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8/14/2019 Manz Final
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PROJECT REPOT 2009
AMANA TOYOTA
CHAPTER: 1
INTRODUCTION
1.1 INTRODUCTION TO THE STUDY
Dept. of Management Science
MESCE Kuttippuram
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The study is entitled The study on stress level and their impact on performance of employees in
AMANA TOYOTA, Calicut.
For every organization the most valuable asset is its workforce. Thus their wellbeing and
satisfaction towards work is of paramount importance. Stress is one of the major causes leading
to decrease in productivity and efficiency of an employee.
Every organization should have some set procedures to address the issues of employees stress.
Stress is our bodys physical and emotional reaction to circumstances or events that frighten,
irritate, confuse, endanger, or excite us and place demands on the body. A lot of things can cause
stress. Stress occurs when you go on a job interview, take a test, or run a race. These kinds of
short-term stress are normal. Long-term (chronic) stress is caused by stressful situations or
events that last over a long period of time, like problems at work or conflicts in your family.
Over time, chronic stress can lead to severe health problems. Thus organizations should be very
careful in handling employees stress.
Software industry is one of the major factors that brought up change in the economy of our
country. This is the place where stress is very high. The major cause is due to monotony in work
that brings stagnation at work; and strict deadlines for targets to be achieved. Thus the stress
increases and the productivity and efficiency of the employees get affected.
Thus, the researcher hopes that the implication of the study will be well received and will be of
further use.
1.2 PROBLEM OF THE STUDY
Now a day the stress level in automobile industry is at all time high. So the study of the study on
stress level and their impact on performance of employees in AMANA TOYOTA, Calicut. And
to see how stress affects the efficiency and productivity of their employees; helps to know about
the quality of stress management measures undertaken by them. Because of the importance ofstress management in industry, the researchers wanted to do an in depth study about this subject.
Hence the researcher chooses the The study on work stress in AMANA TOYOTA, Calicut.
1.3 SC OPE OF THE STUDY
Dept. of Management Science
MESCE Kuttippuram
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The study aims to find out the various stress factors faced by the recruits in AMANA TOYOTA
and thus to implement measures to reduce the stress faced by them, hence improve their
productivity. If the stress management is not proper in any organization then the efficiency of theemployees will be reduced.
Stress becomes a strategic threat to any business. Executives are expected to give
significant support to the changing process of the organization, but not for developing stress.
Especially in the financial sector executives are highly intelligent and have been recruited for
their leadership abilities and are having to learn to cope with a new organizational identity.
Stress is additive and hence they require support.
The scope of the study includes the identification of genesis of stress and suggestions toalleviate the cause. Being a study it also analyze the organizational power to solve the problem
on their own and the future viability of the adopted methods. Thus it ultimately ensures
profitability and survival of the organization. And it also forms a model, which can be adopted
by other organizations of its kind.
Thus, the need of the study in todays context is very relevant.
1.4 NEED FOR THE STUDY
Employee stress is an increasing problem in most of the organization. Stress can affect a person
in both positive and negative ways. Stress is positive when the situation offers an opportunity for
one to gain something. It is negative when stress negatively affects employees physically,
psychologically and behaviorally. So it is necessary to understand the level of stress faced by the
employees of an organization. Stress is often viewed as motivator. This study mainly focused on
the causes of stress which help the management to take proper actions to reduce stress level and
increase the efficiency of the employees. So the factors that create stress have to be found out.
1.5 OBJECTIVE OF THE STUDY
PRIMARY OBJECTIVE
Dept. of Management Science
MESCE Kuttippuram
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The study is entitled The study on stress level and their impact on performance of employees in
AMANA TOYOTA, Calicut.
SECONDARY OBJECTIVE
To analyze the level of occupational stress among the employees.
To analyze the contribution of over load, authority, and Lack of Senior level Support to the
occupational stress among employees.
To analyze the role of stress in interpersonal relationship and dedication of employees.
To analyze the stress caused in professional life have its impact on family life employees.
To analyze the relaxation programmes
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MESCE Kuttippuram
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CHAPTER: 2
INDUSTRY PROFILE
2.1 HISTORY
While automobiles were introduced to India in the late 1890's, the manufacturing industry only
took off after independence in 1947. The protectionist economic policies of the government gave
rise in the 1950s to the Hindustan Motors Ambassador, based on a 1950s Morris Oxford, and,
are still ubiquitous in the roads and highways of India. Hindustan Motors and a few smaller
manufacturers such as Premier Automobiles, Tata Motors, Bajaj Auto, Ashok and Standard
Motors held an oligopoly until India's initial economic opening in the 1980's. The maverick
Indian politician Sanjay Gandhi championed the need for a "people's car"; the project was
realized after his death with the launch of a state-owned firm Maruti Udyog which quickly
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gained over 50% market share. The Maruti 800 became popular because of its low price, high
fuel efficiency, reliability and modern features relative to its competition at the time. Tata
Motors exported buses and trucks to niche markets in the developing world.
The liberalization of 1991 opened the flood gates of competition and growth which have
continued up to today. The high growth in the Indian economy has resulted in all major
international car manufacturers entering the Indian market. General Motors, Ford, Toyota,
Honda, Hyundai and others set up manufacturing plants. Rolls Royce, Bentley and Maybach are
examples of the few high end automobile manufacturers which entered India in the recent years.
The Tata Nano is at the lower end of the price range costing approx US$ 2,500 and Bugatti
Veyron at the other with a price tag of over US$ 2 million.India's love affair with the automobile
is famously embodied in the 1920's Rolls Royce collections of the erstwhile maharajas. The
growing middle class aspires for the automobile for its convenience and as a status symbol.
Upper middle class and wealthy car owners employ full-time chauffeurs to navigate the
aggressive and seemingly lawless traffic patterns of most cities. The construction of expressways
such as the Mumbai- Pune expressway have opened up new touring opportunities. The expected
launch of a Formula One circuit in New Delhi is expected to spark public enthusiasm for a motor
sporting industry
2.2 AUTOMOBILE INDUSTRY IN INDIA
The automobile industry in India is the eleventh largest in the world with an annual production
of approximately 2 million units. India is expected to overtake China as the world's fastest
growing car market in terms of the number of units sold and the automotive industry is one of
the fastest growing manufacturing sectors in India. Because of its large market (India has a
population of 1.1 billion; the second largest in the world), a low base of car ownership (25 per
1,000 people) and a surging economy, India has become a huge attraction for car manufacturers
around the world.
The origin of automobile is not certain. In this section of automobile history, we will only
discuss about the phases of automobile in the development and modernization process since the
first car was shipped to India. We will start automotive history from this point of time. The
automobile industry has changed the way people live and work. The earliest of modern cars was
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manufactured in the year 1895. Shortly the first appearance of the car followed in India. As the
century turned, three cars were imported in Mumbai (India). Within decade there were total of
1025 cars in the city.
Though several major foreign automakers, like Ford, GM and Honda, have their manufacturing
bases in India, Indian automobile market is dominated by domestic companies. Tata Motors is
the largest commercial vehicle company while Hero Honda is the largest motorcycle company in
India. Other major Indian automobile manufacturers include Mahindra & Mahindra, Ashok
Leyland and Bajaj Auto.
