A

PROJECT REPORT

ON

“AN
AN ANALYSIS OF EMPLOYEE MOTIVATION TECHNIQUES”
TECHNIQUES

AT

“ABHAY NUTRITION PRIVATE LIMITED DHULE, MAHARASHTRA”

SUBMITTED IN THE PARTIAL FULLFILLENT OF THE

REQUIREMENTS FOR THE DEGREE OF MASTER OF BUSINESS
ADMINISTRATION

TO

SAVITRIBAI PHULE PUNE UNIVERSITY

BY

“MR. UMESH SUBHASH PATIL”

UNDER THE GUIDANCE OF

PROF. RADHIKA PORWAL

“DR. B V HIRAY COLLEGE OF MANAGEMENT AND RESEARCH

CENTRE, MALEGAON”-
MALEGAON” 423105

2018-2019
EXECUTIVE SUMMARY
 EXECUTIVE SUMMARY
The term ‘motivation’ has been derived from the word ‘motive’. Motive may be
defined as an inner state of our mind that activates and directs our behavior. It makes us
move to act. It is always internal to us and is externalized via our behavior. Motivation is
one’s willingness to exert efforts towards the accomplishment of his/her goal. Let us
consider a few important definitions on motivation that will help us understand the meaning
of motivation more clearly.
“Fred Luthans” defined motivation as a “process that starts with a physiological or
psychological deficiency or need that activates behavior or a drive that is aimed at a goal or
incentive”.

IMPORTANCE OF EMPLOYEE MOTIVATION

Improves level of efficiency of employees.
Builds friendly relationship.
Leads to stability of work force.

TYPES OF MOTIVATION
Achievement Socialization.
Incentive Motivation.
Fear Motivation.
Change Motivation.
Natural Motivations.
Booster Motivations.

TECHNIQUES OF EMPLOYEE MOTIVATION

• Treat Employees as Individuals
• Treat Employees with Respect
• Provide Opportunities for Employee Learning and Development
• Make the Workplace a Fun Place
• Motivation by Compensation
BENEFITS FROM MOTIVATED EMPLOYEES
Return on investment
Reduced absenteeism
Increased productivity
Promoting an open and honest culture
Reputation and recruitment –

CONCLUSION

Employee motivation is very important for a successful organization, so the company should
focus on it in order to stay competitive in the market and avoid some problems such as
employee high turnover that will affect the business. Thus, effective motivational techniques
should be practiced at the workplace. Through this study, companies will be able to
understand better ways to motivate employees and the importance of employee motivation at
the workplace. As a result, the job satisfaction of employees will increase then they will get
motivated at the workplace. The result from this study had shown that motivator factors
such as achievement, recognition, responsibilities and advancement play an important role in
motivating employees at the work place.

Through this study, we can conclude that different research gave rise to different results for
the most influential intrinsic factors. On the other hand, some research gaps are worth to be
highlighted too. There is one motivator that is not mentioned in this study which is the growth
of employees such as training program provided by the company. Employees feel valued
when the company provides training programs to strengthen their skills, they will be
motivated to exert effort in attaining organizational goals.
 K.B.H.S.S.T’s
DR .B.V. HIRAY COLLEGE OF MANAGEMENT AND
RESEARCH CENTER, MALEGAON

Date: - 05/10 /2018

CERTIFICATE

This is to certify that Mr. UMESH SUBHASH PATIL has

undertaken and completed the Summer Internship project tilted “AN
ANALYSIS OF EMPLOYEE MOTIVATION TECHNIQUES” as
prescribed by Savitribai Phule Pune University for the partial
fulfillment of MBA Course during the year 2018-19.

__________ __________ __________

Internal Guide External Director

KRUSHI NAGAR, BEHIND CHURCH, MALEGAON CAMP, MALEGAON-423105

Phone: 02554-250115 Email: hiraymba@gmail.com
www.dbhcmr.org
 ACKNOWLEDGEMENT

I am really grateful to Mr. D W Hiwale (HR Manager – Group HR)

for all the guidance, support rendered by them during my Project work, without
which it would have been impossible for me to complete this report.
All the concerned members of “Abhay Nutrition Private Limited,”
who had given me all the required support and the information during this
project. I am obliged for the helping hands & a congenial environment.
I would like to thank them for the reason that made this project report
very exciting and enjoyable. They made me familiar not only with the Human
Resource Management but also with the other basics of Finance of Marketing
Management.
My sincere Thanks’ to our Director Dr. S. J. Jadhav, for his all supports and
inspiration for completing the project.
I am also grateful to our Academic coordinator Dr. Kamran Rahmani
and all the faculty members of DR. B V HIRAY COLLEGE OF
MANAGEMENT AND RESEARCH CENTRE, Malegaon for helping me
in completion of this project successfully.

Date: Umesh S. Patil

Place: Malegaon MBA (HRM)
 DECLARATION

I Mr. Umesh Patil S/o Shri Subhash Patil, declare that the Project
entitled “An Analysis Of Employee Motivation Techniques” at “Abhay
Nutrition Private Limited” submitted by me for the partial fulfillment of the
degree of Master of Business Administration (MBA) under Savitribai Phule
Pune University is the record of summer internship work carried out by me
under the guidance of Prof. Radhika Porwal, and Mr. Sandeep Bhosale
“HR Officer – HR” at Abhay Nutrition Pvt. Ltd.

I further declare that the material obtained from other sources has been
duly acknowledged in the project report.

Date: - Mr. Umesh S. Patil

Place: - Malegaon. MBA (HRM)
 INDEX

Sr. No Title Page No

Executive Summary
Introduction 1
1.1 Introduction 2
1.2 Definition Of Motivation 3
1.3 Importance Of Motivation 4
1 1.4 What Motivates Employees? 5
1.5 Types Of Motivation 7
1.6 Methods Of Motivation 8
1.7 Factors For Lack Of Motivation In The Workplace 10
1.8 Techniques Of Employee Motivation 11
Project Profile 13
2.1 Objectives Of The Study 14
2
2.2 Scope Of The Study 14
2.3 Limitation Of The Study 14
Company Profile 15
3.1 Summary 17
3.2 ANPL Process Technology 19
3.3 ANPL Strength 19
3.4 Abhay Protein 21
3
3.5 Awards And Achievements 22
3.5 Consumer Packs 24
3.6 Key Persons 25
3.8 Management Structure 26
3.9 Contact Details 26
Research Methodology 27
4.1 Research Methodology 28
4
4.2 Sampling 29
4.3 Data Collection 30
5 Data Analysis And Interpretation 31
6 Findings And Observation 46
7 Suggestion & Recommendation 48
8 Conclusions 50
9 Bibliography 53
10 Appendix 54
 GRAPH INDEX
PAGE
SR. NO. GRAPH TITLE
NO
Pie chart shows respondent of present increment
1 32
satisfaction.
Pie chart shows satisfaction of employee about their
2 33
welfare facilities provided to them.
Pie chart shows results on the statement “Top
3 34
Management is interested in motivating the employees”
Pie chart shows respondent agree with motivation affects
4 35
on their performance of employee.
5 Pie chart shows kinds of incentives motivate them. 36
Pie chart shows satisfaction level of employees with
6 37
incentives.
7 Pie chart shows for factors which motivates them most 38
Pie chart shows respondent performance of employee
8 39
influenced by incentives and other benefits.
Pie chart shows respondent getting maximum pleasure
9 40
from their work
Pie chart shows respondent that employee influenced by
10 41
their leadership.
Pie chart show employee motivated by the help of their
11 42
co-workers.
Pie chart show respondent with Career development
12 43
opportunities are helpful to get motivated
Pie chart shows respondent getting support from HR
13 44
Department.
Pie chart shows respondent for management take feedback
14 45
or not.
CHAPTER NO–1
INTRODUCTION

