PROJECT REPORT ON

“ANALYSIS OF EMPLOYEE MOTIVATION IN P&G LIMITED”

Submitted in Partial Requirements for the Award of Degree of

Master of Business Administration
Submitted to:

BARKATULLAH UNIVERSITY, BHOPAL (M.P)

Submitted By: Pragati choubey
MBA(FT)-IV SEM
Enrollment No- R205890930022
ROLL NO-205890053

SESSION: 2020-2021
LAXMIPATI INSTITUTE OF SCIENCE AND TECHNOLOGY

KHAJURI KALAN, RAISEN ROAD -BHOPAL (M.P)

 ACKNOWLEDGEMENT

I would like to place on record my deep since of gratitude to my Guide

Dr.Sunil Sharma HOD-Faculty of Management for his Guidance and
useful Suggestions.

I express my thanks to all Faculty Members of Dept. Of Management for

continuous encouragement.

I extremely thankful to Principal Dr.B.K Mishra and Managing

Director Er.Shiv kumar Bansal for providing me infrastructural facility
to work in. Without which this work would not have been possible.

Pragati Choubey

2
 DECLARATION

I, PRAGATI CHOUBEY hereby Declare that the following project

report titled “EMPLOYEES MOTIVATION” is my original authentic
work.

The Project report was undertaken as a part of the course curriculum of

MBA (FT) Programme, Barkatullah University- Bhopal and This has not
been submitted to any other Examination Body earlier.

Date: 16-20/05/2021 PRAGATI CHOUBEY

Place: Bhopal MBA-IV SEM (2020-2021)

3
4
 CERTIFICATE

I hereby certified that the work which is being presented in the

MBA(FT) Project Report entitled “ANALYSIS OF EMPLOYEE
MOTIVATION” , IN partial fulfilment of the requirement for the award
of the Master of Business Administration full time and submitted to the
Department is an authentic record of my own work carried out under the
supervision of Dr. Sunil Sharma, HOD-Faculty of Management.
The matter presented in this project report has not been submitted by me
for the award of any other Degree elsewhere.

PRAGATI CHOUBEY

This is to certify that the above statement made by the Student is correct
to the best of my Knowledge.

Dr.Sunil Sharma
Associate Professor & HOD
Faculty of Management
Laxmipati Institute of Science and Technology- Bhopal

5
 CONTENTS

CHAPTER NO TITLE PAGE NO.

CHAAPTER-I INTRODUCTION 7-21
CHAAPTER-II COMPANY PROFILE 22-23
CHAAPTER-III OBJECTIVE OF THE STUDY 24-25
CHAAPTER-IV RESEARRCH METHODOLOGY 26-30
CHAAPTER-V DATA 31-51
COLLECTION,ANALYSIS AND
INTERPRETATION
CHAAPTER-VI OBSERVATIONS & FIDINGS 52-55
CHAAPTER-VII CONCLUSION & 56-57
SUGGESTIONS
BIBLIOGRAPHY 58-59
ANNEXURE 60-69

6
 CHAPTER-1
EMPLOYEE MOTIVATION
INTRODUCTION

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

managers, administrators and those involved in Human Resources
Management is the issue of how to successfully motivate employee.
While it is true that aspects like staff recruitment, controlling, managing,
leading, and many more are of great importance to the success of an
organization, Employee Motivation is generally considered a core
element in running a successful business.

7
In the organizational setting the word “Motivation” is used to describe
the drive that impels an individual to work. A truly motivated person is
one who “wants” to work .Both employees and employers are interested
in understanding motivation if employees know what strengthens and
what weakens their motivation, they can often perform more effectively
to find more satisfaction in their job. Employers want to know what
motivates their employees so that they can get them to work harder. The
concept of motivation implies that people choose the path of action they
follow. When behavioral scientists use the word motivation, they think
of its something steaming from within the person technically, the term
motivation has its origin in the Latin word “mover” which means “to
move”. Thus the word motivation stands for movement. If a manager
truly understands his subordinate’s motivation, he can channel their
“inner state” towards command goals, i.e., goals, shared by both the
individual and the organization. It is a well known fact that human
beings have great potential but they do not use it fully, when
motivation is absent. Motivation factor are those which make people
give more than a fair day’s work and that is usually only about sixty-
five percent of a person’s capacity .Obviously , every manager should be
releasing hundred percent of an individual’s to maximize performance
for achieving organizational goals and at the same to enable the
individual to develop his potential and gain satisfaction. Thus every
manager should have both interest and concern about how to enable
people to perform task willingly and to the best of their ability. At one
time, employees were considered just another input into the production
of goods and services. What perhaps changed this way of thinking about
employees was research, referred to as the Hawthorne Studies,
conducted by Elton Mayo from1924 to 1932 This study found
employees are not motivated solely by money and employee behavior is
linked to their attitudes. The Hawthorne Studies began the human
relations approach to management, whereby the needs and motivation of
employees become the primary focus of managers.

