A

SUMMER TRAINING PROJECT REPORT

ON

“A STUDY ON EMPLOYEE’S MOTIVATION”

Mother diary
Submitted to

Dr A P J Abdul Kalam Technical University, Lucknow

In the partial fulfillment of the requirement for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
(2017-2019)

Under the guidance of: Submitted By:

Anil kumar Student Name-Twinkle sharma
HR Head M.B.A- IIIrd Sem.
Mother dairy Roll No.– 1703370034

Raj Kumar Goel Institute of Technology

Department of Management Studies (ISO: 9001: 2015 Certified)
5th KM. STONE, DELHI-MEERUT ROAD, GHAZIABAD (U.P)-201003

1
 TO WHOM SOEVER IT MAY CONCER

This is to certify that Mr/ Ms……………………………………………… is a bonafide student

of MBA 2nd year of this institute for the session 2018-2019 and he/she has undergone the

summer training in ……………………………………..…................................ organization and

prepared SummerTrainingProject Report titled

………………………………………………………………………, for partial fulfillment of

Master of Business Administration (MBA) affiliated to Dr A P J Abdul Kalam Technical

University, Lucknow.

I wish her all the best for his/her future endeavors.

Dr. Vibhuti
Professor and Head
(Department of Management Studies)

2
 Declaration

I …twinkle sharma….. S/o or D/o …shri.sanjay sharma…… am pursuing Master

of Business Administration (MBA) 2nd year from Raj Kumar Goel Institute of

Technology , Ghaziabad in the session 2018-19. I hereby declare that this summer

training research project report titles on “STUDY ON EMPLOYEE’

MOTIVATION.” is the outcome of my own effort at organization under the

guidance of Mr/ Ms ……………………..........., designation. The same report has

not been submitted earlier to any Institute/ University for awarding any degree/

diploma of MBA or any other professional course. If there will be any violation of

IPR, I will be solely responsible to that and Institute/ University has right to cancel

my degree.

Date: ………………… Name: Twinkle sharma

Place: RKGIT, Ghaziabad Roll. No: 1703370034

3
 ACKNOWLEDGEMENT
Summer Training is a bridge connecting the educational qualification and professional

use. It is the path leading to success by shouldering responsibilities under the careful guidance of

seniors and experienced personnel without fear and failure.

It gives me immense pleasure to take the opportunity to remember and thanks the

personalities who have involved with this project work. I express my sincere thanks and deep

gratitude who are directly and indirectly associated in completion of this project. I would like to

thanks to Mr/ Ms ……………………………, designation ………….……………….. of

……………………………. organization for assigning an extremely challenging project thereby

giving unique opportunity to meaningful contribution of such growing and vibrant organization,

guiding throughout the project, without his help the project would have not added enough value.

I am extremely time he spent from his busy schedule.

4
 Excecutive summary
Executive summary The project was started on 2013-09-23, gradually developing and compiling

information about various operational and strategic aspects of the mother dairy plant under the

guidance of our mentor professor Anchal Gupta. The first part of the report involves the study of

brief history, operational strategy and supply chain management. The second part includes

product design and effective product design strategies used my mother dairy. The third part

includes process design and analysis as well as facility layout, capacity utilization other

expansion strategies, assembly line layout at mother dairy. The Fourth part captures the variants

of product development process and product designing including mother dairy‟s facility location

(patparganj,New Delhi) and factors affecting the location decision. For all the above mentioned

parts help from internet sources as well s newspaper articles were taken

5
TABLE OF CONTENT

Part I:
I. Certificate from Organization
II. Certification from Institution
III. Declarations
IV. Acknowledgement
V. Executive Summary
VI. Index/ Table of Content
VII. List of Tables
VIII. List of Figures

Topic Page Number

Part II: Study of Organization
 Introduction of Organization
 Business Overview
 Mission, Vision & Objectives
 Board of Director
 Company History
 Achievements
 Products & Services
 Sales & Financial Performance
 SWOT Analysis

Part III: Research Work

1. Objective
2. Discussion of Problems
a. Significance of Problems
b. Concept & Practices
c. Theory & Models related with Problem/ Literature Review
3. Hypothesis
4. Research Methodology
5. Limitations
6. Data Findings
7. Data Analysis
8. Suggestions & Recommendations
9. Conclusion
10. Bibliography

Part IV: Annexure

1. Questionnaire
2. Codebook
6
3. Data Sheet
List of Tables

7
INTRODUCTION

8
 A STUDY ON EMPLOYEE’S MOTIVATION”

Introduction about Topic

This document aims at providing employees and management members with the information that

can be beneficial both personally and professionally. Every business enterprise has multiple

objectives including of adequate profit for payment of a reasonable rate of return to the owners

and for investment in business through satisfaction of customers, maintenance of a contended

workforce and creation of a public image. The basic job of management of any business is the

effective utilization of available human resources, technological, financial and physical resources

for the achievement of the business objectives.

This project entitled as “A Study on employee’s motivation” was done to find out the factors

which will motivate the employees. The study undertakes various efforts to analyze all of them

in great details. From the study, the study was able to find some of the important factors which

motivate the employees.

Factors like financial incentives and non-financial incentive, performance appraisal system,

good relationship with employees; promotional opportunities in the present job, employee

participation in decision making are very much effect the level employee motivation. It is also

clear from the study that the company is so eager in motivating their employees and their present

effort for it so far effective.

The human resources can play an important role in the realization of the objectives. Employees

work in the organization for the satisfaction of their needs. If the human resources are not

9
properly motivated, the management will not be able to accomplish the desired results.

Therefore, human resources should be managed with utmost care to inspire, encourage and impel

them to contribute their maximum for the achievement of the business objectives.

Motivating employees can be one of biggest challenges as an employer, but learning how to

inspire each individual is the key to a successful organization.

This research will provide the various techniques for the employees, drivers to enhance the use

of dynamic motivation techniques in the firm for the employees and so that it will be helpful to

accomplishment of predefined objective of the organization.

10
Introduction of Organization

Mother Dairy Pvt Ltd.

Type Cooperative

Founded IN 1974

Headquarters Delhi, India

Key people Mr. S. Nagarajan (Managing Director),

Mr. Dushyant Kumar Tyagi (ex-DGM)

Industry Dairy

Products Milk, Dairy Products, Ice creams, Edible Oils,

Fresh fruits & vegetables, Frozen, Juices &

fruits beverages, Processed Foods, Grocery.

