PROJECT REPORT

ON

“A STUDY REPORT ON CRM IN AXIS BANK”

AT

AXIS BANK
Submitted in partial fulfillment for award of Degree of

“Master of Business Administration”

Submitted By: Nikhilesh Kumar.

Roll no: 20-MBA-020

1
 CERTIFICATE
Certified Nikhilesh Kumar, 20-MBA-020. Student of MBA Dept. 4th semester has carried out
the report “CRM “AXIS BANK”” for the award of MBA from RIMT UNIVERSITY, MANDI
GOBINDGARH. Under supervision of PREETI , AXIS BANK .The studies carried out by
Student herself and the contents of the report do not form the basis for the award of any other
degree to the candidate or to anybody else.

PREETI
AXIS BANK
Place:
Date:

2
 DECLARATION

I, NIKHILESH KUMAR, hereby declare that the report of the project entitled “A STUDY ON
CRM AT AXIS BANK (LUDHIANA)” has not presented as a part of any other academic
work to get my degree or certificate except RIMT UNIVERSITY, MANDI GOBINDGARH,
for the fulfillment of the requirements of the degree of MASTERS IN BUSINESS
ADMINISTRATION.

Nikhilesh Kumar

3
ACKNOWLEDGEMENT
It is proud of my privilege & pleasure to express my deep sense of gratitude to my training guide
Preeti AXIS BANK, LUDHIANA for her help, valuable guidance & constant encouragement to
complete the study “A STUDY ON CRM AT AXIS BANK LUDHIANA”.

I also want to thank all the staff & employees of our organization because without the
help & support of them, I can’t be able to complete my training report.

In the present world of competition, there is a race of existing in which those who are having
willed to come forward succeed. Project is like a bridge between theoretical and practical work. I
Am willing to join this particular project.

To design and compare a project report is very laborious work, which no student completes without
taking any help from any professional.

First of all, I would like to thank the supreme power of almighty God who is obviously the one
who has always guided us to work on the right path of our life.

I express my deep gratitude to my guide for her invaluable guidance during the project. Her
unlimited guidance, innovative ideas and tireless efforts helped along the way in completing the
project. I am also thankful to the staff members for their encouragement and cooperation in this
successful completion of my project.

In the end I would like to thank my parents whom greatly indebted for having me brought me love
and encouragement of this stage

NIKHILESH KUMAR

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 TABLE OF CONTENTS
CHAPTER PARTICULARS PAGE NO.
NO.

1 Company profile and Introduction to the Topic 5-17

2 Review of Literature 18

3 Objectives of the study 19

4 Scope of study 20

5 Research Methodology 21-22

6 Analysis & Interpretation of the study 23-36

7 Findings of the study 37

8 Suggestions & Recommendations 38

Conclusion 39

Bibliography 40

Appendices (Questionnaire) 41-44

5
 CHAPTER – 1

INTRODUCTION OF THE COMPANY

1.1 INTRODUCTION TO THE ORGANIZATION

INFOWIZ is a nationally recognized IT company which is committed to provide highly
customized integrated IT solutions to clients and also renowned for superior training programs
delivered by an enviable team of qualified experts and highly experienced trainers.

INFOWIZ is an 8 years young organization which has won the NATIONAL AWARD for 2
consecutive years 2014-15 and 2015-16 for BEST Industrial Training from Hon’able
GOVERNOR of Punjab and Haryana Sh. Kaptan Singh Solanki. INFOWIZ is a member of
Confederation of Indian Industry (CII membership number- N4654P) and also with an ISO
Certification which has been working in the field of CSE, IT, ECE, MECHANICAL, CIVIL and
EE, BBA & MBA.

Our skilled team of professionals make sure that the product is developed as per the customer’s
needs and keeping the customer informed about the development of their project from time to
time. In INFOWIZ our Research & Development arm offers SEO tools for SEM professionals.

INFOWIZ also provides Technical Support & Consultancy to Software Companies like JIA
Group, New Zealand, Sagitec solutions Panchkula, Jarc Mohali, Info net Solution, Delhi etc.

Company Strategy

6
Purpose: - To be a leader in the IT industry by providing enhanced services relationships and
profitability. We continuously strive to deliver exceptional services and achieve excellent results
throughout different sectors.

Our Mission

To grow through creativity, invention and innovation and to build long term relationships with our
clients and provide exceptional customer services by pursuing business through innovation and
advanced technology.

OUR VISION

Our vision is to be recognized as a leading provider of quality services that exceed the expectations
of our esteemed clients.

OUR VALUES

● Putting Customers First.

