A

Summer Internship Project Report

On
Emotional Intelligence at workplace
At
Indofil Industries Limited (UNIT-1)
Submitted to
Narmada College of Management
Institute Code:- 737

Under the Guidance of

Prof. Rashmi Ghamawala
In partial fulfilment of the requirement of the award of the
degree of
Master of Business Administration (MBA)
Offered By
Gujarat Technological University
Ahmedabad

Prepared by:
Riki Gyanprakash Varshney (217370592026)
MBA SEM III
(September 2022)
 DECLARATION

I Riki Varshney MBA student (S.Y. Semester 3) of Narmada College of Management hereby
declare that the Summer Internship Project Report titled
“Emotional intelligence in Indofil Industries ltd is a result of my own work and my
indebtedness to other work publications, references, if any, have been duly acknowledged.

Enrolment no. Name Signature

217370592026 Riki Varshney

1
 Narmada Education & Scientific Research Society’s

NARMADA COLLEGE OF MANAGEMENT – 737

(Approved by AICTE & affiliated to Gujarat Technological University)

ZADESHWAR, BHARUCH – 392011.

Phone : (02642) 231466, 230595 Fax : (02642) 230595

E-Mail : [email protected] Web : www.ncmbharuch.org

Institute Certificate

This is to Certify that this Summer Internship Project Report Titled Emotional Intelligence at
workplace is the bonafide work of Riki Gyanprakash Varshney (217370592026), who has
carried out his/ her project under my supervision. I also certify further that, to the best of
my knowledge, the work reported herein does not form part of any other project report or
dissertation on the basis of which a degree or award was conferred on an earlier occasion
on this or any other candidate. I have also checked the plagiarism extent of this report
which is ……… % and it is below the prescribed limit of 30%. The separate plagiarism
report in the form of html /pdf file is enclosed with this.

Rating of Project Report [A/B/C/D/E]: ______

(A=Excellent; B=Good; C=Average; D=Poor; E=Worst)
(By Faculty Guide)

Signature of the Faculty Guide/s

Prof. Rashmi Ghamawala

Signature of Principal/Director with Stamp of Institute

DR. Trupti Almoula

2
3
 External Examiner Certificate
This is to certify that project work embodied in this report entitled “Organizational
Citizenship Behaviour of Employees’” Was Carried Out by Riki G. Varshney
(217370592026) Of Narmada College of Management 737.
The report is approved / not approved.
Comments of External Examiner:

This report is for the partial fulfilment of the requirement of the award of the degree
of Master of Business Administration offered by Gujarat Technological University.

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

(Examiner’s Sign)
Name of Examiner:
Institute Name:
Institute Code:

Date:
Place:

4
Plagiarism report

5
 PREFACE

In today's fast-paced environment, a person cannot effectively bridge the gap between
theory and practice with only theoretical understanding.
Any organization requires the students to undergo a four-week training session. finance,
marketing, information technology, and human resources, among others.
Since it enables students to put theory into practise and see and learn about how various
parts of a firm run in reality, the summer internship programme would also be an excellent
educational experience.
I was consequently engaged by "INDOFIL INDUSTRIES LTD UNIT-1" in order to gain real-
world experience and further my grasp of these areas.

6
 EXECUTIVE SUMMARY
This project report includes a research project completed in compliance with GTU criteria
for a summer internship, as well as a departmental analysis of INDOFIL INDUSTRIES LTD.
UNIT-1. This project's entire material is related to INDOFIL INDUSTRIES LTD.

The entire project has been broken down into distinct parts. Each project chapter advances
the study by making a valuable contribution to the report's and the research's main body. In
the first chapter, a brief introduction to the subject and business biography are given. The
description includes information about the organization's nature, history, and four key
divisions: production, marketing, finance, and human resources.

The research topic is covered in the following chapter. It displays the statistical techniques
and performance analysis through ratio analysis that were used to conduct the analysis on
the basis of primary data. It also contains the study's findings, which are a list of the study's
results.

The study demonstrates that every respondent to the survey is aware of the INDOFIL
employees' health and safety measures and believes that this will benefit them in the future
as well. According to the respondents, education is the most crucial element for their
employees' health and safety, and the majority of them are also prepared for future
research, should their employer sponsor it.

According to the research study's findings, respondents are satisfied with the health and
safety procedures that the company implements.
According to the research study's findings, respondents are satisfied with the health and
safety procedures that the company implements.

7
 ACKNOWLEDGEMENT

I had always wondered what a corporate world would look like and then arrived an
opportunity given by our Gujarat Technological University (GTU) of visiting the company
with the aim of a project completion which is Summer Internship Project (SIP) and it was
nothing like I had imagined which was people being formal every time, completing their
tasks by having formal communication but it was combination of formal and friendliness.
We weren’t made feel an outsider at all. All sorts of questions and doubts regarding any task
or department were answered to us in a detailed manner. All the nervousness that we had
on our day of summer internship program in the Indofil industries Ltd was wiped out by
having a friendly and comfortable interaction with the company’s employees.

And for this I would like to thank MR. Vivek Mishra for sharing stones with us and allowing
me to do internship in Indofil Industries ltd unit-1.

Also thank you to Miss Arshi ma’am to guide us in the company all the time.
Thanks to Administration ma’am for her wonderful hospitality till the end of the SIP.

Special thanks to Mr. Dhaval sir and Dhruvi ma’am for keeping us contained and occupied
by providing us with unique tasks to perform.

Also, I would like to thank the Gujarat technological University for providing us such a huge
opportunity of visiting Indofil industries ltd for the purpose of SIP project.

And very special thanks to the director of Narmada College of management Dr. Trupti S.
Almoula and all the faculties for their guidance in this project. And we cannot forget all the
respondents who took their valuable time out of their busy schedule for responding our
survey for this project.

8
 TABLE OF CONTENT

Sr. Particulars Pg.

No. No.
1. Declaration 1
2 Institute Certificate 2
3. External Examiner Certificate 4
4. Plagiarism Report 5
5. Preface 6
6. Executive Summary 7
7. Acknowledgement 8
8. Table of content 9
Introduction of the company 10
9.1 Company profile 10
9.2 History of the company 16
9.3 Departmental study 18
9.
I. P.S department (people strategy) (H.R department) 19
II. Production Department 28
III. Marketing Department 31
IV. Finance department 35
Research project: 44
1) Introduction of the study 45
2) Literature Review 47
3) Research Methodology 53
3.1 Problem Statement 53
3.2 Title of the Research Study 53
3.3 Objective of the Study 53
10.
3.4 Research Design 53
3.5 Source of the data 53
3.6 Sampling Design: 53
3.6.1 Sample size 53
3.6.2 Sampling Method 53
3.6.3 Data collection tool 53
3.6.4 Imitation of the study 54
11. Data Analysis and Interpretation 55
12. Findings 75
13. Recommendation 76
14. Conclusion 77
15. References 78
16. Annexure 79

9
 INTRODUCTION OF THE COMPANY

COMPANY PROFILE

Indo Phil industries Limited is an unlisted public company incorporated on 09 February,

1993. It is classified as a public limited company and is located in Mumbai, Maharashtra. Its
authorized share capital is INR 50.00 cr and the total per capital is INR 21.35 cr.

The company manufactures chemicals, emulsifiers, fertilizers.

Products and services: special performance chemicals, leather coatings, insecticides,

fungicide, surfactants.

The first plant of Indofil at Thane, Maharashtra state commissioned in 1962 continue to
produce various fungicides including Mancozeb, Zineb, Maneb, Cymoxanil, Tricyclazole,
Myclobutanil, Metalaxyl, Dodine and Propergite,.

Indofil expanded its manufacturing facilities in Gujarat state by adding Mancozeb mixtures
and new fungicide molecules by commissioning 2 manufacturing plants at Dahej, SEZ
(Special Economic Zone, ranked among the top 10 SEZs in the world by Financial Times,
London) and 1 manufacturing unit at Dahej, GIDC location.

Indofil industries ltd. Unit-1 Dahej was established in 2009 which manufactures mancozeb.

10
 ORGANISATIONAL STRUCTURE OF INDOFIL INDUSTRIES

GM Mfg

Manager chief Chief Manager

Manage
Chief Manager
Productio Manage Manager Manager Manager Technical
r Eng. EHS Accounts
n r Q.A Logistics P.S

Manager
Dy. Q.A EHS Accounts
Production +trainee Executiv Officer Hold
Logistic
Executiv e/office Executive/o
Shift
Manager e r fficer
/officer
Process
Manager Manager DY. MEE SR.
Eng. DCS Security
mainten Instrume Manager Trainees Offficer Executive
ance nt Electrical Admin
Process
Eng.
Field
SR.
Executive

Shift
Engine
ers

P.E P.E
Utility
Boiler

11
SWOT ANALYSIS:

STRENGTHS:
• The Company offers a wide range of products including insecticides, fungicides,
fumigants, herbicides and rodenticides.
• annual sales growth rate
• Strong applied research and development capabilities on all continents where they
operate.
• Employee commitment and dedication to accomplish tasks and achieve goals.

WEAKNESSES:
• Seasonal agricultural demand impacts sales growth and cash flow

OPPORTUNITIES:
• Emerging markets in various countries are proving to be great prospects for revenue
growth and expansion.
• Innovative technologies in the agricultural sector support the company's research
and development activities as they create new methods and scenarios for fertilizer
products.
THREATS:
• Environmental authorities check the company's manufacturing processes every
month.
• It's getting harder to keep employees in the company.
• Competitors also work closely with their customers to provide long-term solutions.

PESTEL ANALYSIS:
PESTEL analysis is a strategic management tool that INDOFIL industry leaders can use to
make better decisions. PESTEL stands for political, social, economic, technological,
environmental and legal factors that affect the macro environment of the companies in
which they operate.

• Political Factors: Tax policy; environmental regulations; trade restrictions and

reform; tariffs; political stability.
• Economic factors: Government intervention in the basic materials sector, especially
in the chemical manufacturing industry, could affect the fate of Indofil in India.

- Progress in liberalizing India's trade policy could help Indofil continue to invest in
areas previously taboo for the company.

- India's economic performance - We believe India's economic performance will

remain stable over the next 5-10 years, given increased government spending,
steady demand from disposable incomes and increased investment in new
industries.