Website motherdairy.com

safalindia.com

Company Profile
11
Mother Dairy was set up in 1974 under the Operation Flood Programme. A wholly owned

company of the National Dairy Development Board (NDDB). Mother Dairy manufactures,

markets & sells milk and milk products under the Mother Dairy brand (Milk, Cultured Products,

Ice Creams, Paneer and Ghee), Dhara range of edible oils, Safal range of fresh Fruit &

vegetables, Frozen Vegetables, Processed Fruit & Vegetable Products, Fruit Pulps &

Concentrates in bulk aseptic packaging and fruit juices at a national level through its sales and

distribution networks for marketing food items.

Mother Dairy sources significant part of its requirement of liquid milk from dairy cooperatives.

Similarly, Mother Dairy sources fruits and vegetables from farmers / growers associations.

Mother Dairy also contributes to the cause of oilseeds grower cooperatives that manufacture/

pack the Dhara range of edible oils by undertaking to nationally market all Dhara products. It is

Mother Dairy’s constant endeavor to ensure that milk producers and farmers regularly and

continually receive market prices by offering quality milk, milk products and other food products

to consumers at competitive prices and uphold institutional structures that empower milk

producers and farmers through processes that are equitable.

At Mother Dairy, processing of milk is controlled by process automation whereby state-of-the-

art microprocessor technology is adopted to integrate and completely automate all functions of

the milk processing areas to ensure high product quality/ reliability and safety. Mother Dairy is

an ISO 9001:2008 (QMS), ISO 22000:2005 (FSMS) and ISO 14001:2004 (EMS) certified

organization. Mother Dairy has Certificate of Approval from Export Inspection Council of India

also. Moreover, its Quality Assurance Laboratory is certified by National Accreditation Board

for Testing and Calibration Laboratory (NABL)-Department of Science and Technology,

Government of India.

12
Mother Dairy markets approximatley 3.2 million litres of milk daily in the markets of Delhi,

Mumbai, Saurashtra and Hyderabad. Mother Dairy milk has a market share of 66% in the

branded sector in Delhi where it sells 2.5 million litres of milk daily and undertakes its

marketing operations through around 1400 retail outlets and over 1000 exclusive outlets of

Mother Dairy.

The company derives significant competitive advantage from its unique distribution network of

bulk vending milk booths, retail outlets and mobile units. Mother Dairy ice creams launched in

the year 1995 have shown continuous growth over the years and today boasts of approximately

62% market share in Delhi and NCR. Mother Dairy also manufactures and markets a wide range

of dairy products that include Butter, Mishti Doi, Paneer, Dahi, Ghee, Cheese, UHT Milk,

Probiotic Products, Lassi & Flavoured Milk and most of these products are available across the

country.

Safal is the market leader in the organized fruit & vegetable retail business in Delhi NCR where

it sells an average of 300 MT/day through a network of 350+ exclusive retail outlets under brand

name Safal/ Safal Pure Veg, supported by a state-of-the-art large and ultramodern Central

Distribution Facility located in Delhi with an annual capacity to handle and process 2,00,000 MT

of fresh fruits and vegetables. Safal today operates the largest number of F&V Stores in Delhi

NCR and has further expansion plans in place. Retail Outlets are also present in Bangalore

under the brand name Safal Daily Fresh.

Safal has a prominent presence in Export market spread across 40 countries viz., USA, Europe,

Russia, Middle East, Asia and Africa and exports Fresh Fruits & Vegetables (Grapes, Banana,

Gherkin, Onion, etc.), Fruit Pulp & Concentrate, Frozen Fruits & Vegetables, etc. A state-of-the-

art fruit processing plant of fruit handling capacity of 15,000 MT annually, setup in 1996 at

13
Mumbai supplies quality products in the international market. With increasing demand another

state-of-the-art fruit processing plant has been set up at Bangalore with fruit handling capacity of

around 50,000 MT annually.

The Dhara range of edible oils is marketed by Motherdairy. Today it is one of the leading brand

of edible oils and is available across the country in over 2,00,000 outlets. The brand is known for

its PURITY and focuses on the indigenous oil. The brand is currently available in the following

variants: Refined Vegetable Oil , Refined Soybean Oil, Refined Sunflower Oil, Refined Rice

Bran Oil, KachiGhani Mustard Oil and Filtered Groundnut Oil.

Mother Dairy has over the past 3 decades, harnessed the power of farmer cooperatives to deliver

a range of delicious products and bring a smile on your face.

Vision & Mission

Vision - Provide quality food and beverages to consumers at affordable prices while ensuring

fair returns to the producers.

Mission - Mother Dairy’s heritage is intrinsically linked to the cooperative movement in India.

With determination & pride we will continue to serve our farmers, rural India & our consumers.

Our values reflect who we are & what we firmly believe in.

14
Products

Milk

Dairy Products

Ice creams

Edible Oils

Fresh fruits & vegetables

15
Frozen

Juices & fruits beverages

Processed Foods

Grocery

16
 product and services
Mother Dairy is committed to deliver products which meet all regulatory, industrial, consumer

Quality and Food safety requirements to our valued consumers.

Our continuous efforts focused on building a sustainable “Quality and Food Safety Program”

across food chain, using state of the art processes and innovative technologies towards delivering

wide range of “Dairy and Food” products.

Our systems are designed to have process monitoring and controls at each stage of food chain

towards Continual Improvements.

We, assure that our valued consumers are satisfied, each time they experience our product.

We achieve this by,

• Implementing robust Mother Dairy Management System, which is an Internal System,

developed to meet the all Process Requirements based on National & International Standards.

• Implementing International Management System Standards (ISO)

• Bench Marking, Best-In-Class requirements

• Process Optimization : Constantly working on latest innovative Technologies

• Capability Development across the Organization

• Auditing & Assessments : Mother Dairy has established a frame work for Auditing &

Assessments of Complete Food Chain

• Consumer Satisfaction

17
It is our endeavour to create a culture of “Total Quality” where continuous improvement of our

people, processes and products becomes a way of life.

At Mother Dairy Innovation Centre, we have a dedicated team of Scientists who are constantly

collaborating international standards and best practices for Quality & Food Safety in its products.

DEPARTMENT PROFILE

The organization has mainly 5 departments. They are

 HUMAN RESOURCE DEPARTMENT

 FINANCE DEPARTMENT

 PURCHASE DEPARTMENT

 MARKETING DEPARTMENT.

 PRODUCTION DEPARTMENT

18
ORGANIZATION CHART OF HUMAN RESOURCE DEPARTMENT

General Manager (Works)

The managing human resource in the organization is an important task. Human resource

department is doing the management of human resource in the organization. Mother Dairy;

Pilkhuwa follows a system in HR department that each authority coming under the General

Manager (works) has to report directly to General Manager (Works) in the hierarchy. This will

helps to speed up the communication flow in the organization.