● Taking pride in what we do.
● Respecting Others.
● Striving to be the Best.
● Acting with Integrity.

SERVICES OF INFOWIZ

7
1. INFOWIZ
Technology today is so dynamic that keeping pace with it is not possible for internet businesses
without professional help. INFOWIZ helps bridge that gap, efficiently and effectively. Our
solutions are aimed at maximizing desired outcomes and positioning businesses at the apex of
competition. Innovative in approach and thorough in execution, our results are simply matchless

• Website development

• Web development

• Digital Marketing

• SEO

Website development

Developing a Website involves a lot of activities before launching it to the World Wide Web.
While developing a website we have to also keep all the Web development tools and platforms in
mind in order to deliver the Best website to each of our customers. We have always heard about
the next generation Web development tools and technology that strongly reflects the future of this
industry. We consider everything that is required in developing a user-friendly and SEO frie
website. We at INFOWI Z lead all our competitors and offers wide range of Customized website

8
development solutions.

Software development

INFOWIZ is a software company that focuses on highly qualitative, timely delivered and cost
effective software development. With a rich and varied experience in providing software
development and project management capabilities and stringent quality standards ensure us to
develop solutions that give your business an edge over your competitors. Our global software
model makes sure we deliver the maximum targeted result to you.

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 2. Digital Marketing

If you have been looking for a professional and experienced Digital marketing Agency, consider
INFOWIZ. We have services that are focused on marketing solutions which aim towards various
digital formats popularly used by people to access information and news. We can combine
traditional marketing processes with modern technology that enables businesses to engage and
influence their target audience and draw attention. We create an End-to-End Digital Strategy for
Your Brand: We Create a category leading digital presence with Ideas conceptualized, crafted
and executed online strategy that covers all digital media services.

Domain and Hosting Services

INFOWIZ i s one of the top web hosting and domain registration company in North India. We
are one of the best, reliable & affordable hosting companies operated in India using cutting edge
technology available. There are number of choices available for Domain Registration and Hosting
Services. This should be backed up by amazing value added services which includes excellent
customer support. INFOWIZ Web Hosting Company in India provides you all this and much more.
We even help you set up your emails. We have become one of the best companies in the hosting
industry by providing support and reliable services that have been well appreciated by our
customers. We also has a strict policy of NO Hidden Charges, NO Extra Fee and NO set

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up charges.

SMS/Email Marketing

INFOWIZ w ould like to introduce you our bulk SMS/Email service that helps you to expand
your business's ability across India. SMS/Email Marketing Service helps you to inform news,
promotions, or activities, from your business direct to the right target of your customers. With
BULK SMS/Email Marketing service, you can save costs from the advertising program, and
improve your Marketing plan through this efficient system. SMS/Email Marketing service is the
best choice for you to enhance your business's plan, and increase more opportunities and channels
for your business to reach the goal successfully

3. INFOWIZ Educational Services

Our experience has enabled us to provide productive & effective skills according to latest trend
for Student’s Career in various sectors. We also provide certified courses in different Fields.
Here, Students enter as a novice and Leave as experts.
• Certified Course in Human Resource Management

• Certified Course in Retail Management Marketing

• Certified Course in Web Development

• Certified Course in Digital Marketing

• Certified course in Marketing Management

• Certified course in Social Media Marketing

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 Certified Course in Human Resource Management

This is a specialized management program with a clear cut focus on the Human Resource
Management as one of the most important functions in an organization. Human resource
management is a process of bringing people together so that the goals of the organization can be
achieved. This program helps the candidate to understand the role of the HR Manager in this ever
growing competitive industry. It is a program which should be done by candidate who wants to
pursue their career in Recruitment, Training and Development.

Certified Course in Retail Management Marketing

The certificate program is the right course for aspirants who would like to become retail
professionals at supervisory levels and those who own or manage a retail business. The one year

12
program will introduce participants to various aspects of professional retailing. The curriculum
has been designed by professionals and includes sessions in theory and practical applications in a
balanced measure.

Certified Course in Web Development

Every industry & organization requires a web presence these days, which has created a huge
demand for qualified & skilled web developers. It is a career program designed to equip you with
the professional skills required to secure successful jobs or freelancing opportunities in the
growing web development industry. This program trains you in best industry practices for
developing dynamic websites, database design & programming.
Web development can involve development of a single web page or complex online shopping
websites, company websites and numerous other types of websites. As a web developer you will
develop & design websites and ensure their proper functioning through programming languages.

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 Certified Course in Digital Marketing

The course is a practical guide to use digital marketing to effectively reach out to your internet
audience while building your brand and generating sales. The course structure is an integrated
module covering all the aspects and concerns of the modern Digital Marketing industry.

