Professional Documents
Culture Documents
PROJECT REPORT ON
EMPLOYEE MOTIVATION
AT
HDFC STANDARD LIFE INSURANCE COMPANY LIMITED.
Dissertation submitted
In the partial fulfillment of the award of the degree of
BACHELOR OF COMMERCE
By
Ms.
(Reg. No: )
CONTENTS
Chapters
Title
Page nos.
Chapter - 1
Introduction
1 - 13
Chapter - 2
Review of literature
14 - 31
Chapter - 3
Industry Profile
32 - 52
Company Profile
53 - 63
Chapter - 4
64 - 85
Chapter - 5
86 - 90
Chapter - 6
Bibliography
91 92
Questionnaire
93 - 97
CHAPTER - 1
role
in
fulfilling
the
organization
goals . Employee
motivation
influences human relation in an organization and also its climate. This project
is aimed at understanding the employee s motivation and its effect on
performance, consequences of motivation before and after, & so on.
Valley
Management
and
Silicon
concerned
the
Valleys
human
of
side
India.
of
the
Human
Resource
management
of
close
involvement
with
the
5
o rganization
and
by
raising
workforce.
Rapid
technological
developments
like
automation
and
computerization.
planning.
the workforce.
variable cost)
Commitment
Competence
Congruence
Cost-effectiveness
Commitment
Concerns employees loyalty to the organization personal motivation
and linking for their work. The degree of employee commitment might
be assessed via attitude surveys labor turnover and absenteeism
statistics and through interview with the workers who quit their jobs.
Competence
Relates to employees skills and abilities, training requirements and
potential for higher work. These may be estimated through employee
appraisal system and the preparation of skills inventories. HRM
policies should be designed to attract, retain and motivate comp etent.
Congruence
Congruence means that management and workers share the same vision
of the organization goals and work together to attain them. In a well managed organization, employees at all levels of authority will share
common perspectives about the factors that determine its prosperity and
future prospects.
Cost-effectiveness
Concerns operational efficiency. HR should be used to the best
advantage and in the most productive ways. Outputs must be maximized
at the lowest input cost and the organizational must be quick to respond
to market opportunities and environmental changes.
INTRODUCTION:
motivation
in
organizational
leads to
Inner strivings of individuals that direct behavior. Unsatisfied desires create the
motivation to act with purposeful behavior to achieve gratification.
Definition of Motivation:
A simple definition of motivation is the ability to change behavior. It is a drive that
compels one to act because human behavior is directed toward some goal. Motivation
is intrinsic (internal); it comes from within based on personal interests, desires, and
need for fulfillment. However, extrinsic (external) factors such as rewards, praise, and
promotions also influence motivation. As defined by Daft (1997), motivation refers to
the forces either within or external to a person that arouse enthusiasm and persistence
to pursue a certain course of action
Whatever people choose as a goal is something they believe is good for them.
The conditions under which the work is done can affect its value to the
employee and his or her perceptions of attainability or success.
When management was first studied in a scientific way at the turn of the
twentieth century, Frederick Winslow Taylor worked to improve productivity
in labor situations so important in those days of the developing Industrial
Revolution. Taylor developed efficiency measures and incentive systems.
When workers were paid more for meeting a standard higher than their normal
production, productivity increased dramatically. Therefore, workers seemed to
be economically motivated. At this time in history, social issues involved in
human behavior were not yet considered. Amore humanistic approach soon
developed that has been influencing management ever since.
During the late 1920s and early 1930s, Elton Mayo and other researchers from
Harvard University conducted studies at a Western Electric plant in Hawthorne,
Illinois, to measure productivity. They studied the effects of fatigue, layout, heating,
and lighting on productivity. As might be expected when studying lighting, employee
productivity levels increased as the illumination level was increased; however, the
same effect was noted when the illumination level was decreased. The researchers
concluded that the attention paid to the employees was more of a contributing factor to
their productivity level than the environmental conditions. The fact that paying
attention to workers could improve their behavior was called the Hawthorne effect. As
a result of this research, it was evident that employees should be treated in a humane
way. These findings started the human relations movementa change in management
thinking and practice that viewed increased worker productivity as grounded in
satisfaction of employees basic needs. [Many years later, it was discovered that the
workers in the Hawthorne experimental group had received an increase in income;
therefore, money was probably a motivating factor, although it was not recognized as
such at the time. (Daft, 1997)].
Motivation theories have continued to evolve and have their roots in behavioral
psychology. They provide a way to examine and understand human behavior in a
variety of situations. Ongoing changes in the workplace require that managers give
10
continuous attention to those factors that influence worker behavior and align them
with organizational goals. No one theory is appropriate for all people and for all
situations. Each individual has his or her own values and differing abilities. In
business settings, managers apply motivation theories to influence employees,
improve morale, and implement incentive and compensation plans.
The purpose of the study is to identify the level of motivation among the
working group in HDFC Standard Life insurance.
The study can reveal the psychological and economic factors associated with
motivation and also can bring forth the interrelated factors for motivation.
RESEARCH METHODOLOGY
11
1. Sampling design
Size of sample : sample size is 32 i.e. Large (>30)
Methods of sampling : simple random sampling
questionnaire
Hypothesis
Hypothesis: with regard to the above stated objectives following
hypothesis
were formulated.
Null hypothesis:
Employees in various cadres do not hold different views with regard to the
Motivational factor.
Alternative hypothesis:
Employees in general are not satisfied with the existing motivational practices.
12
resources
each employee will lead to the better performance and in turn satisfies both
the employees and also organization. As employee motivation is important for
the organization to achieve the desired goals on time, therefore the employees
must be motivated by using various techniques.
LIMITATIONS
This study is limited to a certain time period and at the point of time.
13
CHAPTER - 2
14
REVIEW OF LITERATURE
Employee motivation and empowerment
Introduction:
Motivation is one of the most important factors affecting human behavior
and performance. This is the one of the reason why managers attach great
importance to
motivation
in
organizational
leads to
Definition:
motivation is the complex forces starting and keeping a person at
work in an organization . Motivation is something that moves the person to
action, and continues him in course of action already initiated.