12
 - Financial Market Efficiency in India - Indofil Industries will be able to access vibrant
financial markets and take advantage of readily available liquidity in the Indian stock
market for further expansion globally.

• Social Factors: Gender Roles – Gender roles are evolving in India. Indofil is able to
test different concepts to explore and support these evolving gender roles in Indian
society.

- Demographics - For Basic Materials products, Indofil supports demographics. India

is a young country and growing. Indofil can use this trend to target different
demographics.

- Education Level - The education level in India is high especially in the Indofil
sector. Indofil can use this to expand its presence in India.
• Technological Factors: The development of technology has changed consumer
expectations in the product sector. Indofil must not only manage to meet these
expectations, but also innovate to stay ahead of the competition.

- Technology Maturity – The technology of chemical manufacturing is still

immature and most players are vying for new innovations that could capture
higher market share in India.
• Environmental Factors: India's health and safety standards and what Indofil needs to
do to meet these standards and how much it will cost to meet these standards.

• Legal Factors: Data Protection Laws – Over the past decade, data protection has
become an important part of intellectual property as well as privacy issues. Indofil
needs to see if India has robust mechanisms to protect against data breaches.

Porter’s Five forces Analysis:

Porter's Five Forces is a model that identifies and analyzes the five competitive forces that
shape each industry, helping to determine industry weaknesses and strengths. Five forces
analysis is often used to identify industry structure and determine corporate strategy.

1. Bargaining power of suppliers – If suppliers have strong bargaining power, they can get
higher prices from Indofil. This will affect Indofil's chances of maintaining above-average
profits in the chemical manufacturing industry.

2. Threat of new entrants – When there is a strong threat of new entrants to the chemical
manufacturing industry, current players are willing to cut profits to reduce the threat of new
players.

3. Competition among incumbent players – increased competition makes it difficult for

incumbent players like Indofil to generate sustainable profits.

13
4. Bargaining Power of Indofil Buyers - When buyers have strong bargaining power, they
usually tend to push prices down, thereby limiting Indofil's ability to generate sustained
profits.

5. The threat of substitute products and services - If the threat of substitute products is
high, Indofil will have to invest continuously in research and development or risk losing out
to industry disruptors.

VISION OF THE COMPANY: To become a Global Leader in Growth with Customer Success

MISSION OF THE COMPANY: Is to become the growth ate leader. Their dedicated and
skilled team effectively utilizes our effective R&D, Registration, Manufacturing, and
Marketing competencies.

By offering high quality Products, services and Solution in Domestic and Global Markets, will
work to ensure the success of their customers.

They will employ partnerships, acquisitions and manufacturing proximity to the market in
the categories of crop care, specialty chemicals and performance to accelerate expansion.

Different departments in unit-1:

Sr. No. Departments

1 P.S. Department (People Strategy) – H.R Department
2 Accounts Department
3 Production Department
4 Engineering Department
5 Quality Department
6 Environment Health and Safety Department (EHS)
7 Logistic Department
8 Technical cell
9 Instrument Department

Present man power:

Permanent 127
Contract based 300
Total 427

14
Shift timing:

General shift 9 AM to 5:30 PM

Morning shift 6 AM to 2 PM
Afternoon shift 2 PM to 10 PM
Night shift 10 PM to 6 AM

15
 HISTORY OF THE COMPANY

1962 - Indofil Chemicals Limited was incorporated as a Subsidiary of Rohm & Haas Co., USA.

1965 - First EBDC plant was commissioned at Thane with capacity of 1500 MT for production
of Mancozeb, Zineb and Maneb.

1972 - First expansion carried out to increase the production capacity of EBDC Plant at
Thane to 3000 MT.

1983 - Product management concept was introduced at Indofil.

1986 - A Crop Care concept was introduced at Indofil with a sustained campaign of pesticide
use in large number of crops in India.

1991 - Re-introduction of Mancozeb 75 WP under the brand name of Indofil M-45.

1992 - First container of Mancozeb 80 WP was shipped to Holland.

1993 - First International Registration was received for the product Indofil M-45 in
Bangladesh.

1994 - Second expansion of EBDC plant capacity at Thane to 14000 M

1996 - First European registration was received in Belgium for Mancozeb 80 WP.

2002 - Third Expansion of EBDC plant at thane to produce 18000 MT of EBDC.

2003 - First synthesis plant commissioned with production of Tricyclazole.

2004 - Construction chemical is started as new vertical in SPCD business.

2006 - Mancozeb was approved for sale in European Union (EU).

R&D received NABL (National Accreditation Board for Calibration of Laboratories).

2007 - Analytical Development Laboratory (ADL) of R&D accredited as per ISO 17025: 2005
by NABL. (National Accreditation Board for Calibration of Laboratories).

Indofil Chemicals Company was separated from Modipon Ltd to become a Division of Indofil
Organic Industries Ltd.

2008 - Indofil redefined growth strategy under guidance of a new Board of Directors and
with help of Bain and Company.

Indofil's Cymoxanil was approved in European Union (EU).

16
2009 - Commissioning of green field plant at Dahej.

2010 - The name of Indofil Organic Industries Ltd. is changed to Indofil Industries Ltd.

2011 - Indofil's Myclobutanil was approved in European Union and US registration for
Mancozeb was received.

Pilot Plant commissioned in Thane.

Indobaijin Chemicals Private Ltd. (Indobaijin) is incorporated as a joint venture with

Shanghai Baijin Chemical Group Company, China as the other Partner and Technology
Provider.

2012 - Acquisition of European Dithane business from Dow Agrosciences LLc., USA. for
catering to European markets.

Indobaijin started construction of the Carbon disulfide (Cs2) manufacturing plant at Dahej.

Product Cemento (RDP) is launched by SPCD.

2013 - Analytical Development Laboratory (ADL) of R&D certified as per OECD GLP by
NGCMA (National GLP Compliance Monitoring Authority, India).

2016 - Successful commissioning of Greenfield Synthesis Plant with capacity of 4000 MT of

Technical grade. Equipped to handle different processes and chemistries.

2017 - Indofil Started new business with thrust on R&D in the area of Plant Nutrition.

2018 - Indofil commenced its commercial production at Dahej, GIDC- Unit 3.

17
 DEPARTMENTAL STUDY
OF INDOFIL INDUSTRIES LTD.

There are various departments in the Indo Phil industries mentioned in the organizational
chart as above which following or some major departmental Studies:

• P.S department (H.R Department)

• Logistic department
• Production department
• Accounts department

18
 HUMAN
RESOURCE
DEPARTMENT
(P.S DEPARTMENT)

19
 P.S Department (Human Resource department):

In Indofil Industries ltd unit-1 Human Resource department is known by another

name that is People’s Strategy Department (P.S Department).

STRUCTURE OF P.S DEPARTMENT:

UNIT CORPORATE
HEAD HR HEAD

HR HEAD

EXECUTIVE-
SR EXECUTIVE SECURITY
ADMINISTRATION

SECURITY OFFICE

20
Values of Indofil industries:

Customer
Knowledge Prosperity
Successful

Teamwork Velocity

Ø Update and improve our production capabilities

Ø World-class capabilities, modern facilities and large production
Ø Highly skilled Staff and state of art instruments to implement quality management
system.
Ø Impose a very exacting regime , procedures, systems, checks, tests, analysis to
monitor and control quality and no compromises is allowed at any stage.

Health and safety environment:

21
 Safety Policy: Safety and health are key factors affecting all aspects of our manufacturing
operations including purchasing, warehousing, production and planning.

Health: Indofil believes that pursuing company goals is not worth pursuing if it
jeopardizes the safety or health of employees.

Principles followed by HR management:

1. ORGANISATION DEVELOPMENT
2. COMMUNICATIONS
3. ALL RESPECT OF MANAGEMENT
4. ORGANISATION DESIGN
5. INNOVATIVE PRACTICE
6. KNOWLEDGE SHARING

HR BRANDING

• Human resources on the most important aspect of the company.

• Realizing the corporate goals
• Receive and employee friendly
• Employee satisfaction – more than 75% of employees have been with the company
for over 15 years.

HUMAN RESOURCE PLANNING:

Process involved in HR planning:

ANNUAL MANPOWER PLANNING:

• An annual staffing plan must be completed by January 31 of each year for the
following fiscal year.
• The location HR head is in charge of starting this activity at the right time so that the
yearly business plan may be used as the basis for all discussion and deliberations,
and so that the recommendation can be processed for approval by the date
mentioned above.

The following factors must be taken into account while creating the staffing plan:

• Business Outlook
• Working Pattern
• Daily manpower availability.
• Action plan
• Supply of manpower compare to demand of manpower
• Forecasting future demand of manpower

22
 RECRUITMENT AND SELECTION:

The complete process of recognizing the needs for recruiting up to the successful
degree of conformation of the recruit to join the company is covered by INDOFIL's
recruitment and selection procedure. The employment process begins with
recruitment with the goal of creating and maintaining an adequate pool of labor
resources. Next comes selection, which is followed by placement of the candidates.

Recruitment process:

Internal process:
• PROMOTION
• TRANSFERS
• INTERNAL NOTIFICATION (ADVERTISING)

External process:
• EDUCATIONAL TRAINING INSTITUTIONS
• MANAGEMENT TRAINING SCHEME
• DEPUTATION PERSONAL
• MISCELLANEOUS EXTERNAL SOURCES

INDUCTION AND ORIENTATION:

The company requires all new hires to go through an induction program. Prepare the entire
induction schedule in date order first. Employees are required to visit every department
during the two days of the induction program and then report on what they saw and saw.
The department heads are made aware of the new hire's appointment, and as a result, they
are able to help the new employee become familiar with the workplace, the people who
work there, and the systems they employ. A new employee must learn how to fit into the
working environment as well as how to adapt to the organization's culture. He or she must
also learn and watch how the organization operates and how to perform in such a setting.
The new employee is required to compile a report of his observations and submit it to the
HR department.
Finally, the newly chosen employees are assigned to the appropriate department. He is
introduced to his boss and given a tour of the workplace. This is how the INDOFIL
introduction and placement program operates.