Page | 1
1.1 INTRODUCTION

An issue which usually generates a great deal of attention from most

managers, administrators and those involved in Human Resources Management
is the issue of how to successfully motivate employee. While it is true that aspects like staff
recruitment, controlling, managing, leading, and many more are of great importance to
the success of a Company , Employee Motivation is generally considered a core
element in running a successful business.
In the Companies setting the word “Motivation” is used to describe the drive that
impels an individual to work. A truly motivated person is one who “wants” to work
.Both employees and employers are interested in understanding motivation if
employees know what strengthens and what weakens their motivation, they can often
perform more effectively to find more satisfaction in their job. Employers want to know
what motivates their employees so that they can get them to work harder. The
concept of motivation implies that people choose the path of action they follow. When
behavioral scientists use the word motivation, they think of its something steaming
from within the person technically, the term motivation has its origin in the Latin word
“mover” which means “to move”. Thus the word motivation stands for movement. If a
manager truly understands his subordinate’s motivation, he can channel their “inner
state” towards command goals, i.e., goals, shared by both the individual and the Company
. It is a well known fact that human beings have great potential but they do not use it fully,
when motivation is absent. Motivation factor are those which make people give more
than a fair day’s work and that is usually only about sixty-five percent of a person’s capacity
.Obviously , every manager should be releasing hundred percent of an individual’s to
maximize performance for achieving Companies goals and at the same to enable the
individual to develop his potential and gain satisfaction. Thus every manager should have
both interest and concern about how to enable people to perform task willingly and to the
best of their ability. At one time, employees were considered just another input into
the production of goods and services. What perhaps changed this way of thinking about
employees was research, referred to as the Hawthorne Studies, conducted by Elton Mayo
from1924 to 1932 This study found employees are not motivated solely by money
and employee behavior is linked to their attitudes.
The Hawthorne Studies began the human relations approach to management, whereby the
needs and motivation of employees become the primary focus of managers.

Page | 2
1.2 DEFINITION OF MOTIVATION
"The only way to get people to like working hard is to motivate them. Today, people must
understand why they're working hard. Every individual in an Company is motivated by
something different." - Rick Pitino

Basics about Motivation

1. Motivating employees starts with motivating yourself it’s amazing how, if you hate
your job, it seems like everyone else does, too. If you are very stressed out, it seems like
everyone else is, too. Enthusiasm is contagious. If you're enthusiastic about your job,
it's much easier for others to be, too. Also, if you’re doing a good job of taking care
of yourself and your own job, you'll have much clearer perspective on how others are
doing in theirs. A great place to start learning about motivation is to start
understanding your own motivations. The key to helping to motivate your employees is
to understand what motivates them. So what motivates you? Consider, for
example, time with family, recognition, a job well done, service, learning, etc. How
your job is configured to support your own motivations? What can you do to better
motivate yourself?

2. Key to supporting the motivation of your employees understands what motivates each of
them each person is motivated by different things. Whatever steps you take to support
the motivation of your employees, they should first include finding out what it is
that really motivates each of your employees. You can find this out by asking
them, listening to them and observing them.

3. Recognize that supporting employee motivation is a process, not at ask Company

change all the time, as do people. Indeed, it is an ongoing process to sustain an
environment where each employee can strongly motivate themselves. If you look at
sustaining employee motivation as an ongoing process, then you'll be much more
fulfilled and motivated yourself.

4. Support employee motivation by using Companies systems (for example, policies and
procedures)--don't just count on good intentions don’t just count on cultivating strong
interpersonal relationships with employees to help motivate them. The nature of these
relationships can change greatly, for example, during times of stress. Instead, use
reliable and comprehensive systems in the workplace to help motivate employees.

Page | 3
For example, establish compensation systems, employee performance systems,
Company policies and procedures, etc., to support employee motivation. Also,
establishing various systems and structures helps ensure clear understanding and
equitable treatment of employees.

1.3 IMPORTANCE OF MOTIVATION

Motivation is a very important for an Company because of the following benefits it
provides:-
Improves level of efficiency of employees
The level of a subordinate or a employee does not only depend upon his
qualifications and abilities. For getting best of his work performance, the gap between ability
and willingness has to be filled which helps in improving the level of performance of
subordinates. This will result into-
Increase in productivity,
Reducing cost of operations, and
Improving overall efficiency.
Leads to achievement of Company goals
The goals of an enterprise can be achieved only when the following factors take place
There is best possible utilization of resources,
There is a co-operative work environment,
The employees are goal-directed and they act in a purposive manner,
Goals can be achieved if co-ordination and co-operation takes place
simultaneously which can be effectively done through motivation.
Builds friendly relationship
Motivation is an important factor which brings employees satisfaction. This can be done
by keeping into mind and framing an incentive plan for the benefit of the employees.
This could initiate the following things:
Monetary and non-monetary incentives,
Promotion opportunities for employees,
Disincentives for inefficient employees.
In order to build a cordial, friendly atmosphere in a concern, the above steps should be taken
by a manager. This would help in:
Effective co-operation which brings stability,

Page | 4
 Industrial dispute and unrest in employees will reduce,
The employees will be adaptable to the changes and there will be no
resistance to the change,
This will help in providing a smooth and sound concern in which
individual interests will coincide with the Companies interests,
This will result in profit maximization through increased productivity.
Leads to stability of work force
Stability of workforce is very important from the point of view of reputation and goodwill of
a concern. The employees can remain loyal to the enterprise only when they have a feeling of
participation in the management. The skills and efficiency of employees will always be of
advantage to employees as well as employees. This will lead to a good public image in the
market which will attract competent and qualified people into a concern. As it is said,
“Old is gold” which suffices with the role of motivation here, the older the people, more
the experience and their adjustment into a concern which can be of benefit to the
enterprise.

1.4 WHAT MOTIVATES EMPLOYEES?

Every person has a different reason for going to work. These reasons are as individual as
whichever person you may ask. But all of the reasons for working share a common
thread. We all obtain something from work we need.
There is much discussion about the value of extrinsic motivation (monetary and other
material rewards) versus intrinsic motivation where people re driven by what’s inside them.
not by the trappings of success.
Whereas I recognize how critical extrinsic motivation is–we all need to be rewarded
fairly for the job that we do-in my experience the most effective factors relating to
employee motivation are related to intrinsic motivation:
1. EMPOWERMENT: Feeling trusted and empowered is a tremendous motivator.
2. GROWTH: Feeling that they are growing and developing personally
3. INCLUSION: ‘To belong’ is a fundamental need, whether as a member of a family,
peer group, network, team or company. It’s human nature to want to be on the inside, not the
outside.

Page | 5
4. PURPOSE: Today people care more about what happens tomorrow, and want to
contribute to ensuring the future of our children, and the health of our communities
and planet.
5. TRUST: the fabric that holds it all together and makes it real.