15
and
motivation
and
their
Study:
higher
productivity and
methods usually
adopted for
Motive: based on the latin word mover, motive (need) has been defining s follow;
Motivating:
Motivation is the term which implies that one person in the organization context,
a manager, induces anther, say employee to engage in action (work behavior) by
ensuring that a channel to satisfy the motive become available and accessible to the
individual in addition
To channel zing the strong motive in a direction that is satisfying t both the
organization and the employers the manger can also active the latest motivation in
individuals and harness them in a manner that would be function for the organization.
Motivation:
While a motive is engizer of action motivation is the canalization and
activation of
16
Motives motivation is the work behavior itself. Motivation depends on motives and
motivating therefore, it becomes a complex process.
17
Motive
Motivating
Needs in
Individuals
Providing need
satisfaction
Environment
Motivation
Engagement in work
Behavior
Nature of motivating:
Based on the definition of motivation, we can derive its nature relevant for human
behavior in organization.
2. Affected by motivating:
Motivation is affected by way the individual is motivated. The act of motivating
channelizes need satisfaction. Besides, it can also activate the latent needs in the
individual, that is, the needs that are less strong and somewhat dormant, and
harness them in a manner that would be functional for the organization.
3. Goal-directed behavior:
Motivation leads to goal directed behavior. A goal-directed behavior is one
which satisfies the causes for which behavior take place. Motivation has profound
influence on human behavior; in the organizational requirements.
18
4. Related to satisfaction:
Motivation is related to satisfaction. Satisfaction refers to the contentment
experiences of an individual which he drives out of need fulfillment. Thus,
satisfaction is a consequence of rewards and punishments associated with the past
experiences. It provides means to analyze outcomes already experienced by
individual.
6. Complex process:
Motivation is a complex process; complexity emerges because of the nature
of needs and the type of behavior that is attempted to satisfy those needs.
(1) needs are internal feelings of individuals and sometimes even they,
They may not be quite aware about their needs and the priority of these. Thus,
Understanding of human needs and providing means for their satisfaction
Becomes difficult.
(2)
particular need may result into different behaviors from different behaviors from
different result into different behaviors from different need ma
individuals
because of their differences. For example, the need for promotion may be uniform
for different individuals may no engage in similar type of behavior; they may
adopt different routes to satisfy their promotion needs.
3)
need but it may be because of a variety of needs. For example, hard work in the
organization may be due to the need for earning more money to satisfy
19
psychological needs, or may to enjoy the performance of work itself and money
becomes secondary, or to get recognition as a hard- working person.
4)
many consbuses in situation which may restring the goal attainment of goal
directed behavior. This may lead to frustration in an individual creating lot of
problems.
Type of needs
There are many types of needs which an individual may have and there
are various ways in which these may be classified. The basic objective behind
classification of needs into categories is to find out similarly and dissimilarly in
various needs so that incentives are grouped to satisfy the needs falling under one
category or the other. Needs may be natural, biological phenomenon in an
individual, or these may over the period of time through learning.
Primary needs:
Primary needs are also known as physiological, biological, basic, or unlearned
needs. Primary needs are animal drives which are essential for survival. These needs
are common to all human beings, though their intensity may differ.
Secondary needs:
These needs are learned by the individual through his experience and
interaction. Therefore these are called derived or learned needs. Emergence of these
depends on learning. These may be different types of secondary needs for power,
achievement, status affiliation, etc.
20
General types:
Though a separate classification of general needs is not always given, such a
category seems necessary because there are of needs which lie in the grey area
between the primary and secondary needs. Such needs are like need for competence,
curiosity, manipulation, affection, etc
21
3. Aggression:
A more common reaction to frustration is aggression, an act against someone
or something. An employee being denied a promotion may become aggressive and
verbally berate his supervisor.
1. Motivation of individual,
2. His since of competence,
3. His ability,
4. His role perception, and
5. Organizational resources
22
Motivation
Role
Perception
Abilit
y
Performanc
e
Sense of
Competence
Organizational
Resources
1. Motivation:
23
Reward
2. Sense of competence:
3. Ability
Knowledge refers to the position of information and ideas in a particular field which
may be helpful in developing relationships among different variables related to that
field. Skill refers to expertness, practical ability or facility in an action or doing
something. Thus, if the individual has ability relevant to his job, his performance tends
to be higher than those who do not posses such ability.
Ability=knowledge* skill
4. Role perception
A role is the pattern of actions expected of a person in activities involving
others. Role reflects a persons position in the social system with its accompanying rights
and obligations. In an organization, activities of an individual are guided by his role
perception that is, how he thinks he is supposed to act in his own role is clear, the
individual tends to perform well. There are two types of problems which emerge in role
specification, role ambiguity and role conflict role ambiguity denotes the state in which
the individual is not clear what is expected from him in the job situation. Role conflict is
the situation in which the individual engages in two or more roles simultaneously and
these roles are mutually incompatible. In both these situations, his performance is likely
to be affected adversely.
24
5. Organizational resources:
Role of motivation
Motivation is one among the various factors affecting individual performance.
However, it is one of the most important factors. All organizational facilities will go
waste in the lack of motivated people to utilize these facilities effectively. Every
superior in the organization must motivate his subordinates for the right types of
behavior. Diagnosing human behavior and analyzing as to why people behave in a
particular way is of prime importance in motivating them irrespective of the
organization because individual is the basic component of any organization.
The importance of motivation in an organization may be summed up as follows:
25
Recruiting, training and developing large number of new personnel into a working
team take years. In a competitive economy, this is almost an impossible task.
Moreover, this also effects the reputation of the organization unfavorably
26
Empowerment
Empowerment is the process of enabling or authorizing an individual to
think, behaves, take action, and control work and decision making in autonomous
ways. It is the state of feeling self-empowered to take control of ones own destiny.
Empowerment rules as a development strategy.
empowerment is any process that provides greater autonomy through the sharing of
relevant information and the provision of control over factors affecting job performance.
27
There are five approaches which have been suggested for empowerment:
This feeling contributes positively to the use of skills and talents in job performance
as shown in figure:
Empowerment
Perception of
Better
Job mastery
Empowerment
Performance
More self-control
Self-confidence
Reinforcement
High values to job
28
Your regard for people shines through in all of your actions and words. Your
facial expression, your body language, and your words express what you are thinking
about the people who report to you. Your goal is to demonstrate your appreciation for
each persons unique value. No matter how an employee is performing on their
current task, your value for the employee as a human being should never falter and
always be visible.
