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A

PROJECT REPORT

ON

EMPLPOYEE MOTIVATION

IN

TECUMSEH PRODUCTS PVT LTD

By

Ms.B.PRADEEPTHI

(09671E0026)

2009-2011

MASTER OF BUSINESS ADMINISTRATION

J.B. INSTITUTE OF ENGINEERING & TECHNOLOGY

Moinabad R.R. Dist. A.P.

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CERTIFICATION

This is to certify that the Project Report titled EMPLOYEE MOTIVATION

submitted in partial fulfilment for the award of MBA Programme of Department

of Business Management, JNTU Hyderabad, was carried out by

B.PRADEEPTHI under my guidance. This has not been submitted to any

other University or Institution for the award of any degree/diploma/certificate.

Mrs.Vijetha, Mr. Rajesh Pershad,ASST. PROF., ASSOC. PROF. & HEAD,Department of Business Administration, Department of Business Administration,J.B. Institute of Engineering & Technology J.B. Institute of Engineering & Technology,Moinabad. Moinabad.

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DECLARATION

In the under signed below declare that the project report fitted Astudy on EMPLOYEE MOTIVATION is written and submitted me under the

guidance of Mrs.VIJETHA .

The empirical findings in the report are based on the data collectedby me during the summer placement training program and also that the matterpresented here is not a reproduction of any other source and it is an originalwork done by me.

I here by understand that only such coping is liable to bepunished in any way by the university authorities deem fit.

B.PRADEEPTHI

Reg No:09671E0026Batch: 2009-2011

Place:Hyderabad

Date:

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ACKNOWLEDGEMENT

I wish to express my sincere thanks to Mr.VARAPRASAD, welfare

officer who have given me the permission to do the project and also for helping

me during the project.

I am also thankful to Mrs.vijetha, Internal Guide who have provided

valuable time and effort for guiding me for the completion of this report.

Finally, I would particularly like to express my gratitude to Mr.Rajesh

Pershad, HOD who have been a tremendous help and encouragement to

accomplish this project work. I also extend my gratitude to my beloved parents

and friends for this untiring efforts in guiding me.

Date:

Place: Hyderabad B.PRADEEPTHI

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CONTENTS

CHAPTER 1 Page No.

Introduction 1

CHAPTER - 2

Literature Review 12

CHAPTER - 3

Company Profile 25

CHAPTER - 4

Data analysais & Interprtation 47

CHAPTER 5

Findings 64 Suggestions

Conclusions Questionnaire

BIBLIOGRAPHY9

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CHAPTER 1

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INTRODUCTION

Motivation: -

Motivation is defined as an internal drive that activates behavior and

gives its direction. The word motivation is coined from the latin word

movere, which means to move. The term motivation theory is concerned with

the processes that describe why and how human behavior is activated and

detected. It is regarded as one of the most important areas of the study in thefield of organizational behaviour. There are tow different categories of

motivation theories such as content theories and process theories.

Content theorie is also known as need the theorie of motivation, mainly

focuses on the internal factors that energize and direct human behaviour.

Another type of motivation theory is process theory process theories of

motivation provide an opportunity to understand thought process that influence

behavior. Reinforcement theory is concerned with controlling behaviour by

manipulating its consequences.

Motivation is the cornerstone t any organization, without motivation from

employee or employers an organization will struggle to complete, especially in

times of economic uncertainty. This section will give an understanding of

motivation in the work place and some of the theories behind motivation.

DEFINITION OF MOTIVATION.

1) Desires and needs that inspire behaviour.

2) Internal state or condition that activates behaviour and gives it direction.

3) Desire or want that energizes and direct goal-oriented behaviour.

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4) influence of needs and desires on the intensity and direction of behaviour.

5) MC Grogors which is known as the theory of X and theory (theory Z)

MEANING OF MOTIVATION.

Motivation has been defined in numerous ways one of the best is

motivation is the force of acting either on or within a person to initiate

behaviour. In the field of psychology, human motivation has long been studied

as a way to explain an individuals behaviour. An individuals motives can be

described as primary, or basic and secondary, or learned from experience,

primary motives are not leaned but are common to animals and human beings.

Motivation is the driving force which allows us take action on our desire

and goals. We should build up these learning experiences within our thoughts

so when we endure more obstacles, we are more prepared. When we use our

motivation to work through obstacles in our life, we use a positive personal

attribute and we benefit from the experience as do those around us. In life

obstacles which build our character, allow us to grow, give strength move on.

Motivation is positive in nature and others are not only attracted to it,

they are also inspired by it. They respect us for it. It also allows us to

overcome any negative obstacles and is an essential part of our life.

MORALE: -

The word morale is used in many different contents, usually to describe the

mood of a group of people but moral egos deeper than just a general feeling

among a populance . It also alludes to a sense of purpose and usefulness.

Morale is an intangible concept that refers to how positive, supportive a group

or individual feels towards the organization to which its belongs. Physiological

state of a person as expressed itself confidence, enthusiasm and / or loyabily toa cause or organization.

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Moral or spirit de corps is an intangible that refers to the ability to a

group of people to maintain confidence in an institution, goal or practice. It a

specific group which can be as large as a nation or the employees of a company,

to as small as a neighbourhood or family has faith it is moving in the right

direction, then morale is said to be high or goal. If the group begins to loosing

faith, i.e when moral becomes low or bad, moral is not related to morality or

knowing the difference between right or wrong.

DEFINITIONS OF MORALE: -

Condition of confidence, enthusiasm and good cheer, esp, in face of

hardship.

According to navis, moral is a mental condition of groups & individuals.

which determines there attitude.

According the encyclopedia of management motivation refers to the

degree of readiness an organism posses some designated goal, and

implies the determination of the nature and locus of the forces, including

the degree of readiness.

Meaning of morale:- moral is an impprecise term. It is related to the moral

qualities of the individual (indeed, in earlier times it was often spelt moral)

may be defined in the words of individual efforts to enhance the effectiveness of

the group in accomplishing the task in hand. High group moral, or cohesion, is

the product in large part of good moral experienced by members of that unit.

The state of moral of a large formation such as an army is the product of the

cohesion of its constituent units. Being attentive to the moral of the troops does

not a automatically one as a successful commander.

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Moral is internal feeling and it is inspired by the environment. Moral can

be defined as the total satisfaction derived by an individuals from his job, his

work group, his superior, organization, he works for and the environment, it

generally relates to the feeling of individuals comfort, happiness and

satisfaction.

In short moral includes employees attitude on and specific reaction to

their job.

RESEARCH METHODOLOGY

Data collection for any statistical enquire the collection of data or

information is done to principle sources identically i..e., by primary source &

secondary sources.

Primary: -

Primary data are those which are collected a fresh and for the first

time.

Primary data is collected through interaction.

By theory and interacting the form is enclosed.

The questions which are asked in the interaction are in theoryactical

way.

Secondary: -

Most of the data used for study is secondary in nature.

Websites

Library.

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Bguide etc.,

SCOPE OF THE STUDY

Programmes and also discusses management ideas that can be utilized to

innovate the employees motivation. It helps to provide insights to support

future research. Motivation work a managers leadership style can have a

positive or negative impact an employee motivation. A manager or supervisor

can influence individual therefore, managers must pay attention to the next

higher level of needs in other to motivate employers if there is a change in

behavior. To satisfy those needs and aspirations becomes available to the

persons. Employee motivations is one of the major issue faced by every

organization.

It requires everyone to be motivated at work.

Things become difficult, frustration it also needs good level of moral at

work place.

Some of needs are physiological, and some are related to social values.

When moral is high & partners are motivated, there is great chance of

success.

The scope and period of study is restricted to TECUMSEH Balanagar.

Hyderabad. The scope is limited operations of TECUMSEHs department, and

the system followed in TECUMSEH for motivation the employees in their

respective. Work areas the techniques and tools which are using by the

management to the employees towards achieving the individual and

organizational goals. The data is collected from TECUMSEH, Hyderabad unit

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with the help of interaction with the staff and workers of TPIPL and with the

superior of the manager and above.

