PROJECT REPORT

Submitted by

DIVYA.B.RRegister No: 731511631013in partial fulfillment for the award of the degree

of

MASTER OF BUSINESS ADMINISTRATION

IN

DEPARTMENT OF BUSINESS ADMINISTRATION

K.S.R.COLLEGE OF ENGINEERING

TIRUCHENGODE-637 215

JUNE-2013K.S.R.COLLEGE OF ENGINEERING

TIRUCHENGODE-637215

DEPARTMENT OF BUSINESS ADMINISTRATION

PROJECT WORKJUNE-2013This is to certify that the Project entitled

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

DIVYA.B.RREGISTER NO: 731511631013

Of MBA during the year 2011-2013

PROJECT GUIDE HEAD OF THE DEPARTMENT

Submitted for the Project Viva-Voce examination held on______

INTERNAL EXAMINER EXTERNAL EXAMINER

DECLARATION

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

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

Signature of the candidate

DIVYA.B.R Reg.no:731511631013I certify that the declaration made above by the candidate is true.

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

Signature of the guide

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

ACKNOWLEDGEMENTI would like to place my sincere thanks and gratitude to our chairman of KSR COLLEGE OF ENGINEERING, Lion Dr.K.S.RANGASAMY, MJF, for providing me the needed facilities to do my project work.

I express my sincere thanks to our principal Dr.N.RENGARAJAN, B.Sc., B.Tech., ME., Ph.D., and Vice Principal Dr.K.KALIANNAN, B.Sc., M.Tech. MS., M.B.A, M.Phil., Ph.D., for their support given to me in carrying out the project work.

I like to express my thanks to our director Dr.K.MOORTHY, B.E (Hons), M.E., Ph.D., for the encouragement given during the project work.

I like to express my sincere thanks to our Head of the Department of Business Administration Dr.S.M.UVANESWARAN, M.B.A., M.Com, M.Phil, (EDP), M.Phil. (Commerce), PGDCA., Ph.D. for his support during the project work.

I express my sincere gratitude to my guide Ms.S.KALAIVANI, M.B.A., M.Phil., M.S.W., Assistant Professor Department of Business Administration, for her valuable guidance and suggestions during each stage of this project work.

I express my sincere gratitude to my Mr.P.MUTHUVELAPPAN, SENIOR VICE PRESIDENT HRD, Sakthi Sugars Limited for giving me permission to block project work.

Last but not least, I express my sincere thanks to my beloved teachers, friends and family members who supported me in this endeavour.DIVYA.B.R CONTENTS

CHAPTER NODESCRIPTIONPAGENO

LIST OF TABLES

LIST OF CHARTS

ABSTRACT

1INTRODUCTION

1.1 Introduction about the study

1.2 Introduction about the industry

1.3 Introduction about the company

2MAIN THEME OF THE PROJECT

2.1 Review of literature

2.2 Objectives of the study

2.3 Scope of the study

2.4 Research Methodology

2.5 Limitations of the study

3DATA ANALYSIS AND INTERPRETATION

4FINDINGS,SUGGESTION AND CONCLUSION

4.1 Findings

4.2 Suggestions

4.3 Conclusion

REFERENCES

APPENDICES

LIST OF TABLES

Table NoTitle of the tablesPage No

3.1Sex of the respondents

3.2Age of the respondents

3.3Marital status of the Respondents

3.4Type of family of the respondents

3.5Ownership of the house of the respondents

3.6Awareness of moods and feelings

3.7Opinion on dealing with facts

3.8Judge others feelings by their voice

3.9Involved with others feelings

3.10Opinion on advised others

3.11Opinion on judging by their face

3.12Awareness to knew when a person is trying to be analysed

3.13Opinion on blocking out the feelings

3.14Opinion about the performance in tense situation

3.15Awareness through feelings when things go wrong

3.16Opinion about the performance when the working environment pleasant

3.17Mingle with others

3.18Awareness on free from tension of your co-workers

3.19Awareness of negative thinking

3.20Opinion about blaming others when thing go wrong

3.21Awareness on how emotion leads to anger

3.22Awareness on becoming angry

3.23Opinion on telling truth

3.24Opinion on helping others to manage their emotions

3.25Will you according to your conscious

3.26Awareness on feeling other persons emotions

3.27Opinion on controlling the self emotions

3.28Opinion on understanding why people get angry

3.29Opinion on paying attention to the world around

3.30Concentrate in others activities

LIST OF THE CHARTS

Table NoTitle of the chartsPage No

3.1The chart shows Sex of the respondents

3.2The chart shows Age of the respondents

3.3The chart shows Marital status of the Respondents

3.4The chart shows Type of family of the respondents

3.5The chart shows Ownership of the house of the respondents

3.6The chart shows Awareness of moods and feelings

3.7The chart shows Opinion on dealing with facts

3.8The chart shows Judge others feelings by their voice

3.9The chart shows Involved with others feelings

3.10The chart shows Opinion on advised others

3.11The chart shows Opinion on judging by their face

3.12The chart shows Awareness to knew when a person is trying to be analysed

3.13The chart shows Opinion on blocking out the feelings

3.14The chart shows Opinion about the performance in tense situation

3.15The chart shows Awareness through feelings when things go wrong

3.16The chart shows Opinion about the performance when the working environment pleasant

3.17The chart shows Mingle with others

3.18The chart shows Awareness on free from tension of your co-workers

3.19The chart shows Awareness of negative thinking

3.20The chart shows Opinion about blaming others when thing go wrong

3.21The chart shows Awareness on how emotion leads to anger

3.22The chart shows Awareness on becoming angry

3.23The chart shows Opinion on telling truth

3.24The chart shows Opinion on helping others to manage their emotions

3.25The chart shows Will you according to your conscious

3.26The chart shows Awareness on feeling other persons emotions

3.27The chart shows Opinion on controlling the self emotions

3.28The chart shows Opinion on understanding why people get angry

3.29The chart shows Opinion on paying attention to the world around

3.30The chart shows Concentrate in others activities

ABSTRACT

The research is on the basis of A STUDY ON THE ROLE OF SELF MONITORING ON EMOTIONAL INTELLIGENCE OF THE WORKERS IN SAKTHI SUGARS LTD, APPAKUDAL. Due to changes in technology and to meet various demands of the employees and to withstand the place in the Global market the company has to focus on employees satisfaction on major areas like job security, job satisfaction, medical facilities, canteen facilities, rewards, ESI, etc.

Surveys are an effective way of knowing about workers Emotional Intelligence in the organization. While exit interviewers are generally used, they are a delayed way of knowing the Emotional Intelligence. The study was based on the Descriptive research design. The sampling design being used here is Simple Random Sampling. The sample size is 150. Thus this report seeks to utilize primary research, through Structured Questionnaires and primary method involves data collection through magazines and websites. The tools being used for analysis and interpretation are Chi-square test and five point linkert scale.

CHAPTER-1

1.1 INTRODUCTION ABOUT THE STUDY

INTRODUCTION The quality of life is the quality of ones relationship

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

Emotional intelligence: a primer

Emotional intelligence refers to a different way of being smart which results in outstanding performance at work. It deals with, how well one manager himself and his relationships, how well one can work on a team, his ability to lead, his capacity to anticipate future. It is trying to be very direct, very assertive and making hard decision intelligently, with empathy.