The automotive industry directly and indirectly employs 13 million
individuals in India. The industry is valued at about US$ 35 billioncontributing about 3.1% of India's GDP (nominal). India's cost-
competitive auto components industry is the second largest in the
world. In addition, India's motorcycle market is also the second
largest in the world with annual sales of about 5 million units. The
automobile has enabled people to travel and transport goods faster
and has opened wider market areas for business and commerce. The auto industry has reduced
over all cost of transportation by using methods like mass production. Between 1886 and 1898,
about 3000 automobiles where built, but there was no real established industry. A century later,
without auto makers and auto buyers expanding globally, auto making has become world largest
manufacturing activity, with nearly 58 millions new vehicles build in each year world wide.
The dawn of automobile actually goes back to 4000 years when the first wheel was used for
transportation in India. In the beginning of 15th century Portuguese arrived in China and the
interaction of the two cultures led to a variety of new technologies, including the creation of a
wheel that turned under its own power. By 1600s small steam-powered engine models was
developed, but it took another century before a full-sized engine-powered vehicle was created.
The actual horseless carriage was introduced in the year 1893 by brothers Charles and Frank
Duryea. It was the first internal-combustion motor car of America, and it was followed by Henry
Ford's first experimental car that same year. One of the highest-rated early luxury automobiles
was the 1909 Rolls-Royce Silver Ghost that featured a quiet 6-cylinder engine, leather interior,
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folding windscreens and hood, and an aluminum body. It was
usually driven by chauffeurs and emphasis was on comfort and
style rather than speed.During the 1920s, the cars exhibited design refinements such as
balloon tires, pressed-steel wheels, and four-wheel brakes. Graham
Paige DC Phaeton of 1929 featured an 8-cylinder engine and an
aluminum body. The 1937 Pontiac De Luxe sedan had roomy
interior and rear-hinged back door that suited more to the needs of families. In 1930s, vehicles
were less boxy and more streamlined than their predecessors. The 1940s saw features like
automatic transmission, sealed-beam headlights, and tubeless tires.
The year 1957 brought powerful high-performance cars such as Mercedes-Benz 300SL. It was
built on compact and stylized lines, and was capable of 230 kmh (144 mph).
This was the Indian automobile history, and today modern cars are generally light,
aerodynamically shaped, and compact.
2.3 AUTOMOBILE INDUSTRY
In India there are 100 people per vehicle, while this figure is 82 in China. It is expected thatIndian automobile industry will achieve mass motorization status by 2014.
Industry Overview
Since the first car rolled out on the streets of Mumbai (then Bombay) in 1898, the Automobile
Industry of India has come a long way. During its early stages the auto industry was overlooked
by the then Government and the policies were also not favorable. The liberalization policy and
various tax reliefs by the Govt. of India in recent years has made remarkable impacts on Indian
Automobile Industry. Indian auto industry, which is currently growing at the pace of around
18 % per annum has become a hot destination for global auto players like Volvo, General Motors
and Ford. A well developed transportation system plays a key role in the development of an
economy, and India is no exception to it. With the growth of transportation system the
Dept. of Management Science
MESCE Kuttippuram
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Automotive Industry of India is also growing at rapid speed, occupying an important place on
the 'canvas' of Indian economy.
Snippets
The first automobile in India rolled in 1897 in Bombay.
India is being recognized as potential emerging auto market.
Foreign players are adding to their investments in Indian auto industry.
Within two-wheelers, motorcycles contribute 80% of the segment size.
Unlike the USA, the Indian passenger vehicle market is dominated by cars (79%).
Tata Motors dominates over 60% of the Indian commercial vehicle market.
2/3rd of auto component production is consumed directly by OEMs.
India is the largest three-wheeler market in the world.
India is the largest two-wheeler manufacturer in the world.
India is the second largest tractor manufacturer in the world.
India is the fifth largest commercial vehicle manufacturer in the world.
The number one global motorcycle manufacturer is in India.
India is the fourth largest car market in Asia - recently crossed the 1 million mark.
Miscellaneous
Hyderabad, the Hi-Tech City, is going to come up with the first automobile mall of the country
by the second half of 2008. It would be set up by city-based Prajay Engineers Syndicate in area
of more than 35 acres. This 'Auto polis' would have facilities for automobile financing
institutions and insurance services to create a complete range of services required for both auto
Dept. of Management Science
MESCE Kuttippuram
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companies and customers. It will also have a multi-purpose convention centre for auto fairs and
productlaunches.
Cars by Price Range
Under Rs. 3 Lakhs Maruti 800, Alto,Omni
Reva
Rs. 3-5 Lakhs Ambassador
Fiat Palio
Hyundai Santro, Getz
Chevrolet Opel Corsa
Maruti Zen, Wagon R,Versa,Esteem, Gypsy
Ford Icon & Fiesta
Tata Indica, Indigo XL, Indigo Marina
Rs. 5-10 Lakhs Chevrolet Swing,Optra Magnum, Tavera
Hyundai Accent, Elantra
Mahindra Scorpio
Maruti Baleno
Toyota Innova
Tata Safari
Mitsubishi Lancer, Mitsubishi Cedia
Honda City ZX
Mahindra Bolero
Hyundai Sonata Embera
Rs. 10-15 Lakhs Toyota Corolla
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Ford Mondeo &Endeavour
Chevrolet Forester
Skoda Octavia & Combi
Honda Civic
Rs. 15-30 Lakh Honda CR-V
Maruti Suzuki Grand Vitara
Terracan & Tucson
Mitsubishi Pajero
Audi A4
Opel Vectra
Honda Accord
Mercedes C Class
Toyota Camry
Rs. 30-90 Lakhs Audi A6, A8 & Audi TT
BMW X5, 5 Series & 7 Series
Mercedes E Class, S Class, SLK, SL & CLS-Class
Porsche Boxster, Cayenne, 911 Carrera & Cayman S
Toyota Prado
Above Rs. 1 Crore Bentley Arnage, Bentley Continental GT & Flying Spur
Rolls Royce Phantom
Maybach
The segregation is made on Ex-Showroom price of base models
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2.4 INDIAN AUTOMOBILE INDUSTRY GROWTH
INDUSTRY INVESTMENT
According to Commerce Minister Kamal Nath, India is an attractive destination for global
auto giants like BMW, General Motors, Ford and Hyundai who were setting base in India,
despite the absence of specific trade agreements.
2.5 AUTO MODELS IN INDIA
Car Models in India: Indian auto models market is accelerating with fast pace and in tandem
with it car market in India is also galloping. From its early sign of status, Cars have become a
necessity in today's fast paced style of living, and India is no exception to it. Earlier, there were
only two or three Cars brands, like Fiat and Ambassador, ruling the Indian roads, but today
global auto players like Honda, Skoda, General Motors, Volvo, Ford Motors are investing big
bucks in India and launching their Car models with more refined technology, design, comfort,
styling and safety.
Motorcycle Models in India:
The latest and upcoming bikes of India loaded with power packed performance, superb riding
comfort and excellent fuel-economy. Premier Motorcycle makers of India like Hero Honda,
Bajaj, TVS and Yamaha are launching their Bikes to lead in the race of stiff competition. Today,
there is a bike for the need of every individual whether style, power or comfort and here you can
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The passenger car and motorcycle segment in Indian auto Industry is growing by 8-9 per cent
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find useful and accurate information about Bikes in India. Get all details of latest automobiles
bikes models launched in India and go through their cutting edge technology, variant color
options and safety features.