OBJECTIVE OF THE STUDY

To study the Incentives schemes provided by the organization . To study the

level of satisfaction of the employees regarding their incentive schemes .

SAMPLE SIZE:

Sample size is 70

LIMITATIONS OF THE STUDY

TECUMSHE Company has not provided us to go in the Questionary way, they

had given us details of schemes which are implemented in the organization to

employees.

Company had provided limited data view about the organization.

DIFFERENCES OF MOTIVATION & MORALE

While motivation is an internal psychological drive of an individual

which urges him to behave in an specific manner, moral is more of a

group scenario.

Higher motivation often need to higher moral of employees but high

moral does not essential results in greatly motivated employees as to have

a positive attitude towards all factors of work situation may not

essentially force the employees to work more efficiently.

While motivation is an individual concept, moral is a group concept, thus,

motivation takes into consideration the individual difference among the

employees and moral of the employees can be increased by taking those

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factors into consideration which influence group scenario or total work

settings.

Motivation acquires primary concern in every organization, while moral

is a secondary phenomenon because high motivation essentially leads to

higher productivity while high moral may not necessarily lead to higher

productivity.

Things tied to moral are usually things that are just part of the work

environment and things tied to motivation are tied to the performance of

the individual.

TOOLS AND TECHNIQUES.

POWER MOTIVE: -

The leader has this motive if he is interested in influencing others.

PERSONALIZED POWER MOTIVE:

Leaders with a personalized power motive seek power mostly to further

their own interests. They crave the trappings of power, such as status symbols,

luxury and money.

SOCIALIZED POWER MOTIVE:

Leaders with this motive use power primarily to achieve organizational

goals or a vision. In this context the term socialized means that the leader uses

power primarily to help others.

DRIVE AND ACHIEVEMENT MOTIVE:

This motive refers to a propensity to put forth high energy into achieving

goals and to persistence in applying that energy. Drive also includes

achievement motivation finding joy in accomplishment for its own sake.

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STRONG WORK ETHIC:

Leaders with a strong work ethic have a firm belief in the dignity of work

and are well motivated because they value hard work. This helps the

organizational leader believe that the group task is worthwhile.

TENACITY:

This is motivational characteristic of a leader who is better at overcoming

obstacles. This refers to a strongly developed sense of purpose and a willful

determination to achieve what he wanted. The central ingredient of this motive

is purpose.

TOOLS:

The first tools is to raise the bari, where the workplace should demand

high quality service from its staff. This will help to bread pride,

professionalism, morale, commitment and unity.

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CHAPTER 2

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LITERATURE REVIEW

HOW TO MOTIVATE:

What is motivation? Motivation is difficult to explain and even harder to

turn on in people Webster defines motivation as an act or process of

motivating; a force stimulus, or influence: incentive or drive (Motivation).

The study of motivation helps manager understand what prompts people to

initiate action, why they persists in their action overtime.

Over the years many theorist have studed the human condition of

motivation, and learned various techniques to help managers figure out what

makes employees seek to attain higher knowledge, wealth, prosperity, and

happiness in there work. One most important theorist is Abraham Maslow; he

carried out his investigation into human behavior and developed the hierarchy

of needs. There are five sets of goals which may be called basic needs

suggested by Maslow they are:

PHYSIOLOGICAL, SAFETY BELONGINGNESS, ESTEEM, and SELF

ACTUALIZATION. In this books he also examined two models called Theory

X and Theory Y.

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PHYSIOLOGY :-

Physiological it includes basic emotional needs of self (Existence)

There are nine basic human needs:

1) Security 6) Expansion

2) Adventure 7) Acceptance

3) Freedom 8) Community and

4) Exchange 9) Expression

5) Power

Physiological needs are basic needs for the body. Such as food shelter drink

rest. Human strives to reach the highest levels their capabilities. People seek

the frontiers of creativity and strive to reach the highest level and below were

lebeled by other psychologists as fully functioning or possessing a healthy

personality.

SAFETY NEEDS: -

It their physical needs relatively satisfied the individual safety needs takeprecedence and dominate behaviour these needs have to do with peoples

yearning for a predictable orderly world in which perceived unfairness and

inconsistency are under control, the familiar frequent and the unfamiliar rare.

Safety & security needs include.

1) Personal security

2) Financial

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3) Health * wellbeings

4) Safety net against accidents illness and their adverse impact.

LOVE & BELONGING

After physiological and safety needs are fulfilled, the third layer of

human needs are social and involve feeling of belongingness. This aspect of

Masllows hierarchy involves emotionally based relationships in general, such

as friendship, intimacy, family.

In absence of these elements many people become susceptible toloneliness, social anxiety and clinical depression. This need belonging can

often overcome the physiological and security needs on the strength.

SELF ESTEEM: -

Is a term used in psychology to reflect a persons overall evaluation or appraisal

of his or and emotions such as triumph, despare, pride and shame. Self esteem

is distinct from self-confidence and self-efficacy, which involve beliefs about

ability and future performance.

The original definition presents self esteem as a ration found by dividing

ones successes in areas of life of importance to a given individual by the failures

in them or ones success / pretension.

1) Self esteem as a basic human need i.e., it makes an essential

contribution to the life process, is indispensable to normal & healthy

self development and has a value for survival.

2) Self-esteem as an automatic & inheritable consequence of the sum of

individuals choices in using their consciousness.

3) Some thing experienced as a part of, or background to, all of theindividuals thoughts, feelings and actions.

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Self esteem is a concept of personality, for it to grow, we need to have

self worth, and this self worth will be sought from embracing challenges

that result in showing of success. Many early theories suggested that

self-esteem that self-esteem is a basic human need or motivation.

According to Maslow, without the fulfillment of the self esteem need,

individuals will be driven to seek it and unable to grow and obtain self

actualization.

SELF ACTUALIZATION:

Is a term that has been used in various psychology theories, often slightlydifferent ways. The tendency to actualize itself as fully as possible is the basic

drive that drive of self-actualization.

A more explicit definition of self-actualization according to Maslow is

intrinsic growth of what is already in the organism or more accurately of what

is the organism itself self-actualization is growth motivated rather than

deficiency motivated.

The people who have reached self-actualization are.

They embrace reality and facts rather than denying truth.

They are spontaneous.

They are focused on problems it includes basic emotional.

SOCIAL VALUES:

It means social learning (or observational once the physiological needs

and safety needs are reasonably satisfied, social needs such as needing

acceptance, giving and receiving affection and belonging becomes things that

people want. The social values orientations also refers to social motives, social

values or value orientation is a social psychology motivational theory or choice

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behaviour in game situation advance by David M. Messick and Charles G.MC.

Clintock in 1968.

ACCORDING TO THEORY X AND THEORY Y.

Douglas MC. Gregor proposed two distinct views of human beings one

basically negative, labeled, theory X and other basically positive, labeled, after

viewing the way manager dealt with employees, he concluded that a managers

view of the nature human beings is based on some assumption and that he or

she hence mould his behaviour towards sub-ordinates according to these

assumptions.

ACCORDING TO THEORY X

Employees inherently dislike work and whenever possible will attempt to

avoid.

Since employees dislike worm they must be co-erased & threatened with

punish to achieve goals.

Employees will avoid responsibilities and seek formula direction

whenever possible.

Most workers place security, above all other factors associated with work

and will display little ambition.

ACCORDING TO THEORY Y

Employees can view work as being as rest of play.

People will exercise self direction & self control, it they are committed to

the objectives.

The average person be learn to accept, even seek responsibilities.

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The ability to make innovative decision is widely dispersed through out

the population & is not necessarily the soul promise of those in

management problems.

Jim cleammer (2004), a writer and motivational speaker states when

confronting morale problems, manager will often succumb to the victims virus

and blame the declining work ethic, attitudes of entitlement, softening values

the welfare state, or any number of societal factors. But these factors which are

mostly are more imagined than real.