Certified course in Marketing Management

Marketing Management is designed to serve as an introduction to the theory and practice of

marketing. Students will improve their ability to develop effective marketing strategies and assess

14
market opportunities, as well as design strategy implementation programs. In addition, students
will have the opportunity to communicate and defend their recommendations and build upon the
recommendations of their peers.

Certified course in Social Media Marketing

Aimed at professionals looking to gain a greater understanding of how to utilize online social
media strategies, this short course teaches the essential skills behind creating and managing
effective social media campaigns. The course explains how to use sites like LinkedIn, and
Google+ for marketing purposes, and covers the basic guidelines of effective blogging, Tweeting
and posting

.1.2 Introduction of human resource management

Human resource management refers to all practices adopted by the companies to acquire, develop
and retain the employees. It helps organizations achieves its goals by increasing
productivity of employees.

HR definitions:-

15
“Human resource management is a process consisting of four functions-acquisition,
development, motivation and maintenance of human resources.”

Human resource management refers to the policies and practices one need to carry out the people
or human resource aspects of management position including recruiting, screening, training,
rewarding and praising.

The scope of HRM:-

The scope of HRM is very wide. It consists of all the functions that come under the banner of
human resource management. The different functions are as follows:-

● Human resource planning:-it is the process by which a company identifies how many
positions are vacant and whether the company has excess staff or shortage of staff and
subsequently deals with the need of excess or shortage.
● Job analysis design:-job analysis can be defined as the process of noticing and
regulating in detail the particular job duties and requirement and the relatives
importance of these duties for a given job.

Job analysis is a process of designing jobs where evaluations are made regarding the data
collected on a job. It gives an elaborate description about each and every job in the
company.
● Recruitment and selection: - with respect to the information collected form job
analysis the company prepares advertisements and publishes them on various social
media
platforms. This is known as recruitment. A number of applications are received after the
advertisement is presented, interviews are conducted and the deserving employees are
selected. Thus recruitment and selection is yet another essential area of HRM.
● Orientation and induction: - after the employees are selected an induction or
orientation programme is organized. The employees are updated about the
background of the company as well as culture, values and work ethics of the company
and they are also

16
 introduced to the other employees.
● Training and development: - employees have to undergo a training programme which
assists them to put up a better performance on the job. Sometimes training is also
conducted for currently working experienced staff so as to help them improve their
skills
further. This is known as refreshers training.
● Performance appraisal: - after the employees have put in around one year of service.
Performance appraisal is organized in order to check their performance on the basis
of
this appraisal, future promotions, incentives and increments in salary are decided.
● Compensation planning and remuneration: - under compensation planning and
remuneration various rules and regulations regarding compensation and related aspects
are taken care of. It is the duty of HR department to look into

Features of HRM:-

Human resource management as a discipline includes the following features:-

● It is pervasive in nature, as it is present in all industries.

● It focuses on outcomes and not on rules.
● It helps employees develop and groom their potential completely.
● It motivates the employees to give their best to the company results.
● It helps a company achieve its goals in the future by facilitating work for competent
and
well- motivated employees.
● It approaches to build and maintain cordial relationships among people working at
various levels in the company.
● It is all about people at work, as individuals as well as in groups.
● It tries to put people on assigned tasks in order to have a good product.

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INTRODUCTION ABOUT EMPLOYEE MOTIVATION

An issue which usually generates a great deal of attention from most managers, administrators and
those involved in human resource management is the issue of how to successfully motivate
employees. While it is true that aspects like staff recruitment, controlling, managing, leading, and
many more are of great importance to the success of an organization. Employee motivation is
generally considered a core element in running a successful business.

In the organization 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 strengths and what
weakness their motivation, they can often more effectively find more satisfaction in their job.
Employers want to know what motivates their employees so that 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” to words command
goal, i.e., goals, shared by both the individual and the organization.

Motivation is an important tool in the hands of the manager for inspiring the workforce and making
them do work with enthusiasm and willingness. If it’s an important function of the management

18
to motivate the people working in the organization to perform the work assigned to them
effectively and efficiently. The management has to understand the human behavior if it has to
provide maximum motivation to the personnel. The role of motivation is to develop and intensify
the desire in every number of organizations to work effectively and efficiently in his position.

Definition:-

“Motivation is a process that starts with a physiological and psychological deficiency or need that
activities behavior or a drive that is aimed at a goal or an incentive’.

“Employee motivation is a reflection of the level of energy, commitment and creativity that a
company’s workers bring to their jobs”.

