A STUDY ON EMPLOYEE’S MOTIVATION IN

EMAMI LIMITED

SUMMER PROJECT REPORT

Submitted by
A. SUDHA
Register No: 27348347

UNDER THE GUIDANCE OF

Mrs. R.VITHYA
Faculty
Department of Management Studies
in partial fulfilment for the award of the degree

MASTER OF BUSINESS ADMINISTRATION

DEPARTMENT OF MANAGEMENT STUDIES

SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE
PONDICHERRY UNIVERSITY
PUDUCHERRY

SEPTEMBER-2007
SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE
PONDICHERRY UNIVERSITY

DEPARTMENT OF MANAGEMENT STUDIES

BONAFIDE CERTIFICATE

This to certify that the project work entitled “A STUDY ON EMPLOYEES

MOTIVATION” in “EMAMI LIMITED METTUPALYAM , PUDUCHERRY”

is a bonafide work done by A. SUDHA [REG.NO 27348347] in partial fulfillment of

the requirement for the award of Master of Business Administration by Pondicherry

University during the academic year 2007 – 2008.

GUIDE HEAD OF DEPARTMENT

Viva-Voce Examination held on

EXTERNAL EXAMINER

1.

2.
 TABLE OF CONTENTS

CHAPTER TITLE PAGE NO

LIST OF TABLES i

LIST OF CHARTS iii

I INTRODUCTION

1.1 Profile of Organization 1

1.2 Process of manufacture 4

1.3 Organization chart 7

II REVIEW OF LITERATURE 8

III OBEJECTIVES 19

IV RESEARCH METHODOLOGY 20

V DATA ANALYSIS AND INTERPRETATION 23

1. FINDINGS OF THE STUDY 41

VI
2. SUGGESTION AND RECOMMENDATIONS 42

VII CONCLUSIONS 43

1. LIMITATIONS OF THE STUDY 44

VIII
2. SCOPE FOR THE FUTHER STUDY 45

ANNEXURE
 ACKNOWLEDGEMENT

I am extremely grateful to Our Principal Dr. V.S.K.

VENGATACHALAPATHY to provide necessary and essential facilities to do this

project report.

I express our sincere thanks and deep sense of gratitude to our Head of

Department Mr. S. JAYAKUMAR, Department of Management Studies for

providing me with an opportunity to study and to do this report.

I express a deep sense of gratitude to my Guide Mrs. VIDHYA Department of

Management Studies, for his encouragement, support and guidance to complete this

project work successfully.

I convey my heartiest thanks to T. R. RAJAN GENERAL MANAGER,

EMAMI LIMITED METTUPALAYAM , Pondicherry, who kindly granted

permission to do this project report in his esteemed organization.

Finally, I express our sincere thanks and deep sense of gratitude to my parents

and friends for giving timely advice in all the ways and in all aspects for doing the

project
 ABSTRACT

The scope of the present study was analysis on factors enhancing Employees
Motivation of Emami Limited, Mettupalyam, Puducherry. The objective was to study
employee motivation and motivation factors.

The motivation factors are employee involvement, training, working condition

and job security ect. my population near 215 and I use random sampling method to
select the sample. My sample size is 100. The data was collect by using printed
questionnaires.

After the data collection, analysis port was done with the help of statistical
tool. The result of the project was the entire employees were getting effective
encouragement. The company was all ready giving sufficient level of motivation.

For this motivation level the company got better response from employee.
Suppose if the company was ready to increase employee motivation, it will help to
enhance company’s predication level. And also it will help to improve employee
loyalty. Deefiantly it totally eradicate employee turnover.
 LIST OF TABLE

S.no TABLE NAME Page No

5.1 Table showing respondents sex 23

5.2 Table showing of the Respondents age 24

5.3 Table showing Educational Qualification of the Respondents 25

5.4 Table showing martial status 26
5.5 Table showing respondents experience 27

5.6 Table showing respondents work 28

5.7 Table showing respondents satisfied 29

5.8 Table showing respondents remuneration satisfied 30

5.9 Table showing respondents outing with the family 31

5.10 Table showing respondents feasible working hours 32

5.11 Table showing respondents relation with the worker team 33

5.12 Table showing respondents level of performance after motivation 34

5.13 Table showing respondents level of interest in motivation 35

5.14 Table showing respondents job security in the organization 36

5.15 Table showing respondents level off the job training 37

5.16 Observed count for CHI-SQUARE 38

5.17 Expected count for CHI-SQUARE 39

 LIST OF CHART

S.no CHART NAME Page No

5.1 Respondents of sex 23

5.2 Age of respondents 24

5.3 Educational Qualification 25

5.4 Martial status 26

5.5 Year of experience 27

5.6 Nature of work 28

5.7 Most of the respondents satisfied 29

5.8 Level of remuneration 30

5.9 Outing with the family 31

5.10 Feasible working hours 32

5.11 Relation with the work team 33

5.12 Level of performance after motivation 34

5.13 Level of interest in motivation 35

5.14 Job security in the organization 36

5.15 Level off the job training 37

 CHAPTER – I
INTRODUCTION

PROFILE OF THE COMPANY

HISTORY OF THE COMPANY

Emami was started in 1974 due to efforts of SHRI RADHE SHYAM

AGARWAL and SHRI. RADHE SHYAM GOENKA who was fuelled by zeal to
succeed a business ventures. They found a company to manufacture and market the
cosmetics and toiletries. Encouraged by success in cosmetics emami entered into
paper, engineering, plastic, ayurvedic medicines. From a single company, emami
through take over, the most significant being the acquisition of himani ltd speedily
grew into the new successful emami group of companies.