23
PERFORMANCE APPRAISAL MANAGEMENT:
Performance appraisal is needed in Indofil industries:

• To coordinate personnel performance with corporate goals

• To evaluate the employees' performance

• To encourage and advance personnel

Indofil industries Limited performance of employees are apprised by using the personal
interview method where the manager calls upon every individual employee under the
respective departments and communicate with the employees regarding any issues or
problems and guides them for the further improvement. This process is lengthy but
effective, this process takes about 3 to 4 days.

Performance appraisal organization

Objective setting

Reward &
development

annual appraisal

Quarterly
Performance
review

TRAINING: FOLLOWING METHODS OR USED FOR TRAINING PURPOSE

METHODS OF TRAINING: 70–20–10% model of development approach:
• 70% – on the job
• 20% – through coaching and mentoring
• 10% – through classroom training

24
Four types of training in Indofil unit-1:
1. Behavioral training (soft skills): Employees are considered as needing behavioral
training as a way to improve or alter their current behaviors in order to further their
personal, professional, and organizational objectives.
It helps in enhancing skills such as relationship-building, teamwork, communication,
problem-solving, and leadership.
2. System training: The goal of systems training is to change behaviour. When a
company introduces a new system, they expect their employees to act differently.
Typically, the aim is to accomplish a task with more effectiveness, efficiency, cost-
effectiveness, or customer pleasure.
3. Technical Training:
4. EHS training: Determining the various environmental, health, and safety criteria and
staying in compliance are difficult for Indofil.

Knowledge of workplace safety, environmental protection, and health protection is

crucial for performing activities. For this, qualified personnel are needed. Being
current is always aided by continuing education. As a result, health and safety can be
ensured and implemented in accordance with current standards. The protection of
people and the environment for the long term is the goal.

• Environment management:
Managers require security in order to decide which internal and external
environmental issues they should pay attention to in order to sustain their
operations. This includes things like energy consumption, emission, waste, or
waste water, but also the lifetime of products, governmental and regulatory
requirements, or supplier behavior. These are all crucial factors that the
organization's environmental management system must take into account.

• Health safety management:

OHSAS 18,001, a popular British standard, has been replaced by ISO 45,001.
The new standard may be easily implemented and certified as a component
of an integrated management system because it is based closely on the
international standards ISO 9001 and ISO 14,001. A comprehensive
management standard is included in ISO 45,001 to enhance employee health
and safety. This position can be employed by any business or organization
with adequately qualified staff to handle this improvement process.

• Work safety management:

Management of occupational safety includes proactive risk and future
management. The companies or management that is in violation of the law is

25
 exclusively responsible for detecting and evaluating risks to those risks and
for taking the necessary precautions.

P.S PRACTICES:
Ø CULTURE:

Transparency

Empowerment and decentralisation

Egalitarianism

Safe working environment

Ø LEARNING:
1. Multi-skilling
2. Project vibrant for development of HODs
3. Project LEAD for development of second in line and Hi-Pods
4. Higher education assistance scheme
5. MBA courses from STANFORD UNIVERSITY.

Ø Company initiatives:
- REWARD AND AWARDS:
o National award for “excellence in cost management”
o Fame excellence platinum award for “water Stewardship”
o Best suggestion award
o Long service award
o Safety Man award
- EVENTS AND CELEBRATION:
o Women’s Day celebration
o Best out of waste competition
o Environment week celebration
o Republic Day celebration
- OTHER INITIATIVE:
o Wellness and well-being service
o Mediclaim (also, for in-laws)
o House loan assistance
o Education enhancement program

26
 o Compensation for extra working
1. Four hours or more is considered overtime
2. Old time is twice the basic pay
o Canteen facility
o Uniform
- ENGAGEMENT ACTIVITY:
o Program for spouse
o Family picnic
o Family get-together
o Vishwakarma Puja
o Tree plantation
o Khel Mahotsav
o Saturday surprise (Arshi ma’am’s idea)

27
PRODUCTION
DEPARTMENT

28
The company is engaged in the production of the following products.
(A) Agricultural Chemicals:
• Fungicides
• Acaricides
• Insecticides
• Herbicides
• Surfactants
(B) Specialty & Performance Chemicals:
• Lather
• Plastic
• Textile
• Coating
• Construction
TYPES OF MATERIAL HANDLING EQUIPMENTS:
INDOFIL Industries Ltd. transports materials for finished goods from one
department to another using a variety of material handling tools.
• Forklift truck
• Pallet truck
• Bucket
• Standard double-deck wood pallet

INVENTORY MANAGEMENT SYSTEM FOR RAW MATERIAL AND

FINISH GOODS:

Raw materials and finished goods inventory management is handled by the

purchase and stores department. They make decisions about inventory based
on planning, which is done on a monthly basis. They use a period inventory
system, which replenishes material every month. Items like in-store inventory,
shipping supplies, and orders are taken into account when planning.
Management ultimately determines the required number based on the total
quantity after adding the full item.

INVENTORY CONTROL SYSTEM:

29
(A) 6 S:

Sort Set in Order Shine

• Separate unnecessary •Arrange necessary items • Keep the workplace
things at work centres clean

Standardize Sustain Safety

• Determine rules and • All points have to be • To minimize accident
place for everything kept and constantly and safe life
improved

(B) Reduce Waste:

Transport • Unnecessary movement of man and material

Process •Unnecessary steps or ineffective methods

Over-Production • Producing more than necessary

Motion • Unnecessary motions

Waiting Time •Idle time of machine or men

Defects • To minimize accident and safe life

Inventory •Excessive WIP or inventory

30
 MARKETING
DEPARTMENT

31
STRUCTURE OF MARKETING DEPARTMENT
PRODUCT MIX:
Mancozeb is the main product of the Indofil industries Ltd.
The product mixes of the company are;
• Mancozeb WP 80%
• Mancozeb Tech 85%
• Mancozeb WOG 75%

PRODUCT LENGTH AND DEPTH:

MIL describe the following product length and depth;
• Export by 90 to 100 country.
• 30,000 MT (metric tons) quantity export during F.Y.2015-16.
• Mostly export done by Sea route.
• Normally 2.5$ to 3$ rate.
• Mostly used CIF (cost, insurance, freight) rate.

PRICING POLICY:
Prices for industrial goods are established using CF at $3 per kg. Price so differs from what
export customers want. There are no discounts or other pricing policies here. only increased
focus on client concerns.

MARKET ANALYSIS:
INDOFILINDUSTRIES LTD rivals include: Nowadays, rivalry is highly evident in every
profession. There is no competitiveness or satisfaction in doing the work and demonstrating
that one is talented enough to contend with ambiguous circumstances. Therefore, INDOFIL
also has four main rivals. They are INDOFIL Industries Ltd.'s competitors:

• COROMANDAL
• UPL
• SUBERO
• CHINA

32
DISTRIBUTION CHANNEL:

There are no distributors for INDOFIL INDUSTRIES LIMITED in Gujarat, India, or any other
foreign nation. They ship their goods via plastic bags, which they sell directly to customers,
via the sea (by ship), via the air, and via the road. Because IIL is under the SEZ, there is no
distribution channel here (Special economic zone). Therefore, each and every company
operating within the SEZ is supplying its products only for export in accordance with the
SEZ's regulations, terms, and conditions. IIL therefore lacks a distribution route. It is a wholly
export firm that engages in direct selling to customers in 90 to 100 different nations.

TARGET MARKET:
• The target market is farmers.
• The target market for industrial products is other industries.
• Work on 30,000 MT of mancozeb at the Dahej plant.
• A facility in Thane completed 10,000 MT of mancozeb.

MARKET SIZE:

Here, the market size for mancozeb is 30,000 MT in Dahej and 10,000 MT in Thane. 40,000
MT of mancozeb have been produced overall by INDOFIL.

BRAND PERSONALITY:

• DIETHEN NT is a brand name of mancozeb. There is no brand name of the other

products.
• Company gives a brand name based on the grade given to the product.
• Grade is given according to the mancozeb quality and use of the end product of
mancozeb.

CUSTOMER RELATIONSHIP MANAGEMENT (CRM):

Customer complaints are being given more attention at INDOFIL, and they also offer the
option for factory visits for trainees, visitors, and other guests in addition to offering the
best quality of mancozeb to clients. Environmental, health, and safety (EHS) best practices
are closely observed and maintained in IL. Additionally, they adhere to ISO-9001 for quality
control. IL is rising to the level of 1* in EHS. As a result, they provide a variety of amenities,
abide by laws, and uphold great relationships with both their current and potential future
clients. Additionally, they offer a variety of product packages based on the needs of the
consumer.

IT INTERFACES:

33
• Order booking by SAP.
• Label, server and language by SAP.
• Planning by SAP.
• Goods dispatch by SAP.
• Production by SAP.
• Finance by SAP.

34
 FINANCE
DEPARTMENT

35
Financial Planning:

One of the main goals of most businesses is to increase sales. To enhance its manufacturing
capacity, it might need to make more investments in equipment and plant. Additionally, it
would require more liquid assets to buy and sell more products and services. It would need
to spend money on production before purchasing raw materials and turning them into
finished goods. Due to industry standards or to increase sales, it could be required to sell
products on credit. As a result, there are debtors or accounts receivable. It may finance
current and fixed assets with the funds it perpetually generates. Internal funding might not
be enough as the company grows more quickly. Therefore, the businesses would need to
raise outside capital either by issuing debt, equity, or both. Finance planning refers to the
process of determining a company's funding needs and the source of funding. The
corporation has informed the finance department of any financial emergencies. The
marketing manager was called into a meeting by the finance head and instructed to pay the
debt. As a result, the marketing manager arranges financing from debt and gives it to the
finance head.

INVESTMENT ANALYSIS:

Investments that are considered non-current investments are carried at cost less a provision
for eventual permanent value degradation.

Current investments are reported at the lowest of cost or fair value.

TYPES OF FINANCE:
• SHORT TERM FINANCE-
1. Equity share
2. Preference Share
3. Foreign currency loan
• LONG TERM FINANCE:
1. Cash
2. Debtors
3. Cash credit from bank
4. Trade Finance
5. Bills Discounting

DIVIDEND DECISIONS:

The board of directors has determined that dividends on fully paid-up equity shares and
pro-rata dividends on partially paid-up equity shares should be recommended for each year.