8
 Definition of Motivation

Motivation is a process that starts with a physiological or

psychological deficiency or need that activates behavior or a drive that
aimed at a goal or an incentive.
"The only way to get people to like working hard is to motivate
them. Today, people must understand why they're working hard. Every
individual in an organization is motivated by something different." -
Rick Pitino

“Employee motivation is a reflection of the level of energy,

commitment, and creativity that a company's workers bring to their
jobs.”

"Psychological forces that determine the direction of a person's

behavior in an organization, a person's level of effort and a person's
level of persistence."- G. Jones and J. George from the book
"Contemporary Management."

Importance of Motivation

Motivation is a very important for an organization because of the

following benefits it provides:-

Puts human resources into action

Every concern requires physical, financial and human resources to

accomplish the goals. It is through motivation that the human resources

9
can be utilized by making full use of it. This can be done by building
willingness in employees
to work. This will help the enterprise in securing best possible utilization
of resources.

Improves level of efficiency of employees

The level of a subordinate or a employee does not only depend upon his
qualifications and abilities. For getting best of his work performance, the
gap between ability and willingness has to be filled which helps in
improving the level of performance of subordinates. This will result
into-

Increase in productivity,
Reducing cost of operations, and
Improving overall efficiency.

Leads to achievement of organizational goals

The goals of an enterprise can be achieved only when the following
factors take place :-

There is best possible utilization of resources,

There is a co-operative work environment,

The employees are goal-directed and they act in a purposive

manner,
Goals can be achieved if co-ordination and co-operation takes place
simultaneously which can be effectively done through motivation.

Builds friendly relationship

10
Motivation is an important factor which brings employees satisfaction.
This can be done by keeping into mind and framing an incentive plan for
the benefit of the employees. This could initiate the following things:

Monetary and non-monetary incentives,

Promotion opportunities for employees,

Disincentives for inefficient employees.

In order to build a cordial, friendly atmosphere in a concern, the above

steps should be taken by a manager. This would help in:

Effective co-operation which brings stability,

Industrial dispute and unrest in employees will reduce,

The employees will be adaptable to the changes and there will be no

resistance to the change,

This will help in providing a smooth and sound concern in which

individual interests will coincide with the organizational interests,

This will result in profit maximization through increased

productivity.

Leads to stability of work force

Stability of workforce is very important from the point of view of

reputation and goodwill of a concern. The employees can remain loyal
to the enterprise only when they have a feeling of participation in the
management. The skills and efficiency of employees will always be of
advantage to employees as well as employees. This will lead to a good
public image in the market which will attract competent and qualified
people into a concern. As it is said, “O ld is gold” which suffices with

11
the role of motivation here, the older the people, more the experience
and their adjustment into a concern which can be of benefit to the
enterprise.

What motivates employees?

Every person has a different reason for going to work. These reasons are
as individual as whichever person you may ask. But all of the reasons
for working share a common thread. We all obtain something from work
we need. There is much discussion about the value of extrinsic
motivation (monetary and other material rewards) versus intrinsic
motivation where people re driven by what’s inside them. not by the
trappings of success. Whereas I recognize how critical extrinsic
motivation is–we all need to be rewarded fairly for the job that we do-in
my experience the most effective factors relating to employee
motivation are related to intrinsic motivation:

1. Empowerment: Feeling trusted and empowered is a tremendous

motivator.

2. Growth: Feeling that they are growing and developing personally

3. Inclusion: ‘To belong’ is a fundamental need, whether as a member

of a family, peer group, network, team or company. It’s human nature to
want to be on the inside, not the outside.
4. Purpose: Today people care more about what happens tomorrow, and
want to contribute to ensuring the future of our children, and the health
of our communities and planet.

5. Trust: the fabric that holds it all together and makes it real.

12
 Employee Motivation
Motivating Factors

Motivation is integral to employees’ performance in particular and

the growth of the organization in general. However, the most
important question needs to be answered is how to motivate an
employee?
Human behavior is quite complex to understand. Before knowing
how to motivate employees, it is essential to know what
motivates them. Employees are motivated by
both financial and non-financial motivators.

13
Financial Motivators
The motivators related to money are called financial motivators.
Regular and good wages and salary, bonus, periodical
increments, profit sharing, leave with pay, medical
reimbursements are some of the common financial motivators.
Lack of these motivators has a negative bearing upon the
performance of the employees.