ORGANISATION CHART OF FINANCE DEPARTMENT

Deputy Manager Accounts

Assistant manager

Sr. Accounts Officer

Assistants

19
Sound financial decisions have been one of the critical practices in the success of Mother Dairy;

Pilkhuwa proper planning and long vision of the financial managers help the company to

undergo to smooth sail. All monetary transactions of the company are handled and brought to

account by the finance department.

ORGANISATION CHART OF PURCAHSE DEPARTMENT

Sr. Purchase Manager

Assistant Manager Purchase

Purchase Officer

Assistants

The purchase manager is the only person who is the having the prime authority to make orders

for the purchase of raw materials. After referring the stock report of raw materials and finished

20
goods, the purchase manager purchase the raw- materials in order to ensure the continuous flow

of production.

ORGANISATION CHART OF PRODUCTION DEPARTMENT

Shift in charge

Jr. Manager Production

Jr. Manager Production

Production Manager

Deputy Manager Production

Deputy Manager Maintenance

The production manager and his team are responsible for realizing the visions of the company

within constraints of technical possibility. This involves coordinating the operations of various

production activities and maintains a good flow of work without any blockage.

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ORGANISATION CHART OF MARKETING DEPARTMENT

Marketing Manager

Sales Manager

Regional Sales Manager

Area Sales Manager

Sales Officer

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 Achivements
National energy conservation award 2017 -!st prize in diary
sector
Award presenter :bureau of energy efficiency

Awarded for: patparganj unit

Date ;14 Dec 2017

CII SCALE AWARD

Award Presenter: Confederation of Indian Industries

Awarded For: Cold Chain and Temperature Controlled Services - User Category

Date: 15 Dec 2016

Commendation Certificate for Significant Achievement in

Food Safety
Award Presenter: CII National Food Safety Award 2015

Awarded for: Pilkhuwa Unit

Date: 02 Dec 2015

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National Award Committee for Food Safety: Year 2014
Award Presenter: CII
Awarded for:
Commendation Certificate for Significant Achievement in Food Safety - Patparganj Plant
Commendation Certificate for Food Safety - Pilkhuwa Plant
Date: 02 Dec 2014

Master Brand Awards - Sustainable Brands

Award Presenter: CMO Asia & CMO Council

Awarded for: Safal

Date: 02 Oct 2013

Master Brand
Award Presenter: CMP Council & CMO Asia
Date: 01 Nov 2012

Food & Beverages

Award Presenter: Star News
Awarded for:
Brand Excellence Award in FMCG Sector (Food & Beverages)
Date: 02 Nov 2011

24
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25
detailing the evolution of sales and an article on how customer
experience is most important in clinching a deal

Financial performance
Mother Dairy's turn over grew by 9 per cent in the last fiscal to about Rs 7,850 crore helped
by better sales in value-added dairy products and edible oils businesses.

Mother Dairy, a wholly-owned subsidiary of the National Dairy Development Board (NDDB),
had posted a turnover of Rs 7,186 crore in 2015-16.

"Our turnover has increased by over 9 per cent to about Rs 7,850 crore during 2016-17
fiscal. In value-added dairy products and edible oils, our growth was nearly 20 per
cent," Mother Dairy Managing Director S Nagarajan told PTI.

The company sells value-added dairy products like ice cream, curd, paneer and ghee.

However, Nagarajan said the company's sales in fruits and vegetables segment remained
muted.

About 75-80 per cent of the company's sales come from dairy business, he said. The edible
oil business contributes about Rs 1,000 crore, while fruits and vegetables add about Rs
600-700 crore.

26
 Swot analysis

The dairy industry has its own strengths and weaknesses to build on present

scenario for future growth. Strengths and weaknesses are the internalities of the

present situation of dairy industry within the country. Opportunities and threats are

the externalities of the future situation, not only within the country, but also

expected from outside the borders. The analysis attempts to identify the strengths

to meet the opportunities and the threats of the future and weaknesses are going to

be challenged or shown up by these threats and opportunities.

Strengths

the world with highest milk production growth: Since 1998-99 India has emerged

as largest milk producer in the world with 75.4 MT (Million Tonnes) by surpassing

USA. India has witnessed approximately 4% growth of milk production annually

in last three decades, which far exceeds the average global growth of about 1%

(Singh, 2009). India produces 65.8% buffalo milk, 21.7% goat milk, 7.3% cow

milk, and 14.6% total milk of the total world milk production in respective

categories in year 2005 (F AO, 2007). India has attained the total milk production

of 104 MT (estimated) during the year 2007-08 as per results revealed by

Department of Animal Husbandry and Dairying, Govt of India. Growth in milk

production has exceeded the growth in India's population, elevating per capita milk

27
availability 114 grams per day in 1970 to 252 grams per day in 2007-08,sed as a

guide for the analysis that follows.

28
weakness

Weaknesses Highest numbers of livestock with low milk productivity The structure of milk

production worldwide is diverse. The farming system differ in farm size (1-3000 cow per farm),

milk yield (< lOOOkg to > 10,000 kg I cow per lactation), feed basis, milking technology and

the linkage to the dairy chain. Small scale farms dominate the South Asia, Switzerland, Australia,

Norway, Finland and Poland whereas large farm provide most of the milk production in USA,

Israel, Argentina, Oceania, Hungry, Czech Republic, Estonia, Denmark, Netherlands and UK. In

India the livestock keeping system is more complex. According to the 2003 Census data, India,

had 485 million livestock population, have the second highest numbers of cattle (185 million),

the highest number of buffaloes (97 million), and second highest number of goats (124 million)

in the world. Despite being a largest milk producer, India has very low per cattle milk

productivity per lactation period. Per animal productivity in Indian dairy industry is the lowest in

the world that is around 8-9-times lower than dairy-developed countries.

Opportunities
India has large market and investment opportunity in dairy industry which is still not competitive

and has enough possibilities for higher profit on investment. The private sector investment is less

than the cooperative and government investment in milk processing and distribution. India has

one billion plus market which largest milk and milk product market in the world (Singh, 2009).

The food processing segment has shown highly positive performance for all food processing

companies. This sector has minimal effect of economic slow down. Therefore, India with a

population of 1.17 billion presents huge market which is growing at 7%.

29
Threats
Food safety is a major concern in India from the clean milk production to consumption by

consumer the whole chain has too many potential points of microbial and chemical

contamination. The farmers follow traditional milking and dairying practices where hygiene

practices and good dairy practices (GDPs) are not up to the mark. Farmers do not appropriately

clean the hand, milk bucket, milk cane, and other milk handling equipments at farm level. The

first environmental contact of milk, after coming out of udders, at farm level get exposed to

microbial contamination which affects milk shelf life as raw material as well as final milk

product. Therefore, the present scenario, at farm level for clean milk production, can not support

the food safety requirements for high quality milk and milk products which can be exported

30
RESEARCH PROBLEM

31
Research Problem

The research problem here in this study is associated with the motivation of employees of

Mother Dairy; Pilkhuwa. There are a variety of factors that can influence a person’s level of

motivation; some of these factors include

 The level of pay and benefits,

 The perceived fairness of promotion system within a company,

 Quality of the working conditions,

 Leadership and social relationships,

 Employee recognition

 Job security

 Career development opportunities etc.

