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A STUDY ON THE ROLE OF SELF

MONITORING ON EMOTIONAL
INTELLIGENCE OF THE WORKERS IN
SAKTHI SUGARS LTD, APPAKUDAL
PROJECT REPORT
Submitted by

DIVYA.B.R
Register No: 731511631013

in partial fulfillment for the award of the degree


of

MASTER OF BUSINESS ADMINISTRATION


IN

DEPARTMENT OF BUSINESS ADMINISTRATION

K.S.R.COLLEGE OF ENGINEERING
TIRUCHENGODE-637 215
JUNE-2013

K.S.R.COLLEGE OF ENGINEERING
TIRUCHENGODE-637215

DEPARTMENT OF BUSINESS ADMINISTRATION

PROJECT WORK
JUNE-2013

This is to certify that the Project entitled


A STUDY ON THE ROLE OF SELF MONITORING ON EMOTIONAL
INTELLIGENCE OF THE WORKERS IN SAKTHI SUGARS LTD,
APPAKUDAL.
Is a bonafide record of Project work done by

DIVYA.B.R
REGISTER NO: 731511631013
Of MBA during the year 2011-2013

PROJECT GUIDE

HEAD OF THE DEPARTMENT

Submitted for the Project Viva-Voce examination held on______

INTERNAL EXAMINER

EXTERNAL EXAMINER

DECLARATION
I affirm that the project work titled A STUDY ON THE ROLE OF SELF
MONITORING ON EMOTIONAL INTELLIGENCE OF THE WORKERS IN
SAKTHI SUGARS LIMITED, APPAKUDAL being submitted in partial fulfilment for
the award of MASTER OF BUSINESS ADMINISTRATION is the original work carried
out by me. It has not formed the part of any other project work submitted for award of any
degree or diploma, either in this or any other university.

-----------------------------

Signature of the candidate


DIVYA.B.R
Reg.no:731511631013

I certify that the declaration made above by the candidate is true.

-------------------------------

Signature of the guide


Ms.S.Kalaivani.,M.B.A.,M.Phil.,M.S.W.,
(Assistant Professor)

ACKNOWLEDGEMENT
I would like to place my sincere thanks and gratitude to our chairman of KSR COLLEGE
OF ENGINEERING, Lion Dr.K.S.RANGASAMY, MJF, for providing me the needed
facilities to do my project work.
I express my sincere thanks to our principal Dr.N.RENGARAJAN, B.Sc., B.Tech., ME.,
Ph.D., and Vice Principal Dr.K.KALIANNAN, B.Sc., M.Tech. MS., M.B.A, M.Phil.,
Ph.D., for their support given to me in carrying out the project work.
I like to express my thanks to our director Dr.K.MOORTHY, B.E (Hons), M.E., Ph.D., for
the encouragement given during the project work.
I like to express my sincere thanks to our Head of the Department of Business Administration
Dr.S.M.UVANESWARAN, M.B.A., M.Com, M.Phil, (EDP), M.Phil. (Commerce),
PGDCA., Ph.D. for his support during the project work.
I express my sincere gratitude to my guide Ms.S.KALAIVANI, M.B.A., M.Phil., M.S.W.,
Assistant Professor Department of Business Administration, for her valuable guidance and
suggestions during each stage of this project work.
I express my sincere gratitude to my Mr.P.MUTHUVELAPPAN, SENIOR VICE
PRESIDENT HRD, Sakthi Sugars Limited for giving me permission to block project
work.
Last but not least, I express my sincere thanks to my beloved teachers, friends and family
members who supported me in this endeavour.

DIVYA.B.R

CONTENTS

CHAPTER NO DESCRIPTION

PAGENO

LIST OF TABLES
LIST OF CHARTS
ABSTRACT
INTRODUCTION
1.1 Introduction about the study
1.2 Introduction about the industry
1.3 Introduction about the company
MAIN THEME OF THE PROJECT
2.1 Review of literature
2.2 Objectives of the study
2.3 Scope of the study
2.4 Research Methodology
2.5 Limitations of the study

DATA ANALYSIS AND INTERPRETATION

FINDINGS,SUGGESTION AND CONCLUSION


4.1 Findings
4.2 Suggestions
4.3 Conclusion
REFERENCES
APPENDICES

LIST OF TABLES
Table No

Title of the tables

3.1

Sex of the respondents

3.2

Age of the respondents

Page No

3.3

Marital status of the Respondents

3.4

Type of family of the respondents

3.5

Ownership of the house of the respondents

3.6

Awareness of moods and feelings

3.7

Opinion on dealing with facts

3.8

Judge others feelings by their voice

3.9

Involved with others feelings

3.10

Opinion on advised others

3.11

Opinion on judging by their face

3.12

Awareness to knew when a person is trying to be


analysed

3.13

Opinion on blocking out the feelings

3.14

Opinion about the performance in tense situation

3.15

Awareness through feelings when things go wrong

3.16

Opinion about the performance when the working


environment pleasant

3.17

Mingle with others

3.18

Awareness on free from tension of your co-workers

3.19

Awareness of negative thinking

3.20

Opinion about blaming others when thing go wrong

3.21

Awareness on how emotion leads to anger

3.22

Awareness on becoming angry

3.23

Opinion on telling truth

3.24

Opinion on helping others to manage their emotions

3.25

Will you according to your conscious

3.26

Awareness on feeling other persons emotions

3.27

Opinion on controlling the self emotions

3.28

Opinion on understanding why people get angry

3.29

Opinion on paying attention to the world around

3.30

Concentrate in others activities

LIST OF THE CHARTS


Table No

Title of the charts

3.1

The chart shows Sex of the respondents

3.2

The chart shows Age of the respondents

3.3

The chart shows Marital status of the Respondents

3.4

The chart shows Type of family of the respondents

3.5

The chart shows Ownership of the house of the


respondents

3.6

The chart shows Awareness of moods and feelings

3.7

The chart shows Opinion on dealing with facts

3.8

The chart shows Judge others feelings by their voice

3.9

The chart shows Involved with others feelings

Page No

3.10

The chart shows Opinion on advised others

3.11

The chart shows Opinion on judging by their face

3.12

The chart shows Awareness to knew when a person is


trying to be analysed

3.13

The chart shows Opinion on blocking out the feelings

3.14

The chart shows Opinion about the performance in tense


situation

3.15

The chart shows Awareness through feelings when


things go wrong

3.16

The chart shows Opinion about the performance when


the working environment pleasant

3.17

The chart shows Mingle with others

3.18

The chart shows Awareness on free from tension of your


co-workers

3.19

The chart shows Awareness of negative thinking

3.20

The chart shows Opinion about blaming others when


thing go wrong

3.21

The chart shows Awareness on how emotion leads to


anger

3.22

The chart shows Awareness on becoming angry

3.23

The chart shows Opinion on telling truth

3.24

The chart shows Opinion on helping others to manage


their emotions

3.25

The chart shows Will you according to your conscious

3.26

The chart shows Awareness on feeling other persons


emotions

3.27

The chart shows Opinion on controlling the self


emotions

3.28

The chart shows Opinion on understanding why people


get angry

3.29

The chart shows Opinion on paying attention to the


world around

3.30

The chart shows Concentrate in others activities

ABSTRACT
The research is on the basis of A STUDY ON THE ROLE OF SELF MONITORING ON
EMOTIONAL INTELLIGENCE OF THE WORKERS IN SAKTHI SUGARS LTD,
APPAKUDAL. Due to changes in technology and to meet various demands of the
employees and to withstand the place in the Global market the company has to focus on
employees satisfaction on major areas like job security, job satisfaction, medical facilities,
canteen facilities, rewards, ESI, etc.
Surveys are an effective way of knowing about workers Emotional Intelligence in the
organization. While exit interviewers are generally used, they are a delayed way of knowing
the Emotional Intelligence. The study was based on the Descriptive research design. The
sampling design being used here is Simple Random Sampling. The sample size is 150. Thus
this report seeks to utilize primary research, through Structured Questionnaires and primary
method involves data collection through magazines and websites. The tools being used for
analysis and interpretation are Chi-square test and five point linkert scale.