PROBLEM WHILE INTERACTING WITH PEOPLE:

The work outlined is in seven different learning style, including

linguistic, mathematical logical, bodily kinesthetic, spatial, musical,

interpersonal and intrapersonal. The interpersonal and intrapersonal learning

style stood out for being centered on levels of interaction and reflection in

education settings. People prefer different hairstyles, clothings styles,

managerial styles and music styles; feel much more natural & comfortable

acquiring information in ways that fit my preferred Styles of learning. People

learn and process information I different ways for decades, education

researchers designs models that differentiate how people often to harder to

understand they describe.

The basic problem in interacting with other people namely, those with an

interpersonal personality. The first and most important action to take is to

realize you have a problem. Once you have addressed the issue you sit down to

map out or describe the process to evaluate the information you gathered. Mind

mapping is a choice recommend, by sitting down and writing out the problem

can branch out to find where the main concern is. This is also way to make

priority what in life is important to you. Take a glance to see how this can

benefit you this also reminds you that you have something to believe when

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things go wrong. This can take you away from the harsh reality of life and give

you some time for yourself.

TEAM WORK:

Team working has been viewed as an effective way of improving the

performance effectiveness and quality of working life in organization. Select an

organization that is important to you, preferably, relating to you workenvironment. Critically analyze and discuss the actual practice of how Team

working is implemented in the organization. What team working approach

effectiveness of the organization selected. The essay examiner the litterateur on

team work and analyses how teams can enhance the performance of the

company. Various theories on teams and team building are studied with a

particular emphasis on how teams can make the organist ion more competitive.

There are many different and liable response to this question. Many

argues. Against the motion of term work in todays corporation. Other argue

the top management alone should control every aspect of operations. Lower

level employees should safety be responsible for decision making within their

groups. Finally my opinions about the positive and negative aspects of

teamwork. I believe that many people in a team cause the connections betweenthe team members to hard to make, ultimately destroying the team. Seven to

nine members must be in the team work. Team leader should keep the team in a

right way to the right reason. Team work is in a right way to the right reason.

Team work is crucial and matters of-factly a situation of life and death if a

team isnt functioning properly. Successful shuttle launches depends on

communication from each member of a team. Team building includes: -

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Reconciling differences between group members.

Reducing tension through humour.

Keeping communication channels open.

Modifying personal views in the interests of group cohesion.

TASK BEHAVIOUR

Making suggestions, defining problems.

Seeking or giving information.

Clarifying, interpreting & summarizing ideas.

Seeking or taking decision.

As a way of accommodating the preparatory work, it is helpful to

describe the process symptoms that arises when teams are seduced by the

task. Not only does it help them to understand the model, it also legitimizes

their concerns about the team. By asking each member in turn to read out

their comments on the team, on the concern, but instead, to assign it to one

of the three areas tasks, group or individual.

PERCEPTION MOTIVATION LEADERSHIP

Organizational management is a widely developed process which

includes activates such as planning, leading, controlling and coordinating.

Plenty psychological concepts are involved in analyzing the organizational

behavioural and the relationship between the members of one. However, the

motivation and leadership discuss the role of perception, motivation and

leadership in relation to, to the given study. This situation deservers to be

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analyzed according to the main concepts which are involved in the

organizational management.

Literature give us several indications an how transformation

leadership increases success in groups and organizations. The effects of

transformationals leadership in organization seem to depend largely not only on

the specific performance criteria, but on particular situational

Conditions.

LEADERSHIP MOTIVES

Effective leaders, as opposed to non-leaders and less effective leaders,

have frequently been distinguished by their motives and needs. In general,

leaders have an intense desire to occupy a position of responsibility for others

and to control them. The motives are:

Power motive.

Drive and achievement motive

Strong work ethic

Tenacity.

POWER MOTIVE: -

Effective high power leadership have three dominant characteristics

motives: -

They act with vigor and determination to exert their power.

They invest much time in thinking about ways to alter the behaviour and

thinking of other and

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They care about their personal standing with those around them.

Power is used for the sake of the power holder (personalized power motive)

or for helping others (socialized power motive)

PERSONALIZED POWER MOTIVE

Leadership with a personalized power motive seek power mostly to

further their own interests. They crave the trappings of power, such as status

symbols, luxury and money. Some leaders with strong personalized power

motives typically enjoy dominating others. Their need for dominance can lead

to submissive subordinates who are frequently sycophants an yes persons.

SOCIALIZED POWER MOTIVE: -

It is important not to draw arigid line between leaders with personalized

power motives and those with socialized power motives. Leaders with a

socialized power motive use power primarily to achieve organizational goals or

a vision. The term socialized means that the leader uses power primarily to help

others. Leaders with socialized power motives. Tend to be more emotionally

nature.

DRIVE AND ACHIEVEMENT MOTIVE: -

Leaders are known for their strong effort achieving work goals. The

important of strong motivation for leadership is well accepted.

Person with a strong achievement motivation has

Consistent desire to

Achieve through ones own efforts and take responsibly for success or

failure.

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Take moderate risks that can be handled through ones own efforts.

Receive feedback on level of performance.

Introduce novel innovative, or creative solutions.

STRONG WORK ETHIC:-

Effective leaders typically have a strong work ethic, a firm belief in the

dignity of work. People with a strong work ethic are well motivated because

they value hard work. A strong work ethic helps the organizational leader

believe that the group task is worth while. They are making possible for

thousands. Of families to eat nutritious food.

TENACITY:-

A final observation about the motivational characteristics of

organizational leaders is that they are tenacious. Leaders are better at

overcoming obstacles than are non leaders. Tenacity multiplies in importance

for organizational leaders because it takes so long to implement a new program

or consummate a business deal such as acquiring another company.

TYPES OF MOTIVATION: -

Achievement Motivation: - It is the drive to pursue and attain goals. An

individual with achievement motivation wishes to achieve objectives and advice

up on the leader of success. Here, accomplishment is important for its own

shake and not for the rewards that accompany it. It is similar to the Japanese

management.

AFFILIATION MOTIVATION: -

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It is a drive to relate to people on a social basis persons with affiliation

motivation perform work better when they are complimented for these

favourable attitudes and cooperation

COMPETENCE MOTIVATION

It is the drive to be good at something, allowing the individual to perform

high quality work. Competence motivated people seek job mastery, take pride

in developing and using their problem solving. Skills and strive to be creative

when confronted with obstacles.

POWER MOTIVATION: -

It is the drive to influence people and change situations. Power motivated

people wish to create an impact on their organizations and are VEILING to take

risks to do so.

ATTITUDE MOTIVATION

Attitude motivation is how people think & feel. It is there self

confidence, there belief in themselves there attitude to life. It is how they feel

about the future and how they react to the past.

INCENTIVE MOTIVATION: -

It is where a person or a team reaps a reward form an activity. It is you

do this and you get that, attitude. It is the type of awards and prizes that drive

people to work a little harder.

FEAR MOTIVATION: -

Fear motivation coercion a persons to act against will. It is instantaneous

and gets the job done quickly. It is helpful in the short run.

MOTIVATION DIFFERENT PEOPLE IN DIFFERENT WAYS

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Motivation is not only in a single direction i.e. downwards. In the present

scenario, where the workforce is more informed, more aware educated and

more goal oriented, the role of motivation has left the boundaries of the

hierarchy of management. Apart from superior motivating and subordinate

encouragement and support to colleague as well as helpful suggestions o the

bright time, even to the superior, brings about a rapport at various work levels.

Besides, where workforce is self motivated, just the acknowledgement of the

same makes people feel important & wanted.