Scooter Models in India:
The Indian market of scooters is growing at fast pace and in the near future new players will be
joining the race to outshine each other and grasp the market share of this segment..
Electric Bikes & Scooters in India:
The power of electricity is all set to change the face of personal transport in India. Electric Bikes
& Scooters will start a new era of transportation in face of regular fuel prices hike, traffic
congestion, fuel-economy and cost of maintenance. E Bikes & Scooters runs through electricity
and it do not require license or registration. E Bikes are simple in design, light weight and very
economical providing low cost of maintenance.
2.6 MAJOR PLAYERS IN THE INDUSTRY
GM
General motors are the world wide leader in car manufacture, with a 17% share in the world auto
market. Its products are sold in over 170 countries, and its manufacturing base is spread across
43 countries and its annual production is roughly 83 lakh vehicles. Its manufactures a variety of
vehicles, the Chevrolet, Pontiac, cardillac, Oldsmobile, Opel, Saturn, geo, Vauxhall, Holden and
many more. At the front of technological innovation in the automobile sector. General motors,
science its inception in1908, has always stood a shade above the rest. In 1911, it introduced the
electric self-starter. In 1933, developed the front wheel suspension and called the Knee-Action. It
initiated the installation of the industries first catalytic converters in all cars all sold in the US
in1975 and in 1996 delivered the first electric vehicle, the GM EV1 .to customers. The latest is
the production of the EVJ an electric passenger vehicle. Its tryst with Indian began in 1928, with
the assemblage of Chevrolets in 1928. Till its closure in 1954, it assembled trucks, buses and
batteries both for Indian and export market. General motors India was formed in 1994 as a result
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of collaboration between General Motors and C K Birla Group of companies. Its total investment
is to Rs 300 cores, roughly equal to 100 million dollar and its manufacturing plant is located at
Halol, 40 Km of Vadodara in Gujarat. GM India has bought the largest manufacturing processand human factor practices to its Halol plant and there fore is the bench mark for advanced
technologies in the Indian automotive industry.
FORD INDIA LIMITED
The ford motors company has a rich legacy of translating better motoring ideas to the roads. It
has manufactured notable brands such as the Ford, Lincoln, Mercury and the jaguar. It is amongthe top 5 industrial corporations s in the worlds and is available in more than 200 countries
around the world. Ford has entered the Indian market through a tie up with Mahindra Motors
manufacture the Ford Escort. Sold to 18 million owners worlds wide, the model available in
India are specially engineered for Indian conditions. Ford has sold over 260000000 vehicles
around the world, and is all geared to make Indian a global player in automobiles with an
investment of Rs 1700 cores and in an area encompassing 350 acres, ford has set up its own new,
integrated manufacturing plant at Marginalia Nagar near Chennai. It has been the endeavor at
Mahindra Ford to manufacture Indias top quality car. This is secured through a quality check
program based on the principles of NOVA-C (near overall vehicles audit customer) where in
daily random checks are conducted from a customers point of view. To be doubly sure, routine
calls are made to dealerships are present customers satisfaction are its plus point which is being
followed by the entire industry. Acknowledgement has come in the form of the JD power 1997
India initial quality and customer satisfaction awards
Mahindra Ford Escort manufactures the following car brands
FORD IKON
FORD FIESTA
FORD FUSION
FORD ENDEAVOUR
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HYUNDAI
Hyundai Motors India Limited was established in 2996,and is a subsidiary of the giant South
Korean Multi national, the Hyundai Motors Company. It is Koreans top automobile
manufacture. The santro is staidly capturing the Indian markets, and giving a strong competition
to its rivals in the partnership where Indian skills and workman ship combine with Korean design
and technology to produce one of the best cars. The Hyundai Santro has been designed and
developed in Indian at the integrated auto- manufacturing unit at Irrungattukatoi near Chennai.
This plant is capable of producing 120000 cars and 130000 engines and transmission aystem
annually. It also has in built facilities for the manufacture of critical components. The company
has setup machinery and international quality press, body and paint shops across the country,
there by providing a one stop- shop for Hyundai customers. Hyundai also has a fleet of 78
emergency road service cars-specially equipped santro that can provide emergency service to all
the customers any time any where.
FIAT
The latest joint venture between the car giants, Fiat auto of Italy and India oldest automobile
manufacture, premier Automobiles Pvt Ltd (PAL) resulted in the formations of Fiat Automobiles
Pvt Ltd, which has manufacturing location in 60 countries. This is a wholly Indian subsidiary of
Fiat auto in which Italy holds a 51% share and 49% is with PAL. It was hoped that this new
venture would produce car which give good performance, are beautiful and which would be
suitable for Indian condition
Fiat world car strategy, better know as project 178, is to build family vehicles on the same
platform, conceived for the emerging markets. The 178 projects allow a variety of body shapes
to cater to diverse market requirement across the world. The five body style includes a three and
five door hatch back (palio), a station wagon (palios weekender), a three box saloon (sienna), a
van and a pick-up. Fiats plan to manufacture the 178 family in India centered on the construction
of its integrated factory that is a part of the industrialization package that comes with the 178
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projects. The factory is being built at Ranjangon, 30 Km from pune. It is modeled on Fiats state
of the art, integrated plant at Corboda. Argentina.
MARUTHI
December 1983 heralded a revolution in the Indian car industry. Maruthi collaborated with
Suzuki of the Japan to produce the first affordable car of the average Indian. At this time the
Indian car market had stagnated at a volume of 30000 to 40000 cars for the year 1983. This was
from where Maruthi took over the sales figure for the year 1993 reached up to 196820. The
company reached total production of one million vehicles in march 1994 becoming the first
Indian company to cross this mile stone, it crossed the million mark in 1997 Indias largest
automobile company. Maruthi entered the Indian car market with the avowed aim to provide
high quality, fuel-efficiency, low-cost vehicles. Its cars operate on Japanese technology to Indian
conditions and Indian car users. Maruthi comes in a variety of models in the 800 segments. To
fend off growing competition, maruthi has recently completed a Rs 4 billion expansion projects
at the current site, which has increased the total production capacity to over 320000 vehicles per
annum. It has further plan to modernize the existing facilities and to expand its capacity by
100000 units in the year 1998-99. The total production of the company will exceed 400000
vehicles per year. In the small car segment it produces the Maruthi 800, Alto, and Zen Esteelo.
The big car segment includes Maruthi Esteem, Baleno and Maruthi Grand victra, Maruthi
Gypsy.
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CHAPTER: 3
COMPANY PROFILE
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3.1COMPANY MISSION
MISSION AND GOALS OF AMANA TOYOTA
Mission:
The mission of the organization is to create an enabling culture within the organization to
attract and retain the right personnel and direct their efforts in the achievement of individual and
organizational goals
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distinctive quality and unparalleled customers service as we strive to gain the respect and trust of our custom
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Create family and friendly environment
Build long term employment culture
Provide support and guidance to employees appropriately
Motivate and retain staff through effective methods
Enhance effective communication among staff
Strive to maintain employee satisfaction and commitment
Create a distinguished climate for the individual growth of the employees
3.2 HISTORY OF TOYOTA
The Toyota Motor Co. Ltd was first established in 1937 as a spin off from Toyota Automatic
Loom works, one of the worlds leading manufactures of weaving machinery.