11

CHAPTER-1
1.1 INTRODUCTION ABOUT THE STUDY
INTRODUCTION
The quality of life is the quality of ones relationship
Our perception of the relationship between thought and emotion turns out to be
somewhat misguided. The majority of us facility subscribe to the idea that thought is more
appropriate when not clouded by emotions. And sure enough, strong emotions make it
difficult to think straight. Rationalists have even made the elimination of emotions of
emotions from thought their yet clinical experiments shoe that thought devoid of emotions
renders satisfactory decision-making impossible. The problem is not with emotions as such,
but with the appropriateness of emotions and its expression.
Emotional intelligence is the ability to understand and control our emotions; it
includes qualities such as the ability to fine-tune our emotions. The emotionally intelligent
person actively monitors his or her emotions, used them to guide his or her behaviour.
Emotional intelligence also involves understanding of others emotions, recognizing what
others are feeling, and their motivation, feeling empathy for them and using information to
work effectively and cooperatively with others.
Emotional intelligence in India scenario:
Emotional intelligence has been evolved over a period of time and has a history. It
evolved along with human kind looking into the need to cope, adapt and get along with others
but it has gained a practical perspective only in the 19 th century. Contrary to the traditional
belief organizational success is found to depend largely on emotional intelligence, rather than
intelligence is extremely important in order to reach and stay at the higher echelons of
corporate life. Low emotional intelligence bring large amount of negative emotions fear and
enmity. They act as an effective block to team effect.
In a nutshell, emotions have a great effect on any individual. The organization or
management should effectively harness emotions so that it goes hand in hand with
intelligence, creating a smooth environment which further leads to it progress.
Emotional intelligence: a primer
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Emotional intelligence refers to a different way of being smart which results in


outstanding performance at work. It deals with, how well one manager himself and his
relationships, how well one can work on a team, his ability to lead, his capacity to anticipate
future. It is trying to be very direct, very assertive and making hard decision intelligently,
with empathy.
Emotional intelligence has got a lot to do with assertiveness, smartness, decision
making, and empathy etc emotional intelligence matters move as climbs up the hierarchy of
an organization.
Meaning of emotional intelligence
Emotional intelligence also called EI and often measured as an emotional intelligence
quotient or EQ is described as an ability, capacity, or skill to perceive , access and manage the
emotions of the ones self others and groups.
Emotional intelligence refers to emotional awareness and emotional management
skills which provide the ability to balance emotion and reason so as to maximize long-term
happiness emotional intelligence components like self awareness, ability to manage
moods, motivation, empathy and social skills such as co-operation and leadership.
Definition of emotional intelligence
Emotional intelligence refers to an ability to recognize the meaning as of emotions
and to reason and problem solving on the basis of them and it involves The capacity to
perceive emotions, assimilate emotion-related feelings, understand the information of those
emotions and manage them.
-John Mayer, David Caruso, Peter Salovey (2000)
Emotional intelligence is an array of non cognitive capabililities, competencies, and
skills that influence ones ability to succeed in coping with environmental demands and
pressures.
-Reuven Bar on (2000)

Emotional quotient vs. Intelligence quotient:


13

For a long time the means of measuring cognitive intelligence has been the
intelligence quotient testing. This was dominating the view of the society as regards human
potential. In fact, cognitive intelligence is the ability to concentrate, plan to organize, to use
words and understand them and absorb to interpret facts. Intelligence quotient is a measure of
an individuals memory, vocabulary and visual motor coordination. These contribute to doing
well in life. But intelligence quotient cannot totally produce success in life as success can be
predicted to an extent of 20% only.
Emotional quotient, on the other hand, has been found to be directly responsible for
the remaining percentage of job success.
The five factors that are most responsible for success are all reflections of emotional
intelligence only. These factors are:
o
o
o
o
o

Working harder and smarter than others around.


Having a supportive husband or wife.
Getting along well with people.
Being honest with all people.
Being disciplined.
Intelligence quotient gets well set early. It will be at its peak when the individual is in

his tense and remains constant thereafter. It drops down when the person becomes old.
Emotional quotient is not a fixed entity, it remains gradually to an average around 102-105
remains there till the person is aged around 40 years. After the age of 50 years the tendency if
the decline, but there will be no step decline. This pattern is the same for both men and
women.
Person become wiser as they grow older, older people make significant contribution
in the workplace. Employers who are sharp in business matters tie up well with emotional
intelligence staff belonging to the younger generation along with mature individuals. The
elders add the needed stability since they have a firmer grip on reality.
Emotions occupy important place in human life. It is vital to success in every area of
life and it can be developed. The challenge is to manage the emotional life with intelligence.
The strong feelings when well exercised lead wisdom. It guides our thinking and our values.
Why are organizations interested in developing emotional intelligence?

14

According to studies, emotional intelligence is on the decline across all economic


groups across all cultures. The most telling signs of this are in rising rates among young
people. The generation that is falling behind in emotional intelligence is entering work forces
today.
As a result a survey of American employer (Stephen P.Robbins (1995)
More than 50 percent of the people who work for them lack the motivation to keep
learning and improving in the job.
4 in 10 people are not able to work co-operatively with fellow employees.
Only 19 percent of entry level applicants have enough self-discipline in their work
habits.
Billions of dollars are wasted on development programs leading to a less than desired
return on development programs leading to a less than desired return on investment in
leadership training.
70 percent of all change initiatives are not netting the desired results due to people
issues-ability to lead, work with others in teams, take initiative deal with change, etc.
How do organization benefit having employee with emotional intelligence?
(DanielGoleman-1995)
When it comes to technical skill and the core competences that make a company
competitive, the ability to outperform others depends on the relationships of the people
involved which ultimately relates to the degree of emotional intelligence of its employees
and leaders.
And

there is a ripple effect leader processing emotional intelligence will create an

effective work climate that will further develop emotional intelligence at the subordinate
levels. Studies show that, outstanding organizations that employ individual with a high
degree of emotional intelligence hold the following in common.
Applying emotional intelligence in organization:
Emotional intelligence has a number of applications, both business and non-business.
It can be instrumented in many areas in the work place and can achieve organizational
development. None of the immediate benefits or emotional intelligence are increasing
productivity, speeding up adaptation to change , developing leadership skills simulating
creating and co-operation , responding effectively to competition , encouraging innovative
15

thinking , improving work environment, reducing stress had and developing sense of
competence. All these can be achieved by applying emotional intelligence in the following
areas

Filling organization positions.


Work life
Leadership effective
Handling instruction
Stress management
Conflict resolution

In an organization, positions are created and these positions are an different levels of
the organization and in different functional areas. An organization is likely to succeed if these
positions are occupied by these persons who meet the requirement of these positions. Thus ,
while filling the various organizational positions , an attempt is made to match individuals
and jobs.
Work life is important determinant of organizational productivity work life is
concerned with the impact of work on people as well as on organizational effectiveness and
the idea of participation in organization problem solving and decision making. Huge
emotional intelligence is very relevant for improving the quality of work life.
Emotional intelligence simulates motivation, reduces stress, improves communication
and enhances national decision making. It imparts peoples ability to sustain both physical
and psychological health. It enables to identify others it encourages people to be empathetic
thereby understanding the feelings in right perspective communication is the process by
which person seek to same meaning is effective. A communication is effective when sender
and receiver of the message under the communication process attach the same meaning to it
making communication effective. In general emotional intelligence helps in making
communication effective by increasing self awareness, expression of feelings and motives,
classifying interpersonal feelings and increasing the accuracy to perception.
Emotional intelligence helps in handling frustration both at work as well as in day to
day life. Every person has some needs, that the feelings he lacks something there are several
ways in which one can overcome his frustration -aggression and compromise with several
forms of each of these methods. Emotional intelligence helps in closing the most desirable
way of overcoming frustration.
16

Emotional intelligence stimulates for interpreting an event in its right perspective by:
Daniel Goleman (1995)
1. Recognizing the event of work and in life and what cognitions it elicits.
2. Becoming aware of the effects of such cognitions on the physical and emotional
responses.
3. Systematically evaluating the objective sequence of the event.
4. Replacing self-defecting cognitions that unnecessarily arise stress.
Managing Emotions:
Managing emotions at work place and in other walks of life is essential for success.
There are certain emotions like far, anger etc which should be controlled as they affect life
adversely. Similarly, the emotions which are gratifying like happiness; contentment etc.
Should be developed and emphasized. Employees in an organization can several methods for
managing their emotions effectively. Some prominent methods are presented here which as
follows,
1.
2.
3.
4.
5.

Understanding desired emotional skills


Recognizing emotions
Developing higher self esteem
Learning to attain self defined goals.
Delaying with emotional upsets.