THE ROLE OF MOTIVATION:

Need for motivated employees:
The answer is survival. Motivated employees are needed in our rapidly changing
workplaces. Motivated employees help Company survive. Motivated employees are
more productive. To be effective, managers need to understand what motivates employees
within the context of the roles they perform. Of all the functions a manager performs,
motivating employees is arguably the most complex. This is due, in part, to the fact that
what motivates employee’s changes constantly. For example, research suggests that
as employees' income increases, money becomes less of a motivator (Kovach, 1987).
Also, as employees get older, interesting work becomes more of a motivator.

MECHANISM OF MOTIVATION
Motivation is the process that starts with physiological or psychological deficiency or
need that activate behavior or a drive that is aimed at a goal or incentive.
The following Steps depicts the motivation process.
• Mechanism of Motivation
• Needs Drives Goal
• Deprivation Deprivation Reduction
• With of Drives
• Direction
Thus, the key to understanding motivation lies in the meaning of, and relationship
between needs, drives and goals Needs: Needs are created whenever there is a
physiological or psychological imbalance For example: A need exists when cells in the body
are deprived of food and water or when the personality is deprived of other people who
serve friends or companions. Although psychological may be based on a deficiency,
sometimes they are not. For instant, and individuals with a strong need to get ahead may
have a history of consistent success· Drives: “Drives (Or motives) are set up to
alleviate needs. Psychological needs can be simply defined as a deficiency with
direction. Physiological or psychological drives are action – oriented and provide energizing

Page | 6
thrust towards reaching an incentive or goals. They are at the very heart of the motivational
process. The needs for food and water are translated into hunger and thrust drives, and
the need for friend becomes a drives affiliation. Thus, drive is a psychological state
which moves an individual satisfying need· Goals: At the end of the motivational cycle is
the goal or incentive. It is anything that wills that will alleviate a need and reduce a drive.
Thus, attaining a goal will tend to restore physiological or psychological balance
and will reduce or cut off the drive. Eating food, drinking water and obtaining
friends will tend to restore the balance and reduce the corresponding drives food, water
and friends are the incentive are the goals in this example.

1.5 TYPES OF MOTIVATION

There are many types of motivation.

ACHIEVEMENT

BOOSTER
MOTIVATIONS SOCIALIZATION

Types of
NATURAL INCENTIVE
MOTIVATIONS-
Motivation MOTIVATION

CHANGE
MOTIVATION FEAR MOTIVATION

ACHIEVEMENT
This is the motivation of a person to attain goals. The longing for achievement is inherent in
every man, but not all persons look to achievement as their motivation. They are
motivated by a goal. In order to attain that goal, they are willing to go as far as possible. The
complexity of the goal is determined by a person's perception To us, the terms "simple" and
"complex" are purely relative. What one person thinks is an easy goal to accomplish may
seem to be impossible to another person. However, if your motivation is achievement, you
will find that your goals will grow increasingly complex as time goes by.

SOCIALIZATION
Some people consider socialization to be their main motivation for actions. This is
especially evident in the situation of peer pressure. Some people are willing to do anything

Page | 7
to be treated as an equal within a group structure. The idea of being accepted among a group
of people is their motivation for doing certain things.

INCENTIVE MOTIVATION
This motivation involves rewards. People who believe that they will receive rewards for
doing something are motivated to do everything they can to reach a certain goal. While
achievement motivation is focused on the goal itself, incentive motivation is driven by
the fact that the goal will give people benefits. Incentive motivation is used in companies
through bonuses and other types of compensation for additional work.
By offering incentives, companies hope to raise productivity and motivate their
employees to work harder .

FEAR MOTIVATION
When incentives do not work, people often turn to fear and punishment as the next tools.
Fear motivation involves pointing out various consequences if someone does not follow
a set of prescribed behavior. This is often seen in companies as working hand-in-hand with
incentive motivation. Workers are often faced with a reward and punishment system,
wherein they are given incentives if they accomplish a certain goal, but they are given
punishments when they disobey certain policies.

CHANGE MOTIVATION
Sometimes people do things just to bring about changes within their immediate
environment. Change motivation is often the cause of true progress. People just
become tired of how things are and thus, think of ways to improve it.

NATURAL MOTIVATIONS-
Motivation is the most common type of motivation and happens the most often. It is
the motivation people get when naturally motivated.

BOOSTER MOTIVATIONS
Booster Motivations is normally self driven to overcome a task you have set yourself.

1.6 METHODS OF MOTIVATION

There are as many different methods of motivating employees today as there are companies
operating in the global business environment.

Page | 8
Empowerment - Giving employees more responsibility and decision- making
authority increases their realm of control over the tasks for which they are held
responsible and better equips them to carry out those tasks. As a result, feelings of
frustration arising from being held accountable for something one does not have the
resources to carry out are diminished. Energy is diverted from self-preservation to
improved task accomplishment.

Creativity And Innovation - At many companies, employees with creative

ideas do not express them to management for fear that their input will be ignored or
ridiculed. Company approval and toeing the company line have become so
ingrained in some working environments that both the employee and the
Company suffer. When the power to create in the Company is pushed down from the top
to line personnel, employees who know a job, product, or service best are given the
opportunity to use their ideas to improve it.

Learning - If employees are given the tools and the opportunities to accomplish
more, most will take on the challenge. Companies can motivate employees to
achieve more by committing to perpetual enhancement of employee skills.
Accreditation and licensing programs for employees are an increasingly popular and
effective way to bring about growth in employee knowledge and motivation. Often,
these programs improve employees' attitudes toward the client and the company,
while bolstering self-confidence.

Quality Of Life - The number of hours worked each week by American

workers is on the rise, and many families have two adults working those increased
hours. Under these circumstances, many workers are left wondering how to meet
the demands of their lives beyond the workplace. Often, this concern occurs while at
work and may reduce an employee's productivity and morale.

Monetary Incentive - For all the championing of alternative motivators,

money still occupies a major place in the mix of motivators. The sharing of
a company's profits gives incentive to employees to produce a quality product,
perform a quality service, or improve the quality of a process within the company.
What benefits the company directly benefits the employee. Monetary and other
rewards are being given to employees for generating cost-savings or process-improving

Page | 9
 ideas, to boost productivity and reduce absenteeism. Money is effective
when it is directly tied to an employee's ideas or accomplishments.
Nevertheless, if not coupled with other, nonmonetary motivators, its motivating
effects are short- lived. Further, monetary incentives can prove counterproductive if not
made available to all members of the Company .

1.7 FACTORS FOR LACK OF MOTIVATION IN THE

WORKPLACE
A drop in staff motivation can become contagious if the cause is not identified and
addressed. Management needs to be conscious of employee motivation, and that means
being able to identify the factors that cause a lack of motivation in the workplace.
Become familiar with the factors that can degrade staff motivation and design plans to
combat these productivity killers.

Rumors
The important thing to remember about rumors is that they are not always wrong.
Some rumors have basis in fact, but that does not make them good for employee morale. An
employee that hears a rumor that she may be laid off experiences an instant drop in
motivation. To deal with the problem of rumors in the workplace, it is important for
management to share important information with the staff in a timely manner. This
helps employees to feel confident that management will address rumors and encourages staff
members to wait on information from the company before acting on a rumor.