The Toyota Automatic Loom Works was then headed by Japans King of inventers Saki chi
Toyota. The patents rights to one of his machine had been sold to plat Brothers (UK) and
provided the seed money for the development and test building of Toyotas first automobiles.
August 1997 marked the 60th anniversary of TMC. The fledgling company founded by Kichiro
Toyota, Saki chis son, has since blossomed in to the leader that it is today.
In 1950 the company experienced its one and only strike, labour and management emerged from
this stoppage firmly committed to the principles of mutual trusts and dependence, and the
corporate philosophy still guides our growth today.
Production system were improved in the late 1950s, became known as TPS in 1970 but was
established much earlier by Taichi Ohno. Based on the principles of jidoka, just in time and
Kaizen, the system is a major factors in the reduction of inventories and defects in the plants ofToyota and its suppliers and its under pins all our operations across the world. Toyota believes in
localizing its operations to provide customers with the products they need where they need them.
This philosophy builds mutually beneficial long term relationship with local suppliers and helps
the company fulfill its commitments to local labour. Over and above manufacturing, Toyota also
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has a global network of design and Research and Development facilities, embracing the three
major car markets of Japan, North America and Europe.
In every community in which the company operates, Toyota strives to be a responsible corporate
citizen, close relationship with people and organizations in the local community are essential
contributors to mutual prosperity across the world. Toyota participates enthusiastically in
community activities ranging from the sponsors of educational and cultural programmers to
international exchange and research.
Today, Toyota is the worlds third largest manufacture of automobile in unit sales and in net
sales. It is by far the largest Japanese automotive manufacturer, producing more than 5.5 million
vehicles per year, equivalent to one every six seconds
3.3 PRODUCTS OF TOYOTA
Toyota manufactures different types of vehicles all over the world according to the need of
different customers, following are the different models.
Toyota Matrix
The 2003 Toyota is a street performer that combines versatility and styling in a truly affordable
package
M R 2 spyder
Toyotas MR2 spyder has a mid mounted DOHC VVY-1 engine. The soft top MR2 spyder
genuine wind in your hair sport car performance
Toyota corolla
The 2003 Toyota corolla is another flagship product of Toyota Motor Corporation. It is sporty
and smart; it is world largest selling car in the upper car segment.
Toyota Camry
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The 2003 Toyota Camry has the inimitable blend of style, comfort and performance, not to
mention of Toyota Reliability
Toyota innova
Its not just a car its o MUV. Toyotas reputation is backed by high quality and durability. It was
especially made for the Indian market.
Toyota Land Cruiser
The legendary V8 land cruiser is ready for terrain in any corner of the world
Toyota Sequieo
Toyota full size V8 Sequieo seat up to eight and boasts enough cargo capacity and cup holders to
make all eight happy, given it size and structure, the Sequieo is sure to exceed customers
expectation.
Larger 4 runners
Larger more power full and mire capable, the completely redesigned 2003 4 runner is engineered
to follow in the foot steps of the worlds great adventure
Toyota Avlon
With its VVT-I V6 engine advanced technology and safety features the Avlon provides a
perfects attitude to the every drive.
Tundra Regular Cab.
The Toyota regular cab offers a powerful bouble overhead cam DOCH 32 valve I force V8. Its a
truck other full pickups want to be.
Toyota pirus
This vehicle is powered by the Toyota Hybrid System (THS). It combines a super efficient
gasoline engine with power full electric motors, and it gets charged automatically while running.
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Camry solara Convertible
The existing Camry solara convertible lavishes with a driving experience that could be described
wide open.
3.4 TOYOTA IN INDIA ABOUT TOYOTA KIRLOSKAR MOTORS
Working towards perfection
As a joint venture between Kriloskar group and Toyota Motors Corporation. Toyota Kirloskar
Motors private limited (TKM) aims to play a major role in the development of the automotive
industry and the creation of employment opportunities, not only through its dealer network, but
also through ancillary industries.
TKMs growth since inception can be attributed to one simple, yet important aspect of its
business philosophy putting customer first, while managing growth, TKM has maintained its
commitment to provide quality products at a reasonable price and made every effort to meet
changes in customer needs.
TKMS along with its dedicated dealers and suppliers, has adopted the Growing Together
philosophy of its parent company TMC to create long term business growth. In this way, TKM
aims to further contribute to progress in the Indian automotive industry, realize greater
employment opportunities for local citizens, improve the quality of life of the team members and
promote robust economic activity in India.
Empowering employees to achieve perfection
TKM firmly believes that employees are the main source of strength for the organization, the
human resource management ion Toyota seeks to create a corporate culture where values such as
continuous improvement and respects for people are fully reflected in all actual corporate
and individual activities. The company take maximum care to ensure stability of employment
and strives to improvement working conditions
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Awareness of the companys environment policy
After the induction program separate personnel records are kept for different individual so it is
important that employee furnish all his personal details in the prescribed form. Human Resourcedepartment maintains the records pertaining to the personnel i.e. .provident fund and Employee
state insurance, contribution made to ESI,PF and Labour status, Certificates issued by Toyota
Kirloskar Motors, other institution etc. in this personnel record the employees leave records also
will be updated so as for the immediate information of the employee and their availing leaves.
3.6 WORK HOURS AND REPORTING
Work day
The normal workday is eight (8) hours, with 48 hours being a normal work week. The employee
has report by 9 am. Production based employees generally work the same hours, but may be
require working more hours as the work dictates. Overtime work is only performed when
necessary and approved in advance by your department head. The employees will be paid double
pay for the no of hours worked as overtime work. If the employee has worked on a company
holiday a compensatory off or double the pay are disbursed accordingly
Leave days, sick days, holiday, and absences such as special duty, other official duties, funeral
leave or training, must be specifically noted on the time cards for days on which they occur.
Holidays should be counted as full work days. All time card \s are approved and signed by the
supervisor prior to the being sent to HR Department
Employees are expected to arrive at work before scheduled working hours and sign in the
respective muster role kept by the supervisor/Manager at their work station to mark their official
attendance. During working hours they should be productively engaged in their assigned
responsibilities, all time off must be requested in advance and submitted in writing, as outlined in
the appropriate categories: except sick leave.
Amana Toyota views attendance as one of their most important facts of job performance review.
All unapproved absences will be noted as bad remark in the employees personnel file. Excessive
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absences, including for sick leave, will result in disciplinary action, ie loss of pay and eventually
termination.
Compensation and benefits
An ideal compensation policy is established within the organization towards retention of the
right people at the right place, which will satisfy the various needs of employees and ensures
minimal conflict within the organization
a) Salary/ wages:-
The Salary/ wages system is executed based on a well-defined organizational structure and all
applicable statutory requirementsb) Salary disbursement process:-
Salary for the month will be credited on the last working day to respective S/B accounts
Detailed salary slips are distributed to the employees subsequently
c) Overtime:
Production based employees are entitled for the extra hours of work they are engaged during
execution of their duties and responsibilities. Overtime wages are calculated as double the
wages/per hour
d) Fringe benefits:-
All the employees, depending on the nature of work, are eligible for other fringe benefits as and
where applicable and paid out with the approval of the respective HOD. Eg:-Break Down
Service, Canteen Expense, and Official Expenses etc..
e) General Benefits:-
As part of the social commitment, all applicable welfare measures are implemented in the
organization, Mandatory welfare scheme.