Emami has already opened offices and trades representatives in many parts of
the world, is actively engaged in sealing joint ventures in tough profit areas with
renowned profit nations.

MILE STONES OF EMAMI LTD:-

The Emami Brand name:-

The initial years of struggle found its rewards with adaptation of the brand
name Emami the success with the name was instant. Today it is the most cherished
asset of the group.

1978 Himami limited acquired:-

Himani was a 70 years old company with a number of reputed cosmetic

products, it faced a hard time and its operation began to suffer. The emami group saw
a winner in the name of himani and took over the company. Today the successful
boroplus cream is from himani, a pioneer in herbal cosmetics in the country.
BOROPLUS LAUNCHED-

After years of experimentation, boroplus antiseptic cream was launched. For

years antiseptic cream were strong perfumed, thick and oily-sadly old fashioned.

Boroplus revolutionized the entire antiseptic cream concept. It was the first
and the only antiseptic cream to be delightfully perfumed, light and non-greasy- a
totally a modern product. Its wide acclaim has made it the undisputed leader in the
herbal antiseptic cream. This herbal antiseptic cream sells over 5 million tubes
annually and is the no. 1 Indian market.

1983 into paper manufacturing-

Emami group strong believing that success is eventual ventures into paper
industry by establishing a paper mill of almost sophistication at balasore for
manufacturing quality writing and printing papers. Recently the group has taken over
a terminated paper mill-gulmohar paper mill and with its intense business insight put
it back on its feet.

1983 Group enters plast

Sensing success in the fields of plastics, the group incorporation classic plastic
private limited which manufactures blow moulding containers and bottles for the
cosmetics industries and jerry cans for oil companies.

Exports to ERSTWHILE USSR-

Due to Emami’s overwhelming success in India, its products received ready

acceptance in Russia. It is also being continuously exported to Middle East, south
East Asia and countries of EEC.

1984 AWARENESS OF SOCIAL RESPONSIILITY-The Emami group realizing

its social responsibility began two trusts-Bansilal Janki Devi Agarwal trust and Kesar
dev Ratni Devi Goenka trust to generate funds for social and medical needs.
1993 into health care-
The emami group has taken a giant step into a field not ventured by them so
for the fields of medicine. The former frank rose limited is now a member of emami
group, and manufactures ethical life saving drugs.

1995 CRI TIPS-

CRI limited stormed to eminence and today is recognized as the undisputed
leader in manufacturing tips and refills for ballpoint pen in India.

1997 AMRI HOSPITALS-

A joint section with government of west Bengal provides quality health care at
affordable cost.

1999- Landmark – Emami shopper’s city-

Landmark is the buyer’s delight, kolkata’s pride. It has a comprehensive
bookshop. Apart, there is a music section, stationery items including gift items,
greeting cards, magazines, music, cd-roms sections and a coffee shop all under one
roof.

Mission:-

 To sharpen consumers’ insight to understand and meet their needs with value
added differentiated products that are safe, effective and fast.

 To integrate dealers, distributors, retailers and suppliers into the Emami

family, thereby strengthening their ties with the company.

 To recruit, develop and motivate the best talents in the country and provide
them with an environment that is demanding and challenging.

 To strengthen and foster in the employees, strong emotive feelings of owners

with the company.

 To uphold the principles of corporate governance and move towards

decentralization to generate long term maximum returns for all stake owners.
  To contribute whole-heartedly towards the environment and society and to
emerge as a model corporate citizen.

 To bring down the political boundaries, bridge the seas and emerge as a
significant player in the markets world wide to globalize in terms.

VISSION:-
A company, with the help of nature, caters to the consumer’s needs and their inner
cravings for dreams of better life in the fields of personal health care, both in India
and through out the world.

EMAMI COMPANY PRODUCTS: -

Emami range of products are more than 20 products and is spread across the
various products categories of personal, beauty and health care segments resulting in
product visibility and brand recall. The company’s products are sold under the Emami
and himani brands.

EMAMI: -
1) Beauty secrets by madhuri
a. Cream
b. Talcum powder
c. Shampoo
d. Three-in-one oil.
2) Golden beauty superfine talc.
3) Shadi palace sandalwood talc.
4) Herbal Glycerin soap.
5) Mentho plus balm.
6) Naturally fair.

a. Herbal fairness talc.

b. Cream
 Cold cream.
 Intensive fairness cream with pearls.
 7) Odisi talc
Sprit of man
a. Passion wood
• After shave lotion.
• Shaving cream.
b. Wild forest
• After shave lotion.
• Shaving cream.
9) Vanishing cream
10) Classic Elegance (Blue moon/fiery red)
11) Habit toothpaste
• Neem
• Fluoride
• Gel
• Nirog Dant Powder lal.
12) All days’ beauty cream.
13) Fair and handsome.
14) Fair and team.
15) Fair and Ageless.
Future strategy: -

Company’s business plan for international market comprises of the following

key factors.

 Investment in potential markets for key brands leading to higher

possibility of returns in terms of turnover and market development in the
long run.

 Adding new products for various keys markets.

 Customizations of product offerings under the same brand – clubbing

of familiar products under the same brand.

 Manufacturing facilities in high tariff markets to make prices more

consumers – friendly.

 Acquisition – in certain markets, company may consider buying

existing brands instead of trying to build one.

Organizational chart-

The process of the organization is basically the managerial function which

involves the dividing and grouping of the activities the dividing and grouping of the
activities of the enterprise and establishing the authority relationship on them.
Organization is the structural framework for carrying out the functions of planning,
decision – making, control, communication, motivation, etc.