Help people feet that they are part of something bigger than themselves and
their individual job. Do this by making sure they know and have access to the
organizations overall mission, vision, and strategic plans.
Share the most important goals and direction for your group. Where possible,
either make progress on goals measurable and observable, or ascertain that you have
shared your pictures of a positive outcome with the people responsible for
accomplishing the results.
4. Trust people
Trust the intention of people to do the right thing, make the right decision, and
make choices that, while may be not exactly what you would decide, still work.
29
10. Help employees feel rewarded and recognized for empowered behavior
When employees feel under-compensated, under-titled for the responsibilities
they take on, under-noticed, under-praised, and under appreciated, dont expect
30
results from employee empowerment. The basic needs of employees must feel met for
employees empowerment. The basic needs of employees must feel met for employees
to give you their discr travel stationary energy, that extra effort that people voluntarily
invest in work.
31
CHAPTER - 3
32
INDUSTRY PROFILE
". The insurance sector in India has come a full ci rcle from being
an open competitive market to nationalization and back to a liberalized
market again. Tracing the developments in the Indian insurance sector
reveals the 360 degree turn witnessed over a period of almost two
centuries.
33
ii) Competition
Private Companies with a minimum paid up capital of Rs.1bn should
be allowed to enter the industry.
No Company should deal in both Life and General Insurance through
a single entity.
Foreign companies may be allowed to enter the industry in
collaboration with the domestic companies.
Postal Life Insurance should be allowed to operate in the rural
market.
Only one State Level Life Insurance Company should be allowed to
operate in each state
iv) Investments
Mandatory Investments of LIC Life Fund in government securities
to be reduced from 75% to 50%
GIC and its subsidiaries are not to hold more than 5% in any
company (There current holdings to be brought down to this level
over a period of time)
v) Customer Service
LIC should pay interest on delays in payments beyond 30 days
34
35
History of insurance
In some sense we can say that insurance appears simultaneously with the appearance
of human society. We know of two types of economies in human societies:
money economies (with markets, money, financial instruments and so on) and nonmoney or natural economies (without money, markets, financial instruments and so
on).
The second type is a more ancient form than the first. In such an economy and
community, we can see insurance in the form of people helping each other. For
example, if a house burns down, the members of the community help build a new one.
Should the same thing happen to one's neighbour, the other neighbours must help
Otherwise; neighbours will not receive help in the future. This type of insurance has
survived to the present day in some countries where modern money economy with its
financial instruments is not widespread (for example countries in the territory of the
former Soviet Union).
Turning to insurance in the modern sense (i.e., insurance in a modern money
economy, in which insurance is part of the financial sphere), early methods of
transferring or distributing risk were practiced by Chinese and Babylonian traders as
long ago as the 3rd and 2nd millennia BC, respectively. Chinese merchants travelling
treacherous river rapids would redistribute their wares across many vessels to limit the
loss due to any single vessel's capsizing. The Babylonians developed a system which
was recorded in the famous Code of Hammurabi, c. 1750 BC, and practiced by early
Mediterranean sailing merchants. If a merchant received a loan to fund his shipment,
he would pay the lender an additional sum in exchange for the lender's guarantee to
cancel the loan should the shipment be stolen.
Achaemenian monarchs were the first to insure their people and made it official by
registering the insuring process in governmental notary offices. The insurance
tradition was performed each year in Norouz (beginning of the Iranian New Year); the
heads of different ethnic groups as well as others willing to take part, presented gifts
to the monarch. The most important gift was presented during a special ceremony.
When a gift was worth more than 10,000 Derrick (Achaemenian gold coin weighing
8.35-8.42) the issue was registered in a special office. This was advantageous to those
36
who presented such special gifts. For others, the presents were fairly assessed by the
confidants of the court. Then the assessment was registered in special offices.
The purpose of registering was that whenever the person who presented the gift
registered by the court was in trouble, the monarch and the court would help him.
Jahez, a historian and writer, writes in one of his books on ancient Iran:
"[W]whenever the owner of the present is in trouble or wants to construct a building,
set up a feast, have his children married, etc. the one in charge of this in the court
would check the registration. If the registered amount exceeded 10,000 Derrik, he or
she would receive an amount of twice as much."
A thousand years later, the inhabitants of Rhodes invented the concept of the 'general
average'. Merchants whose goods were being shipped together would pay a
proportionally divided premium which would be used to reimburse any merchant
whose goods were jettisoned during storm or sink age.
The Greeks and Romans introduced the origins of health and life insurance c. 600 AD
when they organized guilds called "benevolent societies" which cared for the families
and paid funeral expenses of members upon death. Guilds in the Middle Ages served a
similar purpose. The Talmud deals with several aspects of insuring goods. Before
insurance was established in the late 17th century, "friendly societies" existed in
England, in which people donated amounts of money to a general sum that could be
used for emergencies.
Separate insurance contracts (i.e., insurance policies not bundled with loans or other
kinds of contracts) were invented in Genoa in the 14th century, as were insurance
pools backed by pledges of landed estates. These new insurance contracts allowed
insurance to be separated from investment, a separation of roles that first proved
useful in marine insurance. Insurance became far more sophisticated in postRenaissance Europe, and specialized varieties developed.
Toward the end of the seventeenth century, London's growing importance as a centre
for trade increased demand for marine insurance. In the late 1680s, Mr. Edward Lloyd
opened a coffee house that became a popular haunt of ship owners, merchants, and
ships captains, and thereby a reliable source of the latest shipping news. It became the
meeting place for parties wishing to insure cargoes and ships, and those willing to
underwrite such ventures. Today, Lloyd's of London remains the leading market (note
37
that it is not an insurance company) for marine and other specialist types of insurance,
but it works rather differently than the more familiar kinds of insurance.
Insurance as we know it today can be traced to the Great Fire of London, which in
1666 devoured 13,200 houses. In the aftermath of this disaster, Nicholas Barbon
opened an office to insure buildings. In 1680, he established England's first fire
insurance company, "The Fire Office," to insure brick and frame homes.
