) gums

(b)Non Hydratable phosphatides (or) gums

(ii) Bleaching Section

Basic idea of bleaching process is removal of coloured materials

present in the degummed oil. Carotenoids and Chlorophy II are the

two important colouring materials present in the vegetable Soya oils.

Carotenoids have the colour range between yellow to deep red colour.

Chlorophy II is the green colouring matter for plants which plays an

essential part in the photosynthesis processes. The levels of most of

these colouring matter are reduced during the normal bleaching process

of oils to give them accessible colour and stability.

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Bleaching process is very important because it affect the

expensive of oil, also anyone can judge the quality of oil based on that

colour of oil. So the unwanted colour should be removed. Normally

activated bleaching earth is used to remove the colour of the Soya oil.

(iii) Deodorization Section

Deodorization is the final processing stop in the refining of any

edible oil. Basically it is a vacuum-steam distillation at elevated

temperature during which free fatty acids and volatile odoriferous

components are removed in order to obtain a bland and odorless oil.

Additionally, certain carotenoids pigments are destroyed resulting in a

heat bleaching effect. The flavour and oxidative stability of the oil are

increased by removal of dour and flavour compounds and by tharmal

decomposition of peroxides.

Deodorization is essentially a steam distillation process and steam

is used as a carrier due to following reasons.

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EDIBLE FLOUR PLANT

PROCESS

In the edible flour plant the deoiled flakes are grinded into fine

particles.

The deoiled flakes from toaster are conveyed into 4 silos. From the

soil flakes are taken to Hammer mill for grinding. Hammer mill rotates at

a speed of 2890 rpm. The deoiled flakes are grinded in to fine flour. The

grinded flours are taken to shifter through up cyclones with rotary lock

and blower assembly. In the shifter sieves of suitable mesh size are

placed. With the help of sieves fines and course are separated. The

separated fine particles are taken to packing ails. While particle are

recycled to hammer mill.

In spite of hammer mill air classifier mill (ACM) can also be

utilized. It mainly used for high PDI flakes. The ACM consists of mainmotor, fed rod motor, classified motor and jet filter with blower

assemble. The flakes from silo are grinded by main motor and fines are

separated by classifier motor. The fine particles are discharged at

bottom of jet filter for packing with the help of air lock.

Grinding can also be carried out in roller mill. Main purpose of

roller mill is to separate out the hulls. There are many as six roller mill

with different breaks. Flakes from silo are taken to roller mill where they

are grinded into different granules. The grinded flour are passed to

shifter. The fines are taken to packing silo and sent for pack and course

are sent for further grinding.

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TVP PLANT

INTRODUCTION

TVP means Texturised Vegetable Protein. It is rich in protein and

also a cheaper source of protein. It has the characteristics same like as

meat. Its purely a vegetarian food. So, vegetarians like so much of this

food. Also it is easily digestable.

PROCESS

This high protein dispersibility index (HPDI) flour from edible flour

plant is stored in silo. Its capacity is about 2 tones. Then it is passed to

mixer where lemon yellow powder of 0.50% is added and mixed well.

Then it is conveyed to spreader through screw conveyor and passes

through extruder where 30% of water is added to the flour.

Extrusion cooking is the unit operation involved in the extruder.

Extruded foods have their own texture. The texture is primarily

controlled by the moisture content left in the product during the

extrusion process. The flavour of extruded products can be controlled

and new flavours are easily developed using heat stable flavours or

seasonings. Extrusion of foods aids in making the extruded food more

digestible, as the starch granule is completely ruptured and gelatinized

by combination of moisture, heat, pressure and mechanical shear. Due

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to high temperature used in estruding, the TVP food is completely

sterilized, cooked and ready for consumption.

PACKING

In the packing section pouch packing machine is used to pack the

finished products. Here two types of products are packed. One is

Texturised Soya Chunk for this chunks packing only, the machine is

used. in the machine they pack 200 gms quantity packs as 16 numbers

per minute. For 2kg packs, they go for manual packing. The another

product is TVS flakes. It means sliced Soya chunks. These sliced chunks

are manually packed. This TVP flakes are exported to Malaysia around

40 tones. Also both the two products are exported to France and

Singapore.

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BY PRODUCTS FROM SOYAEAN

Soya hulls, lecithin, acid oil are the main by products obtained

from Soyabean processing industries. There by products are havings

good market value.

1. SOYA HULLS

Soya hulls are the by-products obtained from seed preparation

plant. Soya beans have 5 6% of hulls. There Soya hulls are grounded

according to our requirement and it is gone for marketing. In food

industries, Soyabean hulls are seed as a rich source of highly bio

available dietary iron for bread enrichment and supplement and also

serve as a good dietary fibre source. Also these hulls are mainly used for

cattle feed, poultry and swine production.

NUTRITIVE VALUE OF SOYA HULLS

Soyabean hulls are having around 67% fibre (cellulose and

hemicellulose).

It has 12.2% crude protein

Highly digestible in rumen, because of low lignin content.

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2. LECITHIN

Lecithin is a product that collectively refers to all the water-soluble

materials or gums that are separated from Soya crude oil by the

degumming process and are retained after the gums are dried. The

water-soluble gums collected having 35% initial moisture content, are

dried in a thin film vaccum drier. Vaccum maintained in this thin film

vaccum drier 600mm Hg. One agitator is provided for uniform drying.