The usual way of depicting a formal organization is by means of an

organization chart. It is a snapshot of an organization at a particular point in time that
shows the flow of authority, responsibility and communication among various
departments that are located at different levels of the hierarchy. The company lines on
this chart show who is accountable to whom and who is in change of what
department, the chart has, however, certain limitation. It cannot show certain
important aspects about the organization’s structures. There are as under
 1. It does not indicate who has the greater degree of responsibility and
authority at each managerial level.

2. People often read into the chart meaning that are not intended. For e.g.,
employees may infer status and power according to one’s distances on the
chart from the chief executive box.

3. It does not indicate the organization’s informal relationship and channels

of communication.

ORGANISATION CHARTS
Management team of emami Ltd-

This talented group of hard core professionals, dream from various disciplines
like finance, marketing, production, human resource department, research, legal
affairs, export lend their expertise to the brain thrust of emami groups activities.

The management team has fully devoted itself to understand and cope with the
vision of the board and thereby fulfill its objectives and goals.

They work in union, share the work burden and enjoy the reward of
interdependence.

Management team-
The core management team of the Emami group comprises of

Mr. A.V. Agarwal, Brand director.

Mr. P. Sureka, Brand director.

Mr. Mohan Goenka, Brand director.

Mr. Prashant Goneka, Brand director.

Mr. H.V. Agarwal, Brand director.

Mr. Dhiraj Agarwal, media director.

Mr. Ashok Dasgupta, president – operation.

Mr. Hari Gupta, president – Business development.

Mr. R.d. Daga, Chief legal affairs.

Mr. R.k. Surana, sr. Vice president – Commercial.

Mr. N.H. Bhansil, Sr. Vice president – Finance and Accounts.

Mr. S. Rajagopalan, Sr. Vice president – Pondicherry.

Mr. A.B. Mukherjee, Vice president – operation and planning.

Dr. N.M. Sundar, Vice president – Technical.

Mr. A. Ghosh, Vice president – Sale.

Mr. D. Podder, Vice president – Co-ordination.

Mr. Pradeep srivastav, Vice president – Exports.

Mr. Samir Kr. Mandal – General Manager – System.

Mr. A.K. Joshi, Company Secretary.

Mr. Manoj Agar weal – General Manager – International Auditor.

Ms. Punita Kalra, General Manager – Hari division.

Mr. Surajit Chakra borty, General manager – oversea operation.

Mr. T.R. Rajan, General Manager – Production. Pondicherry.

Mr. A. Rajput, General manager- Ayurvedic operation.

Mr. Goutam Dhar, Deputy General manage

Mr. Partho Basu, Sr, manager – Purchase.

Mr. S. Mallhostra, manager – sales training.

 CHAPTER - II

REWIEW OF LITERATURE

Employee Motivation-The 8 Basics

By Martin Hawort

Building a team of motivated people in your business is vital to get the very best
results, but so many managers focus on the 'ra-ra-ra', rather than the important things -
the things that make people feel comfortable in their working environment. Here are
eight that you might want to have a think about:

1. TheWeather
Is it too hot, or too cold. Your people need an environment which is, like
Goldilocks said, 'Just right'. So is the office too stuffy in summer? Or too icy
in winter? Is it draughty? Do people get wet when accepting deliveries,
because the outside roof leaks? Literally make sure that external factors are as
they wish.

2. TheBreaks
Sometimes working in a day-to-day job can get boring and exhausting. So
people need to know when their breaks are and that they wil be able to take
them - it's not that complicated. Yet often, they just aren't able to have this
basic courtesy in place. Planning and caring for your people's needs is vital.
It's what you would want for yourself, isn't it?

3. Holidays
And vacations/holidays are important too - some would say it's the most
important thing on the working year calendar. So enable this to happen, when
they need to know, so that they can plan their invaluable time away from the
business and refresh.
4. BeingHeard
You people need you to listen to then and hear them - really hear what they
are saying and respond with action and/or acknowledgement. Be out there
creating good, open relationships with your people and take in what they say -
what's important to them - and deliver solutions to make conditions great.

5. AchievableGoals
By being really, really clear about what you expect from your employees, you
will set the scene for committed staff. Through knowing exactly what their
performance should look like to be judged excellent, by you, gets buy-in, big-
time. So be clear, give them the resources to achieve success and they will be
well onside.

6. BeingThanked
As they do a good job for you each day - tell them. It's easy - just say 'Thank
You'! Appreciation for achieving success, especially when it's from the boss is
so important. So recognising excellent performance, even for small tasks, cost
nothing and takes but a moment - worth building into your day job activities -
every day!

7. Challenge
People like to do new things, to explore, to seek out and utilise their potential,
Sometimes this means they will have to be 'stretched' in what they do. With a
helping hand, to support, coach and grow the skills of your people, you are
setting in place a keen, ambitious and ready-for-the-next-experience star in the
making. So find new ways to develop them.

8. Security
In today's business climate, it isn't always easy to build the best future
consistently - things change too much, too quickly. But you can go some way
to ensure that it is a safe place to be. With this level of security, your people
will loosen up and feel capable of being with you, rather than against. It is a
measure of your own leadership as to how well this works.
Motivation theories

Traditional theory 'X'

This can best be ascribed to Sigmund Freud who was no lover of people, and
was far from being optimistic. Theory X assumes that people are lazy; they hate work
to the extent that they avoid it; they have no ambition, take no initiative and avoid
taking any responsibility; all they want is security, and to get them to do any work,
they must be rewarded, coerced, intimidated and punished. This is the so-called 'stick
and carrot' philosophy of management. If this theory were valid, managers will have
to constantly police their staff, whom they cannot trust and who will refuse to
cooperate. In such an oppressive and frustrating atmosphere, both for the manager and
the managed, there is no possibility of any achievement or any creative work. But
fortunately, as we know, this is not the case.