The first insurance company in the United States underwrote fire insurance and was
formed in Charles Town (modern-day Charleston), South Carolina, in 1732.
Benjamin Franklin helped to popularize and make standard the practice of insurance,
particularly against fire in the form of perpetual insurance. In 1752, he founded the
Philadelphia Contribution ship for the Insurance of Houses from Loss by Fire.
Franklin's company was the first to make contributions toward fire prevention. Not
only did his company warn against certain fire hazards, it refused to insure certain
buildings where the risk of fire was too great, such as all wooden houses.
In the United States, regulation of the insurance industry is highly Balkanized, with
primary responsibility assumed by individual state insurance departments. Whereas
insurance markets have become centralized nationally and internationally, state
insurance commissioners operate individually, though at times in concert through a
national insurance commissioners' organization. In recent years, some have called for
a dual state and federal regulatory system for insurance similar to that which oversees
state banks and national banks.
In the state of New York, which has unique laws in keeping with its stature as a global
business centre, former New York Attorney General Eliot Spitzer was in a unique
position to grapple with major national insurance brokerages. Spitzer alleged that
Marsh & McLennan steered business to insurance carriers based on the amount of
contingent commissions that could be extracted from carriers, rather than basing
decisions on whether carriers had the best deals for clients. Several of the largest
commercial insurance brokerages have since stopped accepting contingent
commissions and have adopted new business models.
38
Types of insurance
Any risk that can be quantified can potentially be insured. Specific kinds of
risk that may give rise to claims are known as "perils". An insurance policy
will set out in details which perils are covered by the policy and which are .
Below is a (non-exhaustive) list of the many different types of insurance that exist.
A single policy may cover risks in one or more of the categories set forth below.
For example, auto insurance would typically cover both property risk (covering
the risk of theft or damage to the car) and liability risk (covering legal claims from
causing an accident). A homeowner's insurance policy in the U.S. typically
includes property insurance covering damage to the home and the owner's
belongings, liability insurance covering certain legal claims against the owner, and
even a small amount of health insurance for medical expenses of guests who are
injured on the owner's property.
Automobile insurance, known in the UK as motor insurance, is probably the
most common form of insurance and may cover both legal liability claims
against the driver and loss of or damage to the insured's vehicle itself.
Throughout most of the United States an auto insurance policy is required to
legally operate a motor vehicle on public roads. In some jurisdictions, bodily
injury compensation for automobile accident victims has been changed to a
no-fault system, which reduces or eliminates the ability to sue for
compensation but provides automatic eligibility for benefits. Credit card
companies insure against damage on rented cars.
Aviation insurance insures against hull, spares, deductible, hull war and
liability risks.
Boiler insurance (also known as boiler and machinery insurance or equipment
breakdown insurance) insures against accidental physical damage to
equipment or machinery.
Builder's risk insurance insures against the risk of physical loss or damage to
property during construction. Builder's risk insurance is typically written on an
"all risk" basis covering damage due to any cause (including the negligence of
the insured) not otherwise expressly excluded.
39
provides monthly support to help pay such obligations as mortgages and credit
cards.
o Total permanent disability insurance insurance provides benefits when
a person is permanently disabled and can no longer work in their
profession, often taken as an adjunct to life insurance.
Errors and omissions insurance: See "Professional liability insurance" under
"Liability insurance
Expatriate insurance provides individuals and organizations operating outside
of their home country with protection for automobiles, property, health,
liability and business pursuits.
Financial loss insurance protects individuals and companies against various
financial risks. For example, a business might purchase cover to protect it from
loss of sales if a fire in a factory prevented it from carrying out its business for
a time. Insurance might also cover the failure of a creditor to pay money it
owes to the insured. This type of insurance is frequently referred to as
"business interruption insurance." Fidelity bonds and surety bonds are included
in this category, although these products provide a benefit to a third party (the
"obligee") in the event the insured party (usually referred to as the "obligor")
fails to perform its obligations under a contract with the obligee.
Health insurance policies will often cover the cost of private medical
treatments if the National Health Service in the UK (NHS) or other publiclyfunded health programs do not pay for them. It will often result in quicker
health care where better facilities are available.
Liability insurance is a very broad superset that covers legal claims against the
insured. Many types of insurance include an aspect of liability coverage. For
example, a homeowner's insurance policy will normally include liability
coverage which protects the insured in the event of a claim brought by
someone who slips and falls on the property; automobile insurance also
includes an aspect of liability insurance that indemnifies against the harm that
a crashing car can cause to others' lives, health, or property. The protection
offered by a liability insurance policy is twofold: a legal defense in the event
of a lawsuit commenced against the policyholder and indemnification
(payment on behalf of the insured) with respect to a settlement or court verdict.
41
Liability policies typically cover only the negligence of the insured, and will
not apply to results of willful or intentional acts by the insured.
Environmental liability insurance protects the insured from bodily injury,
property damage and cleanup costs as a result of the dispersal, release or
escape of pollutants.
Professional liability insurance, also called professional indemnity insurance,
protects professional practitioners such as architects, lawyers, doctors, and
accountants against potential negligence claims made by their patients/clients.
Professional liability insurance may take on different names depending on the
profession. For example, professional liability insurance in reference to the
medical profession may be called malpractice insurance. Notaries public may
take out errors and omissions insurance (E&O). Other potential E&O
policyholders include, for example, real estate brokers, home inspectors,
appraisers, and website developers.
Life insurance provides a monetary benefit to a decedent's family or other
designated beneficiary, and may specifically provide for income to an insured
person's family, burial, funeral and other final expenses. Life insurance
policies often allow the option of having the proceeds paid to the beneficiary
either in a lump sum cash payment or an annuity.
Annuities provide a stream of payments and are generally classified as
insurance because they are issued by insurance companies and regulated as
insurance and require the same kinds of actuarial and investment management
expertise that life insurance requires. Annuities and pensions that pay a benefit
for life are sometimes regarded as insurance against the possibility that a
retiree will outlive his or her financial resources. In that sense, they are the
complement of life insurance and, from an underwriting perspective, are the
mirror image of life insurance.
Locked funds insurance is a little-known hybrid insurance policy jointly issued
by governments and banks. It is used to protect public funds from tamper by
unauthorized parties. In special cases, a government may authorize its use in
protecting semi-private funds which are liable to tamper. The terms of this
type of insurance are usually very strict. Therefore it is used only in extreme
cases where maximum security of funds is required.