Inadequate Job Skills

Employees are motivated to succeed at jobs for which they feel prepared and properly
trained. Before moving an employee into a position of greater responsibility or before
allowing any changes to an employee's job duties, be certain that employee has had the
training needed to get started. Putting an employee in a position where she feels she has
inadequate job skills will erode the employee's confidence and stifle any motivation to
succeed.
Overwork
Employees that are overworked are likely to lose motivation regardless of how much
overtime pay they are receiving. If you know a period is coming where extra hours will need
to be worked, develop a schedule in advance and give your employees ample warning so

Page | 10
they can make preparations in their personal life. Make sure the staff schedule still
allows employees to spend time with their families and get away from the stress of
working too much.

1.8 TECHNIQUES OF EMPLOYEE MOTIVATION

Here are some motivations techniques that will help to get staff re-energized and engaged at
work. To begin with, make sure you have the right conditions in place so that your work
culture supports motivation.

Fair pay and condition

Career opportunities A comfortable, safe,

working environment

Techniques of
motivation

Education and Opportunities for

training employees to socialize
opportunities, and make friends
Clearly defined work
responsibilities and
goals,

Practicle Motivation Techniques

Here are some practical motivation techniques that you can use to improve motivation
in your workplace:

1. Treat Employees as Individuals

Some are likely to be career focused, but others may see their work as a place to make
friends and earn money.Find out what motivates employees outside of work. Some enjoy a
challenge such as a sporting activity; others may like to be on committees so they can use
their Company skills. Use their innate talents in the workplace where possible to keep
them motivated. Set goals which stretch their abilities. Make goals SMART - specific,
measurable, achievable, relevant and time framed.

Page | 11
2. Treat Employees with Respect
Get to know your employees on a personal level, and offer support when needed, even
if it is only to listen to their concerns. Ask your employees for their opinions where
possible, for example if you are changing systems or introducing new equipment. Being
involved in decision making is one of the best motivation techniques. Catch your employees
doing something well and praise them - and if you do this in front of others, it makes the
employee feel even better. Giving employees recognition for their efforts will motivate them
to repeat the process.

3. Provide Opportunities for Employee Learning and Development

Encourage a learning climate, through structured on-the-job training programmes,
job transfers, inter-disciplinary projects and support for further education. Aim to have
your employees constantly learning new skills and gaining new knowledge. This will
reduce the level of stagnation that can easily occur in a business. Promote from within
where feasible - and invest the time and support in developing employees so they can
take on new opportunities. Some managers worry that by offering a high level of training
to employees, they may leave the business for better opportunities elsewhere. Remember this
allows other employees to rise up and take their place! Also the word will spread that you
are a good employer - which may encourage a higher caliber of external job applicants.

4. Make the Workplace a Fun Place

Having fun is one of the best motivation techniques. And small things can make all the
difference.
• bringing sweets to team meetings,
• sharing non-business news through e.g. newsletters,
• arranging activities such as lunchtime yoga sessions,
• surprising employees with a birthday cake
• asking the employees for their opinion on what would make the workplace a fun
place!
• Morale Boosters

5. Motivation by Compensation
Trust but Verify In addition to providing valuable information on the company's 20
restaurants, the Noodles & Co. secret shopper program is used as a motivational tool.

Page | 12
 CHAPTER NO - 2
PROJECT PROFILE

Page | 13
2.1 OBJECTIVE OF THE STUDY

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

• To study the effect of monetary and non monetary benefits of employees provided by
Company on the employee’s performance.

• To study the effect of job promotion on employees.

• To learn the employee satisfaction on the interpersonal relationship exists in the

ANPL.

• To provide the practical suggestions to the company for the motivation of employees.

• For achieving the desire rate of production at Abhay Nutrrtion Private Limited.

2.2 SCOPE OF THE STUDY

• The study is intended to evaluate motivation of employees in the Company.

• A good motivational program procedure is essential to achieve goal of the

Company.

• If efficient motivational programmes of employees are made not only in this

particular Company butalso in any other Company

• The Company can achieve the efficiency also to develop a good Companies
culture.

2.3 LIMITATION OF THE STUDY:

• Time constraint was one of the limitations during the data collection.

• Responses received were not free from respondent biases because of their apprehension
that it might affect their careers.
• Employees were reluctant in filling the questionnaire.
• Since Company has strict control, are acts as another barrier for getting data.
• As the employees were busy with their own duty, they could give me little time for
consultation.

Page | 14
 CHAPTER NO - 3
COMPANY PROFILE

Page | 15
ABHAY NUTRITION PRIVATE
LIMITED INDIA

Page | 16
3.1 SUMMARY
Abhay Nutrition Private Limited. (ANPL), situated in the Cotton bowl of Western India,
promoted by one of the leading agro-based industrialist of Maharashtra, having an experience
of more than 35 years in business operations of Cotton trade, Novel Process technologies and
Dynamic Production & Product sale operations.
ANPL has a strong R&D based Agribusiness Company, Designer to focus on Development
of Low CAPEX model with an Unique & Novel Process Technologies and Licensing to
Upcoming Nations or prospective Entrepreneurs globally.
ANPL also set up the country’s largest Multi-purpose Oil seed processing unit with a
capacity of 3,60,000 Metric tons per annum on different kind of oil seed including that of
Cottonseed as input and started commercial production from January 2010 with De risking
agribusiness model of Zero discharge.
Such Patent granted & Licensing Technologies were successfully implemented in India
“Single Step Cottonseed Oil Extraction (SSCSE) integrated with Miscella Refinery
Technology” at a large commercial scale of 600 MTPD as a matured business model with
global adoptability. (Indian Granted Patent No.: 256618 valid till August 2030).
ANPL has developed innovative patented Process technologies for Alternative proteins viz.,
Sal seed, Rapeseed (Mustard) & Guar to replace Soybean Meal for animal nutrition thus
helping to reduce the cost to the farmer without affecting the Performance.
Shea Nut (La Karite) Processing & production of Neutral and Bleached Quality Shea Stearin,
a Highly Value added exportable quality product suitable for Confectionery, Cosmetics &
Specialty Fats Industry, a Cocoa Butter Replacer or Equalizer besides Shea Olein for human
consumption through ANPL’s Licensing Technology called “Solvent Fractionation” with
better product realization.
ANPL has developed a Value Addition in Soybean Processing & Vitamin E process
technology as a low cost de-risking business model for Soybean Oil & Sunflower Oil with
high level of EBIDTAs.
Palm Kernel an advanced process technology developed by ANPL for effective extraction,
Refining & Fractionation to produce value added products with fastest level of return on
investment.
Alternative Proteins by Abhay for Cattle, Aqua & Poultry Feed industry at a cost effective
per unit value of protein with patented technology to produce and cater treated Protein meal

