employee motivation for mba froject

CONTENTS

CHAPTER

NO

PARTICULARS PAGE

NO

1INTRODUCTION

1

11 Introduction to the Study1

12 Company Profile 4

13 Statement of the Problem 25

14 Objective of the study 27

15 Need of the study 27

16 Scope of the study 26

2 MAIN THEME OF THE STUDY

21 Review of Literature 28

22 Research Methodology 28

23 Limitations of the Study 40

3 RESULTS DISCUSSIONS AND

CONCLUSION

31 Analysis and Interpretation 41

32 Findings from the study 51

33 Suggestions and Recommendation 52

NEXGEN CAREER

34 Conclusion 53

4 APPENDICES

41Questionnaire 55

42 References 65

CHAPTER-1

INTRODUTION

11 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

In the organizational setting the word ldquoMotivationrdquo is used to describe the

drive that impels an individual to work A truly motivated person is one who

ldquowantsrdquo 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

2

in the Latin word ldquomoverrdquo which means ldquoto moverdquo Thus the word motivation

stands for movement If a manager truly understands his subordinatersquos

motivation he can channel their ldquoinner staterdquo towards command goals ie

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 dayrsquos work and that is usually only about sixty-five percent of

a personrsquos capacity Obviously every manager should be releasing hundred

percent of an individualrsquos 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

112 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 theyre working hard Every

3

individual in an organization is motivated by something different -

Rick Pitino

ldquoEmployee motivation is a reflection of the level of energy

commitment and creativity that a companys workers bring to their

jobsrdquo

Psychological forces that determine the direction of a persons

behavior in an organization a persons level of effort and a persons

level of persistence- G Jones and J George from the book

Contemporary Management

Basics about Motivation

1 Motivating employees starts with motivating yourself itrsquos amazing

how if you hate your job it seems like everyone else does too If you

are very stressed out it seems like everyone else is too Enthusiasm is

contagious If youre enthusiastic about your job its much easier for

others to be too Also if yoursquore doing a good job of taking care of

yourself and your own job youll have much clearer perspective on

how others are doing in theirs A great place to start learning about

motivation is to start understanding your own motivations The key to

helping to motivate your employees is to understand what motivates

them So what motivates you Consider for example time with

family recognition a job well done service learning etc How your

job is configured to support your own motivations What can you do

to better motivate yourself

2 Always work to align goals of the organization with goals of

employees as mentioned above employees can be all fired up about

their work and be working very hard However if the results of their

work dont contribute to the goals of the organization then the

organization is not any better off than if the employees were sitting on

their hands -- maybe worse off Therefore its critical that managers 4

and supervisors know what they want from their employees These

preferences should be worded in terms of goals for the organization

Identifying the goals for the organization is usually done during

strategic planning Whatever steps you take to support the motivation

of your employees (various steps are suggested below) ensure that

employees have strong input to identifying their goals and that these

goals are aligned with goals of the organization (Goals should be

worded to be ldquoSMARTER

3 Key to supporting the motivation of your employees understands what

motivates each of them each person is motivated by different things

Whatever steps you take to support the motivation of your employees

they should first include finding out what it is that really motivates

each of your employees You can find this out by asking them

listening to them and observing them

4 Recognize that supporting employee motivation is a process not at ask

Organizations change all the time as do people Indeed it is an

ongoing process to sustain an environment where each employee can

strongly motivate themselves If you look at sustaining employee

motivation as an ongoing process then youll be much more fulfilled

and motivated yourself

5 Support employee motivation by using organizational systems (for

example policies and procedures)--dont just count on good intentions

donrsquot just count on cultivating strong interpersonal relationships with

employees to help motivate them The nature of these relationships can

change greatly for example during times of stress Instead use

reliable and comprehensive systems in the workplace to help motivate

employees

5

For example establish compensation systems employee performance

systems organizational policies and procedures etc to support employee

motivation Also establishing various systems and structures helps ensure

clear understanding and equitable treatment of employees

113 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 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-

uuml Increase in productivity

uuml Reducing cost of operations and

uuml Improving overall efficiency

Leads to achievement of organizational goals

The goals of an enterprise can be achieved only when the following factors

take place -

6

uuml There is best possible utilization of resources

uuml There is a co-operative work environment

uuml The employees are goal-directed and they act in a purposive manner

uuml Goals can be achieved if co-ordination and co-operation takes place

simultaneously which can be effectively done through motivation

Builds friendly relationship

Motivation is an important factor which brings employees satisfaction This

can be done by keeping into mind and framing an incentive plan for the

benefit of the employees This could initiate the following things

uuml Monetary and non-monetary incentives

uuml Promotion opportunities for employees

uuml 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

uuml Effective co-operation which brings stability

uuml Industrial dispute and unrest in employees will reduce

uuml The employees will be adaptable to the changes and there will be no

resistance to the change

uuml This will help in providing a smooth and sound concern in which

individual interests will coincide with the organizational interests

uuml 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

7

attract competent and qualified people into a concern As it is said ldquoOld is

goldrdquo which suffices with the role of motivation here the older the people

more the experience and their adjustment into a concern which can be of

benefit to the enterprise

114 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 whatrsquos inside them not by the trappings of success