Emotional intelligence has got a lot to do with assertiveness, smartness, decision making, and empathy etc emotional intelligence matters move as climbs up the hierarchy of an organization.Meaning of emotional intelligence

Emotional intelligence also called EI and often measured as an emotional intelligence quotient or EQ is described as an ability, capacity, or skill to perceive , access and manage the emotions of the ones self others and groups.

Emotional intelligence refers to emotional awareness and emotional management skills which provide the ability to balance emotion and reason so as to maximize long-term happiness emotional intelligence components like self awareness, ability to manage moods, motivation, empathy and social skills such as co-operation and leadership.

Definition of emotional intelligenceEmotional intelligence refers to an ability to recognize the meaning as of emotions and to reason and problem solving on the basis of them and it involves The capacity to perceive emotions, assimilate emotion-related feelings, understand the information of those emotions and manage them.

-John Mayer, David Caruso, Peter Salovey (2000)Emotional intelligence is an array of non cognitive capabililities, competencies, and skills that influence ones ability to succeed in coping with environmental demands and pressures.

-Reuven Bar on (2000)Emotional quotient vs. Intelligence quotient:

For a long time the means of measuring cognitive intelligence has been the intelligence quotient testing. This was dominating the view of the society as regards human potential. In fact, cognitive intelligence is the ability to concentrate, plan to organize, to use words and understand them and absorb to interpret facts. Intelligence quotient is a measure of an individuals memory, vocabulary and visual motor coordination. These contribute to doing well in life. But intelligence quotient cannot totally produce success in life as success can be predicted to an extent of 20% only.

Emotional quotient, on the other hand, has been found to be directly responsible for the remaining percentage of job success.

The five factors that are most responsible for success are all reflections of emotional intelligence only. These factors are: Working harder and smarter than others around.

Having a supportive husband or wife.

Getting along well with people.

Being honest with all people.

Being disciplined.

Intelligence quotient gets well set early. It will be at its peak when the individual is in his tense and remains constant thereafter. It drops down when the person becomes old. Emotional quotient is not a fixed entity, it remains gradually to an average around 102-105 remains there till the person is aged around 40 years. After the age of 50 years the tendency if the decline, but there will be no step decline. This pattern is the same for both men and women.Person become wiser as they grow older, older people make significant contribution in the workplace. Employers who are sharp in business matters tie up well with emotional intelligence staff belonging to the younger generation along with mature individuals. The elders add the needed stability since they have a firmer grip on reality.Emotions occupy important place in human life. It is vital to success in every area of life and it can be developed. The challenge is to manage the emotional life with intelligence. The strong feelings when well exercised lead wisdom. It guides our thinking and our values. Why are organizations interested in developing emotional intelligence?According to studies, emotional intelligence is on the decline across all economic groups across all cultures. The most telling signs of this are in rising rates among young people. The generation that is falling behind in emotional intelligence is entering work forces today.As a result a survey of American employer (Stephen P.Robbins (1995) More than 50 percent of the people who work for them lack the motivation to keep learning and improving in the job. 4 in 10 people are not able to work co-operatively with fellow employees.

Only 19 percent of entry level applicants have enough self-discipline in their work habits.

Billions of dollars are wasted on development programs leading to a less than desired return on development programs leading to a less than desired return on investment in leadership training.

70 percent of all change initiatives are not netting the desired results due to people issues-ability to lead, work with others in teams, take initiative deal with change, etc.

How do organization benefit having employee with emotional intelligence? (DanielGoleman-1995)When it comes to technical skill and the core competences that make a company competitive, the ability to outperform others depends on the relationships of the people involved which ultimately relates to the degree of emotional intelligence of its employees and leaders.

And there is a ripple effect leader processing emotional intelligence will create an effective work climate that will further develop emotional intelligence at the subordinate levels. Studies show that, outstanding organizations that employ individual with a high degree of emotional intelligence hold the following in common.Applying emotional intelligence in organization:

Emotional intelligence has a number of applications, both business and non-business. It can be instrumented in many areas in the work place and can achieve organizational development. None of the immediate benefits or emotional intelligence are increasing productivity, speeding up adaptation to change , developing leadership skills simulating creating and co-operation , responding effectively to competition , encouraging innovative thinking , improving work environment, reducing stress had and developing sense of competence. All these can be achieved by applying emotional intelligence in the following areas

Filling organization positions. Work life

Leadership effective

Handling instruction Stress management

Conflict resolution

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

Emotional intelligence stimulates for interpreting an event in its right perspective by: Daniel Goleman (1995)1. Recognizing the event of work and in life and what cognitions it elicits.2. Becoming aware of the effects of such cognitions on the physical and emotional responses.3. Systematically evaluating the objective sequence of the event.

4. Replacing self-defecting cognitions that unnecessarily arise stress.Managing Emotions:Managing emotions at work place and in other walks of life is essential for success. There are certain emotions like far, anger etc which should be controlled as they affect life adversely. Similarly, the emotions which are gratifying like happiness; contentment etc. Should be developed and emphasized. Employees in an organization can several methods for managing their emotions effectively. Some prominent methods are presented here which as follows,1. Understanding desired emotional skills

2. Recognizing emotions

3. Developing higher self esteem

4. Learning to attain self defined goals.

5. Delaying with emotional upsets.

1. Understanding desired emotional skillsDeveloping and managing emotional intelligence call for an actuation of certain emotional skills. Employees performing different jobs at work place may require different types of emotional skills certain emotional skills are required for all types of employees particularly falling in managerial category. Researchers have identified such skills which are as follows.Self awareness, managing emotions, empathy , ao-operation, resolving conflicts, etc..2. Recognizing emotions

Recognizing emotions though emotional self-reflective awareness is pre requisite for managing emotions if a person is able to recognize his emotions he will be able to manage them as he can emphasize positive emotions and control negative emotions.3. Developing higher self-esteem:Self esteem of a person is related to how he perceives about his ability with others. High self esteem is necessary for being happy and successful because it not only gives a person a realistic confidence in himself but also the ability to handle advertise and against this low self-esteem leads to feelings of failure and the person concerned has a tendency to avoid confronting problems because of the belief that he cannot solve these problems.Feelings of high and low self esteem:

High self esteem:Competent NeededConfidence Co-operativeValuable TrustedUseful

In controlProductive IntegrityLow self esteem:Afraid

DistrustfulAlone

NeglectedBurden

DisapprovedBetrayed SuspiciousUnsure

Vindictive 4. Learning to attain self defined goals: For engaging in constructive behaviours and developing positive emotions, it is desirable that one must define ones goals and learn how to attain those goals should determined for a longer period and to manage these while determining long term goals case should be taken that the goals are set on the basis of reality of the situation and should not be merely wishful thinking. Further the goals get should be challenging thought not unattainable, challenging goals provide motivation to people for better performance.

5. Dealing with emotional upsets: Dealing with emotional upsets is an important skill required for managing emotions whether in organizations or at other places. Because of situations, influence, everyone is likely to experience negative feelings for some final.1.2 INTRODUCTION ABOUT THE INDUSTRY

Sugars are a major form of carbohydrates and are found probably in all green plants. They occur in significant amounts in most fruits and vegetables. There are three main simple sugars sucrose, fructose and glucose. Sucrose is in fact a combination of fructose and glucose and the body quickly breaks down into these separate substances. The Need for Energy

All energy stored in food is derived originally from the sun and it is made by green plant life. The sun's energy acts upon the green chemical "chlorophyll" in the leaves of plants to produce sugars and starches from the carbon-dioxide in the atmosphere and the water from the roots by a process known as Photosynthesis. These carbohydrates (starches and sugar) acts as a plants food and energy supply. The energy need of human body is largely dependent on the carbohydrates that are derived from plants.

