Perception is said to chop down the worker turnover. to scale back absenteeism and to extend the performance of employees. The researcher wants to understand about the worker opinion about the facilities provided to them. At an equivalent time the organization policies and practices aren't accepted by employees. And also to seek out the perception like salary benefits scope for people initiatives and balance between work and private life.

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A Study on Employees Perception with Special Reference to Private
Bank, Tirunelveli
Dr. Subramania Bala Jeshurun1
& P. Karuppanna Prakash2
Assistant Professor,
Department of Management Studies, Francis Xavier Engineering College, Tirunelveli.
Abstract
Perception is said to chop down the worker turnover. to scale back absenteeism and to
extend the performance of employees. The researcher wants to understand about the worker
opinion about the facilities provided to them. At an equivalent time the organization policies and
practices aren't accepted by employees. And also to seek out the perception like salary benefits
scope for people initiatives and balance between work and private life.
Keywords: Bank, Perception, Benefits
Introduction
Consistent with Robbins, perception are often defined as a process by which individuals
organize and interpret their sensory impressions so as to offer aiming to their environment.
Perception isn't necessarily supported reality but is simply a perspective from a specific
individual’s view of a situation. In handling the concept of organizational behavior, perception
becomes important because ‘people’s behavior is predicated on their perception of what reality
is, not on reality itself; the planet because it is perceived is that the world that's behaviorally
important.
Factors influencing a person’s perception are often weakened into three main categories.
These include: things, the perceiver and therefore the target. Forinstance, the factors within the
situation may include: time, work setting, or social setting. Whereas the factors within the
perceiver may include: attitudes, motives, interests, experiences and expectations. Lastly, the
factors within the target may include: novelty, motion, sounds, size background, proximity, and
similarity.
Perception affects our working relationships in some ways concerning the factors of
organizational behaviour, such as: individual, group or structure. for instance, supported things,
perceiver and target we may have the perception that the people we are working with are not any
good at their job, and thus we may tend to avoid working with them, in fear of being held liable
for their mistakes, and in doing so, affecting our working relationship with our team members,
and ultimately, the effectiveness and efficiency of the organization.
Objectives of the Study
1. To know the worker perception with reference to various organizational aspects of
personal Bank.
2. To understand the extent of employee satisfaction supported their perception.
3. To spot various other factors influencing employee perception.
Hypothesis (H0):

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There’s no significant difference among gender and therefore the employee’s perception
being valued as an employee privately Bank.
Scope of the Study
1. The study would act as a reference for further in-depth research on employee perception.
2. The results of this survey are often submitted to the corporate.
3. The management can check out the negative aspects within the perception of employees
and initiate remedial measures to deal with an equivalent.
4. Improving the worker perception would go an extended way in promoting the standard of
service.
Review of Literature
The aim of this study was to work out employees' perception of the dimension of culture
toward organizational learning readiness. The study also seeks to match employees' work
experience (longevity), shift s and their perception towards the dimension of culture in enhancing
organizational learning readiness. ANOVA was wont to investigate the connection between
longevity, work shift, and perception towards the dimension of culture in enhancing
organizational learning. (Carroll M. Graham)
The independent variables longevity and shift were statistically significant, while the
interaction effect was no significant. Omega-squared test statistic revealed longevity and shift
each accounted for 9 percent and seven percent, respectively, of the variance within the variable
employee perception toward the dimension of culture in enhancing organizational learning.
Moderate effect sizes for independent variables longevity and shift were also established.
(Fredrick MuyiaNafukho)
Compensation or Right: An Analysis of Employee (Fringe) Benefit Perception
The authors have found that employee perceptions of the advantages provided to them by
their organization can influence employee attitudes. Three factors that appear to influence the
perception of advantages by employees are benefit satisfaction, benefit importance, and therefore
the perceived motive of the organization in providing the benefit to employees. However, it had
been inferred that some benefits are perceived as rights that are owed to employees by the
organization. The study proposed and tested a model of benefit perception that comes with all of
those factors. Results suggested that benefit satisfaction and therefore the perceived motive of
the organization in providing a benefit both have an immediate relationship with employee
attitudes. The perceived right status of a benefit seemed to moderate this relationship (Barton L.
Weathington and Lois E. Tetrick).
Exploring Employee Perception of Organizational Image: An Integrative Perspective of
Internal and External Communication
This paper proposed to supply a conceptual model about how internal and external
communications influence employee’s perception of organizational images, successively
influencing employee’s organizational identification and behaviors. Especially, it had been
argued that when there's discrepancy between perceived external images and internally perceived