Whereas I recognize how critical extrinsic motivation isndashwe 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 lsquoTo belongrsquo is a fundamental need whether as a member of a

family peer group network team or company Itrsquos 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

Framework of motivation

8

The framework comprises six steps-

1) Motivation process begins with the individualrsquos needs Needs are telt

deprivations which the individual experiences at a given time and act

as energizers These needs may be psychological (eg the needs for

recognition) physiological (eg the needs for water air or foods) or

social (eg the needs for friendship)

2) Motivation is goal directed

3) A goal is a specific result that the individual wants to achieve An

employeersquos goal are often driving forces and accomplishing those

goals can significantly reduce needs

4) Promotions and raises are two of the ways that organizations seek to

maintain desirable behavior They are signals to employees that their

needs for advancement and recognition and their behaviors are

appropriate

5) Once the employee have received either rewards or punishments

6) They reassess their needs

The Role of Motivation

Why do we need motivated employees

The answer is survival Motivated employees are needed in our rapidly

changing workplaces Motivated employees help organizations survive

Motivated employees are more productive To be effective managers need to

understand what motivates employees within the context of the roles they

perform Of all the functions a manager performs motivating employees is

arguably the most complex This is due in part to the fact that what motivates

employeersquos changes constantly For example research suggests that as

employees income increases money becomes less of a motivator (Kovach

1987) Also as employees get older interesting work becomes more of a

motivator

9

Mechanism of motivation

Motivation is the process that starts with physiological or psychological

deficiency or need that activate behavior or a drive that is aimed at a goal or

incentive

The following diagram depicts the motivation process

Mechanism of Motivation

Needs Drives Goal

Deprivation Deprivation Reduction

With of Drives

Direction

Thus the key to understanding motivation lies in the meaning of and

relationship between needs drives and goals Needs Needs are created

whenever there is a physiological or psychological imbalance For example A

need exists when cells in the body are deprived of food and water or when the

personality is deprived of other people who serve friends or companions

Although psychological may be based on a deficiency sometimes they are

not For instant and individuals with a strong need to get ahead may have a

history of consistent successmiddot Drives ldquoDrives (Or motives) are set up to

alleviate needs Psychological needs can be simply defined as a deficiency

with direction Physiological or psychological drives are action ndash oriented and

provide energizing thrust towards reaching an incentive or goals They are at

the very heart of the motivational process The needs for food and water are

translated into hunger and thrust drives and the need for friend becomes a

drives affiliation Thus drive is a psychological state which moves an

individual satisfying needmiddot Goals At the end of the motivational cycle is the

goal or incentive It is anything that wills that will alleviate a need and reduce

