Executive summary

Emotional intelligence is often defined as the recurring patterns of behavior,

attitudes and feelings that characterize life in the organization. Emotional
intelligence tends to be shared by all or most members of some social group;
shapes behavior and structures perceptions of the world. Culture includes deeply
held values, beliefs and assumptions, symbols and ritual.

The main objectives of the study is to understand the existing Emotional

intelligence of  UNLIMITED FASHION STORE , to analyses the employee
satisfaction with regard to the present EI impact to find out the corrective measures
to be taken by the management to improve the present organizational culture.

The main factors responsible for work coordination among the employees are
Superior guidance, Communication with other departments, Department’s
valuable contribution to company, convenient work schedule to meet
personal/family responsibilities, Cooperation with team.

To study the SWOC analysis of the UNLIMITED FASHION STORE with using
proper statistical tools in various ways

The survey was conducted through the questionnaire. The respondents were chosen
randomly from different departments of UNLIMITED FASHION STORE

After carrying out the survey, I have found out some major findings and
recommended suggestions based on the framework of survey conducted

1
 CHAPTER 1

INTRODUCTION ABOUT INDUTRY AND COMPANY PROFILE

1.1 INTRODUCTION ABOUT INTERNSHIP:

It is an opportunity for students to undergo internship for 6 weeks duration. It helps students to
experience the corporate culture. It is unpaid, and immeasurable amount of experience that
students never receive in the classroom. It helps in gaining practical knowledge rather than
theoretical knowledge. The detailed analysis will be done on organisation. The internship is
conducted in the arvind unlimited fashion store and retail ltd. Information required for the study
is collected form the company and from other source.

It is a chance to test energies a vocation without building any genuine commitments. It's your
opportunity to perceive what it might be like to work-in a specific industry, and whether you're
an incredible fit. Also, may be in particular, a great internship gives you experiences, lessons,
and devices you'll have to get a fulltime gig later on. Internship is a chance to use a considerable
lot of the aptitudes obtained as far as we can tell in the school – the capacity to think
fundamentally and scientifically and team up successfully with numerous people.

1.2. INDUSTRY PROFILE:

Retailing has turn out to be a significant institution in our present society. It delivers
great value to the consumers. Also provides opportunities for gratifying and challenging career to
individuals. There has been a substantial swing in consumer’s need and technology and it has
resulted in transformation in retail industry. 25 to 30 years back modern retail formats and
enterprises were unknown which has now become the primary element in retail industry. The
fundamental of successful retailing is offering the correct goods and services at the correct price,
in the right place and at the correct time to insure returns.

India could be the land of shopkeepers. With over twelve million retail outlets, Bharat in
all probability has almost density of retail stores across the globe, with 1 for nearly every ninety
persons; slight surprise that the country is the 9th largest retail market in the world, through
calculable annual retail sales of around USD215 billion in 2005 (Rs 960,0000crore)..

2
Background

India’s retail and logistics industry, organisedTand unorganized in mix, employs around forty
million Indians (3.3% of Indian populace). The standard Indian retail shops are little. More than
14 million stores work in the nation and just four percent of them being bigger than 500 sq ft (46
m2) in estimate. India has around 11 shop outlets for each 1000Tindividuals. Gigantic greater
part of the unorganized retail shops in India employ relatives, don’t have the scale to get or
transport items at high-volume discount level, have restricted to no quality control or fake
versus-authentic item screening innovation and have not training on protected and sanitized
storage, packing or logistics

1.3 COMPANY PROFILE

Unlimited Fashion & Retail Limited is an Indian superior clothing retail chain. Initially
Unlimited store was opened in Ahmedabad, India in 1931.There are 50+ unlimited stores are
India.Unlimited Fashion and Retail Ltd., India's best lifestyle and apparels organization offers
rich and polished form to meet their consistently evolving necessities. With creative plans,
thoughts and stocks, the firm acquires the most recent patterns design and dress style to the
clothing market.

Basically situated as at store outfitting tot the style desires of the entire family, Unlimited has
now changed to an elegance and lifestyle brand with a noticeable quality on youth and focus on
plans that are characteristically in a state of harmony with existing style patterns. This
convincing blend has assisted Unlimited save its place on the style locater of all customers’
closet. Unlimited stores have a plenty of choices crosswise over categories that range from
western to Indian wear, formal to party wear and dynamic wear for men, ladies and children. To
additionally improve the purchaser's various decisions that reflect style, state of mind, and
solace, Unlimited has extended its breaking points to form embellishments like footwear, purses,
shades an substantially more. Through a chain of 50+ fashion stores crosswise over india
Unlimited is ceaselessly outspreading its impressions into rest of modern India. Unlimited which
controlled by ARVIND FASHION LIMITED.

3
Unlimited Fashion Store In Davanagere

The Unlimited Fashion Store is situated in SS Gardenia mall and they take 1st floor
and first floor. The showroom is located near Lakshmi floor mill, Shamanuru Road, Davanagere
and the investment made is Rs. 1.5 crore.

Background of company

The Unlimited was started 1 years ago in Davanagere. The Unlimited showroom was
opened on 9th January 2017 with investment of 1 crore and showroom area of 8250 sqft . The
showroom is in SS Gardenia mall, near Lakshmi floor mill, Shamanur road, Davangere.

PROMOTERS

 Rajarshi ghosh- vice president of operations.

 Marshal Sonavane-Chief Manager, Strategy, Arvind Advanced Materials.
 Vinamra Mundra-Domestic Marketing leader..
 Karan Ojha-VP, Marketing, Lifestyle Fabrics – Shirtings and Khakhi .
 Sanjay Lalbhai : Managing director
 Punit Lalbhai : Executive director
 Kullin Lalbhai : Executive director.

Management Team

 Tapan Rajvanshi-Chief Operating Officer

 Vicksit Mehta -Creative Director of Arvind Wovens
 Hemaxee Bhatt Manager, Arvind Limited..

