B.

COM FINAL YEAR PROJECT AT

LITE CONTAINERS PRIVATE LIMITED
TOPIC:
A STUDY ON EMPLOYERS AND EMPLOYEES
RELATIONSHIP

DONE BY
PONGUHAN. T
40740246
B. COM GENERAL A-5
INTRODUCTION
Every individual shares a certain relationship with his colleagues at the
workplace. The relationship is warm, so2so or bad. The relationship can be
between anyone in the organi6ation 2 between co-workers, between an
employee and his superior, between two members in the management and so
on. It is important that the employees share a healthy relationship with each other
to deliver their best performances. "An individual spends his maximum time at
the workplace and his fellow workers are the ones with whom he spends the
maximum hours in a day. No way can he afford to fight with his colleagues.
Conflicts and misunderstandings only add to tensions and in turn decrease the
productivity of the individual. 0ne needs to discuss so many things at work and
needs the advice and suggestions of all to reach to a solution which would
benefit the individual as well as the organization. +o individual can work alone. e
needs the support and guidance of his fellow workers to come out with a brilliant
idea and deliver his level best happy employees are productive employees.
Successful businesses know how to manage relationships to build lasting
employee satisfaction. The most important part of any business is its people. +o
business can run effectively without them. They need to communicate and work
with others to get their jobs done. Employers need to manage relationships in the
workplace to keep the business functioning smoothly, avoid problems, and make
sure employees are performing at their best.
INDUSTRY PROFILE
The global liquefied petroleum gas market size to be valued at
USD 164.36 billion by 2027 and is expected to grow at a
compound annual growth rate (CAGR) of 4.4% during the
forecast period. Growing awareness regarding 2 benefits related
to the usage of liquefied petroleum gas (LPG) as an alternative to
the fossil fuels and rise in the adoption level of clean and green
energy sources across both developed and developing countries
are some of the factors likely to boost the market growth.
Additionally, technological aspects, coupled with the growing
number of initiatives taken by the government to educate the
rural people to substitute LPG with the traditional cooking fuels,
such as kerosene, wood, and coal, are likely to play a vital role in
the growth of the market. However, the growing population and
an increase in demand for liquefied petroleum gas as vehicle
emission gas are likely to boost the growth of the market.
COMPANY PROFILE
LCPL has been set up to manufacture and supply various types of
New LPG Cylinders, Hot Repair and Services of old LPG cylinders
and Periodic Examination & Pressure Testing of old LPG
Cylinders to meet the requirements of Oil Industries. The factory is
situated in a well- developed industrial area of 120,336 Sq.Ft. The
factory building covers a plinth area of around 32,000 Sq.Ft
housing many modern types of machinery and testing equipment.
An administrative office block of 2,400Sq.Ft area accommodates
the office. LCPL was rated as No.1 in Vendor Rating for the year
2000-2001 by Indian Oil Industries (out of 110 manufacturers in the
country). This was achieved due to the continual up gradation of
the manufacturing processes and stringent Quality Control
measures adopted. Our efforts are continuing in improving the
product quality in meeting the enhanced customer requirements
and thereby retaining the above recognition.
OBJECTIVES
PRIMARY OBJECTIVE:
To study the level of Employer and employee relationship