a drive Thus attaining a goal will tend to restore physiological or

psychological balance and will reduce or cut off the drive Eating food 10

drinking water and obtaining friends will tend to restore the balance and

reduce the corresponding drives food water and friends are the incentive are

the goals in this example

115 Types of Motivation

There are many types of motivation

Motivational techniques have been experienced by every person from birth

We learn behavior through motivation We live our whole lives because of

motivation The question that remains however is this What motivation

should a person have This is important because our motivation decides our

behavior Some types of motivation are more effective than others However

the perfect motivation for you can only be decided by one person YOU

Why do people do what they do Why do we go on every day living our lives

and trying to find justification for our existence Some people think that they

can find purpose in the things that motivate them Others just see the

motivation and react automatically

There is no one thing that motivates people to perform certain actions People

are different so it follows that their motivations have to be different Here are

some types of motivation

Achievement ndash

This is the motivation of a person to attain goals The longing for achievement

is inherent in every man but not all persons look to achievement as their

motivation They are motivated by a goal In order to attain that goal they are

willing to go as far as possible The complexity of the goal is determined by a

persons perception

11

To us the terms simple and complex are purely relative What one person

thinks is an easy goal to accomplish may seem to be impossible to another

person However if your motivation is achievement you will find that your

goals will grow increasingly complex as time goes by

Socialization ndash

Some people consider socialization to be their main motivation for actions

This is especially evident in the situation of peer pressure Some people are

willing to do anything to be treated as an equal within a group structure The

idea of being accepted among a group of people is their motivation for doing

certain things

Incentive motivation ndash

This motivation involves rewards People who believe that they will receive

rewards for doing something are motivated to do everything they can to reach

a certain goal While achievement motivation is focused on the goal itself

incentive motivation is driven by the fact that the goal will give people

benefits Incentive motivation is used in companies through bonuses and other

types of compensation for additional work

12

By offering incentives companies hope to raise productivity and motivate

their employees to work harder

Fear motivation ndash

When incentives do not work people often turn to fear and punishment as the

next tools Fear motivation involves pointing out various consequences if

someone does not follow a set of prescribed behavior This is often seen in

companies as working hand-in-hand with incentive motivation Workers are

often faced with a reward and punishment system wherein they are given

incentives if they accomplish a certain goal but they are given punishments

when they disobey certain policies

Change motivation-

Sometimes people do things just to bring about changes within their

immediate environment Change motivation is often the cause of true

progress People just become tired of how things are and thus think of ways

to improve it

Natural Motivations-

Motivation is the most common type of motivation and happens the most

often It is the motivation people get when naturally motivated

Fear motivations-

Fear Motivation happens often within the workforce when under pressure to

complete a task

13

Booster motivations-

Booster Motivations is normally self driven to overcome a task you have set

yourself

116 Methods of Motivation

There are as many different methods of motivating employees today as there

are companies operating in the global business environment Still some

strategies are prevalent across all organizations striving to improve employee

motivation The best employee motivation efforts will focus on what the

employees deem to be important It may be that employees within the same

department of the same organization will have different motivators Many

organizations today find that flexibility in job design and reward systems has

resulted in employees increased longevity with the company improved

productivity and better morale

Empowerment - Giving employees more responsibility and decision-

making authority increases their realm of control over the tasks for

which they are held responsible and better equips them to carry out

those tasks As a result feelings of frustration arising from being held

accountable for something one does not have the resources to carry out

are diminished Energy is diverted from self-preservation to improved

task accomplishment

Creativity And Innovation - At many companies employees with

creative ideas do not express them to management for fear that their

input will be ignored or ridiculed Company approval and toeing the

14

company line have become so ingrained in some working

environments that both the employee and the organization suffer

When the power to create in the organization is pushed down from the

top to line personnel employees who know a job product or service

best are given the opportunity to use their ideas to improve it The

power to create motivates employees and benefits the organization in

having a more flexible work force using more wisely the experience

of its employees and increasing the exchange of ideas and information

among employees and departments These improvements also create

an openness to change that can give a company the ability to respond

quickly to market changes and sustain a first mover advantage in the

marketplace

Learning - If employees are given the tools and the opportunities to

accomplish more most will take on the challenge Companies can

motivate employees to achieve more by committing to perpetual

enhancement of employee skills Accreditation and licensing programs

for employees are an increasingly popular and effective way to bring

about growth in employee knowledge and motivation Often these

programs improve employees attitudes toward the client and the

company while bolstering self-confidence Supporting this assertion

an analysis of factors which influence motivation-to-learn found that it

is directly related to the extent to which training participants believe

that such participation will affect their job or career utility In other

words if the body of knowledge gained can be applied to the work to

be accomplished then the acquisition of that knowledge will be a

worthwhile event for the employee and employer

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

American workers is on the rise and many families have two adults