Non-Financial Motivators
Certain motivators that are not related to money but have a
positive impact on the employees are called non-financial
motivators. Some of the non-financial motivators are as follows.

 Job Security
 Performance Appraisal, praise and prestige
 Delegation of authority
 Congenial work environment
 Status and pride
 Participation
Job enrichment
14
  Job rotation
 Facilities for paid leaves
 Quality of work life
There are many ways to motivate an employee, but choosing the
right way to motivate is the difficult task. Considering the
complexity and volatility of human behavior, it is pertinent to
study the behavior of the employees who need to be motivated.
Any organization is built with employees; hence, employees are
called as the building blocks of any organization. Success of any
organization is in the hands of the employee and their collective
efforts. Employees contribute their work and skills collectively to
the organization for its growth, only when they are motivated.

TYPES OF EMPLOYEE MOTIVATION

1 Intrinsic Motivation
Most employers tend to think that money moves people. But
there’s no greater myth. Think of designers and other artists who
choose a career not based on the financial rewards but based on
the intrinsic motivation to express their creativity. The same
applies to your employees. You need to fuel their intrinsic
motivation to enable them to perform at their peak.
Here’s how you can devise ways to ignite intrinsic motivation among your staff:
 

15
  Challenges: Give them new challenges from time to time. Create
scenarios which challenge their creativity and problem-solving
skills. Tell them that you believe that they can do it. Employees
who cannot find anything challenging at workplace, get bored and
become de-motivated and disengaged.

• Constructive Feedback: You may be afraid of sharing honest

and constructive feedback with your employees but you are in
for a surprise. They may surprise you by the way they receive it.
Their intrinsic motivation propels them to keep improving their
abilities. Your feedback can help them grow. Employees who
keep growing will remain highly motivated and look forward to
working harder.

16
• Learning Opportunities: if you want your employees to remain
excited about their work and keep improving, you need to
continuously provide opportunities to learn new skills and
attributes. If you enroll them in Teamspire, it will be just what the
doctor ordered! Teamspire can provide constant inputs and offer
new insights for their urge for lifelong learning.

 Let them take ownership: Stop micromanaging. Artists do their best

work when they are absolutely into it. If somebody else is looking
over their shoulders, they don’t perform well. The same applies to
your staff. Let them take ownership of their work and you provide the
necessary space for them to work in their own way.

2 Extrinsic Motivation
 

17
Like intrinsic motivation, extrinsic motivation also has a vital role
to play. It basically means more visible, concrete and tangible
triggers to motivate your employees. The art however is to use
the triggers of extrinsic motivation selectively and wisely.
Some dermatologists overdo it and some ignore it completely.
The beauty lies in its strategic use to motivate the employees.
Wondering how to use it effectively?
Here’s your roadmap to understand and implement mechanisms of
extrinsic motivation:
 

 Monetary rewards: Most people are divided on this. Some people

think that money is the prime mover of human motivation and
overdo it. They are disappointed when it does not make the
employees more creative and innovative. It is necessary to
understand its relationship with motivation. It does not transform
an employee overnight and make him/her absolutely creative. It
simply serves to put the employee at ease that you value his/her
contribution. It also serves to make him/her stress-free about
his/her financial situation. If your employee is all the time worried
about his/her finances, how can he/she be motivated and engaged?
So it makes the employee comfortable and stress-free so that
he/she can work on the given task.

18
• Appreciation, Recognition and Gratitude: Appreciation and
recognition instantly transform an employee’s attitude. It triggers a
sense of fulfillment of the work done. It also sets the tone and
pace for the next tasks that he/she undertakes. It would be a
great idea to show your gratitude if an employee goes an extra
mile to make things happen. It sort of ensures a repeat
performance!

• Set Clear Expectations: Whatever your expectations may be,

you should express it in clear words. If possible, give it in writing.

19
When you make things black and white, it serves to align an
employee to your scheme of things. Once expectations are clear,
employees can work towards achieving them and it makes them
motivated to achieve concrete and tangible goals.

• Define “Achievement”: Most employers expect employees

to achieve great results but never define it for them as to what
they call “achievement”. You need to define whether ‘completion’
of a task is enough or you are looking for purity of the process.
You need to define whether ‘quality’ of the work done is
achievement or ‘patient satisfaction’ qualifies as achievement of
the task. Define “done” and uphold it under any circumstances. It
motivates employees to focus on something and achieve it.

20
 External rewards also work as well as intrinsic motivation triggers.
It’s merely a question of understanding which extrinsic triggers
work in which way and to what purpose. Then you can apply it to
boost the motivation of your staff.