VISION, MISSION AND QUALITY POLICY

VISION:-

To be the most loved Indian retailer.

4
MISSION:-

“Customer first’’ “ Value first’’ “UNLIMITED FIRST’

Quality Policy:-

 Provide all the information asked by the customers.

 Exchanging policy to all products at once.

PRODUCTS and BRANDS in Davangere:-

WOMEN’S WEAR:-

 Karigari
 Anahi
 Bronz
 Cherokee
 Sugr

Accessories: Sugr

Footwear and handbags ,googles :-Sugr

MEN’S WEAR:-

 Chrokee
 Colt
 Ruggers
 Excaliberg
 OXEMBERG

Footwear:-Ruggers

Googles:-Colt

5
KIDS WEAR:-

 Cherokee-Boy’s
 Donuts-Both boys and girls
 Cherokee-Girl’s

Footwear :- Donuts,colt,sugr

AREA OF OPERATION:

Unlimited fashion is unlimited retail division lifestyle international pvt ltd. Headquarters in
Ahmedabad. The company currently has 90 Unlimited stores across 60 cities.Unlimited fashion
Davangere presently 15 employess working to cater the needs of the customers. And
UNLIMITED Fashion India operates its business all over India amd foreign countries also.

REGIONAL NATIONAL

Belgaum Punjab
Hubli Haryana
Mysore West Bengal
Davanagere Rajasthan
Bangalore Gujarat
Bellary
shimogga
Ballary
Gadag
Mangalore

6
INFRASTRUCTURE FACILITIES

Unlimited Fashion store is set up in 8250 sq.ft building and the shop is well furnished with
proper arrangement of stock and with their standards and they have separate raking for every
brand dresses with trail room facilities and they have good environment in the showrooms with
proper air condition with two a\c and with attractive lighting system they have open view to
know the available of products for the customer and proper billing system and stock maintaining
system are arranged properly and the showroom is well maintained with clear and nice overview,
bright lighting and good ventilation and they have widow display to make aware of new

COMPETITORS INFORMATION

 MAX It is situated at dental college road Davangere.

 LEVI’S It is situated at dental collage road Davangere.

 PUMA It is situated at dental collage road Davangere.

 BSC It is situated at dental college road Davangere

SWOT ANALYSIS

STRENGTHS

 Innovator in the industry, has largest share in the market and capitalization.
 Comfort and a wide range of merchandises all in single store.
 Most trusted and regarded brandy the consumers and present in major cities.

WEAKNESS

 It does not work internationally, which effects success, as they do not reach consumers
in foreign markets.
 Sell products across several sectors, it may not have the flexibility of some of its more
focused competitors.

OPPORTUNITIES

7
  Huge unexploited market.
 New locations and store types offer pantaloons opportunities to exploit market
development.

THREATS

 Being number one implies that you are the target of competition.
 Price wars between competitors and could harm benefits for unlimited .
 Shopping culture has not created in India up 'til now. Indeed, even now shopping centers
are only a place to hangout near by with family .

FUTURE GROWTH AND OPPORTUNITIES:-

The unlimited fashion and retail limited in Davangere are planning to start two more outlets in
Davangere Unlimited Davangere is expecting huge a growth of sales in coming days.Unlimited
Davangere is planning to organize a big billion discount sale as to increase the sale and promote
their brand to a great extent.They are planning to offer many benefits for the customers like
offering more offers and discounts and one or two day dhamaka sales.

CHAPTER -2

8
 THEORETICAL BACKGROUND OF THE STUDY AND LITERATURE REVIEW

2.1 INTRODUCTION:

Enhancing the competency and performance of executives has been an area of interest to
management philosophers and researchers for a long time. The popularization of the concept of
"Emotional Intelligence" (El) has really given a new dimension and momentum to the research
initiatives linking personality factors with the superior performance of the executives. The
concept of cognitive intelligence, which is often referred to as intelligence or Intelligent Quotient
(IQ), as the sole determinant of individual performance has been questioned with the emergence
of the concept of "emotional intelligence".

In the post-liberalization era, the managers are faced with many challenges like working with
people from different cultures and increased foreign assignment, like improving the quality,
productivity and customer service which requires a dynamic work force with different needs,
aspirations, attitudes and styles, and an effective leader or manager to direct the work force in a
competitive and highly fruitful manner. Different studies and researches reveal that efficiency is
not simply determined by the physical and intellectual potentialities, but it is highly influenced
by the emotional markup of the work force and the managers.

Meaning of emotional intelliegence

The concept of emotional intelligence brings new depth to the understanding of human
intelligence; it expands the ability to evaluate one's general or overall intelligence. Like cognitive
intelligence, emotional intelligence is difficult to define. Broadly speaking, emotional
intelligence addresses the emotional, personal, social and survival dimensions of intelligence,
which are often more important for daily functioning than the more traditional cognitive aspects
of intelligence

Definition:

According to Salovey emphasize the cognitive elements in their definition of El, relates it to the
way people function emotionally, if their function is at its potential or at least is not problematic.

Mayer defined emotional intelligence as the ability to perceive emotions, to assess and generate
emotions so as to assist thought, to understand emotions and emotional knowledge, and to
reflectively regulate emotion so as to promote emotional and intellectual growth.

9
How does emotional intelligence works in the organization :

Organizations dispose of a variety of mechanisms to neutralize emotions at the workplace. These

mechanisms aim to either prevent emotions from arising in the first place or to "safety" control
those emotions that arise; work groups with higher EI appear to have the necessary criteria to be
productive from the outset

Given the value of the personal and organizational effectiveness of EIbased capacities,
organizations need to hire for emotional intelligence along with whatever other technical skills or
business expertise they are seeking.