Theory 'Y' - Douglas McGregor

This is in sharp contrast to theory 'X'. McGregor believed that people want to
learn and that work is their natural activity to the extent that they develop self-
discipline and self-development. They see their reward not so much in cash payments
as in the freedom to do difficult and challenging work by themselves. The managers
job is to 'dovetail' the human wish for self-development into the organizations need
for maximum productive efficiency. The basic objectives of both are therefore met
and with imagination and sincerity, the enormous potential can be tapped.

Does it sound too good to be true? It could be construed, by some, that Theory
'Y' management is soft and slack. This is not true and the proof is in the 'pudding', for
it has already proved its worth in the USA and elsewhere. For best results, the persons
must be carefully selected to form a homogeneous group. A good leader of such a
group may conveniently 'absent' from group meetings so they can discuss the matters
freely and help select and 'groom' a new leader. The leader does no longer hanker
after power, lets people develop freely, and may even (it is hoped) enjoy watching the
development and actualization of people, as if, by themselves. Everyone, and most of
all the organization, gains as a result.
Written by Chad Cook

Sunday, 17 December 2006

The Ins and Outs on Motivation when you're Mad

Motivation comes in many different forms. Motivation is the reason why people do
what they do. Without motivation, many chores and tasks would be difficult to
accomplish or achieve. Some people may be motivated from within and outside
sources to aid them in achieve their goals will not be needed. For others, things like
rewards, praise and benefits are the reasons why they are motivated in the first place.
Anger is one emotion that can also aid people in becoming more motivated when it is
in a positive way. .

For many people, getting mad is the start of motivation. For example, if you are on a
diet and gain weight instead of losing, you feel angry. This anger can often motivate
you to try harder and work more to accomplish your goals. If you failed to get a job
you really wanted, you may feel angry enough to do something about it, such as
getting a better education. Anger can be either good or bad for motivation.

When someone is motivated to make changes or to do something because he or she is

mad, it can cause drastic changes. Everyone experiences anger in their home lives, at
work, and even on the roads driving in the car. When you are able to understand your
anger and the anger of others, you may be able to channel that anger into something
positive. Anger is a powerful emotion and with that energy, you can use it
productively. It could even be possible to help motivate others when theareanger. .

With the right focus and energy, it is possible to use anger to handle conflict
productively, recognize what angers you and why and use that for motivation. Anger
can make it very difficult for people to stay happy. It can also make marriages and
family life miserable. When people harbor anger, it can destroy every kind of
relationship in a person's life. In addition, anger leads to stress. When you have learned
to turn that anger into beneficial motivation, you can break the

The first step in turning your anger into positive motivation, it is important to
understand why you are angry. When you understand the source of your anger you can
turn that into positive energy. For example, if you are angry because you cannot lose
five pounds, you can use that to motivate yourself into trying harder, eating right or
even exercising more. Anger alone will not help you process information efficiently. It
will also prevent you from realizing the real reason why you are mad. As soon as you
understand that, you can work to make a difference in your own .
The next step in turning your emotions into motivation is to stay focused. You will
need to remember why you feel upset and set goals to help you achieve your goals.
When people use their anger as positive motivation, they also need to remember what
their initials goals are. This is especially important when tackling a long-term goal
such as cleaning out a house or when you want to stop smoking. It is often beneficial
to make a list of goals and keep them handy when you are feeling frustrated. Marking
off your small achievements on your list can help you actually see what you have
accomplished over a period of time. Many goals will take a long time to accomplish so
it is important to not become frustrated and take your time when you feel motivated.

One thing to remember when you are angry is to use your energy for positive
motivation. It best to stop and think about any decision you will make when you are
mad. Many bad choices are made when people feel upset or angry. The goal to using
your anger as motivation is to find positive ways to channel that energy. When people
become angry and act on the spur of the Motivation comes in many forms and when
you feel strong emotions, you can often motivate yourself. Using anger to benefit
yourself when you need motivation can help you let go of anger and benefit you life in
more ways than one.

Written by Chrissy S.

Sunday, 29 October 2006

Five Simple Techniques to Keep You Motivated to Achieve Your Dream
Everyone sets goals for themselves. Every person has dreams, perhaps to get in shape,
earn more income, spend more time with the family, or go on a big vacation. Dreams
and goals are an aspect of every person's life. Without them, we would have nothing to
look forward to, and have no motivation. There are ways to help keep yourself
motivated to achieve your dreams,

Motivation is why we do what we do. It is what keeps us working at accomplishing

tasks in order to reach our goals and it prompts us daily to work towards that
destination. Each person is motivated for different reasons, even if they have the same
goal in sight. For people who are intrinsically motivated, they have the power from
within to make changes and work towards their goals. They do not rely on outside
forces to help them achieve their dreams. Others are motivated by extrinsic reasons.
These are people who look to outside forces for the motivation to help them achieve
their goals. It could be money, praise or other rewards. Most people are motivated by a
combination of the two. The way to accomplish your goals is to find what motivates
you and use

The first technique needed to make your dreams come true is to set goals for yourself.
If you jot down the steps you feel are needed to achieve the end result, it will be easier
for you to take those steps one at a time. Visualize your goal through writing or by
pictures. If you want to lose weight, use a journal to write down each step you will
take every day to bring about that result. Find a picture of an outfit or a bathing suit
you want to be able to get into, and mentally picture yourself in it. This technique can
be used to accomplish even smaller goals, such as cleaning out a closet. Write down
the steps you need to take and cross one or two small steps off your list every day.
Find a picture of the way your want your closet to look when you are finished and
hang it where you can't miss it. Visualizing your goal will keep your mind clearly
focused on what you want to accomplish and will help keep you motivated without
bogging you down.

