Professional Documents
Culture Documents
On
Submitted by
Meenakshi Singh
Roll No.1160672075
IIIrd Semester
Session 2017-2018
School of Management
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Bona-fide Certificate of Dean -School of Management
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ACKNOWLEDGEMENT
Dr. Sushil Pandey for their precious suggestions and encouragement during the
project.
The experience which is gained by me during this project is essential for me at this
and supervision under whose kind & constant guidance I had the opportunity to
expand my horizons and view the various problems from different prospective. I am
also thanking her for sparing her valuable time to listen my problems and difficulties
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EXECUTIVE SUMMARY
The Summer Training study on employee motivation helps to get clear picture about
the factors which motivates the employees. This in turn helps the management to
formulate suitable policy to motivate the employees. Hence, the motivational level of
Motivation in simple terms may be understood as the set of forces that cause people to
Highly motivated worker are more productive than apathetic worker one reason why
background, lifestyles, perceptions and attitudes are different. Not many organizations
have understood these and not many HR experts are clear about the ways of
Now days employees have been hired, trained and remunerated they need to be
the set or forces that cause people to behave certain ways. People are motivated
rewards something they can relate to and something they can believe in. Times have
changed People wants more. Motivated employees are always looking for better ways
Individuals differ not only in their ability to do but also in their will to do, or
motivation Managers who are successful in motivating employees are often providing
Retaining and motivating workers requires special attention and the responsibility
falls squarely on the shoulders of HR as well as managers and supervisors at all level.
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They have to create a work environment where people enjoy what they do, feel like
they have a purpose and have pride in the mission of the organization. It requires
more time, more skill, and managers who care about people. It takes true leadership.
By giving employees special tasks, you make them feel more important. When your
employees feel like they are being trusted with added responsibilities, they are
motivated to work even harder so they won‟t let the company down.
organization.
Bahrain, Hong Kong and Dubai.HDFC Bank is India‟s largest private sector lender by
was ranked 69th in 2016 BrandZ Top 100 Most Valuable Global Brands.
The present study on employee motivation helps to get clear picture about the
factors which motivates the employees. This in turn helps the management to
The factors that motivate the employees may change with change in time
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competent work force an organization can achieve its objective. Moreover,
human resource is the most valuable asset to any organization. A further study
with in dept analysis to know to what extent these factors motivate the
employees is required.
2. To study the various factors which affect the motivational level of Employees
Conclusion
Employees are motivated for various reasons that are beneficial to the organization.
or output of the organization; improve team work or morale of the employees. Other
reason are reducing the operation cost, deceasing employees turnover and reducing
absenteeism.
reward and incentives and low productivity of employees. Incidentally, there are two
kinds of reward which are identifying the intrinsic reward and extrinsic reward.
Current research showed that incentives and benefits are affecting the employees
motivation and when the motivation level of employees will be decreasing, obviously,
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the productivity of employees will low and it is negative point for the an organization.
So this research show the propose of employees motivation with a new framework
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TABLE OF CONTENT
1. Introduction to Topic
2. Company Profile
3. Research Objectives
4. Research Methodology
5. Data Analysis and Interpretation
6. Findings
7. Conclusion
8. Suggestions and recommendations
9. Limitations
10. Bibliography
11. Annexure
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INTRODUCTION
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INTRODUCTION
my job”. It has also been defined as the „end state of feeling‟. It is an important
the extent that a person‟s job fulfills his dominant needs and is consistent with his
expectations and values, the job will be satisfying. The feeling would be positive or
refers to the willingness to work. Satisfaction on the other hand, implies a positive
emotional state. Morale implies a general attitude toward work and work
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HOW TO MEASURE EMPLOYEE MOTIVATION
terms, each one with seven alternative responses, developed one of the earliest scale
There are four areas including both on job and off the job factors. Each area includes
2. Management: Rewards and punishment, praise and blame, leave policy, test
Statically treatments of the individual item in the four areas are given above.
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EMPLOYEE MOTIVATION AND WORK BEHAVIOURS
have some relation with various aspects of work behavior such as accidents,
employee motivation and these factors of work behaviors. But whether work
generally shows that satisfied employees cause fewer accidents. Studies on the
results. Most of these studies showed that low absentee employees were more
satisfied with their jobs. Research also reveals that unionized workers tend to be more
Less satisfied employees are more likely to quit their jobs than more satisfied
employees.
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Studies revealed that workers with positive attitude job attitudes were more
productive than those with negative attitudes. In other studies job attitudes and
productivity are not related and in some studies there was negative correlation
between job attitudes and productivity. After reviewing several studies Bray Field and
Employees in highly productive group were not more likely than employee in the low
productivity groups to be satisfied with their jobs. A worker may be satisfied with the
work environment but may produce more to prove his abilities to management. On the
other hand, a highly satisfied worker may not produce more and get away with it
The various factors influencing employee motivation may be classified into two
categories:
Environmental Factors:
These factors relate to the work environment, main among which are as
follows:
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achievement, recognition, advancement, responsibility, and the work
itself tend to provide satisfaction but their absence does not cause
3. Pay and Promotion: All other things being equal, higher pay and
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motivation of workers. Considerate supervisor takes personal interest
making process.
Personal Factors:
1. Age: Some research studies reveal a positive correlation between age and
satisfied probably because they have adjusted with their job conditions.
individual aspires for better and more prestigious jobs in the later years of
his life.
2. Sex: One study revealed that women are less satisfied than men due to
fewer job opportunities for females. But female workers may be more
satisfied with their jobs probably due to their higher job aspirations.
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two variables.
may be more satisfied because they value their jobs more than unmarried
workers.
particularly among people who have not realized their job expectations.
2. Equity theory.
3. Discrepancy theory.
According to this theory a person is satisfied when he gets from his job what
he wants. The more he wants something or the more important it is to him, the more
satisfied he is when he received it. In other words, “employee motivation will vary
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directly with the extent to which those needs of an individual which can be satisfied
actually”.