Motivated employees are a great asset to any organisation. It is because the motivation and Job

satisfaction is clearly linked. Hence this study is focusing on the employee motivation in the

organisation. The research problem is formulated as follows:

“What are the factors which help to motivate the employees?

32
 Significance of the problem
The study is intended to evaluate motivation of employees in the organization. A good

motivational program procedure is essential to achieve goal of the organization. If efficient

motivational programs of employees are made not only in this particular organization but also

any other organization; the organizations can achieve the efficiency also to develop a good

organizational culture.

Motivation has variety of effects. These effects may be seen in the context of an individual’s

physical and mental health, productivity, absenteeism and turnover. Employee delight has to be

managed in more than one way. This helps in retaining and nurturing the true believers “who

can deliver value to the organization. Proliferating and nurturing the number of “true

believers”is the challenge for future and present HR managers.

This means innovation and creativity. It also means a change in the gear for HR polices and

practices. The faster the organizations nurture their employees, the more successful they will be.

The challenge before HR managers today is to delight their employees and nurture their

creativity to keep them a bloom.

This study helps the researcher to realize the importance of effective employee motivation. This

research study examines types and levels of employee motivational programs and also discusses

management ideas that can be utilized to innovate employee motivation. It helps to provide

insights to support future research regarding strategic guidance for organizations that are both

providing and using reward/recognition programs.

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Objective

 Primary objective

 To study the important factors which are needed to motivate the employees.

 Secondary Objective.

 To study the effect of monetary and non-monetary benefits provided by the organization

on the employee’s performance.

 To study the effect of job promotions on employees.

 To learn the employee’s satisfaction on the interpersonal relationship exists in the

organization.

 To provide the practical suggestion for the improvement of organization’s performance.

34
 CHAPTER-3

Literature Review

Rensis Likert has called motivation as the core of management. Motivation is the core of

management. Motivation is an effective instrument in the hands of the management in inspiring

the work force .It is the major task of every manager to motivate his subordinate or to create the

will to work among the subordinates .It should also be remembered that the worker may be

immensely capable of doing some work, nothing can be achieved if he is not willing to work

.creation of a will to work is motivation in simple but true sense of term.

Motivation is an important function which very manager performs for actuating the people to

work for accomplishment of objectives of the organization .Issuance of well conceived

instructions and orders does not mean that they will be followed .A manager has to make

appropriate use of motivation to enthuse the employees to follow them. Effective motivation

succeeds not only in having an order accepted but also in gaining a determination to see that it is

executed efficiently and effectively.

In order to motivate workers to work for the organizational goals, the managers must determine

the motives or needs of the workers and provide an environment in which appropriate incentives

are available for their satisfaction .If the management is successful in doing so; it will also be

successful in increasing the willingness of the workers to work. This will increase efficiency and

effectiveness of the organization .There will be better utilization of resources and workers

abilities and capacities.

35
Concept of Motivation

The word motivation has been derived from motive which means any idea, need or emotion that

prompts a man in to action. Whatever may be the behavior of man, there is some stimulus behind

it.Stimulus is dependent upon the motive of the person concerned. Motive can be known by

studying his needs and desires.

There is no universal theory that can explain the factors influencing motives which control mans

behavior at any particular point of time. In general, the different motives operate at different

times among different people and influence their behaviors. The process of motivation studies

the motives of individuals which cause different type of behavior.

Definition of Motivation

According to Edwin B Flippo, “Motivation is the process of attempting to influence others to

do their work through the possibility of gain or reward.

Significance of Motivation

Motivation involves getting the members of the group to pull weight effectively, to give their

loyalty to the group, to carry out properly the purpose of the organization. The following results

may be expected if the employees are properly motivated.

 The workforce will be better satisfied if the management provides them with opportunities to

fulfill their physiological and psychological needs. The workers will cooperate voluntarily

with the management and will contribute their maximum towards the goals of the enterprise.

36
 Workers will tend to be as efficient as possible by improving upon their skills and knowledge

so that they are able to contribute to the progress of the organization. This will also result in

increased productivity.

 The rates of labor’s turnover and absenteeism among the workers will be low.

 There will be good human relations in the organization as friction among the workers

themselves and between the workers and the management will decrease.

 The number of complaints and grievances will come down. Accident will also be low.

 There will be increase in the quantity and quality of products. Wastage and scrap will be less.

Better quality of products will also increase the public image of the business.

37
Benefits of Employee Motivation

 Benefit of the Employees Motivation to the Firm

 To the Employees

 To the Society or Government

Motivation Process

 Identification of need

 Tension

 Course of action

 Result –Positive/Negative

 Feedback

Theories of Motivation

Understanding what motivated employees and how they were motivated was the focus of many

researchers following the publication of the Hawthorne study results (Terpstra, 1979). Six major

approaches that have led to our understanding of motivation are Mcclelland’s Achievement Need

Theory, Behavior Modification theory; Abraham H Mallows need hierarchy or Deficient theory

of motivation. J.S. Adam’s Equity Theory, Vrooms Expectation Theory, Two factor Theory.

38
Abraham H Maslow Need Hierarchy or Deficient theory of Motivation.

The intellectual basis for most of motivation thinking has been provided by behavioral scientists,

A.H Maslow and Frederick Heizberg, whose published works are the “Bible of Motivation”.

Although Maslow himself did not apply his theory to industrial situation, it has wide impact for

beyond academic circles. Douglous Mac Gregor has used Maslow’s theory to interpret specific

problems in personnel administration and industrial relations.

The crux of Maslow’s theory is that human needs are arranged in hierarchy composed of five

categories. The lowest level needs are physiological and the highest levels are the self

actualization needs. Maslow starts with the formation that man is a wanting animal with

hierarchy of needs of which some are lower ins scale and some are in a higher scale or system of

values. As the lower needs are satisfied, higher needs emerge. Higher needs cannot be satisfied

unless lower needs are fulfilled. A satisfied need is not a motivator. This resembles the standard

economic theory of diminishing returns. The hierarchy of needs at work in the individual is

today a routine tool of personnel trade and when these needs are active, they act as powerful

conditioners of behavior- as Motivators.