In todays growing society, long working hours daily plague the average dual

employed family which may lesion quality family time, and more important

eliminate and exercise schedule. Although eating the right foods and taking

daily vitamins are essential for continued health, strength, and growth the

problem resides in lack of physical activity because of time constraints that ma

lead to obesity. According to webmd, there are several factors that may

contribute to obesity such as physical activity, age, gender, genetics,

psychological, illness, and medication

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CHAPTER-3

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COMPANY PROFILE

TECUMSEH PRODUCTS INDIA PRIVATE LIMITED is an ISO 14001 and

9001 certified, American based multinational company, which has core

expertise in manufacturing hermetically sealed compressors. Tecumseh India is

a 100% subsidiary to Tecumseh Products Company (TPC), USA, which is the

worlds only full line, independent manufacturer of compressors. TPC has 29

manufacturing locations in 4 continents. In India the company has 20 sales

offices and an extensive network of over 200 dealers and more than 600

registered small scale manufacturers. TECUMSEH India is the preferred

supplier to the whos who of the AC & R industry in India and in the Middle

East, SAARC countries.

Tecumseh India is headed by Mr. S.Vipin Sondhi, the managing director

and employs about 2500 people. Tecumseh India is largest merchant

manufacturer of compressors in the country catering to all three segments of air

conditioners, domestic and commercial refrigeration and is leading player with

a growing Indian market for compressors. Tecumseh Products Company

invested $80 million in Indian operation known as Tecumseh Products India

Private Ltd. (TPIPL). TPIPL has two states of manufacturing facilities at

Hyderabad, Andhra Pradesh and Ballabgarh, Haryana with a CADEM at

Hyderabad plant to meet global engineering needs.

The company was originally established in 1963 under the name of

USHA Refrigeration Industries Ltd (URIL) by Lala Charath Ramji who wasfrom a renewed industrial family of DCN and Coromandal Group of

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Companies. URIL manufactures compressors for Water Cooler, Air Conditioner

and Air Coolers. In 1970, the URIL was changed to Shriram Refrigeration Ltd.

and the business was diversified towards manufacturing of diesel engines and

water coolers. Shriram industries played a great role in the field and captured

more than 50% of the market share in India. Shriram industries also kept its

hands in international trade and were successful in exporting their products to

the neighboring countries Nepal and Bangladesh.

In 1980 Lala Charath Ramjis son Mr. Siddharth C Shriram became the

chairman cum managing director of the company. The period saw sea change in

industrial policy, which resulted in a great change in industrial sector. In the

process of survival, Shriram went to tech collaboration with Westing House US

and was named as SIEL compressors. SIEL compressors were the first Indian

company to manufacture compressors. Later Westing House stopped

manufacturing compressors and SIEL went in to technical collaboration with

Tecumseh Products Company USA in 1988 was named as TECUMSEH

PRODUCTS INDIA PRIVATE LIMITED.

PLANTS OF TPIPL:

TPIPL has two states of manufacturing facilities at Hyderabad, Andhra Pradesh

and Ballabgarh, Haryana with a CADEM at Hyderabad plant to meet global

engineering needs.

Hyderabad plant:

The Hyderabad plant is located on sprawling 54 acre land at Balanagar.

Industrial belt 15 km away from Hyderabad city. At Hyderabad Plant, they

manufacture compressors for air-conditioning from 1200 BTU to 60,000 BTU

and also compressors for deep freezers, bottle coolers and water coolers which

are considered to be worlds no.1 in the 150 million compressor market a year.

The Hyderabad plant has a capacity of manufacturing more than 3000 units per

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day. It has a technology development centre with full Research and

Development facility. The plant is also supported by two service centres: A W

Service centre and M C Service centre.

The Hyderabad plant has six regional sales offices, among which four are

located in metropolitan cities like Delhi, Mumbai, Chennai, and Calcutta while

the remaining two are at Ahmedabad and Secunderabad. Besides these there

are branch offices and depots located in prime cities across the country. It also

has a network of about 177 dealers across the country and is preferred suppliers

to key OEMs (Originally Equipment Manufacturers) like Voltas, AMTREX,

LG, Blue-star and Godrej, Videocon, Fedders Lloyd, Hitachi etc.

TPIL Hydreabad plant was successful in getting the ISO 9001

Certification for maintaining quality of the compressors in 1994, and for eco-

friendly environment maintenance the company has got ISO 14001 certification.

The management has started development activities in the following areas:

Tree plantation

Rain water harvesting is to increase the ground water level and TPIPL

has the distinction of being the first organization in this regard.

Vermiculture is the process of converting canteen food wastage to natural

manure.

Departments of Tecumseh Products India Pvt. Ltd.,

Human Resource Development

Welfare Department

Attendance and Pay Office (A & PO)

Electronics Data Processing (EDP)

Provident Fund and Credit Cooperative Society (PF & CCS)

Maintenance and Engineering Department

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Quality Development of AW Assembly

A W Machine shop

A W Press shop

Dispensary

Canteen

Chemical and Technological Laboratories

Tecumseh Products India Pvt. Ltd., Hyderabad has a total of 766 permanent

employees as on which includes

Officers - 172

Staff & workers - 376

BALLABGARH PLANT:

At Ballabgarh , Haryana TPIPL has invested Rs. 200 crores for manufacturing

of Non-CFC compressors. The Ballabgarh plant is one of best compressors

manufacturing unit in Asia. The plant is extended on 21 acre land on the Delhi

Mathura National highway. The plant has a capacity to manufacture 25000 units

per month.

Workplace improvements (5-S Philosophies)

Creativity club

KRAS (improvements /suggestions)

Variable earnings sharing of value addition

Agreement process organization needs

Non conformance reporting /audits

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Open house / communication meeting

Team assessment and feedback

Changing life styles.

To provide comprehensive solutions to customer in the field of cooling

while providing autonomous working environment for employees, to tap their

creative potential, bring out the best in them and optimizes stake holder returns.

Tecumesh products India Pvt. Ltd., Mission:

To be recognized as the world leader in the supply of refrigerator and air

conditioning compressors.

To provide our customer superior products and services.

To create an environment in which our employees can grow to their full

potential and make difference.

To provide superior value to our stake holders.

To be driven to reach the highest possible standars of excellence in all our

endeavors.

Nothing will be done to compromise our integrity.

Tecumesh products India Pvt. Ltd., Quality Policy;

Committed to total customer satisfaction by meeting their evolving needs,

expectations and aspirations stated, implied or latent.

Striving to provide products and service of global quality standards and to

reach a position of leadership in the field of operations, setting new

values.

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Continuous improvement across the organization and up-gradation of

product, technology and process supportive environment, at least cost to

society shall be the means to achieve the goals.

The approach will be through proper systems and procedures and total

involvement of employees, vendors and other business associates.

the vision of Tecumseh India is to be a serene green and eco-friendly co-

operation carrying out all its operations contributing to preservation of

environment and natural resources of the benefit at large.

Among others this can be achieved through.

Allocation of company wide priority for sustainable development with

total involvement and commitment.

Evaluation and up gradation of current technologies, products and raw

materials for minimization, handling and disposal of solid, liquid and

gaseous wastes.

Realization of tangible objectives and targets set for continual

improvement to control and prevent pollution and conserve resources.

Legal compliance and going beyond setting new standards.

Meeting international expectations such sa Montreal Protocal, 1987 in

phasing out CFCs refrigerants in our compressors.

Training and Propagation of Knowledge on environment .

Tecumesh products India Pvt. Ltd., Key Business Objective:

Set the world industry standard of excellence for customer satisfaction.

Achieve total quality.

To attain and surpass global quality and reliability standards for our

products.

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Maintain clear technology leadership.

Market share leadership with focus on customer needs.

Meet business and financial commitments.

TECUMESH PRODUCTS INDIA PVT. LTD., SEVEN DEADLY SINS:

1. Inconsistent products Quality

2. Slow response to market place

3. Lack of innovative and competitive products

4. Uncompetitive cost structure

5. Inadequate employee involvement

6. Unresponsive customer service

7. Ineffective source allocation

CERTIFICATIONS

Tecumseh Products Companys (TPC) global vision of providing

comfort, Health and convenience to millions worldwide. Gives and impetus for

the companys steady diversification into new frontiers. A and today, this

cooling giants products are available in over a 100 countries across the globe.

The Technology Development Center (TDC) at Tecumseh India engages

in R & D of Compressor Technology. Its Customer Services Center (CSC)

constantly tries to look in to the problems faced by its customers. The center

constantly does competitor analysis i.e. comparison of competitor products with

that of Tecumsehs and improvising on the Technology.