Page | 17
with negligible or undetectable level of Anti Nutritional factors (ANFs) with better Amino
Acid Scores (AASs).
Un-degradable Proteins (UDPs) were more than double in Abhay Proteins compare to any
other market available conventional protein meals and were well proved with the farmers
doubling their profits at low feed cost while fortifying with ANPL Proteins., thanks to the
Novel Process Technology developed by ANPL (patent registered).
Unique quality of Abhay Proteins are – High level of Bio availability, Higher level of Bypass
protein absorption ,Better level of Protein dispersion , Digestibility of both Intestinal and
Illeal (small intestine) are more than double than conventional proteins , Higher level of Un-
Degradable protein by Rumen Microbes, Alternative & Cheapest By Pass Protein Source,
Better Protein-Energy balance & could fortify more digestible carbohydrates, Per Unit
Protein value will be lesser than others, Excellent Performance with Higher FCRs (feed
conversion ratios), Savings to farmer up to Rs 3.5 to 4 per kg of meal's treatment cost than
conventional methods & Low quantity of Abhay Proteins are required for Better Body
growth & Metabolism
Licensing of Processing Technology – MOU signed with Local Entrepreneurs of Republic
of Benin, Republic of Guinea, Republic of Tanzania; & Burkina Faso is in Pipeline (West
African Francophone), ANPL has started a Joint Venture company (Ms AGRICO
NUTRITON) by licensing its cost effective Technology with equity participation along with
responsibility & support to set up & operate the new entity.
Planning to execute such Licensing Technologies to various African Countries with the
domestic Partnership as a major equity partner in Nigeria, Central Africa & Zimbabwe for
SHEANUT, PALM KERNEL, SOYBEAN & COTTONSEED Oilseed processing.
The Company has got Status of Export House by Government of India on Sept.2011.
The R&D facility has already obtained the recognition of the Department of Scientific &
Industrial Research (DSIR), Ministry of Science & Technology, and Government of India.
ANPL believes and had support with its strong functional R&D facility, focusing on
secondary agricultural products and enhanced the existing by product’s portfolio in order to
sustain the business model and always continues its efforts towards non-traditional way and
customer centric.
The Ministry of Science & Technology, Government of India has recognized the project as
“Project of National Importance” & supported us by funding INR 100 Million (USD 2.0
Million) during 2011.

Page | 18
 ANPL has been registered 21 Patents in connection to the agribusiness with Intellectual
Property Rights of India, Maharashtra State Government, enjoying various “Package Scheme
of Incentives” (PSI).

3.2 ANPL’S NOVEL PROCESS TECHNOLOGY OUTLINE:

600 Metric Tons Per Day Capacity Multi oil seed processing facility including Cotton-Seed,
Cotton
Soybean, Rapeseed etc., with Single Step Extraction Integrated with Miscella Refining,
designer to suit for Multi Purpose Oil seed Processing with Novel treatment plant of Anti-
Anti
Nutritional factors to produce Best Digestible Protein meal:

3.3 ANPL STRENGTH

It is possible evident to mobilize the strategic requirement of raw material with a strong
commercial
mmercial acumen, the company’s leadership team consists of a healthy mix of founder
members and the professionals who drive the business and keep the entrepreneurial spirit alive
with global insights and best practices.

ANPL VISION
“A globally competitive INDIA focused company, with Leadership in Alternative
Proteins business, providing Value added quality products (Edible oil, Protein Meals)
Meals to
the delight of our customer & share holders”.

Page | 19
 ANPL MISSION
• To develop “Low cost – High quality Agro based Products”.
• Getting More – Out of Less – For More (People)
Under the dynamic leadership ANPL is successful to bring and infuse FDI (Foreign Direct
Investment) from Ms SEAF (Small Enterprise Assistance Fund) & Ms Midland Capital
Washington DC USA a private equity participant besides Ms Responsibility Investment AG
Zurich Switzerland too had its debt participation of notable.
R&D projects ANPL is focusing on Emerging Products (Human Nutrition) from
lab scale to large commercial scale:
Others:
Milk Fat Products Edible Oils (Brands) • Alternative proteins
• Ghee • Frizzle • Shea DOC Value Addition
Milk Protein Products: • Frymax • Shea Fats & Shea
• Caseinate Products • N-Lite Premium • Shea DOC Value Addition
• Micellar Casein Soya Products • Soya SODD Vitamine E
Concentrate • Soya Protein Isolate Soya Iso- • Pectine from Soya hulls
• Milk Phospholipids flavone Powder • Apple Pomace
• Native Whey Protein • Soya Oligosaccharides • Artemisinin (anti Malarial drug API)
• Soya Protein Concentrate • Blended Edible Oils
• Betaine

Existing Protein products catering local and global markets (Animal

Nutrition):
ABHAY PROTEIN – EXISTING PRODUCT PROFILE (Cattle / Poultry / Aqua)
Crude
Sr Crude Ether Extract
Particulars Grade Fiber
No Protein % (Fat) %
%
1 Sr Hari Cattle 30 10 18
2 Abhay Protein CSM Cattle 38 1 12 to 13
3 Abhay Protein CSM Cattle 46 1 13
4 Abhay Protein RSM Cattle 37 1 12 to 14
5 Krishi GOLD Cattle 18 8 40
6 Abhay GOLD Cattle 21 9 35
7 Bhakti GOLD Cattle 25 10 25
8 Abhay Protein Bhusa AP 300 Cattle 30 1 28
9 Abhay Protein CSM Poultry 47 1 10
10 Abhay Protein RSM Poultry 37 1 13
11 Abhay Protein CSM - G Aqua 46 1 12
12 Abhay Protein CSM Aqua 50 1 8 to 9
13 Abhay Protein RSM Aqua 37 1 11

Page | 20
 3.4 ABHAY PROTEIN - EXISTING PRODUCT PROFILE:

Abhay Protiens RSM

Shri Hari ( Cattle Grade) Krishi Gold Cotton Cake

Abhay Protiens CSM ( Aqua grade) Abhay Protiens CSM Bhakti Gold Cotton Cake

( Cattle Grade)

Emerging Human Nutrition products

Caseinate Prodcts Soya Isoflavoen Poweder Soya Protien Concentrate

Page | 21
Soya Oligosaccharides Soya Protein Isolate Milk Phospholipid

Branded Edible Oils:

3.5 AWARDS & ACHIEVEMENTS:

UDCT ALUMNI ASSOCIATION (UAA) & INSTITUTE OF
CHEMICAL TECHNOLOGY (ICT) UAA-ICT has
awarded Mr ASHISH MANTRI MD (ANPL)
"Distinguished Alumnus Award – Entrepreneur 2014"
against his remarkable work as an entrepreneur 'par
excellence', due to his high degree of integrity,
commitment and professionalism and contributing in
enhancing the esteem of the institution on 11th May
2014.

Page | 22
Ashish Mantri with Mr. Jashwantji Singh Hon’ble Dy
Finance Minister Government of India at INNOFEST
Bengaluru India during October 2015.

Citation by ICT for ICT Distinguished Alumnus Award

– Entrepreneur to ASHISH MANTRI.

CSR Award 2012 – Winner of Innovative

Process Excellence by Divya Marathi.

Abhay Nutrition Private Limited has been

selected for “Rythubandhu Award” in the
category “Best Agro Based Industry “-2013”.

Page | 23
 Abhay Nutrition has received a National Award
from AICOSCA (All India Cotton Seed Crushers
Association of India) For Achieving 3rd Highest
Domestic Sales of Cottonseed Meal during 2013-
14.

FICCI’s 2012 - Best Innovation &Technology

company in Agri business.