1. Understanding desired emotional skills


Developing and managing emotional intelligence call for an actuation of
certain emotional skills. Employees performing different jobs at work place may
require different types of emotional skills certain emotional skills are required for all
types of employees particularly falling in managerial category. Researchers have
identified such skills which are as follows.
Self awareness, managing emotions, empathy , ao-operation, resolving conflicts, etc..
2. Recognizing emotions
Recognizing emotions though emotional self-reflective awareness is pre
requisite for managing emotions if a person is able to recognize his emotions he will
be able to manage them as he can emphasize positive emotions and control negative
emotions.
17

3. Developing higher self-esteem:


Self esteem of a person is related to how he perceives about his ability with
others. High self esteem is necessary for being happy and successful because it not
only gives a person a realistic confidence in himself but also the ability to handle
advertise and against this low self-esteem leads to feelings of failure and the person
concerned has a tendency to avoid confronting problems because of the belief that he
cannot solve these problems.
Feelings of high and low self esteem:
High self esteem:
Competent

Needed

Confidence

Co-operative

Valuable

Trusted

Useful

In control

Productive

Integrity

Low self esteem:


Afraid

Distrustful

Alone

Neglected

Burden

Disapproved

Betrayed

Suspicious

Unsure

Vindictive

4. Learning to attain self defined goals:


For engaging in constructive behaviours and developing positive emotions, it
is desirable that one must define ones goals and learn how to attain those goals should
determined for a longer period and to manage these while determining long term goals
case should be taken that the goals are set on the basis of reality of the situation and
18

should not be merely wishful thinking. Further the goals get should be challenging
thought not unattainable, challenging goals provide motivation to people for better
performance.
5. Dealing with emotional upsets:
Dealing with emotional upsets is an important skill required for managing
emotions whether in organizations or at other places. Because of situations, influence,
everyone is likely to experience negative feelings for some final.

1.2 INTRODUCTION ABOUT THE INDUSTRY


Sugars are a major form of carbohydrates and are found probably in all green plants.
They occur in significant amounts in most fruits and vegetables. There are three main simple
sugars sucrose, fructose and glucose. Sucrose is in fact a combination of fructose and glucose
and the body quickly breaks down into these separate substances.
The Need for Energy
All energy stored in food is derived originally from the sun and it is made by green
plant life. The sun's energy acts upon the green chemical "chlorophyll" in the leaves of plants
to produce sugars and starches from the carbon-dioxide in the atmosphere and the water from
the roots by a process known as Photosynthesis. These carbohydrates (starches and sugar)
acts as a plants food and energy supply. The energy need of human body is largely dependent
on the carbohydrates that are derived from plants.
A Balanced Diet

19

A balanced diet can come from a variety of different foods, calculated to give the
desired levels of carbohydrates, proteins, fats, vitamins and minerals. Nutritional scientists
advocate that carbohydrates should provide at least 50% of over energy requirements.
History
The discovery of sugarcane, from which sugar as it is known today, is derived dates
back unknown thousands of years. It is thought to have originated in New Guinea, and was
spread along routes to Southeast Asia and India. The process known for creating sugar, by
pressing out the juice and then boiling it into crystals, was developed in India around 500 BC.
Its cultivation was not introduced into Europe until the middle-ages, when it was
brought to Spain by Arabs. Columbus took the plant, dearly held, to the West Indies, where it
began to thrive in a most favourable climate.
It was not until the eighteenth century that sugarcane cultivation was began in the
United States, where it was planted in the southern climate of New Orleans. The very first
refinery was built in New York City around 1690; the industry was established by the 1830s.
Earlier attempts to create a successful industry in the U.S. did not fare well; from the late
1830s, when the first factory was built. Until 1872, sugar factories closed down almost as
quickly as they had opened. It was 1872 before a factory, built in California, was finally able
to successfully produce sugar in a profitable manner. At the end of that century, more than
thirty factories were in operation in the U.S.
Manufacturing Process and Technology
Sugar (sucrose) is a carbohydrate that occurs naturally in every fruit and vegetable. It
is a major product of photosynthesis, the process by which plants transform the sun's energy
into food. Sugar occurs in greatest quantities in sugarcane and sugar beets from which it is
separated for commercial use. The natural sugar stored in the cane stalk or beet root is
separated from rest of the plant material through a process known as refining.
For sugarcane, the process of refining is carried out in following steps

Pressing of sugarcane to extract the juice.

Boiling the juice until it begins to thicken and sugar begins to crystallize.

20

Spinning the crystals in a centrifuge to remove the syrup, producing raw sugar.

Shipping the raw sugar to a refinery where it is washed and filtered to remove
remaining non-sugar ingredients and color.

Crystallizing, drying and packaging the refined sugar


Beet sugar processing is similar, but it is done in one continuous process

without the raw sugar stage. The sugar beets are washed, sliced and soaked in hot water to
separate the sugar -containing juice from the beet fiber. The sugar-laden juice is then purified,
filtered, concentrated and dried in a series of steps similar to cane sugar processing.
For the sugar industry, capacity utilization is conceptually different from that
applicable to industries in general. It depends on three crucial factors the actual number of ton
of sugarcane crushed in a day, the recovery rate which generally depends on the quality of the
cane and actual length of the crushing season.
Since cane is not transported to any great extent, the quality of the cane that a factory
receives depends on its location and is outside its control. The length of the crushing season
also depends upon location with the maximum being in south India.
TYPES OF SUGAR
Granulated Sugar
Granulated sugar is the pure crystalline sucrose. It can be classified into seven types
of sugar based on the crystal size. Most of these are used only by food processors and
professional bakers. Each crystal size provides unique functional characteristics that make the
sugar appropriate for the food processor's special need.
There are many different types of granulated sugar. Most of these are used only by
food processors and professional bakers and are not available in the supermarket. The types
of granulated sugars differ in crystal size. Each crystal size provides unique functional
characteristics that make the sugar appropriate for the food processor's special need.
"Regular" Sugar, Extra Fine or Fine Sugar
"Regular" sugar, as it is known to consumers, is the sugar found in every home's sugar
bowl and most commonly used in home food preparation. It is the white sugar called for in
21

most cookbook recipes. The food processing industry describes "regular" sugar as extra fine
or fine sugar. It is the sugar most used by food processors because of its fine crystals that are
ideal for bulk handling and are not susceptible to caking.
Fruit Sugar
Fruit sugar is slightly finer than "regular" sugar and is used in dry mixes such as
gelatine desserts, pudding mixes and drink mixes. Fruit sugar has a more uniform crystal size
than "regular" sugar. The uniformity of crystal size prevents separation or settling of smaller
crystals to the bottom of the box, an important quality in dry mixes and drink mixes.
Bakers Special
Bakers Specials crystal size is even finer than that of fruit sugar. As its name suggests,
it was developed specially for the baking industry. Bakers Special is used for sugaring
doughnuts and cookies as well as in some commercial cakes to produce fine crumb texture.

Superfine, Ultrafine, or Bar Sugar


This sugar's crystal size is the finest of all the types of granulated sugar. It is ideal for
extra fine textured cakes and meringues, as well as for sweetening fruits and iced-drinks since
it dissolves easily. In England, a sugar very similar to superfine sugar is known as caster or
castor, named after the type of shaker in which it is often packaged.
Confectioners (Powdered) Sugar
This sugar is granulated sugar ground to a smooth powder and then sifted. It contains
about 3% corn starch to prevent caking. Confectioners sugar is available in three grades
ground to different degrees of fineness. The confectioners sugar available in supermarkets is
the finest of the three and is used in icings, confections and whipping cream. The other two
types of powdered sugar are used by industrial bakers.
Coarse Sugar
The crystal size of coarse sugar is larger than that of "regular" sugar. Coarse sugar is
normally processed from the purest sugar liquor. This processing method makes coarse sugar
22

highly resistant to colour change or Inversion (natural breakdown to fructose and glucose) at
high temperatures. These characteristics are important in making fondants, confections and
liquors.
Sanding Sugar
Another large crystal sugar, sanding sugar, is used mainly in the baking and
confectionery industries to sprinkle on top of baked goods. The large crystals reflect light and
give the product a sparkling appearance.
Sugar produced in India is mainly of granulated type. Granulated sugar is further
classified in to various types based on colour and grain size. According to the Indian
Standards Specifications (ISI), there are around 20 grades of sugar based on the grain size
and colours. The colour series has four grades designated as 30,29,28 and 27, while the grain
size has five grades namely A, B, C, D, E. Bulk of production in the country is of C, D and E
grains, branded as large, medium and small and has color specification of 30. The D grade
produced in the country is comparable to world standards.