21
 CHAPTER-2

COMPANY PROFILE

PROBLEM STATEMENT

“Problem statement is a statement in which focusing on some variable. It

provides opportunity to establish why these variables are important”.

There is the more need to research on motivation, goal is that what

employees is to perform at their best and achieve the objects or not in a
specific time. In this the problem is that many of the employers who
don’t work for everyone have struggled for different incentive programs
to motivate their employee. This is the problem which is faced by the
many employees of that company.

In problem statement, currently problem must be exist in that

organization and the manager should need to be improved in that
organization.

Motivating is the major component of management. Many of the

mangers of that company do different things for example: production,
sales prices, performance and etc. the problem statement of the research
is:

Why the incentives not for everyone why only for employees?

Why work of the human resources department is not performing well in

that organization?

22
Why the bank not introducing the new products, bank boost the
development of product and increase the range of facilities so that the
rate of interest increase on various product?

How motivational incentives impact to the employee at their best

optimal business result?

23
 CHAPTER - 3
OBJECTIVE OF THE STUDY

Primary objective

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

Secondary Objective
1. Tostudy the effect of monetary and non-monetary benefits provided
by the organization on the employee’s performance.

2. To study the effect of job promotions on employees.

3. To learn the employee’s satisfaction on the interpersonal relationship

exists in the organization.

4. To provide the practical suggestion for the improvement of

organization’s performance

NEED FOR STUDY

To study the level of employee motivation

24
To study level of financial motivation non financial motivation

To study how supervisor can influence motivation

To know what are the de-motivation factors.

CHAPTER -3
25
 RESEARCH METHODOLOGY

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

essentially an investigation, a recording and an analysis of evidence for
the purpose of gaining knowledge. According to Clifford woody,
“research comprises of defining and redefining problem, formulating
hypothesis or suggested solutions, collecting, organizing and evaluating
data, reaching conclusions, testing conclusions to determine whether
they fit the formulated hypothesis

SAMPLING DESIGN
A sample design is a finite plan for obtaining a sample from a given
population. Simple random sampling is used for this study.

UNIVERSE.
The universe chooses for the research study is the employees of
Hyderabad Industries Ltd.

SAMPLE SIZE.
Number of the sampling units selected from the population is called the
size of the sample. Sample of 50 respondents were obtained from the
population.

SAMPLING PROCEDURE.

26
The procedure adopted in the present study is probability sampling,
which is also known as chance sampling. Under this sampling design,
every item of the frame has an equal chance of inclusion in the sample.

METHODS OF DATA COLLECTION

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

PRIMARY SOURCES.
Primary data are in the form of “raw material” to which statistical
methods are applied for the purpose of analysis and interpretations.

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

through questionnaire.

SECONDARY SOURCES
Secondary data’s are in the form of finished products as they have
already been treated statistically in some form or other. The secondary
data mainly consists of data and information collected from records,
company websites and also discussion with the management of the
organization. Secondary data was also collected from journals,
magazines and books.

27
NATURE OF RESEARCH
Descriptive research, also known as statistical research, describes data
and characteristics about the population or phenomenon being studied.
Descriptive research answers the questions who, what, where, when
and how. Although the data description is factual, accurate and
systematic, the research cannot describe what caused a situation. Thus,
descriptive research cannot be used to create a causal relationship,
where one variable affects another. In other words, descriptive
research can be said to have a low requirement for internal validity.

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

performance of the test system as well as information on specific

components of the system.

A defeated questionnaire was carefully prepared and specially

numbered. The questions

were arranged in proper order, in accordance with the relevance.

Nature of Questions Asked.

28
The questionnaire consists of open ended, dichotomous, rating and
ranking questions.

* Pre-testing
A pre-testing of questionnaire was conducted with 10 questionnaires,
which were distributed and all of them were collected back as
completed questionnaire. On the basis of doubts raised by the
respondents the questionnaire was redialed to its present form.

* Sample
A finite subset of population, selected from it with the objective of
investigating its properties called a sample. A sample is a representative
part of the population. A sample of

50 respondents in total has been randomly selected. The response to

various elements under each questions were totaled for the purpose of
various statistical testing.

* Variables of the Study.

The direct variable of the study is the employee motivation

Indirect variables are the incentives, interpersonal relations, career

development opportunities and performance appraisal system.

29
* Presentation of Data.
The data are presented through charts and tables.

* Tools and Techniques for Analysis.

Correlation is used to test the hypothesis and draw inferences.