Some of the ways in which emotional intelligence assists us in our work based upon the four
branch theory of emotional intelligence are:

Identifying Emotions

a) One needs to be aware of his/her own feelings and emotions so that he/she is not blinded
by his/her emotions.
b) Being aware of others’ emotions is a key to working with people.
Using Emotions

 Creative ideas can come from one's ability to generate a mood or an emotion.
 Feeling for other people, having empathy may be based in part upon your ability to
generate a feeling that other people feel.
Understanding Emotions

 Know what motivates people

 Understand other people's points of view
 Understand and handle team interactions
Managing Emotions

 stay aware of your emotions, which have valuable information, and use them to solve
problems. take a feeling of sadness,
 find out why you have been disappointed, and solve the problem

MAYERS MODEL

10
It is the first formal model of emotional intelligence - the 1990 model - was the one Daniel
Goleman relied on in his popularization of the field. The Mayer-Salovey model of Emotional
Intelligence is widely known as the 'Ability Model of El'. The model views emotions and
thoughts as working with each other in adaptive way

1. Perception and Appraisal of emotions (Identifying Emotions):

The most basic skill involves the perception and appraisal of emotion. It is the ability to
recognize how you and those around you are feeling. The initial, most basic, area has to do with
the nonverbal reception and expression of emotion. The capacity to accurately perceive emotions
in the face or voice of others provides a crucial starting point for more advanced understanding
of emotions

Individuals who accurately appraise and express (perceive and respond to) their emotions are
likely to be better understood by the people they work with, and they also have the potential to
better lead and manage people when they are able to perceive the emotions of the people.

2. Assimilating Emotion in Thought (Using Emotions to Facilitate Thought): The second set
of skills involves assimilating basic emotional experiences into mental life, including weighing
emotions against one another and against other sensations and thoughts and allowing emotions to
direct attention.

In other words," it is the capacity of the emotions to enter into and guide the cognitive system
and promote thinking. For example, cognitive scientists point out that emotions prioritize
thinking. In other words, something we respond to emotionally, is something that grabs our
attention.

3. Understanding and Analysing Emotions: The third level involves understanding and
reasoning about emotions. It is the ability to understand complex emotions and emotional
'chains', how emotions transition from one stage to another

4. Managing Emotions: The fourth and the highest level of emotional intelligence involves the
management and regulation of emotion in oneself and others such as knowing how to calm down
after feeling angry or being able to alleviate the anxiety of another person.

People differ in their ability to manage (monitor, evaluate, and adjust to changing moods) their
emotions, as well as in their ability to regulate and alter the affective reactions of others.

11
Regulation of one's own emotions and moods results in positive and negative affective states.
Emotionally intelligent individuals are adept at placing themselves in positive affective states
and are able to experience negative affective states that have insignificant destructive
consequences.

Benefits of emotional intelligence on employee performance

Developing EQ can greatly influence our success. Our personal situations and intelligence are
factors as well; however, EQ can profoundly affect our choices by creating options we may not
have otherwise imagined or considered to be possibilities.

Below are some ways in which you can cultivate and increase your EQ:

1. Self-awareness.
This is the ability to label, recognize, and understand your own emotions. Self-awareness
requires us to tune in to our feelings and not avoid our negative emotions such as anxiety,
fear and sadness. Recognizing our own emotional states and how they affect our
thoughts, behaviors, and decisions is the key to cultivating self-awareness.
2. Emotionalregulation.
Emotional regulation has to do with our ability to control strong emotions by not acting
on raw feelings in an impulsive or destructive manner. Developing the ability to sit with
unpleasant feelings and to give ourselves the time and space to decide how we may
alleviate or reduce negative feelings cultivates self-confidence. Emotional regulation also
helps us develop the ability to consider various solutions to a particular situation or
problem. Not reacting solely from an emotionally charged state results in better decision-
making outcomes.
3. Empathy
When we empathize with others, we develop deeper, more intimate relationships.
Empathy is the ability to recognize how and why people feel the way they do. Empathy
allows us to anticipate how our actions and behaviors influence other people as well as
our own. Developing empathy skills enhances our experiences, relationships, and general
understanding of ourselves, other people and the world around us.
4. Socialskills.
This is a very broad term. In general, having strong social skills means having the ability
to communicate in a clear, concise, and courteous manner. In a nutshell, good social
skills are the summation of all of the components of EQ: self-awareness, emotional
regulation, and empathy.

12
2.2LITREATURE REVIEW:

Coser (1956) said that conflict ‘is a struggle over values and claims to scare status, power and
resources in which the aims of the opponents are to neutralize, injure or eliminate their rivals’.

Averill, (1982) found that an emotion is not to be dreaded it is the way that anger is expressed
that may either be harmful or healthy. Anger in fact helps a person to cope with a wide variety of
situations.

Mowrer (I960) found that Emotions like frustration, anger, and rage occur as a result of the
omission of a positive reinforce or the termination of a positive reinforce.

Morton Deutch(1973), found that ‘a conflict exists when incompatible activities occur . . . An
action that is incompatible with another action prevents, obstructs, interferes, injures, or in some
way makes the latter less likely or less effective’.

(Salovey and Meyer,1990) found that If people are highly developed in these five areas and are
emotionally sound, they are less likely to be influenced by anger. They will have stronger and
more appropriate emotional reaction to violence and will exercise greater control over their
personal behaviour in real life. With greater experience with emotions, people will be better
equipped to make finer discriminations.

(Deffenbacher, 1992) found that it can make an individual indulge in antisocial activities such
as violence, damaging property, hurting others physically or verbally etc. Above all it ‘destroys
interpersonal relationships, affects marital relationships, causes mental illness, impairs judgment,
and results in violent crimes, road rage, unsafe driving, and traffic accidents.

(Eastman and Rozen,1994) found that This natural emotion becomes negative when it is
uncontrolled and expressed tactlessly. ‘There is nothing wrong in feeling angry. The only
concern is appropriate expression’.