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POLICIES

QUALITY POLICY:


expectations and aspirations stated.



values.

Continuous improvement across the organization and up gradation of



The approach will be through proper systems, procedure and total

involvement of employees , vendors and other business associates.

ENVIRONMENTAL POLICY:

The vision of Tecumseh India is to be a serene green and eco-friendly

cooperation carrying out all its operations contributing to preservation of

environment and natural resources for the benefit at large.

This can be achieved through



Evaluation and up gradation of current technologies . products and raw

material for minimization handling and disposal of solid, liquid and

gaseous wastes.



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CANTEEN

Subsidized food is provided for all categories of employees. Healthy food is

supplied to the employees on all working days. 250 persons can take lunch at atime. Break fast and tea are provided in the morning. Employees can go tocanteen only during the specified timings.

FESTIVALS:

Dussera Puja is celebrated with great joy. Puja material shall be supplied to eachdepartment. Coconut and sweet packet from a renowned shop shall be given toevery employee.

ANNUAL DAY CELEBRATIONS:

Every year Annual day is observed on 30th June or any date agreed by Union andManagement depending upon the production exigencies. On the eve of this,Cultural Programmes, Sports and Games are organized, prizes are given towinners. On the same day employees with outstanding attendance record andlong service will be felicitated with Special awards. All the employees andfamilies are invited for dinner and followed by distribution of sweets.

PICNIC

Company provides picnic subsidy @ Rs.200/- [Rupees Two hundred only] foreach employee for the departmental Picnic once in a year.

WELFARE FUND:

The incentive received from the Postal Department towards the subscriptionsagainst the monthly savings schemes will be credited to this account. Also finescollected from Staff and Workers against late comings would also be credit to

this fund. Certain amounts out of this fund will be paid to any employee (staff/worker) who is on long loss of pay leave on medical grounds.

MEDICAL ADVANCE:

The Management would sanction at its sole discretion a medical advance of up toRs.50000/- to any employee who had to incur heavy expenses towards medical

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treatment of self and dependents. This is recoverable along with interest @ 5%p.a.

COOPERATIVE CREDIT SOCIETY

There is a well-established credit society catering the financial needs of theemployees. The Management nominates the president of this society and theManagement provides complete infrastructure.

UNIFORM:

Two pairs of uniform, one pair of shoes and three pairs of socks shall be suppliedto all employees except to the officers of commercial departments. All

employees who were issued the uniform are expected to come to Factory strictlyin uniform.

BENEVOLENT FUND:

This is applicable only for staff and workmen. Re.1/- per month shall be deductedfrom the salary of all staff and workers. The Management would contributeequal amount. In the case of death of the employee an amount of Rs.5000/-would be paid to the dependent towards funeral expenses. In the case of death ofspouse and children, an amount of Rs.500/- would be paid to the employee.

MEDICAL FACILITY

The company has its own ambulance department with sufficient medical staff.The site-dispensary is responsible for providing immediate medical facilities foremployees of the company. The dispensary looks after the maintenance of line-wise and shed wise first aid boxes. In addition it also looks into the treatment forimmediate illness of the employees of the company. The dispensary is equippedwith a bed and an ambulance, which is used in case of requirement to transfer the

patient to an outside hospital. Regular/preventive health check will be conductedfor every employee on his/her birthday.

SPECIAL ATTENDANCE REWARD SCHEME

In order to maintain the production, productivity and quality, it is essential thatemployees are motivated to attend work regularly during the peak season i.e.

January to July in a year.

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One days basic salary [basic / 26 x 1] will be paid for those employees whoattend, work on all working days in a month without even availing half-day leaveor absenteeism.

CHILDREN EDUCATION REWARD

Children of all permanent workers / staff [and not officers] are eligible for thereward.A minimum of 60% in examinations starting from matriculation /SSC/ICSE/CBSE or equivalent examination. An amount of Rs.150/- will be paid

per month per child towards tuition fee, books, examination fee etc., starting fromthe first month of passing each course and continued till the completion of thecourse in the specified time

Applications, along with Memorandum of marks or school leaving certificate,and proof of entering college for further education should be submitted to IRDepartment. Proof regarding the student continuing in college should besubmitted every quarter.The reward will stand terminated in case of :

Discontinuance of the course for which reward is being granted

Employees separation from the company

Failure of the student during the course

CHILDREN SCHOLARSHIP SCHEME

This is in addition to the reward scheme specified above. School going children[up to the age of 18 years] of all permanent employees securing more than 75%marks in aggregate in their respective final examinations are entitled to ascholarship of Rs.2000/- per annum. This will be given to any one child of theemployee. This amount will be paid directly to the children at the beginning ofthe term for the previous academic year.

SMOKING POLICY

Smoking is not permitted in the following areas:

Any area in which a fire or safety hazard exists; Production and manufacturing areas;

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Common areas including lobbies, reception areas, employee lounges,canteen etc.

Individual offices where smoking is not permittedIndividual offices may be designated smoking permitted or no-

smoking by the occupant.

REWARD FOR DETECTION OF THEFT CASES

Cash reward will be given to those employees who help in detection of thefts.The details of this scheme are as under:All Staff and workers are eligible for the reward under this scheme.The amount of reward may be up to Rs.500/-. Exact quantum of the reward will

be determined by the Unit Head, taking into consideration all factors such as the

items involved in theft, the skill and role played by the employees in detectingthe theft.In case more than one report has been received in respect of the same theft,reward will be given based on first report received.For claiming the reward, written report should be made to the HRD/IR/Securityof the Unit giving sufficient information about the person and articles involved.Reward will be disbursed only when the culprit is caught and the theft isestablished.

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CHAPTER-4

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INTERPRETATION

1. I consider myself a self-motivated person?

TABLE 4.1:

Kind of options No of

respondents

No of

percentage

Strongly agree 7 14

Agree 17 34

Disagree 5 10

Somewhatagree 0 0

Cant say 3 6

Total 30 60

CHART 4.1:

Interpretation:

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From this we can say that 14% Respondents are strongly agree

they are self motivated persons.34% are Agree they are self

motivated persons. 10%are disagree.and 6% of Respondents

are cant say their opinion

2.Financial incentives motivates me more than non

financial incentives.

TABLE 4.2:

Kind of option No of

respondents

No of

percentage

Strongly agree 11 22

Agree 2 4

Disagree 9 18

Somewhatdisag

ree

0 0

Cant say 8 16

Total 30 60

Chart 4.2:

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CHART4.2:

INTERPRETATION:

From this 22% of Respondents strongly agree financial

incentives are motivates them non financial incentives.4%

Respondents are agree with that.18% Respondents are

disagree.16% Respondents are they cant say about this.

3.I am satisfied with the lunch break,rest breaks and

leaves given in the organization.

TABLE 4.3:


Respondents

No of

percentage

Strongly agree 8 16

Agree 14 28

Disagree 8 16

Somewhatdisag

ree

0 0

Cant say 0 0

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Total 30 60

CHART4.3:

INTREPRETATION:

From this we can say that 16% Respondents are strongly agreewith the lunch breaks.28% Respondents are agree with that

leaves and breaks.16% Respondents are disagree with that.

4. The medical benefits provided in the organization are

satisfactory


respondents

No of

percentage

Strongly agree 1 2

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Agree 21 42

Disagree 1 2

Somewhatdisag

ree

7 14

Cant say 0 0

Total 30 60

Chart 4.4:

INTERPRETATION:

From this we can say that 16% Respondents are satisfied with

the breaks.28% Respondents are agree with that lunch

breaks.16% Respondents are disagree with that breaks

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5.The employees in the organization feel secured in

their job.

TABLE 4.5:


Respondents

No of

percentage

Strongly agree 2 4

Agree 20 40

Disagree 3 6

Somewhatdisag

ree

3 6

Cant say 2 4

Total 30 60

CHART 4.5:

INTERPRETATION:


that they feel secured in their job.And 40% Respondents areagree that they feel secured their job.6%Respondents are not

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satisfy with their job.6%Respondents are not satisfy.4%

Respondents are they cant able to say their job security.