A Balanced Diet

A balanced diet can come from a variety of different foods, calculated to give the desired levels of carbohydrates, proteins, fats, vitamins and minerals. Nutritional scientists advocate that carbohydrates should provide at least 50% of over energy requirements.

History

The discovery of sugarcane, from which sugar as it is known today, is derived dates back unknown thousands of years. It is thought to have originated in New Guinea, and was spread along routes to Southeast Asia and India. The process known for creating sugar, by pressing out the juice and then boiling it into crystals, was developed in India around 500 BC.

Its cultivation was not introduced into Europe until the middle-ages, when it was brought to Spain by Arabs. Columbus took the plant, dearly held, to the West Indies, where it began to thrive in a most favourable climate. It was not until the eighteenth century that sugarcane cultivation was began in the United States, where it was planted in the southern climate of New Orleans. The very first refinery was built in New York City around 1690; the industry was established by the 1830s. Earlier attempts to create a successful industry in the U.S. did not fare well; from the late 1830s, when the first factory was built. Until 1872, sugar factories closed down almost as quickly as they had opened. It was 1872 before a factory, built in California, was finally able to successfully produce sugar in a profitable manner. At the end of that century, more than thirty factories were in operation in the U.S.Manufacturing Process and Technology

Sugar (sucrose) is a carbohydrate that occurs naturally in every fruit and vegetable. It is a major product of photosynthesis, the process by which plants transform the sun's energy into food. Sugar occurs in greatest quantities in sugarcane and sugar beets from which it is separated for commercial use. The natural sugar stored in the cane stalk or beet root is separated from rest of the plant material through a process known as refining.

For sugarcane, the process of refining is carried out in following steps

Pressing of sugarcane to extract the juice.

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

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

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

Crystallizing, drying and packaging the refined sugar

Beet sugar processing is similar, but it is done in one continuous process without the raw sugar stage. The sugar beets are washed, sliced and soaked in hot water to separate the sugar -containing juice from the beet fiber. The sugar-laden juice is then purified, filtered, concentrated and dried in a series of steps similar to cane sugar processing.

For the sugar industry, capacity utilization is conceptually different from that applicable to industries in general. It depends on three crucial factors the actual number of ton of sugarcane crushed in a day, the recovery rate which generally depends on the quality of the cane and actual length of the crushing season.

Since cane is not transported to any great extent, the quality of the cane that a factory receives depends on its location and is outside its control. The length of the crushing season also depends upon location with the maximum being in south India.

TYPES OF SUGAR

Granulated Sugar

Granulated sugar is the pure crystalline sucrose. It can be classified into seven types of sugar based on the crystal size. Most of these are used only by food processors and professional bakers. Each crystal size provides unique functional characteristics that make the sugar appropriate for the food processor's special need.There are many different types of granulated sugar. Most of these are used only by food processors and professional bakers and are not available in the supermarket. The types of granulated sugars differ in crystal size. Each crystal size provides unique functional characteristics that make the sugar appropriate for the food processor's special need.

"Regular" Sugar, Extra Fine or Fine Sugar

"Regular" sugar, as it is known to consumers, is the sugar found in every home's sugar bowl and most commonly used in home food preparation. It is the white sugar called for in most cookbook recipes. The food processing industry describes "regular" sugar as extra fine or fine sugar. It is the sugar most used by food processors because of its fine crystals that are ideal for bulk handling and are not susceptible to caking.

Fruit Sugar

Fruit sugar is slightly finer than "regular" sugar and is used in dry mixes such as gelatine desserts, pudding mixes and drink mixes. Fruit sugar has a more uniform crystal size than "regular" sugar. The uniformity of crystal size prevents separation or settling of smaller crystals to the bottom of the box, an important quality in dry mixes and drink mixes.

Bakers Special

Bakers Specials crystal size is even finer than that of fruit sugar. As its name suggests, it was developed specially for the baking industry. Bakers Special is used for sugaring doughnuts and cookies as well as in some commercial cakes to produce fine crumb texture.

Superfine, Ultrafine, or Bar Sugar

This sugar's crystal size is the finest of all the types of granulated sugar. It is ideal for extra fine textured cakes and meringues, as well as for sweetening fruits and iced-drinks since it dissolves easily. In England, a sugar very similar to superfine sugar is known as caster or castor, named after the type of shaker in which it is often packaged.

Confectioners (Powdered) Sugar

This sugar is granulated sugar ground to a smooth powder and then sifted. It contains about 3% corn starch to prevent caking. Confectioners sugar is available in three grades ground to different degrees of fineness. The confectioners sugar available in supermarkets is the finest of the three and is used in icings, confections and whipping cream. The other two types of powdered sugar are used by industrial bakers. Coarse Sugar

The crystal size of coarse sugar is larger than that of "regular" sugar. Coarse sugar is normally processed from the purest sugar liquor. This processing method makes coarse sugar highly resistant to colour change or Inversion (natural breakdown to fructose and glucose) at high temperatures. These characteristics are important in making fondants, confections and liquors.

Sanding Sugar

Another large crystal sugar, sanding sugar, is used mainly in the baking and confectionery industries to sprinkle on top of baked goods. The large crystals reflect light and give the product a sparkling appearance.

Sugar produced in India is mainly of granulated type. Granulated sugar is further classified in to various types based on colour and grain size. According to the Indian Standards Specifications (ISI), there are around 20 grades of sugar based on the grain size and colours. The colour series has four grades designated as 30,29,28 and 27, while the grain size has five grades namely A, B, C, D, E. Bulk of production in the country is of C, D and E grains, branded as large, medium and small and has color specification of 30. The D grade produced in the country is comparable to world standards.

Brown Sugars - Turbinado Sugar

This sugar is a raw sugar which has been partially processed, removing some of the surface molasses. It is a blond color with a mild brown sugar flavor and is often used in tea.

Brown Sugar (light and dark)

Brown sugar consists of sugar crystals coated in molasses syrup with natural flavor and color. Many sugar refiners produce brown sugar by boiling a special molasses syrup until brown sugar crystals form. A centrifuge spins the crystals dry. Some of the syrup remains giving the sugar its brown color and molasses flavor. Other manufacturers produce brown sugar by blending special molasses syrup with white sugar crystals. Dark brown sugar has more color and a stronger molasses flavor than light brown sugar. Lighter types are generally used in baking and making butterscotch, condiments and glazes. Dark brown sugar has a rich flavor that is good for gingerbread, mincemeat, baked beans, plum pudding and other full flavored foods.

Muscovado or Barbados Sugar

Muscovado sugar, a British specialty brown sugar, is very dark brown and has a particularly strong molasses flavor. The crystals are slightly coarser and stickier in texture than "regular" brown sugar.

Free Flowing Brown Sugars

These sugars are fine, powder-like brown sugars that are less moist than "regular" brown sugar. Since it is less moist it does not lump and is free-flowing like granulated white sugar.