DIVIDEND STATUS:

For the fiscal year that concluded on March 31, 2016, the board of directors has decided to
recommend a dividend of 40% (or Rs. 4 per share) on fully paid-up equity shares and Rs. 10

36
per share, pro rata, on partially paid-up equity shares. The dividend, which includes dividend
tax, will cost Rs. 9.67 CTs (PY Rs. 8.46 Crore). The payout amount was determined while
taking into account the ongoing projects' need for funding.

CASHFLOW ANALYSIS AND MANAGEMENT:

For the fiscal year that concluded on March 31, 2016, the board of directors has decided to
recommend a dividend of 40% (or Rs. 4 per share) on fully paid-up equity shares and Rs. 10
per share, pro rata, on partially paid-up equity shares. The dividend, which includes dividend
tax, will cost Rs. 9.67 CTs (PY Rs. 8.46 Crore). The payout amount was determined while
taking into account the ongoing projects' need for funding.

BORROWING COST:

When qualifying assets are acquired or built, borrowing costs, exchange differences
resulting from foreign currency borrowing, and interest expenses related to those costs are
capitalized as part of the costs of those assets for the time period prior to those assets being
available for their intended use.

A qualified asset is one that must require a significant amount of time to prepare for usage.

The accounts of profit and loss are used to account for any additional borrowing charges.

37
FINANCIAL PERFORMANCE ANALYSIS:

RATIO ANALYSIS:

1. Current Ratio:

Current Ratio = Current Assets / Current Liabilities

₹in Crores
Year 2020-21 2019-20 2018-19 2017-18

Current Assets 1416.2 1466.98 1745.38 1449.03

Current Liabilities 937.62 1069.3 1220.66 1079.53

Current Ratio 1.51 1.37 1.43 1.34

Current Ratio
1.55

1.5 1.51

1.45
1.43
1.4
1.37
1.35
1.34

1.3

1.25
2020-21 2019-20 2018-19 2017-18

Interpretation:

In 2020–2021, INDOFIL Industries Ltd.'s current ratio is 1.51:1. It means that during the past
four years, the current ratio has fluctuated by a few points up and down for every rupee of
current obligations, which strengthens the financial position of the organisation. From the
perspective of creditors, the company is less hazardous as a result of the consistent increase
in the value of current assets, which will strengthen the ability of the company to meet its
commitments. The ability of the business to pay its current liabilities off of its current assets
is revealed by the current ratio. In 2020–2021, INDOFIL Industries Ltd. has a favorable
current ratio.

2.Liquid Ratio (Quick Ratio)

38
Liquid Ratio=Liquid Assets/Liquid Liabilities
Liquid Assets=Current Assets – Inventories
Liquid Liabilities=Current Liabilities-Bank Overdraft

₹in Crores
Year 2020-21 2019-20 2018-19 2017-18

Current Assets - Inventories 1102.72 1051.19 1127.14 1072.37

Current Liabilities - Bank

937.62 1069.3 1220.66 1079.53
Overdraft

Liquid Ratio 1.18 0.98 0.92 0.99

Liquid Ratio
1.4

1.2 1.18

1 0.98 0.99
0.92
0.8

0.6

0.4

0.2

0
2020-21 2019-20 2018-19 2017-18

Interpretation:

The optimal liquid ratio is 1:1, which will be reached in 2020–21. The company's ratio in
2017–18 was the closest to ideal, which is a good sign for the business. The company
performed well all year long. The closest years to ideal for a corporation were 2017–18 and
2019–20. The company's ability to rapidly fulfil its immediate obligations is demonstrated by
its liquid ratio.

39
3.Proprietary Ratio:-

Proprietary Ratio=Share Holder’s Fund/Total Assets

₹in Crores
Year 2020-21 2019-20 2018-19 2017-18

Share Holder's Fund 1415.74 1296.93 1267.88 1099.15

Total Assets 2663.3 2818.75 3016.97 2639

Proprietary ratio 0.53 0.46 0.42 0.42

Proprietary ratio
0.6

0.53
0.5
0.46
0.4 0.42 0.42

0.3

0.2

0.1

0
2020-21 2019-20 2018-19 2017-18

Interpretation:

Strong financial condition is indicated by a high proprietary ratio, but in this case, the
company's performance was poor during the year and it may lose its assets without harming
its creditors' interests. A low proprietary ratio will put the creditors at higher risk. The ratio
of shareholder funds to total assets has been growing year over year, which is healthier for
the company's long-term solvency situation.

40
4.Debt Equity Ratio:-

Debt Equity Ratio=Total Long-Term Debt/Total Share Holder’s Fund

₹in Crores
Year 2020-21 2019-20 2018-19 2017-18

Total Long-term Debt 281 402.33 483.92 436.23

Total Share Holder's Fund 1415.74 1296.93 1267.88 1099.15

Debt equity ratio 0.20 0.31 0.38 0.40

Debt equity ratio

0.45
0.4 0.4
0.38
0.35
0.3 0.31

0.25
0.2 0.2
0.15
0.1
0.05
0
2020-21 2019-20 2018-19 2017-18

Interpretation:

The debt equity ratio, which expresses the relationship between external and internal
equity, is a crucial instrument of financial analysis to evaluate the financial structure of the
organization. In 2020-21 the debt-equity ratio was the lowest that of 0.2 and in 2017-18 was
high of about 0.4.

41
5.Gross Profit Margin:-

Gross Profit Ratio=Gross Profit/Net Sales*100

₹in Crores
Year 2020-21 2019-20 2018-19 2017-18

Gross Profit 291.47 83.41 214.87 242.32

Net Sales 2286.8 2037.35 2177.2 1993.26

Gross Profit Ratio 12.75 4.09 9.87 12.16

Gross Profit Ratio

14
12.75
12 12.16

10 9.87

4 4.09

0
2020-21 2019-20 2018-19 2017-18

Interpretation:

The relationship between a company's gross profit and sales is measured by the gross profit
ratio. After expenses are subtracted from revenue, the gross profit is calculated. The owner
will receive an appropriate return thanks to the reasonable ratio; therefore it is of utmost
importance to owners. From 2017–2018 to 2020–2021, it increased from 12.16% to 12.75%,
respectively. The circumstance is advantageous to the business.

42
6.Net Profit Margin: -

Net Profit = Net Profit/Net sales *100

₹in Crores
Year 2020-21 2019-20 2018-19 2017-18

Net Profit 128.75 67.17 177.71 198.19

Net Sales 2286.8 2037.35 2177.2 1993.26

Net Profit Ratio 5.63 3.30 8.16 9.94

Net Profit Ratio

12

10 9.94

8 8.16

6
5.63

4
3.3
2

0
2020-21 2019-20 2018-19 2017-18

Interpretation:

The net profit ratio calculates the connection between a company's net profit and sales.
Operating costs, interest, depreciation, and taxes are added to the gross profit to determine
the net profit. The owner will receive an appropriate return thanks to the reasonable ratio;
therefore it is of utmost importance to owners. Its decline was 9.94% from 2017–2018 to
2020–2021 and 5.63% from those years. The company suffers from this circumstance.

43
 RESEARCH

PROJECT
on the Study of Emotional Intelligence at

Indofil Industries Ltd. Unit-1

44
 1. INTRODUCTION OF THE STUDY

Emotional Intelligence is the ability to control one’s emotion during any circumstances. The
person who is able to control its emotion especially the negative ones are able to work in
any organizational situation without getting distracted or diverted.

In order to reconcile emotion and reason in a way that maximises long-term enjoyment,
Daniel Goleman defines emotional intelligence as having emotional awareness and
emotional management skills.

Paul Eckman suggested six basic universally prevalent emotions: fear, disgust, anger,
surprise, happiness and sadness.

Emotional Intelligence has 5 elements or dimensions:

Self Self
Motivation
Awareness Regulation

Social
Social Skill
Awareness

1. Self-Awareness: It means that one should be aware of what one feels and the
meaning of that feeling that is emotion. A person Should also recognize its strengths
and weaknesses and how to use and overcome them respectively.
2. Self-Regulation: After one has been aware about his emotion that is how that
person feels the next step is to control those emotions and use them appropriately
according to the arising situation.
3. Motivation: A person with high level of EI is known to be able to control his
emotions effectively by self-motivation and also is able to control others emotion by
providing motivations to others.
4. Social-Awareness: The ability to understand and recognize what others feel is
important to success in your life and career. The more Skillful you are at discerning
the feelings behind others signals the better you can control the signals you send
them.
5. Social Skills: People with high EI are also good at interpersonal skills, team work,
managing and motivating people around them and resolving their conflicts by
effective communication skills. They are interactive, open minded that is open to
ideas and are constructive in their suggestions and advice.

Need for this study:

45
Very less people focus on emotions of an individual, an organization is made of people and
each one has their own emotion to deal with each day in their life which they bring with
them to the company that is their workplace.
Providing them knowledge about how one’s emotion can really impact the working of
organization can help the company in taking necessary steps to keep the employees in good
state of mind by helping them able to manage their emotions especially the negative ones
such as fear, anger, depression etc.

46
 2. LITERATURE REVIEW

1. Research conducted by Dr. R. Shanthi, on level of emotional intelligence among teaching

Faculties in Namakkal, Tamilnadu. The main objective of the study is to find the effect of
emotional intelligence on effectiveness of teaching and to know the level of emotional
intelligence among the teaching faculties.
The study was descriptive in nature and statistical tool used ANOVA that includes t-test.
Sample size taken were 200 faculties. The findings shows that professors with more
expirence tend to have higher percentage of EI in them.

2. Research conducted by M. Kanimozhi and A. Vinothkumar on the impact of emotional

intelligence on job satisfaction. The objective of study included two objectives primary
objective and secondary objective. Primary objective of the study includes the impact of
emotional intelligence on jobs satisfaction, and secondary objective includes: 1) to study the
correlation between job satisfaction and emotional intelligence.
2) to find out satisfaction level of the employees.
3) to study the individual attitudes towards the job satisfaction.
4) to identify how emotions intelligence improve the satisfaction level of employees.
Siri search design or methodology or approach used in the study is descriptive in nature.
Convenience sampling technique was adopted for selecting sample units from the
population. Srishti Kasturi applied chi-square test, weighted average method, annuva, call
Piyush Mathur were used for analysing and repeating the data. A sample size of 80
respondents was selected from various departments of industry. Pilot survey of nearly 25
respondents was chosen from preparing a structure questionnaire for the study.
The findings of the study there was a positive correlation axis between emotional
intelligence and job service faction. So at the time of selection and hiring of the employees
they must conduct a test to check emotional intelligence of the employees. So, there should
be a proper training given to the emotional quotient and developing their emotional
intelligence treats or characteristics.