Brown Sugars - Turbinado Sugar


This sugar is a raw sugar which has been partially processed, removing some of the
surface molasses. It is a blond color with a mild brown sugar flavor and is often used in tea.
Brown Sugar (light and dark)
Brown sugar consists of sugar crystals coated in molasses syrup with natural flavor
and color. Many sugar refiners produce brown sugar by boiling a special molasses syrup until
brown sugar crystals form. A centrifuge spins the crystals dry. Some of the syrup remains
giving the sugar its brown color and molasses flavor. Other manufacturers produce brown
sugar by blending special molasses syrup with white sugar crystals. Dark brown sugar has
more color and a stronger molasses flavor than light brown sugar. Lighter types are generally
used in baking and making butterscotch, condiments and glazes. Dark brown sugar has a rich
flavor that is good for gingerbread, mincemeat, baked beans, plum pudding and other full
flavored foods.
Muscovado or Barbados Sugar
23

Muscovado sugar, a British specialty brown sugar, is very dark brown and has a
particularly strong molasses flavor. The crystals are slightly coarser and stickier in texture
than "regular" brown sugar.
Free Flowing Brown Sugars
These sugars are fine, powder-like brown sugars that are less moist than "regular"
brown sugar. Since it is less moist it does not lump and is free-flowing like granulated white
sugar.
Demerara Sugar
Popular in England, Demerara sugar is a light brown sugar with large golden crystals
which are slightly sticky. It is often used in tea, coffee or on top of hot cereals.

Liquid Sugars
Liquid sugars were developed before today's methods of sugar processing made
transport and handling granulated sugars practical. There are several types of liquid sugar.
Liquid sucrose (sugar) is essentially liquid granulated sugar and can be used in products
wherever dissolved granulated sugar might be used. Amber liquid sucrose (sugar) is darker in
colour and can be used where the cane sugar flavour is desirable and the non-sugars are not a
problem in the product.
Invert Sugar
Inversion or chemical breakdown of sucrose results in invert sugar, an equal mixture
of glucose and fructose. Available commercially only in liquid form, invert sugar is sweeter
than granulated sugar. One form of liquid invert was specially developed for the carbonated
beverage industry and can be used only in liquid products. This liquid sugar is actually part
invert sugar combined with part dissolved granulated sugar. Another type, named total invert
sugar syrup, is commercially processed and is almost completely invert sugar. It is used
mainly in food products to retard crystallization of sugar and retain moisture.
24

Sugar and Health:


Sugar has Medical Value Apart from sugar being a cheapest instant source of energy,
it has several medical & therapeutically values. Some of them are as elaborated below.
Sugar for Oral Dehydration
Sugar is extremely valuable in treatment of severe infantile diarrhea, a serious
problem that kills around 3.5 million children in a year in underdeveloped countries. Oral rehydration treatment (restoring of liquids by mouth) is used for infants with diarrhea due to
cholera or re-hydrating viruses. It is simpler and easier to mix sugar with salt to treat dehydration children even in the most remote areas. Further studies prove that oral sucrose was
an effective as intravenous treatment in retaining re-hydration.
Sugar Heals Wounds
Sugar has tremendous healing power. Sugar helps in wiping out infections in all types
of wounds and speed up the healing time as well. Fills up sugar in the open wounds and it
dissolves in tissue where micro organism cannot survive.

1.3 INTRODUCTION ABOUT THE COMPANY


SAKTHI SUGARS (PVT) LIMITED
In 1921, Pollachi was a tiny village, way too modest compared to the bustling town it
is today. But it was here, P.Nachimuthu Gounder laid the foundation for Sakthi Group. It was
in this year P.Nachimuthu Gounder broke away from his traditional business of hiring bullock
carts and pioneered into passenger transport service. From then on, there was no
looking back.
He envisaged the path and showed others its means. He founded the Anamallais Bus
Transport (ABT), the parent organization of the Sakthi Group in 1931 with 21 buses. It
eventually grew into a network covering almost all of South India. After three decades Sakthi
Sugars Limited was established in the year 1961, with commercial production of Sugar
commencing in the year 1964 at its Sakthinagar Sugar plant.
Today it has in its fold four Sugar plants with three of them in Tamil Nadu located at
sakthinagar, Sivaganga and Modakurichi and one plant in Orissa at Dhenkanal. With the
25

aggregate capacity of 19,000 Tons of cane Crush per Day (TCD), Sakthi Sugars Limited is
one of the largest producers of Sugar in the country.
Expanding

its

industrial

presence,

Sakthi

Sugars

Limited

diversified

into manufacturing of industrial Alcohol in the year 1972 at Sakthinagar.


Soya Products is another range of products manufactured by Sakthi Sugars Limited. It
has an advanced Soya processing unit with refinery complex near Pollachi, Tamil Nadu.
The company has also installed three Co-generation Power plants at its sugar factories
in Tamil Nadu. The combined capacity of power production of these plants is 92 Mega Watt.
After meeting the power requirements of the sugar plants the excess power generated is
exported to the power grid. Sakthi Sugars Limited is one of the important members of the
Sakthi Group contributing a large share of revenue to the group's turnover. As a dutiful
corporate, Sakthi Group has set up many educational and charitable institutions, hospitals and
religious centers. It has created ample employment opportunities for rural youth through its
multi-fold agro-based institutions and other industries.

COMPANY PROFILE

Name of the company

Sakthi sugars ltd

Date of Establishment

1961

Market Cap

1107.9009039 ( Rs. in Millions )

Corporate Address

Sakthi Nagar,Bhavani Taluk, Erode-638315, Tamil


Nadu
www.sakthisugars.com

Management Details

Chairperson - N Mahalingam
MD - M Manickam
Directors - B Elangovan , C Rangamani, Chandran P
K , Gurumurthy, K Davidson , M Balasubramaniam, M
Manickam, , M Srinivaasan, N K Vijayan, N
Mahalingam, P K Chandran, Rangamani Chakravarthi ,
26

S Doreswamy , S Baskar, S Muthuvelappan, S Usha, V


Business Operation

K Swaminathan , V M Manogaran
Sugar

Background

Sakthi Sugars, established in 1964, is one of the largest


producers of sugar in India with a capacity of over
13,500 tonnes of cane crushing per day. Sakthi Sugar
has units / plants in the states of Tamil Nadu and Orissa.
Sakthi Sugars first unit, set up by the riverside of
Bhavani, has outbeaten many records in performance
like the 17 lakh tonnes of cane crush in 2001-02. The

Company Secretary

unit also bagged


S.Baskar

Auditors

PN Raghavendra Rao & Co

Sakthi Sugars (pvt) ltd


Sakthi Sugars Pvt Ltd was started in the year 12/05/1961 in Sakthi Nagar. It was
started by the Dr.N.Mahalingam. Then it extends in sivaganga, Modakurichi, Dhekanal. The
Sakthi Sugars Head Office situated in Coimbatore. Sugar division commenced it production
in the year 1964. The initial capacity was 1250TCD (Tones Crush per Day), which expanded
6000 TCD in1998. Yield of Sugarcane in the initial stage was 28 metric tonnes.
Distillery Divisions:It was commissioned in 1972 to produce industrial Alcohol. The initial capacity of
distillery division was 135 lack litters.

Plant Location:

SSL

Sugar
Division

Distillery
Division

Foundry
Division
27

Soya
Division

Pollution
Control
Division

Sakthi Nagar,
Sivaganga,
Dhenkanal,
Modakurichi.

Sakthi Nagar,
Sivaganga,
Dhenkanal.