Vroom views satisfaction in terms of the positively valued outcomes that a job
which one‟s needs are fulfilled. What may satisfy one individual may not satisfy the
EQUITY THEORY~
upon
individual compares his rewards with those of a „reference group‟. If he feels his
rewards are equitable in comparison with others doing similar work, he feels satisfied,
employee motivation is thus a function of the degree to which job characteristics meet
the desires of the reference group. For example, one study of the effects of community
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Equity theory takes into account not only the needs of an individual but also
the opinion of the reference group to which the individual looks for guidance.
DISCREPANCY THEORY~
person actually receives from his job and what he expects to receive. When the
rewards actually received are less than the expected rewards it causes dissatisfaction.
perceived relationship between what one wants from his job and what one perceives it
is actually offering. In other words, satisfaction is the difference between what one
actually received and what he feels he should receive. This theory fails to reveal
does it differ from dissatisfaction arising out of the situation when received outcomes
EQUITY-DISCREPANCY THEORY~
adopted the difference approach of discrepancy theory rather than the ratio approach
of equity theory. From equity theory the concept of comparison has been selected to
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difference between the outcomes that one perceives he actually received and
outcomes that one feels he should receives in comparison with others, when the
individual feels that what he actually received is equal to what he perceives he should
influenced by more than just the objective amount of that factor. Because of this
psychological influence the same amount of reward often can be seen quite differently
by two people, to one it can be a larger amount, while to another person it can be a
small amount.
achieve goals
The word motivation is coined from the Latin word "movere", which means to move.
direction. The term motivation theory is concerned with the processes that describe
why and how human behavior is activated and directed. It is regarded as one of the
most important areas of study in the field of organizational behavior. There are two
theories. Even though there are different motivation theories, none of them are
universally accepted.
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Motivational Concepts
A reward is that which follows an occurrence of a specific behavior with the intention
of acknowledging the behavior in a positive way. A reward often has the intent of
encouraging the behavior to happen again. There are two kinds of rewards, extrinsic
and intrinsic. Extrinsic rewards are external to, or outside of, the individual; for
example, praise or money. Intrinsic rewards are internal to, or within, the individual;
forms of intrinsic motivation: one based on enjoyment, the other on obligation. In this
done. For instance, a feeling of responsibility for a mission may lead to helping others
Intrinsic motivation is evident when people engage in an activity for its own sake,
Intrinsic motivation has been intensely studied by educational psychologists since the
1970s, and numerous studies have found it to be associated with high educational
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achievement and enjoyment by students. There is currently no "grand unified theory"
other studies relating to locus of control and goal orientation. Thus it is thought that
1. Attribute their educational results to internal factors that they can control (eg. the
2. Believe they can be effective agents in reaching desired goals (eg. the results are
Note that the idea of reward for achievement is absent from this model of intrinsic
and organizations, people often cite altruistic reasons for their participation, including
back'. This model of intrinsic motivation has emerged from three decades of research
by hundreds of educationalists and is still evolving. (See also Goal Theory.) In work
etc.) may well be more powerful than the direct motivation provided by an enjoyable
workplace.
Coercion
The most obvious form of motivation is coercion, where the avoidance of pain or
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within the nuclear family unit (on children), and in the form of conscription. Critics of
modern capitalism charge that without social safety networks, wage slavery is
inevitable. However, many capitalists such as Ayn Rand have been very vocal against
coercion Successful coercion sometimes can take priority over other types of
illustrates how lower levels of motivation may be sometimes tweaked to satisfy higher
ones.
Self control
definition (as measured by many intelligence tests), yet unmotivated to dedicate this
"expectancy theory" provides an account of when people will decide whether to exert
self control to pursue a particular goal. Drives and desires can be described as a
These are thought to originate within the individual and may not require external
such as hunger, which motivates a person to seek food; whereas more subtle drives
might be the desire for praise and approval, which motivates a person to behave in a
manner pleasing to others. By contrast, the role of extrinsic rewards and stimuli can
be seen in the example of training animals by giving them treats when they perform a
trick correctly. The treat motivates the animals to perform the trick consistently, even
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THEORIES OF MOTIVATION WHICH IS FOLLOWED BY Reliance
Communication
No single theory can account for all aspects of biological motivation, but each of the
There are a number of drive theories. The Drive Reduction Theory grows out of the
concept that we have certain biological needs, such as hunger. As time passes the
strength of the drive increases as it is not satisfied. Then as we satisfy that drive by
fulfilling its desire, such as eating, the drive's strength is reduced. It is based on the
theories of Freud and the idea of feedback control systems, such as a thermostat.
There are several problems, however, that leave the validity of the Drive Reduction
Theory open for debate. The first problem is that it does not explain how Secondary
Reinforcers reduce drive. For example, money does not satisfy any biological or
psychological need but reduces drive on a regular basis through a pay check second-
order conditioning. Secondly, if the drive reduction theory held true we would not be
able to explain how a hungry human being can prepare a meal without eating the food
However, when comparing this to a real life situation such as preparing food, one
does get hungrier as the food is being made (drive increases), and after the food has
been consumed the drive decreases. The only reason the food does not get eaten
before is the human element of restraint and has nothing to do with drive theory. Also,
the food will either be nicer after it is cooked, or it wont be edible at all before it is
cooked
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Interests Theory
nventory (VPI; Holland, 1985). One way to look at interests is that if a person has a
very strong interest in one of the 6 Holland areas, then obtaining outcomes in that area
interest.
One of the most widely mentioned theories of motivation is the hierarchy of needs
theory put forth by psychologist Abraham Maslow. Maslow saw human needs in the
form of a hierarchy, ascending from the lowest to the highest, and he concluded that
when one set of needs is satisfied, this kind of need ceases to be a motivator.
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(i) Physiological needs :
These are important needs for sustaining the human life. Food, water, warmth, shelter,
sleep, medicine and education are the basic physiological needs which fall in the
primary list of need satisfaction. Maslow was of an opinion that until these needs
were satisfied to a degree to maintain life, no other motivating factors can work.