3. Research conducted on effect on emotional intelligence, age, work experience and

academic performance by Natalie L. Shipley, Mary Jo Jackson and Sharon Larisa Segrest
with the obejective tame shodhi relationship between emotional intelligence and it’s
demographics. The relationship between emotional challenges, as measured by the trait
emotional intelligence questionnaire short found and Academy performance by examined in
a sample of undergraduate business students (N=193). Method of data collection used
survey, questionnaire using likert scale. Statistical tool applied ANOVA.
According to the study, emotional intelligence peaked between the ages of 35 and 44 and
subsequently declined as people aged (i.e., an inverted-U relationship). In our study, there
was an apparent inverted-U curve between age and emotional intelligence. However, there
weren't enough data in each age range for us to be able to confirm or deny this statement.

47
Further understanding of this link may help identify the ages at which people reach their
highest levels of emotional intelligence. Instead, it might highlight the developmental stages
during which emotional intelligence skills should be developed and strengthened. Managers
would find this information useful in employee development and training initiatives as well
as the hiring process.

4. The research conducted by Dr. Desti Kannaiah and Dr. R. Shanthi, 2015 on on the study
of emotion intelligence at workplace with the objective: 1) to examine their dominance of
emotional damage and 7% go place. 2) Chinna extended employees when is towards
emotional intelligence. Random sampling method watching us to collect data from 150
respondents in the organization. The data was collected through a structured questionnaire
which was divided into two parts respondents were asked to reveal their personal
characteristics in the first part of the questionnaire that is age, education, income, Martial
status second part of the questionnaire is to measure emotional intelligence. According to
this study, work-life balance and emotional intelligence both contribute to organizational
performance and help businesses gain a competitive edge. Recognizing the potential and
talent of people, ensuring the unique contributions they make at work, and valuing them all
contribute to the success of the organization. The workplace should be improved to allow
for stronger teamwork, problem-solving abilities, increased job responsibility, group
missions, challenges, and worker confidence. Better flexibility, employee empathy,
leadership skills, group rapport, participative management, decision-making, and
cooperation among coworkers will all be facilitated by emotional intelligence.

5. Research conducted by Dr. Anjali Rai, K. Venkata Rao on emotional intelligence practice
for an effective organization with objective: 1) to determine need of emotional intelligence
and the impact on employees performance as well as organizational effectiveness. 2) to
examine factors that influence effective organization of emotional intelligence. 3) to find
out what are the factors that plays important role in emotional intelligence and what factors
are greater impact. 4) To determine what role different factors of emotional intelligence
play at organizational performance. The survey research design method was used in the
study. It involves using a self-designed questionnaire in collecting data from respondents.
Sample sizes for the study for 150 employees. The results of this study will provide impact of
emotional intelligence practices for an effective organization. This research paper will
provide idea about following points like emotional intelligence has an impact on individual
employee performance as well as on organizational effectiveness. The findings of this
research proved that emotional intelligence improves with age, education and experience.
The awareness of emotions has a greater impact on employee performance

6. A research conducted by Dr Shaikh Khamruddin, 2016, on impact of emotional

intellgence on managerial performance, with the objective: 1) to examine the different
emotions like self-awareness, sales management, social awareness and relationship
management of managers which increases their job performance. 2) to compare the job
performance of manager with high and low level EI and to find out the impact of EI on job
performance of managers. Data was collected from five corporate companies by using
questionnaire. For the study 400 questionnaires were administered to the selected

48
respondents resulting of 154 questionnaires were returned the results revealed that a
positive relationship exist between EIA and job performance of managers.

7. Research conducted by Dr Deepti Sinha on the study of emotional intelligence amongst

the employs of service sector. The broad objective of this research Bus examine the level of
emotional intelligence amongst the employs of service sector. The study showed that above
50% employees in the study possessed moderate or above moderate level of emotional
intelligence. The sample size of the study was hundred and sampling frame was the
employees of insurance companies and banks in greater Noida region. Nonprobability
convenience sampling was used for the purpose of data collection. Five point liquor scale
consisting of 30 statements were used for the collection of data.

8. The research conducted by Vimla Devi.M, 2018, on the study of emotional intelligence
Morgan ploys in cola textiles Ltd.in Vedasandur, Dindigul District with the objective: 1) to
identify the level of managerial ability among the respondents. 2) to study the relationship
between social economic variable and emotional intelligence among the respondents.
Primary data was collected directly from respondents through structured interview
schedule and secondary data collected was from zonal magazine, internet and books. The
variable used for the study taken from various reviews and tested by 20 employees. I saw
the sample is arbitrarily fixed as 54 respondents. The tools used for analyzing the data were:
percentage analysis, index analysis and one way ANOVA. The study reveals that they
definitely enhance the level of overall performance of the employs when more importance
is given to the above profile variables the level of emotional intelligence can be increased
which in turn results in the optimum productivity can be obtained.

9. The research study conducted by Sarita kumari, 2018 on the analysis of emotional
intelligence among working and non-working people of Ranchi town that consisted of 120
people which were selected randomly from Ranchi town. Emotional intelligence inventory
and personal data questionnaire was used to examine emotional intelligence. The objective
were to measure the levels of emotional intelligence among working and non-working
people of Ranchi town. The findings were: 1) stop the people of Archie town had average
emotional intelligence and 2) Women of Ranchi town significantly high emotional
intelligence as compare to men of Ranchi town, and 3) statistically no significant impact on
employment status once found on emotional intelligence.

10. Research conducted on correlating emotional intelligence which offers action Ye among
secondary school hits in Khyber Pakhtunkhwa, Pakistan by Qaiser Suleman, Makhdoom Ali
Syed, Ziarab Mahmood and Ishtiaq Hussain, 2020 which are objective to examine the
relationship between the emotional intelligence and job satisfaction is among the schools.
Police investigation a total of 402 out of 884 secondary school heads were taken as sample
using a multistage sampling technique. The study was collective, descriptive and

49
quantitative in nature and survey research design was used for collecting information from
participants. Statistical tools that is mean, standard aviation, Pearson’s product moment
correlation, multiple linear regression and analysis of variance were applied. The findings
showed that there was a moderate positive correlation between emotional intelligence and
job Sari faction. Additionally, there was a moderate positive correlation between old is sub
dimensions of emotional intelligence and job satisfaction except emotional stability, where
the correlation was also positive effect size weak.

11. Research conducted by María José Sánchez-Ruiz, Juan Carlos Pérez-González & Dr
K. V. Petrides on trait emotional intelligence profiles of students from different university
faculties. Study investigated they treat emotional intelligence profiles of five and two
students from five university faculties: technical studies, natural science, social sciences, arts
and humanities. Questionnaire were used for collecting data that is survey method. Mystical
tool applied was ANOVA. Result is confirmed the theory that gender and faculty interacted
and emotionally inn emotionality. In the social science, female students performed better than
male students, but the opposite was true in the humanities.

12. Goleman (1998) using emotional intelligence in work according to competency study
conducted in more than 200 businesses and organisations around the world, emotional
competence accounts for 2/3 of the brands, with technical skill and cognitive capacity
accounting for the remaining one third. (in top leadership roles, emotional competence
accounts for more than 45% of the difference.)

13. According to Carmeli and Josman (2006) study on emotional intelligence at workplace,
to determine whether there was link between emotional intelligence and bold altruistic
behaviour and obedient behaviour, researchers in Israel studied 215 employees across 66
firms. Both participants peers and managers provided information as well as the
participants themselves. According to their findings, task performance was correlated with
both be no balance and compliance. Researchers discovered that three aspect of emotional
intelligence – emotional assessment and expression, emotional regulation and emotional
utilisation were connected to task performance and altruistic behaviour, but not fully to
compliance behaviours.

14) According to Lorenzo, Fariselli, (2008) the study reveals that emotional intelligence is
substantially predictive of performance (66%), stress is marginally predictive (6% to 24%),
and emotional intelligence is predictive of stress management (6.5%) in a sample of 68
professional midwives and ops three traditions working in a large urban Hospital. The study
expands on the first conclusion to determine which particular emotional intelligence talents
are more important in this situation and the differences of effect in seniority (for the most
senior employees the effects or largest.)

15) according to Sachin Gupta the objective was studying the role of emotional intelligence
in managing role conflict Riki and advancing quality of work life and happiness among IT
professionals. Another objective was studying the contribution of emotional intelligence in
total effectiveness of employees. Data were collected through administering the
questionnaires. Srishti cultural applied industry was Pearson’s correlation coefficient test.

50
16) Koman, E. S., & Wolff, S. B. (2008) a multilevel analysis of the effect of emotional
intelligence on team performance is presented in emotional intelligence competencies in
the team and team leader. The effectiveness of the team is examined in connection to the
AI competencies of the team leader. 349 military members from 81 air crew and
maintenance teams participated in the study which was done on them. The findings indicate
a substantial relationship between team leader emotional intelligence and the presence of
emotionally competent group norms(ECGN) in the teams they lead, as well as a relationship
between ECGN and team performance.

17) The research conducted by P. Deepa, Dr. Radha Ganeshkumar (2015) on the study of
emotional intelligence of employs in workplace with the primary objective to study the
emotional intelligence of employs in workplace and secondary objective was to study the
factors considered and their importance and emotion intelligence, to study how employees
Manesar emotions and handle pressure at workplace, who study the barriers in emotional
intelligence at workplace, to provide suggestions to the employees to handle their
emotional intelligence. Sample size undertaken for 200 and population size of 1600.
Sampling design used was nonprobability sampling. Sampling technique applied is
convenience sampling. With the help of structured questionnaire, personally administered
interview technique has been used for collection of primary data from the respondents
while secondary data was acquired from the company records, journals and baileys
websites. Statistical tools used for data analysis were percentage analysis, weighted average
method, chi-square test. It was found that 3.9 is the average score given by the respondents
were awareness about their performance affected by emotional feelings, and 3.8 for guiding
Venus. On the whole the average score of emotional awareness is 3.85. It is also informed
that self-assurance course 4 out of 5 and discusses with 4.1. On the whole the average score
of self-confidence is 4.05 out of 5.