The gums are dried up to 2% as the final moisture content. To reduce

the colour, lecithin is reacted with hydrogen perodide.

APPLICATIONS OF LECITHIN

Lecithin is used in chocolate to reduce viscosity during

tempering to improve the coating and filling properties of chocolate.

Lecithin is used in margarines and spreads to improve the

dispersion of water in fat. Because of lecithin s emulsification

properties, lecithin can reduce the surface tension between the water

phase and oil phase when they are added together during the

production of margarine and spread.

1% lecithin in backing shortenings can effectively enhance

the emulsifying and aeration properties.

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Lecithin is commonly used in anti stick sprays that are

applied to backing pans, trays or belts to reduce the backed products for

sticking to the metal.

Lecithin is used to disperse pigments and reduce paint

viscosity.

3. ACID OIL

Soap stock is a by product obtained form caustic refining process

in refinery. This soap stock is used to produce acid oil. The collected

soap stock is heated up to 900C by using steam. Then sulphuric acid is

added to neutralize the soap stock. After the addition it will be allowed

for settling. The remaining water is drained out. The acid oil has the final

moisture content of 2%

APPLICATIONS

Soap stock is a good source of non edible fatty acids which

can be used to supplement animal feed.

Soap stock can support microbial growth and will ferment

The dried soap stock/ acid oil is a good source for industrial

fatty acids in soap industries

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There is no microbial activity in the acid oil, because it is a

dried one.

OTHER BY PRODUCTS

Free fatty acids, sterols, tecopherols and tocotrienols are the by

products obtained from the decolourisation process in the refinery.

There are commonly called as deodouriser distillates. Also these

distillates are having greater commercial value. Isolation of these

components is needs lot of money to install the equipments. In Sakthi

Soyas there is no equipments to isolate these components.

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Needs Drives IncentiveNeeds Drives Incentive

MOTIVATION

The term motivation can be traced to the Latin word Movere,

which means to More. Motivation is a process that starts with a

physiological or psychological deficiency or need that activates

behaviour or a drive that is aimed

at a goal or incentive.

- Fred

Luthans

The process that account for an individuals intensity, direction

and persistence of effort toward attaining a goal

- Stephen

P.Robbins

Motivation Process

Needs set up drives aimed at incentives. Motivation consists of

these three interacting and interdependent elements.

Needs

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MOTIVE

(hunger)

GOAL(Food)

BEHAVIOUR

GOAL DIRECTED(preparing good)

GOAL ACTIVITY(Eating good)

MOTIVE

(hunger)

GOAL(Food)

BEHAVIOUR

GOAL DIRECTED(preparing good)

GOAL ACTIVITY(Eating good)

Needs are created whenever there is physiological or

psychological in balance. An unsatisfied need creates tension that

stimulates driver with in the individuals. These drives generate a search

behavior to find particular goals if attained, will satisfy the need and

lead to the reduction of tension.

Drives

With a few exception, drives or motives are setup to alleviate

needs. A physiological drive can be simply defined as a deficiency with

direction physiological and psychological drives are action oriented.

Incentives

An incentive is defined as anything that will alleviate need and

reduce a drive. Thus, attaining an incentive will tend to restore

physiological or physiological balance and will reduce tension.

A MOTIVATIING SITUATION

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MOTIVATION

ATTITUDES

BELIEFS

VALUSNEEDS

GOALS

MOTIVATION

ATTITUDES

BELIEFS

VALUSNEEDS

GOALS

FACTORS INFLUENCING INDIVIDUAL MOTIVATION

THEARIES OF MOTIVATION

Maslows Need Hierachy Theory

Herzbergs Motivation Hygiene Theory Or Two Factor Theory

Alderfors Erg Theory

Mc clellands need theory

Vrooms expenctancy theory of motivation

Attribation Theory

J.stacy adams equity theory

Reinforcement Theory

Theory x and Theory y

Goal setting Theory

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HERZBERGS TWO FACTOR THEORY

Herzberg extended the work of maslow and developed a specific

content theory of work motivation. He concluded a widely reported

motivational study on about 200 accountants and engineers.

The professional subjects in the study were assentially asked 2

questions.

1. When did you feel particularly good about your job? What turned

you on?

2. when did you feel exceptionally bad about your job? What turned

you off?

Respondents obtained from this critical incident method were

fairly consistent. Reported good feelings were generally associated with

job experiences and job content. Reported bad feelings on the other

hand were generally associated with the surrounding aspects of the job

context.

Tabulating these reported good and bad feelings, Herzberg

concluded that job satisfies are related to job content and dissatisfiers

are related to job context. Herzberg labled the satisfiers motivators

and he called the dissatisfiers Hygiene factors they become together

known as herzberg two factory theory.

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There are Ten Hygine and Six Motivational Factors

S.N

o.Hygiene Factors (or) Dissatisfiers

Motivators (or)

Satisfiers

1. Company policy and administration 1. Achievement

2. Technical Supervisors 2. Recognition

3. Inter personal relationship with supervisors 3. Advancement

4. Interpersonal relationship with peers 4. Work itself

5. Interpersonal relationship with subordinates 6. Responsibility

6. Salary

7. Job security

8. Personal Eye

9. Working Conditions

10. Status

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Motivation energies the behaviour of the people, while behaviour

of the people activates action. It is not merely enough to attract

exployees to an organization, but it is also important that managers

motivates their employees to perform well and keep them interested in

remaining in the organization and motivate them to contribute beyond

their routine performance. Motivation tools are things, which includes an

individual to all, perform and behave in a way the motivator wants.