42
Marine insurance and marine cargo insurance cover the loss or damage of
ships at sea or on inland waterways, and of the cargo that may be on them.
When the owner of the cargo and the carrier are separate corporations, marine
cargo insurance typically compensates the owner of cargo for losses sustained
from fire, shipwreck, etc., but excludes losses that can be recovered from the
carrier or the carrier's insurance. Many marine insurance underwriters will
include "time element" coverage in such policies, which extends the indemnity
to cover loss of profit and other business expenses attributable to the delay
caused by a covered loss.
Mortgage insurance insures the lender against default by the borrower.
National Insurance is the UK's version of social insurance (which see below).
No-fault insurance is a type of insurance policy (typically automobile
insurance) where insureds are indemnified by their own insurer regardless of
fault in the incident.
Nuclear incident insurance covers damages resulting from an incident involving
radioactive
warranties, guarantees, care plans and even mobile phone insurance. Such
insurance is normally very limited in the scope of problems that are covered by
the policy.
Retrospectively Rated Insurance is a method of establishing a premium on
large commercial accounts. The final premium is based on the insured's actual
loss experience during the policy term, sometimes subject to a minimum and
maximum premium, with the final premium determined by a formula. Under
this plan, the current year's premium is based partially (or wholly) on the
current year's losses, although the premium adjustments may take months or
years beyond the current year's expiration date. The rating formula is
guaranteed in the insurance contract. Formula: retrospective premium =
converted loss + basic premium tax multiplier. Numerous variations of this
formula have been developed and are in use.
Social insurance can be many things to many people in many countries. But a
summary of its essence is that it is a collection of insurance coverages
(including components of life insurance, disability income insurance,
unemployment insurance, health insurance, and others), plus retirement
savings, that mandates participation by all citizens. By forcing everyone in
society to be a policyholder and pay premiums, it ensures that everyone can
become a claimant when or if he/she needs to. Along the way this inevitably
becomes related to other concepts such as the justice system and the welfare
state. This is a large, complicated topic that engenders tremendous debate,
which can be further studied in the following articles (and others):
o Social welfare provision
o Social security
o Social safety net
o National Insurance
o Social Security (United States)
o Social Security debate (United States)
Surety Bond insurance is a three party insurance guaranteeing the performance
of the principal.
Terrorism insurance provides protection against any loss or damage caused by
terrorist activities.
44
Title insurance provides a guarantee that title to real property is vested in the
purchaser and/or mortgagee, free and clear of liens or encumbrances. It is
usually issued in conjunction with a search of the public records performed at
the time of a real estate transaction.
INDUSTRY ANALYSIS
The business of life insurance in India in its existing form started in India in the year
1818 with the establishment of the Oriental Life Insurance Company in Calcutta.
Some of the important milestones in the life insurance business in India are:
1912 - The Indian Life Assurance Companies Act enacted as the first statute to
regulate the life insurance business.
1928 - The Indian Insurance Companies Act enacted to enable the government to
collect statistical information about both life and non-life insurance businesses.
45
1938 - Earlier legislation consolidated and amended to by the Insurance Act with the
objective of protecting the interests of the insuring public.
1956 - 245 Indian and foreign insurers and provident societies taken over by the
central government and nationalized. LIC formed by an Act of Parliament, viz. LIC
Act, 1956, with a capital contribution of Rs. 5 crore from the Government of India.
The General insurance business in India, on the other hand, can trace its roots to the
Triton Insurance Company Ltd., the first general insurance company established in the
year 1850 in Calcutta by the British.
Some of the important milestones in the general insurance business in India are:
1907 - The Indian Mercantile Insurance Ltd. set up, the first company to transact all
classes of general insurance business.
1968 - The Insurance Act amended to regulate investments and set minimum solvency
margins and the Tariff Advisory Committee set up.
1972 - The General Insurance Business (Nationalization) Act, 1972 nationalized the
general insurance business in India with effect from 1st January 1973.
107 insurers amalgamated and grouped into four companies viz. the National
Insurance Company Ltd., the New India Assurance Company Ltd., the Oriental
Insurance Company Ltd. and the United India Insurance Company Ltd. GIC
incorporated as a company.
46
1. Primary Functions
2. Secondary Functions
3. Other Functions
Collective bearing of risk - Insurance is a device to share the financial loss of few
among many others. Insurance is a mean by which few losses are shared among larger
number of people. All the insured contribute the premiums towards a fund and out of
which the persons exposed to a particular risk is paid.
47
Small capital to cover larger risks - Insurance relieves the businessmen from security
investments, by paying small amount of premium against larger risks and uncertainty.
Risk Free trade - Insurance promotes exports insurance, which makes the foreign trade
risk free with the help of different types of policies under marine insurance cover.
India Insurance
The end of the year 2000 marks a significant change and growth of 'India Insurance
industry scenario.
Monopoly of Public Sector Insurance company marks an end and Private companies
makes inroad.
48
Foreign companies, both Life and General flocked, collaborated and helped
astronomical growth of 'Insurance Industry in India'.
'India Insurance' growth was long overdue. Within 1st 12 months of liberation of
'Indian Insurance Industry' 10 licenses for selling life insurance products and 6
licenses for selling non-life products were issued to private companies.
The Public sector giant LIC started losing its market share at the cost of stupendous
growth of private players.
Now 'India Insurance' industry has more than a dozen private life insurance players
and 9 private general insurance companies. Aggressive and penetrative marketing
strategy coupled with wide product bandwidth was an instant success among the
ignorant masses.
Most of the private companies registered more than 100% growth till then and are still
continuing with such monstrous growth figures.
Although, 'Insurance in India' is not regarded as a basic need but it is getting popular
among semi urban to rural masses.
Top rank private companies like ICICI Prudential Life Insurance, Tata AIG,
Bajaj Allianz etc are aggressively researching and innovating products for huge
untapped rural 'India Insurance' market.
Collaboration with micro finance companies, post offices, rural banks and village
management authorities for selling insurance is doing wonders.