18) research on analytical study of emotional intelligence of Bed students by Randeep Kaur
Objective to investigate the emotional intelligence of weird students. The study aims to
compare the emotional intelligence of the same students on the basis of gender and
stream. Total 60 students were selected for the sample and it was further subdivided into
various categories. The nature of data; collected for the study is quantitative. Hence in the
present context only qualitative treatment has been used to analyze data. Mean, standard
deviation and t-test were employed for such treatment. The major findings of the study Ye
what is that there was a significant difference in two dimensions namely SSA and SSR on the
sevenfold emotional intelligence scale on the basis of gender. However, in the other five
dimensions there is no significant difference.

19) research conducted by U Gunu* and R.O. oladepo or impact of emotional divisions on
employee’s performance and organizational commitment. The study used simple random
sampling technique to select samples. The selected sample size was 120 participants. A
questionnaire was used to collect the data which had close ended questions, 206
questionnaires were distributed and 121 retreat. Simple percentage, graphs, regression and
correlation analysis were used to analyze data collected. The research was able to establish

51
that there is significant relationship between employee’s emotional intelligence and
organizational commitment. The sources of employs emotional intelligence, according to
the variable in in the questionnaire Variation: good understanding of their emotions, they
find it easy to express themselves, they can tell their colleagues how they are feeling at
work, and they do not allow the emotion to control them when making decision at work,
among other operational variables of the emotional intelligence. The research was also able
to establish that there is relationship between employs emotional intelligence and
employee’s performance.

20) research conducted by Jahanvi Bansal, Sapna Rana, Esha Jain on impact of emotional
intelligence Unjha performance. Data was collected through primary source viz. Survey
method by applying a structured questionnaire or emotional intelligence and performance
questionnaires were male to 350 sales executives, having more than two years of working
experience. A total of 276 respondents Mills back to filled questionnaire, 43 questionnaires
were deleted from the further analysis due to incomplete responses finally 233
questionnaires were retained for further analysis resulting in 66.57% response rate. Pearson
product moment correlation and simple linear regression were used as statistical technique.
The results analyzed that based on R square, 10.8% of the total variation in Jab performance
was described by emotional intelligence. The calculation for the beta coefficient is 0.328
which means one unit change or emotional intelligence results in a 32.8 divided change in
job performance. The results analyzed above concluded a substantial positive influence of
emotional intelligence upon the job performance.

52
 3. RESEARCH METHODOLOGY

PROBLEM STATEMENT:
In an organization very less people are able to manage their feelings and emotion and is
often seen to lash out their emotion at workplace creating an unhealthy and conflicting
working environment which prevents the employees to achieve their goal and get easily
distracted due to such emotions. It is very important to control one’s emotions especially
the negative one’s for a positive atmosphere in the organization.

TITLE OF THE RESEARCH STUDY:

“THE STUDY OF EMOTIONAL INTELLIGENCE AT INDOFIL INDUSTRIES LTD. (UNIT-1)”

OBJECTIVES OF THE STUDY:

• PRIMARY OBJECTIVE: To determine the extent to which employees are able to

manage their emotions.

• SECONDARY OBJECTIVE:
I. To determine whether employees recognize one’s emotions and their effects.
II. To determine flexibility in handling change.
III. To determine the readiness to act on opportunity.
IV. How understanding they are towards others feelings.
V. To determine the level of persuasion and effective communication.

RESEARCH DESIGN:
The study is descriptive in nature.

SOURCE OF DATA:
• Primary source: primary source of data and was survey method, was carried out yet
by constructing questionnaire of Likert scale type scoring from 1 to 5; 1- strongly
disagree, 2- disagree, 3- neutral, 4- agree, 5- strongly agree. The data was collected
through structured questionnaire which was divided into two parts respondents
were asked to reveal their personal characteristics in the first part of the
questionnaire that is age, designation, marital status, experience, relationship with
peers and department and second part of the questionnaire consisted of 25
statements that covered all the five dimensions of the motion intelligence.
• Secondary source: the secondary data were collected from various research reports,
websites, books etc.

Sample design: Probabilistic Sampling

Sample size: From the selected 127 respondents which 7 were unfilled, from remaining 119
respondents only 66 returned their filled questionnaire.

Sampling method: simple random sampling.

Data collection tool: Survey method – Questionnaire.

53
Statistical tool: Microsoft Excel is used for data analysis.

Limitations of the study:

I. Time consuming
II. Extensive paper distribution or in other words restriction in use of technology
III. Cost incurring
IV. Some data have to be discarded due to incomplete information received by some
respondents.

54
DATA ANALYSIS

AND

INTERPRETATION

55
 Demographic analysis:

Gender of respondents

Gender Frequency Percentage

Male 61 92.4%
Female 5 7.6%
Total 66 100%
(Table-1)

Gender Frequency
70
61
60
50
40
30
20
10 5
0
Male Female

Gender %

8%

92%

Male Female

Interpretation: Out of 66 respondents only 8% that is 5 employees are female whereas, 92%
of respondents that is 61 employees are male.

56
 Marital Status of Respondents:

Marital status Frequency Percentage

Married 54 81.8%
Not Married 12 18.2%
Total 66 100%
(Table-2)

Marital status
60
50 54
40
30
20
10
12
0
Married Not married

Marital Status %

18%

82%

Married Not married

Interpretation: Out of 66 respondents 18% that is 54 employees are married and 82% that
is 12 employees are unmarried.

57
 Age of the Respondents

Age Frequency Percentage

18yrs-28yrs 17 25.8%
29yrs-38yrs 18 27.3%
39yrs-48yrs 24 36.4%
49yrs-58yrs 7 10.6%
Above 59yrs 0 0%
(Table-3)

Age
30
25
20 24
15 17 18
10
5
7 0
0
18yrs-28yrs 29yrs-38yrs 39yrs-48yrs 49yrs-58yrs Above 59yrs

Age %

11%
26%

36%
27%

18yrs-28yrs 29yrs-38yrs 39yrs-48yrs 49yrs-58yrs

Interpretation: From the data gathered it was seen that maximum employees who worked
in the Indofil industries were from the age between 39 years – 48 years that consists of 36%
of total respondents.

58
 Departments of respondents

Interpretation: From the data gathered out of 66 respondents the maximum data received
was from production department which consisted of 39.4% of total respondents that is 26
employees.

59
 Job Experience

Experience Frequency Percentage

1yr-5yrs 17 25.80%
6yrs-10yrs 10 15.20%
11yrs-15yrs 11 16.70%
16yrs-20yrs 11 16.70%
21yrs-25yrs 11 16.70%
26yrs-30yrs 5 7.60%
31yrs-35yrs 1 1.50%
(Table-4)

Job experience
20
17

15
11 11 11
10
10
5
5
1
0
1yr-5yrs 6yrs-10yrs 11yrs-15yrs 16yrs-20yrs 21yrs-25yrs 26yrs-30yrs 31yrs-35yrs

Job experience %

7% 1%
26%
17%

17% 15%

17%

1yr-5yrs 6yrs-10yrs 11yrs-15yrs 16yrs-20yrs 21yrs-25yrs 26yrs-30yrs 31yrs-35yrs

Interpretation: From the data gathered it was seen that majority of employees had an
experience between 1 years – 5 years that consisted of 26% of respondents that is 17
employees.

60
 Relationship with peers of respondents

Relationship Frequency Percentage

Friendly 43 65.20%
Formal 17 25.80%
Neutral 6 9.10%
(Table-5)

Relationship with peers

50
40
43
30
20
10 17
6
0
Friendly Formal Neutral

Percentage
9%

26%

65%

Friendly Formal Neutral

Interpretation: From the survey conducted it was seen that majority of respondents that
consists of 65% of respondents that is 43 respondents said to have friendly relationship with
their peers.

61
 Age of employees with their experience

Age Count of Overall Job Experience

18 years - 28 years 17

29 years - 38 years 18

39 years- 48 years 24

49 years - 58 years 7

Grand Total 66

(Table-6)
Interpretation: From the data gathered it was seen that majority of
respondents age ranging from 39 years – 48 years had the maximum number
of experiences.

Gender with designation:

Count of Gender Gender

Designation Female Male Grand
Total
Costing Assistant 1 1
Deputy Manager 1 1
EHS officer 1 1
Electrical Engineer 1 1
Emergency medical officer 1 1
Executive 6 6
Executive Engineer 1 1
H.R Executive 1 1
HR manager 1 1
Lady Guard 1 1
Logistic Officer 1 1
Male nurse 1 1
Mechanical engineer 1 1
Medical Assistant 1 1
Not Mentioned 1 1
officer Admin 1 1
P.E boiler 2 2
P.E DCS 1 1
P.E Field 23 23
P.E instrument 2 2
P.E Maintenance 2 2
P.E Utility 1 1
P.S Admin 1 1
Process Engineer 1 1
Q.A Officer 1 1
Receptionist 1 1
Security Gaurd 1 1 2
Senior Executive 2 2

62
 Senior Executive (Q.A) 1 1
Senior Manager 1 1
Shift Manager 2 2
Store Assistant 1 1
Trainee 1 1
Grand Total 5 61 66
(Table-7)
Interpretation: From the gathered data it was found that there were only male workers in
P.E Field. While Female Employees were in Medical, HR department, Security and in trainee.