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OBJECTIVES

1) To study and understand the motivational pattern among the

employees.

2) To determine the number of employees motivated by job content.

3) To study and understand the relationship if any between

motivational pattern and age group, monthly Income, educational

qualification, marital status and gender etc.

4) To offer suggestions to management to improve the level of

motivation among the employees of Sakthi Sugars Limited., (Soya

Division)

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RESEARCH METHODOLOGY

Research methodology is a careful investigation or inquiry through

search for new facts in the any branch of knowledge. It is way to solve

research problem systematically.

Research comprises defining and redefining problems, formulating

hypothesis or suggested solutions, collecting, organising and evaluating

data, making deduction and research conclusion and at last carefully

testing the conclusion to determine whether they fit the formulating

hypothesis.

- Clifford Woody

1. Aim of the project work

The aim of the work is to study the employees motivation level in

Sakthi Sugars Limited., (Soya division)

2. Data Collection

In the survey in order to meet the objectives of the study data is

being collected either in form of internal or external data. Internal data

are generated by marketing, accounting and production department and

external are two types.

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a. Primary data

primary data are those collected specifically by the users. As the

original data from each respondent are available they can be tabulated

or re-analysed in different ways.

In this research primary data is collected by survey method.

Structured questionnaires were used to collect the data from the

respondents.

b. Secondary Data

Secondary data consists of information that has been collected by

someone other than the researcher. Researchers usually start the

investigation by examining secondary data which provides a starting

point for researcher.

In this research study the secondary data is collected from the

discussions with concerned members in the organisation and from

various forms of company projects, text books etc.,

3. Research Design

Research design is the frame work or plan which helps in the

collection, measurement and analysis of data, research design helps in

the smooth sailing of research operations by making the efficiency.

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a. Sample Size

The sample size taken for the survey is 100, simple random

sampling method is used.

b. sample unit:

Among the 100 respondents the survey is being conducted in

various departments of the company (such as purchase, storage,

packing, cleaning, etc).

c. Sampling Technique

There are two types of sampling techniques.

i. Probability Sampling

Probability sampling is also known as random sampling or chance

sampling. Under this sampling design, every item of the universe has an

equal chance of inclusion in the sample.

ii. Non Probability

Non probability sampling is the sampling procedure which does

not afford any basis for estimating the probability that each item in the

population has of being included in the sample.

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In this research study the probability sampling is used. The

sampling method is used for the survey is simple random sample.

4. Sampling tools

The chi-square test and Anova two way classifications are used as

a statistical tools to analyse the data

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LIMITATIONS OF THE STUDY

The following are the some of the Limitations of the Study

1. The study was taken only in Sakthi Sugars Limited., (Soya

Division). Hence the findings of the study will be applicable to

Sakthi Sugars Limited., (Soya Division) only.

2. Due to time constraints the survey has been made among 100

respondents only.

3. The findings of the study are purely based on the opinion of the

respondents so, it may be biased.

4. The study was conducted only at employees level and it is not

covered the employers.

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TABLE - 1

RESPONDENTS BASED ON AGE GROUP

S.No

Age group No. ofRespondent

s

% ofrespondents

1 Below 30 3 3

2 31 35 15 15

3 36 40 23 23

4 41 45 27 27

5 Above 45 22 22

Total 100 100

Source : Primary data Sample

size : 100

Inference :

From the above table, it is founded that 27% of the respondents

belongs to the age group between 41 - 45, 23% of the respondents

belongs to the age group between 36 - 40, 22% of the respondents

belongs to the age of above 45, 15% of the respondents belongs to the

age group between 31 - 35, and 3% of the respondents belongs to the

age below 30.

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TABLE - 2

RESPONDENTS BASED ON GENDER

S.No

Gender No. ofRespondent

s

% ofrespondents

1 Male 100 100

2 Female 0 0

Total 100 100


size : 100

Inference :

From the above table, it is founded that 100% of the respondents

are male and there is no female respondents.

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TABLE - 3

MARITAL STATUS OF THE RESPONDENTS

S.No

MaritalStatus

No. ofRespondents

% ofrespondents

1 Married 78 78

2 Unmarried 22 22

Total 100 100

Source : Primary data Sample size

: 100

Inference

It is traced out from the above table, 78% of the respondents are

married and 22% of respondents are unmarried.

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TABLE - 4

MONTHLY INCOME OF THE RESPONDENTS

S.No

MonthlyIncome

No. ofRespondent

s

% ofrespondents

1 Below 10000 5 5

2 10001 - 20000 24 24

3 20001 - 30000 39 39

4 30001 - 40000 22 22

5 Above 40000 10 10

Total 100 100


size : 100

Inference :

From the above table, it is traced out that 39% of the respondents

are earning income of Rs. 20001 - 30000, 24% of the respondents are

earning income of Rs. 10001 - 20000, 22% of the respondents are

earning the income of

Rs. 30001 40000, 10% of the respondents are earning the income of

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above 40000 and 5% of the respondents are earning the income below

10000.

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TABLE - 5

EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

S.No

EducationalQualification

No. ofRespondent

s

% ofrespondents

1 Diploma 19 19

2 Graduation 34 34

3 Post graduation 47 47

Total 100 100


size : 100

Inference :


are post graduates, 34% of the respondents are graduates and 19% of

the respondents are diploma holders.