Demerara Sugar

Popular in England, Demerara sugar is a light brown sugar with large golden crystals which are slightly sticky. It is often used in tea, coffee or on top of hot cereals.

Liquid Sugars

Liquid sugars were developed before today's methods of sugar processing made transport and handling granulated sugars practical. There are several types of liquid sugar. Liquid sucrose (sugar) is essentially liquid granulated sugar and can be used in products wherever dissolved granulated sugar might be used. Amber liquid sucrose (sugar) is darker in colour and can be used where the cane sugar flavour is desirable and the non-sugars are not a problem in the product.

Invert Sugar

Inversion or chemical breakdown of sucrose results in invert sugar, an equal mixture of glucose and fructose. Available commercially only in liquid form, invert sugar is sweeter than granulated sugar. One form of liquid invert was specially developed for the carbonated beverage industry and can be used only in liquid products. This liquid sugar is actually part invert sugar combined with part dissolved granulated sugar. Another type, named total invert sugar syrup, is commercially processed and is almost completely invert sugar. It is used mainly in food products to retard crystallization of sugar and retain moisture.

Sugar and Health:

Sugar has Medical Value Apart from sugar being a cheapest instant source of energy, it has several medical & therapeutically values. Some of them are as elaborated below.

Sugar for Oral Dehydration

Sugar is extremely valuable in treatment of severe infantile diarrhea, a serious problem that kills around 3.5 million children in a year in underdeveloped countries. Oral re-hydration treatment (restoring of liquids by mouth) is used for infants with diarrhea due to cholera or re-hydrating viruses. It is simpler and easier to mix sugar with salt to treat de-hydration children even in the most remote areas. Further studies prove that oral sucrose was an effective as intravenous treatment in retaining re-hydration.

Sugar Heals Wounds

Sugar has tremendous healing power. Sugar helps in wiping out infections in all types of wounds and speed up the healing time as well. Fills up sugar in the open wounds and it dissolves in tissue where micro organism cannot survive.1.3 INTRODUCTION ABOUT THE COMPANYSAKTHI SUGARS (PVT) LIMITED In 1921, Pollachi was a tiny village, way too modest compared to the bustling town it is today. But it was here, P.Nachimuthu Gounder laid the foundation for Sakthi Group. It was in this year P.Nachimuthu Gounder broke away from his traditional business of hiring bullock carts and pioneered into passenger transport service. From then on, there was no lookingback.

He envisaged the path and showed others its means.He founded the Anamallais Bus Transport (ABT), the parent organization of the Sakthi Group in 1931 with 21 buses. It eventually grew into a network covering almost all of South India. After three decades Sakthi Sugars Limited was established in the year 1961, withcommercial production of Sugar commencing in the year 1964 at its Sakthinagar Sugar plant.

Today it has in its fold four Sugar plants with three of them in Tamil Nadu located at sakthinagar, Sivaganga and Modakurichi and one plant in Orissa at Dhenkanal. With the aggregate capacity of 19,000 Tons of cane Crush per Day (TCD), Sakthi Sugars Limited is one of the largest producers of Sugar in the country.

Expanding its industrial presence, Sakthi Sugars Limited diversified intomanufacturing of industrial Alcoholin the year 1972 at Sakthinagar.

Soya Productsis another range of products manufactured by Sakthi Sugars Limited. It has an advanced Soya processing unit with refinery complex near Pollachi, Tamil Nadu.

The company has also installed threeCo-generation Power plantsat its sugar factories in Tamil Nadu. The combined capacity of power production of these plants is 92 Mega Watt. After meeting the power requirements of the sugar plants the excess power generated is exported to the power grid. Sakthi Sugars Limited is one of the important members of the Sakthi Group contributing a large share of revenue to the group's turnover. As a dutiful corporate, Sakthi Group has set up many educational and charitable institutions, hospitals and religious centers. It has created ample employment opportunities for rural youth through its multi-fold agro-based institutions and other industries.

COMPANY PROFILEName of the company

Date of EstablishmentSakthi sugars ltd

1961

Market Cap1107.9009039 ( Rs. in Millions )

Corporate AddressSakthi Nagar,Bhavani Taluk, Erode-638315, Tamil Naduwww.sakthisugars.com

Management DetailsChairperson - N Mahalingam MD - M ManickamDirectors - B Elangovan , C Rangamani, Chandran P K , Gurumurthy, K Davidson , M Balasubramaniam, M Manickam, , M Srinivaasan, N K Vijayan, N Mahalingam, P K Chandran, Rangamani Chakravarthi , S Doreswamy , S Baskar, S Muthuvelappan, S Usha, V K Swaminathan , V M Manogaran

Business OperationSugar

BackgroundSakthi Sugars,established in 1964, is one of the largest producers of sugar in India with a capacity of over 13,500 tonnes of cane crushing per day. Sakthi Sugar has units / plants in the states of Tamil Nadu and Orissa.

Sakthi Sugars first unit, set up by the riverside of Bhavani, has outbeaten many records in performance like the 17 lakh tonnes of cane crush in 2001-02. The unit also bagged

Company SecretaryS.Baskar

AuditorsPN Raghavendra Rao & Co

Sakthi Sugars (pvt) ltd

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

Distillery Divisions:-

It was commissioned in 1972 to produce industrial Alcohol. The initial capacity of distillery division was 135 lack litters.

Plant Location:

Awards:-

YearAwards

1987-88Common Certification for Achieving Higher Standards of technical Efficiency

1987-88Lowest Total Losses

1988-89Highest Mill Efficiency

1988-89Lowest Total Sugar Losses

1988-89Achieving Higher Standards of technical Efficiency

1989-90Lowest Total Sugar Losses

1989-90Achieving Higher Standards of technical Efficiency II Prize

1992-93The Special Award for Superior Quality Export Sugar

1995National Safety Award SN-I

1996National Safety Award SN-II

1997National Safety Award SN-I

1997National Safety Award SN-I

1998-2000National Efficiency Award

2005-06National Safety Award SN-I&II

2007National Safety Award SN-I&II

CHAPTER-2

MAIN THEME OF THE PROJECT

2.1 REVIEW OF LITERATURE The review of literature helps the researcher to have an in depth knowledge about the subject. A through review of the literature will expose the researcher to previous researcher conducted, their area of study, etc. The literature on previous studies will help the researcher on the limitations of the study and there by the researcher could to take insure to overcome them.

The following are the earlier studies that have been conducted by various researchers in the area of EMOTIONAL INTELLIGENCE.

R.S.DWIVEDI[2000], in this study on identifying Emotional Intelligence related competencies among highly successful manager for corporate success states that there is a close relationship between corporate success and the Emotional Intelligence of its leaders

BINA[2002], in her study on, Case of Emotional Decision Making(EDM)-A study in Coimbatore, examined the influence of individual family members in the purchase decision of a very important consumer durable. A car. She inferred that the family was a major influence on the purchasing behaviour . Though, marketer recognize the family as basic decision making unit, they most frequently examine the attitudes and the behaviour of one family member, whom they believe to be major decision maker.FISHER & ASHKANASY (2002). In their study on emerging role of emotions in work life, discussed the relationship of mode to job characteristics and to job satisfaction, manifestation of anger in dyadic relationships, perceptions and effects of displays of sadness& anger by leaders and revealed that emotions affects major factors in work life.RESOLITO AMARILLENTO GARCIA[2002] Emotional Intelligence and leadership competence of department heads of the university of Mindanao this study reveals that there is a positively high degree of relationship between Emotional Intelligence and leadership competence of department heads of the sum system.