(Goleman, 1995) found that Self-management has been understood as self-regulation or what
Salovey and Meyer referred to as managing one’s emotions.

(Cooper, 1997) found that The great divide in competencies lies between the mind and the heart;
more technically between cognition and emotion. Some competencies are purely cognitive, such

13
as planning, analytical reasoning or technical expertise. Others combine thought and feeling
known as emotional competencies.

(Goleman, 1998) said that Emotional intelligence determines our potential for learning the
practical skills that are based on developing self-awareness, motivation, self-regulation, and
social skills.

(Lennick and Keil 2008) said that all emotions like fear, anger, optimism etc., control our
thoughts and lead us to action or inaction. These are noticed by colleagues in any workplace and
they affect work relationship.

(Barling et al., 2000) said that utility of emotional intelligence in predicting effective leaders has
started gaining momentum in the literature of Industrial, Organizational Psychology.

(Palmer et al., 2001) Managing emotions of both self and others by the leaders necessitates that
they be emotionally intelligent. If the leaders are not emotionally intelligent, even if the
organizations possess good financial, technical, and natural resources than its competitors; they
will be unable to win in this competitive world.

(Dulewich and Higgs 2002) said that Managing emotions of both self and others by the leaders
necessitates that they be emotionally intelligent. If the leaders are not emotionally intelligent,
even if the organizations possess good financial, technical, and natural resources than its
competitors.

(Tafrate et al., 2002) said that collectively called the AHA-Syndrome, is the leading cause of
physical, physiological, and psychological problems among people of all ages

(Thomas, 2003) In its healthy form, anger sends a warning signal to the brain that something is
wrong and equips the body with energy in the form of adrenaline to amend the situation. The
unique adaptive function of anger is mobilization of energy to take action.

(Kassinove and Tafrate, 2004) said that Some people do not express their anger and feel they
are having control over their anger but do not realize that they are harming themselves. If you
hold your anger within yourself, you may not hurt others, unless they sense your withdrawal or
unspoken irritation, but it will certainly hurt you.

Obstaz (2008) said that there are eight types of anger: i) Chronic Anger (ongoing resentment
toward others and life in general), ii) Volatile Anger (comes and goes, builds to rage, explodes as
physical or verbal aggression, iii) Judgmental Anger (critical statements are made which belittle,
cause shame, or correct others - is done with disdain), iv) Passive Anger (expressed indirectly
through sarcasm, or being late, or avoiding a situation), v) Overwhelming Anger (arises when
people can't handle their life circumstances, and lash out to relieve stress or pain), vi) Retaliatory
Anger (directed at a person to get back at them for something that they did or said), vii) Self-
inflicted Anger (may result in hurting oneself emotionally or physically—negative self-talk,

14
starvation, eating or drinking to excess), viii) Constructive Anger (using anger to make some
positive difference, such as becoming involved in a cause or movement for positive change).

(Saini, 2009) said that When all these emotions are prevalent in any workplace, the work
environment will suffer – in turn resulting in less production.

CONCLUSION
The theory of emotional intelligence promises to predict and improve the life skills of
individuals. The proponents of the theory believe that in understanding, analyzing and managing
emotions in themselves and others, lies the key to an improved quality of life. As the
operationalisation of the theory is the crucial factor which validates their claim, the first and
foremost challenge that faces the theorists is to design an instrument or improve upon existing
measures which will accurately evaluate and assess the emotional skills of an individual. This
will also set to rest the other fundamental question whether emotional intelligence is a distinct
form of intelligence or simply old wine in new bottle.

REASEARCH GAP

 Employees are encouraged to be creative and take risks which produce creativity.
 Employees are expected to be attentive. Details always determine success or failure.

15
 CHAPTER 3

RESEARCH DESIGN

INTRODUCTION:

In this chapter the research is purely the framework or plan for a study that guides the collection
and analysis of data. It is the blue print that is followed in completing a study. It may be the
worthwhile to mention here that a research design is essentially the framework for the study.

STATEMENT OF THE PROBLEM:

A systematic study has been conducted so far about the study on dimensions of emotional
intelligence as predictor of employee performance in Unlimited Fashion Store. Therefore, the
present study is an attempt to examine the emotional intelligence of the employees in Unlimited
Fashion Store.

NEED FOR THE STUDY:

In the present competing world, the view of emotional intelligence plays a very great role.
Research advice that traditional intelligence. This study will understand that the importance and
the role of emotional intelligence plays in buildup individual and team’s performance thereby
improving organizational effectiveness.

SCOPE OF THE STUDY:

The survey was conducted at Unlimited Fashion Store branch davangere. The study on the
emotional intelligence as predictor of employee’s performance covers all employees like staff,
supportive and managerial employees with over all 14 departments.

16
OBJECTIVE OF THE STUDY:

The goal line of the study is to understand the connotation between the experience of employee
and concept of emotional intelligence in Unlimited Fashion Store, DAVANGERE.

 To evaluate impact of employee experience on emotional intelligence.

 To measure the relationship between employee working locations and emotional
intelligence.
 To determine the identifying emotion of the employee
 To evaluate the using and manging the EI in workplace.

RESEARCH DESIGN: The present study wants to unearth the information “A Study On
Emotional Intelligence On Unlimited On Shamnur Fahion store Lakshmi floor road
Davangere” The descriptive study has been undertaken to learn “A Study On Emotional
Intelligence On Unlimited Fashion store On Shamnur road Davangere” which leads to
company development.

DATA COLLECTION:

The study made use of both primary and secondary sources. The primary sources consist of
questionnaires administered to the company. The secondary source of information about “A Study
On Emotional Intelligence On Unlimited Fashion store On Shamnur road Davangere”
employees activities and the company information is collected from the company records, magazines
and newspapers and articles.