IMPORTANCE OF EMPLOYEE MOTIVATION:-

● Motivation helps change negative attitude to positive attitude.

● Motivation improves performance level of employees.
● Motivation helps in achieving the organization goals.
● Motivation creates a supportive work environment.
● Motivation helps the managers to introduce changes.
● Motivation helps to reduce employee’s turnover.
● It helps in increased employee’s commitment.
● It helps in improving employee satisfaction.
● Motivation helps to improve employee efficiency.
● It helps for ongoing employee development.

OBJECTIVES OF EMPLOYEE MOTIVATION:-

● The purpose of motivation is to create conditions in which people are willing to work with
zeal, initiative. Interest and enthusiasm with a high personal and group morale

19
 satisfaction with a sense of responsibility.
● To increase loyalty against a company.
● To improve discipline and with tried and confidence in a cohesive manner so that the
goal of an organization are achieved effectively.
● Motivation techniques utilized to stimulate employees growth.
● For the motivation you can buy man’s time. Physical presence at a given place.
● You can even buy a measured number of skills muscular motions per hour or day.
Performance results from the interaction of physical financial and human resource.
● For the achieve a desire rate of production.

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 CHAPTER 2- REVIEW OF LITERATURE

Employee motivation is central to many aspects of industrial and organizational development; the
individual performance and growth in the organization influenced by varied functions and a
constantly changing environment have also influenced individuals at personal level according to
scientific management employee motivation is based on the most pragmatic and essential
pessimistic philosophy that man is maintained by money. The individual involvement, loyalty,
dedication to job and organization seed to be a low key affair, the loyalty, dedication and
involvement leads to organization effectiveness productivity as well as individual growth and
enhancement. Employee motivation is commonly measured in seven areas that is physical, salary
and perks, promotion, policy, job security, work interest, relation, welfare facilities. Studying
employee motivation which influences and determines human behavior is worth it because
ultimately all the aspects related to employee motivation ultimately leads to good industrial
relationships enhance interpersonal relationships ultimately leads to increased productivity and
growth of the organization.

In a complex and dynamic environment, leaders of the organization used to create the environment
in which employees feel trusted and are empowered to take decisions in the organization which
leads to enhanced motivation level of employees and ultimately

organizational performance are enhanced. Smith and Rupp (200 3) stated that performance is a
role of individual motivation; organizational strategy, and structure and resistance to change, is an
empirical role relating motivation in the organization. Likewise, Luthans and Stajkovic (199 9)
concluded that advancement of human resources through rewards, monetary incentives, and
organizational behavior modification has generated a large volume of debate in the human resource
and sales performance field. According to Orpen (199 7) the better the relationship between
mentors and mentees in the formal mentoring program, the more mentees are motivated to work
hard and committed to their organization. Likewise, Malina and Selto (200 1) conducted a case

21
study in one corporate setting by using balance score card (BSC) method and found out that
organizational outcomes would be greater if employees are provided with positive
motivation.

The starting point of any research in the field of motivation is to define the term
“motivation”. Although many researchers have attempted to come up with a clear definition of
motivation, there seems to be no general agreement between researchers about how the term
should be defined. This may due to the fact that these definitions reflect their own perceptions and
experiences in a specific research area. The term
“motivation” can be traced to the Latin word “movere” which means
“to move” (Luthans, 1995). However, this is an inadequate explanation of the complex process of
motivation. A more detailed definition was presented by Analoui when he illustrated that
“motivation is the internal drive necessary to guide people's actions and behaviors this drive or
force comes from the desire to satisfy certain needs and expectations (Mullins, 2005). Similarly,
Kast and Rosenzweig (1979: 244) defined motivation as “what perhaps prompts a person to act in
a certain way or at least develop a propensity for specific behavior”.Luthans points out that the
key to understanding the process of motivation lies in the meaning of, and relationship between,
needs, drives, and incentives. Therefore, motivation according to his point of view is 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.” (1995: 141). Other researchers see motivation as an
internal state that encourages people to behave in a certain way in order to accomplish specific
desired goals (Spector, 1996). Moreover, the term is used to express the readiness to increase
one‟s efforts on a specific task in order to get specific incentives (Molander, 1996). Jones (1955)
cited in (Steers et al., 1996: 8) gave a comprehensive definition of motivation when he defined it
as “how behavior gets started, is energized, is sustained, is directed, is stopped, and what kind of
subject reactions are present in the organism while all this is going on.” Although the previous
definitions may seem to vary, the general agreement is that motivation is a dynamic process that
starts with human needs which, in turn, make people act in a certain way to achieve the
organizational goals and objectives, and hence satisfy their needs. Moreover, there seems to be a

22
hidden agreement between researchers about the main characteristics of the motivation
phenomenon, as there are three common denominators which characterize the phenomenon.