These are the needs to be free of physical danger and of the fear of losing a job,
property, food or shelter. It also includes protection against any emotional harm.
Since people are social beings, they need to belong and be accepted by others. People
According to Maslow, once people begin to satisfy their need to belong, they tend to
want to be held in esteem both by themselves and by others. This kind of need
both internal esteem factors like self-respect, autonomy and achievements and
Maslow regards this as the highest need in his hierarchy. It is the drive to become
what one is capable of becoming, it includes growth, achieving one‟s potential and
As each of these needs are substantially satisfied, the next need becomes dominant.
From the standpoint of motivation, the theory would say that although no need is ever
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motivate someone, you need to understand what level of the hierarchy that person is
Maslow‟s need theory has received wide recognition, particularly among practicing
managers. This can be attributed to the theory‟s intuitive logic and ease of
understanding. However, research does not validate these theory. Maslow provided no
empirical evidence and other several studies that sought to validate the theory found
McGregor, in his book “The Human side of Enterprise” states that people inside the
Reliance Communication can be managed in two ways. The first is basically negative,
which falls under the category X and the other is basically positive, which falls under
the category Y. After viewing the way in which the manager dealt with employees,
McGregor concluded that a manager‟s view of the nature of human beings is based on
a certain grouping of assumptions and that he or she tends to mold his or her behavior
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Under the assumptions of theory X :
Employees inherently do not like work and whenever possible, will attempt to
avoid it.
Employees avoid responsibilities and do not work fill formal directions are issued.
Most workers place a greater importance on security over all other factors and
those goals.
Average human beings are willing to take responsibility and exercise imagination,
That the way the things are organized, the average human being‟s brainpower is
On analysis of the assumptions it can be detected that theory X assumes that lower-
order needs dominate individuals and theory Y assumes that higher-order needs
tends to be authoritarian in nature, the word “authoritarian” suggests such ideas as the
achieve their own goals best by directing their efforts towards the success of the
Reliance Communication.
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However, this theory has been criticized widely for generalization of work and human
behavior.
Frederick has tried to modify Maslow‟s need Hierarchy theory. His theory is also
known as two-factor theory or Hygiene theory. He stated that there are certain
satisfiers and dissatisfiers for employees at work. In- trinsic factors are related to job
satisfaction, while extrinsic factors are associated with dissatisfaction. He devised his
theory on the question : “What do people want from their jobs ?” He asked people to
describe in detail, such situations when they felt exceptionally good or exceptionally
bad. From the responses that he received, he concluded that opposite of satisfaction is
necessarily make the job satisfying. He states that presence of certain factors in the
Reliance Communication is natural and the presence of the same does not lead to
there are certain factors, the absence of which causes no dissatisfaction, but their
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Examples of Hygiene factors are :
Security, status, relationship with subordinates, personal life, salary, work conditions,
achievements.
Self-determination theory
hierarchical theory and others that built on it, SDT posits a natural tendency toward
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growth and development. Unlike these other theories, however, SDT does not include
any sort of "autopilot" for achievement, but instead requires active encouragement
from the environment. The primary factors that encourage motivation and
Basically people for high need for power are inclined towards influence and control.
They like to be at the center and are good orators. They are demanding in nature,
forceful in manners and ambitious in life. They can be motivated to perform if they
In the second category are the people who are social in nature. They try to affiliate
themselves with individuals and groups. They are driven by love and faith. They like
People in the third area are driven by the challenge of success and the fear of failure.
Their need for achievement is moderate and they set for themselves moderately
difficult tasks. They are analytical in nature and take calculated risks. Such people are
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McClelland observed that with the advancement in hierarchy the need for power and
achievement increased rather than Affiliation. He also observed that people who were
Equity Theory
As per the equity theory of J. Stacey Adams, people are motivated by their beliefs
about the reward structure as being fair or unfair, relative to the inputs. People have a
tendency to use subjective judgment to balance the outcomes and inputs in the
If people feel that they are not equally rewarded they either reduce the quantity or
people perceive that they are rewarded higher, they may be motivated to work harder.
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Goal Setting Theory of Edwin Locke
Instead of giving vague tasks to people, specific and pronounced objectives, help in
achieving them faster. As the clearity is high, a goal orientation also avoids any
misunderstandings in the work of the employees. The goal setting theory states that
when the goals to be achieved are set at a higher standard than in that case employees
are motivated to perform better and put in maximum effort. It revolves around the
Besides the very direct approaches to motivation, beginning in early life, there are
solutions which are more abstract but perhaps nevertheless more practical for self-
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motivation. Virtually every motivation guidebook includes at least one chapter about
the proper Reliance Communication of one's tasks and goals. It is usually suggested
that it is critical to maintain a list of tasks, with a distinction between those which are
completed and those which are not, thereby moving some of the required motivation
for their completion from the tasks themselves into a "meta-task", namely the
processing of the tasks in the task list, which can become a routine. The viewing of
the list of completed tasks may also be considered motivating, as it can create a
Most electronic to-do lists have this basic functionality, although the distinction
between completed and non-completed tasks is not always clear (completed tasks are
as the use of mind maps to organize one's ideas, and thereby "train" the neural
network that is the human brain to focus on the given task. Simpler forms of idea
notation such as simple bullet-point style lists may also be sufficient, or even more
Motivation by FUN
Here are some things managers can do to make the workplace and the experience of
personality.
3. Have company-wide events that are intended to let everyone have fun.
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Motivation by REWARDS
1. Create incentive-laden pay scales (less output = less pay, more output = more
pay).
2. Create a sales contest (if applicable) with several prizes to go to the top
performers.
3. Create clear work objectives and goals for workers to pursue in order to earn
4. If workers know they must perform to achieve good salary increases, this will
7. Create a generous bonus structure with a benchmark that may seem unreachable,
10. Offer extra holiday time for outstanding performers (make sure that workers know
11. Don‟t pass out rewards evenly to all employees in an effort to include everyone.
12. Be fair! These workers will watch closely to see what the consequences are of
everyone‟s actions.