Employees state insurance scheme
Employees provident fund
Minimum wages act
Labour welfare rules
Bonus act
Labour rules
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Gratuity scheme
f) Performance linked bonus/incentive:
Sales Target based incentives are given away every month.g) Gratuity :
Employees are eligible for 15 days salary for every year of service, once the individual
completes minimum of three year service.
Special award for long-term service to be given away during 5th, 10th, 15th, 20th, 25th.years
of service.
h) Promotion policy
As part of motivation and retention of employees, primarily the existing personnel are being
considered. The motto of right person at the right job is fully implemented in the organization.
Promotion within the organization is encouraged and is carried out based on:
The career plan
The seniority-cum-merit
Competency of the personnel
Knowledge-skill- attitude level
Any grievance related to the above is addressed to the Top Management in writing.
3.7 PERFORMANCE APPRAISAL
Performance appraisal is carried out using multiple appraisals such as:-
Self rating(individual)
Sub- ordinate rating(supervisors)
Peer- rating(colleagues)
Appraisal is carried out based on below parameters:
Performance standards
Target achievements
Face to face performance review
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Based on self assessment and review of performance
Multiple assessments
Respective HOD and manager-HR will appraise all the employees twice in a year during
month of September and March. Annual increment and promotion will be based on this
appraisal. Records pertaining to appraisal are maintained by the HR Department. Appraisal is
done in accordance to the parameters mentioned earlier.
Performance reviews are normally conducted every six (6) months from the date of hire, with the
exception of a three months review at the end of their probationary period. All performance
reviews are based on merit, achievement, job description fulfillment and performance at their
position. Wage increase will be based upon this review, as well as past performance
improvement; dependability; attitude; cooperation; any necessary action; adherence to all
employment policies; and their position in respective salary range. The reporting supervisor will
review and discuss the salary range and their position within that range during performance
reviews. When they are promoted to a higher level position, they are automatically eligible for an
increase as dictated by the salary range of that position.
3.8 TUITION ASSISTANCE
It is Amana Toyotas belief that education leads to self improvement which improves the values
of the employee in Amana Toyota. In that vein, they encourage higher education to prepare
employees for greater responsibility within the company. Amana will pay for courses which are
directly related to their present job or which will help the employees prepare for more
responsibility or promotion in future. All courses must be approved by respective supervisors
and eventually the Top Management, who can provide more specific information on courses
covered by this plan. Only employees who completed two years of service with the organization
will be eligible for the scheme.
The plan reimburses expenses for any approved course started after your full-time employment
with Amana Toyota begins, but reimbursement of expenses will not begin until you have
completed Two Years of full-time employment. Courses and seminars, and related fees, books
and materials, directly related to the general and customer service industry are reimbursed to
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eligible employees at 50%. Tuition for courses taken to complete an approved business degree is
also reimbursed at 50%, except that related fees and costs of books and materials are not
covered. To qualify for reimbursement, the employee must successfully complete the course orseminar with a grade of "C" or better; or where applicable, obtain a completion certificate. The
maximum reimbursement amounts are Rs. 3000/- per year for courses in a degreed program, and
Rs. 1,500 per year for all other courses or seminars.
For proper request form and other details the HR-manager is contacted. The form will be
completed by the employee and reviewed by your supervisor, and the Top Management, at least
10 business days prior to your enrollment in any course or seminar.
3.9 LEAVE POLICY
The policy is applicable to all the employees of the organization, irrespective of being in the
operational - managerial - strategic levels, and is eligible for leave as per statutory
requirements.13 Days of Mandatory holidays on a yearly basis are provided, as approved by the
employees and the Labour Department. Sunday is declared as the Weekly Holiday
12 Days of casual and medical leave each on a yearly basis are provided. Employees are also
eligible for Earned/Annual leave, as per regulations.
Applying for leave:
The team member fills the leave card/form at least three days in advance and forwarded to
his/her supervisor and submitted to respective HOD for approval. Once HOD's approval is
obtained the leave card/form goes to HR Dept. towards recording the attendance.
Casual leave can be availed on emergency situations with prior approval from the immediate
supervisor. Leave applications for the Casual leave need to be submitted in advance within one-
three days or strictly one day after availing leave depending upon the emergency. Medical leave
application, if more than three days, should be accompanied with a medical certificate duly
signed by a registered Medical Practitioner. Non availed Medical leave will be carried over to
the next year. on availed leave (apart from Casual leave) can be encased once in two years,
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employees of various departments, those who avail less number of leave will be eligible for Best
Leave Performance Awards to be given away once in a year.
Others leaves are as follows:
Maternity leave: Company will allow 12 weeks leave with pay. Six weeks before and after the
delivery. This benefit is restricted to two live births during your tenure in the company.
Compensatory Off: If you work on a holiday or on a weekly off day, you are eligible to avail
compensatory leave with prior approval from your immediate supervisor/manager.
3.10 UNIFORM POLICY
"The policy is established to create a unique image internally and externally for the organization"
Type of Uniform: (Applicable to both Male/Female staff)
Sales and Front Office:Colour: Grey trousers/bottom & White Shirt/top
Technicians:Colour: Red Dangri with Toyota logo
Policy and Procedure:
Two sets are provided every year. Issue of uniforms and other records are maintained by HR
Department. Besides Uniform pair of Safety Shoes/Gloves/PPEs and other necessary items is
provided to concerned personnel based on requirement. Identity Cards are issued to relevant
personnel of all the departments and are instructed to carry/wear the same regularly.
In case of personnel leaving the organization within a period of six months of issuance of the
above, cost of the items (applicable) are recovered at the time of final settlement.
3.11 USE OF COMPANY PROPERTY
Amana Toyota will provide you with the necessary equipment to do your job. None of this
equipment should be used for personal use, nor removed from the physical confines of Amana
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Toyota - unless it is approved and your job specifically requires use of company equipment
outside the physical facility of Amana Toyota.
Computer equipments, including laptops, CD/Floppy Drives may not be used for personal use -
this includes word processing and computing functions. It is forbidden to install any other
programs to a company computer without the written permission of the department head. These
forbidden programs include, but are not limited to, games, online services, screen savers, etc.
The copying of programs installed on the company computers is not allowed unless you are
specifically directed to do so in writing by your supervisor. The telephone lines at Amana Toyota
must remain open for business calls and to service our customers. Employees are requested to
discourage any personal calls - incoming and outgoing - with the exception of emergency calls.No long distance calls are to be made on company phones which are not strictly business related.
Company vehicles are to be used for official purposes only by authorized personnel with valid
approval from respective heads of department. All valued assets of the organization are to be
used with proper discretion and loyalty. Any violation of the above policy should be strictly
reported to the Management.
3.12 SAFETY AND ACCIDENT RULES
Safety is Key at Amana. Amana Toyota is an ISO 14001: 1996 certified organization that
provides a clean, hazard free, healthy, safe environment. The employees are expected to take an
active part in maintaining this environment. The are expected to observe all posted safety rules,
adhere to all safety instructions provided by their supervisor and use safety equipment where
required. The work place should be kept neat, clean and orderly. It is their primary responsibility
to learn the location of all safety and emergency equipment, as well as the appropriate safety
contact phone numbers. A copy of the Emergency Procedures will be kept in each work area on
top of the supervisor's desk.