30
 chapter- 5
DATA COLLECTION,ANALYSIS AND
INTERPRETATION

data collection

The data collection method chosen for this study was a self-
administered questionnaire. Each respondent was given a consent form
to read and sign before completing the questionnaire and the primary
researcher explained the procedure of the questionnaire and written
instructions were also provided. The consent form can be found in
Appendix B. To comply with the University of Central Florida’s
Institutional Review Board for expedited review, the researcher
completed a form stating: the title of the research study, the principal
investigator, supervisor of project, the dates of the proposed research,
source of the funding, the scientific purpose of the project, the research
methodology, the anticipated benefits or risk to participants, the data
collection process, the informed consent process used, and signatures
of the principal investigator and faculty chair. The questionnair and the
informed consent to participate were attached to the form. A copy of
the IRB approval is located in Appendix A, and the survey questionnaire
is located in Appendix C.

31
Data Collection Procedure
The surveys were administered during various days during the week
dependent on the restaurant manager’s permission to visit the site. The
participants were 104 front of the house, hourly tipped and non-tipped

employees from a national single restaurant chain located in

metropolitan area of

Orlando, Florida. As each survey was distributed, the researcher

explained the consent form and the directions for completing each
survey. The researcher explained that the respondents’ identity was
kept confidential using a numerical coding system and participation was
voluntary

Data Analysis

The results are geared to answering the following questions:

1. What are casual dining chain restaurant hourly employees’

motivations?

2. Does employee motivation differ depending upon tipped and non-

tipped hourly employees?

3. Does employee motivation differ depending upon any of the

following socio demographic variables? 3.1. Does employee motivation
differ depending upon gender?

32
3.2. Does employee motivation differ depending upon age group?

3.3. Does employee motivation differ depending upon marital status

3.4. Does employee motivation differ depending upon job position?

3.5. Does employee motivation differ depending upon job-tenure?

3.6. Does employee motivation differ depending upon years in the

industry?

4. Does employee motivation correlate with organizational

commitment?

There were 104 questionnaires distributed and the collected data was
entered and analyzed using Statistical Package of Social Sciences 11.5
(SPSS). Descriptive statistic procedures were used to generate a profile
of the respondents’ characteristics and as a result a frequency analysis
was conducted on research question #1. To answer research question
two, the data was collapsed into tipped and non-tipped employees and
one way analysis of variance (ANOVA) was used to detect variances
between employee motivation and tipped and non-tipped restaurant
employees. To answer research question three, the socio-demographics
were analyzed against employee motivation. ANOVA was used to
compare the variance between employee motivation and gender,
employee motivation and age, employee motivation and marital status,
employee motivation and job position, employee motivation and years
in current job, employee motivation and years in the industry, and
organizational commitment and gender.

For research question #4 the Pearson product-moment correlation

coefficient procedure was used to test for the presence of a

33
relationship between the employee motivation variables and the
organizational commitment variable

DESCRIPTIVE STATISTICS

1 Response about the support from the HR department

Are you satisfied with the support from the HR department?

No. of Percentage
Respondent
Highly satisfied 16 53
Satisfied 14 47
Neutral 0 0
Dissatisfied 0 0
Highly dissatisfied 0 0

60
53
50 47

40

30

20

10

0 0 0
0
highly satisfactory satisfied neutral dissatisfactory highly dissatisfactory

percentage

34
Interpretation: From the above table it is found that 53% respondents
are highly satisfied, 47% respondents are satisfied by the supportive
nature of the HR department.

Q.2 Management is really interested motivating the employees?

No. of Percentage
Respondent
Strongly agree 12 40
Agree 17 57
Neutral 1 3
Disagree 0 0

60 57

50

40
40

30

20

10
3
0 0
0
strongly agree agree neutal disagree strongly disagree

percentage

35
Interpretation: From the above table it is found that 40% respondents
are highly satisfied, 57% respondents are satisfied, and 3% respondents
are averagely agreed by the management is interested motivating the
employees.

Q.3 what factor de motives you at work place?

No. of Percentage
Respondent
Job profile 1 3
Rapport with seniors/minors 4 13
Work environment 7 24
others 2 7
None of the above 16 53

36
 60
53
50

40

30
24

20
13
10 7
3
0
Job Profile Rapport with work environment others None of the above
seniors/minors

percentage

Interpretation: From the above table it is found that 3% respondents are

de-motives the job profile and 53% respondents said that no factor de-
motives them.

37
Q.4 How far you satisfied with the incentives provided by the
organization?

No. of Percentage
Respondent
Highly satisfied 15 50
Satisfied 11 37
Neutral 4 13
Dissatisfied 0 0
Highly dissatisfied 0 0

60

50
50

40 37

30

20
13
10

0 0
0
Highly satisfied satisfied neutral dissatisfied highly dissatisfied

percentage

38
Interpretation: From the above table it is found that 50% respondents
are highly satisfied, 37% employees are satisfied and 13% respondents
are averagely satisfied with the incentive provided by the organization.