14. Remind workers which tasks will be most important for their performance
evaluations.
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Motivation by REPUTATION
1. Give workers lots of feedback about the way they are performing.
2. Give praise in front of other people (the more people that know they did well the
better!).
4. Give unsolicited compliments and positive reinforcement to workers for jobs with
5. Tell your workers that you appreciate the work they do.
6. Make sure that you give credit to everyone that contributes (never leave people
7. Give out certificates of appreciation to anyone who does extraordinarily well for
the company.
10. Put up pictures and biographies of all your employees in a central place.
11. Include unique pieces of information about each employee and change these items
from week to week (example: favorite ice cream flavor, worst day ever, thing that
12. At companywide meetings, create and announce serious and fun “superlatives”
(example: hardest worker, cleanest car, spiffiest dressed, most versatile, cleanest
shoes, most
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Motivation by CHALLENGE
1. Stay out of their way and let them do the work if they know how to do it.
3. Find out what they think is their best skill and encourage them to use this with the
4. Find out what area this person wants to most improve in and find ways for them to
7. Play devil‟s advocate and challenge them by saying, “I‟m not sure if you are up to
9. Give them autonomy to structure and perform their job as they see best.
10. Don‟t insult them by asking them to do something that just about anybody could
Motivation by PURPOSE
2. Make sure the company has a vision and mission that it is pursuing.
4. Refer to the purpose of the organization and “why we exist” when outlining
6. Discuss why (in terms of contributing to the mission) things need to occur.
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7. Remind workers how their efforts make a difference for the company in its pursuit
of it vision.
8. Make links between their work and the company vision so that they can see how
9. Include workers in the visioning and strategic planning process so that they feel
Job Context: the environment within which the job is performed .Working
Job rotation: Job design technique in which employees are moved between
involves the addition of tasks at the same level of skill and responsibility. It is
done to keep workers from getting bored. It is different than job enrichment
(see sidebar).
Job enrichment: Job Enrichment is the addition to a job of tasks that increase
the job as opposed to the horizontal expansion of a job, which is called job
enlargement.
sciences, common examples are the Likert scale and 1-10 rating scales in
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which a person selects the number which is considered to reflect the perceived
quality of a product.
objectives, time lines for completion, etc. MBO includes ongoing tracking and
include:
o Competence: Was the team member capable of completing his/her part of the
o Quality of Work: Did the team member strive to and do a good job in his/her
assigned tasks?
o Participation: What was the level and extent of participation by the team member
o Promptness: Did the team member meet the task completion deadlines set by
your group?
Attendance: How often did the team member miss a group meeting?
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Review of Literature
Bruce and Pepitone (1999) propose an interesting viewpoint according to which
managers cannot motivate employees; managers can only influence what employees
Shields (2007) stresses two specific advantages of such a practice that relate to
offering employees a chance to raise their concerns and put across their points
regarding various aspects of their jobs, as well as, supplying them with the feeling of
effective employee motivation strategy. At the same time, Lockley (2012) warns that
increased, ideally they need to be devised and implemented by a third party with
have been branded as effective motivational tools by Llopis (2012). Moreover, Llopis
(2012) argues that motivational aspects of alternative working patterns along with its
at the same time; many organisations are left behind from benefiting from such
opportunities.
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An interesting viewpoint regarding the issue has been proposed by Wylie (2004),
level of their own motivation at high levels in order to engage in effective motivation
identifying what motivates each individual employee taking into account his or her
Lockley (2012), on the other hand, addresses the same issue focusing on cross-
members of a specific group (Kreitner and Cassidy, 2012), and accordingly, cross-
employee motivation.
This point has been explained by Lockley (2012) by insisting that certain practices
be highly motivational for the representatives of Western culture, whereas the same
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set of practices can prove to be counter-productive for employees from Asian
Llopis (2012) draws attention to the increasing relevance of the work-life balance
problem for modern employees and stresses its negative impact on the level of
individual needs, and more basic human needs need to be satisfied in order for the
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COMPANY
PROFILE
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COMPANY PROFILE
1977, the Corporation has maintained a consistent and healthy growth in its
operations to remain the market leader in mortgages. Its outstanding loan portfolio
covers well over a million dwelling units. HDFC has developed significant expertise
in retail mortgage loans to different market segments and also has a large corporate
client base for its housing related credit facilities. With its experience in the
financial markets, a strong market reputation, large shareholder base and unique
consumer franchise, HDFC was ideally positioned to promote a bank in the Indian
environment.
HDFC Bank began operations in 1995 with a simple mission : to be a “ World Class
Indian Bank.” They realized that only a single minded focus on product quality
and service excellence would help us get there. Today, we are proud to say that
HDFC Ltd has the objective to enhance residential housing stock and promote home
ownership. Their offerings range from hassle-free home loans and deposit products, to
property related services and a training facility. They also offer specialized financial
services to the customer base through partnerships with some of the best financial
institutions worldwide.
HDFC Bank is a young and dynamic bank, with a youthful and enthusiastic team
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Our business philosophy is based on four core values - Customer Focus, Operational
Excellence, Product Leadership and People. We believe that the ultimate identity and
success of our bank will reside in the exceptional quality of our people and their
Company Background
Industry Finance - Banks - Private Sector.
Business Group HDFC Group
Incorporation Date 31/12/1994
Public Issue Date 31/12/1995
Face Value 10.0000
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Departments of HDFC Bank Aminabad
Cash 2 members
Operations 1 member
Forex 1 member
Credit 3 members
Token system
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HISTORY
HDFC Bank was incorporated in the year of 1994 by Housing Development Finance
among the first companies to receive an 'in principle' approval from the Reserve Bank
of India (RBI) to set up a bank in the private sector. The Bank commenced its
operations as a Scheduled Commercial Bank in January 1995 with the help of RBI's
liberalization policies.