Sakthi Auto
Component
Unit,
Pallagounden
palayam

Pollachi

Sakthi Nagar

Awards:Year

Awards

1987-88

Common Certification for Achieving Higher


Standards of technical Efficiency

1987-88

Lowest Total Losses

1988-89

Highest Mill Efficiency

1988-89

Lowest Total Sugar Losses

1988-89

Achieving Higher Standards of technical


Efficiency

1989-90

Lowest Total Sugar Losses

1989-90

Achieving Higher Standards of technical


Efficiency II Prize

1992-93

The Special Award for Superior Quality


Export Sugar

1995

National Safety Award SN-I

1996

National Safety Award SN-II


28

1997

National Safety Award SN-I

1997

National Safety Award SN-I

1998-2000

National Efficiency Award

2005-06

National Safety Award SN-I&II

2007

National Safety Award SN-I&II

CHAPTER-2
MAIN THEME OF THE PROJECT
2.1 REVIEW OF LITERATURE
The review of literature helps the researcher to have an in depth knowledge about the
subject. A through review of the literature will expose the researcher to previous
researcher conducted, their area of study, etc. The literature on previous studies will help
the researcher on the limitations of the study and there by the researcher could to take
insure to overcome them.
The following are the earlier studies that have been conducted by various researchers
in the area of EMOTIONAL INTELLIGENCE.
R.S.DWIVEDI[2000], in this study on identifying Emotional Intelligence related
competencies among highly successful manager for corporate success states that
there is a close relationship between corporate success
Intelligence of its leaders

29

and the Emotional

BINA[2002], in her study on, Case of Emotional Decision Making(EDM)-A study


in Coimbatore, examined the influence of individual family members in the
purchase decision of a very important consumer durable. A car. She inferred that
the family was a major influence on the purchasing behaviour . Though, marketer
recognize the family as basic decision making unit, they most frequently examine
the attitudes and the behaviour of one family member, whom they believe to be
major decision maker.
FISHER & ASHKANASY (2002). In their study on emerging role of emotions in
work life, discussed the relationship of mode to job characteristics and to job
satisfaction, manifestation of anger in dyadic relationships, perceptions and effects
of displays of sadness& anger by leaders and revealed that emotions affects major
factors in work life.
RESOLITO AMARILLENTO GARCIA[2002] Emotional Intelligence and
leadership competence of department heads of the university of Mindanao this
study reveals that there is a positively high degree of relationship between
Emotional Intelligence and leadership competence of department heads of the sum
system.
KUMKUM MUKHERJEE AND ROMA PURI [2002] Emotional Intelligence and
self-monitoring behaviour is there any link? This study indicates the existence of a
moderate but significant relationship between Emotional expression and self
monitoring behaviour while Emotional self-awareness is sound to be negatively
corrected with self-monitoring behaviour health. It can be reduced by a planned
manner in such way to enable employees to accept Emotional labour as part of
their job.
CONTE [2005], in his review and critique of Emotional Intelligence Measures,
discussed that EI measurers vary widely in both their content & in their method of
assessment. In particular, EI measures tend to use a self-report personality based
approach, an informant approach, or an ability-based assessment procedure.

30

2.2 STATEMENT OF THE PROBLEM

The main problem prevailing in this organization is the change in the work

environment.
Another problem which creates is due to the overload of work.
The workers are also affected by the stress due to the work performed in shift basis.
Since it is manufacturing unit, the workers are also affected due to the health
problems.

2.3 OBJECTIVES OF THE STUDY

To study socio economic conditions of the respondents.


To study the level of emotional intelligence of the respondents.
To find out the relationship, if any between the personal factors and
emotional intelligence.

31

2.4 SCOPE OF THE STUDY


o Intellect- intelligence quotient is important.
o All organizations need people who are able to develop the right products and
services.
o However intellect alone is not enough. Research has shown that intelligence
quotient does not guarantee success for individuals and that those who
combine high intelligence quotient and high emotional intelligence are most
likely to succeed.
o There is therefore, a limit to what organization can achieve without
emotionally intelligent behaviour from all their people. For example, an
organization is only as effective as its leaders, command and control. As a
style of leadership no longer draws sufficient loyalty, inspiration and
motivation from people emotionally intelligent leaders evoke more from their
people and achieve more in the market place.
o Top performing teams need to work together effectively and for thats they
need inter-personal effectiveness in other words, emotional intelligence.
o In todays matrix structured organizations, effective relationship management
is the key to effective performance, those with high emotional intelligence will
outperform their low emotional intelligent colleagues.

2.5 RESEARCH METHODOLOGY


32

DEFINITION
Research is the systematic process of collecting and analysing the information to
increase an understanding of the phenomenon under study research comprises defining and
redefining problem. Formulating hypothesis or suggested the solutions collecting, organising
and evaluating the data. Making the deductions and research conclusions and at last carefully
testing the conclusions to determine whether they fit the formulating hypothesis.
RESEARCH DESIGN
A research design is purely and simple basic frame work of plan for a study that
guides the collection of data and analysis of data. Research design are classified into three
traditional categories, Exploratory, descriptive and experimental. The choice of the most
appropriate design depends largely upon the objectives of the research. The research design
applied to this study is descriptive research design.
Research design is the plan, structure, and strategy of investigation conceived so as to
obtain answers to research questions to control variance.
-

Kerlinger

DESCRIPTIVE RESEARCH
A descriptive research is carried out with specific objective(s) and hence it results in
definite conclusions. This research tries to describe the characteristics of the respondents in
relation to a particular product or a practice/culture of importance.
For example, consider the employee stress among the work with respect to age, income level,
family background, work environment, physical problems, and health problems. Type of
respondents will be of importance to a researcher.
SAMPLING TECHNIQUE
The sampling used for my study is the simple random sampling. Each member of the
population has known and equal chance of being selected.

DATA COLLECTION METHOD


33

COLLECTION OF DATA
The next step is to determine the sources of data to be used. The researcher has to
decide whether, the researcher has to collect primary or secondary data.
TYPES OF DATA
1. Primary data
2. Secondary data.
PRIMARY DATA
Which are collected a fresh and for the first time, and thus happen to be original
character Primary data is collected directly from the workers in the Sakthi Sugars limited
through the structured questionnaire.
SAMPLE SIZE
A total of 150 employees were selected as respondents for the study and the
questionnaire is given to them and filled by them.
AREA OF STUDY
This project undergone at Sakthi Sugars Limited, Appakudal.This project has to
describe about The Role of self monitoring on Emotional Intelligence of the workers in
Sakthi Sugars Limited, Appakudal.
TOOLS FOR DATA COLLECTION

The method used for collecting the data is questionnaire method.


Questionnaire method is used to collect data from the employees. In this method,
detailed sets of questionnaire method were given to workmen working in Sakthi
Sugars Limited.

STATISTICAL TOOLS
Simple Percentage Method:
34

Percentage= Number of respondents / Total Number of Respondents x100


Chi-Square Test:
Chi-square(x2) = (Oi -Ei)

2
/ Ei

Where,
Oi= observed frequency,
Ei=Expected frequency
The calculated value of the chi square is compared with that table value of the chi
square for given degrees of freedom at specified level of significance. If the calculated value
of chi square is less than the table value than the observation is considered to be significance.
On the other hand if the calculated value is greater than the table value than the observation is
not considered to be significant. Along with these statistical tools, table and charts are being
used for understanding facts of research study.

2.6 LIMITATIONS OF THE STUDY:

Respondents were hesitance to fill the questionnaire because they felt that
might be used by the researcher for some other purpose which might harm

their personal freedom.


The study was conducted among employees of Sakthi sugars limited,
Appakudal. Time factor was the major constraint because of which the
researcher couldnt collect more data in a short period.

2.7 CHAPTER SCHEME:


CHAPTER-1
35

This chapter contains the introduction about Study, Industry and Company. The
Chapter elaborates the stress management Meaning and needs, also explain the history of
Industry and Company in detail.
CHAPTER-2
This chapter elaborates main theme of Project including review of literature,
statement of the problem, objectives of the study, scope of the study, research methodology
and Limitation of the study
CHAPTER-3
This chapter deals with the Data analysis and interpretation of the project. The data is
elaborated in tables and charts are used to explain those tables in easy manner. Chi-Square
test and its inference is also stated in this chapter
CHAPTER-4
This chapter deals with the findings, suggestions, and conclusion of the study. All the
findings about the study is stated and elaborated and suggestion for overcoming the issues
and challenges are provided, also the conclusion is stated.

CHAPTER-3
DATA ANALYSIS AND INTERPERTATION
TABLE SHOWING SEX OF THE RESPONDENTS
36

TABLE NO 3.1

SEX

NO.OF.RESPONDENTS

PERCENTAGE

MALE

150

100

FEMALE

TOTAL

150

100

INTERPRETATION

The table shows that 100% of respondents are male.


CHART NO-3.1

X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWING MARITAL STATUS OF THE RESPONDENTS


TABLE NO 3.2

37

MARITAL
STATUS

NO.OF.RESPONDENTS

PERCENTAGE

MARRIED

150

100

UNMARRIED

TOTAL

150

100

INTERPRETATION

The table shows that 100% of respondents are married.