3.6 RANGE OF CONSUMER PACKS:

Page | 24
 3.7 KEY PERSONNEL:
• Mr. Ashish O. Mantri, is an young entrepreneur, has done his Chemical engineering
graduation from UDCT Mumbai in the year 1997 a highly renowned and premier Institution
with high level of research papers submitted in various fields having notable aluminas enjoys
world rank No 4 http://www.ictmumbai.edu.in/

Mr. Ashish Mantri is the main driving force behind the company holding as Managing
Director. He had crystallized the concept of forming the company to present level, had
thorough technical knowledge, innovator for new avenues of technology development at better
cost, commercially strong enough and updated both with local and international market trends
on various cotton & other related products. Oil Technology Association of India (OTAI -
http://www.otai.org/) New Delhi India honored him as “Young Entrepreneur award with new
innovative process technology”.
• Mr. Dodda A. Prasad is the senior most & experienced Oil technologists in India for
continuous type Single stage cotton oil extraction duly integrated with miscella refining
technology performance based on “Zero Discharge” process. He has done his bachelor’s in
Oils & Fats Technology from renown Andhra University India during 1984, also had graduation
in Chemistry (1981) & PG-DBA, associated as CEO of the company involved
From the project’s “Concept to commercialization of saleable products” successfully by
designing the new unique technology (first of its kind in Asia) with his rich technical expertise
and knowledge.

Mr, Ashish O. Mantri Mr. D. A. Prasad

MD CEO
(ANPL Group) (ANPL Group)

Page | 25
3.8 MANAGEMENT STRUCTURE:
ANPL-DHULE
ACCOUNTS SWAPNIL MULE
MD

HRM & SAFETY S S BHOSLE

CEO
REFINERY – TSN SRINIVAS RAO

PURCHASE PRODUCTION MARKETING & SALES LOGISTICS

- OIL

D DONGARWAD RAHUL KALE

SUSHANT GANDHI

PRAKASH
CHAVHAN

MAINTENANCE – NARAYAN PATARE

BOILER – NARAYAN PATARE

ELECTRICAL – KK SHANEEJE

RMG – PRAKASH CHAVAN

CSPP – QYYUM KHAN

HULLS – RAHUL KALE

PREPARATORY – D DONGARWAD

SEP – RAVI SHINGADE

MRP – R LAVAKUMAR

QC LAB – D DONGARWAD

DOC – SANJAY ZALSE

STORES – KIRAN PATIL

3.9 ANPL CONTACT DETAILS:

Registered Office & Unit – 1:
ABHAY NUTRITION PRIVATE LIMITED
Gut No – 84, Bhokardan Road, Rajur-Jalna Road,
Gundewadi, JALNA – 431 203, Maharashtra, India
Phone: + 91 – 2482 – 230 539 / 237 939
Fax : + 91 – 2482 – 237 752.
info@abhaynutrition.com; prasad.d@abhaynutrition.com

Unit – 2:
ABHAY NUTRITION PRIVATE LIMITED
Plot No – T-9, MIDC Nardana Phase -2, Industrial Area, Village – Babhale,
Taluq – Shindhkeda, DHULE – 424 309, Maharashtra, India
www.abhaynutrition.com/

Page | 26
 CHAPTER NO.4
RESEARCH METHODOLOGY

Page | 27
4.1 RESEARCH METHODOLOGY:
Research methodology contains two different words “Research” and “Methodology”; here
first we will define the word “research”.

Research: -Research is process involves defining and redefining problems. Formulating

hypothesis or suggested solutions, collecting, organizing, evaluating, data making, deduction,
and researching final destination or conclusion.

Methodology: - Research means finding answer to its title. Every research acts as an aid to
decision making by providing valuable information. The information provided by research
should justify the time and money, which the Company put in the research activity.
Research design plays a vital role in collecting useful information.

DEFINITION
“Research Methodology is way to systematically solve the search problem. It understood as A
science of studying how research is done scientifically”.
Research methods falling in the above stated last two groups are generally taken as the
analytical tools of research. Research methodology is a way to systematically solve the
research problem. It may be understood as a science of studying how research is done
scientifically.
Research design:
Research design is plan, structure and strategy of investigation conceived so as to
obtain answers to research questions and to control variance.
Research design is the specification of methods and procedures for acquiring the
information needed. It is the overall operational pattern or framework of the project that
indicates what information is to be collected, from which sources and by which procedures.

Descriptive Research design:

The basic objective of descriptive research design is to find the answers the questions
relating to, “who, what, when, where and how” of the subject under investigation,
Descriptive research design are not always factual and simple, they can be complex
also, demanding a high degree of scientific skill on the part of the researcher.
Descriptive research design study can be divided into two broad categories vise;

Page | 28
4.2 SAMPLING:
Sampling is concerned with the selection of a subset of individuals from within a statistical
population to estimate characteristics of the whole population. Acceptance sampling is used to
determine if a production lot of material meets the governing specifications. Two
advantages of sampling are that the cost is lower and data collection is faster than
measuring the entire population.
Each observation measures one or more properties (such as weight, location, and color) of
observable bodies distinguished as independent objects or individuals. In survey sampling,
weights can be applied to the data to adjust for the sample design, particularly stratified
sampling (blocking). Results from probability theory and statistical theory are employed to
guide practice. In business and medical research, sampling is widely used for gathering
information about a population.

Sampling Method:
Samples can be either probability samples or non-probability samples. With probability
samples each element has a known probability of being included in the sample but the non-
probability samples do not allow the researcher to determine this probability. Probability
samples are those based on simple random sampling, systematic sampling, stratified
sampling, cluster/area sampling whereas non-probability samples are those based on
convenience sampling, judgment sampling and quota sampling techniques.

Simple Random Sampling:

This type of sampling is also known as chance sampling or probability sampling where
each and every item in the population has an equal chance of inclusion in the sample and each
one of the possible samples, in case of finite universe, has the same probability of
being selected.

Sample Size
Sample of present study consists 40 respondents of various departments of ANPL

Page | 29
4.3 DATA COLLECTION
Primary Data:- Before designing to structured questionnaire, it is very important for
the me to consider the various objectives of the study and the information required by him.

Questionnaire is designed by taking into account various Objective of study and is used as a
tool Primary data are those data, which are collected for the first time by the researcher.
The methods which are used for the Primary data collection are: Observation method
Personal interview
Telephonic interview Mail survey Questionnaire.

The primary data is collected through Questionnaire method, the Close-ended and open ended
structured questionnaire is simply a formalized scheduled to obtain record specified and
relevant information with liable accuracy and completeness for collecting information.

Secondary Data
The secondary data means data that are already available i.e. they refer to the data which have
already been collected and segregated by someone else.
Secondary data are those data which have been gathered earlier for some other purpose. The
secondary data for this project is collected through internet, journals, and books.

The methods which are used for the Secondary data collection are:

Books
Records
Newspapers
Internet articles
Databases
Magazines
Journals

Page | 30
 CHAPTER NO.5
DATA ANALYSIS
&
INTERPRETATION

Page | 31
 ANALYSIS AND INTERPRETATION

1. Are you motivated by the increment given to you every year?

Particular Respondent Percentage (%)

Strongly agree 4 10.0%
Agree 27 67.5%
Uncertain 3 7.5%
Disagree 4 10.0%
Strongly disagree 2 5.0%
Total 40 100.0%

5% 10%
10%

8% Strongly agree
Agree
Uncertain
Disagree
Strongly disagree

67%

Interpretation- Above table shows that 10% percent respondent with strongly
agree, 67.5% percent respondent with agree, 7.5% percent respondent with
uncertain,10% percent respondent with disagree,5% percent respondent with
strongly agree.

Page | 32
 2. What do you feel about the welfare facilities provided by the company
motivates to you ?