(promoted by Bennett, Coleman & Co. / Times Group) was merged with HDFC Bank
Ltd., in 2000. This was the first merger of two private banks in India. As per the
scheme of amalgamation approved by the shareholders of both banks and the Reserve
Bank of India, shareholders of Times Bank received 1 share of HDFC Bank for every
In 2009 HDFC Bank acquired Centurian bank of Punjab taking its total branches to
more than 1,000. The amalgamated bank emerged with a strong deposit base of
around Rs. 1,22,000 crore and net advances of around Rs. 89,000 crore. The balance
sheet size of the combined entity is over Rs. 1,63,000 crore. The amalgamation added
HDFC is India's premier housing finance company and enjoys an impeccable track
record in India as well as in international markets. Since its inception in 1977, the
remain the market leader in mortgages. Its outstanding loan portfolio covers well over
a million dwelling units. HDFC has developed significant expertise in retail mortgage
loans to different market segments and also has a large corporate client base for its
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housing related credit facilities. With its experience in the financial markets, a strong
market reputation, large shareholder base and unique consumer franchise, HDFC was
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ORGANISATIONAL STRUCTURE
MD & CEO
HOD
GM GM
GM LEGAL
HOD FINANCE HOD OPERATIONS
SALES &
IT & HR &
& MARKETING SECRETERIAL
ACTURIAL UNDERWRITING
BUSINESS
HEAD ACCOUNTS OPERATION
NORTH
ZONAL
MEDICAL UNDERWRITING
MANAGER
BUSINESS
HEAD
SOUTH ACTURIAL
ZONAL
MANAGER
HOD
INSTITUTIONAL
SALES
HODCHANNEL
DEVELOPMENT
& SALES
TRAINING
HOD
MARKETING
HOD
BUSINESS
PROCESS &
RESEARCH
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ABOUT THE BANK
HDFC Bank is a young and dynamic bank, with a youthful and enthusiastic team
Operational Excellence, Product Leadership and People. They believe that the
ultimate identity and success of bank will reside in the exceptional quality of people
and their extraordinary efforts. For this reason, they are committed to hiring,
HDFC is validated by bajaj Capital report. HDFC pacify the need of invertors
since 1977. It has a very handsome experience in the field of finance because
it completely involved in finance Sector only where as the others are running
in many other field also like Reliance (Petroleum, Textile, Telecom etc.)
prevents the false selling and prohibit the false commitment to the customer.
4. Sales Force: Properly trend licensed and Educated People are the strength
of the company. So that they could give the best customer service.
5. Huge branch network HDFC is having 450 branches in all over the country.
6. Online accessibility : It makes the process faster and make the customer
delighted.
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MISSION AND BUSINESS STRATEGY:-
technology, service levels, risk management and audit & compliance. The objective is
provider of banking services for target retail and wholesale customer segments, and to
achieve a healthy growth in profitability, consistent with the Bank's risk appetite.
They are committed to do this while ensuring the highest levels of ethical standards,
Maintain the current high standards for asset quality through disciplined credit
risk management.
Develop innovative products and services that attract targeted customers and
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BOARD OF DIRECTORS
PERSON DESIGNATION
Mr. Jagdish Capoor Vice President
Mr. Aditya Puri Managing Director
Mr. Paresh Sukthankar Executive Director
Mr. Harish Engineer Executive Director
Mr. Keki M. Mistry Director
Mr. Ashim Samanta Director
Mr. Arvind Pande Director
Mrs. Renu Karnad Director
Mr. C M Vasudev Director
Mr. Gautam Divan Director
Dr. Pandit Palande Directo
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TOP MANAGEMENT
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BUSINESS HEADS
A Asokan Emerging Enterprise Group
Amit Kumar Retail Branch Banking-West 1
Anil Nath Business Banking - Working Capital & Retail Agri
Arup Rakshit Treasury
Ashima Khanna Bhat Emerging Corporate Group
Ashok Khanna Retail Assets – TW
Bhavesh Chandulal Wholesale Operations
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PRODUCT OF HDFC BANK
ACCOUNT & DEPOSITS SERVICE
Banking should be effortless. With HDFC Bank, the efforts are rewarding. No matter
what a customer's need and occupational status, we have a range of solutions that are
second to none. Whether you're employed in a company and need a simple Savings
account or run your own business and require a robust banking partner, HDFC Bank
not only has the perfect solution for you, but also can recommend products that can
1. Saving accounts.
2. Current accounts.
3. Fix deposits.
4. Demate account.
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SAVINGS ACCOUNTS
These accounts are primarily meant to inculcate a sense of saving for the future,
accumulating funds over a period of time. Whatever person‟s occupation, bank have
confident that person will find the perfect banking solution. There some saving
allows you to issue cheques, draw Demand Drafts and withdraw cash. Check up on
your balances from the comfort of your home or office through Online Banking,
Phone Banking and Mobile Banking. If you need money urgently then you can take
money from the ATM machine. There are 1977 ATM centres across the country.
Introducing the best banking option for you with HDFC Bank Savings plus Account.
Now you can get access to some of the finest banking facilities with HDFC Bank's
Savings plus Account. All you have to do is maintain an Average Quarterly Balance
of Rs. 10,000/-.
average quarterly balance of just Rs. 25,000/- you get a host of premium services
47 | P a g e
SENIOR CITIZEN ACCOUNT
HDFC Bank appreciates your needs and endeavours, which is why, they present an
account especially dedicated to customer, which like a dutiful child will help you
NO FRILLS ACCOUNT
In an effort to make banking simpler and more accessible for customers, bank has
introduced the 'No Frills' Savings Account, which offers customer all the basic
banking facilities. Customer can even avail of services like Online Banking, Mobile
banking free of cost. In this customer can put Zero Initial Pay-in and a Zero Balance
account
current account. Customer‟s funds continue to earn you interest while he enjoys
hassle-free banking & a host of other features. All this and more in a Zero Balance
account.