6.I am satisfied with the responsibility and role that I

have in my work?

TABLE 4.6:

Kind of option No of Respondents No ofpercentage

Strongly agree 4 8

Agree 20 40

Disagree 5 10

Somewhatdisag

ree

1 2

Cant say 0 0

Total 0 60

CHART 4.6:

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INTERPRETATION:

From this we can say that 8% Respondents are satisfied and

they feel responsible in their work.40%Respondents are agree

with that.10% are disagree.2% are feel some what disagree.

7.Good physical working conditions are provided in the

organization?

TABLE 4.7


Respondents

No of

percentage

Strongly agree 0 0

Agree 22 44

Disagree 1 2

Somewhatdisag 3 6

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ree

Cant say 4 8

Total 30 60

CHART 4.7:

INTREPRETATION:

From this we can say that 44% Respondents are agree with tha

good working conditions are there in the work place.2%

Respondents are disagree with the working conditions.6% aresome what disagree.8% Respondents are cant able to say.

8.I am satisfied with the support from the HR

department.

TABLE 4.8:

Kind of option No of No of

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Respondents percentage

Strongly agree 5 10

Agree 5 10

Disagree 13 26

Somewhatdisag

ree

4 8

Cant say 3 6

Total 30 60

CHART 4.8:

INTREPRETATION:

From this we can say that 10% Respondents are satisfied withthe HR department.10% Respondents are agree withthat.26%are not satisfied with the HR department.8%

Respondents are somewhat disagree .6% Respondents are cantable to say.

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9.The company providing motivation camps to us.

TABLE 4.9:Kind of option No of

Respondents

No of

percentage

Strongly agree 2 4

Agree 14 28

Disagree 9 18

Somewhatdisagree

0 0

Cant say 5 10

Total 30 60

CHART 4.9:

INTREPRETATION:

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From this we can say that 4% Respondents are strongly agreethat company providing motivation camps.28% Respondentsare agree with that motivation camps.18% are disagree withthe camps.10% are cant abie to say.

10.I am satisfied with the motivation and training camps

conducted in company.

TABLE 4.10:


Respondents

No of

percentage

Strongly agree 2 4

Agree 13 26

Disagree 9 18

Somewhatdisag

ree

2 4

Cant say 4 8

Total 30 60

CHART 4.10:

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INTREPRETATION:


that company providing motivation camps are satisfying.26%Respondents are agree with that motivation camps.18%aredisagree with the camps.8% are cant abie to say.

11.I feel that motivation training camps are needed to

employees in the company.

TABLE 4.11:


Respondents

No of

percentage

Strongly agree 3 6

Agree 20 40

Disagree 0 0

Somewhatdisag

ree

1 2

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Cant say 6 12

Total 30 60

CHART 4.11:

Intrepretation:

From this we can say that 6% Respondents are needed

motivation camps.40% Respondents are agree with this.2%are

some what disagree.12%Respondents are can not able to say.

12.I satisfied with the working environment where I

work.

TABLE 4.12:

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Respondents

No of

percentage

Strongly agree 6 12

Agree 20 40

Disagree 2 4

Somewhatdisag

ree

1 2

Cant say 1 2

Total 30 60

CHART 4.12:

Intrepretation:


the work environment.40% Respondents are agree with

this.4%are some what disagree with the work environment

where they work.2%Respondents are can not able to say.

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13.Are superiors are free enough to solve your

psychological distress.

TABLE 4.13:

Kid of option No of

Respondents

No of

percentage

Strongly agree 0 0

Agree 23 46

Disagree 5 10

Somewhatdisag

ree

0

Cant say 2 4

Total 30 60

CHART 4.13:

INTREPRETATION:

From this we can say that 46% Respondents are satisfy with

their superiors when they are in distress.4%are can not able to

say.

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14.I am satisfied with the allotted working hours.

TABLE 4.14:


Respondents

No of

percentage

Strongly agree 0 0

Agree 14 28

Disagree 15 30

Somewhatdisag

ree

0 0

Cant say 1 2

Total 30 60

CHART 4.14:

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INTREPRETATION:


their allotted working hours.30% Respondents are disagree

with their allotted working hours.2% are can not able to saythat.

15.I reach my targets intime with the support of my

superiors.

TABLE 4.15:


Respondents

No of

percentage

Strongly agree 0 0

Agree 24 48

Disagree 5 10

Somewhatdisag

ree

0 0

Cant say 1 2

Total 30 60

CHART 4.15:

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INTREPRETATION:

From this we can say that 48% Respondents are reach their

targets intime with the support of superiors.10% Respondents

are disagree to reach their targets intime.2% are can not able

to say that.

16. My organization provides stree free relaxation

programmes.

TABLE 4.16:


Respondents

No of

percentage

Strongly agree 1 2

Agree 0 0

Disagree 29 58

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Somewhatdisag

ree

0 0

Cant say 0 0

Total 30 60

CHART 4.16:

INTREPRETATION:

From this we can say that 2% Respondents are saying that

organization provides stress free programmes.58%

Respondents are disagree with this.

17.Visibility with top management is important to me.

TABLE 4.17:

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Respondents

No of

percentage

Strongly agree 3 6

Agree 15 30

Disagree 10 20

Somewhatdisag

ree

2 4

Cant say 0 0

Total 30 60

CHART 4.17:

INTREPRETATION:

From this we can say that 6% Respondents are saying that

visibility of top management is tmportant.30% Respondents are

agree with this.20%are disagree with this top

management.4%are somewhat disagree with this.

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18.I feel that job I do gives me a good status.

TABLE 4.18:


Respondents

No of

percentage

Strongly agree 3 6

Agree 17 34

Disagree 9 18

Somewhatdisagree

1 2

Cant say 0 0

Total 30 60

CHART 4.18:

INTREPRETATION:

From this we can say that 6% are strongly agree that their job

gives good status.34%are agree with this.18%are disagree with

this statement.2%are some what disagree with this statement.

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19.Want to be the best at my own job.

TABLE 4.19:


Respondents

No of

percentage

Strongly agree 5 10

Agree 20 40

Disagree 3 6

Somewhatdisag

ree

0 0

Cant say 2 4

Total 30 60

CHART 4.19:

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INTREPRETATION:

From this we can say that 10% are strongly agree that they are

best at their own job.40%are agree with this.6%are disagree

with this statement.4%are Cant say with this statement.

20.I find opportunities for advancement in this

organization.

TABLE 4.20:


Respondents

No of

percentage

Strongly agree 1 2

Agree 9 18

Disagree 14 28

Somewhatdisag 0 0

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ree

Cant say 6 12

Total 30 60

CHART4.20:

INTREPRETATION:


find the oppertunities in the organisation..18%are agree with

this.28%are not finding any oppertunities in this

organisation.2%are Cant say with this statement.

21.I generally like to schedule my own work and to

make job-related decisions with a minimum of

supervision.

TABLE 4.21:

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Respondents

No of

percentage

Strongly agree 0 0

Agree 20 40

Disagree 5 10

Somewhatdisag

ree

0 0

Cant say 5 10

Total 30 60

CHART4.20:

INTREPRETATION:


taking the job related decisions minimum of

supervision.10%are disaagree with this..2%are Cant say with

this statement.

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22.I feel that my superior always recognize the work

done by me.

TABLE 4.22:


Respondents

No of

percentage

Strongly agree 0 0

Agree 29 58

Disagree 1 2

Somewhatdisag

ree

0 0

Cant say 0 0

Total 30 60

CHART4.22:

INTREPRETATION

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From this we can say that 58% are agree that superiors always

recognise their work..2%are disaagree with this.

23.Do you feel confortable with your job position.