SAMPLINGSIZE : The survey is taken on the 100 respondents in the organization .

SAMPLING AREA : Area is selected on the unlimited fashion store employees of the
organization.
SAMPLING TOOL : Simple technique tool has been used for survey and questionnaire.
SAMPLING TECHNIQUE : Non-probability sampling technique is used for data analysis.
TOOLS FOR THE ANALYSIS : simple average used for analysis and interpretation.

HYPOTHESIS:

Hypothesis 1: Emotional intelligence is positively associated with work experience.

Hypothesis 2 In order to determine if emotional intelligence was positively associated with work
experience

17
LIMITATIONS OF THE STUDY:

Analysis of data collected has been done based on the assumption that the information provided
by respondents is genuine but chances of misleading of information cannot be ruled out. Because
of employees busy schedule personal interaction will be difficult. Management may not support
to disclose the confidential information such as employee periodic performance data. This study
has certain limitations .

 Respondents are reluctant to answer few questions.

 The study is conducted for a specific area on a specific situation.
 Generalizations of this conclusion are a limitation.
 The time period allowed doing the project only two months
 I have used questionnaire for data collection but questionnaire have their own limitations
it does not have short end questions.

CHAPTER SCHEME:

Chapter 1: Introduction

Introduction, Industry profile and company profile: Promoters, Vision, Mission & Quality
Policy. Products / services profile areas of operation, infrastructure facilities, competitors’
information, SWOT Analysis, Future growth and prospects and Financial Statement.

Chapter 2: Conceptual Framework and Literature review

Theoretical background of the study, Literature review with research gap (with minimum 20
literature reviews).

Chapter 3: Research Design

Statement of the problem, Need for the study, Objectives, Scope of the Study, Research
methodology, Hypotheses, Limitations, Chapter scheme.

Chapter 4: Analysis and Interpretation

Analysis and interpretation of the data- collected with relevant tables and graphs. Results
obtained by the using statistical tools must be included.

Chapter 5: Findings and Suggestions

Findings suggestion conclusions biblograghy

18
19
 CHAPTER -4

DATA ANALYSIS AND INTERPRETATION

Table 4.1 Shows Gender of the Respondents

Gender No. of Respondents Percentage

Male 58 58%
Female 42 42%
Total 100 100%
Source: Survey data

Diagram 4.1 Shows Gender of the Respondents

Male Female

42%

58%

The above table shows the classification of respondents on the basis of gender. Out of 60
respondents 58% are Male and 42% of them are Female.Above analysis reveals most of the
respondents are male.

20
Table 4.2 show the Classification of respondents on the basis of educational qualification.

Criteria No. of Respondents Percentage

UG 63 63%
PG 37 37%
Total 100 100%
Source: Survey data.

Diagram 4.2 show the Classification of respondents on the basis of educational

qualification.

UG PG

37%

63%

The above table shows the classification of respondents on the basis of educational qualification.
Out of 100 respondents 63% respondents completed UG and 37% completed PG.From the above
analysis most of the respondents are qualified with under graduation.

21
Table 4.3 shows Classification of respondents on the basis of age group.

Age group No. of Respondents Percentage

20-30 years 43 43%
30-40 years 35 35%
40-50 years 22 22%
Total 100 100%

Source: Survey data.

Diagram 4.3 shows Classification of respondents on the basis of age group

50
45
40
35
30
25
20
15
10
5
0
20-30 years 30-40 years 40-50 years

Above table 4.3 shows the classification of respondents on the basis of age group. Out of 100
respondents 43% respondents are of 20-30 years of age, 35% of respondents are of 30-40 years
of age and rest of 22% is 40-50 years of age.From the above analysis we can interpret that most
of the respondents are of 20-30 years of age so most of the respondents are younger generation
peoples they can work with higher efficiency.

22
Table 4.4 shows since how long have you been working in Unlimited Fashion Store

criteria No. of Respondents Percentage

Less than one year 17 17%
1-5 years 25 25%
5-10 years 38 38%
More than 10 years 20 20%
Total 100 100%

Source: Survey data.

Diagram 4.4 shows since how long have you been working in Unlimited Fashion Store

40

35

30

25

20

15

10

0
Less than one year 1-5 years 5-10 years More than 10 years

The above table shows the work experience of respondents in the company. Out of 100
respondents 17% of respondents worked less than one year, 25% of respondents worked for 1-5
years, 38% of respondents worked for 5-10 years and remaining 20% of respondents has worked
for more than 10 years. Above analysis interprets that most of the respondents worked for 5-10
years in the company so they good working experience.

23
Table 4.5 shows the Policies and the organization structure in your organisation have
been clearly defined
Criteria No. of Respondents Percentage
Strongly agree 17 17%
Neither agree nor disagree 25 25%
Agree 25 25%
Disagree 33 33%
Strongly disagree 0 0
Total 60 100%

Source: Survey data.

Diagram 4.5 shows the Policies and the organization structure in your organisation
have been clearly defined

70

60

50

40

30

20

10

0
Strongly Neither agree Agree Disagree Strongly Total
agree nor disagree disagree

Above table shows the what the respondents understands about organisation. Out of 100
respondents 17% strongly agree, 25% respondents neither or nor agree with oragnisation
24
structure, 25% of respondents agree with the organization structure and the remaining strongly
dis agree with organization structure Above analysis reveals that most of the respondents are
disagree with the organization structure.

Table 4.6 In your organization people are rewarded in proportion to the excellence of their
job performance

criteria No. of Respondents Percentage

Strongly agree 30 30%
Neither agree nor disagree 33 33%
Agree 33 33%
Disagree 13 13%
Strongly disagree 3 3%
Total 100 100%

Source: Survey data.