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TABLE - 6

MONTHLY SALARY OF THE RESPONDENTS

S.No

MonthlySalary

No. ofRespondent

s

% ofrespondents

1 Below 2000 12 12

2 2001 - 4000 24 24

3 4001 - 8000 36 36

4 Above 8000 28 28

Total 100 100

Source : Primary data

Sample size : 100

Inference :

From the above table, It is traced out that 36% of the respondents

are earning salary of Rs. 4001 - 8000, 28% of the respondents are

earning the salary of above 8000, 24% of the respondents are earning

the salary of Rs. 2001 - 4000 and 12% of the respondents are earning

the salary below 2000.

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TABLE - 7

RESPONDENTS OPINION ABOUT THEIR JOB

S.No

OpinionNo. of

Respondents

% ofrespondents

1 Highly satisfied 36 36

2 Satisfied 42 42

3 Dissatisfied 22 22

4 Highly dissatisfied 0 0

Total 100 100


size : 100

Inference :

From the above table, It is traced out that 42% of the respondents

are satisfied with their job, 36% of the respondents are highly satisfied

with their job, 22% of the respondents are dissatisfied with their job and

no one else are highly dissatisfied with their job.

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TABLE - 8

RESPONDENTS OPINION ABOUT PROMOTIONS OBTAINED

S.No

PromotionsObtained

No. ofRespondent

s

% ofrespondents

1 Yes 67 67

2 No 33 33

Total 100 100


size : 100

Inference :


have obtained promotions and remaining 33% of the respondents have

not obtained any promotions.

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CHART 1

RESPONDENTS OPINION ABOUT

PROMOTIONS OBTAINED

67%

33%

Yes No

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TABLE 9

RESPONDENTS OPINION ABOUT JOB INSECURITY

S.No

OpinionNo. of

Respondents

% ofrespondents

1 Most of the time 19 19

2 Some time 39 39

3 Occasionally 42 42

Total 100 100


size : 100

Inference :

It is traced out from the above table, 42% of the respondents feel

they lose their job security occasionally, 39% of the respondents feel

they lose their job security in sometimes and 19% of the respondents

feel that they lose their job security in most of the times.

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TABLE - 10

RESPONDENTS OPINION ABOUT INCENTIVE SYSTEM IN A

COMPANY

S.No

Incentivesystem

No. ofRespondent

s

% ofrespondents

1 Excellent 37 37

2 Good 28 28

3 Fair 19 19

4 Poor 16 16

Total 100 100


size : 100

Inference :


have an excellent opinion about Incentive system, 28% of the

respondents have good opinion about incentive system, 19% of the

respondents have fair opinion about incentive system and 16% of the

respondents have poor opinion about incentive system.

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TABLE -11

RESPONDENTS OPINION ABOUT SALARY

S.No

SalaryNo. of

Respondents

% ofrespondents

1 Satisfied 32 32


Total 100 100


size : 100

Inference :


are dissatisfied with their salary and remaining 32% of the respondents

are satisfied with their salary.

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CHART - 2

RESPONDENTS OPINION ABOUT SALARY

32

68

0

10

20

30

40

50

60

70

80

Satisfied Dissatisfied

Opinion

Perc

entageoftheRespondents

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TABLE - 12

RESPONDENTS OPINION ABOUT FINANCIAL REWARDS FOR THEIR

EXCELLENT PERFORMANCE

S.No

FinancialRewards

No. ofRespondent

s

% ofrespondents

1 Yes 34 34

2 No 66 66

Total 100 100


size : 100

Inference :


never get any financial rewards for their performance and 34% of the

respondents have got financial rewards for their excellent performance.

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TABLE - 13

RESPONDENTS OPINION ABOUT BONUS RECEIVED IN A COMPANY

S.No

Bonusreceived

No. ofRespondent

s

% ofrespondents

1 Yes 100 100

2 No 0 0

Total 100 100


size : 100

Inference :

From the above table, it is traced out that 100% of respondents

have received bonus in a company.

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TABLE - 14

RESPONDENTS OPINION ABOUT LOANS

PROVIDED BY THE COMPANY

S.No

Loansprovided

No. ofRespondent

s

% ofrespondents

1 Yes 39 39

2 No 61 61

Total 100 100


size : 100

Inference :


have not received loan and 39% of the respondents have received loan.

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TABLE - 15

RESPONDENTS OPINION ABOUT COMPANY PERFORMANCE

EVALUATION SYSTEM

S.No

Evaluationsystem

No. ofRespondent

s

% ofrespondents

1 Satisfied 48 48


Total 100 100


size : 100

Inference :

From the above table, it is inferred that 52% of the respondents

are dissatisfied with their evaluation system and 48% of the respondents

are satisfied with their evaluation system.

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TABLE - 16

RESPONDENTS OPINION ABOUT EMPLOYEES RECOGNITION

S.No

OpinionNo. of

Respondents

% ofrespondents

1 Satisfied 76 76


Total 100 100


size : 100

Inference :


are satisfied with the employees recognition, remaining 24% of the

respondents are dissatisfied with the employees recognition.