All safety equipment will be provided by Amana, and employees will be responsible for the
reasonable upkeep of this equipment. Any problems with or defects in, equipment should be
reported immediately to management. As an employee, it is their duty to comply with the safety
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rules, assist in maintaining the hazard free environment, to report any accidents or injuries -
including any breaches of safety - and to report any unsafe equipment, working condition,
process or procedure, at once to a supervisor.
Employees report safety violations or injuries anonymously to the respective department head, if
they are not the injured or violating party. NO EMPLOYEE WILL BE PUNISHED OR
REPRIMANDED FOR REPORTING SAFETY VIOLATIONS OR HAZARDS. However,
any deliberate or ongoing safety violation, or creation of hazard, by an employee will be dealt
with through disciplinary action by the management, up to and including termination. All work
related accidents are covered by Worker's Compensation Insurance pursuant to the laws of the
state in which they operate.
3.13 ALCOHOL / DRUG ABUSE / SMOKING
Amana takes seriously the problem of drugs and alcohol abuse, and is committed to provide a
substance abuse free work place for its employees. This policy applies to all employees of
Amana, without exception, including part-time and temporary employees.
No employee is allowed to consume, possess, sell or purchase any alcoholic beverage on any
property owned by or leased on behalf of Amana, or in any vehicle owned or leased on behalf of
Amana. The Management will not tolerate employees who report for duty while impaired by use
of alcoholic beverages or drugs. All employees should report evidence of alcohol or drug abuse
to a supervisor or a personnel representative immediately, in case where the use of alcohol or
drugs poses an imminent threat to the safety of persons or property; an employee must report the
violation. Failure to do so could result in disciplinary action for the non-reporting employee.
Employees who violate the Anti-Substance Abuse Policy will be subject to disciplinary action,
including termination. It is a condition of their continued employment with AMANA that you
comply with this Policy.
SMOKING
Amana Toyota endeavors to provide a healthy environment, therefore prohibits any form of
tobacco consumption in company owned or leased buildings and additionally, no smoking is
allowed within ten (10) feet of exterior entranceways.
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DISCIPLINE
Discipline in all aspects is an added strength to an organization. Obviously, the management
expects all the employees to strictly adhere to the code of conduct detailed in the Employee
handbook.
Disciplinary action is taken as per below steps:
Statement of disciplinary problem taken from the parties
Collection of full information on the case
Choosing the penalty, based on the severity of indiscipline
Application of the penalty Follow up of the case
Types of penalties
Oral warning
Written Warning
Suspension
Demotion in rank
Withhold increments
Fines
Adverse remark in Personal file
Dismissal
The above actions are taken based on the significance and level of indiscipline
Team comprising Directors/General Manager/General Manager-CS /General Manager-Sales &
Manager-HR are entrusted to handle grievances that arise in the organization.
Steps to be taken by the members:
Define the nature of grievance
Collect the facts
Establish tentative solutions
Collect additional info to check validity of the solution
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Apply the solution
Follow-up to observe the result
3.14 KAIZEN PROMOTION & SUGGESTIONS SCHEME
Toyota believes in continuous improvement. They believe that it is the responsibility of every
member within the organization to generate as much ideas as possible to improve their standards
and performance. The Kaizen promotion scheme implemented envisages that all the employees
of the organization irrespective of the nature of job they are associated with, come up with
innovative and productive ideas towards the scheme.
The management believes in collective efforts and requests all of its employees to be a part of
the Amana team and generate as many ideas as they can and forward the same to their respective
HOD's. It is assured that such contributions will be rewarded and considered during appraisal of
the individual employee.
3.15 EMPOWERMENT
Everyone in the organization is valued and encouraged to make contributions for the sustained
growth of the organization.
Inputs based on three levels are sort:
General Suggestions
Job related
Strategic planning
Inputs can be given verbally or in writing to respective HOD's
3.16 RETIREMENT PLANS
Amana Toyota employees, after a long-standing and rewarding career, shall retire at the age of
55 years, with applicable benefits.
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Eg: An employee with DOB 01.04.1980 will retire on 31.03.2035.
Retirement benefits include, pension from PF, Full realization of PF contributions, Medical
allowances under ESI, Gratuity etc... as applicable.
Pension schemes and other medical allowances are covered under statutory grounds (ESI, PF
etc...) and Contributions accordingly are being made by the company along with the amount
contributed by the employee. Company contributions are not fully vested to the employee until
five year of service; excluding the PF contributions, and the employee contributions, if any, are
fully vested from the time of contribution. Employees are urged to seek advice from external
agencies to initiate any retirement plans.
The Management has the discretion to hire professionally qualified employees aged above 55
years on contract or on special assignments. However, their service is on contract basis and
subject to mutual agreement. They will not be eligible for employee welfare measures which
come under the legal purview.
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CHAPTER: 4
LITERATURE REVIEW
4.1 INTRODUCTION
Stress is a part of day-to-day living of every individual. The college students may experience
stress in meeting the academic demands, people on the job, business men may suffer stress to
reach office in time and to complete the projects on time and even the house hold ladies may
experience stress in managing the home affairs and to look for the maid servant. The reasons for
the stress differ from person to person. The stress people experience should not be necessarily
treated as harmful. An optimum amount of stress can always act as an energizer or motivator and
propel people to apply the efforts and complete the work. But a high level of Stress can be a
serious threat to the personality traits of the Individual and can cause physiological and social
problems.
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4.2 STRESS
We can define Stress as bodys non-specific response to any demand made on it. Stress is not
by definition synonymous with nervous tension or anxiety. On one side Stress provides the
means to express talents and energies and pursue happiness on the other side it can also cause
exhaustion and illness, either physical or psychological.
We generally believe that the stress is caused by the external events and the dynamics of the
environment. But we need to emphasis the fact that the Stress is caused by our reaction to the
external environment. The manner in which we perceive and understand the changes or the
particular event creates same event can bring happiness and cause Stress in two different people
depending upon how they react to it. When students are asked to prepare a presentation, some
may take it to be an opportunity to reveal their talents and to improve upon their weakness while
the other students may be perturbed by it for the fear of his weakness. So, Stress is our reaction
to external events and it can be positive or negative depending upon how we react. It is the
general wear and tear of the body machine that takes place due to extra demands put on it.
4.3 WORKPLACE STRESS
All of us, whether in our business lives or personal lives, are under stress to produce, abide by
rules and to exist compatibly on the job and with others. It is expected of us to interact with co-
workers, supervisors, friends and relatives. We are to do this without causing hardship to
ourselves or others. Each day brings new, stressful situations we must deal with in our business
lives and our personal lives.
Stress is not confined to upper management and the people that make the major decisions. Stress
is found at all levels of life. The anxiety of stress shows in our lives as a negative situation.
What we need to do is teach ourselves how to stay positive about job and personal life
situations. We need to learn philosophies in critical situations to prevent burn-out, depression,
and anger. Because of the managers position, it becomes pivotal for them to identify the
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warning signs of stress. In order to do that, the manager must first be able to identify stress of
their own.
Management of Stress
Stress from a point of view of safety, productivity, and health and cost containment is a
challenge to us all. Managers, line supervisors and employees need to be aware of the danger
signs of stress. Stress affects each of us in different ways.