Next, enlist the support of others to help you fulfill your dreams. Tell everyone around
you what you want to achieve and surround yourself with positive people that can
encourage you every day to reach your goal. If you want to quit smoking, talk to others
that have successfully done so, and they can help you through the roughest times. Stay
away from those that can pull you down, or encourage Another technique you can call
on in order to accomplish your goals is to reward yourself. A reward down the line can
rev up almost anyone's motivation to work on a task. When you have cleaned out that
closet, reward yourself by buying a nice storage system for the closet. You can also
help others as a reward. Once you've lost weight, give those clothes you won't be using
to a shelter. Or, when you finally stop smoking, use that money you would have
bought cigarettes with, and start a savings account for your kids. You will feel
motivated by rewarding yourself and others and know that you have helped yourself
and those around you in the process.

You can also help yourself achieve your goals by setting up a timetable for
accomplishing the necessary tasks along the way. For long-term goals, you may not be
able to accomplish them quickly. Some achievements take weeks or months. Give
yourself a realistic time frame to accomplish the necessary steps to your goal, and
work a little each day toward the end result. Mark off every step on your calendar that
brings you closer to your goal so you can monitor your accomplishments.

Finally, when you are working hard to accomplish your dreams, you can stay
motivated by keeping your expectations realistic. Accept the fact that you are bound to
have a few setbacks and try not to worry about a few bumps in the road. Achieving
your goals can be difficult, and if you get frustrated with setbacks, you are more likely
to give up. Instead of doing that, give yourself a break, literally. Promise yourself
you'll get back to working on your goals and do not beat yourself up if you have one
bad day. Stay motivated and just vow to pick up the pieces and start all over again the
next day.

FAQ ABOUT EMPLOYEE MOTIVATION

Written by Shelly B.

Friday, 15 September 2006

The success of your company depends on the people who work for you. By working
hard and exhibiting all their talents, your employees play a critical part in keeping your
customers satisfied. This is where employee motivation is critical. It is the boss's
responsibility to motivate employees which in turn will allow them an overall better
outlook on their job and will encourage them to strive to do their jobs to the best of
their ability.

One of the hardest and most important things that a employer can do is to hang on to
good employees, not just manage them. Motivation is a key aspect in keeping
employees happy and to creating a positive work environment. The ways to motivate
your employees will differ depending on who you ask, there are so many viewpoints
that are all different and the majority of the answers are right ones. A manager should
realize the there are many ways that one can be motivated and be open to suggestions
about how to do this. Considering each person is different, it makes sense that the
ways in which a person is motivated will differ also. One mistake that is commonly
made when trying to broaden employee motivation is to over-do it. Do not distribute
unearned praise to employees since this can prompt other employees to feel negatively
about their own performance.

Many may believe that motivation is a matter of giving gifts or verbal praise. Some
may even think that a raise is a way of motivating employees. While these things are
important, there is much more to motivation. There are several ways to motivate an
employee that are genuine and deserved. Giving an employee a pat on the back, or
mentioning their achievements in a memo or letter are good ways to motivate. The key
is to know your employees well enough to give them what they really yearn for. It
could be time off, a vacation, a raise, or even just some simple praise.

Ultimately, these types of motivation will result in a better quality of work from your
employees as well as a better working relationship between you both. Not to mention a
better outlook on the job through the eyes of the employee himself. All of these things
will also lead to better customer relationships, since a happy employee tends to make a
customer feel more welcome and appreciated. This will lead to higher sales, which is
the ultimate goal in any business

A person can benefit from motivation in so many ways. Motivation will assist to
achieve personal goals or possibly goals set by you, the manager. There are times
when goals can appear unattainable. This is when the right employee motivation tactic
can make all the difference since it is likely to give the employee that extra boost of
confidence. This will also help them to push Gaining a more decisive outlook on the
task or job is a direct outcome of the right employee motivation happy as well. This
sounds like an easy thing to do, however when your employees are not happy, it
shows. Motivating employees to see the good in the work that they do everyday and to
see how they are helping someone is a great way to make your employees and your
customers gain a positive perspective of your business. If your company is stuck in a
"rut" it may be time for a change.

Perhaps a change in the scenery or a change in the way the entire company is run. Who
will have better ideas on how to achieve this than the people who work there
everyday? Asking employees for their input is another way to motivate employees.
The power to change is a hard thing to grasp, however with the right motivation; your
employees will likely become Motivating employees builds self esteem. Self esteem is
crucial to the productivity of your employees. You want employees who believe in
themselves and the power to do great things for your company. By handing down
some well deserved motivation, you will increase self esteem in your employees and at
the same time be making an important move for the betterment of your company.

With the right motivation employees will become more likely to motivate and help
others. They will learn to manage their own development within the company. This
will result in less work for What are some common reasons why we fail to motivate
our employees? There are times when motivation is needed but merely isn't given. This
can be the result of management whom is not aware of the power of motivation, or
even due to mangers who simply.

Often times we can not control the area in which we work, however inadequate
equipment to complete a job creates a serious lack of motivation by employees. Just
like you delight in coming home to an inviting, clean, warm home, your employees
want to come to a clean, inviting office. Updating equipment and creating an
atmosphere in which your employees can thrive is an excellent way to motivate them,
however it is one of the most commonly over looked ways to motivate.
Try to motivate your employees for only a short period. I am sure that you will see
results that you have only dreamed of.
 CHAPTER – III

Objectives:

1. To identify the various motivation factors and find suitable one

2. To analyse how motivation created a job satisfaction among the employee

3.To study motivation facilities provided by the concern

4.To identify which motivational factor influence job morale

5.To give suggestion to improve employee motivation in this organization

 CHAPTER - IV

RESEARCH METHODOLOGY

4.1 Research
The advanced learner’s dictionary of current English as “a careful investigation
or inquiry especially through search for new facts in any branch of knowledge”.