working those increased hours Under these circumstances many 15

workers are left wondering how to meet the demands of their lives

beyond the workplace Often this concern occurs while at work and

may reduce an employees productivity and morale

Companies that have instituted flexible employee arrangements have gained

motivated employees whose productivity has increased Programs

incorporating flextime condensed workweeks or job sharing for example

have been successful in focusing overwhelmed employees toward the work to

be done and away from the demands of their private lives All motivation

ultimately comes from within a person

Monetary Incentive - For all the championing of alternative

motivators money still occupies a major place in the mix of

motivators The sharing of a companys profits gives incentive to

employees to produce a quality product perform a quality service or

improve the quality of a process within the company What benefits

the company directly benefits the employee Monetary and other

rewards are being given to employees for generating cost-savings or

process-improving ideas to boost productivity and reduce

absenteeism Money is effective when it is directly tied to an

employees ideas or accomplishments Nevertheless if not coupled

with other nonmonetary motivators its motivating effects are short-

lived Further monetary incentives can prove counterproductive if not

made available to all members of the organization

Other Incentives - Study after study has found that the most effective

motivators of workers are nonmonetary Monetary systems are

insufficient motivators in part because expectations often exceed

results and because disparity between salaried individuals may divide

rather than unite employees Proven nonmonetary positive motivators

foster team spirit and include recognition responsibility and

16

advancement Managers who recognize the small wins of

employees promote participatory environments and treat employees

with fairness and respect will find their employees to be more highly

motivated One companys managers brainstormed to come up with 30

powerful rewards that cost little or nothing to implement The most

effective rewards such as letters of commendation and time off from

work enhanced personal fulfillment and self-respect Over the longer

term sincere praise and personal gestures are far more effective and

more economical than awards of money alone In the end a program

that combines monetary reward systems and satisfies intrinsic self-

actualizing needs may be the most potent employee motivator

117 Factors for Lack of Motivation in the Workplace

A drop in staff motivation can become contagious if the cause is not identified

and addressed Management needs to be conscious of employee motivation

and that means being able to identify the factors that cause a lack of

motivation in the workplace Become familiar with the factors that can

degrade staff motivation and design plans to combat these productivity killers

Rumors

The important thing to remember about rumors is that they are not always

wrong Some rumors have basis in fact but that does not make them good for

employee morale An employee that hears a rumor that she may be laid off

experiences an instant drop in motivation To deal with the problem of rumors

in the workplace it is important for management to share important

information with the staff in a timely manner This helps employees to feel

confident that management will address rumors and encourages staff members

to wait on information from the company before acting on a rumor

17

Inadequate Job Skills

Employees are motivated to succeed at jobs for which they feel prepared and

properly trained Before moving an employee into a position of greater

responsibility or before allowing any changes to an employees job duties be

certain that employee has had the training needed to get started Putting an

employee in a position where she feels she has inadequate job skills will erode

the employees confidence and stifle any motivation to succeed

Goal Flaws

Employees are not motivated by the notion that their hard work will make

company owners and executives rich the more internalized a companys goals

sound the less motivated employees are to fulfill those goals The company

needs to focus on the customer and give employees a chance to feel as though

it has done something substantial to help the customer For example develop

a referral program that encourages customers that have recently purchased

products to recommend other people that your sales professionals can call on

The company and sales staff benefit from the increase in business but the

sales staff also gets to see the appreciation of past clients in the form of

potential new business

Overwork

Employees that are overworked are likely to lose motivation regardless of

how much overtime pay they are receiving If you know a period is coming

where extra hours will need to be worked develop a schedule in advance and

give your employees ample warning so they can make preparations in their

personal life Make sure the staff schedule still allows employees to spend

time with their families and get away from the stress of working too much

118 Techniques of Employee Motivation18

Here are some motivations techniques that will help to get staff re-energised

and engaged at work To begin with make sure you have the right conditions

in place so that your work culture supports motivation

Make sure you offer

radic Fair pay and conditions

radic A comfortable safe working environment

radic Opportunities for employees to socialize and make friends

radic clearly defined work responsibilities and goals

radic Education and training opportunities

radic Career opportunities

As a manager you play a key role in building on a solid foundation and

motivating employees Remember that 70 of people leave their boss not

the company

So what can you do to make sure that employees are switched on at work

Here are some practical motivation techniques that you can use to improve

motivation in your workplace

1 Treat Employees as Individuals

Do you make assumptions about what motivates your employees Some are

likely to be career focused but others may see their work as a place to make

friends and earn moneyFind out what motivates employees outside of work

Some enjoy a challenge such as a sporting activity others may like to be on

committees so they can use their organizational skills Use their innate talents

19

in the workplace where possible to keep them motivated Set goals which

stretch their abilities Make goals SMART - specific measurable achievable

relevant and time framed

Treat Employees with Respect

Get to know your employees on a personal level and offer support when

needed even if it is only to listen to their concerns Ask your employees for

their opinions where possible for example if you are changing systems or

introducing new equipment Being involved in decision making is one of the