Thus the study is an attempt to explore various factors which can affect industrial development
especially related to employee motivation which can be helpful to all those and especially
industrial social workers to find out effective measures and solution to deal with the loop holes
and obstacles in gaining effective work.

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 CHAPTER 3- OBJECTIVE OF THE STUDY

PRIMARY OBJECTIVE:

● To study the important factors which are needed to motivate the employee.

SECONDARY OBJECTIVE:

● To study the effect of monetary and non-monetary benefits of employees provided by the
organization on the employees performance.
● To study the effect of job promotion on employees.
● To learn the employee satisfaction on the interpersonal relationship exists in the organization.
● To provide the practical suggestion for the improvement of organization performance.

NEED FOR THE STUDY

Motivation is an important tool in the hands of the manager for inspiring the workforce and making
them do work with enthusiasm and willingness .If it’s an important function of the management
to motivate the people working in the organization to perform the work assigned to them
effectively and efficiently. The management has to understand the Human behaviour if it has to
provide maximum motivation to the personnel. Motivation is something that moves a person into
action and continues him in the course of action enthusiastically. The role of Motivation is to
develop and intensify the desire in every member of organization to work
effectively and efficiently in his position.
The main aim of this study is to find out the employee motivation in INFOWIZ, Bathinda as
motivation is an important factor which increases the desire willingness and enthusiasm in
workers, to apply their great potentialities for the achievement of common goals.

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 CHAPTER 4-SCOPE OF THE STUDY

● The study is intended to evaluate motivation of employees in the organization.

● A good motivational program procedure is essential to achieve the goal of the organization.

Efficient motivational programs of employees are made not only in this particular

organization but also any other organization.

● The organizations can achieve the efficiency also to develop a good organizational

culture.

● It is always essential for a concern to access its strategies and reshape its destiny.
● It is necessary for every organization to study the different aspects that affect the

organization development.

Every study has a clear and specific scope.The scope of this study is limited to INFOWIZ-

A Software Solution. In this survey the emphasis is on the motivation of employees. The

scope of the study involves the preparation of questionnaire and data of the company

25
 CHAPTER 5-RESEARCH METHODOLOGY

In this section

I will describe and explain the concept, models and theories that are relevant in the field of
motivation and necessary to facilitate a comprehensive and understanding of the research question.
It may be useful to utilize the term of motivation and what its concepts are. A broader definition
of motivation will be introduced.

It can be observed from the above definition that, motivation in general is more or less basically
concerned with factors or events that moves, leads, and drives certain human action or inaction
over a given prevailing condition . Furthermore the definition suggests that there needs to be an,
“invisible force” to push people to do something in return. It could also be deduced from the
definition having a motivated workforce or creating an environment in which high levels of
motivation are maintained remains a challenge for two day management. This challenge may

emanate from this sample fact that motivation is not a fixed trait as it could change with change in
personal, psychological, financial or social factors. For this is the definition of motivation
Greenberg & Baron (2003) is adopted, as it is more realistic and simple as considering the
individual and performance. Greenberg & Baron defines motivation as:

“The set of processes that arouse, direct and maintain human behavior toward attaining some
goal”. Bassett-Jones & Lloyd presents that to you of human nature underlay early research into
employee motivation. The first view focuses on taylorism, which viewed people as basically lazy
and work shy and thus held that these sets of employees can only be motivated by external
stimulation. The second view was based on hawthorn findings, which held the view that employees
are motivated to work well for “its own sake” as well as for the social and monetary benefit this
type of motivation according to the school was internally motivated.

26
SAMPLING METHOD

Researchers have selected respondents randomly, that is why a simple random sampling method
is used.

SAMPLE SIZE

Sample of present study consists of 50 respondents of various departments of INFOWIZ.

RESEARCH DESIGN

This study is exploratory and descriptive in nature.

VARIABLES

(1). Independent: sex, age, income.

(2). Dependent: employee motivation.

TOOLS OF DATA COLLECTION

Primary tool: interview schedule.

Secondary tool: library, books, journals, internet, newspaper, magazine.

OPERATIONAL DEFINITION

Specter (1997) defines employee motivation simply as “the degree to which people like their
jobs”.

27
CHAPTER 6- DATA INTERPRETATION AND ANALYSIS

Q.1 HOW MANY PEOPLE ARE WORKING IN THE COMPANY?