KUMKUM MUKHERJEE AND ROMA PURI [2002] Emotional Intelligence and self-monitoring behaviour is there any link? This study indicates the existence of a moderate but significant relationship between Emotional expression and self monitoring behaviour while Emotional self-awareness is sound to be negatively corrected with self-monitoring behaviour health. It can be reduced by a planned manner in such way to enable employees to accept Emotional labour as part of their job.

CONTE [2005], in his review and critique of Emotional Intelligence Measures, discussed that EI measurers vary widely in both their content & in their method of assessment. In particular, EI measures tend to use a self-report personality based approach, an informant approach, or an ability-based assessment procedure.

2.2 STATEMENT OF THE PROBLEM

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

Another problem which creates is due to the overload of work.

The workers are also affected by the stress due to the work performed in shift basis.

Since it is manufacturing unit, the workers are also affected due to the health problems.2.3 OBJECTIVES OF THE STUDY To study socio economic conditions of the respondents.

To study the level of emotional intelligence of the respondents.

To find out the relationship, if any between the personal factors and emotional intelligence. 2.4 SCOPE OF THE STUDY Intellect- intelligence quotient is important. All organizations need people who are able to develop the right products and services. However intellect alone is not enough. Research has shown that intelligence quotient does not guarantee success for individuals and that those who combine high intelligence quotient and high emotional intelligence are most likely to succeed. There is therefore, a limit to what organization can achieve without emotionally intelligent behaviour from all their people. For example, an organization is only as effective as its leaders, command and control. As a style of leadership no longer draws sufficient loyalty, inspiration and motivation from people emotionally intelligent leaders evoke more from their people and achieve more in the market place.

Top performing teams need to work together effectively and for thats they need inter-personal effectiveness in other words, emotional intelligence. In todays matrix structured organizations, effective relationship management is the key to effective performance, those with high emotional intelligence will outperform their low emotional intelligent colleagues.

2.5 RESEARCH METHODOLOGY

DEFINITION

Research is the systematic process of collecting and analysing the information to increase an understanding of the phenomenon under study research comprises defining and redefining problem. Formulating hypothesis or suggested the solutions collecting, organising and evaluating the data. Making the deductions and research conclusions and at last carefully testing the conclusions to determine whether they fit the formulating hypothesis.

RESEARCH DESIGN

A research design is purely and simple basic frame work of plan for a study that guides the collection of data and analysis of data. Research design are classified into three traditional categories, Exploratory, descriptive and experimental. The choice of the most appropriate design depends largely upon the objectives of the research. The research design applied to this study is descriptive research design.

Research design is the plan, structure, and strategy of investigation conceived so as to obtain answers to research questions to control variance.

Kerlinger

DESCRIPTIVE RESEARCH

A descriptive research is carried out with specific objective(s) and hence it results in definite conclusions. This research tries to describe the characteristics of the respondents in relation to a particular product or a practice/culture of importance.

For example, consider the employee stress among the work with respect to age, income level, family background, work environment, physical problems, and health problems. Type of respondents will be of importance to a researcher.

SAMPLING TECHNIQUE

The sampling used for my study is the simple random sampling. Each member of the population has known and equal chance of being selected.

DATA COLLECTION METHOD

COLLECTION OF DATA

The next step is to determine the sources of data to be used. The researcher has to decide whether, the researcher has to collect primary or secondary data.

TYPES OF DATA

1. Primary data

2. Secondary data.

PRIMARY DATA

Which are collected a fresh and for the first time, and thus happen to be original character Primary data is collected directly from the workers in the Sakthi Sugars limited through the structured questionnaire.

SAMPLE SIZE

A total of 150 employees were selected as respondents for the study and the questionnaire is given to them and filled by them.

AREA OF STUDY

This project undergone at Sakthi Sugars Limited, Appakudal.This project has to describe about The Role of self monitoring on Emotional Intelligence of the workers in Sakthi Sugars Limited, Appakudal.

TOOLS FOR DATA COLLECTION

The method used for collecting the data is questionnaire method.

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

STATISTICAL TOOLS

Simple Percentage Method:

Percentage= Number of respondents / Total Number of Respondents x100

Chi-Square Test:

Chi-square(x2) = (Oi -Ei)2/ EiWhere,

Oi= observed frequency,

Ei=Expected frequency

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

2.6 LIMITATIONS OF THE STUDY:

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

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

2.7 CHAPTER SCHEME:CHAPTER-1

This chapter contains the introduction about Study, Industry and Company. The Chapter elaborates the stress management Meaning and needs, also explain the history of Industry and Company in detail.

CHAPTER-2

This chapter elaborates main theme of Project including review of literature, statement of the problem, objectives of the study, scope of the study, research methodology and Limitation of the studyCHAPTER-3

This chapter deals with the Data analysis and interpretation of the project. The data is elaborated in tables and charts are used to explain those tables in easy manner. Chi-Square test and its inference is also stated in this chapter

CHAPTER-4

This chapter deals with the findings, suggestions, and conclusion of the study. All the findings about the study is stated and elaborated and suggestion for overcoming the issues and challenges are provided, also the conclusion is stated.CHAPTER-3

DATA ANALYSIS AND INTERPERTATION

TABLE SHOWING SEX OF THE RESPONDENTSTABLE NO 3.1SEXNO.OF.RESPONDENTSPERCENTAGE

MALE150100

FEMALE00

TOTAL150100

INTERPRETATIONThe table shows that 100% of respondents are male.

CHART NO-3.1

TABLE SHOWING MARITAL STATUS OF THE RESPONDENTSTABLE NO 3.2

MARITAL STATUSNO.OF.RESPONDENTSPERCENTAGE

MARRIED150100

UNMARRIED00

TOTAL150100

INTERPRETATION

The table shows that 100% of respondents are married.

CHART NO-3.2

TABLE SHOWING TYPE OF FAMILY OF THE RESPONDENTSTABLE NO 3.3FAMILY TYPENO.OF.RESPONDENTSPERCENTAGE

JOINT5436

NUCLEAR9664

TOTAL150100

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

TABLE SHOWING THE OWNERSHIP OF HOUSE OF THE RESPONDENTSTABLE NO 3.4OWNERSHIP OF YOUR HOUSENO.OF.RESPONDENTSPERCENTAGE

OWN4933

RENT10167

TOTAL150100

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

TABLE SHOWING THE AWARENESS OF MOODS AND FEELINGS OF THE RESPONDENTSTABLE NO 3.5OPINIONNO.OF.RESPONDENTSPERCENTAGE

STRONGLY AGREE6543

AGREE5134

NEUTRAL3423

DIS AGREE00

STRONGLY DISAGREE00

TOTAL150100

INTERPRETATIONThe table shows that 43% of respondents are Strongly Agree, 34% of respondents are Agree, 23% of respondents are Neutral, 0% of respondents are Disagree, and 0% of respondents are Strongly Disagree.CHART NO 3.5