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CHART 3

RESPONDENTS OPINION ABOUT EMPLOYEES

RECOGNITION

76

24

0

10

20

30

40

50

60

70

80

PercentageoftheRespondents

Satisfied Dissatisfied

Opinion

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TABLE - 17

RESPONDENTS OPINION ABOUT INCREMENTS AND

PROVIDENDFUND PROVIDED BY THE COMPANY

S.No

OpinionNo. of

Respondents

% ofrespondents

1 Excellent 14 14

2 Good 29 29

3 Fair 47 47

4 Poor 10 10

Total 100 100


size : 100

Inference :


have fair opinion about Increments and providend fund, 29% of the

respondents have good opinion about increments and providend fund,

14% of the respondents have an excellent opinion about increments and

providend fund and 10% of the respondents have poor opinion about

increments and providend fund provided.

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TABLE 18

JOB EXPECTATION OF THE RESPONDENTS

S.No

Job expectationsNo. of

Respondents

% ofrespondents

1 Good salary 23 232 Job Security 15 15

3 Allowances 11 114 Challenging work 7 75 Good working condition 11 116 Future supervision 5 57 Good supervision 12 128 Participation in

management

16 16

Total 100 100

Source : Primary data

Sample size : 100

Inference :

From the above table, 23% of the respondents expecting good

salary, 16% of the respondents expecting participation in management,

15% of the respondents expecting job security, 12% of the respondents

expecting good supervision, 11% the respondents expecting good

working condition, 11% of the respondents expecting allowances, 7% of

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the respondents expecting challenging work and 5% of the respondents

expecting future supervision.

TABLE - 19

RESPONDENTS OPINION ABOUT RELATIONSHIP BETWEEN

WORKERS AND MANAGEMENTS

S.No

OpinionNo. of

Respondents

% ofrespondents

1 Excellent 48 48

2 Good 32 32

3 Fair 14 14

4 Poor 6 6

Total 100 100


size : 100

Inference :

From the above table, it is shown that 48% of the respondents

have an excellent opinion about the relationship between workers and

management, 32% of the respondents have good opinion about the

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relationship between works and management, 14% of the respondents

have fair opinion about the relationship between works and

management and 6% of the respondents have poor opinion about the

relationship between works and management.

CHART 4

RESPONDENTS OPINION ABOUT RELATIONSHIP

BETWEEN WORKERS AND MANAGEMENT

48

32

14

6

05

10

15

20

25

30

35

40

45

50

PercentageoftheRespondents

Exc ellent Good Fair Poor

Opinion

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TABLE - 20

RESPONDENTS OPINION ABOUT WORKING CONDITION

S.No

OpinionNo. of

Respondents

% ofrespondents


2 Satisfied 42 42


4 Highly

dissatisfied

13 13

Total 100 100


size : 100

Inference :


are satisfied with their working condition, 26% of the respondents are

highly satisfied with their working condition, 19% of the respondents are

dissatisfied with their working condition and 13% of the respondents are

highly dissatisfied with their working condition.

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TABLE - 21

RESPONDENTS OPINION ABOUT SATISFACTION OF

COMPANY SUPERVISION

S.N

o

Companysupervisi

on

No. ofRespondent

s

% of

respondents

1 Excellent 16 16

2 Good 27 27

3 Fair 38 38

4 Poor 19 19

Total 100 100


size : 100

Inference :


have fair opinion about company supervision, 27% of the respondents

have good opinion about company supervision, 19% of the respondents

have poor opinion about company supervision and 16% of the

respondents have an excellent opinion about company supervision.

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TABLE 22

RESPONDENTS OPINION ABOUT KINDS OF SUPERVISION

S.No

SupervisionNo. of

Respondents% of

respondents

1 Autocratic leader 12 12

2 Participative leader 47 47

3 Free - rien leader 41 41

Total 100 100


size : 100

Inference :


prefer participative leader, 41% of the respondents prefer Free - rien

leader and 41% of the respondents prefer autocratic leader.

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TABLE - 23

RESPONDENTS OPINION ABOUT COMPANY

POLICY AND ADMINISTRATION

S.No

Policy andadministr

ation

No. ofRespondent

s

% ofrespondents

1 Excellent 32 32

2 Good 47 47

3 Fair 21 21

4 Poor 0 0

Total 100 100


size : 100

Inference :


have good opinion about policy and administration, 32% of the

respondents have an excellent opinion about policy and administration,

21% of the respondents have fair opinion about policy and

administration and no one else have poor opinion about policy and

administration.

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TABLE - 24

RESPONDENTS OPINION ABOUT RELATIONSHIP

WITH CO - WORKERS

S.No

OpinionNo. of

Respondents% of

respondents


2 Satisfied 31 31


4 Highly

dissatisfied

2 2

Total 100 100


size : 100

Inference :


are highly satisfied with their co - workers relationship, 31% of the

respondents are satisfied with their co-workers relationship, 23% of the

respondents are dissatisfied with their co-workers relationship and 2% of

the respondents are highly dissatisfied with their co-workers

relationship.

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TABLE -25

RESPONDENTS OPINION ABOUT MOTIVATIONAL FACTORS

S.No.