Table1.
Gender Frequency Percentage

Male 36 77.5

Female 14 22.5

Interpretation:

Above table shows that 77.5 % (n=31) respondents belongs to a make group percent 23.5% (n=9)

Q.2 HOW MANY RESPONDENTS ARE WORKING AS THE AGE WISE IN THE
ORGANISATION?

Table2. Table shows age wise distribution of respondents.

28
 Age Frequency Percentage %

18-25years 8 20%

26-35years 15 37.5%

36-45years 11 27.5%

Above 45years 6 15%

Total 40 100

Interpretation: Above table shows that 20% (n=08) respondent belongs to age group no 18-25,
37.5% (n=15) belongs to age group of 26-35, 27.5% (n=11) belongs to age group of 36-45while
15 %( n=6) belongs to age group of 45 years

Q.3 WHAT IS THE EDUCATION QUALIFICATION OF THE EMPLOYEES IN THE

ORGANISATION?

29
Table3. Table shows the educational qualification of the respondent.
Education Frequency Percentage

SS.C 18 45%

H.S.C 6 15%

Graduate 10 25%

Post graduate 1 2.5%

Other 5 12.5%

Total 40 100

Interpretation:

Above table shows that 45% (n=18) respondents had their educational qualification up to primary
level. 15% (n=6) respondents had their educational qualification up to secondary level. 22.5%
(n=10) respondents had their educational qualification up to higher secondary level.

12.5 % (n=5) respondents had their educational qualification up to graduation level 0.5% (n=2)
respondent had their educational qualification up to post graduate level.

Q.4 WHAT IS THE WORK SPAN OF THE EMPLOYEES?

30
Table4. Table shows the work span of the respondent.
Experience Frequency Percentage

1-5 years 14 35%

6-10years 12 30%

11-15years 9 22.5%

Above 15 years 5 12.5%

Total 40 100

Interpretation: Above table shows that 35% (n=14) respondent belongs to age group of 1-5 years.
30% (n=12) belongs to age group of 6-10 years. 22.5% (n=9) belongs to age group of 11-15 years.
While 12.5% (n=5) belongs to age group of above 15 years.

Q.5 WHAT IS THE PRESENT SALARY AND INCREMENT OF THE EMPLOYEES?

Table5. Table shows present salary and increment of the respondent.

Employee response Frequency Percentage

31
 Strongly agree 4 10%

Agree 27 67.5%

Uncertain 3 7.5%

Disagree 4 10%

Strongly disagree 2 5%

Total 40 100

Interpretation: Above table shows that 10% (n=4) respondent with strongly agree, 67.5% (n=27)

respondent with agree, 7.5% (n=3) respondent with uncertain, 10% (n=4) respondent with

disagree, 5% (n=2) respondent with strongly agree.

Q.6 WHAT IS THE FREQUENCY OF FINANCIAL AND FINANCIALLY RELATED

REWARD SYSTEM OF THE EMPLOYEES?

32
Table 6.Table shows financial and financially related reward systems in my organization.
Employee response Frequency Percentage%

Strongly agree 2 5%

Agree 22 55%

Uncertain 5 12.5%

Disagree 8 20%

Strongly disagree 3 7.5%

Total 40 100%

Interpretation: Above table shows that 5% (n=2) respondent with strongly agree, 55% (n=22)

respondent with agree, 12.5% (n=5) respondent with uncertain, 20% (n=8) respondent with

disagree, 7.5 %( n=3) respondent with strongly disagree.

Q.7 WHAT IS THE WORKING CONDIOTION OF THE EMPLOYEES BY CLEAN AND

SAFE PLEASANT?

33
Table 7.table shows working condition are clean pleasant & safe of respondent.
Employee response Frequency Percentage%

Strongly agree 67.5 65.5%

Agree 27.5 27.5%

Uncertain 0 0%

Disagree 5 5%

Strongly disagree 0 0%

Total 40 100

Interpretation: Above table shows that 67.5% (n=27) respondent with strongly agree, 27.5%

(n=11) respondent with agree, 0% (n=0) respondent with uncertain, 5 %( n=2) respondent with

disagree, 0% respondent with strongly disagree

Q.8 WHAT IS THE WELFARE FACILITIES PROVIDED BY THE COMPANY?

Table 8.table shows welfare facilities provided by the company.