CHART NO-3.2
X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWING TYPE OF FAMILY OF THE RESPONDENTS


TABLE NO 3.3
38

FAMILY
TYPE

NO.OF.RESPONDENTS

PERCENTAGE

JOINT

54

36

NUCLEAR

96

64

TOTAL

150

100

INTERPRETATION
The table shows that 64% of respondents are joint Nuclear, 64% of respondents are Joint
family.
CHART NO-3.3

X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWING THE OWNERSHIP OF HOUSE OF THE RESPONDENTS


TABLE NO 3.4
39

OWNERSHIP
OF YOUR
HOUSE

NO.OF.RESPONDENTS

PERCENTAGE

OWN

49

33

RENT

101

67

TOTAL

150

100

INTERPRETATION

The table shows that, 67% of respondents are having rental house.33% of respondents
are having own house.
CHART NO 3.4

X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWING THE AWARENESS OF MOODS AND FEELINGS OF THE


RESPONDENTS
TABLE NO 3.5
40

OPINION

NO.OF.RESPONDENTS

PERCENTAGE

STRONGLY
AGREE

65

43

AGREE

51

34

NEUTRAL

34

23

DIS AGREE

STRONGLY
DISAGREE

TOTAL

150

100

INTERPRETATION
The table shows that 43% of respondents are Strongly Agree, 34% of respondents are Agree,
23% of respondents are Neutral, 0% of respondents are Disagree, and 0% of respondents are Strongly
Disagree.

CHART NO 3.5

X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWING THE OPINION ON DEALING WITH FACTS OF THE


RESPONDENTS
TABLE NO 3.6
OPINION

NO.OF.RESPONDENTS
41

PERCENTAGE

STRONGLY
AGREE

105

70

AGREE

26

17

NEUTRAL

19

13

DIS AGREE

STRONGLY
DISAGREE

TOTAL

150

100

INTERPRETATION
The table shows that, 70% of respondents are Strongly Agree, 17% of respondents are Agree,
13% of respondents are Neutral, 0% of respondents are Disagree, and 0% of respondents are Strongly
Disagree.

CHART NO 3.6

X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWS JUDGE OTHERS FEELINGS BY THEIR VOICE OF THE


RESPONDENTS
TABLE NO 3.7
OPINION

NO.OF.RESPONDENTS

42

PERCENTAGE

STRONGLY
AGREE

88

59

AGREE

17

11

NEUTRAL

28

DIS AGREE

17

11

STRONGLY
DISAGREE

TOTAL

150

100

INTERPRETATION
The table shows that, 59% of respondents are Strongly Agree, 11% of respondents are Agree
& Disagree, 3% of respondents are Neutral, and 0% of respondents are Strongly Disagree.

CHART NO 3.7

X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWS INVOLVED WITH OTHERS FEELINGS OF THE RESPONDENTS


TABLE NO 3.8

OPINION

NO.OF.RESPONDENTS

PERCENTAGE

STRONGLY
AGREE

33

22
43

AGREE

53

35

NEUTRAL

64

43

DIS AGREE

STRONGLY
DISAGREE

TOTAL

150

100

INTERPRETATION
The table shows that, 43% of respondents are Neutral, 35% of respondents are Agree, 22% of
respondents are Strongly Agree, and 0% of respondents are Disagree & Strongly Disagree.

CHART NO 3.8

X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWS OPINION ON ADVISED OTHERS OF THE RESPONDENTS


TABLE NO 3.9

OPINION

NO.OF.RESPONDENTS

PERCENTAGE

STRONGLY
AGREE

51

34

44

AGREE

54

36

NEUTRAL

25

DIS AGREE

17

11

STRONGLY
DISAGREE

TOTAL

150

100

INTERPRETATION
The table shows that, 36% of respondents are Agree, 34% of respondents are Strongly Agree,
11% of respondents are Disagree, 2% of respondents are Strongly Disagree, and 0% of respondents
are Neutral.

CHART NO 3.9

X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWS OPINION ON JUDGING BY THEIR FACE OF THE


RESPONDENTS
TABLE NO 3.10

OPINION

NO.OF.RESPONDENTS

PERCENTAGE

STRONGLY
AGREE

54

36
45

AGREE

67

45

NEUTRAL

29

19

DIS AGREE

STRONGLY
DISAGREE

TOTAL

150

100

INTERPRETATION
The table shows that, 45% of respondents are Agree, 36% of respondents are Strongly
Agree, 19% of respondents are Neutral, and 0% of respondents are Disagree & Agree.
CHART NO 3.10
X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWS AWARENESS TO KNEW WHEN A PERSON IS TRYING TO BE


ANALYZED OF THE RESPONDENTS
TABLE NO 3.11
OPINION

NO.OF.RESPONDENTS

PERCENTAGE

STRONGLY
AGREE

35

23

46

AGREE

75

50

NEUTRAL

40

27

DIS AGREE

STRONGLY
DISAGREE

TOTAL

150

100

INTERPRETATION
The table shows that, 50% of respondents are Agree, 27% of respondents are Neutral,
23% of respondents are Strongly Agree, and 0% of respondents are Disagree & Strongly
Disagree.
CHART NO 3.11

X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWS OPINION ON BLOCKING OUT THE FEELINGS OF THE


RESPONDENTS
TABLE NO 3.12

OPINION

NO.OF.RESPONDENTS

PERCENTAGE

STRONGLY
AGREE

22

15
47

AGREE

91

61

NEUTRAL

36

24

DIS AGREE

STRONGLY
DISAGREE

TOTAL

150

100

INTERPRETATION
The table shows that, 61% of respondents are Agree, 24% of respondents are Neutral,
15% of respondents are Strongly Agree, 1% of respondents are Disagree, and 0% of
respondents are Strongly Disagree.
CHART NO 3.12

X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWS OPINION ABOUT THE PERFORMANCE IN TENSE SITUATION


OF THE RESPONDENTS
TABLE NO 3.13
OPINION

NO.OF.RESPONDENTS

PERCENTAGE

STRONGLY
AGREE

11

48

AGREE

72

48

NEUTRAL

50

33

DIS AGREE

STRONGLY
DISAGREE

17

11

TOTAL

150

100

INTERPRETATION
The table shows that, 48% of respondents are Agree, 33% of respondents are Neutral,
11% of respondents are Strongly Disagree, 7% of respondents are Strongly Agree, and 0% of
respondents are Disagree.
CHART NO 3.13

X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWS AWARENESS THROUGH FEELINGS WHEN THINGS GO


WRONG OF THE RESPONDENTS
TABLE NO 3.14

OPINION

NO.OF.RESPONDENTS

49

PERCENTAGE

STRONGLY
AGREE

22

15

AGREE

95

63

NEUTRAL

32

21

DIS AGREE

STRONGLY
DISAGREE

TOTAL

150

100

INTERPRETATION
The table shows that, 63% of respondents are Agree, 21% of respondents are Neutral,
15% of respondents are Strongly Agree, 1% of respondents are Disagree, and 0% of
respondents are Strongly Disagree.
CHART NO 3.14

X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWS OPINION ABOUT THE PERFORMANCE WHEN THE WORKING


ENVIRONMENT PLEASANT OF THE RESPONDENTS
TABLE NO 3.15

OPINION

NO.OF.RESPONDENTS

50

PERCENTAGE

STRONGLY
AGREE

45

30

AGREE

56

37

NEUTRAL

32

21

DIS AGREE

17

11

STRONGLY
DISAGREE

TOTAL

150

100

INTERPRETATION
The table shows that, 37% of respondents are Agree, 30% of respondents are Strongly
Agree, 21% of respondents are Neutral, 11% of respondents are Disagree, and 0% of
respondents are Strongly Disagree.
CHART NO 3.15
X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWS MINGLE WITH OTHERS OF THE RESPONDENTS


TABLE NO 3.16

OPINION

NO.OF.RESPONDENTS

51

PERCENTAGE

STRONGLY
AGREE

25

17

AGREE

68

45

NEUTRAL

57

38

DIS AGREE

STRONGLY
DISAGREE

TOTAL

150

100

INTERPRETATION
The table shows that, 45% of respondents are Agree, 38% of respondents are Neutral,
17% of respondents are Strongly Agree, and 0% of respondents are Disagree & Strongly
Disagree.
CHART NO 3.16

X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWS AWARENESS ON FREE FROM TENSION OF YOUR COWORKERS OF THE RESPONDENTS
TABLE NO 3.17

52

OPINION

NO.OF.RESPONDENTS

PERCENTAGE

STRONGLY
AGREE

33

22

AGREE

60

40

NEUTRAL

48

32

DIS AGREE

STRONGLY
DISAGREE

TOTAL

150

100

INTERPRETATION
The table shows that, 40% of respondents are Agree, 32% of respondents are Neutral,
22% of respondents are Strongly Agree, 6% of respondents are Disagree, and 0% of
respondents are Strongly Disagree.
CHART NO 3.17

X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWS AWARENESS OF NEGATIVE THINKING OF THE