63
 Self-Awareness

S1. I always know which emotions I am feeling and why Frequency Percentage
Strongly Disagree 0 0.00
Disagree 1 1.52
Neutral 20 30.30
Agree 23 34.85
Strongly Agree 22 33.33

S2. I have a guiding awareness of my values and goals Frequency Percentage

Strongly Disagree 0 0.00
Disagree 2 3.03
Neutral 3 4.55
Agree 31 46.97
Strongly Agree 30 45.45

S3. I am aware of my strengths and weaknesses Frequency Percentage

Strongly Disagree 0 0.00
Disagree 3 4.55
Neutral 6 9.09
Agree 25 37.88
Strongly Agree 32 48.48

S4. I am able to show a sense of humour and perspective about myself Frequency Percentage
Strongly Disagree 1 1.52
Disagree 4 6.06
Neutral 15 22.73
Agree 28 42.42
Strongly Agree 18 27.27

S5. I am decisive, and able to make sound decisions despite uncertainties and Frequency Percentage
pressures
Strongly Disagree 0 0.00
Disagree 3 4.55
Neutral 8 12.12
Agree 31 46.97
Strongly Agree 24 36.36
(Table-8)

64
Mean and Standard Deviation of Self-Awareness Dimension:

Self-Awareness Mean S.D

s1 4 0.83
s2 4.35 0.71
s3 4.30 0.82
s4 3.88 0.93
s5 4.15 0.80
(Table-9)

Self-Awareness
5
4.35 4.30
4.5 4 4.15
3.88
4
3.5
3
2.5
2
1.5
0.83 0.82 0.93 0.80
1 0.71
0.5
0
s1 s2 s3 s4 s5

Mean S.D

Interpretation: From table-9 it is seen that statement 3 (s3) has the highest
mean score of 4.30 corresponding to which standard deviation (S.D) is 0.82.
This shows that majority of respondents are aware of their strength and
weaknesses.

Also, statement 4 (s4) has the mean score of 3.88 which shows that majority of
respondents are not able to show sense of humor and perspective about
themselves.

65
 Self-Regulation

S6. I think clearly and stay focused under pressure Frequency Percentage
Strongly Disagree 2 3.03
Disagree 2 3.03
Neutral 19 28.79
Agree 27 40.91
Strongly Agree 16 24.24

S7. I admit my own mistakes and confront unethical actions in others Frequency Percentage
Strongly Disagree 0 0.00
Disagree 4 6.06
Neutral 7 10.61
Agree 32 48.48
Strongly Agree 23 34.85

S8. I am organized and careful in my work Frequency Percentage

Strongly Disagree 0 0.00
Disagree 1 1.52
Neutral 6 9.09
Agree 26 39.39
Strongly Agree 33 50.00

S9. I smoothly handle multiple demands, shifting priorities, and rapid change Frequency Percentage
Strongly Disagree 1 1.52
Disagree 2 3.03
Neutral 10 15.15
Agree 31 46.97
Strongly Agree 22 33.33

S10. I generate new ideas Frequency Percentage

Strongly Disagree 0 0.00
Disagree 1 1.52
Neutral 11 16.67
Agree 29 43.94
Strongly Agree 25 37.88
(Table-10)

66
Mean and standard Deviation of Self-Regulation dimension:

Self-Regulation Mean S.D

s6 3.83 0.97
s7 4.12 0.83
s8 4.38 0.71
s9 4.08 0.86
s10 4.18 0.76
(Table-11)

Self-Regulation
5.00

4.00 4.38
4.12 4.08 4.18
3.83
3.00

2.00

1.00
0.97 0.83 0.71 0.86 0.76
0.00
s6 s7 s8 s9 s10

Mean S.D

Interpretation: From table-11 it is seen that statement 8 (s8) has the highest mean score of
4.38 corresponding to which standard deviation (S.D) is 0.71.
This shows that majority of respondents are organized and careful in their work.

Also, statement 6 (s6) has the low mean score of 3.83 in this dimension which shows that
majority of respondents are not able to stay focused under pressure.

67
 Motivation

S11. I am results-oriented, with a high drive to meet objectives and standards Frequency Percentage
Strongly Disagree 0 0.00
Disagree 2 3.03
Neutral 13 19.70
Agree 35 53.03
Strongly Agree 16 24.24

S12. I set challenging goals and take calculated risks Frequency Percentage
Strongly Disagree 1 1.52
Disagree 2 3.03
Neutral 13 19.70
Agree 34 51.52
Strongly Agree 16 24.24

S13. I am willing to make personal or group sacrifices to meet a larger organizational Frequency Percentage
goal
Strongly Disagree 2 3.03
Disagree 4 6.06
Neutral 10 15.15
Agree 32 48.48
Strongly Agree 18 27.27

S14. I pursue goals beyond what’s required or expected of me Frequency Percentage

Strongly Disagree 1 1.52
Disagree 2 3.03
Neutral 13 19.70
Agree 32 48.48
Strongly Agree 18 27.27

S15. I am persistent in seeking goals despite obstacles and setbacks Frequency Percentage
Strongly Disagree 0 0.00
Disagree 1 1.52
Neutral 10 15.15
Agree 29 43.94
Strongly Agree 26 39.39
(Table-12)

68
Mean and Standard Deviation of Motivation dimension:

Motivation Mean S.D

s11 3.98 0.75
s12 3.94 0.83
s13 3.91 0.96
s14 3.97 0.85
s15 4.21 0.75
(Table-13)

Motivation
4.50
4.00
4.21
3.50 3.98 3.94 3.91 3.97
3.00
2.50
2.00
1.50
1.00
0.50 0.83 0.96 0.85
0.75 0.75
0.00
s11 s12 s13 s14 s15

Mean S.D

Interpretation: From table-13 it is seen that statement (s15) has the highest mean score of
4.30 corresponding to which standard deviation (S.D) is 0.83.
This shows that majority of respondents are persistent in seeking goals despite obstacles
and setbacks.

Also, statement 13 (s13) has the low mean score of 3.91 in this dimension which shows that
majority of respondents are not willing to make personal or group sacrifices to meet a larger
organizational goal.

69
 Social Awareness

S16. I show sensitivity and understand others’ perspectives Frequency Percentage

Strongly Disagree 0 0.00
Disagree 2 3.03
Neutral 8 12.12
Agree 38 57.58
Strongly Agree 18 27.27

S17. I understand customers’ needs and match them to services or products Frequency Percentage
Strongly Disagree 0 0.00
Disagree 1 1.52
Neutral 10 15.15
Agree 34 51.52
Strongly Agree 21 31.82

S18. I offer useful feedback and identify people’s needs for development Frequency Percentage
Strongly Disagree 0 0.00
Disagree 0 0.00
Neutral 15 22.73
Agree 35 53.03
Strongly Agree 16 24.24

S19. I respect and relate well to people from varied background Frequency Percentage
Strongly Disagree 0 0.00
Disagree 1 1.52
Neutral 7 10.61
Agree 20 30.30
Strongly Agree 38 57.58

S20. I have a good understanding of the forces that shape the views and actions of Frequency Percentage
clients, customers, or competitors
Strongly Disagree 1 1.52
Disagree 1 1.52
Neutral 16 24.24
Agree 31 46.97
Strongly Agree 17 25.76
(Table-14)

70
Mean and Standard Deviation of Social Awareness dimension:

Social Awareness Mean S.D

s16 4.09 0.71
s17 4.14 0.72
s18 4.02 0.69
s19 4.44 0.74
s20 3.94 0.83
(Table-15)

Social Awareness
5.00
4.50
4.00 4.44
4.09 4.14 4.02
3.50 3.94
3.00
2.50
2.00
1.50
1.00
0.50 0.71 0.72 0.69 0.74 0.83
0.00
s16 s17 s18 s19 s20

Mean S.D

Interpretation: From table-15 it is seen that statement 19 (s19) has the highest mean score
of 4.44 corresponding to which standard deviation (S.D) is 0.74.This shows that majority of
respondents are able to respect and relate well to people from varied background

Also, statement 20 (s20) has the low mean score of 3.88 in this dimension which shows that
majority of respondents doesn’t have a good understanding of the forces that shape the
views and actions of clients, customers, or competitors.

71
 Social Skills

S21. I listen well, seek mutual understanding, and fully welcome sharing of information Frequency Percentage
Strongly Disagree 0 0.00
Disagree 2 3.03
Neutral 9 13.64
Agree 29 43.94
Strongly Agree 26 39.39

S22. I step forward to lead as needed, regardless of position Frequency Percentage

Strongly Disagree 3 4.55
Disagree 3 4.55
Neutral 13 19.70
Agree 29 43.94
Strongly Agree 18 27.27

S23. I handle difficult people and tense situations with diplomacy and tact Frequency Percentage
Strongly Disagree 3 4.55
Disagree 3 4.55
Neutral 19 28.79
Agree 26 39.39
Strongly Agree 15 22.73

S24. I promote a friendly, cooperative climate Frequency Percentage

Strongly Disagree 2 3.03
Disagree 7 10.61
Neutral 11 16.67
Agree 32 48.48
Strongly Agree 14 21.21

S25. I model team qualities like respect, helpfulness, and cooperation Frequency Percentage
Strongly Disagree 1 1.52
Disagree 1 1.52
Neutral 7 10.61
Agree 28 42.42
Strongly Agree 29 43.94

(Table-16)

72
Mean and Standard Deviation of Social skills:

Social Skill Mean S.D

s21 4.20 0.78
s22 3.85 1.02
s23 3.71 1.01
s24 3.74 1.00
s25 4.26 0.82
(Table-17)

Social Skill
4.50
4.00 4.26
4.20
3.50 3.85 3.74
3.71
3.00
2.50
2.00
1.50 1.02 1.01 1.00
1.00 0.78 0.82
0.50
0.00
s21 s22 s23 s24 s25

Mean S.D

Interpretation: Interpretation: From table-17 it is seen that statement (s25) has the highest
mean score of 4.26 corresponding to which standard deviation (S.D) is 0.82.This shows that
majority of respondents have team qualities like respect, helpfulness, and cooperation.

Also, statement 23 (s23) has the low mean score of 3.71 in this dimension which shows that
majority of respondents have some problem in handling difficult people and tense
situations with diplomacy and tact.

73
 OVERALL MEAN AND STANDARD DEVIATION OF STATEMENTS

Emotional Intelligence Mean S.D

Self-awareness 4.14 0.82
Self-regulation 4.12 0.82
Motivation 4.00 0.82
Social Awareness 4.12 0.74
Social skills 3.95 0.80
Overall Average 4.07 0.80

(Table-18)

Emotional Intelligence

0.80
Social skills
3.95

0.74
Social Awareness
4.12

0.82
Motivation
4.00

0.82
Self regulation
4.12

0.82
Self awareness
4.14

0.00 0.50 1.00 1.50 2.00 2.50 3.00 3.50 4.00 4.50

S.D Mean

Interpretation: Overall dimension analysis shows that self-awareness has the highest mean
score of 4.14 corresponding to S.D. of 0.82 that means the majority of respondents are
aware about their own emotions and feelings, while Social skill dimension has the lowest
mean score of 3.95 corresponding to the S.D of 0.80 that means majority of respondents
have less E.Q in Social skill which says that they very less communicate effectively, motivate
others or may not be able to resolve conflicts very often.