MotivationalFactor

No. ofRespondents

% ofRespondents

1 Monetary 28 28

2 Non Monetary 32 32

3 Both 40 40

Total 100 100


size : 100

Inference :


need both monetary (Such as equal wage rates, pension plan, bonus)

and nonmonetary (Such as promotion, pleasant job, job security), 32%of

the respondents need nonmonetary and 28% of the respondents need

monetary

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CHART 5

RESPONDENTS OPINION ABOUT MOTIVATIONAL

FACTORS

28

32

40

0

5

10

15

20

25

30

35

40

45

Monetary Non Monetary Both

Opinion

Percentag

eoftherespondents

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TABLE -26

RESPONDENTS OPINION ABOUT WORKERS PARTICIPATION IN

MANAGEMENT

S.No.

OpinionNo. of

Respondents% of

Respondents

1 Excellent 27 27

2 Good 39 39

3 Fair 23 23

4 Poor 11 11

Total 100 100


size : 100

Inference :


have good opinion about participation in management, 27% of the

respondents have an excellent opinion about participation in

management, 23% of the respondents have fair opinion about

participation in management and 11% of the respondents have poor

opinion about participation in management.

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TABLE 27

CHI SQUARE TEST

RESPONDENTS OPINION ABOUT THE RELATIONSHIP BETWEEN

SALARY AND AGE GROUP

Salary

Age Satisfied

Not

satisfi

ed

Total

Below 30 0 3 331 - 35 4 11 1536 - 40 9 14 2341 - 45 13 24 37

Above 46 6 16 22Total 26 42 13

Source : Primary data Sample size :100

(Oij - Eij )2

x2 = -----------------Eij

Expected Row total x column totalFrequency = --------------------------------------------

Grand total

Where O Observed frequency

E Expected frequency

Ho = There is no significant relationship between salary and age

group

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Ha = There is a significant relationship between salary and age

group

O E (O E) (O -E)2 (O -E)2/E7 7.8 -0.8 0.64 0.082011 10.20 0.8 0.64 0.6279 7.36 1.64 2.69 0.65414 15.64 -1.64 2.69 0.171913 11.84 1.16 1.35 0.113624 25.16 -1.16 1.35 0.05366 7.04 -1.04 1.08 0.153616 14.96 1.04 1.08 0.0721

(O- E)2/E = 1.0749

Degree of freedom V = (n - 1) = 7

Table value at 5% significant level = 14.067

Calculated value = 1.0749

1.0749< 14.067

Inference:

Calculated value is less than the table value so H0 accepted we

concluded that there is no significant relationship between salary and

age group.

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TABLE 28

RESPONDENTS OPINION ABOUT THE COMPANY SUPERVISION

AND EDUCATIONAL QUALIFICATION

Company

Supervision

EducationalQualification

Excellent

GooFair

Poor

Total

Diploma 0 1 17 1 19

Graduation 9 7 3 15 34

Post Graduation 7 19 18 3 47

Total 16 27 38 19 100

Source : Primary data Samplesize : 100

(Oij - Eij )2

x2 = ------------------Eij


Grand total



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Ho = There is no significant relationship between companysupervision and educational qualification

Ha = There is a significant relationship between company

supervision and educational qualification

O E (O -E) (O -E)2 (O -E)2/E

18 15.39 2.61 6.81 0.3783

10 9.05 0.95 0.90 0.994

10 22.1 -12.1 146.41 6.6249

15 6.46 8.54 72.93 11.2895

7 7.52 -0.52 0.270 0.0359

19 12.69 6.31 39.81 3.1371

21 26.79 -5.79 33.52 1.2512

(O- E)2/E =22.8163

Degree of freedom V = (n - 1)= 6



22.8163 > 12.592

Inference:

Calculated value is greater than the table value so Ha the

accepted we concluded that there is a significant relationship between

company supervision and educational qualification.

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TABLE 29


PROMOTIONS OBTAINED AND AGE GROUP

Promotions

Obtained

Age Group

Yes No Total

Below 30 2 1 3

31 35 11 4 15

36 40 17 6 23

41 - 45 23 14 37

Above 46 14 8 22

Total 67 33 100

Source : Primary data Sample size :100

(Oij - Eij )2

x2 = ------------------Eij


Grand total



Ho = There is no significant relationship between promotionsobtained and age group

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Ha = There is a significant relationship between promotionsobtained and age group

O E (O -E) (O -E)2

(O -E)2/

E

14 13.05 0.95 0.9025 0.06916

21 20.36 -5.36 28.7296 1.4111

6 7.59 -1.59 2.5281 0.3308

23 24.8 -1.8 3.24 0.1306

14 12.21 1.79 3.2041 0.2624

14 14.74 -0.74 0.5476 0.0372

8 7.26 0.74 0.5476 0.0754

(O- E)2/E = 2.316




2.316< 12.592

Inference:


concluded that there is no significant relationship between promotions

obtained and age group.

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TABLE 30


WORKING CONDITION AND AGE GROUP

Working

condition

Agegroup

Highlysatisfi

ed

Satisfied

Dissatisfied

Highlydissatisfi

edTotal

Below 30 0 3 0 0 3

31 35 2 7 1 5 15

36 40 9 3 8 3 23

41 - 45 11 13 9 4 37

Above 46 4 16 10 1 22

Total 26 42 19 13 100

Source : Primary data Samplesize : 100

(Oij - Eij )2

x2 = -----------------Eij

Expected Row total x column total

Frequency = --------------------------------------------Grand total



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Ho = There is no significant relationship between workingcondition and age group.

Ha = There is a significant relationship between working conditionand age group.