RESPONDENTS
TABLE NO 3.18

53

OPINION

NO.OF.RESPONDENTS

PERCENTAGE

STRONGLY
AGREE

10

AGREE

68

45

NEUTRAL

62

41

DIS AGREE

STRONGLY
DISAGREE

TOTAL

150

100

INTERPRETATION
Table shows that, 45% of respondents are Agree, 41% of respondents are Neutral, 7%
of respondents are Strongly Agree, 6% of respondents are Disagree, and 1% of respondents
are Strongly Disagree.
CHART NO 3.18

X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWS OPINION ABOUT BLAMING OTHERS WHEN THING GO


WRONG OF THE RESPONDENTS
TABLE NO 3.19
OPINION

NO.OF.RESPONDENTS
54

PERCENTAGE

STRONGLY
AGREE

AGREE

97

65

NEUTRAL

44

29

DIS AGREE

STRONGLY
DISAGREE

TOTAL

150

100

INTERPRETATION
The table shows that, 65% of respondents are Agree, 29% of respondents are Neutral,
6% of respondents are Strongly Agree, and 0% of respondents are Disagree & Strongly
Disagree.
CHART NO 3.19

X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWS AWARENESS ON HOW EMOTION LEADS TO ANGER OF THE


RESPONDENTS
TABLE NO 3.20
OPINION

NO.OF.RESPONDENTS

55

PERCENTAGE

STRONGLY
AGREE

19

13

AGREE

79

53

NEUTRAL

51

34

DIS AGREE

STRONGLY
DISAGREE

TOTAL

150

100

INTERPRETATION
The table shows that, 53% of respondents are Agree, 34% of respondents are Neutral,
13% of respondents are Strongly Agree, 1% of respondents are Disagree, and 0 % of
respondents are Strongly Disagree.
CHART NO 3.20

X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWS AWARENESS ON BECOMING ANGRY OF THE RESPONDENTS


TABLE NO 3.21
OPINION

NO.OF.RESPONDENTS

56

PERCENTAGE

STRONGLY
AGREE

43

29

AGREE

59

39

NEUTRAL

39

26

DIS AGREE

STRONGLY
DISAGREE

TOTAL

150

100

INTERPRETATION
The table shows that, 39% of respondents are Agree, 29% of respondents are Strongly
Agree, 26% of respondents are Neutral, 6% of respondents are Disagree, and 0 % of
respondents are Strongly Disagree.
CHART NO 3.21

X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWS OPINION ON TELLING TRUTH OF THE RESPONDENTS


TABLE NO 3.22
OPINION

NO.OF.RESPONDENTS

57

PERCENTAGE

STRONGLY
AGREE

28

19

AGREE

65

43

NEUTRAL

56

37

DIS AGREE

STRONGLY
DISAGREE

TOTAL

150

100

INTERPRETATION
The table shows that, 43% of respondents are Agree, 37% of respondents are Neutral,
19% of respondents are Strongly Agree, 1% of respondents are Disagree, and 0 % of
respondents are Strongly Disagree.
CHART NO 3.22
X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWS CONCENTRATE IN OTHERS ACTIVITIES OF THE


RESPONDENTS
TABLE NO 3.23
OPINION

NO.OF.RESPONDENTS

58

PERCENTAGE

STRONGLY
AGREE

47

31

AGREE

58

39

NEUTRAL

44

29

DIS AGREE

STRONGLY
DISAGREE

TOTAL

150

100

INTERPRETATION
The table shows that, 39% of respondents are Agree, 29% of respondents are Neutral,
31% of respondents are Strongly Agree, 1% of respondents are Disagree, and 0 % of
respondents are Strongly Disagree.
CHART NO 3.23
X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWS OPINION ON HELPING OTHERS TO MANAGE THEIR


EMOTIONS OF THE RESPONDENTS
TABLE NO 3.24
OPINION

NO.OF.RESPONDENTS

59

PERCENTAGE

STRONGLY
AGREE

10

AGREE

72

48

NEUTRAL

59

39

DIS AGREE

STRONGLY
DISAGREE

TOTAL

150

100

INTERPRETATION
The table shows that, 48% of respondents are Agree, 39% of respondents are Neutral,
7% of respondents are Strongly Agree, 6% of respondents are Disagree, 0 % of respondents
are Strongly Disagree.
CHART NO 3.24
X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWS WILL YOU ACCORDING TO YOUR CONSCIOUS OF THE


RESPONDENTS
TABLE NO 3.25
OPINION

NO.OF.RESPONDENTS

60

PERCENTAGE

STRONGLY
AGREE

AGREE

104

69

NEUTRAL

38

25

DIS AGREE

STRONGLY
DISAGREE

TOTAL

150

100

INTERPRETATION
The table shows that, 69% of respondents are Agree, 25% of respondents are Neutral,
5% of respondents are Strongly Agree, and 0 % of respondents are Disagree & Strongly
Disagree.
CHART NO 3.25
X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWS AWARENESS ON FEELING OTHER PERSONS EMOTIONS OF


THE RESPONDENTS
TABLE NO 3.26
OPINION

NO.OF.RESPONDENTS
61

PERCENTAGE

STRONGLY
AGREE

27

18

AGREE

78

52

NEUTRAL

44

29

DIS AGREE

STRONGLY
DISAGREE

TOTAL

150

100

INTERPRETATION
The table shows that, 52% of respondents are Agree, 29% of respondents are Neutral,
18% of respondents are Strongly Agree, 1 % of respondents are Disagree, 0% of respondents
are &Strongly Disagree.
CHART NO 3.26

X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWS OPINION ON CONTROLLING THE SELF EMOTIONS OF THE


RESPONDENTS
TABLE NO 3.27
OPINION

NO.OF.RESPONDENTS
62

PERCENTAGE

STRONGLY
AGREE

43

29

AGREE

50

33

NEUTRAL

48

32

DIS AGREE

STRONGLY
DISAGREE

TOTAL

150

100

INTERPRETATION
The table shows that, 33% of respondents are Agree, 32% of respondents are Neutral,
29% of respondents are Strongly Agree, and 6 % of respondents are Disagree, 0% of
respondents are Strongly Disagree.
CHART NO 3.27

X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWS OPINION ON UNDERSTANDING WHY PEOPLE GET ANGRY OF


THE RESPONDENTS
TABLE NO 3.28
OPINION

NO.OF.RESPONDENTS
63

PERCENTAGE

STRONGLY
AGREE

28

19

AGREE

58

39

NEUTRAL

64

43

DIS AGREE

STRONGLY
DISAGREE

TOTAL

150

100

INTERPRETATION
The table shows that, 43% of respondents are Neutral, 39% of respondents are Agree,
19% of respondents are Strongly Agree, and 0 % of respondents are Disagree & Strongly
Disagree.
CHART NO 3.28
X-AxisOpinion
Y-Axis--Percentage

TABLE SHOWS OPINION ON PAYING ATTENTION TO THE WORLD AROUND


OF THE RESPONDENTS
TABLE NO 3.29
OPINION

NO.OF.RESPONDENTS
64

PERCENTAGE

STRONGLY
AGREE

38

25

AGREE

51

34

NEUTRAL

60

40

DIS AGREE

STRONGLY
DISAGREE

TOTAL

150

100

INTERPRETATION
The table shows that, 40% of respondents are Neutral, 34% of respondents are Agree,
25% of respondents are Strongly Agree, 1% of respondents are Disagree, and 0% of
respondents are Strongly Disagree.
CHART NO 3.29
X-AxisOpinion
Y-Axis--Percentage

CHI-SQUARE TEST
TESTING OF HYPOTHESIS
Null Hypothesis: (H0)
There is no significant relationship between feelings is something wrong and tells the truth.
65

Alternate Hypothesis: (H1)


There is significant relationship between feelings is something wrong and tells the truth.
q10 * q18 Cross tabulation

q18
SA
q10

SA

Count

Total

DA

Total

13

22

Expected Count

4.1

9.5

8.2

.1

22.0

Count

22

41

31

95

17.7

41.2

35.5

.6

95.0

10

22

32

6.0

13.9

11.9

.2

32.0

Count

Expected Count

.2

.4

.4

.0

1.0

Count

28

65

56

150

28.0

65.0

56.0

1.0

150.0

Count
Expected Count

DA

Expected Count
N

Expected Count

Chi-Square Tests
Asymp. Sig. (2Value

Df

sided)

24.424a

.004

Likelihood Ratio

30.293

.000

Linear-by-Linear Association

16.271

.000

Pearson Chi-Square

N of Valid Cases

150

a. 8 cells (50.0%) have expected count less than 5. The minimum


expected count is .01.