Q.5 Have you been nominated for training and development

programmers' in due course of time periods?

Opinion No. of respondents Percentage

Yes 21 70
No 9 30

percentage

30%

Yes
No

70%

39
Interpretation: From the above table it is found that 70% respondent
are highly agreed and rest 30% respondents are disagreed for training
and development programmers' in due course of time periods.

Q.6 Is job security in the existing company a good attribute to motivate

employees?

No. of Percentage
Respondent
Strongly agree 17 57
Agree 7 23
Neutral 6 20
Disagree 0 0
Strongly disagree 0 0

40
 60 57

50

40

30
23
20
20

10

0 0
0
Strongly agree Agree Neutral Disagree Strongly disagree

percentage

Interpretation: From the above table it is found that 57% respondents

are strongly agree, 23% respondents are agree, and 20% respondents are
averagely agreed for job security in the existing company a good attribute
to motivate employees.

Q.7 Does the management involve you in decision making which are
connected to your department ?

Opinion No. of respondents Percentage

Yes 15 50
No 9 30
41
 Occasionally 6 20

percentage

20%

yes
no
occasionally
50%

30%

Interpretation: From the above table it is found that 50% respondents

are agreed, 30% respondents are disagreed, and 20% respondents are
averagely agreed for management involve them in decision making
which are connected to your department.

42
Q.8 Does your departmental head plays any role to achieve the target
level?

Opinion No. of respondents Percentage

Yes 25 83
No 5 17

percentage

17%

yes
no

83%

Interpretation: From this above table it is clear that 83% respondent are
agreed and 17% respondent are disagreed that the departmental head
pays a vital role to achieve the target level.

43
Q.9 Are you satisfied with the target level of production in your
department?

Opinion No. of respondents Percentage

Yes 18 60
No 12 40

percentage

40% yes
no

60%

44
Interpretation: From the above graph it is found that 60% employees
are highly satisfied,40% employees are dissatisfied by the target level of
production in there department.

Q.10 Do you think the incentives and other benefits will influence your
performance?

Opinion No. of respondents Percentage

Influence 17 57
Does not influence 9 30
No opinion 4 13

45
 60 57

50

40

30
30

20
13
10

0
influence does not influence no opinion

percentage

Interpretation: From the above graph it is found that 57% respondent

are influenced,30% respondents are does not influenced and 13%
respondent are said no opinion for the benefits will influenced your
performance.

Q. 11 Do you think motivational schemes need improvement?

Opinion No. of respondents Percentage
Yes 25 83

46
 No 5 17

percentage

17%

yes
no

83%

Interpretation: .From the above graph it is found that 83% respondent

are highly agreed and rest 17% respondent is disagreed that the
motivational scheme need improvement.

47
Q.12. Communication between senior leaders and employees is good in
your organization?
No. of Respondent Percentage
Highly satisfied 9 30
satisfied 12 40
neutral 9 30
dissatisfied 0 0
Highly dissatisfied 0 0

45
40
40

35
30 30
30

25

20

15

10

5
0 0
0
Highly satisfied satisfied neutral dissatisfied Highly dissatisfied

PERCENTAGE

Interpretation: From the above graph, it is clear that most of the

respondents i.e. 40 % of respondent and 30% of respondent are satisfied
& highly satisfied respectively and 30% respondents are averagely

48
satisfied for the communication between senior leaders and employees is
good in your organization

Q.13. Are you satisfied with the retirement plan offered by your
organization?
Respondent Percentage
Highly satisfied 8 27
satisfied 16 53
neutral 5 17
dissatisfied 1 3
Highly dissatisfied 0 0

60
53
50

40

30 27

20 17

10
3
0
0
highly satisfied satisfied neutral dissatisfied highly dissatisfied

percentage

49
Interpretation: Here it is found that 27% respondents are highly
satisfied, 53% respondents are satisfied, 17% respondents are averagely
satisfied and 3% respondents are dissatisfied by the retirement plan
offered by SAIL.

Q.14. Do you bring satisfied with medical facilities provided by the

company?

No. of Respondent Percentage

Highly satisfied 14 47
satisfied 13 43
neutral 3 10
dissatisfied 0 0
Highly dissatisfied 0 0

50
 50 47
45 43
40

35

30

25

20

15
10
10

5
0 0
0
Highly satisfied satisfied neutral dissatisfied Highly dissatisfied

PERCENTAGE

Interpretation: From the above graph it is found that 47% respondents

are highly satisfied, 43% respondents are satisfied, 10% respondents are
averagely satisfied by the medical facilities provided by SAIL.