Life insurance products covers risk for the insurer against eventualities like death or
disability. Non-life insurance products covers risks against natural calamities,
burglary, etc. They are not as popular as life products in the ' Insurance India's'
portfolio. Until very recently it had only corporate buyers, but with natural disasters
like, earth quakes, tsunamis, storms and floods becoming more frequent and damaging
there has been a sudden spurt in sales of general insurance amongst individuals.
Consumerism of life style goods and modern amenities has also contributed to its
growth. With more awareness and wide bandwidth of insurance product portfolio the
growth for 'India Insurance' story will only get more competitive and more affordable
to all sections of Indian society.
49
101
23.10.2000
104
15.11.2000
105
24.11.2000
107
10.01.2001
109
31.01.2001
110
12.02.2001
111
30.03.2001
114
02.08.2001
116
03.08.2001
10
117
06.08.2001
11
133
04.09.2007
50
Life Insurers:
S.No.
Registrati Date of
on
Registration
Number
102
23.10.2000
103
23.10.2000
106
04.12.2000
108
22.01.2001
113
02.05.2001
115
03.08.2001
131
03-08-2007
132
04-09-2007
General Insurers:
Life Insurers:
S.No. Registration
Number
Date of Reg.
121
03.01.2002
122
14.05.2002
51
General Insurers :
S.No.
Registrati Date of
on
Registration
Number
123
15.07.2002
2.
124
27.08.2002
3.
125
27.08.2002
Life Insurers:
S.No. Registratio
n
Number
1
127
Date of Reg.
06.02.2004
Yr: 2004-2005 :
Insurance Industry in this year, so far has 1new entrants; namely
Life Insurers:
S.No. Registration
Number
1
128
Date of Reg.
17.11.2005
52
COMPANY PROFILE
COMPANY PROFILE OF HDFC - STANDARD LIFE
A)
the
developing
countries.
HDFC
has
undertaken
lot
of
B)
C)
Vision
The most successful and admired life insurance company, which mean
that we are the most trusted company, the easiest to deal with, offer the
best value for money, and set the standards in the industry. In short,
The most obvious choice for all.
54
Mission
We aim to be the top new life insurance company in the market. This
does not just mean being the largest or the most productive company in
the market, rather it is a combination of several things like
customers
Values
Integrity
Innovation
Customer centric
Team work
55
Quality policy
Phases
Objectives
Visible proof
When
Phase-5
Business
BE award (external)/service
12-24
excellence
guarantee
months and
Improve
levels
Phase-4
Phase-3
Value stream
6-8 months
map projects
financial benefit.
and improve
Process
8-12 months
maturity
and
sustenance
Phase-2
Organized
work places
certification
and
sustenance
Phase-1
Current
4-6 months
business
and
improvement
sustenance
sustenance
programs
56
D) Product/service profile
1.
Protection Plans
2.
Children's Plans
childs future and being able to meet their childs dreams and
57
aspirations. With HDFC Childrens Plan, they can start building their
savings today and ensure a bright future for their child.
HDFC Young
Star
Super:
This
Plan
provides
valuable
saves insured person from the need of going for Medicals. This Unit
Linked Plan provides valuable protection to his/her child in ca se he is
not around and gives him with an outstanding investment opportunity to
maximize their savings by providing them a choice of thoroughly
researched and selected investments. This plan also gives Bumper
Addition to the fund value at Maturity.
plan, which saves him from the need of going for Medicals. This Unit
Linked Plan gives him with an outstanding investment opportunity to
maximize his savings by providing you a choice of thoroughly
researched and selected investments. This plan also gives Bumper
Addition to the fund value at Maturity.
3.
Retirement Plans
58
is a With Profits insurance policy that is designed to provide a post retirement income for life with the freedom to choose your retirement
date.
With Profits insurance policy that is designed to provide a postretirement income for life with the freedom to choose your retirement
date.
59
4.
investors can start building their savings and it ensures that their
family remains financially independent, even when they are not a round.
This Unit Linked Plan also gives them with an outstanding investment
opportunity to maximize their savings by providing them a choice of
thoroughly researched and selected investments.
investors can start building their savings today and it ensures that their
family remains financially independent, even when they are not around.
It is a convenient plan, which saves them from the need of going for
Medicals. This Unit Linked Plan gives them with an outstanding
investment opportunity to maximize their savings by providing them a
choice of thoroughly researched and selected investments. This plan
also gives Bumper Addition to the fund value at Maturity.
from the need of going for Medicals. This Unit Linked Plan gives them
60
which saves investors from the need of going for Medicals. This Unit
Linked Plan gives them with an outstanding investment opportunity to
maximize their savings by providing you a choice of thoroughly
researched and selected investments. This plan also gives Bumper
Addition to the fund value at Maturity.
which saves insured person from the need of going for Medicals. This
Unit
Linked
Plan
gives
them
with
an
outstanding
investment
plan crafted for elite achievers. An investment cum in surance plan that
will actively help in building investor wealth and give them twin
advantage of exclusive funds (actively managed ) along with choice of
limited premium payment term. This plan provides the financial
protection to their loved ones and builds up their wealth effortlessly.
This plan also gives Bumper Addition to the fund value at Maturity.
Assurance Plan, investors can start building their savings today and
ensure that their family remains financially independent, even when
they are not around. This With Profits plan is designed to secure their
familys future by giving their family a guaranteed lum p sum on
maturity or in case of their unfortunate demise, early into the policy
term.
61
Single Premium Whole of Life Plan is a tailor made plan well suited to
meet investors long-term investment needs and help them to maintain
their familys financial independence. This single premium investment
plan is a Whole of Life plan aimed at providing long -term real growth
of their money.
5.
Health Plans
with timely support in case they have to undergo a major surgery and
hospitalization,
as
the
case
maybe,
6.
Rural Products
ensuring
their
financial
7.
Social Products
E)Area of operation
F)Ownership pattern
HDFC Limited
HDFC Bank
HDFC Sales
63
4. DATA ANALYSIS
AND
INTERPRETATION
64
Response/category
Sr. Section
Officer
Sr.