best motivation techniques Catch your employees doing something well and

praise them - and if you do this in front of others it makes the employee feel

even better Giving employees recognition for their efforts will motivate them

to repeat the process

Provide Opportunities for Employee Learning and Development

Encourage a learning climate through structured on-the-job training

programmes job transfers inter-disciplinary projects and support for further

education Aim to have your employees constantly learning new skills and

gaining new knowledge This will reduce the level of stagnation that can

easily occur in a business Promote from within where feasible - and invest the

time and support in developing employees so they can take on new

opportunities Some managers worry that by offering a high level of training

to employees they may leave the business for better opportunities elsewhere

Remember this allows other employees to rise up and take their place Also

the word will spread that you are a good employer - which may encourage a

higher caliber of external job applicants

Make the Workplace a Fun Place

Having fun is one of the best motivation techniques And small things can

make all the difference

20

radic bringing sweets to team meetings

radic sharing non-business news through eg newsletters

radic arranging activities such as lunchtime yoga sessions

radic surprising employees with a birthday cake

radic asking the employees for their opinion on what would make the workplace a

fun place

Morale Boosters

Measuring Morale

Theres only one way to know how good morale really is in your company

ask the people who work there

Street Smarts The Tournament

Morale took a real beating this fall But theres nothing that lifts

the spirits like some friendly competition

Revving Up the P Word (Productivity)

Though productivity is often defined in numbers it relies very heavily upon

people and their attitudes

Leading in Hard Times

CEOs offer 10 tips for leading your company through bleak times

Non-Cash Incentives

Low-Cost Ways to Build Employee Commitment

21

Consider the power of the five Is

It Takes More than Pay to Keep Good Workers

Companies are finding a number of ways to expand responsiveness and

flexibility beyond traditional compensation programs to retain top employees

Incentives for All Generations

The one-size-fits-all approach no longer suits todays multigenerational

workplaces Check this list of desired perks for mature workers baby

boomers Gen Xers and more

Winter Holiday Rewards

The hectic holiday season is the time to show off a well-thought-out reward

strategy that helps your workforce stay motivated and focused

Perks You Can Afford

In this classic Inc article take a look at some unique employee benefits that

can help you create an environment your workers wont want to leave

Motivation by Compensation

Trust but Verify In addition to providing valuable information on the

companys 20 restaurants the Noodles amp Co secret shopper program is used

as a motivational tool

The Store that Stark Built

Not only does every employee at Debras Natural Gourmet have a

management role in a move unheard of in retail profits are shared amongst

the team

In a Former Life Alan Schultz

22

This CEO learned a valuable lesson during his past life as a steelworker A

company should compensate its sales force based on fair and reachable short-

term goals

Hands On Showing Up

Are your workers not in the habit of showing up every day Try instituting a

bonus system to encourage perfect attendance

Turn Motivation Inside Out

Inside sales teams often go unrecognized and unrewarded To motivate them

and build a winning sales team all around reward sales support staffers with

commissions too

Goals Roles Pay and Performance

If youve promised goal-based compensation you need to clearly

communicate roles goals and paths otherwise you may end up with

disgruntled employees

Turbo charger Your Bonus Plan

Take a regular bonus plan and add a kickermdashan increase in the payout if

certain targets are met

119 Theories of Motivation

At a simple level it seems obvious that people do things such as go to work

in order to get stuff they want and to avoid stuff they dont want Why

exactly they want what they do and dont want what they dont is still

something a mystery Its a black box and it hasnt been fully penetrated

Overall the basic perspective on motivation looks something like this

23

In other words you have certain needs or wants (these terms will be used

interchangeably) and this causes you to do certain things (behavior) which

satisfy those needs (satisfaction) and this can then change which needswants

are primary (either intensifying certain ones or allowing you to move on to

other ones)

A variation on this model particularly appropriate from an experimenters or

managers point of view would be to add a box labeled reward between

behavior and satisfaction So that subjects (or employees) who have

certain needs do certain things (behavior) which then get them rewards set up

by the experimenter or manager (such as raises or bonuses) which satisfy the

needs and so on

12 COMPANY PROFILE

24

13 PROBLEM STATEMENT

25

ldquoProblem statement is a statement in which focusing on some variable It

provides opportunity to establish why these variables are importantrdquo

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 donrsquot 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

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

26

14 SCOPE OF STUDY

The s t udy i s i n t ended t o eva lua t e mo t iva t i on o f

emp loyees i n t he o rgan i za t i on

A good motivational program procedure is essential to achieve goal

of the organization If efficientmotivational programmes of employees

are made not only in this particular organization butalso any other

organization

The organizations can achieve the efficiency also to develop

agood organizational culture

27

15OBJECTIVES OF STUDY

151 PRIMARY OBJECTIVE

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

151 SECONDARY OBJECTIVE

To study the effect of monetary and non monetary benefits of employees

provided by organization on the employeersquos 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 organizationrsquos

performance

28

16NEED FOR STUDY

To study the level of employee motivation

To study level of financial motivation non financial motivation

To study how supervisor can influence motivation

To know what are the de-motivation factors

29

CHAPTER 2

RESEARCH METHDOLOGY

21 REVIEW OF LITRATURE

Employee motivation is central to many aspects of industrial and organizational

development the individual performance and growth in the organization influenced by

varied function constant changing environment have also an influence on individual at

personal level According to scientific management employee motivation is based on

most pragmatic an essential pessimistic philosophy that man is maintained by money