TABLE 4.23:


Respondents

No of

percentageStrongly agree 1 2

Agree 22 44

Disagree 7 14

Somewhatdisag

ree

0 0

Cant say 0 0

Total 30 60

CHART4.23:

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INTREPRETATION

From this we can say that 2% are Stringly agree they feel

conforteble with the job position.44%are agree with that they

are satisfied with the job positions.14%are disagree with this

statement.

24.Are you satisfied with the support given by your

superiors.

TABLE 4.24:


Respondents

No of

percentage

Strongly agree 0 0

Agree 25 50

Disagree 2 4

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Somewhatdisag

ree

2 4

Cant say 1 2

Total 30 60

CHART4.24:

INTREPRETATION

From this we can say that 50% are agree that they are satisfied

with the support from the superiors. 4%are disagree with that

they are not satisfied with the support given by the superiors.4%are somewhatdisagree with this.2%are can not abie to say.

25.Are you self motivated enough to manage any

situation in working conditions.

TABLE 4.25:

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Respondents

No of

percentage

Strongly agree 10 20

Agree 16 32

Disagree 0 0

Somewhatdisag

ree

3 6

Cant say 2 4

Total 30 60

CHART4.25:

INTREPRETATION

From this we can say that 20% are Strongly agree that they are

self motivated to manage any working conditions.32%are agree

with that they are able to manage any situation in the working

conditions.6%are somewhat disagree with this.4% can not able

say.

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CHAPTER 4

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COMPANY PROFILE

TECUMSEH PRODUCTS INDIA PRIVATE LIMITED is an ISO 14001 and

9001 certified, American based multinational company, which has core

expertise in manufacturing hermetically sealed compressors. Tecumseh India is

a 100% subsidiary to Tecumseh Products Company (TPC), USA, which is the

worlds only full line, independent manufacturer of compressors. TPC has 29

manufacturing locations in 4 continents. In India the company has 20 sales

offices and an extensive network of over 200 dealers and more than 600

registered small scale manufacturers. TECUMSEH India is the preferred

supplier to the whos who of the AC & R industry in India and in the Middle

East, SAARC countries.

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Tecumseh India is headed by Mr. S.Vipin Sondhi, the managing director

and employs about 2500 people. Tecumseh India is largest merchant

manufacturer of compressors in the country catering to all three segments of air

conditioners, domestic and commercial refrigeration and is leading player with

a growing Indian market for compressors. Tecumseh Products Company

invested $80 million in Indian operation known as Tecumseh Products India

Private Ltd. (TPIPL). TPIPL has two states of manufacturing facilities at

Hyderabad, Andhra Pradesh and Ballabgarh, Haryana with a CADEM at

Hyderabad plant to meet global engineering needs.

The company was originally established in 1963 under the name of

USHA Refrigeration Industries Ltd (URIL) by Lala Charath Ramji who was

from a renewed industrial family of DCN and Coromandal Group of

Companies. URIL manufactures compressors for Water Cooler, Air Conditioner

and Air Coolers. In 1970, the URIL was changed to Shriram Refrigeration Ltd.

and the business was diversified towards manufacturing of diesel engines and

water coolers. Shriram industries played a great role in the field and captured

more than 50% of the market share in India. Shriram industries also kept its

hands in international trade and were successful in exporting their products to

the neighboring countries Nepal and Bangladesh.

In 1980 Lala Charath Ramjis son Mr. Siddharth C Shriram became the

chairman cum managing director of the company. The period saw sea change in

industrial policy, which resulted in a great change in industrial sector. In the

process of survival, Shriram went to tech collaboration with Westing House US

and was named as SIEL compressors. SIEL compressors were the first Indian

company to manufacture compressors. Later Westing House stopped

manufacturing compressors and SIEL went in to technical collaboration with

Tecumseh Products Company USA in 1988 was named as TECUMSEH

PRODUCTS INDIA PRIVATE LIMITED.

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PLANTS OF TPIPL:

TPIPL has two states of manufacturing facilities at Hyderabad, Andhra Pradesh

and Ballabgarh, Haryana with a CADEM at Hyderabad plant to meet global

engineering needs.

Hyderabad plant:

The Hyderabad plant is located on sprawling 54 acre land at Balanagar.

Industrial belt 15 km away from Hyderabad city. At Hyderabad Plant, they

manufacture compressors for air-conditioning from 1200 BTU to 60,000 BTU

and also compressors for deep freezers, bottle coolers and water coolers which

are considered to be worlds no.1 in the 150 million compressor market a year.

The Hyderabad plant has a capacity of manufacturing more than 3000 units per

day. It has a technology development centre with full Research and

Development facility. The plant is also supported by two service centres: A W

Service centre and M C Service centre.

The Hyderabad plant has six regional sales offices, among which four are

located in metropolitan cities like Delhi, Mumbai, Chennai, and Calcutta while

the remaining two are at Ahmedabad and Secunderabad. Besides these there

are branch offices and depots located in prime cities across the country. It also

has a network of about 177 dealers across the country and is preferred suppliers

to key OEMs (Originally Equipment Manufacturers) like Voltas, AMTREX,

LG, Blue-star and Godrej, Videocon, Fedders Lloyd, Hitachi etc.

TPIL Hydreabad plant was successful in getting the ISO 9001

Certification for maintaining quality of the compressors in 1994, and for eco-

friendly environment maintenance the company has got ISO 14001 certification.

The management has started development activities in the following areas:

Tree plantation

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Rain water harvesting is to increase the ground water level and TPIPL

has the distinction of being the first organization in this regard.

Vermiculture is the process of converting canteen food wastage to natural

manure.

Departments of Tecumseh Products India Pvt. Ltd.,

Human Resource Development

Welfare Department

Attendance and Pay Office (A & PO)

Electronics Data Processing (EDP)

Provident Fund and Credit Cooperative Society (PF & CCS)

Maintenance and Engineering Department

Quality Development of AW Assembly

A W Machine shop

A W Press shop

Dispensary

Canteen

Chemical and Technological Laboratories

Tecumseh Products India Pvt. Ltd., Hyderabad has a total of 766 permanent

employees as on which includes

Officers - 172

Staff & workers - 376

BALLABGARH PLANT:

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At Ballabgarh , Haryana TPIPL has invested Rs. 200 crores for manufacturing

of Non-CFC compressors. The Ballabgarh plant is one of best compressors

manufacturing unit in Asia. The plant is extended on 21 acre land on the Delhi

Mathura National highway. The plant has a capacity to manufacture 25000 units

per month.

Workplace improvements (5-S Philosophies)

Creativity club

KRAS (improvements /suggestions)

Variable earnings sharing of value addition

Agreement process organization needs

Non conformance reporting /audits

Open house / communication meeting

Team assessment and feedback

Changing life styles.

To provide comprehensive solutions to customer in the field of cooling

while providing autonomous working environment for employees, to tap their

creative potential, bring out the best in them and optimizes stake holder returns.

Tecumesh products India Pvt. Ltd., Mission:

To be recognized as the world leader in the supply of refrigerator and air

conditioning compressors.

To provide our customer superior products and services.

To create an environment in which our employees can grow to their full

potential and make difference.

To provide superior value to our stake holders.

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To be driven to reach the highest possible standars of excellence in all our

endeavors.

Nothing will be done to compromise our integrity.

Tecumesh products India Pvt. Ltd., Quality Policy;


expectations and aspirations stated, implied or latent.



values.

Continuous improvement across the organization and up-gradation of



The approach will be through proper systems and procedures and total

involvement of employees, vendors and other business associates.

the vision of Tecumseh India is to be a serene green and eco-friendly co-

operation carrying out all its operations contributing to preservation of

environment and natural resources of the benefit at large.

Among others this can be achieved through.



Evaluation and up gradation of current technologies, products and raw

materials for minimization, handling and disposal of solid, liquid and

gaseous wastes.

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Legal compliance and going beyond setting new standards.

Meeting international expectations such sa Montreal Protocal, 1987 in

phasing out CFCs refrigerants in our compressors.

Training and Propagation of Knowledge on environment .

Tecumesh products India Pvt. Ltd., Key Business Objective:

Set the world industry standard of excellence for customer satisfaction.