Particular Respondent Percentage (%)

Strongly agree 4 10.0%
Agree 22 55.0%
Uncertain 6 15.0%
Disagree 6 15.0%
Strongly disagree 2 5.0%
Total 40 100%

5%

10%
15%
Strongly agree
Agree
Uncertain
15%
Disagree
Strongly disagree
55%

Interpretation- Above table shows that 10% percent respondent with strongly
agree, 55%percent respondent with agree, 15%percent respondent with
uncertain,15% percent respondent with disagree, 5% percent respondent with
strongly disagree.

Page | 33
 3.Rate the statement “Top Management is interested in motivating the employees”?

Particular Respondent Percentage (%)

Strongly agree 2 5.0%
Agree 22 55.0%
Uncertain 5 12.5%
Disagree 8 20.0%
Strongly disagree 3 7.5%
Total 40 100.0%

5%
8%

Strongly agree
20%
Agree
Uncertain
Disagree
12% 55% Strongly disagree

Interpretation- Above table shows that 5% percent respondent with strongly

agree, 55% percent respondent with agree, 12.5%percent respondent with
uncertain,20% percent respondent with disagree,7.5% percent respondent with
strongly disagree.

Page | 34
 4. Does your level of motivation affect your performance?

Particular Respondent Percentage (%)

Strongly agree 8 20 %
Agree 27 67.50%
Uncertain 0 0.0%
Disagree 5 12.5%
Strongly disagree 0 0.0%
Total 40 100.0%

0%

0% 13%
20%

Strongly agree
Agree
Uncertain
Disagree
Strongly disagree

67%

Interpretation- Above table shows that 20% percent respondent with strongly
agree, 67% percent respondent with agree, 0%percent respondent with uncertain,
15% percent respondent with disagree, 0% percent respondent with strongly
disagree.

Page | 35
 5. Which type of incentives motivates you more ?

Particular Respondent Percentage (%)

Incentive Awards 14 35.00%
Promotion 24 60.00%
Appreciation letters 2 5.00%
Total 40 100%

5%

35%
Incentive Awards
Promotion
Appreciation letters

60%

Interpretation- Above table shows that 35% percent respondent with Incentive Awards,
60% percent respondent with Promotion, 5% percent respondent with Appreciation letters.

Page | 36
 6. How far you are satisfied with the incentives provided by the Company ?

Employee response Frequency Percentage (%)

Highly Satisfied 10 25.0%
Satisfied 22 55.0%
Average 3 7.5%
Dissatisfied 5 12.5%
Highly Dissatisfied 0 0.0%
Total 40 100.0%

0%

13%
25%
7% Highly Satisfied
Satisfied
Average
Dissatisfied
Highly Dissatisfied

55%

Interpretation- Above table shows that 25% percent respondent with Highly Satisfied,
55% percent respondent with Satisfied, 7.5%percent respondent with Average, 12.5%
percent respondent with Dissatisfied , 0% percent respondents with Highly Dissatisfied.

Page | 37
 7. Which of the following factors motivates you most?

Employee response Frequency Percentage (%)

Salary Increase 34 85.0%
Promotion 6 15.0%
Leave 0 0.0%
Motivational talks 0 0.0%
Recognition 0 0.0%
Total 40 100.0%

0% 0% 0%

15%

Salary Increase
Promotion
Leave
Motivational talks
Recognition

85%

Interpretation- Above table shows that 85% percent respondent with Salary Increase, 15%
percent respondent with Promotion, 0% Leave, Motivational talks, Recognition.

Page | 38
 8. Do you think that incentives and other benefits will influence your performance ?

Employee response Frequency Percentage (%)

Strongly agree 7 17.5%
Agree 30 75.0%
Uncertain 3 7.5%
Disagree 0 0.0%
Strongly disagree 0 0.0%
Total 40 100.0%

0% 0%

8%
17%

Strongly agree
Agree
Uncertain
Disagree
Strongly disagree

75%

Interpretation- Above table shows that17% percent respondent with strongly agree,
75%percent respondent with agree, 8% percent respondent with uncertain, 0% percent ,
disagree, strongly disagree.

Page | 39
 9. What you feel that you getting maximum pleasure from Your work?

Employee response Frequency Percentage (%)

Strongly agree 10 25.00%
Agree 25 62.50%
Uncertain 5 12.50%
Disagree 0 0.00%
Strongly disagree 0 0.00%
Total 40 100%

0% 0%

13%
25%
Strongly agree
Agree
Uncertain
Disagree
Strongly disagree
62%

Interpretation- Above table shows that 25% percent respondent with strongly agree,
62%percent respondent with agree, 13%percent respondent with uncertain 0% percent
respondent with disagree, 0% percent respondents with strongly disagree.

Page | 40
 10. Do you believe that leadership will influence the level of motivation?

Employee response Frequency Percentage (%)

Strongly agree 5 12.5%
Agree 25 62.5%
Uncertain 3 7.5%
Disagree 7 17.5%
Strongly disagree 0 0.0%
Total 40 100.0%

0%

12%
18%

Strongly agree
8% Agree
Uncertain
Disagree
Strongly disagree

62%

Interpretation- Above table shows that 12% percent respondent with strongly agree,
62%percent respondent with agree, 8%percent respondent with uncertain18% percent
respondent with disagree,0% percent respondents with strongly disagree.

Page | 41
 11. Support from the co-worker is helpful to get motivated?

Employee response Frequency Percentage (%)

Strongly agree 4 10.0%
Agree 36 90.0%
Uncertain 0 0.0%
Disagree 0 0.0%
Strongly disagree 0 0.0%
Total 40 100.0%

0% 0%
0%

10%

Strongly agree
Agree
Uncertain
Disagree
Strongly disagree

90%

Interpretation- Above table shows that10 % percent respondent with strongly agree,
90%percent respondent with agree, 0% percent respondent with uncertain 0% percent
respondent with disagree, 0% percent respondents with strongly disagree.

Page | 42
 12. Career development opportunities are helpful to get motivated?

Employee response Frequency Percentage (%)

Strongly agree 10 25.0%
Agree 25 62.5%
Uncertain 5 12.5%
Disagree 8 20.0%
Strongly disagree 0 0.0%
Total 48 120.0%

0%

17%
21%
Strongly agree

10% Agree
Uncertain
Disagree
Strongly disagree

52%

Interpretation- Above table shows that 25% percent respondent with strongly agree,
62%percent respondent with agree, 13%percent respondent with uncertain 20% percent
respondent with disagree, 0% percent respondents with strongly disagree.

Page | 43
 13. Are you satisfied with the response about the support from HR department ?

Employee response Frequency Percentage (%)

Strongly agree 7 17.5%
Agree 25 62.5%
Uncertain 8 20.0%
Disagree 0 0%
Strongly disagree 0 0%
Total 40 100.0%

0% 0%

20% 17%

Strongly agree
Agree
Uncertain
Disagree
Strongly disagree

63%

Interpretation- Above table shows that17 % percent respondent with strongly agree,
63%percent respondent with agree, 20%percent respondent with uncertain, 0% percent
respondent with disagree, 0% percent respondents with strongly disagree

Page | 44
 14. Does your top managment take feedback?