Hierarchy of needs; the main needs of men are five. They are physiological needs, safety needs,

social needs, ego needs and self actualization needs, as shown in order of their importance.

Self- Actualization

Ego Needs

Social Needs
39
 Safety Needs

Physiological Needs
The above five basic needs are regarded as striving needs which make a person do things. The

first model indicates the ranking of different needs. The second is more helpful in indicating how

the satisfaction of the higher needs is based on the satisfaction of lower needs. It also shows how

the number of person who has experienced the fulfillment of the higher needs gradually tapers

off.

Physiological or Body Needs: - The individual move up the ladder responding first to the

physiological needs for nourishment, clothing and shelter. These physical needs must be equated

with pay rate, pay practices and to an extent with physical condition of the job.

Safety: - The next in order of needs is safety needs, the need to be free from danger, either from

other people or from environment. The individual want to assured, once his bodily needs are

satisfied, that they are secure and will continue to be satisfied for foreseeable feature. The safety

needs may take the form of job security, security against disease, misfortune, old age etc as also

against industrial injury. Such needs are generally met by safety laws, measure of social security,

protective labor laws and collective agreements.

Social needs: - Going up the scale of needs the individual feels the desire to work in a cohesive

group and develop a sense of belonging and identification with a group. He feels the need to love

40
and be loved and the need to belong and be identified with a group. In a large organization it is

not easy to build up social relations. However close relationship can be built up with at least

some fellow workers. Every employee wants to feel that he is wanted or accepted and that he is

not an alien facing a hostile group

Ego or Esteem Needs: - These needs are reflected in our desire for status and recognition,

respect and prestige in the work group or work place such as is conferred by the recognition of

one’s merit by promotion, by participation in management and by fulfillment of workers urge for

self expression. Some of the needs relate to ones esteem

e.g.; need for achievement, self confidence, knowledge, competence etc. On the job, this means

praise for a job but more important it means a feeling by employee that at all times he has the

respect of his supervisor as a person and as a contributor to the organizational goals.

Self realization or Actualization needs: - This upper level need is one which when satisfied

provide insights to support future research regarding strategic guidance for organization that are

both providing and using reward/recognition programs makes the employee give up the

dependence on others or on the environment. He becomes growth oriented, self oriented,

directed, detached and creative. This need reflects a state defined in terms of the extent to which

an individual attains his personnel goal. This is the need which totally lies within oneself and

there is no demand from any external situation or person.

Herzberg's two-factor theory

41
Frederick Herzberg's two-factor theory, a.k.a. intrinsic/extrinsic motivation, concludes that

certain factors in the workplace result in job satisfaction, but if absent, they don't lead to

dissatisfaction but no satisfaction.

The factors that motivate people can change over their lifetime, but "respect for me as a person"

is one of the top motivating factors at any stage of life.

He distinguished between:

1.motivation

2.hygiene factors

 Motivators; (e.g. challenging work, recognition, responsibility) which give positive

satisfaction, and

 Hygiene factors; (e.g. status, job security, salary and fringe benefits) that do not motivate if

present, but, if absent, result in demotivation.

The name Hygiene factors is used because, like hygiene, the presence will not make you

healthier, but absence can cause health deterioration.

The theory is sometimes called the "Motivator-Hygiene Theory" and/or "The Dual Structure

Theory."

Herzberg's theory has found application in such occupational fields as information systems and

in studies of user satisfaction (see Computer user satisfaction).

McClelland’s Achievement Need Theory.

According to McClelland’s there are three types of needs;

42
  Need for Achievement (n Ach);

This need is the strongest and lasting motivating factor. Particularly in case of persons who

satisfy the other needs. They are constantly pre occupied with a desire for improvement and lack

for situation in which successful outcomes are directly correlated with their efforts. They set

more difficult but achievable goals for themselves because success with easily achievable goals

hardly provides a sense of achievement

 Need for Power (n Pow)

It is the desire to control the behavior of the other people and to manipulate the surroundings.

Power motivations positive applications results in domestic leadership style, while it negative

application tends autocratic style.

 Need for affiliation (n Aff)

It is the related to social needs and creates friendship. This results in formation of informal

groups or social circle.

Alderfer's ERG theory

Alderfer, expanding on Maslow's hierarchy of needs, created the ERG theory. This theory posits

that there are three groups of core need — existence, relatedness, and growth, hence the label:

ERG theory. The existence group is concerned with providing our basic material existence

requirements. They include the items that Maslow considered to be physiological and safety

needs. The second group of needs is those of relatedness- the desire we have for maintaining

important interpersonal relationships. These social and status desires require interaction with

43
others if they are to be satisfied, and they align with Maslow's social need and the external

component of Maslow's esteem classification. Finally, Alderfer isolates growth needs' an

intrinsic desire for personal development. These include the intrinsic component from Maslow's

esteem category and the characteristics included under self-actualization

Behavioral Modification Theory;

According to this theory people behavior is the outcome of favorable and unfavorable past

circumstances. This theory is based on learning theory. Skinner conducted his researches among

rats and school children. He found that stimulus for desirable behavior could be strengthened by

rewarding it at the earliest. In the industrial situation, this relevance of this theory may be found

in the installation of financial and non financial incentives.

More immediate is the reward and stimulation or it motivates it. Withdrawal of reward incase of

low standard work may also produce the desired result. However, researches show that it is

generally more effective to reward desired behavior than to punish undesired behavior.

J.S Adams Equity Theory

Employee compares her/his job inputs outcome ratio with that of reference. If the employee

perceives inequity, she/he will act to correct the inequity: lower productivity, reduced quality,

increased absenteeism, voluntary resignation.

Vrooms Expectation Theory

44
Vroom’s theory is based on the belief that employee effort will lead to performance and

performance will lead to rewards (Vroom, 1964). Reward may be either positive or negative. The

more positive the reward the more likely the employee will be highly motivated. Conversely, the

more negative the reward the less likely the employee will be motivated.

Two Factor Theory

Douglas McGregor introduced the theory with the help of two views; X assumptions are

conservative in style Assumptions are modern in style.

X Theory

 Individuals inherently dislike work.

 People must be coerced or controlled to do work to achieve the objectives.

 People prefer to be directed

Y Theory

 People view work as being as natural as play and rest

 People will exercise self-direction and control towards achieving objectives they are

committed to

 People learn to accept and seek responsibility.

Types of Motivation

45
Intrinsic motivation occurs when people are internally motivated to do something because it

either brings them pleasure, they think it is important, or they feel that what they are learning is

significant. It has been shown that intrinsic motivation for education drops from grades 3-9

though the exact cause cannot be ascertained. Also, in younger students it has been shown that

contextualizing material that would otherwise be presented in an abstract manner increases the

intrinsic motivation of these students.