SALARY ACCOUNTS
In this account customer can get salary from where he/she doing such job and
organization or company at where the customer of the bank in doing job deposit their
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There are various kinds of saving accounts in the HDFC Bank like: -
Start saving for your child today and secure his/her future a sentence tells by the
HDFC bank. Open a Savings Account and transfer money every month into
customer‟s Kids Advantage Account and watch the savings grow as customer‟s child
grows. The accumulated savings in the Kids Advantage Account can over the years
CURRENT ACCOUNTS
HDFC Bank Current Account gives the power of inter-city banking with a single
account and access to more than cities. From special cheques that get treated at par
with local ones in any city where branch, faster collection of outstation cheques
(payable at branch locations), free account to account funds transfer between HDFC
Bank accounts to Free inter-city clearing of up to 100 lakhs per month, bank‟s
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Now, with an HDFC Bank Current Account, experience the freedom of multi-city
banking. Person can have the power of multi-location access to his account from any
of our 761 branches in 327 cities. Not only that, he can do most of his banking
transactions from the comfort of his office or home without stepping out.
HDFC Bank plus Current Account gives the power of inter-city banking with a single
account and access to more than cities. Plus Current Account requires maintaining an
In today's changing business requirements, you need to transfer funds across cities,
and time is of the essence. HDFC Bank Trade Current Account gives power of inter-
From special cheques that get treated at par with local ones in any city where bank
have a branch, to free account to account funds transfer between HDFC Bank
services have become the benchmark for banking efficiency. Trade Current Account
Business needs a partner who can manage finances while concentrate on growing
business. Form this account customer can avail benefits of inter-city banking account
that requires an average quarterly balance of only Rs. 25,000, offers Payable-At-Par
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cheque book facility & FREE inter-city clearing transactions across our network up to
A Current Account with the benefits of accessing account from a large network of
branches, and through direct access channels - the phone, mobile, Internet and
A Current account is ideal for carrying out day-to-day business transactions. With the
HDFC Bank Regular Current Account, customer can access account anytime,
anywhere, pay using payable at par cheques or deposit cheque at any HDFC bank
branch. It also facilitates FREE NEFT transactions & FREE RTGS collections for
With a vast network of branches in cities all over the country, and access to a
basis.
Procure an Account Opening Document (AOD) from HDFC Bank. (If person has just
joined, first request to company to open up a Salary Account for particular person).
Mention Salary Account number and Debit Card number on the AOD so that Debit
card can be linked to both, Salary Account as well as new Reimbursement Account.
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RFC – DOMESTIC ACCOUNT
Have you accumulated foreign currency from travelling abroad frequently? Received
gifts from relatives in foreign currency? Or earned it by any other means as approved
If so, open Resident Foreign Currency Domestic Account and manage foreign
currency efficiently. Person can choose to set up your account either in US Dollar,
Great Britain Pound or Euro. To open this accounts a person as to follow this process:
Choose the currency in which person wish to operate. Open account with an initial
amount as per the following-US Dollar = 250 Great Britain Pound = 200 Euro = 250
Tired of static transaction limits during peak seasons? HDFC Bank Flexi Current
With HDFC Bank Flexi Current Account Cash Deposit and Anywhere Transaction
limits are a multiple of the balance you maintain in Current Account. So, during peak
seasons, customer get the benefit of higher transaction limits due to the higher average
balances maintained in account. What‟s more, during lean seasons, person need not
worry about maintaining huge balances to enjoy high transaction limits, which person
anyway may not need. Flexi Current Account requires to maintain a minimum
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APEX CURRENT ACCOUNT
The top position is always the desirable position. With the Apex current account, take
this account makes sure person make the most of every business opportunities coming
his way. Unlimited, free, anywhere Banking experience at the APEX is reserved for
Maximum benefits and minimum hassles for customer with Max Current Account
with a Rs. 5 lakhs average quarterly balance requirement, bank present to world of
privileges that helps business expand and grow. Features like maximum free
transaction limits including other beneficial features on this current account truly
simply applying for loans, fixed deposits allow to borrow from own funds for a
People can invest his/her money into either in security market or gold or mutual fund
or into a fix deposits. People always go to that way where he/she can get more
benefits and minimum risks. So, for this purpose he has a better chance to deposits
If people believe in long-term investments and wish to earn higher interests on his/her
savings, now is the time to invest money in HDFC bank Fixed Deposit. Get up to
9.75% on HDFC Bank Fixed Deposit with an additional 0.50% for Senior Citizens.
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REGULAR FIX DEPOSIT
As per the rules and regulation of the bank a person can deposit their money in to a fix
deposit in the bank and can get the benefits of these facilities.
In 2006, it was announced for the first time that Bank fixed deposits booked by an
Individual/HUF for 5 years & up to Rs. 1,00,000/- will be allowed exemption under
Sec 80C of the Income Tax Act,1961 subject to necessary declarations taken from the
Customer.
Customer can enjoy a high rate of interest along with the liquidity of a Savings
Account by opting for a Super Saver Facility on his or her savings account. Avail of
SWEEP-IN FACILITY
Do you wish to avoid taking overdrafts, and still take advantage of your Fixed
Deposits? Then what you need is a Sweep-In Facility on savings account. Link Fixed
exact value from Fixed Deposit. Since deposits are broken down in units of Re 1/-,
customer will lose interest only for the actual amount that has been withdrawn.
faulty processes demat account is really most important for the share market and for
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HDFC BANK is one of the leading Depository Participant (DP) in the country with
HDFC Bank Demat services offers a secure and convenient way to keep track of
securities and investments, over a period of time, without the hassle of handling
The Bank's target market ranges from large, blue chip manufacturing companies in
the Indian corporate to small & mid-sized corporate and agri-based businesses. For
these customers, the Bank provides a wide range of commercial and transactional
services, cash management, etc. The bank is also a leading provider of structured
solutions, which combine cash management services with vendor and distributor
finance for facilitating superior supply chain management for its corporate customers.