Redman and more define research as a “systematized efforts to gain new

knowledge”

Research design:
A plan of proposed study prepared by a researcher stating the research
activities to be performed in this proposed study before he undertakes his research
work is called “Research Design”.

Sample size:
100 respondents were selected for the survey in the various departments.

4.2 Data used:

Both primary data and secondary are used in this study
Sources of data:
1. primary data
2. Secondary data

1. Primary data:
Primary data were collected through survey from the employees using
the questionnaire helps to recognize the employee’s perception regarding their jobs
and to find out the job performance in the company as well as the job.

2. Secondary data:
Secondary data needed for conducting this research work were
collected from brochures of the company and employee profile books internet and
various journals ect.
4.3 Data collection method:
A survey method is used to collect the data.

Type of question:
The following are the type of questions which are used in this research.

1. Dichotomous question

Dichotomous question are type of question normally, two option such as

yes/no.

2. Multiple choice questions:

This type of questions more than two options to express the employee’s view.

Defining the population:

The total employees working in the organization is 215

Sampling plan:
Out of 215 employees this study was carried out taking into the account of only
100 employees.

Filed-work
The field work of study was done at EMAMI LIMITED METTUPALYAM
PUDUCHERRY.

Period of survey:
The period of survey was nearly 1 month.

4.3 Description of statistical tool used:

According to this project, there will be two statistical
Tools are used. There are
 1) Percentage analysis:
The percentage method was extensively used for analysis and
Interpretation. It can be generally calculated as follow:

Number of respondents favorable

_________________________ X 100
Total No. of respondents
2. Chi-Square Test:
Chi-square test to compare the relationship between the two variables.
Formula
2
∑ = (O-E)
_______
E
O- Observed value

E- Expected value

There are many situations in which it is not possible to make any rigid
assumption about the distribution of the population from which samples are being
drawn.
 CHAPTER - V
DATA ANALYSIS AND INTERPRETATION
RESPONDANTS OF SEX

TABLE NO: 5.1

S.No Sex Frequency Percent

Male 30 30
1.

Female 70 70
2.

Total 100 100

INFERENCE
From the above table 30%of respondents are male 70% of female

CHART NO: 5.1

RESPONDANTS OF SEX
 TABLE NO: 5.2

AGE OF RESPONDENTS

S.No Age Frequency Percent

1. 20-25 6 6

2. 30-35 42 42

3. 25-30 29 29

4. 40-50 23 23

Total 100 100

INFERENCE
The industrial sector workers are working in different age group starting from 20to 60
years. So the age factors of worker determine their involvement. The above table points out
that most of the respondents (23.0%) are in the age group of 50 and above 29.0% of
respondents are in the age of42% years

CHART NO: 5.2

AGE OF RESPONDENTS
 TABLE NO: 5.3

EDUCATIONALQUALIFICATION

S.No Qualification Frequency Percent

1. 10th/12th 92 92

8
2. Diploma 8

0
3 Postgraduate 0

4 Undergraduate 0 0

5 Others 0 0

Total 100 100

INFERENCE
From the above table 92% of respondents are 10th/12th 8% of diploma,
postgraduate 0%, undergraduate 0% and Other 0%.

CHART NO: 5.3

 EDUCATION QUALIFICATION
100

80

60

40

Frequency
20

0
10TH/12TH DIPLOMA

EDUCATION QUALIFICAT ION

TABLE NO: 5.4

MARTIAL STATUS

Martial
S.No Frequency Percent
status

1. Married 69 69

2. Unmarried 31 31

Total 100 100

INFERENCE
From the above table 69% of respondents are married 31% of respondents are
unmarried

CHART NO: 5.4

 YEAR OF EXPERIENCE
TABLE NO: 5.5

Year of Frequency F
S.No r Percent
experience
e
1
1. 1-5yrs 12 12
2
6
2. 5-10yrs 61 61
1
2
3. 10-15yrs 27 27
7

4 above 15 0 0
1
Total 100 0 100
0
INFERENCE
The above table shows that, most of the respondents (27.0%) have
experienced 10-15yrs, 61.0% of respondents have experienced 5-10yrs and 12.0% of
respondents have experienced 1-5yrs

CHART NO: 5.5

YEAR OF EXPERIENCE

NATURE OF WORK

TABLE NO: 5.6

 S.No Work Frequency Percent

1. Technical 6 6

2. Non-technical 94 94

Total 100 100

INFERNECE
The above table shows that most of the respondents 6% of technical, and
94% of non-technical.

CHART NO: 5.6

NATURE OF WORK
 MOST OF THE RESPONDENTS SATISFIED

TABLE NO: 5.7

S.No Satisfied Frequency Percent

1. Highly -dissatisfied 24 24

2. Satisfied 76 76

3 Dissatisfied 0 0

4 Highly dissatisfied 0 0

Total 100 100

INFERENCE
The table 76% respondents are satisfied 24% of highly satisfied,
dissatisfied 0% respondents and highly dissatisfied 0% respondents

CHART NO: 5.7

MOST OF THE RESPONDENTS SATISFIED

 LEVEL OF REMUNERATION

TABLE S.No Remuneration Frequency Percent

NO: 5.8

1. High 29 29

2. Below 69 69

3. No-opinion 2 2

Total 100 100

INFERNECE
From the above table 29% of the respondents say the level of remuneration
excellent. 69% of respondents is good.2% respondents say the level of
remuneration is fair