SECONDARY OBJECTIVE:
To study the importance of employer-employee relationship.
To study the employer – employee relations in Lite Containers
Private
Limited.
To study different aspects including in employer-employee
relationship.
To study its impact on the performance of the employees.
To Suggests the different steps for making employer – employee
relationship effective if there is any deviation.
SCOPE
This study focused on employer-employee
relationship and its impact on employee
attitude and the organizational effectiveness
in the hospitality industry.
It tries to find out the attitude of employees
towards their duties, the kind of relationship
that exists between the employers and the
employees.
It also examines effects of the employee
attitude on their performance
LIMITATIONS
We did not include an interview component with probes to
explore further the participants’ responses from the
quantitative surveys.
We did not correlate our questionnaires with the equivalent
scales or subscales in other well-researched instruments to
establish the criterion related validity of our measures.
We suggest that these additional validations be done as a
separate study in future to generate more Brunei norms for
our instruments.
Despite these shortcomings, the current study’s findings
have practical significance that may be relevant to
policymakers and researchers in Brunei and elsewhere.
RESEARCH DESIGN
It includes announcement of the trouble,
title of the look at, want of the study, goals
of the have a look at, research method,
boundaries of the have a look at, chapter
scheme.
SOURCE OF DATA
 PRIMARY DATA: It is been collected
from employees of rays technology using
questionnaire.
SECONDARY DATA: Secondary data is
been collected from journals,
organization, records, organization
website, web source
TOOLS USED FOR DATA ANALYSIS
 SIMPLE PERCENTAGE:
It refers to a special kind of ratio. These
were used to describe relationship; they
reduce everything to a common base and
thereby allow meaningful comparisons to
be made.
SIMPLE PERCENTAGE :
NUMBER OF RESPONDENTS *100
TOTAL NUMBER OF SAMPLE
TOOLS USED FOR DATA ANALYSIS
A weighted average is most often
computed to equalize the frequency of the
values in a data set.
WEIGHTED AVERAGE METHOD :
GIVEN DATA* WEIGHTING FACTOR
SUM OF ALL THE WEIGHTS
 DATA ANALYSIS AND INTERPRETATION
GENDER:
GENDER NO. OF WORKERS PERCENTAGE

MALE 110 74%

FEMALE 40 26%

     
TOTAL 150 100%

INTERPRETATION:
From the above table we came to know that there are 26% of
males working and 74% of females working in the organization
 AGE
AGE NO. OF EMPLOYEES PERCENTAGE

BELOW 20 25 17%

21-40 50 33%

41-60 55 37%

60 ABOVE 20 13%

TOTAL 150 100%

INTERPRETATION:
From the above table we came to know that there are majority number of
respondents working at the age from 21-40 & 41-60 at 70% and 30% of other
workers working at the age from below 20 & above 60.
QUALIFICATION
QUALIFICATION NO. OF EMPLOYEES PERCENTAGE

UG 20 13%

PG 35 23%

DIPLOMA 45 30%

PROFESSIONAL 50 34%

TOTAL 150 100%

INTERPRETATION:
From the above table we came to know that there are majority numbers of
workers working at the level of professionals 34% than diploma at 30% &
36% of workers working at the level of UG & PG.
EXPERIENCE
EXPERIENCE NO. OF EMPLOYEES PERCENTAGE

0-2 20 13%

02-04 45 30%

04-06 55 37%

6 above 30 20%

TOTAL 150 100%

From the above table we came to know that there are majority numbers of
workers working at 04 – 06 years at 37% than 02 – 04 years at 30%.
Remaining below 2 years and above 6 years’ experience of workers works
at 33%.
Manager communicates with you, provides
feedback, and sets expectations in LCPL:
SATISFACTION NO. OF EMPLOYEES PERCENTAGE

HIGHLY SATISFIED 35 23%

SATISFIED 45 30%

NEUTRAL 50 34%

DISSATISFIED 15 10%

HIGHLY DISSATISFIED 5 3%

TOTAL 150 100%

From the above table we came to know that there are around 53% of
employees gets satisfied, 13% of employees dissatisfied and 34% has been
neutralized.
Manager supports your professional
growth and development in LCPL
SATISFACTION NO. OF EMPLOYEES PERCENTAGE

HIGHLY SATISFIED 50 33%

SATISFIED 55 37%

NEUTRAL 35 23%

DISSATISFIED 10 7%

HIGHLY DISSATISFIED 0 0%

TOTAL 150 100%

From the above table we came to know that there are around 70% of
employees satisfied, only 7% of employees have been dissatisfied and 23% of
employees have been neutralized.
Level of trust and respect in your
relationship with your manager in LCPL:
SATISFACTION NO OF EMPLOYEES PERCENTAGE