Diagram 4.6 in your organization people are rewarded in proportion to the excellence of
their job performance

60

50

40

30

20

10

0
Strongly Neither Agree Disagree Strongly Total
agree agree nor disagree
disagree

25
Above table shows what type of methods they used organization culture. Out of 100 respondents
30% respondents are strongly agree excellence of their performance, 33% respondents neither or
nor agree. 13% of respondents are disagree and 3% are strongly disagree with their rewards.
From the above analysis we can interpret that most of the employees neither or nor disagree with
the performance.

Table 4.7 shows A friendly atmosphere prevails among the people in our organization

criteria No. of Respondents Percentage

Strongly agree 41 41%
Neither agree nor disagree 16 16%
Agree 33 33%
Disagree 8 8%
Strongly disagree 0 0
Total 100 100%
Table 4.7

Diagram 4.7 shows A friendly atmosphere prevails among the people in our organization

100%
80%
60%
40%
20%
0%
Strongly
agree
Neither
agree nor
disagree Agree
Disagree
Strongly
disagree
Total

Above table shows the25% of the employees arec strongly agree with the friendly atmosphere in
the organization. 16% of the respondents are Neither agree nor disagree with the friendly atmos.
and 33% of the respondents are disagree with the atmosphere. From the above analysis most of
the employees agreed friendly atmosphere prevails among the people in our organization

26
Table 4.8 when you are on a difficult assignment you can usually count on getting
assistance from your boss and colleagues

criteria No. of Respondents Percentage

Strongly agree 33 33%
Neither agree nor disagree 13 13%
Agree 20 20%
Disagree 30 30%
Strongly disagree 8 8%
Total 100 100%

Source: Survey data.

Diagram 4.8 when you are on a difficult assignment you can usually count on getting
assistance from your boss and colleagues

16%
Strongly agree
7% Neither agree nor disagree
49% Agree
10% Disagree
Strongly disagree
Total
15%
4%

27
Above table shows that 33% respondents are strongly agree with by taking assistance from the
boss or collegue . 13% of respondents Neither agree nor disagree, 20% of respondents are agree
and remaining 30% of respondents are disagree and remaining 8% are strongly dis agree From
the above analysis most of the respondents agreed getting assistance from your boss and
colleagues

Table 4.9 shows in your workplace there is a feeling of pressure to continually improve our
personal and group performance
criteria No. of Respondents Percentage
Strongly Agree 25 25%
Neither agree nor Disagree 25 25%
Agree 33 33%
Disagree 10 10%
Strongly Disagree 7 7%
Total 100 100%
Source: Survey data.

Diagram 4.9 shows In your workplace there is a feeling of pressure to continually improve
our personal and group performance

35
30
25
20
15
10
5
0
ee ee re
e ee ee
A gr agr Ag agr agr
ly is Di
s
di
s
ng orD gly
o
St
r en ro
n
gre St
a
h er
it
Ne

Above table shows that feeling of pressure to continually improve our personal and group
performance. Out of 100 respondents 25% respondents strongly agree, 25% respondents neither

28
agree nor disagree, 33% respondents agree, 10% respondents disagree and remaining 7% of
respondents strongly disagree.Above analysis reveals that most of the respondents agree feeling
of pressure to continually improve our personal and group performance.

Table 4.10 shows In your organization your superior take intitaivtive in to achive your
financial goals

criteria No. of Respondents Percentage

Strongly Agree 25 25%
Neither agree nor Disagree 47 47%
Agree 18 18%
Disagree 10 10%
Total 100 100%

Source: Survey data.

Diagram 4.10shows In your organization your superior take intitaivtive in to achive your
financial goals

10%

25%

18%

47%

29
Above table shows about the opinion about organization people take the initiatives. Out of 100
respondents 25% said Strongly Agree, 47% opinion is Neither agree nor Disagree, 18%
respondents opinion is Agree and the remaining 10% opinion is Disagree.Above analysis reveals
that most of the respondents opinion is that Neither agree nor Disagree to take initiatives.

Table 4.11 shows In your organization all are provided with company uniform

criteria No. of Respondents Percentage

Strongly Agree 27 27%
Neither agree nor disagree 20 20%
Agree 33 33%
Disagree 10 10%
Strongly Disagree 10 10%
Total 100 100%

Source: Survey data.

Diagram 4.11 shows in your organization all are provided with company uniform

35
30
25
20
15
10
5
0
ee ee re
e ee ee
gr gr Ag gr gr
ly
A si a si a si a
ng rd D D
r o no n gly
St ee ro
gr St
era
ith
Ne

Above table shows the response of the irrespective of the rank. Out of 100 respondents 27%
strongly agree, 20% neither agree nor disagree, 33% agree, 10% disagree and the remaining 10%
strongly disagree.Above analysis reveals most of the respondents agree irrespective of the rank,
and designation all are provided with company uniform.
30
Table 4.12 shows Is your organization conducting training programs frequently

criteria No. of Respondents Percentage

Yes 63 63%
No 37 37%
Total 100 100%

Source: Survey data.

Diagram 4.12 shows Is your organization conducting training programs frequently

Yes No

37%

63%

31
Above table shows that organization conducting training programs regularly and frequently. Out
of 60 respondents 63% said Yes and remaining 37% said No.Above analysis reveals that most of
the employees said yes that organization conducts training programs frequently.

Table 4.13 shows Your organization are you feel uncomfortable to make conversation with
your superiors
criteria No. of Respondents Percentage
Yes 70 70%
No 30 30%
Total 100 100%

Source: Survey data.

Diagram 4.13 shows your organization are you feel uncomfortable to make conversation with
your superiors

Yes No
30%

70%

32
Above table shows about organization cares for the financial stability of its employees. Out
of 100 respondents 70% said Yes and the remaining 30% said No.Above analysis reveals most of
the respondents said yes organization cares for the financial stability of its employees

Table 4.14 shows that This Unlimited Fashion Store give any recognition for your performance

criteria No. of Respondents Percentage

Strongly agree 32 32%
Agree 28 47%
Disagree 16 16%
Strongly Disagree 5 5%
Total 60 100%
Source: Survey data.