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ISSN: 0474-9030
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images that are held by employees, it may result in significant consequences in terms of
employee’s behaviors. Furthermore, it had been discussed how perceptions about organizational
images were associated with internal and external communication and therefore the need for an
integrative perspective of communication management within the organization. (Choi, J.)
Methodology
This study was designed to perform a descriptive analysis of the worker perception
privately Bank. The first data was collected from the questionnaire. It had questions of both
multiple choice and closed ended type. A comprehensive questionnaire covering all aspects of
the organizational function was drawn and utilized in this study. The questionnaire comprised
multiple choices and closed ended questions.
The population is claimed to be finite if the weather are often counted and infinite if the
population size can't be calculated. A sampling plan may be a definite design for obtaining a
sample from the sampling frame. It refers to the technique or the procedure the researcher would
adopt in selecting some sampling units from which inferences about the population is drawn.
Sampling design is decided before any data are collected. Simple sampling technique was
adopted. During this method the researcher selects those units of the population within the
sample, which appear convenient to him or to the management of the organization where he's
conducting the research. 50 employees were met and survey has conducted privately Bank,
Chennai. Tools like correlation, percentage and multivariate analysis.
Data Analysis
1) Using Correlation: Analysis of Management Treatment and Job Security
Table 01 Management Treatment and Job Security
X X2 Y Y2 XY
5 25 6 36 30
7 49 3 9 21
14 196 11 121 154
6 36 15 225 90
18 324 15 225 270
Cov [x, y] = 1/ N [ΣXY-xy]
= 93
σx = √1/N [ΣX2-x2]
=10.24
σy = √1/N [ΣY2-y2]
=10.15
R=.88
Inference: From the above table it is seen that management treatment and job security variables
are positively correlated.

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2) Using Regression Method: Analysis of Employees Job Security and Management
Treatment of Employees
Let X be employees job security
Let Y be management treatment of employees
Table 02 Analysis of Employees Job Security and Management Treatment of Employees
S.no X Y X-X X-X2 Y-Y Y-Y2 (X-X)
(Y-Y)
1 5 3 -5 25 -7 49 35
2 7 6 -3 9 -4 16 12
3 14 6 4 16 -4 16 16
4 6 8 -4 16 -2 4 8
5 18 27 8 64 17 289 136
Regression Equation
X-X = bxy (Y-Y)
X = .46Y + 5.4
Inference: Excluding the constant, from the above equation it could be inferred that effect of
management treatment on employees feeling about job security was found to be 2:1
Findings
• From the study, it had been found that the workers had a transparent understanding about
whom they ought to report back to about their targets in their daily course of labor. They
also felt that their direct supervisor listened to their ideas and concern.
• 24 percentage of the workers felt that the workload was reasonable and 36 percentage of
the workers felt that the deadlines set to realize targets were reasonable.
• From the study it had been found that the workers were satisfied with the working
conditions. Being employed during a manufacturing company employee felt that they
were ready to perform their work without much strain.
• Gender didn't play a task within the way employees perceived their value within the
organization. Their perception about being valued as an employee was supported their
individual character and not on their gender.
• 32 percentage of the workers felt that they were underpaid. They felt that they were paid
less in comparison to the responsibility they take.
• 14 percentage of the workers felt that there was no balance between their work and
private lives.
• By analyzing the info, it had been found that there was a robust direct correlation
between individual responsibility and effective group performance. it had been also
observed that the extent of job satisfaction correlated with the challenging nature of the
work .
Suggestions

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• 32 percentage of the workers weren't satisfied with their present salary. The corporate can
take this under consideration while revising the buy the workers. The corporate could
attempt to provide some monetary benefits to the simplest performer.
• Employees felt that their new ideas associated with work weren't encouraged. The
corporate could encourage the workers to offer their ideas associated with work. This
manner both the corporate and therefore the employees are benefited. The corporate
could get some novel ideas and therefore the employees would be more participative.
• The employees felt that the corporate didn't answer their grievances immediately. Hence
the corporate can adopt some grievance handling procedure that's best fitted to the
corporate.
• 14 percentage of the workers felt that there was no balance between their work and
private lives. The corporate could check out this aspect and train the workers on better
time management.
Conclusion
From this study it had been found that employees at Private Bank had a positive
perception on many areas of the organizational functioning like working conditions of the
workers, reporting structure, work process, deadlines set and gender equality. However, there
have been areas about which the workers had a negative perception like salary benefits, scope for
individual initiative and balance between work and private life.
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