HDFC Bank has made significant inroads into the banking consortia of a number of
The objective of the Retail Bank is to provide its target market customers a full range
of financial products and banking services, giving the customer a one-stop window
for all his/her banking requirements. The products are backed by world-class service
and delivered to customers through the growing branch network, as well as through
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alternative delivery channels like ATMs, Phone Banking, Online Banking and Mobile
Banking.
HDFC Bank was the first bank in India to launch an International Debit Card in
association with VISA (VISA Electron) and issues the MasterCard Maestro debit card
as well. The Bank launched its credit card business in late 2001. By March 2010, the
bank had a total card base (debit and credit cards) of over 13 million. The Bank is also
one of the leading players in the “merchant acquiring” business with over 70,000
establishments. The Bank is well positioned as a leader in various net based B2C
opportunities including a wide range of internet Banking services for Fixed Deposits,
TREASURY:-
Within this business, the bank has three main product areas - Foreign Exchange and
Derivatives, Local Currency Money Market & Debt Securities, and Equities. These
services are provided through the bank's Treasury team. To comply with statutory
reserve requirements, the bank is required to hold 25% of its deposits in government
securities. The Treasury business is responsible for managing the returns and market
using a Customer ID and IPIN (internet Banking password) that is privy to the
customer. Without a valid IPIN corresponding to the customer ID, access to customer
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The customer's Online Banking service is revoked if not in use by customer for more
IPIN SECURITY: IPIN is randomly generated by the system and directly printed
on tamper proof media such that it is not accessible by anyone other than the
customer.
Customer is forced to change his IPIN such upon first login such that customer is
IPIN is stored by the Bank by use of encryption technology such that it is not
webpage that encrypts the session between the customer's computer and the webpage
computers and the webpage cannot be intercepted by anyone over the internet.HDFC
Bank systems time out the customer's login sessions to his Online Banking account
customer that they are on the correct site and protect themselves from revealing their
while logging into his Online Banking account. This protects the users IPIN from
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INSTA ALERT: The Bank has Insta Alert service to send SMS/ Email alert to the
customer upon registration for defined transaction denominations and while adding
art security solutions acknowledged world wide viz, firewalls, intrusion detection
SECURITY TEAMS: The Bank has robust processes, skilled people and
competent service providers who monitor the security of our systems round the clock.
Banks.
Financial Institutions.
Mutual Funds.
Stock Brokers.
Insurance Companies.
Commodity Businesses.
Trusts.
GOVERNMENT SECTOR
HDFC Bank acts as an active medium between the government and the customers by
Tax Collection wherein customers can directly pay their taxes like Direct
taxes, Indirect taxes and Sales Tax collections at their local HDFC Bank.
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E-Ticketing - Helps the customer by providing him a direct access to book a
Maharashtra Fort, Chembur, Lower Parel, Mira Road, Thane (Talao Pali),
Gujarat
directly done by HDFC Bank along with the disbursement of pension to the
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RESEARCH
OBJECTIVES
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OBJECTIVES OF THE STUDY
2. To study the various factors which affect the motivational level of Employees in
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RESEARCH
METHODOLOGY
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RESEARCH METHODOLOGY
Sources of data collection Primary data was collected by conducting Interview and
internet.
DATA COLLECTION SOURCE: Two methods have been used to collect the
relevant data, which are essential for the study, they are:
questionnaire.
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Secondary Data: it is compiled through books, magazines, newspapers and internet
etc…
collect the data and data will be analyzed with the help of percentage table,
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DATA
ANALYSIS
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Data Analysis & Interpretation
25
20
15
10 9
7
5
5
0
Below 25 25 to 35 36 to 40 41 and above
The above table inferred the age of the respondents. 58% of the employees fall under
the age group of 25-30, 18% of the employees fall under 25, 14% of employees fall
under 14 and above and 10% employees fall under the age group of 36-40.
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Table 2: Experience of the respondents
25
25
20
15
13
Series1
10
8
5 4
0
Below 1 year 1 to 4 year 5 to 10 year Above 10 years
INTERPRETATION:
The above table shows the experience of the respondents. 50% of the employees
have attained 1-4 year of experience , 26% of the employees have attained 5-10 years
of experience, 16% of employees are have experience above 10 years and 8% of them
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Table 3 Education of the respondents:
25 24
23
20
15
10
5
3
0
UG PG Others
INTERPRETATION:
The above table inferred the education of the respondents. 48% of the respondents
have completed PG, 46% of the respondents have completed UG, 6% of the
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Table 4: Employee motivation with regard to increments given to
employees
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly agree 12 24
2 Agree 32 64
3 Neither agree nor disagree 4 8
4 Strongly disagree 2 4
5 Disagree 0 0
Total 50 100
32
12
4
2
0
INTERPRETATION:
The above table shows about the motivation level of the employees regarding the
salary increments given to them. 64% of the employees agree with it, 24% of the
employees strongly agree, 8% of them are neutral and 4% strongly disagree.
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Table.5: Financial incentives motivates more than non-financial
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly Agree 0 0
2 Agree 28 56
3 Neither agree nor disagree 14 28
4 Strongly disagree 8 16
5 Disagree 0 0
Total 50 100
14
0 0
INTERPRETATION:
The above table shows about the types of incentives that motivate the employees
financial or non-financial. 56% of the employees agree with it, 28% of the employees
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Table.6: Satisfaction with regard to salary drawing at present
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly agree 2 4
2 Agree 34 68
3 Neither agree nor disagree 10 20
4 Strongly disagree 4 8
5 Disagree 0 0
Total 50 100
34
10
4
2
INTERPRETATION:
The above table shows about the level of satisfaction with regard to salary given to
them. 68% of the employees agree with it, 20% of them are neutral, 8% strongly
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Table.7: Satisfaction with regard to lunch breaks, rest breaks, and
leaves provided
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly agree 4 8
2 Agree 34 68
3 Neither agree nor disagree 12 24
4 Strongly disagree 0 0
5 Disagree 0 0
Total 50 100
34
12
4
0
INTERPRETATION:
The above table shows about the satisfaction level of employee with their break
timings. 68% of the employees agree with it, 24% of them are neutral and 8% of the
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Table.8: Table showing good physical working conditions providing
in the organization.