34
 Employee response Frequency Percentage%

Strongly agree 11 27.5%

Agree 25 62.5%

Uncertain 1 2.5%

Disagree 3 7.5%

Strongly disagree 0 0%

total 40 100%

Interpretation:Above table shows that 27.5 %( n=11) respondent with strongly agree, 62.5%
(n=25) respondent with agree, 2.5% (n=3) respondent with uncertain, 7.5% (n=3) respondent
with disagree, 0% (n=0) respondent with strongly disagree

Q.9 WHAT IS THE FREQUENCY TO SHOW POLICIES AND PROCEDURES OF THE

RESPONDENTS?

35
Table 9. Table shows policies and procedures of the respondent.
Employee response Frequency Percentage%

Strongly agree 10 25%

Agree 22 55%

Uncertain 3 7.5%

Disagree 5 12.5%

Strongly disagree 0 0%

Total 40 100%

Interpretation.Above table shows that 25% (n=10) respondent with strongly agree, 55% (n=22)
respondent with agree, 7.5 %( n=3) respondent with uncertain, 12.5% (n=5) % respondent with
disagree, 0% respondent with strongly disagree.

Q.10 WHAT IS THE SHOWS RELATION WITH MY SUPERIOR PEER AND

SUBORDINATE OF THE RESPONDENT?

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Table10. Table shows relation with my superior peer and subordinate of respondent.
Employee response Frequency Percentage%

Strongly agree 34 85%

Agree 6 15%

Uncertain 0 0%

Disagree 0 0%

Strongly disagree 0 0%

Total 40 100%

Interpretation:Above table shows that 85 %( n=34) respondent with strongly agree, 15

%( n=6) respondent with agree, 0% uncertain, disagree, strongly disagree.

Q.11 WHAT IS THE INTEREST IN OVER PROBLEM WELL BEING FUTURE?

Table11. Table shows the supervisor's interest in over problem will begin in the future.
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 Employee response Frequency Percentage%

Strongly agree 7 17.5%

Agree 30 75.5%

Uncertain 3 7%

Disagree 0 0%

Strongly disagree 0 0%

Total 40 100%

Interpretation:

Above table shows that 17.5%%(n=7) respondent will strongly agree,75.5%(n=35) respondent
will agree,8%(n=3) respondent with uncertainty,0%,disagree,strongly disagree.

Q.12 WHAT IS THE RECOGNIZED AND PRAISED FOR GOOD PERFORMANCE IN

THE ORGANISATION?

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Table12. Table shows recognized and praised for my good performance.
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%

Interpretation:Above table shows that 12%(n=5) respondent with strongly agree,62%(n=25)

respondent with agree ,8%(n=3) respondent with uncertain 18%(n=7) respondent with

disagree,0% respondent with strongly disagree.

Q.13 HOW TO SHOW ORGANIZATION HELPS US IN ALL POSSIBLE WAYS?

Table13. Table shows organization helps me in all possible ways to know.

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 Employee response Frequency Percentage%

Strongly agree 8 20%

Agree 28 70%

Uncertain 1 2.5%

Disagree 03 7.5%

Strongly disagree 0 0%

Total 40 100%

Interpretation:Above table shows that 20%(n=8) respondent with

strongly
agree,70%(n=28)respondent with agree,2.5%(n=1) respondent with uncertainty,7.5% disagree.

Q.14 HOW MANY RESPONDENTS ARE GIVES THEIR IDEAS FOR THE
ORGANISATION?

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Table14.Table shows organizations we are given a chance to present our ideas & the same is
given due weight age in decision making.
Employee response Frequency Percentage%

Strongly agree 0 0%

Agree 22 55%

Uncertain 0 0%

Disagree 10 25%

Strongly disagree 8 20%

Total 40 100%

Interpretation:Above table shows that 0%(n=0) respondent with strongly agree,55% (n=22)

respondent with agree,0%(n=0) respondent with uncertain,25%(n=10) respondent with

disagree,20%(n=8) respondent with strongly disagree.

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 CHAPTER 7- FINDINGS

● Most of the respondents 37.5% (n=15) belonged to the age group of 26-35years.
● Most of respondents 45 %( n=18) had their educational qualification up to s.s.c.
● Majority of the respondents 35% (n=14) work in the span of (1-5) years.
● Majority of respondents 67.5% (n=27) agree with present salary and increment.
● Majority of the respondents 55 %( n=222) agree with the financially related reward
system.
● Majority of respondents 67.5% (n=27) strongly agree with the working condition.
● Majority of respondents 75.5% (n=30) supervisors take interest in our problem.
● Majority of respondents 72.5% (n=29) enjoyed setting and achieving challenging goals.
● Majority of respondents 62.5% (n=25) were recognized and praised for my good
performance.
● Majority of respondents are 70% (n=28) and am getting maximum pleasure from my
work.
● Most of respondents 90% (n=36%) agree and10 %( n=4) strongly agree where
organizations outside the company are good.
.