Intrinsic motivation and the 16 basic desires theory

Starting from studies involving more than 6,000 people, Professor Steven Reiss has proposed a

theory that finds 16 basic desires that guide nearly all human behavior. The desires are:

 Acceptance, the need for approval  Physical activity, the need for exercise

 Curiosity, the need to learn  Power, the need for influence of will

Romance, the need for sex

 Eating, the need for food
 Saving, the need to collect
 Family, the need to raise children
 Social contact, the need for friends
 Honor, the need to be loyal to the traditional
(peer relationships)
values of one's clan/ethnic group
 Status, the need for social
 Idealism, the need for social justice
standing/importance

 Independence, the need for individuality

 Tranquility, the need to be safe

 Order, the need for organized, stable,

 Vengeance, the need to strike back/to
predictable environments
win

46
In this model, people differ in these basic desires. These basic desires represent intrinsic desires

that directly motivate a person's behavior, and not aimed at indirectly satisfying other desires.

People may also be motivated by non-basic desires, but in this case this does not relate to deep

motivation, or only as a means to achieve other basic desires.

Extrinsic motivation comes into play when a student is compelled to do something or act a

certain way because of factors external to him or her (like money or good grades).

Whyte researched and reported about the importance of locus of control and academic

achievement. Students tending toward a more internal locus of control are more academically

successful, thus encouraging curriculum and activity development with consideration of

motivation theories.

Motivation has been found to be an important element in the concept of Andragogy (what

motivates the adult learner), and in treating Autism Spectrum Disorders, as in Pivotal Response

Therapy

Incentives

An incentive is something which stimulates a person towards some goal. It activates human

needs and creates the desire to work. Thus, an incentive is a means of motivation. In

organizations, increase in incentive leads to better performance and vice versa.

Need for Incentives

Man is a wanting animal. He continues to want something or other. He is never fully satisfied. If

one need is satisfied, the other need need arises. In order to motivate the employees, the
47
management should try to satisfy their needs. For this purpose, both financial and non financial

incentives may be used by the management to motivate the workers. Financial incentives or

motivators are those which are associated with money. They include wages and salaries, fringe

benefits, bonus, retirement benefits etc. Non financial motivators are those which are not

associated with monetary rewards. They include intangible incentives like ego-satisfaction, self-

actualization and responsibility.

INCENTIVES

Financial Incentives Non-financial incentives

 Wages and Salaries. - Competition

 Bonus - Group recognition

 Medical reimbursement - Job security

 Insurance - Praise

48
  Housing facility - Knowledge of result

 Retirement benefits. - Workers participation.

- Suggestion system

- Opportunities for growth

Motivation is the key to performance improvement

There is an old saying you can take a horse to the water but you cannot force it to drink; it will

drink only if it's thirsty - so with people. They will do what they want to do or otherwise

motivated to do. Whether it is to excel on the workshop floor or in the 'ivory tower' they must be

motivated or driven to it, either by themselves or through external stimulus.

Are they born with the self-motivation or drive? Yes and no. If no, they can be motivated, for

motivation is a skill which can and must be learnt. This is essential for any business to survive

and succeed.

Performance is considered to be a function of ability and motivation, thus:

 Job performance =f(ability)(motivation)

Ability in turn depends on education, experience and training and its improvement is a slow and

long process. On the other hand motivation can be improved quickly. There are many options

and an uninitiated manager may not even know where to start. As a guideline, there are broadly

seven strategies for motivation.

There are broadly seven strategies for motivation.

 Positive reinforcement / high expectations

49
  Effective discipline and punishment

 Treating people fairly

 Satisfying employees needs

 Setting work related goals

 Restructuring jobs

 Base rewards on job performance

Essentially, there is a gap between an individual’s actual state and some desired state and the

manager tries to reduce this gap. Motivation is, in effect, a means to reduce and manipulate this

gap.

Human Motivation Techniques

A technique helps people to achieve excellence. The techniques should also be human. Fear,

manipulation, or unreal promises can induce people to put bursts of energy into their work. Such

negative techniques are powerfully effective, but they damage people and Firm. Negative

approaches are unnecessary in naturally motivating environments. But, great success is limited to
50
a few people and Firm. Ideally, motivating techniques should help people in common place

situations to achieve excellence, without hurting their own self respect and well being. Tradition,

training and their sense of duty generally induce ordinary people to try and contribute their best.

Motivating techniques should help them to improve on their innate aspirations and achieve

flow.

Flow is a state of mind, where people become totally immersed in their tasks and lose all sense

of time. It is a state, where people work for the pure enjoyment of completing the task and not

for any external reward. Research has shown that people achieve flow, when they feel that they

are in control of tasks, which are goal directed, provide feedback and give them a sense of

meaning. Studies indicate that flow does not require engagement in creative or artistic tasks.

Flow has been shown to be experienced even in tasks such as analyzing data, or filling out

income tax returns. Motivation techniques which achieve flow benefit the employee and the

organization.

Common Myths About Employee Motivation

1. Myth -- "I can motivate people"

Not really -- they have to motivate themselves. You can't motivate people anymore than you can

empower them. Employees have to motivate and empower themselves. However, you can set up

an environment where they best motivate and empower themselves. The key is knowing how to

51
set up the environment for each of your employees.

2. Myth -- "Money is a good motivator"

Not really. Certain things like money, a nice office and job security can help people from

becoming less motivated, but they usually don't help people to become more motivated. A key

goal is to understand the motivations of each of your employees.

3. Myth -- "Fear is a damn good motivator"

Fear is a great motivator -- for a very short time. That's why a lot of yelling from the boss won't

seem to "light a spark under employees" for a very long time.

4. Myth-- "I know what motivates me, so I know what motivates my employees"

Not really. Different people are motivated by different things. I may be greatly motivated by

earning time away from my job to spend more time my family. You might be motivated much

more by recognition of a job well done. People are not motivated by the same things. Again, a

key goal is to understand what motivates each of your employees.

5. Myth-- "Increased job satisfaction means increased job performance"

Research shows this isn't necessarily true at all. Increased job satisfaction does not necessarily

mean increased job performance. If the goals of the organization are not aligned with the goals

of employees, then employees aren't effectively working toward the mission of the organization.

6. Myth-- "I can't comprehend employee motivation -- it's a science"

52
Not true. There are some very basic steps you can take that will go a long way toward supporting

your employees to motivate themselves toward increased performance in their jobs.

53
 RESEARCH METHODOLOGY

Research Methodology

Research is a systematic method of finding solutions to problems. It is essentially an

investigation, a recording and an analysis of evidence for the purpose of gaining knowledge.