The individual involvement loyalty dedication to job and organization seed to be 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 influence and determine human behavior in worth because ultimately

all the aspects related to employee motivation ultimately leads to good industrial

relationship enhances inter personal relation ultimately leads to increase productivity

and growth of the organization

Thus the study is an attempt to explore various factor 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 loopholes and obstacles in gaining effective work

NEXGEN CAREER

SAMPLING METHOD

Researcher has selected respondents randomly that is why simple random sampling

method is used

SAMPLE SIZE

Sample of present study consists 40 respondents of various departments of madhur

Dairy

RESEARCH DESIGN

This study is exploratory and descriptive in nature

VARIABLES

(1) Independent Sex age income

(2) Dependant Employee motivation

TOOLS OF DATA COLLECTION

Primary tool Interview schedule

Secondary tool library books journals internet news paper magazines

OPERATIONAL DEFINITION

Specter (1997) defines employee motivation simply as ldquothe degree to which people like

their jobsrdquo

31

23 RESEARCH METHOLOGY

In this section I will describe and explain the concepts models and theories that are relevant in

the field of motivation and necessary to facilitate a comprehensive analysis and Understanding

of the research question It may be useful to conceptualize the term financial Motivation and

what its concepts are A broader definition of motivation will be introduced

It can be observed from the above definitions that motivation in general is more or

less basically concern with factors or events that moves leads and drives certain

human action or Inaction over a given period of time given the prevailing conditions

Furthermore the definitions suggest st that there need to be anrdquo invisible forcerdquo to push

people to do something in return It could also be deduced from the definition that

having a motivated work force or creating an environment in which high levels of

motivation are maintained remains challenge for todayrsquos management This challenge

may emanate from the simple fact that motivation is not a fixed trait ndashas it could change

with changes in personal psychological financial orsocial factors For this thesis the

definition of motivation by Greenberg amp Baron (2003) is adopted as it is more realistic

and simple as it considers the individual and his performance GreenbergampBaron

defines motivation as

ldquoThe set of processes that arouse direct and maintain human behavior towards

attaining some goalrdquo (Greenberg ampBaron 2003 p190) Bassett-Jones ampLloyd (2005

p931) presents that two views of human nature underlay early research into employee

motivation The first view focuses on Taylorism which viewed people as basically lazy

and work ndashshyrdquo and thus held that these set 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 ldquoits own sakerdquo as well as for the

social and monetary benefits this type of motivation according to this school was

internally motivated

32

Motivation theories

Even though much research been conducted on the field of financial motivation and

many researchers and writers have proposed theories on the concept of financial

motivation and its role in enhancing employeersquos performance in every organization

some of these models have been widely used and accepted by todayrsquos organizations

leaders In this thesis discussion on some of the motivational theories will include

Alders (ERG theory) Maslow (Need theory) Vrooms (Expectancy theory) Adams

(Social equity theory) Taylor (productivity theory) Herzberg (Two factor theory) Mac

Gregory (theory X and Y) Geog pales (path goal theory) and skinner (Reward theory)

To better understand this discussion a summary of the theories is presented and an

indebt discussion on Maslow and ERG theories on which I base my thesis overlooked

Alder asserts in his Existence relatedness and growth theory commonly known as the

ERG theory that there are three basic human needs Existence relatedness and growth

which must be meet by an employee to enable him increase performance Maslow

(1943) suggests that human needs can be classified into five categories and that these

categories can be arranged in a hierarchy of importance These include physiological

security belongings esteem and self-actualization needs According to him a person is

motivated first and foremost to satisfy physiological needs As long as the employees

remain unsatisfied they turn to be motivated only to fulfill them When physiological

needs are satisfied they cease to act as primary motivational factors and the individual

moves ldquouprdquo the hierarchy and seek to satisfy security needs This process continues

untfinallyselfactualisation needs are satisfied According to Maslow the rationale is

quite simple because employeesrsquo who are too hungry or too ill to work will hardly be

able to make much a contribution to productivity hence difficulties in meeting

organizational goals Vroom (1964) proposes that people are motivated by how much

they want something and how likely they think they are to get it he suggest that

33

motivation leads to efforts and the efforts combined with employees ability together

with environment factors which interplayrsquos resulting to performance This performance

interns lead to various outcomes each of which has an associated value called Valence