O E (O -E) (O -E)2 (O -E)2/E

5 6.9 -1.9 3.61 0.5231

7 6.30 0.7 0.49 0.778

6 4.8 1.2 1.44 0.3

9 5.98 3.02 9.12 1.5251

11 14.03 -3.03 9.18 0.6544

14 12.61 1.39 1.932 0.1532

13 15.54 -2.54 6.452 0.4152

9 7.03 1.97 3.881 0.5521

8 10.53 -2.53 6.401 0.6079

18 16.28 1.72 2.958 0.1817

(O- E)2/E = 4.9905

Degree of freedom V = (n 1) = 9



4.9905 < 16.919

Inference:

Calculated value is less than the table value so H0 the accepted

we concluded that there is no significant relationship between working

condition and age group.

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TABLE 31


WORKERS AND MANAGEMENT BASED ON SALARY

Opinion

Salary

Excellent

Good Fair Poor Total

Below 2000 1 0 7 4 12

2000 - 4000 8 16 0 0 24

4000 - 8000 29 1 5 1 36

Above 8000 10 15 2 1 28

Total 48 32 14 6 100


size : 100

(Oij - Eij )2

x2 = ------------------Eij


Grand total



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Ho = There is no significant relationship between workers andmanagement based on salary.

Ha = There is a significant relationship between workers and

management based on salary.

O E (O -E) (O -E)2 (O -E)2/E

8 11.28 -3.28 10.7584 0.9538

12 12.24 -0.24 0.0576 0.0047

16 7.68 8.32 69.2244 9.01333

29 22.08 6.92 47.8864 2.1688

7 18.72 -11.72 137.3584 7.3375

10 13.44 -3.44 11.8336 0.8805

18 14.56 3.44 11.8336 0.8127

(O- E)2/E=21.1713




21.1713 > 12.592

Inference:

Calculated value is greater than the table value so Ha accepted we

concluded that there is a significant relationship between workers and

management based on salary.

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TABLE - 32

RESPONDENTS OPINION ABOUT RELATIONSHIP BETWEEN

JOB AND SALARY

Job

Salary

Highly

satisfi

ed

Satisfi

e

d

Dissatisfi

ed

Highly

dissatisfi

ed

Total

Below 2000 2 9 1 0 12

2000 - 4000 4 18 2 0 24

4000 - 8000 13 4 19 0 36

Above 8000 17 11 0 0 28

Total 36 42 22 0 100

Source : Primary dataSample size : 100

(Oij - Eij)2

x2 = -------------------Eij


Grand total



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Ho = There is no significant relationship between job and salary

Ha = There is a significant relationship between job and salary

O E (O -E) (O -E)2 (O -E)2/E

11 9.36 1.64 2.6896 0.2874

5 11.28 -6.28 39.4384 3.4993

18 10.08 7.92 62.7264 6.2229

15 18.24 -3.24 10.4976 0.5755

23 25.04 -0.04 0.0016 0.00006

17 10.08 6.92 45.8104 4.5447

11 17.92 -6.92 47.8864 2.6722

(O- E)2/E = 17.7991




17.7991 >12.592

Inference:

Calculated value is greater than the table value so Ha accepted we

concluded that there is a significant relationship between job and salary.

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TABLE - 33

TABLE SHOWS THE RELATIONSHIP BETWEEN OPINION OF

WORK AND AGE GROUP

Opinion of

workAge group

Excellent


Below 30 0 2 1 0 3

31 35 3 8 2 2 15

36 40 7 11 4 1 23

41 45 12 18 7 0 37

Above 46 14 3 2 3 22

Total 36 42 16 6 100

Source : Primary dataSample size : 100

(Oij - Eij )2

x2 = ---------------------Eij

Expected Row total x column totalFrequency = -------------------------------------------

Grand total



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Ho = There is no significant relationship between opinion of workand age group

Ha = There is a significant relationship between opinion of workand age group

O E (O -E) (O -E)2 (O -E)2/E

6 8.4 -2.4 5.76 0.6857

10 8.7 1.3 1.69 0.1943

9 9.18 -0.18 0.0324 0.0035

11 9.66 1.34 1.7956 0.1859

5 5.06 -0.06 0.0036 0.0007

12 13.32 -1.32 1.7424 0.1308

18 15.54 2.46 6.0516 0.3894

7 8.14 -1.14 1.2996 0.1597

14 7.92 6.08 36.9664 4.6675

8 14.08 -6.08 36.9664 2.6255

(O- E)2/E = 9.043




9.043 < 16.919

Inference :


concluded that there is no significant relationship between opinion of

work and age group.

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TABLE 34

ANOVA TWO WAY CLASSIFICATION

TABLE SHOWS THE RELATIONSHIP BETWEEN OPINION OF

WORK AND INCOME LEVEL

Ho : There is no significant relationship between opinion of work and

Income level.

Ha : There is a significant relationship between opinion of work and

Income level.