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly agree 4 8
2 Agree 36 72
3 Neither agree nor disagree 10 20
4 Strongly disagree 0 0
5 Disagree 0 0
Total 50 100
10
4
0
INTERPRETATION:
The above table shows the motivation level of the employees with regard to good
working conditions of the organization. 72 % of the employees agree with it, 20% of
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Table.9: Opinion of the employees with regard to job security
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly agree 10 20
2 Agree 36 72
3 Neither agree nor disagree 4 8
4 Strongly disagree 0 0
5 Disagree 0 0
Total 50 100
30
25
20
15
10
10
5
4
0 0
0
Strongly agree Agree Neither agree nor Strongly disagree Disagree
disagree
INTERPRETATION:
The above table shows the opinion of the respondents on job security. 72% of the
employees agree with it, 8% of them are neutral and 20% of the employees strongly
agree.
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Table.10: Retirement benefits available are sufficient.
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly agree 12 24
2 Agree 30 60
3 Neither agree nor disagree 8 16
4 Strongly disagree 0 0
5 Disagree 0 0
Total 50 100
30
12
INTERPRETATION:
The above table shows the opinion regarding retirement benefits provided by
organization. 60% of the employees agree with it, 16% of them are neutral and 24%
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Table.11: Satisfaction with regard to Medical benefits provided.
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly agree 6 12
2 Agree 32 64
3 Neither agree nor disagree 12 24
4 Strongly disagree 0 0
5 Disagree 0 0
Total 50 100
12
0 0
INTERPRETATION:
The above table shows opinion of the respondents regarding medical benefits. 64%
of the employees agree with it, 24% of them are neutral and 12% of the employees
strongly agree.
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Table.12: Table showing Visibility with top management.
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly agree 6 12
2 Agree 38 76
3 Neither agree nor disagree 6 12
4 Strongly disagree 0 0
5 Disagree 0 0
Total 50 100
6 6
0 0
INTERPRETATION:
The above table shows the opinion of the employee‟s relationship with the top
manager. 76% of the employees agree with it, 12% of them are neutral and 12% of the
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Table.13: Table showing superior recognizes the work done in the
organization.
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly agree 8 16
2 Agree 30 60
3 Neither agree nor disagree 12 24
4 Strongly disagree 0 0
5 Disagree 0 0
Total 50 100
CHART: 13: Chart showing superior recognizes the work done in the
organization.
30
12
INTERPRETATION:
The above table shows opinion of the employee about the recognition of him from
the superior. 60% of the employees agree with it, 24% of them are neutral and 16% of
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Table.14: Table showing the job gives good status in the
organization.
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly agree 12 24
2 Agree 34 68
3 Neither agree nor disagree 4 8
4 Strongly disagree 0 0
5 Disagree 0 0
Total 50 100
34
12
4
0 0
INTERPRETATION:
The above table shows the status the employee gets from the job. 68% of the
employees agree with it, 8% of them are neutral and 24% of the employees strongly
agree.
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FINDINGS
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FINDINGS
The study found that 64% of employee motivation with regard to increments
given to employees
About 56% of the employees agree that financial incentives motivate them than
non-financial incentives.
68% employees are satisfied with regards to the lunch breaks, rest breaks and
Majority of the employees agree good working conditions are provided in the
organization.
The study found that most of employee motivation with regard to increments
given to employees.
The respondents are satisfied with the responsibility and role of their work.
76% of the respondents are satisfied with regard to responsibility and role they
perform.
72% of respondents are satisfied with the support from the HR department.
Majority of the respondents 72% shows fare amount of team spirit in the
organization.
Most of the respondents 64% show the best performance in their job.
60% of the respondents feel schedule of work with regards to job related
decisions.
organization.
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SUGGESTIONS
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SUGGESTIONS
HDFC Bank should make arrangement for the workers to skill them in all
fields & in all kinds of job regular training & education programs should be
Non financial incentive plans should also be implemented; it can improve the
their improvement.
then there would be active and committed participation of staff for the success
of the organization
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CONCLUSION
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CONCLUSION
In conclusion, employee motivation is a very important in the human resource
management. Employees are motivated for various reasons that are beneficial to the
employees. Other reason are reducing the operation cost , deceasing employees
The motivational strategies used in HDFC Bank are very good. The employees are
found to be motivated and they are happy with the pay structure, benefits, work hours,
freedom to work etc. The organization has to be appreciated for keeping the employee
highly motivated and thereby helping them to meet personal as well as organizational
goals.
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LIMITATIONS
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LIMITATIONS OF THE STUDY
Some respondent have not answered the question correctly because of the
busy schedule. They tend to hurry up the talk, which inhibits proper collection
of data.
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BIBLIOGRAPHY
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BIBLIOGRAPHY
Albrecht, K., & Zemke, R. (1985). Service America. Homewood, IL: Dow Jones-
Irwin.
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ANNEXURE
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Questionnaire
PERSONAL DETAILS:
Name:
Age:
Gender:
Experience:
Designation:
Qualification:
Q.1. Do you agree with the salary increments given to you who do their jobs very
well motivate you?
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
Q.2. Does financial incentives motivates you more than non financial
incentives?
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
Q.3. Are you agree with the salary you draw at present?
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
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Q.4. Do you agree with the lunch break, rest breaks and leaves given in the
organization?
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
Q.5. Does the Good physical working conditions provided in the organization?
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
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Q.8.Does the medical benefits provided in the organization satisfactory?
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
Q.10.Do you feel that your superior always recognizes the work done by you
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
Q.11. Do you feel that the job gives you a good status.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e)
Strongly disagree
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