Diagram 4.14 shows that This Unlimited Fashion Store give any recognition for your
performance

33
 Chart Title
Strongly Disagree
5%

Disagree
16%
Strongly agree
32%

Agree
47%

Above table shows improved m a r k e t share as an important source of competitive

advantage. Out of 100 respondents 32% strongly agree, 47% agree, 16% disagree and the
remaining 5% strongly disagree.Above analysis reveals most of the respondents agree improved
market share as an important source of competitive advantage.

The table 4.15 Do you felt that your are working under pressure or stress in Unlimited Fashion
Store

criteria No. of Respondents Percentage

Strongly agree 33 33%
Agree 47 47%
Disagree 10 10%
Strongly disagree 10 10%
Total 100 100%
Source: Survey data.

Diagram 4.15 Do you felt that your are working under pressure or stress in Unlimited Fashion
Store
34
 50
45
40
35
30
25
20
15
10
5
0
Strongly agree Agree Disagree Strongly Disagree

Above table shows that always offers quality products compared with its competitors. Out of 100
respondents 33% strongly agree, 47% agree, 10% Disagree and the remaining 10% strongly
disagree.Above analysis reveals most of the respondents agree always offers quality products
compared with its competitors

Table 4.16 Do you think that the company is good for your future growth in the organization

criteria No. of Respondents Percentage

Strongly agree 17 17%
Agree 15 15%
Disagree 10 10%
Strongly disagree 58 58%
Total 100 100%
Source: Survey data.

Diagram 4.16 Do you think that the company is good for your future growth in the
organization

35
 70

60

50

40

30

20

10

0
Strongly agree Agree Disagree Strongly disagree Total

Above table shows the organization profitability is taken as a sign for its improved
performance. Out of 100 respondents 17% said strongly agree, 15% agree , 10% said dis agree
and remaining 58% said strongly disagree. From the above analysis interprets that most of the
employees said that disagree profitability is taken as a sign for its improved performance.

Table 4.17 shows is Your organization provides you any bonus or discounts

Criteria No. of Respondents Percentage

Yes 70 70%
No 30 30%
Total 100 100%
Table 4.17

Diagram 4.17 shows is Your organization provides you any bonus or discounts

36
 70

60

50

40

30

20

10

0
Yes No

Above table shows Your organization provides retirement benefits to its employees. Out of
100 respondents 70% said Yes and remaining 30% said No.Above analysis reveals most of the
employees said Your organization provides retirement benefits to its employees.

Table 4.18 this organization views all round performance as a sign of for its future growth

Criteria No. of Respondents Percentage

Very Good 25 25%
Good 47 47%
Bad 15 15%
Very Bad 13 13%
Total 100 100%
Source: Survey data.

37
Diagram 4.18 this organization views all round performance as a sign of for its future
growth

Chart Title
Very Good Good Bad Very Bad
13% 25%

15%

47%

Above table shows that organization views all round performance as a sign of for its future
growth. Out of 100 respondents 25% said very good, 47% said Good, 15% said Bad and the
remaining 13% say very Bad. Above analysis reveals most of the employees agree organization
views all round performance as a sign of for its future growth.

Table 4.19 shows that Do you think that the feedback can evaluate the effectiveness of
training program

Criteria No. of Respondents Percentage

Yes 77 77%
No 23 23%
Total 100 100%

Source: Survey data.

38
Diagram 4.19 shows that do you think that the feedback can evaluate the effectiveness of
training program

23%

yes
no

77%

Above table shows that feedback can evaluate the effectiveness of training program. Out of 100
respondents 77% said Yes and 23% of them said No.Above analysis reveals that most of the
respondents said that feedback is necessary to evaluate the effectiveness of training program.

Table 4.20 shows in this organization employees have a feeling that they are motivated

Criteria No. of Respondents Percentage

Yes 92 92%
No 8 8%
Total 100 100%
Source: Survey data.

39
Diagram 4.20 shows in this organization employees have a feeling that they are motivated

100
90
80
70
60
50
40
30
20
10
0
Yes No Can't say

Above table shows that employees have a feeling that they are motivated. Out of 100
respondents 92% said yes and 8% said no. Above analysis reveals most of the employees said
that employees have a feeling that they are motivated.

CHAPTER-5

FINDINGS SUGGESTION AND CONCLUSION

Findings:

40
The final step of a project is reporting of finding. The finding are given on the basis of analysis
and interpretation of the survey. It processes the main findings that has been observed in the
process of analysis and interpretation.

 From the analysis most of the respondents are youths are of young generation peoples so
they have good ideas.
 From the analysis respondents understand the Policies and the organization structure.
 Most of the respondents agreed that friendly atmosphere in their work place.
 Most of the respondents said that there is a feeling of pressure to continually improve
our personal and group performance.
 From the analysis most of the respondents agree getting assistance from your boss and
colleagues.
 From the above analysis most of respondent agreed people are rewarded in proportion to
the excellence of their job performance.
 Most of the employees agree that improved market share as an important source of
competitive advantage
 Most of the respondents agree that the take the initiatives and also preventive action on
most matters.
 Most of the employees agree that training helps to increase the motivational level of
employees.
 Most of the employees agree that training program helped to increase the productivity of
both quality and quantity.

Suggestions:

Suggestions are the thoughts given on the basis of observation of findings to the organization to
implement some of measures to improve their productivity.

41
  Organization must adopt different methods of training to improve the employee’s
effectiveness in the work.
 Identify the employees on their working performance and motivate them to work in
a comfortable atmosphere.
 Organizations must conduct the concealing programs compulsory to improve the
skills of the workers
 Trainer of the organization must response to the doubts and solve them to the extent.