Employee response Frequency Percentage (%)

Yes 10 25.00%
No 25 62.50%
Occasionally 5 12.50%
Total 40 100%

13%
25%

Yes
No
Occasionally

62%

Interpretation- Above table shows that 25% percent respondent with Yes, 62% percent
respondent with agree, 13% percent respondent with Occasionally.

Page | 45
 CHAPTER NO – 6
FINDINGS & OBSERVATIONS

Page | 46
FINDINGS

1. Majority of respondent 67.5% agree with increment given them by company.

2. Majority of respondent 55% agree for welfare facilities provided by compnay.

3. Majority of respondent 55 % were agree with Top Management is interested in

motivating to employees.

4. Majority of respondent 67.5 % were agree with the motivation affect on their
performance.

5. Majority of respondent 60 % were agree with Promotion to motivate them more.

6. Majority of respondent 55 % were Satisfied with incetives provided by organisation.

7. Majority of respondent 85% were motiavated by salary increase.

8. Majority of respondent 75 % were agree with incentives and other benefits are influence
them to perform better.

9. Majority of respondent 62.5 % emplyees are getting maximum pleasure from their work.

10. Most of respondent 62.5% were agree and 17% for disagree leadership also influences the
level of motivation.

11. Majority of respondent 90% agree with co-workers helful nature motivate them most.

12. Most of respondent 62.5 % agree with carrear development opportuninties are helpfule to
them get motivate.

13. Majority of respondent 62.5 % emplyees are happy with supports from HR department.

14. Majority of respondent 62.50 % employees are said management cant take feedback.

Page | 47
 CHAPTER NO – 7
SUGGESTION
&
RECOMMENDATION

Page | 48
SUGGESTION & RECOMMENDATION

Based on the research results, a series of suggestions were put forward for to make an
improvement of their employee motivation system. These suggestions can be helpful for
company is used as an example to make the issues being better illustrated:

Improve the leadership qualities: it is the leader’s responsibility to pay more attention to the
communication with employees, and keep updating their knowledge about modern management
skills.

Provide fair promotion opportunities. Let the promotion opportunities based on the
performance and ability rather than favoritism and seniority.

Build a reasonable employee training program. Provide your employees with enough
opportunities to improve self-development.

Build a comprehensive welfare system. Combine basic welfares with supplementary

welfares to attract and retain highly talented employees.

The HR department should make the job more challenging. Exciting and meaningful by the
factor like goal setting, Creative work, Job rotation, Skill diversity.

Page | 49
CHAPTER NO – 8
CONCLUSIONS

Page | 50
CONCLUSION

Motivation is an aspect which covers almost all the employee from the managing
directors to his peon. The motivation is a live issue for all.
Motivation is psychological concept. Motivation is not a cause but rather the effect or result of
many going awry. Motivation drifters from person to person, industry to industry, level of
education age, nature of work etc. Motivation may be range from very high to very low.

By this study it is clear that various faction which influences motivation and
productivity of the employees each as Social Security measures, welfare facilities, salary
status, Bonus, heath condition, shift system and recognition of work are getting much
importance.

Several approaches to motivation are available. Early theories are too simplistic in their
approach towards motivation. The content theories. Maslow’s need hierarchy.
Herzberg’s two-factor model and alder’s erg approach are very popular

To conclude employee motivation plays very important role in every Company . Good
employee motivation helps to success of the Company . Unless an employee has poor
motivation if always a possibility of employee disharmony and also affect some thrumming
of the Company .
From the financial and nonfinancial reward system make motivation in complete picture.
Form this we learn that how we applied the concept of motivation for the progressive result
of company.

Page | 51
CHAPTER NO – 9
BIBLIOGRAPHY

Page | 52
BIBLIOGRAPHY
Research Methodology By C. R. Kothari
Website
https://resources.workable.com/tutorial/employee-motivation-techniques
https://smallbusiness.chron.com/7-techniques-increasing-motivation-55420.html
https://www.inc.com/ilya-pozin/14-highly-effective-ways-to-motivate-employees.html
https://spea.indiana.edu/doc/undergraduate/ugrd_thesis2012_mgmt_burton.pdf

ANPL Website
www.abhaynutrtion.com

Page | 53
 CHAPTER NO – 10
APPENDIX (QUESTIONNAIRE)

Page | 54
EMPLOYEE INFORMATION

1. Name:

2. Sex: male [ ] female [ ]

3. Age:

4. Designation:

5. Education:

a. Ssc [ ]
b. Hsc [ ]
c. Graduate [ ]
d. Post graduate [ ]
e. Other: [ ]
6. Work on span:

1 to 5 years [ ]
6 to 10 years [ ]
11 to 15 years [ ]
More than 15 years [ ]

Page | 55
QUESTIONNAIRE

1. Are you motivated by the increment given to you every year?

1) Strongly agree [ ]
2) Agree [ ]
3) Uncertain [ ]
4) Disagree [ ]
5) Strongly disagree [ ]

2. What do you feel about the welfare facilities provided by the company motivates to you ?

1) Strongly agree [ ]
2) Agree [ ]
3) Uncertain [ ]
4) Disagree [ ]
5) Strongly disagree [ ]

3. Rate the statement “Top Management is interested in motivating the employees”?

1) Strongly agree [ ]
2) Agree [ ]
3) Uncertain [ ]
4) Disagree [ ]
5) Strongly disagree [ ]

4. Does your level of motivation affect your performance?

1) Strongly agree [ ]
2) Agree [ ]
3) Uncertain [ ]
4) Disagree [ ]
5) Strongly disagree [ ]

Page | 56
5. Which type of incentives motivates you more?

1) Incentive Awards [ ]
2) Promotion [ ]
3) Appreciation letters [ ]

6. How far you are satisfied with the incentives provided by the Company ?

1) Highly Satisfied [ ]
2) Satisfied [ ]
3) Average [ ]
4) Dissatisfied [ ]
5) Highly Dissatisfied [ ]

7. Which of the following factors motivates you most?

1) Salary Increase [ ]
2) Promotion [ ]
3) Leave [ ]
4) Motivational talks [ ]
5) Recognition [ ]
8. Do you think that incentives and other benefits will influence your performance ?

1) Strongly agree [ ]
2) Agree [ ]
3) Uncertain [ ]
4) Disagree [ ]
5) Strongly disagree [ ]

9. What do you feel that are you getting maximum pleasure from Your work?
1) Strongly agree [ ]
2) Agree [ ]
3) Uncertain [ ]
4) Disagree [ ]
5) Strongly disagree [ ]

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10. Do you believe that leadership will influence the level of motivation?

1) Strongly agree [ ]
2) Agree [ ]
3) Uncertain [ ]
4) Disagree [ ]
5) Strongly disagree [ ]

11. Support from the co-worker is helpful to get motivated?

1) Strongly agree [ ]
2) Agree [ ]
3) Uncertain [ ]
4) Disagree [ ]
5) Strongly disagree [ ]

12. Career development opportunities are helpful to get motivated?

1) Strongly agree [ ]
2) Agree [ ]
3) Uncertain [ ]
4) Disagree [ ]
5) Strongly disagree [ ]

13. Are you satisfied with the response about the support from HR department ?

1) Strongly agree [ ]
2) Agree [ ]
3) Uncertain [ ]
4) Disagree [ ]
5) Strongly disagree [ ]
14. Does your top managment take feedback?

1) Yes [ ]
2) No [ ]
3) Occasionally [ ]

*********************** THANK YOU ************************

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