TABLE SHOWING THE OPINION ON DEALING WITH FACTS OF THE RESPONDENTSTABLE NO 3.6OPINIONNO.OF.RESPONDENTSPERCENTAGE

STRONGLY AGREE10570

AGREE2617

NEUTRAL1913

DIS AGREE00

STRONGLY DISAGREE00

TOTAL150100

INTERPRETATIONThe table shows that, 70% of respondents are Strongly Agree, 17% of respondents are Agree, 13% of respondents are Neutral, 0% of respondents are Disagree, and 0% of respondents are Strongly Disagree.CHART NO 3.6

TABLE SHOWS JUDGE OTHERS FEELINGS BY THEIR VOICE OF THE RESPONDENTS TABLE NO 3.7OPINIONNO.OF.RESPONDENTSPERCENTAGE

STRONGLY AGREE8859

AGREE1711

NEUTRAL283

DIS AGREE1711

STRONGLY DISAGREE00

TOTAL150100

INTERPRETATIONThe table shows that, 59% of respondents are Strongly Agree, 11% of respondents are Agree & Disagree, 3% of respondents are Neutral, and 0% of respondents are Strongly Disagree.CHART NO 3.7

TABLE SHOWS INVOLVED WITH OTHERS FEELINGS OF THE RESPONDENTS TABLE NO 3.8OPINIONNO.OF.RESPONDENTSPERCENTAGE

STRONGLY AGREE3322

AGREE5335

NEUTRAL6443

DIS AGREE00

STRONGLY DISAGREE00

TOTAL150100

INTERPRETATIONThe table shows that, 43% of respondents are Neutral, 35% of respondents are Agree, 22% of respondents are Strongly Agree, and 0% of respondents are Disagree & Strongly Disagree.CHART NO 3.8

TABLE SHOWS OPINION ON ADVISED OTHERS OF THE RESPONDENTS TABLE NO 3.9OPINIONNO.OF.RESPONDENTSPERCENTAGE

STRONGLY AGREE5134

AGREE5436

NEUTRAL250

DIS AGREE1711

STRONGLY DISAGREE32

TOTAL150100

INTERPRETATION

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

CHART NO 3.9

TABLE SHOWS OPINION ON JUDGING BY THEIR FACE OF THE RESPONDENTS TABLE NO 3.10OPINIONNO.OF.RESPONDENTSPERCENTAGE

STRONGLY AGREE5436

AGREE6745

NEUTRAL2919

DIS AGREE00

STRONGLY DISAGREE00

TOTAL150100

INTERPRETATION

The table shows that, 45% of respondents are Agree, 36% of respondents are Strongly Agree, 19% of respondents are Neutral, and 0% of respondents are Disagree & Agree.

CHART NO 3.10

TABLE SHOWS AWARENESS TO KNEW WHEN A PERSON IS TRYING TO BE ANALYZED OF THE RESPONDENTS TABLE NO 3.11OPINIONNO.OF.RESPONDENTSPERCENTAGE

STRONGLY AGREE3523

AGREE7550

NEUTRAL4027

DIS AGREE00

STRONGLY DISAGREE00

TOTAL150100

INTERPRETATION

The table shows that, 50% of respondents are Agree, 27% of respondents are Neutral, 23% of respondents are Strongly Agree, and 0% of respondents are Disagree & Strongly Disagree.

CHART NO 3.11

TABLE SHOWS OPINION ON BLOCKING OUT THE FEELINGS OF THE RESPONDENTS TABLE NO 3.12OPINIONNO.OF.RESPONDENTSPERCENTAGE

STRONGLY AGREE2215

AGREE9161

NEUTRAL3624

DIS AGREE11

STRONGLY DISAGREE00

TOTAL150100

INTERPRETATION

The table shows that, 61% of respondents are Agree, 24% of respondents are Neutral, 15% of respondents are Strongly Agree, 1% of respondents are Disagree, and 0% of respondents are Strongly Disagree.

CHART NO 3.12

TABLE SHOWS OPINION ABOUT THE PERFORMANCE IN TENSE SITUATION OF THE RESPONDENTS TABLE NO 3.13OPINIONNO.OF.RESPONDENTSPERCENTAGE

STRONGLY AGREE117

AGREE7248

NEUTRAL5033

DIS AGREE00

STRONGLY DISAGREE1711

TOTAL150100

INTERPRETATION

The table shows that, 48% of respondents are Agree, 33% of respondents are Neutral, 11% of respondents are Strongly Disagree, 7% of respondents are Strongly Agree, and 0% of respondents are Disagree.

CHART NO 3.13

TABLE SHOWS AWARENESS THROUGH FEELINGS WHEN THINGS GO WRONG OF THE RESPONDENTS TABLE NO 3.14OPINIONNO.OF.RESPONDENTSPERCENTAGE

STRONGLY AGREE2215

AGREE9563

NEUTRAL3221

DIS AGREE11

STRONGLY DISAGREE00

TOTAL150100

INTERPRETATION

The table shows that, 63% of respondents are Agree, 21% of respondents are Neutral, 15% of respondents are Strongly Agree, 1% of respondents are Disagree, and 0% of respondents are Strongly Disagree.

CHART NO 3.14

TABLE SHOWS OPINION ABOUT THE PERFORMANCE WHEN THE WORKING ENVIRONMENT PLEASANT OF THE RESPONDENTS TABLE NO 3.15OPINIONNO.OF.RESPONDENTSPERCENTAGE

STRONGLY AGREE4530

AGREE5637

NEUTRAL3221

DIS AGREE1711

STRONGLY DISAGREE00

TOTAL150100

INTERPRETATION

The table shows that, 37% of respondents are Agree, 30% of respondents are Strongly Agree, 21% of respondents are Neutral, 11% of respondents are Disagree, and 0% of respondents are Strongly Disagree.

CHART NO 3.15

TABLE SHOWS MINGLE WITH OTHERS OF THE RESPONDENTS TABLE NO 3.16OPINIONNO.OF.RESPONDENTSPERCENTAGE

STRONGLY AGREE2517

AGREE6845

NEUTRAL5738

DIS AGREE00

STRONGLY DISAGREE00

TOTAL150100

INTERPRETATION

The table shows that, 45% of respondents are Agree, 38% of respondents are Neutral, 17% of respondents are Strongly Agree, and 0% of respondents are Disagree & Strongly Disagree.

CHART NO 3.16

TABLE SHOWS AWARENESS ON FREE FROM TENSION OF YOUR CO-WORKERS OF THE RESPONDENTS TABLE NO 3.17OPINIONNO.OF.RESPONDENTSPERCENTAGE

STRONGLY AGREE3322

AGREE6040

NEUTRAL4832

DIS AGREE96

STRONGLY DISAGREE00

TOTAL150100

INTERPRETATION

The table shows that, 40% of respondents are Agree, 32% of respondents are Neutral, 22% of respondents are Strongly Agree, 6% of respondents are Disagree, and 0% of respondents are Strongly Disagree.

CHART NO 3.17

TABLE SHOWS AWARENESS OF NEGATIVE THINKING OF THE RESPONDENTS TABLE NO 3.18OPINIONNO.OF.RESPONDENTSPERCENTAGE

STRONGLY AGREE107

AGREE6845

NEUTRAL6241

DIS AGREE96

STRONGLY DISAGREE11

TOTAL150100

INTERPRETATION

Table shows that, 45% of respondents are Agree, 41% of respondents are Neutral, 7% of respondents are Strongly Agree, 6% of respondents are Disagree, and 1% of respondents are Strongly Disagree.