Adams (1965) on his part suggests that people are motivated to seek social equity

in the Rewards they receive for high performance According to him the outcome from

job includes pay recognition promotion social relationship and intrinsic reward to

get these rewards various inputs needs to be employed by the employees to the job as

time experience efforts education and loyalty He suggests that people tend to view

their outcomes and inputs as aratio and then compare these ratios with others and turn

to become motivated if this ratio is high Taylor (1911) observed the soldering by

employees which is a situation whereby workers work less than full capacity He

argued that soldering occurs due to the fact employeersquos fear that performing high will

lead to increasing productivity which might cause them to lose their jobs This slow

paces of work where promoted by faulty systems however this situation is not what

prevails with contemporary employees who organizations evaluate them through their

performance

Herzberg suggested that there are factors in a job which causes satisfaction These he

called Intrinsic factors (motivators) and other factor he refers to as dissatisfies (hygiene

factors) According to him if the motivational factors are met the employee becomes

motivated and hence performs higher Mac Gregory suggested that there exist two sets

of employees (lazy and ambitious employees) with lazy employees representing theory

X hard and ambitious workers representing Y According to him the lazy employee

should be motivated to increase performance in an organization Geog opalaus path Goal

theory of motivation states that if a worker sees high productivity as a path leading to

the attainment of one or more of his personal goals he will turn to be a high Producer

But if he sees low productivity as the path leading to the attainment of his goal he will

turn to be a low producer and hence needs to be motivated

This discussion on the above motivational theories explains the fact that the concept of

Employeersquos motivation has been a critical factor addressed by previous authors as what 34

determines the core competence of every organization in achieving a competitive

position Skinner who propounded that any behavior that is rewarded tends to be

repeated supported This view The term motivation has been used in numerous and

often contradictory ways Presently there appears to be some agreements that the crucial

thread that distinguishes employeersquos Motivated behaviorsrsquo from other behavior is that it

is goal directed behavior Bindra (2000 P223) argues that the core of motivating

individuals lays in the goal-directaspectofbehaviourJones suggested ldquomotivation is

concern with how behavior gets started is energized is Sustained is directed is

stopped and what kind of subjective re-action is present in the organization while this is

going on The Jones statement can be converted into a diagram Which shows the

employee motivational process as it influences performance

The process of employeersquos motivation

The figure illustrates that the process begins because of tension within drives or needs

of an employee Next there is a search within the company or groups or within

employee tofulfilhis desires When the employee is satisfied with his financial

motivation he redefines his desires and needs and the process is initiated again These

groups of researchers were over the years divided into what was later labeled the

Content and process theories of motivation According to steers mowday ampShapiro

Tension or drive

To fulfill or need

Fulfillment and

Re-definition of needs

Goal directed

Behavior

(2004p382) the process generated during this period makes this period referred to as

ldquothe golden age of work motivation theoriesrdquo ldquoNever before and some would argue

never since has so much progress been made in Explicating the aetiology of work

motivationrdquo (steers et al 2004 pp380-383)

35

Bassett-Jones amp Lloyd (2005p 932) suggests that the ldquocontent theorists led by

Herzberg assumed a more complex interaction between both internal and external

factors and explored the circumstances in which individuals respond to different

internal and external stimuli On the other hand process theory where victor Vroom

was the first exponent considers how factors internal to the person result in different

behaviours From the focus point of these two groups one could observe that the

process theories attempt or try to understand the thinking processes an individual might

go through in determining how to behave in a workplace The primary focus was on

how and why questions of motivationhow a certain behaviour starts developed and

sustained over timeIt is true that human behaviour in general is dynamic and could

affect the individualrsquospersonal altitude as well as factors surrounding that individual

These exogenous factors eminent from the environment in which the individual

operates generate stimuli to employees

It is my belief that employees in general are goal seeking and look for challenges and

expect Positive re-enforcement at all times Hence it could only be of benefit if

organisations could provide these rewards and factors Though I have discussed earlier

in this thesis that employees are financially motivated motivation could be seen as a

moving target as what Motivates differs among different people And may even change

for the same person over a given period of time developments within the modern

organisation has probably made Motivating employees ever more difficult due to the

nature of every individual behaviourincreasing the complexity of what can really

motivate employees According to Bassette-jones amp Lloyd (2005p932) ldquoexpectancy

equity goal setting and reinforcement theory have resulted in the development of a

simple model of motivational alignment The model suggest that once needs of

employees are identified and organizational objectives and also satisfy employee needs