YES 80 53%

NO 25 17%

TO SOME EXTENT 45 30%

TOTAL 150 100%

INTERPRETATION:
From the above table we came to know that there are around 53% of
employees satisfied, only 17% of employees have been dissatisfied and
30% of employees have been neutralized.
Manager recognizes and acknowledges your
achievements and contributions in LCPL:
SATISFACTION NO. OF EMPLOYEES PERCENTAGE

HIGHLY SATISFIED 45 30%

SATISFIED 75 50%

NEUTRAL 25 17%

DISSATISFIED 5 3%

HIGHLY DISSATISFIED 0 0%

TOTAL 150 100%

From the above table we came to know that there are around 80% of
employees satisfied, only 3% of employees have been dissatisfied and 17% of
employees have been neutralized.
the necessary resources and tools to
perform your job effectively in LCPL:
SATISFACTION NO. OF EMPLOYEES PERCENTAGE

HIGHLY SATISFIED 30 20%

SATISFIED 45 30%

NEUTRAL 60 40%

DISSATISFIED 10 7%

HIGHLY DISSATISFIED 5 3%

TOTAL 150 100%

INTERPRETATION:
From the above table we came to know that there are around 50% of
employees satisfied, only 10% of employees have been dissatisfied and 40%
of employees have been neutralized.
Manager provides work-life balance and
flexibility options in LCPL:
SATISFACTION NO OF EMPLOYEES PERCENTAGE

HIGHLY SATISFIED 40 27%

SATISFIED 55 37%

NEUTRAL 50 33%

DISSATISFIED 5 3%

HIGHLY DISSATISFIED 0 0%

TOTAL 150 100%

INTERPRETATION:
From the above table we came to know that there are around 64% of
employees satisfied, only 3% of employees have been dissatisfied and 33% of
employees have been neutralized.
Manager is approachable and open to discussing
your concerns and feedback in LCPL:
SATISFACTION NO OF EMPLOYEES PERCENTAGE

HIGHLY SATISFIED 30 20%

SATISFIED 40 27%

NEUTRAL 55 37%

DISSATISFIED 20 13%

HIGHLY DISSATISFIED 5 3%

TOTAL 150 100%

INTERPRETATION:
From the above table we came to know that there are around 47% of
employees satisfied, only 16% of employees have been dissatisfied and 37%
of employees have been neutralized.
recommends your manager as an effective
leader to others in LCPL:
SATISFACTION NO OF EMPLOYEES PERCENTAGE

YES 95 63%

NO 15 10%

TO SOME EXTENT 40 27%

TOTAL 150 100%

INTERPRETATION:
From the above table we came to know that there are around 63% of
employees satisfied, only 10% of employees have been dissatisfied and 27% of
employees have been neutralized.
Do you feel your employees communicate with you,
provide feedback, and seek clarification in LCPL:
SATISFACTION NO OF EMPLOYEES PERCENTAGE

YES 110 73%

NO 10 7%

TO SOME EXTENT 30 20%

TOTAL 150 100%

INTERPRETATION:
From the above table we came to know that there are around 73% of
employees satisfied, only 7% of employees have been dissatisfied and 20%
of employees have been neutralized.
Employees are committed and engaged
in their roles and responsibilities:
SATISFACTION NO OF EMPLOYEES PERCENTAGE

HIGHLY SATISFIED 35 23%

SATISFIED 60 40%

NEUTRAL 45 30%

DISSATISFIED 10 7%

HIGHLY DISSATISFIED 0 0%

TOTAL 150 100%

INTERPRETATION:
From the above table we came to know that there are around 63% of
employees satisfied, only 7% of employees have been dissatisfied and 30% of
employees have been neutralized.
the level of professionalism and quality
of work displayed by your employees:
SATISFACTION NO OF EMPLOYEES PERCENTAGE

YES 85 57%

NO 25 17%

TO SOME EXTENT 40 26%

TOTAL 150 100%

INTERPRETATION:
From the above table we came to know that there are around 57% of
employees satisfied, only 17% of employees have been dissatisfied and
26% of employees have been neutralized.
Opportunities for growth and development
within the company LCPL:
SATISFACTION NO OF EMPLOYEES PERCENTAGE