Supervisor
Sr. Isa
Money
Job security
Promotion
Career
Welfare measures
Recognition &
Assistant
Accounts
Officer
0
Total
Percentage
Of total
12
11
34
18
Development
Reward
Both career
development &
recognition &rewards
Both job security &
carrier development
All the above
65
Interpretation:
Data furnished in the above table reveals that 12% of the respondents feel that
money as their motivational factor; the majority 34% opines that security as their
factor for motivation; and surprisingly none voted for welfare measures; the second
largest 18% of the people opted for recognition and rewards as their motivational
factor; 6% of the respondents opine that both career development and recognition and
rewards are the driving motivational factors at work; 6% of the respondents feel that
job security and career development as the motivational factor; lastly 9% of the
respondents voted for all the above factors which drives them to work as they factor of
motivation.
66
Response/category
Sr.
Section
Officer
Sr.
Sr.
Supervisor Isa
Assistant Total
Accounts
Officer
Percentage
To total
Transportation
11
15
47
Public service
12
Utilization of it
15
Profit making
12
Checking accounts
12
67
Interpretation:
From the above table and graph it is obvious that majority 47% of the respondents
opine that transportation is the primary aim of their organization; 12% of the respondents
feel that public service is the primary aim of their organization; 15% of the respondents
feel it as utilization of it; 12% of the respondents agree that profit making as their primary
aim of the organization whereas the remaining 12% feel it to be checking the accounts as
the primary aim of their organization.
Sr.sectio
n officer
Sr.
Superviso
r
Sr.is
a
Tota
Percentag
e to total
Assistan
t
Account
s
Officer
1
Happy
Proud
10
31
Good
12
Average
Satisfied
15
Very satisfied
Mixed feelings
21
Response/categor
y
68
Interpretation:
From the above table it is obvious that6% of the respondents feel happy about
the organization; the majority 31% feel proud of working in the organization; the second
highest 12% of the people feel good about the organization; 9% of the respondents feel
average about the organization;15%are satisfied of the organization which they are
working for;6 % are very satisfied and the remaining 21% of the respondents have mixed
feelings about their organization.
69
Sr.sectio
n officer
Sr.
Su1perviso
r
Sr.is
a
Assistan Tota
t
l
accounts
officer
2
9
Percentag
e to total
Good
Very involved
10
31
Moderate
10
31
29
Interpretation:
From the above data furnished it is clear that 29% of the respondents feel that
the employees are good involve in the organization; the majority 31% respondents feel
that the employees are very much involved in the organization;31% of respondents
opine that the employees are moderately involved in the organization; and the least
9% feel that they are not at all involved in the organization.
70
Response/categor
y
Yes
No
Sr.sectio
n officer
Sr.
Superviso
r
Sr.is
a
5
2
3
5
6
4
Assistan
t
Account
Officer
0
7
Tota
l
Persentag
e to total
14
18
44
56
Interpretation:
From the data, it can be understood that majority of the respondents share
different opinion towards their participation for effective decision making in the
meetings, discussions arranged by the organization according to their requirement.
From the table it can be analyzed that majority of the respondents i.e, 56% of the
employees say no for their participation for effective decision making. And the
remaining 44% of the respondents said yes because they felt that they can participate
for the effective decision making.
71
Response/ Sr.
category
Section
officer
Yes
7
No
Sr.
Sr. Isa
Supervisor
4
Assistant
accounts
officer
3
Total
Percentage
to total
16
50
16
50
Interpretation:
When asked about freedom in choosing their work to employees, most of the
responds agreed that they have enough freedom in choosing their work. The responds
have equal opinion that is 50% of the total respondents said yes and the remaining
50% of them said no i.e , they have freedom in choosing their work according to their
opinion.
72
Response /
Sr.
Sr.
Sr. Isa
category
Section
Supervisor
Assistant
Total
accounts
officer
Percentage
to total
officer
100%
75%
17
50%
14
43
25%
10
31
Interpretation:
From the above data it is clear that the majority 43% of the respondents opine
that the employees role in the organization is only 50%; the least 9% of the
respondents feel that there is role in the employees up to 100% the se second highest
of the collected opinions is 31% that is the role of employees in the organization
according to their opinion only 25%; 17% of the respondents agree that the there is
role of employees in the organization up to 75%.
73
Response/category
Sr.
Sr.
Section Supervisor
Accounts
Officer
Officer
To total
Awards
28
Rewards
28
Promotional
18
26
channels
Through ldc
No comments
74
Interpretation:
Data furnished in the above table reveals that 18% of the respondents feel that
promotional channels is one of the approach that the organization use to motivate the
employees; the majority 28% of the respondents opines that awards is other approach
to motivate the employee in the organization; 28% of the people agree that rewards as
the approach which the organization use in order to motivate the employees; lastly
26% of the respondents are not willing to express their opinion to wards the various
approaches used by the organization to motivate the employees.
Response/category Sr.
Sr.
Section
Sr.
Assistant
Supervisor Isa
Accounts
Officer
Total
Percentage
officer
Personal issues
18
Educational back
13
17
26
26
ground
Competition
among trade unions
Reluctance against
administration
Bias in
management
decisions
75
Interpretation:
Data furnished in the above table clearly shows that the 18% of the
respondents opines that personal issues are the challenges to motivate the employees.
The least 13% of the respondents agree that educational background is the one of the
challenge used by the organization to motivate the employee. 17% of the respondents
said that competition among trade unions is the challenge to motivate the employees.
The majority of the respondents 26% opined that reluctance against administration is
the important challenge for the organization to motivate the employee. The majority
of the respondents 26% said bias in management decisions is the biggest challenge
towards the management to motivate the employees.
76
Response/categor
Sr.sectio
Sr.superviso
Sr.is
Assistan
Tota
Percentag
n officer
e to total
account
s officer
Stagnation,
22
28
28
Miscellaneous
13
No comments
lethargy,
growth
prospects
Lack
motivation
of
and
recognition
Decision taken by
top authorities
77
Interpretation:
From the above data it is clear that the majority 22% of the respondents opine that
gnation, lethargy, growth prospects are the obstacles that stop employees performing to the
majority 28% of the respondents feel that lack of recognition as the factor of obstacle stop
employees performing the most; 28% of the respondents vote for the decision taken the top
authorities is the key factor that plays in stopping them from performing to the best; of them
agree that the miscellaneous factors play a major role in obstacles that stop them performing
to the best; and not willing to give their opinion
78
Response/category
Sr.