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 CHAPTER 8-SUGGESTION AND RECOMMENDATION

● In the infowiz employees feel that the salary structure is very good but the amount is not
satisfactory.55% of the employees are satisfied by their salary and incense, financial
reward as it is very low rate.
● The higher number of employees has strongly agreed. It means to infowiz the belongings
employees are very good. They have a good relationship with everyone.
● 65% of employees are satisfied with recognition programs and performance appraisal
system .but 35% of the employees still feeling that the performance appraisal system and
recognition program are not proper .hence HR department should know why the employee
are not satisfied with the performance appraisal system and which type of recognition
program they want in future.

● The higher number of employees has given positive responses but still there is scope for
improvement.
● The HR department should make the job more challenging. Exciting and meaningful by a
factor like goal setting. Creative work. Job rotation. Skill diversity.

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 CONCLUSION

Motivation is an aspect which covers almost all the employee from the managing direction to his
peon. The motivation is a live issue for all.

By this study it is clear that various factors which influence motivation and productivity of the
employees each as a social security measure, welfare facilities, salary status, bonus, 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.
From the financial and nonfinancial reward system make motivation in the complete picture. From
this we learn that how we learn that how we applied the concept of motivation for the progressive
result of the company.

Bibliography

● AllanC.Timo N.2000, “Globalization and Organization of the work,” University of

44
 Wollongong Press.
● Armstrong. M. (1999), a handbook of human resource management practices, Kong page,
UK.
● Butkus, R.T. & Green, T.B.1999, Motivation, Beliefs and organizational Transformation
Organization Quorum Books.
● www.infowiz.co.in

QUESTIONNAIRE OF EMPLOYEE MOTIVATION

1. Name: …………………………………………………………..
2. Sex: male[ ] female[ ]
45
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 [ ]
7. I am satisfied with the present salary in increment given to me?
Strongly agree [ ]
Agree [ ]
Uncertain [ ]
Disagree [ ]
Strongly disagree [ ]
8. I think that the related reward system in my organization is fair and satisfactory?
Strongly agree [ ]
Agree [ ]
Uncertain [ ]
Disagree [ ]
Strongly disagree [ ]
9. I feel that working conditions are clean, pleasant & safe in my organization?
Strongly agree [ ]
Agree [ ]
Uncertain [ ]

46
 Disagree [ ]
Strongly disagree [ ]
10. I feel that my welfare facilities provided by the company are adequate and provide
satisfaction to me?
Strongly agree [ ]
Agree [ ]
Uncertain [ ]
Disagree [ ]
Strongly disagree [ ]
11. I am aware of the policies and procedures of the company and I find that satisfactory?
Strongly agree [ ]
Agree [ ]
Uncertain [ ]
Disagree [ ]
Strongly disagree [ ]
12. Is my relationship with my superior peers and subordinates good?
Strongly agree [ ]
Agree [ ]
Uncertain [ ]
Disagree [ ]
Strongly disagree [ ]
13. Supervisors take interest in your problem's well-being and features?
Strongly agree [ ]
Agree [ ]
Uncertain [ ]
Disagree [ ]
Strongly disagree [ ]
14. I enjoy setting and achieving challenging goals?
Strongly agree [ ]

47
 Agree [ ]
Uncertain [ ]
Disagree [ ]
Strongly disagree [ ]
15. I am recognized and praised for my good performance?
Strongly agree [ ]
Agree [ ]
Uncertain [ ]
Disagree [ ]
Strongly disagree [ ]
16. There is a clear and effective system of performance appraisal and career development?
Strongly agree [ ]
Agree [ ]
Uncertain [ ]
Disagree [ ]
Strongly disagree [ ]
17. I feel that my job has infused learning opportunities which will help me in career
advancement?
Strongly agree [ ]
Agree [ ]
Uncertain [ ]
Disagree [ ]
Strongly disagree [ ]
18. I think that there are right opportunities in this organization for my personal growth and
promotion?
Strongly agree [ ]
Agree [ ]
Uncertain [ ]
Disagree [ ]

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 Strongly disagree [ ]
19. My organization helps me in all possible ways to know my abilities, capabilities, present
performance and prospect and improvement?
Strongly agree [ ]
Agree [ ]
Uncertain [ ]
Disagree [ ]
Strongly disagree [ ]
20. In over organization we are given a chance to our ideas and the same in given due weight
age in decision making?
Strongly agree [ ]
Agree [ ]
Uncertain [ ]
Disagree [ ]
Strongly disagree [ ]

49