CHART NO: 5.8

LEVEL OF REMUNERATION
 OUTING WITT THE FAMILY

TABLE NO: 5.9

Outing
S.No with the Frequency Percent
family

1. Yes 61 61

2. No 39 39

Total 100 100

INFERENCE
From the above table it is found that 61% respondents are satisfied.39%
respondents

CHART NO: 5.9

OUTING WITH THE FAMILY

 OUTING WITH THE FAMILY
70

60

50

40

30

20

Frequency
10

0
YES NO

OUTING WITH THE FAMILY

FEASIBLE WORKING HOURS

TABLE NO: 5.10

S.No Working hours Frequency Percent

1. 9a.m to 5p.m 55 55

2. 8a.m to 4p.m 20 20

3. Shifts 25 25

Total 100 100

INFERENCE
From the above table shows that 55% of respondents.20% of respondents
and 25% of respondent

CHART NO: 5.10

FEASIBLE WORKING HOURS
FEASIBLEWORKING HOURS EXPECTED
60

50

40

30

20
Frequency

10

0
9A.MT O5P.M 8A.MT O4P.M SHIFTS

FEASIBLEWORKING HOURS EXPECTED

RELATION WITH THE WORKER TEAM

TABLE NO: 5.11

S.No Relation with workers Frequency Percent

1. Excellent 70 70

2. Good 27 27

3. Poor 2 2

4 Very poor 1 1

Total 100 100

INFERENCE
From the table 70% of respondents is excellent.27% of respondents good.2%
of respondents is poor and 1% of respondents of very poor.

CHART NO: 5.11

RELATION WITH THE WOKER TEAM

80

60

40

20
Frequency

0
EXCELLENT GOOD POOR

RELATION WITH THE WOKER TEAM

LEVEL OF PERFORMANCE AFTER MOTIVATION

TABLE NO: 5.12

 S.No Performance Frequency Percent

1. Excellent 32 32

2. Satisfactory 68 68

3 Poor 0 0

Total 100 100

INFERENCE
From the above table 32% of respondents say the level of performance is
good. 68% of respondents say the level of performance is excellent, 0% of
respondents is poor

CHART NO: 5.12

LEVEL OF PERFORMANCE AFTER MOTIVATION

80

70

60

50

40

30

20
Frequency

10

0
EXCELLENT SAT ISFACTORY

LEVEL OF PERFORMANCE AFTER MOTIVATION

LEVEL OF INTEREST IN MOTIVATION

CHART NO: 5.13

 S.No INTEREST IN MOTIVATION Frequency Percent

1. YES 100 100

2 No 0 0

Total 100 100

INFERENCE
From the above table 100% of the respondents are interest in motivation.

CHART NO: 5.13

LEVEL OF INTEREST IN MOTIVATIO N

120

100

80

60

40
Frequency

20

0
YES

LEV EL OF INTEREST IN MOTIV A TION

JOB SECURITY IN THE ORGANIZATION

TABLE NO: 5.14

 S.No Job security Frequency Percent

1. Yes 100 100

2 No 0 0

Total 100 100

INFERENCE

From the above table 100% of the respondents say that job security in the
organization

CHART NO: 5.14

 JOB SECURITY IN THE ORGANIZATION
120

100

80

60

40
Frequency

20

0
Y ES

JOB SECURITY IN THE ORGANIZATION

LEVEL OFF THE JOB TRAINING

TABLE NO: 5.15

S.No Job training Frequency Percent

1. Yes 100 100

2 No 0 0

Total 100 100

INFERENCE
From the above table 100% of respondents say that the level of job training has
increased to a large extent.

CHART NO: 5.15

 LEVEL OFF THE JOB TRAINING
120

100

80

60

40
Frequency

20

0
Y ES

LEVEL OFF THE JOB TRAINING

 CHI-SQUARE TEST

1. ANALSIS USING CHI-SQUARE TEST.

2. ANALSIS TO FIND WHETHER THERE IS DIFFERENT BETWEEN THE

OPINIONS OF RESPONDENTS.

3. HO-THERE IS NO SIGNIFICANT DIFFERENT BETWEEN LEVEL OF

PERFORMANCE AFTER MOTIVATION AND SATISFIED
REMUNERATION.

Observed frequency table:

SATISFIED
Total

HIGHLYSATISFIED SATISFIED
LEVEL OF
PERFORMANCE
EXCELLENT 15 17 32
AFTER
MOTIVATION
SATISFACTORY 9 59 68
Total 24 76 100

To find the chi-square test

O E O-E (O-E)2 (O-E)/2

15 7.7 7.3 53.29 6.9207

9 16.3 -7.3 -53.29 -3.2693

17 24.3 -7.3 -53.29 -2.1930

59 51.7 7.3 53.29 1.0307

TOTAL 2.4891
 Calculated table value =2.4891

Therefore

1. (O-e) 2 =2.4891

2. = (r-1) (c-1) d.f

= (2-1) (2-1) d.f

= 1 d.f

The statistical value for (r-1) (c-1) d.f at 5% level of signification is =3.841

Result:
Therefore calculate value 2.4891 better than table’s value.
2.4891< 3.841 so we accept the null hypothesis (HO).

Conclusion:
So there is no dependability between level of performance after
motivation and satisfaction level.