CALCULATION
Oi

Ei

Oi-Ei

(Oi-Ei)2

(Oi-Ei)2/Ei

4.1

1.9

3.61

0.880488

13

9.5

3.5

12.25

1.289474

8.2

-5.2

27.04

3.297561

0.1

-0.1

0.01

0.1

66

22

17.7

4.3

18.49

1.044633

41

41.2

-0.2

0.04

0.000971

31

35.5

-4.5

20.25

0.570423

0.6

0.4

0.16

0.266667

-6

36

10

13.9

-3.9

15.21

1.094245

22

11.9

10.1

102.01

8.572269

0.2

8.532269

72.79961

363.9981

0.2

-0.2

0.04

0.2

0.4

0.6

0.36

0.9

0.4

-0.4

0.16

0.4

28

28

65

65

56

56

TOTAL

388.6148

CALCULATION
Degree of freedom = (r-1) (c-1)
= (4-1) (4-1)
=9
67

Level of significance =1%


Table value at 1% significance level at 9 degrees of freedom = 2.088
Calculated value 388.6148> 2.088
INFERENCE:
Since the p value is less than 2.088, so the null hypothesis is rejected
The alternative hypothesis is accepted. There is an association between the fun at work
influencing motivation levels of workers and effect of company policies and procedure on job
and responsibilities.

68

CHI-SQUARE TEST
TESTING OF HYPOTHESIS
Null Hypothesis: (H0)
There is no significant relationship between relief co-workers tension and angry.
Alternate Hypothesis: (H1)
There is significant relationship between co-workers tension and angry.
q13 * q17 Cross

tabulation
q17
SA

q13

SA

Total

DA

Total

21

33

Expected Count

9.5

13.0

8.6

2.0

33.0

11

37

12

60

17.2

23.6

15.6

3.6

60.0

21

25

48

13.8

18.9

12.5

2.9

48.0

Expected Count

2.6

3.5

2.3

.5

9.0

Count

43

59

39

150

43.0

59.0

39.0

9.0

150.0

Count

Count
Expected Count

DA

Count

Expected Count
N

Count

Expected Count

Chi-Square Tests
Asymp. Sig. (2Value

Df

sided)

Pearson Chi-Square

117.468a

.000

Likelihood Ratio

120.922

.000

Linear-by-Linear Association

.099

.753

N of Valid Cases

150

CALCULATION
69

Oi

Ei

Oi-Ei

(Oi-Ei)2

(Oi-Ei)2/Ei

21

9.5

11.5

132.25

13.92105

13

-12

144

11.07692

8.6

-6.6

43.56

5.065116

49

24.5

11

17.2

-6.2

38.44

2.234884

37

23.6

13.4

179.56

7.608475

12

15.6

-3.6

12.96

0.830769

3.6

-3.6

12.96

3.6

13.8

-11.8

139.24

10.08986

21

18.9

2.1

4.41

0.233333

25

12.5

12.5

156.25

12.5

2.9

-2.9

8.41

2.9

2.6

6.4

40.96

15.75385

3.5

-3.5

12.25

3.5

2.3

-2.3

5.29

2.3

0.5

-0.5

0.25

0.5

TOTAL

CALCULATION
Degree of freedom = (r-1) (c-1)
= (4-1) (4-1)
70

116.6143

=9
Level of significance =1%
Table value at 1% significance level at 9 degrees of freedom = 2.088
Calculated value 116.6143 > 2.088
INFERENCE:
Since the p value is less than 2.088, so the null hypothesis is rejected
The alternative hypothesis is accepted. There is an association between the fun at work
influencing motivation levels of workers and effect of company policies and procedure on job
and responsibilities.

4.1 FINDINGS
1.
2.
3.
4.
5.

100% of respondents are male.


100% of respondents are married.
64% of respondents are nuclear family.
67% of the respondents are having rental house in the ownership of house.
43% of the respondents are strongly agreeing the awareness of moods and feelings.
71

6. 70% of respondents are strongly agreeing the opinion on dealing with facts.
7. 59% of respondents are strongly agreed in judge others feelings by their voice.
8. 43% of respondents are neutral in involved with others feelings.
9. 36% of respondents are agreeing in opinion on advised others.
10. 45% of respondents are agree in opinion on judging by their face.
11. 50% of respondents are agree in awareness to know when a person is trying to be
analyzed.
12. 61% of respondents are agree in opinion on blocking out the feelings.
13. 48% of respondents are agree in opinion about the performance in tense situation.
14. 63% of respondents are agree in awareness through feelings when things go wrong.
15. 37% of respondents are agree opinion about the performance when the working
environment pleasant.
16. 45% of respondents are agreeing in mingle with others.
17. 40% of respondents are agreeing awareness on free from tension of your co-workers.
18. 45% of respondents are agreeing in awareness of negative thinking.
19. 65% of respondents are agree in opinion about blaming others when thing go wrong.
20. 53% of respondents are agree opinion about blaming others when thing go wrong.
21. 39% of respondents are agreeing in awareness on becoming angry.
22. 43% of respondents are agreeing in opinion on telling truth.
23. 39% of respondents are agreeing in concentrate in others activities.
24. 48% of respondents are agreeing opinion on helping others to manage their emotions
of the respondents.
25. 69% of respondents are agreeing in conscious of the respondents.
26. 52% of respondents are agreeing in awareness on feeling other persons emotions.
27. 69% of respondents are agreeing Opinion on controlling the self emotions.
28. 43% of respondents are neutral Opinion on understanding people get angry of the
respondents
29. 40% of respondents are neutral Opinion on paying attention to the world around.

72

4.2 SUGGESTIONS

The organization can create a pleasant working environment. So that it helps to


improve the performance of the employees and Emotional Intelligence.

The organization must clearly understand and examine the reasons for the feelings
and appropriate counselling has to be provided.

Its realized that the individual needs and goals are interconnected to the
organizational needs and goals and thus interdependent. Hence the individual needs
and goals should be given dew attention

73

4.3 CONCLUSION
The study was conducted to analyze emotional intelligence of the workers at Sakthi
Sugars Limited Appakudal. The study attempted to assess the level, effect and the others
aspects pertaining to emotions. The study was undertaken with a sample size of 150
respondents. This benefited him to get clear idea and knowledge about emotional intelligence
and the various aspects of Emotional Intelligence as to enable better performance by creating
emotional intelligence climate, exercising Emotional Intelligence competencies and
Emotional Intelligence leadership style.

74

REFERENCES

Bernstein.j, Emotional Vampires, Mc-Graw Hill publishers, New Delhi.

Daniel Goleman (1995), Healing Emotional, Sham Bhala publishers, South


Asia.

Daniel Goleman (1995), Emotional Intelligence, Banta.

Esther Orioli, Measuring Emotional Intelligence, CEO:Q Metrics publishers.

Stephen P.Robbins (2003), Organizational Behaviour, Prentice-Hall India, 2001.

Vinod Kumar Shanwal, Emotional Intelligence The Indian Scenario, Magna


Publishing, Mumbai.

Websites

www.hrinnovators.com
75

www.citemanhr.com

A STUDY ON THE ROLE OF SELF MONITORING AND EMOTIONAL


INTELLIGENCE OF WORKERS IN SAKTHI SUGARS LTD,
APPAKUDAL
QUESTIONNAIRE

PERSONAL PROFILE

1.
2.
3.
4.
5.
6.

Name
Sex
Age
Marital status
Type of family
Ownership of your house

:
:Male/Female
:
:Married/Unmarried
:Joint/Nuclear
: Own/Rent

76

STUDY PROFILE
S.NO

SA

Are you aware of your modes and feelings?

Whether you will deal only with the facts?

Will you judge others feelings by their


voice?

Whether you will involve with others


feelings?

What you practice every time will be


advised to others?

By face reading will you justify others?

When a person trying to analyze your


activities will you justify?

Will you control your feelings?

Whether your performance will be low in


tensed situations?

10

Will your feelings tell you when something


is wrong?

11

If the working environment is in pleasant


then your performance will be greater?

12

Will you mingle with others often?

13

When you free will you relief yours coworkers tension?

14

If your thinking is negative will you


analyze it?

15

When things go wrong will you balance


others?
77

DA

SDA

16

Will you know how emotions lead to


anger?

17

Will you know when you will get angry?

18

Will you mostly tell the truth?

19

Can you feel other persons emotions?

20

Will

you

follow

according

to

your

conscious?
21

Are you able to help others to manage their


emotions?

22

Can you easily control your emotions?

23

When co-workers get anger can you easily


analyze it?

24

Are you aware of the activities if the world


around you?

25

Will you concentrate in others activities


and behaviour?

78