CHART NO 3.18

TABLE SHOWS OPINION ABOUT BLAMING OTHERS WHEN THING GO WRONG OF THE RESPONDENTS TABLE NO 3.19OPINIONNO.OF.RESPONDENTSPERCENTAGE

STRONGLY AGREE96

AGREE9765

NEUTRAL4429

DIS AGREE00

STRONGLY DISAGREE00

TOTAL150100

INTERPRETATION

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

TABLE SHOWS AWARENESS ON HOW EMOTION LEADS TO ANGER OF THE RESPONDENTS TABLE NO 3.20OPINIONNO.OF.RESPONDENTSPERCENTAGE

STRONGLY AGREE1913

AGREE7953

NEUTRAL5134

DIS AGREE11

STRONGLY DISAGREE00

TOTAL150100

INTERPRETATION

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

TABLE SHOWS AWARENESS ON BECOMING ANGRY OF THE RESPONDENTS TABLE NO 3.21OPINIONNO.OF.RESPONDENTSPERCENTAGE

STRONGLY AGREE4329

AGREE5939

NEUTRAL3926

DIS AGREE96

STRONGLY DISAGREE00

TOTAL150100

INTERPRETATION

The table shows that, 39% of respondents are Agree, 29% of respondents are Strongly Agree, 26% of respondents are Neutral, 6% of respondents are Disagree, and 0 % of respondents are Strongly Disagree.

CHART NO 3.21

TABLE SHOWS OPINION ON TELLING TRUTH OF THE RESPONDENTS TABLE NO 3.22OPINIONNO.OF.RESPONDENTSPERCENTAGE

STRONGLY AGREE2819

AGREE6543

NEUTRAL5637

DIS AGREE11

STRONGLY DISAGREE00

TOTAL150100

INTERPRETATION

The table shows that, 43% of respondents are Agree, 37% of respondents are Neutral, 19% of respondents are Strongly Agree, 1% of respondents are Disagree, and 0 % of respondents are Strongly Disagree.

CHART NO 3.22

TABLE SHOWS CONCENTRATE IN OTHERS ACTIVITIES OF THE RESPONDENTS TABLE NO 3.23OPINIONNO.OF.RESPONDENTSPERCENTAGE

STRONGLY AGREE4731

AGREE5839

NEUTRAL4429

DIS AGREE11

STRONGLY DISAGREE00

TOTAL150100

INTERPRETATION

The table shows that, 39% of respondents are Agree, 29% of respondents are Neutral, 31% of respondents are Strongly Agree, 1% of respondents are Disagree, and 0 % of respondents are Strongly Disagree.

CHART NO 3.23

TABLE SHOWS OPINION ON HELPING OTHERS TO MANAGE THEIR EMOTIONS OF THE RESPONDENTS TABLE NO 3.24OPINIONNO.OF.RESPONDENTSPERCENTAGE

STRONGLY AGREE107

AGREE7248

NEUTRAL5939

DIS AGREE96

STRONGLY DISAGREE00

TOTAL150100

INTERPRETATION

The table shows that, 48% of respondents are Agree, 39% of respondents are Neutral, 7% of respondents are Strongly Agree, 6% of respondents are Disagree, 0 % of respondents are Strongly Disagree.

CHART NO 3.24

TABLE SHOWS WILL YOU ACCORDING TO YOUR CONSCIOUS OF THE RESPONDENTS TABLE NO 3.25OPINIONNO.OF.RESPONDENTSPERCENTAGE

STRONGLY AGREE85

AGREE10469

NEUTRAL3825

DIS AGREE00

STRONGLY DISAGREE00

TOTAL150100

INTERPRETATION

The table shows that, 69% of respondents are Agree, 25% of respondents are Neutral, 5% of respondents are Strongly Agree, and 0 % of respondents are Disagree & Strongly Disagree.

CHART NO 3.25

TABLE SHOWS AWARENESS ON FEELING OTHER PERSONS EMOTIONS OF THE RESPONDENTS TABLE NO 3.26OPINIONNO.OF.RESPONDENTSPERCENTAGE

STRONGLY AGREE2718

AGREE7852

NEUTRAL4429

DIS AGREE11

STRONGLY DISAGREE00

TOTAL150100

INTERPRETATION

The table shows that, 52% of respondents are Agree, 29% of respondents are Neutral, 18% of respondents are Strongly Agree, 1 % of respondents are Disagree, 0% of respondents are &Strongly Disagree.

CHART NO 3.26

TABLE SHOWS OPINION ON CONTROLLING THE SELF EMOTIONS OF THE RESPONDENTS TABLE NO 3.27OPINIONNO.OF.RESPONDENTSPERCENTAGE

STRONGLY AGREE4329

AGREE5033

NEUTRAL4832

DIS AGREE96

STRONGLY DISAGREE00

TOTAL150100

INTERPRETATION

The table shows that, 33% of respondents are Agree, 32% of respondents are Neutral, 29% of respondents are Strongly Agree, and 6 % of respondents are Disagree, 0% of respondents are Strongly Disagree.

CHART NO 3.27

TABLE SHOWS OPINION ON UNDERSTANDING WHY PEOPLE GET ANGRY OF THE RESPONDENTS TABLE NO 3.28OPINIONNO.OF.RESPONDENTSPERCENTAGE

STRONGLY AGREE2819

AGREE5839

NEUTRAL6443

DIS AGREE00

STRONGLY DISAGREE00

TOTAL150100

INTERPRETATION

The table shows that, 43% of respondents are Neutral, 39% of respondents are Agree, 19% of respondents are Strongly Agree, and 0 % of respondents are Disagree & Strongly Disagree.

CHART NO 3.28

TABLE SHOWS OPINION ON PAYING ATTENTION TO THE WORLD AROUND OF THE RESPONDENTS TABLE NO 3.29OPINIONNO.OF.RESPONDENTSPERCENTAGE

STRONGLY AGREE3825

AGREE5134

NEUTRAL6040

DIS AGREE11

STRONGLY DISAGREE00

TOTAL150100

INTERPRETATION

The table shows that, 40% of respondents are Neutral, 34% of respondents are Agree, 25% of respondents are Strongly Agree, 1% of respondents are Disagree, and 0% of respondents are Strongly Disagree.

CHART NO 3.29

CHI-SQUARE TEST

TESTING OF HYPOTHESIS

Null Hypothesis: (H0)There is no significant relationship between feelings is something wrong and tells the truth.Alternate Hypothesis: (H1)

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

q18Total

SAANDA

q10SACount6133022

Expected Count4.19.58.2.122.0

ACount224131195

Expected Count17.741.235.5.695.0

NCount01022032

Expected Count6.013.911.9.232.0

DACount01001

Expected Count.2.4.4.01.0

TotalCount2865561150

Expected Count28.065.056.01.0150.0

Chi-Square Tests

ValueDfAsymp. Sig. (2-sided)

Pearson Chi-Square24.424a9.004

Likelihood Ratio30.2939.000

Linear-by-Linear Association16.2711.000

N of Valid Cases150

a. 8 cells (50.0%) have expected count less than 5. The minimum expected count is .01.