For some, stress manifests itself as occasional nervousness, while chronic stress may be
associated with heart problems and high blood pressure.
Management of simple stress may require nothing more than additional training and increased
communication. Sometimes just the ability to talk to someone who is neutral to a given situation
or problem allows the troubled person a release. That release often is enough to naturalize the
feelings of stress.
Communication is the most important element in preventing stress from festering, getting out of
control and costing your business time and money in a workers compensation stress claim.
The High Cost of Stress
Stress overload not only causes health problems, it affect our budgets as well as our mind.
Stress claims are becoming the single most costly claim in the workers compensation system.
Stress in the workplace can be reduced by understanding why stress exists and working on the
negative stress factors.
Stress impairs immune systems functioning, lowering the bodys resistance to disease and
reducing a persons ability to be fully functional on the job.
A survey of medical tests estimate that as much as 50-80% of all disease is stress-related in
origin. Doctors Holmes and Rahe, pioneering researchers in the field of stress, provedconclusively that the greater the number of life-change events people experienced in a two-year
period, the more frequently they became physically ill. With health care costs skyrocketing, the
financial impact of stress-induced illness and lowered work productivity are major drains on the
economy, as well as on our personal pocketbooks.
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The price of stress in the workplace in the form of lowered productivity, excessive absenteeism,
increased insurance costs, and premature loss of key people is staggering.
American industry spends more than $26 billion every year in disability payments and medical
bills. Executives alone cost American industry more than $10 billion annually through lost
workdays, hospitalization and early death caused by stress.
General stress is increasing. There are many factors outside the workplace which contribute to
the normal pressures of doing any job. In workers compensation areas, stress claims are on the
rise, in some cases dramatically. Many companies are ill-prepared to deal with stress claims, or
to prevent stress from becoming debilitating.
4.5 Types of Stress
Consider such factors as:
The General Economic Climate
Many employees have family members and/or friends who have lost their jobs, lost their homes
or seen reduced revenues in their businesses. Those working may be afraid of losing their job,
spending valuable energy worrying instead of being productive. As companies are forced to trim
down, there is more work for everyone and less money to go around. For single parents or
families with only one working adult, the pressure and worry increases.
World-Wide Disasters
Massive catastrophes add to the general stress felt by the population. Concern about friends,
relatives and about "what if..." a disaster happens increases general stress, even if no disaster
strikes. Our media constantly exposes us to the gory details of every negative event in the world,
often to the point of total overload.
Workplace Diversity
As our employee population continues to reflect changing ethnic patterns, pressures to deal with
different cultural styles and communication patterns increases stress. Many companies must
institute multiple language training programs and re-train their managers to be sensitive to many
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different cultures, while the existing work continues to grow. A concern about offending the
many segments of the population creates great frustration (and occasional anger) from those who
feel their space is being invaded by "outsiders." On the other side, "minority" populations feeldiscriminated against and may be defensive in their attitudes in the workplace. A growing
challenge for all of us.
Changing Male/Female Dynamics
Women entering the workforce contribute to the challenge of male/female communication,
which has existed since Adam and Eve tried to live in Paradise. Women competing with men try
to take on "male" attributes, which is often confusing to them and confusing to the men around
them. Men try to understand the new roles theyre expected to play, yet may not really
understand what is being asked of them.
Men and women have differing work motivations often creating confusion and conflict in
communications. Men are cultured to be "in control" and active, yet workplace changes are
forcing them to deal with situations that seem to be out of their control. Little of their training
has prepared them for this event.
Women find more satisfaction in being true to themselves, something men havent always been
taught to understand. Men may need to ask for help yet resist feeling this is a sign of
failure. Women tend to ask for help more readily, yet men see them as weak when they do. Is it
any wonder we have communication problems?
Dealing With Great Change
Many people feel the world (as they knew it) has ended. The trauma of change and the
attendant changes it forces on each of us, contributes to the level of pressure felt on each
individual. We must do things differently, react differently and feel differently in order to
survive in the new world. Fear of the unknown and fear of change touch into our basic sense of
security and sense of self our most vital human needs.
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How To Reduce Stress In The Workplace
Management can provide invaluable assistance to employees (and themselves) by setting
effective stress management techniques. Some of the vital ways to do this are:
1. Set realistic goals and priorities: encourage employees to be part of the priority-setting
process. When they feel they are part of the decision, they are more likely to take responsibility, rather
than grumble about "my nasty boss" and "this terrible place".
2. Encourage good time-management techniques: planning for important activities, scheduling
them in advance, following up with others, and keeping good records help people get things
accomplished on time and realize their value. Take time to make note of successes and projects
accomplished.
3. Take short breaks after a particularly stressful event, encourage employees to take a 5 minute
walk around the block or a few minutes of quiet meditation to re-balance their energies. Several short
breaks throughout the day can keep employees working at peak performance.
4. Rehearse and prepare: being prepared reduces stress. Be prepared in advance of stressful
situations for all possible outcomes.
5. Dont procrastinate: procrastination and delay breeds stress! Eliminate items which wont/cant
get done and do those that are important first.
6. Know your limits: be realistic about what you can accomplish.
7. Change your attitudes. Think of stressful situations as a challenge to your creative thinking.
Know that eventually everything will either get done or it wont - worrying wont make it better.
8. Learn to say "no": when your schedule is full, say "no" to activities you dont enjoy, to
unrealistic demands, to responsibilities that arent yours. Doing this with tact and diplomacy takes some
practice and may require special training.
9. Schedule your stress: stagger known stressful activities and prepare for known stress in advance.
10. Encourage employees to treat their body right: eat a balanced diet, get enough sleep, exercise
regularly. Companies that encourage employees to take a "fruit break" or 5-minute walk find the
employees will work more effectively than if they are "hyped" by cigarette/coffee breaks and little
physical exercise in their jobs.
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11. Encourage positive self-talk: use positive self-reinforcement affirmations, like "I can handle this
one step at a time" and "Somehow the whole team will work this out".
12. Give positive reinforcement: make sure that all managers and supervisors tell people when they
do a good job, complement them on their neat offices or conscientious work habits.
13. Set up employee recognition programs: "Employee of the Month" or "Creative Suggestion"
systems encourage people to do a good job. Everyone needs a pat on the back and a sense of being a
valuable person. Constant criticism is counter-productive and causes hard feelings. A daily positive
comment goes a long way, at no cost!
14. Take responsibility: encourage employees to take responsibility for their own job and for their
contribution to the success of the company as a whole. This encourages a feeling of control over their
life. Let them know how important their efforts are to the overall plan.
15. Provide a sympathetic ear: often stressful situations can be managed, if there is someone who is
willing to listen to the employees concerns and provide positive encouragement that they will get
through the problem. For many people, 15 minutes of a sympathetic listener can cancel out many days of
otherwise unproductive worry.
16. Most important, MAINTAIN A SENSE OF HUMOR. As a wise philosopher said, "Dont
take life so seriously, its only a hobby". Try to remember what was stressful in your life six months ago
or a year ago. Chances are, you cant. Know that this day will be just another day in history and
whatever seems traumatic now will fade into oblivion as time passes.
Laughter is the medicine of the gods and great medicine for humans, too!
More Stress-Reducing Tips
1. Breathe diaphragmatically. It will help you calm down, think more clearly, improve your
memory, relieve the knotted feeling inside, improve your heart function, circulation and
digestion.