51
 CHAPTER- 6

OBSERVATION & FINDINGS

SUMMARY

This document aims at providing employees and management members

with the information that can be beneficial both personally and
professionally. Every business enterprise has
multiple objectives including of adequate profit for payment of a
reasonable rate of return to the owners and for investment in business
through satisfaction of customers, maintenance of
a contended workforce and creation of a public image.

The basic job of management of any business is the effective utilization

of available human resources, technological, financial

and physical resources for the achievement of the business objectives.

This project entitled as “Employee motivation” was done to find out the
factors which will motivate the employees. The study undertakes various
efforts to analyze all of them in great details. The researcher in this
project at the outset gives the clear idea of the entire department existing
in the company. From the study, the researcher was able to find some of
the important factors which motivate the employees. Factors like
financial incentives and non financial inventive, performance appraisal
system, good relationship with co-workers, promotional opportunities in
the present job, employee participation in decision making are very
much effect the level employee motivation. It is also clear from the
study that the company is so eager in motivating their employees and
their present effort for it so far

52
effective. The human resources can play an important role in the
realization of the objectives. Employees work in the organization for the
satisfaction of their needs. If the human
resources are not properly motivated, the management will not be able to
accomplish the desired results. Therefore, human resources should be
managed with utmost care to inspire,
encourage and impel them to contribute their maximum for the
achievement of the business objectives.

Findings of the Study

The findings of the study are follows

 The training development and career of the organization is quiet

recommendable and the employees are also satisfied with the
training and development centre.

 The organization supports creativity and innovation of the

employees which is a good initiative as it increases the knowledge
flow within the organization.

 The employees are really motivated by the management.

 The employees are satisfied with the present incentive plan of the
company.

53
 The study reveals that there is a good relationship exists among
employees.

 The rewards and recognition policies should be well designed

according to the employee organization values.

 Majority of the employees agreed that there job security to their

present job.

 The company is providing good safety measures for ensuring the

employees safety.

 The feedbacks received by the employees should be taken on a

positive note, so that the effectiveness of the processes can be
determined at all levels.

 From the study it is clear that most of employees agree to the fact
that performance.

 The study reveals that increase in the salary will motivates the
employees more.

54
 The incentives and other benefits will influence the performance of
the employees.

 Employees should be motivated to pursue their own personal

projects, so that new ideas and perspectives can be developed.

CHAPTER-7

CONCLUSION & SUGGESTIONS

55
Motivation is an aspect which covers almost all the employee from the
managing directors to his peon. The motivation is a live issue for all.
Motivation is psychological concept. Motivation is not a cause but rather
the effect or result of many going awry. Motivation drifters from person
to person, industry to industry, level of education age, nature of work
etc. Motivation may be range from very high to very low. By this study
it is clear that various faction which influences motivation and
productivity of the employees each as Social Security measures, welfare
facilities, salary status, Bonus, heath condition, shift system and
recognition of work are getting much importance. Several approaches to
motivation are available. Early theories are too simplistic in their
approach towards motivation. The content theories. Maslow’s need
hierarchy. Herzberg’s two-factor model and alder’s erg approach are
very popular To conclude employee motivation plays very important
role in every organization. Good employee motivation helps to success
of the organization. Unless an employee has poor motivation if always a
possibility of employee disharmony and also affect some thrumming of
the organization. From the financial and nonfinancial reward system
make motivation in complete picture. Form this we learn that how we
applied the concept of motivation for the progressive result of company

SUGGESTIONS

56
The suggestions for the findings from the study are follows

Most of the employees agree that the performance appraisal activities

are helpful to get motivated, so the company should try to improve
performance appraisal system, so that they can improve their
performance.

Non financial incentive plans should also be implemented; it can

improve the productivity level of the employees.

Organization should give importance to communication between

employees and gain co-ordination through it.

Skills of the employees should be appreciated.

Better carrier development opportunities should be given to the

employees for their improvement.