Opinionof

work

IncomeLevel

Excellent


Below 10000 4 3 2 0 5

10000-20000 11 8 4 1 2420000-30000 13 26 0 0 39

30000-40000 12 3 7 0 22

Above 40000 0 2 3 5 10

Total 36 42 16 6 100

T2

Step 1 : Correction factor = --------n

T = 100 n=20T2

Step 2 : xij2 = -------- = 500n

Total SS =(0 + 9+ 4 + 0 + 121+ 64 + 16 + 1 + 169 + 676 + 144+ 9 + 49 + 4 +9 + 25) - 500

= 800

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Step 3: SS between Columns

36 x 36 42x42 16x16 6x6 T2

= --------- + -------- + ---------- + ---------- -

---- = 183.25 5 5 5 n

Step 4 : SS between row

5x5 24x24 39x39 22x22 10x10 T2

= ----------- + ----------- + ------------ + -------- + --------- - -------= 176.75

4 4 4 4 4 n

Step 5 : SS residual or error

Total SS (SS between columns + SS between rows)

= 800 (183.2 + 176.75)= 440.45

Source ofVariation

SSDegree offreedom

MS F-ratio5% F-limit

(or thetable value)

Between

Columns

183.

2

(C-1) = 3 183.2/3

=

61.066

61.066/36.7

04

= 1.6637

F (3,12)

= 3.49

Between

Rows

176.

75

(r-1) = 4 176.75/

4=44.187

44.187/36.7

04= 1.2038

F (4,12)

= 3.26

Residual

error

440.

45

(c-1) x (r-1)

= 12

440.45/

12

=36.704

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Total 800 19

Inference:

Between calculated value of F is 1.6637 which is less than the

table value of 3.49at 5% significant level with degree of freedom being

V1 = 3 and V2 = 12, so the analysis support the null hypothesis.

Between calculated value of F is 1.2038 which is less than the

table value of 3.26 at 5% significant level with degree of freedom being

V1 = 4 and V2 = 12 so the analysis support null hypothesis. We

conclude that there is no significant relationship between opinion of

work and income level.

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FINDINGS

An attempt is made to study the motivation among the employees

of Sakthi Sugars Ltd (Soya Division).

The survey had been conducted among the hundred respondents

in the Sakthi Sugars Ltd (Soya Division) company, from that it is

observed that twenty seven percentage of the respondents belongs to

the age group of forty one to forty five and twenty two percent of the

respondents belongs to the age group of above forty five. so the

company have highly experienced employees.

The survey result among the hundred percentage of the

respondents gives there is no female respondents so hundred

percentage of the respondents are male.

Among the hundred respondents thirty nine percentage of the

respondents are earning monthly income of rupees twenty thousand and

ten percentage of the respondents are earning monthly income of above

forty thousand.

Among the hundred respondents forty two percentage of the

respondents are satisfied with their job mainly because of their good

relationship between their workers and management and job security.

Among hundred respondents sixty seven percent of respondents

have obtained promotions because majority of the employees are highly

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experienced and have technical knowledge and thirty three percentage

of the respondents have not obtained promotions.

Among hundred respondents sixty eight percentage of the

respondents are not satisfied with their salary because they expect

more salary for their experience and their excellent performance.

Among hundred respondents sixty seven percentage of the

respondents are not satisfied with the financial rewards because they

expect high financial rewards for their excellent performance.

Among hundred respondents seventy six percentage of the

respondents are satisfied with employees recognition and thirty three

percentage of the respondents are dissatisfied with employees

recognition.

Among hundred respondents twenty nine percentage of the

respondents feel fair opinion about increments and provident fund and

ten percent of the respondents feel poor opinion about increments and

provident funds because majority of the respondents are highly

experienced so they expect more increment and provident fund.

Among hundred respondents twenty three of the respondents

expect good salary, fifteen percentage of the respondents expects job

security and twelve percentage of the respondents expects good

supervision.

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Among hundred respondents forty nine percentage of the

respondents are satisfied with relationship between workers and

management because the employees are freely express their views to

the management.

Among hundred respondents forty two percentage of the

respondents are satisfied with their working condition because they

have good ventilation, rest room, etc.,

Among hundred respondents thirty eight percentage of the

respondents feel fair opinion about their supervision. Forty seven

percentage of the respondents are satisfied with policy and

administration because they satisfied with certain norms of the company

such as No Smoking inside the campus, recognition letter to be submit

before three months and no financial business inside the campus and so

on.

Among hundred respondents forty four percentage of the

respondents are satisfied with the co-workers relationship because they

have mutual understanding among them.

Among hundred respondents forty percentage of the respondents

need both monetary and non monetary rewards because they expect

job security and promotions for their performance and pension for their

future.

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Among hundred respondents thirty nine percentage of the

respondents are satisfied with the participation in management because

the employees freely express their views and ideas to the management.

We conclude that majority of the respondents are satisfied with

their job, working condition, co-workers relationship, relationship

between workers and management and participation in management

but the employees have fair opinion about supervision and salary so the

company have good employees motivation.

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SUGGESTION

From the findings it is found that employees motivation in a

company is good but there are some dissatisfiers who need some

facilities.

1) Company should provide educational facilities like giving

scholarships to the children of the employees.

2) Regular leave arrangements should be changed according

to the employees

3) The company increase loan amount for workers medical

expenses.

4) The company should conduct counseling to the employees

for solving their personal and work problem.

5) The employees fell that they need refreshment to work

enthusiastically.

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CONCLUSION

From the study, the researcher conclude that the financial

benefits, job security, and promotion are motivating factors for workers.

Recognition of work emerges as one of the most important factors

for motivating the workers, the out come of the recognition is good

work.

In this Sakthi Sugars Limited., (Soya Division) most of the

empl

Documents

A Study on Motivational Pattern Among the Employees of Sakthi Sugars Ltd., (Soya Division)