Sr.
Sr.
Assistant
Section
Supervisor
Isa
Accounts
officer
Total
Percentage
To total
Officer
Yes
12
37
Very little
12
37
No knowledge
26
Interpretation:
Data furnished in the above table clearly shows that the majority 37% of the
respondents agree that they know about the employee motivation and posses sufficient
knowledge on the subject; 37% of the respondents feel that they are having a very
little knowledge on the employee motivation; and the remaining 26% of the
respondents feel that they dont have any knowledge of what exactly employee
motivation is all about.
79
Sr.sectio
Sr.superciso
Sr.is
Assistan
Tota
Percentag
n officer
e to total
accounts
officer
Yes
10
31
No
18
Sometimes
Depends
No comments
11
36
Interpretation:
From the data furnished in the above table it is clear that the majority 31% of the
respondents feel that they are empowered while contradicting to it 18% feel that they are not
at all empowered; 9% of the employees feel that they are something empowered; 6% opine
that the feeling of empowerment depends on the situation while the least 36% respondents are
not willing to make any comments on this.
80
Response/categor
Sr.sectio
Sr.supreviso
Sr.is
Assistan
Tota
Percentag
n officer
e to total
accounts
officer
&
22
of
12
22
22
Accountability
Work schedule
Miscellaneous
Recognition
rewards
Delegation
authority
No
empowerment
without
suitability
No link between
pay
&
performance
81
Interpretation:
It is obvious from the above table that 22% of the respondents opine that
recognition & rewards are the empowering factors for their performance; 12% of the
respondents agree that delegation of authority is the empowering factor for their
performance; surprisingly 22% feel that there is no empowering factor at all in the
organization; 22% respondents agree that there is s very little scope for empowerment;
4% opt for accountability without suitability as the empowerment factor; 6% say that
there is no link between pay and performance; 6% of the respondents feel that work
schedule as the factor of empowerment for their performance; 6% of the respondents
opine miscellaneous as the empowerment factor for their performance.
82
Response/categor
Sr.sectio
Sr.superviso
Sr.is
Assistan
Tota
Percentag
n officer
e to total
accounts
officer
Yes
11
36
No
26
Rarely
Satisfied
Through
13
Depends
No comments
Monetary terms
83
Interpretation:
From the above table it is clear that the majority 36% of the respondents vote
that they have got the recognition from their supervisors whereas contradicting 26%
say as no that they are not recognized from their supervisors; 4% of the respondents
agree that they are rarely recognized for their work by the supervisors; 9% feel that
they are satisfied with the kind of recognition that they are getting from their
supervisors; 13% of the respondents agree that the fact that the recognition getting is
in monitory terms; 6% of the respondents opine that the recognition is depended on
the work and the situation; and lastly 6% are not willing to make any comments on
this.
84
Sr.sectio
n officer
Sr.superviso
r
Sr.is
a
Assistan Tota
t
l
accounts
officer
0
9
Percentag
e to total
Very satisfied
Satisfied
12
16
50
Dissatisfied
22
Very dissatisfied
28
Interpretation:
Data furnished in the above table clearly gives the information that the 28% of
the respondents feel that they are very much satisfied with their job; the majority 50%
of the respondents opine that they are satisfied with their job; 22% of the respondents
vote for dissatisfaction of the job while 0% of the respondents are very dissatisfied
with their overall job satisfaction.
85
CHAPTER - 5
86
FINDINGS
It was found that:
1. Job security is the highest motivation factor than any other.
2. The perception of the employee is high towards the aim of the organization i.e.
Transportation
3. The majority of the employees feel proud at work place.
4. There is high involvement of the employee in the organization.
8.
Awards and rewards are the high rated approaches that which motivates
employees.
10. Lack of motivation and recognition, decision taken by top authorities are the
obstacles that stoop employees performing to the best.
12. There lie the similarities between the responses opined by the employees on
recognition & rewards, no empowerment, very little scope. It shows that
there is a lack of information towards the empowerment.
13. Majority of the employees discloses that there is staff recognition.
87
SUGGESTIONS
1.
2.
3.
4.
5.
6.
7.
88
Enthusiasm:
The employees in the organization are lacking enthusiasm. The
employees are working with out interest. The chef is the expert whereas cook
is his follower. The cook will not have expertise likewise in this organization
are like cooks. There is no proficiency, no expertise. The main problem with
these employees is that they lack the item that is enthusiasm.
The lack of enthusiasm is due to the following factors:
i.
Low interest
ii.
Less motivation
iii.
Obstacles in performance
iv.
Low empowerment
Gearing hr activities:
A satisfactory hr environment is essential in every organization for its
successful functioning. The management must gear u-p the hr activities to
create a favorable hr climate in the organization.
Welfare facilities:
The existing welfare facilities may be improved. Facilities such
aproductivity linked annual bonus, employees stock option schemes
participative management may be improved.
89
Motivation measures:
Employee recognition:
Employee recognition by his performance can be identified the talent
and the competency. It is commended that talent nurturing is to be adopted and
infrastructure also pays a vital role in motivating the employee.
90
CHAPTER - 6
91
Bibliography
Books
1. L. M. Prasad principles and practice of management. New delhi:
sultan chand & sons educational publishers, 2006.
Websites
2. Journal of extension understanding employee motivation, www.joe.org.
3. Business balls, employee motivation, www.businessballs.com.
4. All business a d & b company, building morale, motivating and
empowering employees. By weiss, w.h date: monday, january 1
2001,www.allbusiness.com/human-resources/workforce-management.
Magazines
5. A hrd nesletter, a monthly publication of the national hrd network,
www.nationalhrd.org, march 2008.
92
Questionnaire
1. Following are the list of motivational factors.
Money
Job security
Promotion
Career development
Welfare measures
Recognition & reward
Both career development & recognition &
rewards
Both security & carrier development
Both job security & carrier development
All the above
93
94
Personal issues
No comments
Yes
Very little
No knowledge
95
Yes
No
Sometimes
Depends
No comments
12. Empowerment of employees in their performance.
Yes
No
Rarely
Satisfied
Through
Monetary terms
Depends
No comments
96
Very satisfied
Satisfied
Dissatisfied
Very dissatisfied
97