If the centralized system of management is changed to a decentralized

one, then there would be active and committed participation of staff for
the success of the organization

BIBLIOGRAPHY

57
JOURNALS AND BOOKS

a. Ali, Amjad and Zilli, Abu Sufiyan, (2013), “Influence of Quality of

Work Life and Job Attitude on Affective Commitment: A Study of
managerial Personnel,” Artha J Soc Sci, 12 (1), Pp.67-81.
b. Aswathappa, K., (2008). Human Resource Management: TEXT
AND CASES, 5th ed., McGraw-Hill Publication.
c. Bhattacharyya, D.K., (2009). Human Resource Development, 1st
ed., Himalaya Publishing House.
d. Bhattacharyya, D.K., (2014). Human Resource Research Methods,
OXFORD UNIVERSITY PRESS, New Delhi.
e. Kothari, C.R., (2008). Research Methodology: Methods and
Techniques, 2nd Revised ed., NEW AGE INTERNATIONAL
PUBLISHERS.
f. Nelson, D.L. and Quick, J.M., (2010). Organizational Behavior,
Cengage Learning India Private Limited, Third Indian Reprint, New
Delhi.
g. SchermerhornJr, John R., Hunt, J.G. and Osborn, R.N., (2010),
Organizational Behavior, 10th ed., WILEY INDIA Publication, New
Delhi.
h. P. Subba Rao “Personnel and Human Resource Management”
i. V.S.P Rao “Human Resource Management”

58
SEARCH ENGINE

http://www.google.com

WEBSITE
www.sail.co.in

APPENDICES

59
Questionnaire

As a part of my dissertation, I am conducting a research on motivation.

This questionnaire is part of the research project & I solicit your co-
operation for the same. I assure that the information will be used for
academic purpose only and shall be kept confidential

(1) Name:

(2) Sex: male [ ] female [ ]

(3) Age:

(4) Designation:

(5) Education:

a. Ssc [ ]

b. Hsc [ ]

c. Graduate [ ]

d. Post graduate [ ]

e. Other: [ ]

(6) Work on spa

1 to 5 years [ ]

6 to 10 years [ ]

60
 11 to 15 years [ ]

More than 15 years [ ]

(7) I am satisfied with the present salary and increment given to me.

1) Strongly agree [ ]

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]

5) Strongly disagree [ ]

(8) I think that financial or financially related reward system in my

organization is fair and satisfactory.
.
1) Strongly agree [ ]

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]

5) Strongly disagree [ ]

(9) I feel that working conditions are clean, pleasant & safe in my
organization.

1) Strongly agree [ ]

61
 2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]

5) Strongly disagree [ ]

(10) I feel that my welfare facilities provided by the company are

adequate and provide satisfaction to me.

1) Strongly agree [ ]

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]

5) Strongly disagree [ ]

(11) I am aware with policies and procedures to the company and I find
that satisfactory.

1) Strongly agree [ ]

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]

5) Strongly disagree [ ]
62
(12) My relation with my superior peers and subordinates are good.

1) Strongly agree [ ]

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]

5) Strongly disagree [ ]

(13) Supervisors take interest in our problem, well being and feature.

1) Strongly agree [ ]

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]

5) Strongly disagree [ ]

(14) I enjoy setting and achieving challenging goal.

1) Strongly agree [ ]

2) Agree [ ]

3) Uncertain [ ]
63
 4) Disagree [ ]

5) Strongly disagree [ ]

(15) I am recognized and praised for my good performance.

1) Strongly agree [ ]

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]

5) Strongly disagree [ ]

(16) There is a clear and effective system of performance appraisal &

career development

1) Strongly agree [ ]

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]

5) Strongly disagree [ ]

(17) I feel that my job has enough learning opportunities which will help
me in career advancement.
64
 1) Strongly agree [ ]

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]

5) Strongly disagree [ ]

(18) I think there are right opportunities in this organization for my

personal growth and promotion.

1) Strongly agree [ ]

2) Agree [ ]

3) Uncertain [ ]
4) Disagree [ ]

5) Strongly disagree [ ]

(19) My organization helps me in all possible way to know my abilities,

capabilities, present performance and prospect for improvement

1) Strongly agree [ ]

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]

65
 5) Strongly disagree [ ]

(20) In our organization we are a given a chance to our present our ideas
& the same is given due weight age in decision making.
1) Strongly agree [ ]

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]

5) Strongly disagree [ ]

(21) The management of our calls for active participation of the

employees in the day to day functions of the organization.

1) Strongly agree [ ]

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]

5) Strongly disagree [ ]

(22)The prestige of my organization outside company is good.

1) Strongly agree [ ]

2) Agree [ ]

3) Uncertain [ ]

66
 4) Disagree [ ]

5) Strongly disagree [ ]

(23) I feel that I am getting maximum pleasure from my work.

1) Strongly agree [ ]

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]

5) Strongly disagree [ ]

(24) I feel that the added authority and responsibility to present job will
be more interesting and rewarding.

1) Strongly agree [ ]

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]

5) Strongly disagree [ ]

(25) Delegation of authority to encourage juniors is quite common in my

organization.

67
 1) Strongly agree [ ]

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]

5) Strongly disagree [ ]

68