54
According to Clifford woody, “research comprises of defining and redefining problem,

formulating hypothesis or suggested solutions, collecting, organizing and evaluating data,

reaching conclusions, testing conclusions to determine whether they fit the formulated

hypothesis”

Nature of Research

Descriptive research, also known as statistical research, describes data and characteristics about

the population or phenomenon being studied. Descriptive research answers the questions who,

what, where, when and how.

Although the data description is factual, accurate and systematic, the research cannot describe

what caused a situation. Thus, descriptive research cannot be used to create a causal relationship,

where one variable affects another. In other words, descriptive research can be said to have a low

requirement for internal validity.

Sampling Design

A sample design is a finite plan for obtaining a sample from a given population. Simple random

sampling is used for this study.

Universe

The universe chooses for the research study is the employees of Mother Dairy; Pilkhuwa.

Sample Size

Number of the sampling units selected from the population is called the size of the sample.

Sample of 100 respondents were obtained from the population.

55
Sampling Procedure

The procedure adopted in the present study is probability sampling, which is also known as

chance sampling. Under this sampling design, every item of the frame has an equal chance of

inclusion in the sample.

Methods of Data Collection

The data’s were collected through Primary and secondary sources.

 Primary Sources.

Primary data are in the form of “raw material” to which statistical methods are applied for the

purpose of analysis and interpretations.

The primary sources are discussion with employees, data’s collected through questionnaire.

 Secondary Sources.

Secondary data’s are in the form of finished products as they have already been treated

statistically in some form or other.

The secondary data mainly consists of data and information collected from records, company

websites and also discussion with the management of the organization. Secondary data was also

collected from journals, magazines and books

Questionnaire

A well defined questionnaire that is used effectively can gather information on both overall

performance of the test system as well as information on specific components of the system. A

defeated questionnaire was carefully prepared and specially numbered. The questions were

arranged in proper order, in accordance with the relevance.

56
Nature of Questions Asked

The questionnaire consists of open ended, dichotomous, rating and ranking questions.

Variables of the Study

The direct variable of the study is the employee motivation

Indirect variables are the incentives, interpersonal relations, career development opportunities

and performance appraisal system.

Presentation of Data

The data are presented through charts and tables.

Tools and Techniques for Analysis

Correlation is used to test the hypothesis and draw inferences.

Data analysis
QUES:-1 Management is interested in motivating the employees

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE

1 Strongly Agree 27 54

2 Agree 20 40

3 Neutral 3 6

4 Disagree 0 0

5 Strongly Disagree 0 0

57
 Total 50 100

(Table 4.1)

(Chart 4.1)

Interpretation
The table shows that 54% of the respondents are strongly agreeing that the management is
interested in motivating the employees.

QUES:-2 The type of incentives motivates you more

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE

1 Financial Incentives 15 30

2 Non financial Incentives 9 18

3 Both 26 52

Total 50 100

(Table 4.2)

58
INTERPRETATION
The table shows that 52% of the respondents are expressing that both financial and non financial
incentives will equally motivate them.

QUES:-3 Satisfaction with the present incentives scheme

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE

1 Highly satisfied 18 36

2 Satisfied 29 58

3 Neutral 3 6

4 Dissatisfied 0 0

5 Highly satisfied 0 0

Total 50 100

59
(Table 4.4)

(Chart 4.3)
INTERPRETATION
The table shows that 58% of the respondents are satisfied with the present incentive scheme of
the organization.

QUES:-4 The company is eagerness in recognizing and acknowledging employee’s work

SL NO NUMBER OF
PARTICULAR RESPONDENTS
PERCENTAGE

1 Strongly Agree 18 54

2 Agree 29 58

3 Neutral 3 6

4 Disagree 0 0

5 Strongly Disagree 0 0

Total 50 100

(Table 4.4)

60
INTERPRETATION
From the study, 58% of employees agreed that the company is eager in recognizing and
acknowledging their work, 36% strongly agreed and only 6% showed neutral response.

QUES:-5 Periodical increase in salary

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE

1 Strongly Agree 12 24

2 Agree 23 46

3 Neutral 3 6

4 Disagree 9 18

5 Strongly Disagree 3 6

Total 50 100

(Table 4.5)

61
INTERPRETATION
The table shows 46% of employees agree that there is a periodical increase in the salary.

QUES:-6 Job Security existing in the company.

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE

1 Strongly Agree 15 30

2 Agree 18 36

3 Neutral 11 22

4 Disagree 3 6

5 Strongly Disagree 3 6

Total 50 100

62
INTERPRETATION
The table shows 35% of employees agree with good job security exist in the company.

QUES:-7 Good relations with the co-workers

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE

1 Strongly Agree 15 30

2 Agree 27 54

3 Neutral 8 16

4 Disagree 0 0

5 Strongly Disagree 0 0

Total 50 100

(Table 4.7)

63
INTERPRETATION
The table shows 54% of the respondents agree that they have good relations with co-worker.

QUES:-8 Effective performance appraisal system

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE

1 Strongly Agree 10 20

2 Agree 23 46

3 Neutral 8 16

4 Disagree 6 12

5 Strongly Disagree 3 6

Total 50 100

64
INTERPRETATION
The table shows 46% of the respondents agree to effective performance appraisal system
existing in the company.

QUES:-9 Effective promotional opportunities in present job

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE

1 Strongly Agree 9 18

2 Agree 26 52

3 Neutral 9 18

4 Disagree 3 6

5 Strongly Disagree 3 6

Total 50 100

65
INTERPRETATION
The table shows 52% of the respondents agree with effective promotional opportunities in their
present job.

QUES:-10 Good safety measures existing in the organization

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE

1 Strongly Agree 15 30

2 Agree 23 46

3 Neutral 3 6

4 Disagree 6 12

5 Strongly Disagree 3 6

Total 50 100

66
INTERPRETATION
The table shows 46% of the respondents agree that there is a good safety measure existing in the
company.

QUES:-11 Performance appraisal activities are helpful to get motivated

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE

1 Strongly Agree 9 18

2 Agree 23 46

3 Neutral 6 12

4 Disagree 3 3

5 Strongly Disagree 9 18

Total 50 100

67
INTERPRETATION
The table shows 46% of the respondents agree that the performance appraisal activities are
helpful to get motivated.

QUES:-12 Support from the co-worker is helpful to get motivated

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE

1 Strongly Agree 12 20

2 Agree 29 46

3 Neutral 0 0

4 Disagree 6 12

5 Strongly Disagree 3 6

Total 50 100

68
INTERPRETATION
The table shows 58% of the respondents agree that the support from the co-worker is helpful to
get motivated.