Conclusion:
I have come out about the industrial history, background of the company and its vision, mission
and quality policy and also organizational structure of the company. I came to realize the process
of employee’s organizational culture of the company.

I exposed to some practical aspects as compared to theoretical aspects and it is also taught me
about working of an organization. I have got the practical orientation of the functions of various
departments of the company. And I was able to analyze the performance of the company. I came
to the application of theoretical concepts of business decision in the organization.

I had carried out the project on the study of to perceive deeper knowledge about this concept in
the company. I had been analyzed the

After studying this in detail I started approaching employees and I have been conducted the
survey which would help me in the preparation of the report to the required extent. Finally, I
have gained the knowledge about all round view of the various operations in the company. I got
the awareness about the analysis of the present status and future strategies of the company.

QUESTIONNAIRE

42
I am DEEPA A K final year MBA student pursuing in 4UD18MBA15 in UBDTCE College
davangere. In this survey I assure that this survey is only for the academic purpose and this
information is never disclosed to others

Name:-_________________________

1. Gender:
a) Male ( )
b) Female ( )

2. Educational qualification:
a) UG ( )

b) PG ( )

c) PUC( )

d) Other ( )

3. Your age group

a) 20-30 years ( )

b) 30-40years ( )

c) 40-50 years ( )

4. Since how long have you been working in UNLIMITED FASHION STORE?
a) Less than one year ( )
b) 1-5 years ( )
c) 5-10 years ( )
d) More than 10 years ( )

5. The Policies of the Unlimited Fashion Store structure in your organization have been
clearly defined?
a) Strongly agree ( )
b) Neither agree nor disagree ( )

43
 c) Agree ( )
d) Disagree ( )
e) Strongly disagree ( )

6. In your organization people are rewarded in proportion to the excellence of their

job performance?
a) Strongly agree ( )
b) Neither agree nor disagree ( )
c) Agree ( )
d) Disagree ( )
e) Strongly disagree ( )
7. A friendly atmosphere prevails among the people in Unlimited Fashion Store.?
a) Strongly agree ( )
b) Neither agree nor disagree ( )
c) Agree ( )
d) Disagree ( )
e) Strongly disagree ( )

8. When you are on a difficult assignment you can usually count on getting assistance from
your boss and colleagues?
a) Strongly agree ( )
b) Neither agree nor disagree ( )
c) Agree ( )
d) Disagree ( )
e) Strongly disagree ( )

9. In your workplace there is a feeling of pressure to continually improve our personal and
group performance?
a) Strongly agree ( )

44
 b) Neither agree nor disagree ( )
c) Agree ( )
d) Disagree ( )
e) Strongly disagree ( )

10. In your organization your superior take initiative in to achieve your financial goals ?
a) Strongly agree ( )
b) Neither agree nor disagree ( )
c) Agree ( )
d) Disagree ( )

11. In your organization all are provided with company uniform?

a) Strongly agree ( )
b) Neither agree nor disagree ( )
c) Agree ( )
d) Disagree ( )
e) Strongly disagree ( )

12. Is your organization they provide motivational or training programme ?

a) Yes ( )
b) No ( )
13. Your organization are you feel uncomfortable to make conversation with your superiors ?
a) Yes ( )
b) No ( )

14. This Unlimited Fashion Store give any recognition for your performance?
a) Strongly agree ( )
b) Agree ( )

45
 c) Disagree ( )
d) Strongly disagree ( )

15. Do you felt that your are working under pressure or stress in Unlimited Fashion Store?
a) Strongly agree ( )
b) Agree ( )
c) Dis-agree ( )
d) Strongly disagree ( )

16. Do you think that the company is good for your future growth in the organization ?
a) Strongly agree ( )
b) Agree ( )
c) Disagree ( )
d) Strongly disagree ( )
17. Is Your organization provides you any bonus or discounts ?
a) Yes( )
b) No ( )

18. This organization views all round performance as a sign of for its future growth?
a) Very good( )
b) Good ( )
c) Bad ( )
d) Very bad ( )
e) Satisfied ( )

19. Do you think that the feedback can evaluate the effectiveness of performance program?
a) Yes ( )
b) No ( )

46
 20. In this organization employees have a feeling that they are motivated.
a) Yes ( )
b) No ( )

THANK YOU

BIBILOGRAPHY :

Bar-On, R. (2002). Bar-On Emotional Quotient Inventory (EQ-I): Technical Manual. Toronto,
Canada: Multi-Health Systems

birch, C. (1995). Feelings. New South Wales: University of New South Wales Press.

47
Boyatzis, R.E. & Oosten, E. V. (2002). Developing emotionally intelligent organizations. In
Roderick Millar (ed.), International

Executive Development Programmes, 7th Edition. London: Kogan Page Publishers.

Boyatzis, R. E., Goleman, D. & Rhee, K. (2000). Clustering competence in emotional

intelligence: Insights from the Emotional

Competency Inventory (ECI). In R. Bar-On and J. D. A. Parker (Eds.) Handbook of Emotional

Intelligence, San Francisco:

Jossey-Bass, pp. 343-362.

Boyatzis, R.E. (1994). Stimulating self-directed change: A required MBA course called

Managerial Assessment and Development, Journal of Management Education, 18(3), 304-323.

Caruso, D. R. (2008). Emotions and the Ability Model of Emotional Intelligence. In Emmerling,
R. J., Shanwal, V., & Mandal,

M. (eds.) (2008) Emotional Intelligence: Theoretical and Cultural Perspectives. Hauppauge, NY:
Nova Science Publishers

Cavallo, K., & Brienza, D. (2004). Emotional competence and leadership excellence at Johnson
& Johnson: The emotional

intelligence and leadership study. New Brunswick, NJ: Consortium for Research on Emotional
Intelligence in Organizations,

WEBILOGRAPHY

www.arvavindfashion.com

www.unlimitedfashionstore.com

www.linkden.com

48