YES 90 60%

NO 20 13%

TO SOME EXTENT 40 27%

TOTAL 150 100%

INTERPRETATION:
From the above table we came to know that there are around 60% of
employees satisfied, only 13% of employees have been dissatisfied and 27%
of employees have been neutralized.
recognizes and acknowledges the achievements
and contributions of your employees in LCPL:
SATISFACTION NO OF EMPLOYEES PERCENTAGE

YES 90 60%

NO 25 16.64%

TO SOME EXTENT 35 23.36%

TOTAL 150 100%

INTERPRETATION:
From the above table we came to know that there are around 60% of
employees satisfied, only 13% of employees have been dissatisfied and 27%
of employees have been neutralized.
Responsive and supportive of your employees'
work-life balance needs and requests in LCPL:
SATISFACTION NO OF EMPLOYEES PERCENTAGE

YES 80 53%

NO 30 20%

TO SOME EXTENT 40 27%

TOTAL 150 100%

INTERPRETATION:
From the above table we came to know that there are around 53% of
employees satisfied, only 20% of employees have been dissatisfied and 27%
of employees have been neutralized.
actively seeks feedback from your employees and
take actions to address their concerns:
SATISFACTION NO OF EMPLOYEES PERCENTAGE

YES 80 53%

NO 25 17%

TO SOME EXTENT 45 30%

TOTAL 150 100%

INTERPRETATION:
From the above table we came to know that there are around 53% of
employees satisfied, only 17% of employees have been dissatisfied and 30%
of employees have been neutralized.
recommends your employees as valuable
assets to the company to others in LCPL:
SATISFACTION NO OF EMPLOYEES PERCENTAGE

HIGHLY SATISFIED 40 27%

SATISFIED 45 30%

NEUTRAL 55 37%

DISSATISFIED 10 6%

HIGHLY DISSATISFIED 0 0%

TOTAL 150 100%

INTERPRETATION:
From the above table we came to know that there are around 57% of
employees satisfied, only 6% of employees have been dissatisfied and 37% of
employees have been neutralized.
FINDINGS
There is majority number of males working in the company at the percentage 60%.
There is majority number of employees working at the age category from 41-60 at the percentage
rate of 37%.
There is majority number of professionals working in the company at the percentage of 33%.
There is majority number of workers having the experience of nearly 4 - 6 years at the percentage
of 37%.
There is around 53% of workers seems to good communication, level of trust and respect, provides
feedbacks and set their expectations with managers
Around 64% - 70% of workers gets work-life balance, supports professional growth and
development and flexibility options from their managers.
Around 73% – 80% employees feels that employers provide feedbacks, seek clarifications
recognizes and acknowledges their achievements and contributions.
There are only above 47% – 50% of employees has been provided tools to perform their job
efficiently.
There are 63% of the employees believes that manager as an effective leader and commit and
engage their roles and responsibilities with their employees.
Around 57% of the managers satisfied with the employees who displayed the quality of work and
recommends the valuable asset of their company.
Around 60% of employers provide opportunity to growth & development, contribute achievements
to their employees.
There is only 53% of employers set feedback to address their employee’s concerns and work-life
balance needs to their employees
SUGGESTIONS
 Organization should focus on improving relationship that is
maintained between employers & employees
Organization should take necessary measures to make
employees have good relationship
Organization should provide some amount of autonomy to its
employee to perform their work effectively
Organization should build good relation with management
within the workplace
Organization should increase training programmed to its
employees
Organization should take time out to get to know employees
personally
Organization should take care about the conflict between the
employees and between the management.
CONCLUSION
Evidence from the present study indicated a
relationship between some socio demographic
variables and social values with employer -
employee relationship problems. Variables with
high odds ratios for employer–employee
relationship problems need to be addressed in
appropriate counseling and psychotherapy
interventions. A qualitative interview study is
recommended to probe some of the responses
from the current survey.
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