74
 FINDINGS

• The analysis shows that out of all respondents 92.4% were male that is majority of
people were male and 7.6% were female.
• Majority of respondents consisted of 81.8% married employees and 18.2%
unmarried employees.
• Majority of respondents that is 36.4% were under the range of age of 39 years-48
years.
• Majority of respondents that is 39.4% were in the production department.
• 25.8% of respondents had an experience of 1 year-5year.
• 48.48% of respondents had an Accurate Self-Assessment ability that is of knowing
one’s strength and weaknesses, statement-4 proves that.
• 50% of the respondents were found to be Conscientious that is taking responsibility
for personal performance, statement-8 proves that.
• Only 24.24% strongly agreed to having Self-control that is managing disruptive
emotions and impulses, which is proved by statement-6.
• 39.39% were Optimistic that is are persistent in pursuing goals despite obstacles and
setbacks, statement-15 proves that.
• Only 27.27% of respondents agreed that is 6% disagreed with having Commitment
that is aligning with the goals of the group or organization, statement-13 proves
that.
• 57.58% Strongly agreed with having Leveraging Diversity that is cultivating
opportunities through diverse people, statement-19 proves that.
• Only 25.76% respondents strongly agreed with having Political Awareness that is
reading a group’s emotional currents and power relationship and 24.76% had no
opinion at all that is, were neutral, statement-20 proves that
• 43.94% of respondents strongly agreed on being Change Catalyst that is initiating or
managing change, statement-25 proves that.
• Only 22.73% of respondents agreed having the ability of Conflict Management that
is negotiating and resolving disagreements, statement-23 proves that.
• After overall calculation of mean and standard deviation of all dimension it was
found that Self-awareness had the highest mean score of 4.14 and standard
deviation of 0.82.
• The Lowest mean score was found out in dimension Social Skills of 3.95 mean score
and standard deviation of 0.80.
• Overall mean average came out to be 4.07 while standard deviation of 0.80.

75
 RECOMMENDATION

• There can be on the job learning session by the way of power point presentation
that would give them the statistics on the benefits of emotional intelligence in the
workplace, and lay out your plan for success.

• Before working on developing Emotional intelligence or emotion quotient of

employees of the company first their current level of emotional intelligence should
be measured. There are different tests to measure that such as MSCEIT, ESCI, Genos
etc.

• A book can be purchased on emotional intelligence, and it should be made

mandatory on reading that book by every employee and after that there can be
holding discussion groups in conference room and knowing what they learnt from
the book and share their opinions on it.

• From the findings it was seen that Indofil lack the social skills more compared to
other dimensions so this dimension should be more focused on by providing training
in that.

• Some TED talks on emotional intelligence should be arranged for more

encouragement.

• Like every company organizes trips and tours once in a while there can be some
refreshing games and role playing that would represent emotional intelligence
importance and how it’s absence would create problems at workplace .

• After giving them knowledge and training on emotional intelligence, the training
should be evaluated by conducting the EI or EQ test.

76
 CONCLUSION

Having technical, political, economic knowledge is not only required now-a-days as a human
resource but ability to manage one’s and other’s emotion in any circumstances proves to be
of as importance as any other knowledge and awareness. Emotional intelligence plays an
important role for employees in the organization. Handling and controlling emotions is an
important requirement for Managers as well as their employees. Emotional intelligence
awareness helps to increase organizational commitment, improve productivity, efficiency,
retain best talent and motivate the employees to give their best. The workplace should be
better so that employees can have a better team work, find solution for the problems,
group mission and self-confidence among employees. Emotional intelligence will bring
better adaptability, empathy towards others, leadership qualities and understanding among
colleagues.
Most of the organization now-a-days are hiring those employees who are emotionally
intelligent, so that they can face any problems and challenges without getting panic or
drifting away from the company’s objective.

The research from the study concludes that emotional intelligence is connected with every
point of workplace performance and plays a vital role in the organizations. If one wishes to
be successful in life Emotional intelligence Is one of the keys to it.

77
 REFERNCES

• Dr. Desti Kannaiah & Dr. R. Shanthi (2015) A Study on Emotional Intelligence at Work
Place, Vol.7, No.24.
• Dr. R. Shanthi & V.Rajeshwari (2018) Level of Emotional Intelligence among Teaching
Faculties in Namakkal, Tamilnadu, Vol 5, Issue 4.
• M.Kanimozhi & A. Vinothkumar (2018) Impact of emotional Intelligence on Job
Satisfaction, Vol 5, issue 4.
• Ehsan Najafpour (2008) An investigation of the relationship between emotional
intelligence and job involvement in a Penang manufacturing company.
http://eprints.usm.my/25358/1/An_investigation_of_the_relationship_between_em
otional.pdf
• Deepti Sinha (2016) STUDY OF EMOTIONAL INTELLIGENCE AMONGST THE
EMPLOYEES OF SERVICE SECTOR
https://www.researchgate.net/publication/315516543_STUDY_OF_EMOTIONAL_INT
ELLIGENCE_AMONGST_THE_EMPLOYEES_OF_SERVICE_SECTOR
• Pallavi Panguluri and N. Deepa Mohan (2018) Conceptual paper on emotional
Intelligence, Vol 5, Issue 4
• Vimala Devi. M (2018) A STUDY ON EMOTIONAL INTELLIGENCE AMONG EMPLOYEES
IN CHOLA TEXTILES (P) LTD. IN VEDASANDUR, DINDIGUL DISTRICT vol 4, issue 4
• Dr. Sandhya Mehta and Namrata Singh (2013) A Review paper on emotional
intelligence: Models and relationship with other constructs, Vo. 4, No.3
• Nasrijul Rivai, Erni Masdupi and Syahrizal (2018) Effect of Emotional Intelligence,
Work Environment, and Work Stress on Work Productivity, vol. 64
• Dr. Shaikh Khamruddin (2018) IMPACT OF EMOTIONAL INTELLIGENCE ON
MANAGERIAL PERFORMANCE, vol. 5, issue 4
• Qaiser Suleman, Makhdoom Ali Syed, Ziarab Mahmood, Ishtiaq Hussain (2020)
Correlating Emotional Intelligence With Job Satisfaction: Evidence From a Cross-
Sectional Study Among Secondary School Heads in Khyber Pakhtunkhwa, Pakistan,
vol. 11 No. 240
• Sachin Gupta (2014)
https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2395216
• Dr. Anjali Rai and K. Venkata Rao (2014) A Comprehensive Study of Emotional
Intelligence Practice for an Effective Organization, Vol. 4, Issue 3
• U gunnu and R O Oladepo (2014) Impact of Emotional Intelligence on Employees’
Performance and Organizational Commitment: A Case Study of Dangote Flour Mills
Workers, Vol. 20.
• https://www.tofler.in/indofil-industries-
limited/company/U24110MH1993PLC070713

78
 ANNEXURE

EMOTIONAL INTELLIGENCE ANALYSIS QUESTIONNAIRE

SURVEY ON EMOTIONAL INTELLIGENCE

EMOTIONAL INTELLIGENCE: Emotional intelligence or EI is the ability to understand

and manage your own emotions, and those of the people around you.

PURPOSE OF THIS SURVEY: To get the data regarding your emotional stability and ability to
control

Fill out the following Details:

EMPLOYEE: A. Permanent B. Contract based

Department: ___________________________ (Specify here)
Gender : A. FEMALE B. MALE
Designation: _________________________________________(Specify here)
Age: ________________ (Specify here)
Overall Job Experience: __________________ Years.
Marital status: A. Married. B. Unmarried C. Engaged but not married
Relationship with Peers: A. Friendly. B. Formal. C. Neutral

ACCORDING TO YOUR OPINION TICK ANY ONE OPTION FROM 1 TO 5.

QUES. QUESTIONS Strongly Disagree Neutral Agree Strongly

NO. Disagree Agree
1 I always know which emotions I am feeling and 1 2 3 4 5
why
2 I have a guiding awareness of my values and goals 1 2 3 4 5

3 I am aware of my strengths and weaknesses 1 2 3 4 5

4 I am able to show a sense of humour and 1 2 3 4 5

perspective about myself
5 I am decisive, and able to make sound decisions 1 2 3 4 5
despite uncertainties and pressures
6 I think clearly and stay focused under pressure 1 2 3 4 5

7 I admit my own mistakes and confront unethical 1 2 3 4 5

actions in others
8 I am organized and careful in my work 1 2 3 4 5

79
 9 I smoothly handle multiple demands, shifting 1 2 3 4 5
priorities, and rapid change
10 I generate new ideas 1 2 3 4 5

11 I am results-oriented, with a high drive to meet 1 2 3 4 5

objectives and standards
12 I set challenging goals and take calculated risks 1 2 3 4 5

13 I am willing to make personal or group sacrifices to 1 2 3 4 5

meet a larger organizational goal
14 I pursue goals beyond what’s required or expected 1 2 3 4 5
of me
15 I am persistent in seeking goals despite obstacles 1 2 3 4 5
and setbacks
16 I show sensitivity and understand others’ 1 2 3 4 5
perspectives
17 I understand customers’ needs and match them to 1 2 3 4 5
services or products
18 I offer useful feedback and identify people’s needs 1 2 3 4 5
for development
19 I respect and relate well to people from varied 1 2 3 4 5
backgrounds
20 I have a good understanding of the forces that 1 2 3 4 5
shape the views and actions of clients, customers,
or competitors

21 I listen well, seek mutual understanding, and fully 1 2 3 4 5

welcome sharing of information

22 I step forward to lead as needed, regardless of 1 2 3 4 5

position
23 I handle difficult people and tense situations with 1 2 3 4 5
diplomacy and tact
24 I promote a friendly, cooperative climate 1 2 3 4 5

25 I model team qualities like respect, helpfulness, 1 2 3 4 5

and cooperation

80