Expected frequency table:

SATISFIED
Total

HIGHLYSATISFIED SATISFIED
LEVEL OF
PERFORMANCE
EXCELLENT 7.7 24.3 32
AFTER
MOTIVATION

SATISFACTORY 16.3 51.7 68

Total 24.0 76.0 100

 To find the chi-square test
O E O-E (O-E)2 (O-E)/2
15 7.7 7.3 53.29 6.9207

9 16.3 -7.3 -53.29 -3.2693

17 24.3 -7.3 -53.29 -2.1930

59 51.7 7.3 53.29 1.0307

TOTAL 2.4891

Calculated table value =2.4891

Therefore

1. (O-e) 2 =2.489
2. = (r-1) (c-1) d.f
= (2-1) (2-1) d.f

= 1 d.f

The statistical value for (r-1) (c-1) d.f at 5% level of signification is =3.841

Result:
Therefore calculate value 2.4891 better than table’s value.
2.4891< 3.841 so we accept the null hypothesis (HO).

Conclusion:
So there is no dependability between level of performance after
motivation and satisfaction level.
 CHAPTER - VI

FINDINGS OF STUDY

 Most of the respondents are female. Majority of the employee’s 10th/12th.

 The majority of the respondents are satisfied with their remuneration.

 Majority of the employee’s non-technical workers.

 Most of the employees are satisfied with their level of performance after
motivation.

 Motivation leads to create interest towards the job. Around 45%of the
employee’s say that the motivation creates interest towards the job.

 Majority of respondents are satisfied with their job.

 Most of the workers have excellent relationship with the workers team.

 There is proper job security in their organization.

 Most of respondents have excellent training programming in their organization

 SUGGESTIONS AND RECOMMENDATION

At the outset it is understood that employee’s basic needs has to be fulfilled

with his salary. In this connection if his basic needs are fulfilled he can perform well
in his duty which helps in company’s development. So the company should
concentrate on financial motivation.

Secondly the highly experienced people, in other words old employees can be
given some recreation in their job so their work can be lessened so that they can
perform and get interest in their job.

The concern should arrange training programmed to the employees in

periodical interval. It will create efficiency of workers as well as efficiency of the
concern. From this study the employee satisfaction is an intangible asset of concern.
 CHAPTER – VII

CONCLUSION

In today’s knowledge based economy, people are being called on take on

higher and more complex responsibilities. With increased responsibility, comes
higher impact on the organization’s success. Being able to identity the motivation
needs for success in a position has become critical. As a result, thousands of
organizations are viewing employee motivation as a strategy be managed and
developed.

There are various factor that influence motivational factor such as salary,
working conditions, training interpersonal relations and job satisfaction.

The findings of the study have reaffirmed that each one of these factors are
important in contributing to motivation, but none of them can be said as being more
important than the other.

Motivation is the ultimate function of so many individual attitudes taken

together. It is vary complex, complicated and personal experience. A number of
material and immaterial factors contribute
 CHAPTER-VIII

1. LIMITATIONS

• The study was limited to only one company i.e. Emami Ltd.

• The study is based upon high population.

• The time duration of the study is less than the expected.

• Due to time constraint, motivation level of workers was studied only during
the course of this project so that there was no scope for comparative analysis
of data taking into account two different time period.

• The study only based on employee side. It is not covering the staffs.

• The project data can be valid up, hence there are chances of chances in the
findings and result obtained.
 2. SCOPE OF THE FUTHER STUDY

• The important of studying employee’s motivation is to understand the internal

satisfaction in the minds of every employee. This study helps to know some
employees satisfaction level. The finding of this study helps the company to
implement the expectations from the employees.

• The study helps the company to know whether the motivation undertaken are
strongly accepted and also to know the lacking in the employee motivation
 BIBLIOGRAPHY

1. Stephen P.Robbins`& Seema Sanghi (2005) ORGANISATIONAL

BEHAVOUR, Dorling Kindersley (Indian) pvt. Ltd ., New Delhi.

2. Bhagoliwal, T.N. (1992) PERSONNEL MANAGEMENT AND

INDUSTRIAL RELATIONS, Sathitya bawan, Agra.

3. HUMAN RESOURCES MANAGEMENT (2003) ,ICFAI center for

Management Research, Hyderabad.

4. Kothari, C,R., RESAARCH METHODOLOGY _ METHODS AND

TECHNIQUES ,

5. Gupta .S.P, (2005) SATISTICAL METHODS, Sultan Chand & sons, New
Delhi.
 ANNEXURE

AN ANALYSIS OF EMPLOYEES MOTIVATION

IN EMAMI LIMITED.
PUDUCHERRY.
QUESTIONNAIRE

1.Name :

2.Sex : male ( ) female ( )

3. Age : 20-25 ( ) 30-35 ( ) 25-30 ( ) 40-50 ( )

4. Qualification : 10th/12th ( ) Diploma ( ) postgraduate ( )

undergraduate ( ) others ( )

5.Martial status : married ( ) unmarried ( )

6.Years of experience: 1-5yrs ( ) 5-10yrs ( ) 0-15 yrs( ) above 15 ( )

7.Nature of work :
Technical ( ) Non-Technical ( )

8. Are you satisfied with your job?

Highly satisfied ( ) satisfied ( )
Highly dissatisfied ( ) Dissatisfied ( )

9. How far you are satisfied with your remuneration

High ( ) Below ( ) No-Opinion ( )

10. Do you go outing with your family

Yes ( ) No ( )

11. What is the feasible working hours expacted?

1.9a.m to 5p.m ( )
2.8 to 4 ( )
3.shifts ( )

12. The relationship with the worker team?

Excellent ( ) Good ( )
Poor ( ) very poor ( )
13. What is your level of performance after motivation?
Excellent ( ) Poor ( ) Satisfied ( )

14. Do you get any interest when your motivator motivate you?
Yes ( ) No ( )

15. Do you have job security in your organization?

Yes ( ) No ( )

16. Does the company encourage by to off the job training?

Yes ( ) No ( )