2. Handle change skillfully and gracefully.
3. Do one thing at a time.
4. Do it right, not over.
5. Cultivate being a friend. Not merely to have friendships.
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6. Laugh.
7. Want what you have.
8. Do Desktop Yoga
9. Forgive.
10. Be around positive people. Avoid whiners.
11. If you really don't like your work or work environment, change it.
12. Eat nourishing food.
13. Drink water.
14. Avoid too much caffeine, soda pop, alcohol, and junk. Better yet, stop using them. Don't
smoke.
15. Get involved in your workplace wellness program.
16. Enjoy nature.
17. Move around. Use the stairs. Walk.
18. Smile and have fun.
19. Breathe fresh air.
20. Notice life now. All of it.
21. Believe in miracles.
22. Play with pets.
23. Balance work with an active home and play life.
24. Focus on the moment. Don't get caught up in the past or future.
25. Don't get caught up in gossip or negative thinking.
26. It's all a game. Be a team player and play well with others.
27. If you're in a hole, quit digging.
28. Go for results, not activity.
29. Schedule time for yourself.
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30. Find your own voice.
31. Take a relaxation break.
32. Remember that whatever is happening is only temporary. That goes for the little picture
and the big picture.
33. Count your blessings.
34. The best things in life aren't things.
35. Focus. Leave work at work and home life at home.
36. Have faith.
37. Say "yes" when you can, and "no" when you can't.
38. Take naps. Rest.
39. Prevent problems.
40. Let go of attachments and desire.
41. Get over it.
42. Strive to be, rather than to become.
43. Simplify.
44. Get to know yourself. Be yourself.
45. Love more. Fear less.
46. Hum. Sing. Dance. Whistle.
47. Wear comfortable shoes.
48. Listen to your real self. Be.
49. Enjoy the journey and let the destination take care of itself
SOURCES:
http://directory.google.com/Top/Health/Support_Groups/Mental_Health/Stress/
http://stress.about.com/cs/workplacestress/
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4.6 Reducing Workplace Stress
We all live in a fast pace world, fast food, Internet, etc. Our days are getting shorter while our
stress levels are rapidly rising. Over the years, I have found some basic programs a company can
implement in order to reduce the stress level of its employees. These proven programs are as
follows:
1. Prepare Job Descriptions for employees.
Employees are less stressed out when they know what is expected of them in their day to day
jobs.
2. Conduct Quarterly performance reviews.
Employees worry about their job performance. They want to know where they stand with their
boss. A lot of employees think the worst even when they are doing a good job. Tell the employee
how they are doing. Be sure to point out weaknesses that they can correct. Don't wait till it's too
late and you have to fire them. This will reduce a significant amount of stress for your
employees.
3. Provide Seminars on Organization of Time and Priorities.
Employees have to be trained on how to work smarter
4. Provide your employees with a clean and pleasant place to eat lunch.
Some companies provide ponds and benches outside, allowing employees to eat outdoors during
the summer.
5. Exercise rooms are becoming the norm instead of the exception in many companies today.
6. Employee Assistance Programs help the employee overcome stress encountered at home due
to alcohol, drugs or marriage problems. Counseling is provided to the employee at no charge and
is totally confidential.
7. Provide your employees with Day Care subsidy,One way to reduce stress is insuring the
employees that their children are being well taken care of.
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8. Manage stress with laughter, have some fun on the job. Laughter helps team building,
improves productivity and team spirit and most of all improves the personal well being of a
company's employees. Bosses that smile a lot and have a sense of humor reduce stress.
SOURCE:
Thomas E. Kennedypublished in the Daily Herald
4.7 JOB STRESS
According to the National Institute for Occupational Safety and Health, job stress can be
defined as the harmful physical and emotional responses that occur when the
requirements of the job do not match the capabilities, resources, or needs of the worker.
Job stress is often linked or equated with challenge, but the two are very different.
Challenge motivates and energizes us psychologically and physically to learn new skills
and master given tasks. When a challenge is met, we feel a great sense ofaccomplishment. We feel relaxed and satisfied. Challenge is beneficial in the work
environment as it helps increase productivity. This is what people are referring to
when they say - "a little bit of stress is good for you." It might be more accurate to
say - "a little challenge is good for you."
CAUSES OF JOB STRESS
Quite simply, job stress results from the interaction of the worker and the conditions of
the work. Views differ on the importance of worker characteristics versus working conditions as
the primary cause of job stress.
Some view differences in individual characteristics, such as personality and coping style,
are most important in predicting whether certain job conditions will result in stress. What may
be stressful for one person may not be a problem for someone else. This viewpoint leads to
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4. Throw it away. Don't let things accumulate! Sort mail and toss what you don't
need. Sort e-mails and delete what you don't need to read. Sort files and toss
what's out-of-date.
5. Organize your work space. Organize papers, files, or items so that you know
where everything is, and things can be found quickly.
6. Don't procrastinate. Don't wait. Do it now. You'll be happy you got it done!
7. Think in steps. Take a large project and break it down into small steps. Then do
the project one small step at a time.
8. Take breaks. Avoid working around the clock. Go get a cup a coffee. Eat lunch
away from your desk or work area. Try to go home on time.
9. Share a problem. If you encounter an unusually challenging work problem, talk
with co-workers. They may not have a solution, but it helps to talk through issues.
Sometimes just by talking through a problem, you can recognize a solution.
10. Sleep. Make sure you get enough sleep. Lack of sleep impairs concentration
which can add pressure and anxiety.
11. Target ideas. Each time you feel stress, write down a list of targeted things you
need to do to reduce the stress for that event.
12. Take a real vacation. When you take time off, avoid thinking about work. Focus
on things you enjoy. This applies to your time off on weekends as well.
13. Transition. Between work and home, do something to get your mind off work.
Listen to the car radio, stop for a coffee, drop by the library, stop at the store.
14. Leave work at work. Take home as little work as possible.
15. Practice relaxation techniques. During times of stress
4.8 MANAGEMENT STANDRDS FOR WORK RELATED STRESS
Work-related stress is a major cause of occupational ill health. That means sickness absence, high staff
turnover and poor performance in your organization. HSEs Management Standards will help you; your
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employees and their representatives manage the issue sensibly and minimize the impact of work-related
stress on your business. In fact, it might help you improve organizational performance.
The Management Standards represent a set of conditions that reflect high levels of health, well being and
organizational performance. Following the advice on this site will enable you to identify the gap between
your current performance and these conditions. It will also help you to develop your own solutions to
close this gap.
Who should use this advice?
This advice is aimed at anyone with responsibility for tackling work-related stress in your organization.
That might be the person who has responsibility for coordinating your stress risk assessment, human
resources managers, health and safety officers, trade union representatives or line managers.
The process outlined here is not law. This advice does not replace HSEs existing stress guidance pack
Real Solutions, Real People. It provides further practical information, advice and tools on how to assess
the risks from work-related stress in your organization.
What can you do about stress?
The good news is that you can learn ways to manage stress. To get stress under control:
Find out what is causing stress in your life. ook for ways to reduce the amount of stress in your life.
Learn healthy ways to relieve stress.
How do you figure out your stress level?
Sometimes it is clear where stress is coming from. You can count on stress during a major life change
such as the death of a loved one, getting married, or having a baby. But other times it may not be so clear
why you feel stressed.