CALCULATIONOiEiOi-Ei(Oi-Ei)2(Oi-Ei)2/Ei

64.11.93.610.880488

139.53.512.251.289474

38.2-5.227.043.297561

00.1-0.10.010.1

2217.74.318.491.044633

4141.2-0.20.040.000971

3135.5-4.520.250.570423

10.60.40.160.266667

06-6366

1013.9-3.915.211.094245

2211.910.1102.018.572269

00.28.53226972.79961363.9981

00.2-0.20.040.2

10.40.60.360.9

00.4-0.40.160.4

00000

2828000

6565000

5656000

11000

TOTAL388.6148

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

= (4-1) (4-1)

= 9Level of significance =1%Table value at 1% significance level at 9 degrees of freedom = 2.088Calculated value 388.6148> 2.088

INFERENCE:

Since the p value is less than 2.088, so the null hypothesis is rejected

The alternative hypothesis is accepted. There is an association between the fun at work influencing motivation levels of workers and effect of company policies and procedure on job and responsibilities.CHI-SQUARE TEST

TESTING OF HYPOTHESIS

Null Hypothesis: (H0)There is no significant relationship between relief co-workers tension and angry.

Alternate Hypothesis: (H1)There is significant relationship between co-workers tension and angry.q13 * q17 Cross tabulation

q17Total

SAANDA

q13SACount2112933

Expected Count9.513.08.62.033.0

ACount113712060

Expected Count17.223.615.63.660.0

NCount22125048

Expected Count13.818.912.52.948.0

DACount90009

Expected Count2.63.52.3.59.0

TotalCount4359399150

Expected Count43.059.039.09.0150.0

Chi-Square Tests

ValueDfAsymp. Sig. (2-sided)

Pearson Chi-Square117.468a9.000

Likelihood Ratio120.9229.000

Linear-by-Linear Association.0991.753

N of Valid Cases150

CALCULATIONOiEiOi-Ei(Oi-Ei)2(Oi-Ei)2/Ei

219.511.5132.2513.92105

113-1214411.07692

28.6-6.643.565.065116

9274924.5

1117.2-6.238.442.234884

3723.613.4179.567.608475

1215.6-3.612.960.830769

03.6-3.612.963.6

213.8-11.8139.2410.08986

2118.92.14.410.233333

2512.512.5156.2512.5

02.9-2.98.412.9

92.66.440.9615.75385

03.5-3.512.253.5

02.3-2.35.292.3

00.5-0.50.250.5

TOTAL116.6143

CALCULATION

Degree of freedom = (r-1) (c-1)

= (4-1) (4-1)

= 9

Level of significance =1%Table value at 1% significance level at 9 degrees of freedom = 2.088Calculated value 116.6143 > 2.088INFERENCE:Since the p value is less than 2.088, so the null hypothesis is rejectedThe alternative hypothesis is accepted. There is an association between the fun at work influencing motivation levels of workers and effect of company policies and procedure on job and responsibilities.4.1 FINDINGS1. 100% of respondents are male.

2. 100% of respondents are married.

3. 64% of respondents are nuclear family.4. 67% of the respondents are having rental house in the ownership of house.5. 43% of the respondents are strongly agreeing the awareness of moods and feelings.6. 70% of respondents are strongly agreeing the opinion on dealing with facts.7. 59% of respondents are strongly agreed in judge others feelings by their voice.8. 43% of respondents are neutral in involved with others feelings.9. 36% of respondents are agreeing in opinion on advised others.

10. 45% of respondents are agree in opinion on judging by their face.11. 50% of respondents are agree in awareness to know when a person is trying to be analyzed.12. 61% of respondents are agree in opinion on blocking out the feelings.13. 48% of respondents are agree in opinion about the performance in tense situation.14. 63% of respondents are agree in awareness through feelings when things go wrong.15. 37% of respondents are agree opinion about the performance when the working environment pleasant.16. 45% of respondents are agreeing in mingle with others.17. 40% of respondents are agreeing awareness on free from tension of your co-workers.18. 45% of respondents are agreeing in awareness of negative thinking.19. 65% of respondents are agree in opinion about blaming others when thing go wrong.20. 53% of respondents are agree opinion about blaming others when thing go wrong.

21. 39% of respondents are agreeing in awareness on becoming angry.22. 43% of respondents are agreeing in opinion on telling truth.

23. 39% of respondents are agreeing in concentrate in others activities.24. 48% of respondents are agreeing opinion on helping others to manage their emotions of the respondents.25. 69% of respondents are agreeing in conscious of the respondents. 26. 52% of respondents are agreeing in awareness on feeling other persons emotions.27. 69% of respondents are agreeing Opinion on controlling the self emotions.28. 43% of respondents are neutral Opinion on understanding people get angry of the respondents

29. 40% of respondents are neutral Opinion on paying attention to the world around.

4.2 SUGGESTIONS

The organization can create a pleasant working environment. So that it helps to improve the performance of the employees and Emotional Intelligence. The organization must clearly understand and examine the reasons for the feelings and appropriate counselling has to be provided.

Its realized that the individual needs and goals are interconnected to the organizational needs and goals and thus interdependent. Hence the individual needs and goals should be given dew attention4.3 CONCLUSION

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

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

Daniel Goleman (1995), Emotional Intelligence, Banta.

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

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

Vinod Kumar Shanwal, Emotional Intelligence The Indian Scenario, Magna Publishing, Mumbai.Websites www.hrinnovators.com www.citemanhr.comA STUDY ON THE ROLE OF SELF MONITORING AND EMOTIONAL INTELLIGENCE OF WORKERS IN SAKTHI SUGARS LTD, APPAKUDALQUESTIONNAIRE

PERSONAL PROFILE1. Name

:

2. Sex

:Male/Female

3. Age

:

4. Marital status

:Married/Unmarried

5. Type of family

:Joint/Nuclear

6. Ownership of your house

: Own/Rent

STUDY PROFILES.NOSAANDASDA

1Are you aware of your modes and feelings?

2Whether you will deal only with the facts?

3Will you judge others feelings by their voice?

4Whether you will involve with others feelings?

5What you practice every time will be advised to others?

6By face reading will you justify others?

7When a person trying to analyze your activities will you justify?

8Will you control your feelings?

9Whether your performance will be low in tensed situations?

10Will your feelings tell you when something is wrong?

11If the working environment is in pleasant then your performance will be greater?

12Will you mingle with others often?

13When you free will you relief yours co-workers tension?

14If your thinking is negative will you analyze it?

15When things go wrong will you balance others?

16Will you know how emotions lead to anger?

17Will you know when you will get angry?

18Will you mostly tell the truth?

19Can you feel other persons emotions?

20Will you follow according to your conscious?

21Are you able to help others to manage their emotions?

22Can you easily control your emotions?

23When co-workers get anger can you easily analyze it?

24Are you aware of the activities if the world around you?

25Will you concentrate in others activities and behaviour?

A STUDY ON THE ROLE OF SELF MONITORING ON EMOTIONAL INTELLIGENCE OF THE WORKERS IN SAKTHI SUGARS LTD, APPAKUDAL

SSL

Sugar Division

Distillery Division

Foundry Division

Soya Division

Pollution Control Division

Sakthi Nagar

Pollachi

Sakthi Auto Component Unit, Pallagoundenpalayam

Sakthi Nagar, Sivaganga, Dhenkanal.

Sakthi Nagar,

Sivaganga,

Dhenkanal,

Modakurichi.

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