QUES:-13 Career development opportunities are helpful to get motivated

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE

1 Strongly Agree 10 20

2 Agree 26 52

3 Neutral 2 4

4 Disagree 4 8

5 Strongly Disagree 8 16

Total 50 100

69
INTERPRETATION
The table shows 52% of the respondents agree that the career development opportunities are
helpful to get motivated.

QUES:-14 Factors which motivates you the most.

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE

1 Salary increase 21 42

2 Promotion 15 30

3 Leave 3 6

4 Motivational talk 5 10

5 Recognition 6 12

Total 50 100

(Table 4.14)

70
 (Chart 4.14)

INTERPRETATION

The table shows that the 42% of the respondent is responding that increase in salary will
motivate them the most.

QUES:-15 Incentives and other benefits will influence your performance

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE

1 Influence 32 64

2 Does not influence 12 24

3 No opinion 6 12

Total 50 100

(Table 4.15)

71
 (Chart 4.15)

INTERPRETATION
The table shows 64% of the respondents responded that incentives and other benefits will
influence their performance

QUES:-16 Management involves you in decision making which are connected to your
department.

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE

1 Yes 47 94

2 No 0 0

3 Occasionally 3 6

Total 50 100

(Table 4.16)
72
 (Chart 4.16)

INTERPRETATION
The table shows 94% of the respondents agree that they the Management involve them in
decision making which are connected to your department.

Data Findings

The findings of the study are follows

 The Mother Dairy; Pilkhuwahas a well defined organization structure.
 There is a harmonious relationship is exist in the organization between employees and
management.
 The employees are really motivated by the management.
 The employees are satisfied with the present incentive plan of the company.
 Most of the workers agreed that the company is eager in recognizing and acknowledging
their work.
 The study reveals that there is a good relationship exists among employees.
 Majority of the employees agreed that there job security to their present job.
73
  The company is providing good safety measures for ensuring the employees safety.
 From the study it is clear that most of employees agrees to the fact that performance
appraisal activities and support from the coworkers in helpful to get motivated.
 The study reveals that increase in the salary will motivates the employees more.
 The incentives and other benefits will influence the performance of the employees.

Suggestion and recomandations

The suggestions for the findings from the study are follows
 Most of the employees agree that the performance appraisal activities are helpful to get
motivated, so the company should try to improve performance appraisal system, so that
they can improve their performance.

 Non financial incentive plans should also be implemented; it can improve the
productivity level of the employees.

 Organization should give importance to communication between employees and gain co-
ordination through it.

 Skills of the employees should be appreciated.

74
 Better carrier development opportunities should be given to the employees for their
improvement.

 If the centralized system of management is changed to a decentralized one, then there

would be active and committed participation of staff for the success of the organization

75
CONCLUSION

76
 Conclusion

The study concludes that, the motivational program procedure in Mother Dairy; Pilkhuwa is
found effective but not highly effective. The study on employee motivation highlighted so many
factors which will help to motivate the employees. The study was conducted among 100
employees and collected information through structured questionnaire. The study helped to
findings which were related with employee motivational programs which are provided in the
organization.

The performance appraisal activities really play a major role in motivating the employees of the
organization. It is a major factor that makes an employee feels good in his work and results in his
satisfaction too. The organization can still concentrate on specific areas which are evolved from
this study in order to make the motivational programs more effective. Only if the employees are
properly motivated- they work well and only if they work well the organization is going to
benefit out it. Steps should be taken to improve the motivational programs procedure in the
future. The suggestions of this report may help in this direction.

77
LIMITATION

78
Limitation of the Study

The limitations of the study are the following

 The data was collected through questionnaire. The responds from the respondents may
not be accurate.

 The sample taken for the study was only 100 and the results drawn may not be accurate.

 Since the organization has strict control, it acts as another barrier for getting data.

 Another difficulty was very limited time-span of the project.

 Lack of experience of Researcher.

79
BIBLIOGRAPHY

80
Bibliography
BOOKS

Chabra T N “Human Resource Management” (2005) revised edition GanganKapur, Delhi.
 Venugopal& Aziz Abdul “Human Resource Management” (2004) revised edition,
 Prasad L.M, “Human Resource Management,” second edition (2005), Sultan Chand &
Sons- New Delhi.
 Kothari C.R “Research Methodology- Methods and Techniques” 2nd revised edition
(2007) New Age International Publishers- New Delhi.

JOURNALS
 HRM Review, July 2008, The ICFI University press, Page No 55-59
 Management Research, October 2007, ICFAI University press, Page No 37-40

WEBSITE
 http://www.allbusiness.com/human-resources/employee-development-employee-
productivity/601547-1.html
 www.Hil.in
 http://en.wikipedia.org/wiki/Asbestos
 http://www.petech.ac.za/robert/reshypoth.htm

81
QUESTIONNAIRE

82
 QUESTIONNAIRE

A STUDY ON EMPLOYEE MOTIVATION

Respected madam/sir,
As a part of my project I would like to gather some information
from you which will help me in an in depth study of project. I would be obliged if you co-
operate with me in filling the questionnaire. Since the questionnaire is being used for
academic purpose, the information gathered will be strictly confidential.

Kindly fill the following:

(Please put a tick mark in the appropriate box)

1. Are you satisfied with the support from the HR department?

Highly satisfied Satisfied Neutral
Dissatisfied Highly Dissatisfied

2. Management is really interested in motivating the employees?

Strongly agree Agree Neutral
Disagree Strongly disagree

3.Which type of the motivation required in the employees?

Intrinsic motivation Extrinsic motivation Both

4. Which type of incentives motivates you more?

Financial incentives Non-financial incentives Both

5. How far you are satisfied with the incentives provided by the organization?
Highly satisfied Satisfied Neutral
Dissatisfied Highly Dissatisfied

83
6. Please provide the following rates.
(5- Strongly agree, 4- Agree, 3-Neutral, 2-Disagree, 1-Strongly disagree)
No Factors Rates

 Reasonable periodical increase in salary

 Job security exist in the company

 Good relationship with co-workers

 Effective performance appraisal system

 Effective promotional opportunities in the organization

 Good safety measures adopted in the organization.

 Performance appraisal activities are helpful to get motivated

 Support from the co-worker is helpful to get motivated

 Company recognize and acknowledge your work

7. Rank the following factors which motivates you the most?

(Rank 1, 2, 3, 4…. respectively)
No Factors Rank

 Salary increase

 Promotion

 Leave

 Motivational talks

 Recognition

8. Do you think that the incentives and other benefits will influence your performance?
Influence Does not influence No opinion

9. Does the management involve you in decision making which are connected to

84
your department?
Yes No Occasionally

10. What changes can be made to improve the work place environment?
………………………………………………………………………………………….

Thank you for your kind co-operation

85