Achieve total quality.

To attain and surpass global quality and reliability standards for our

products.

Maintain clear technology leadership.

Market share leadership with focus on customer needs.

Meet business and financial commitments.

TECUMESH PRODUCTS INDIA PVT. LTD., SEVEN DEADLY SINS:

1. Inconsistent products Quality

2. Slow response to market place

3. Lack of innovative and competitive products

4. Uncompetitive cost structure

5. Inadequate employee involvement

6. Unresponsive customer service

7. Ineffective source allocation

CERTIFICATIONS

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Tecumseh Products Companys (TPC) global vision of providing

comfort, Health and convenience to millions worldwide. Gives and impetus for

the companys steady diversification into new frontiers. A and today, this

cooling giants products are available in over a 100 countries across the globe.

The Technology Development Center (TDC) at Tecumseh India engages

in R & D of Compressor Technology. Its Customer Services Center (CSC)

constantly tries to look in to the problems faced by its customers. The center

constantly does competitor analysis i.e. comparison of competitor products with

that of Tecumsehs and improvising on the Technology.

POLICIES

QUALITY POLICY:


expectations and aspirations stated.



values.

Continuous improvement across the organization and up gradation of



The approach will be through proper systems, procedure and total

involvement of employees , vendors and other business associates.

ENVIRONMENTAL POLICY:

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The vision of Tecumseh India is to be a serene green and eco-friendly

cooperation carrying out all its operations contributing to preservation of

environment and natural resources for the benefit at large.

This can be achieved through



Evaluation and up gradation of current technologies . products and raw

material for minimization handling and disposal of solid, liquid and

gaseous wastes.



CANTEEN

Subsidized food is provided for all categories of employees. Healthy food issupplied to the employees on all working days. 250 persons can take lunch at a

time. Break fast and tea are provided in the morning. Employees can go tocanteen only during the specified timings.

FESTIVALS:

Dussera Puja is celebrated with great joy. Puja material shall be supplied to eachdepartment. Coconut and sweet packet from a renowned shop shall be given toevery employee.

ANNUAL DAY CELEBRATIONS:

Every year Annual day is observed on 30th June or any date agreed by Union andManagement depending upon the production exigencies. On the eve of this,Cultural Programmes, Sports and Games are organized, prizes are given towinners. On the same day employees with outstanding attendance record andlong service will be felicitated with Special awards. All the employees andfamilies are invited for dinner and followed by distribution of sweets.

PICNIC

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Company provides picnic subsidy @ Rs.200/- [Rupees Two hundred only] foreach employee for the departmental Picnic once in a year.

WELFARE FUND:

The incentive received from the Postal Department towards the subscriptionsagainst the monthly savings schemes will be credited to this account. Also finescollected from Staff and Workers against late comings would also be credit tothis fund. Certain amounts out of this fund will be paid to any employee (staff/worker) who is on long loss of pay leave on medical grounds.

MEDICAL ADVANCE:

The Management would sanction at its sole discretion a medical advance of up toRs.50000/- to any employee who had to incur heavy expenses towards medicaltreatment of self and dependents. This is recoverable along with interest @ 5%

p.a.

COOPERATIVE CREDIT SOCIETY

There is a well-established credit society catering the financial needs of theemployees. The Management nominates the president of this society and theManagement provides complete infrastructure.

UNIFORM:

Two pairs of uniform, one pair of shoes and three pairs of socks shall be suppliedto all employees except to the officers of commercial departments. All

employees who were issued the uniform are expected to come to Factory strictlyin uniform.

BENEVOLENT FUND:

This is applicable only for staff and workmen. Re.1/- per month shall be deductedfrom the salary of all staff and workers. The Management would contributeequal amount. In the case of death of the employee an amount of Rs.5000/-would be paid to the dependent towards funeral expenses. In the case of death of

spouse and children, an amount of Rs.500/- would be paid to the employee.

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MEDICAL FACILITY

The company has its own ambulance department with sufficient medical staff.The site-dispensary is responsible for providing immediate medical facilities for

employees of the company. The dispensary looks after the maintenance of line-wise and shed wise first aid boxes. In addition it also looks into the treatment forimmediate illness of the employees of the company. The dispensary is equippedwith a bed and an ambulance, which is used in case of requirement to transfer the

patient to an outside hospital. Regular/preventive health check will be conductedfor every employee on his/her birthday.

SPECIAL ATTENDANCE REWARD SCHEME

In order to maintain the production, productivity and quality, it is essential thatemployees are motivated to attend work regularly during the peak season i.e.January to July in a year.One days basic salary [basic / 26 x 1] will be paid for those employees whoattend, work on all working days in a month without even availing half-day leaveor absenteeism.

CHILDREN EDUCATION REWARD

Children of all permanent workers / staff [and not officers] are eligible for thereward.A minimum of 60% in examinations starting from matriculation /SSC/ICSE/CBSE or equivalent examination. An amount of Rs.150/- will be paid

per month per child towards tuition fee, books, examination fee etc., starting fromthe first month of passing each course and continued till the completion of thecourse in the specified timeApplications, along with Memorandum of marks or school leaving certificate,

and proof of entering college for further education should be submitted to IRDepartment. Proof regarding the student continuing in college should besubmitted every quarter.The reward will stand terminated in case of :

Discontinuance of the course for which reward is being granted

Employees separation from the company

Failure of the student during the course

CHILDREN SCHOLARSHIP SCHEME

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This is in addition to the reward scheme specified above. School going children[up to the age of 18 years] of all permanent employees securing more than 75%marks in aggregate in their respective final examinations are entitled to ascholarship of Rs.2000/- per annum. This will be given to any one child of the

employee. This amount will be paid directly to the children at the beginning ofthe term for the previous academic year.

SMOKING POLICY

Smoking is not permitted in the following areas: Any area in which a fire or safety hazard exists; Production and manufacturing areas; Common areas including lobbies, reception areas, employee lounges,

canteen etc. Individual offices where smoking is not permitted

Individual offices may be designated smoking permitted or no-smoking by the occupant.

REWARD FOR DETECTION OF THEFT CASES

Cash reward will be given to those employees who help in detection of thefts.The details of this scheme are as under:All Staff and workers are eligible for the reward under this scheme.The amount of reward may be up to Rs.500/-. Exact quantum of the reward will

be determined by the Unit Head, taking into consideration all factors such as theitems involved in theft, the skill and role played by the employees in detecting

the theft.In case more than one report has been received in respect of the same theft,reward will be given based on first report received.For claiming the reward, written report should be made to the HRD/IR/Securityof the Unit giving sufficient information about the person and articles involved.Reward will be disbursed only when the culprit is caught and the theft isestablished.

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CHAPTER 5

FINDINGS

According to the survey done in the company.

1.Maximum employees in the organization found their job andworking environment both are satisfactory.

2.Employees in the organization do not have medical benefits.

3.Management is not providing any motivation camps to theemployees.

4.Communication levels,mutual understanding between theemployees and management is good and fare in level.

5.Employees are motivated to the reach the objectives andtargets pointed by the organization.

6.lack of providing stress free relaxation programs conductedby the organization to employees.

7.Recognition of hardworkdone by the management is good atlevel.

8.Appraising system is good.

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SUGGESTIONS:

1.To my knowledge I suggest that provide better medical benefits to the

employees.

2 positive motivation camps shouid be conducted in the organization.

3.Healthy and safety facilities should be provided to the employess in the

organization.

4.provied better canteen fecilities to the employees in the organization.

5.provide stress free relaxation programs to the employees in the organization.

6.They need growth in their job position and advancement in the job

designation.

7.Every employee need motivation training camps in the organization.

SUMMARYThe purpose of this study is to examine MOTIVATION AND MORALE of

employees. The study is done in an organization in TECUMSEH

BALANAGAR. Every organization needs to have well motivation and

morale of employees to perform their work good in the organization when

the employee feel good about their jobs, certain factors tend to consistently

related to job satisfaction. This theory provides an

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