If poorly aligned then low motivation will be the Outcomerdquo

According to (Wiley 1997p264) ldquomodern approaches to motivation may be organised

into three related clusters (1) personality-based views (2) cognitive choice or decision

approaches and (3) goal or self-regulation perspective where personality-based views

emphasize the influence of enduring personal characteristics as they affect goal choice

and striving Workplace behaviour is posited to be determined by persons current need 36

state in certain Universal need category Cognitive choice approaches to work

motivation emphasize two determinant of choice and action expectations and

subjective valuation of the consequences associated with each alternative These

expectancy value theories are intended to predict an individual choice or decision Goal

framework to work motivation emphasis the factors that influence goal striving which

focuses on the relationship between goals and work behavior

The assumption is that an employeersquos conscious intentions (goals) are primary

determines of Task-related motivation since goals directs their thoughts and actionrdquo

It is worth noting that an in-depth review of all the different theories mentioned above

is beyond the scope of this thesis However the personality-based perspective of work

motivation within which Maslow need theory of motivation and Alders ERG theory

falls will provide the main support and serve as a foundation for the research reported in

this thesis Specifically as organizational scholars have paid a great deal of attention to

the idea that people are motivated to use their jobs as mechanisms for satisfying their

needs This thesis intend to use Maslowrsquos hierarchy of need theory of motivation as a

foundation to identify the factors that motivate todayrsquos employees and in the process

determine a ranking order of factors that motivates these employees the original

Maslow theory will be looked at more detail hereof

History and Explanation of Maslowrsquos Hierarchy of Need Theory

The ldquomotivation to workrdquo published by Maslow probably provided the field of

organizational behaviour and management with a new way of looking at employees job

altitudes or behaviours in understanding how humans are motivated Probably the best-

known Conceptualization of human needs in organizations has been proposed by this

theory Abraham Maslow was a clinical psychologist who introduced his theory based

on personal judgment which was generally known as the need hierarchy theory

According to him if people grew in an environment in which their needs are not met

they will be unlikely to function as healthy individuals or well-adjusted individuals

This idea was later applied to organizations deemphasize the idea that unless employees

get their needs met on the job they will not functionrsquos effectively as possible

37

Specifically Maslow theorised that people have five types of needs and that these are

activated in a hierarchical manner This means that these needs are aroused in a specific

order from lowest to highest such that the lowest-order need must be fulfilled before

the next order need is triggered and the process continues If you look t this in a

motivational point of vie Maslowrsquos theory says that a need can never be fully met but a

need that is almost fulfilled does not longer motivate According to Maslow you need to

know where a person is on the Hierarchical pyramid in order to motivate himher Then

you need to focus on meeting that personrsquos needs at that level (Robbins

2001)According to Greenberg and Baron (2003p192) the five needs identified by

Maslowcorresponds with the three needs of Alderfers ERG theory Where as Maslow

theory specifiesthat the needs be activated in order from lowest to highest Alderrsquos

theory specifies that theneeds can be activated in any order His approach is much

simpler than Maslows Alder specifies that there exist three main needs as opposed to

five postulated by Maslow Thishuman basic needs include existence relatedness and

growth These needs according to Alderneed not necessarily activated in any specific

order and may be activated at any time According to him Existence needs corresponds

to Maslowrsquos physiological needs and safety needs Relatedness needs corresponds to

Maslowrsquos social needs and growth needs corresponds to esteem and self-actualization

needs by Maslow Below is a summary of these needs that in this thesis are divided into

Deficiency needs (Psychological safety social needs) and Growth needs (esteem self-

actualization needs) Factors Explanation

1048729 Physiological needs are the need at the bottom of the triangle and include the lowest

order need and most basic This includes the need to satisfy the fundamental biological

drives such as food air water and shelter According to Maslow organizations must

provide employees with a salary that enable them to afford adequate living conditions

The rationale here is that any hungry employee will hardly be able to make much of any

contribution to his organization

1048729 Safety needs this occupies the second level of needs Safety needs are activated after

Physiological needs are met They refer to the need for a secure working environment 38

free from any threats or harms Organizations can provide these need by providing

employees with safety working equipment eg hardhats health insurance plans fire

protection etc The rationale is that employees working in an environment free of harm

do their jobs Without fear of harm

1048729 Social needs This represents the third level of needs They are activated after safety

needs are met Social needs refer to the need to be affiliated that is (the needed to be

loved and accepted by other people) To meet these needs organisations encourage

employees Participation in social events such as picnics organisations bowling etc

1048729 Esteem needs this represents the fourth level of needs It includes the need for self-

respect and approval of others Organisations introduce awards banquets to recognize

distinguished achievements

1048729 Self-actualization This occupies the last level at the top of the triangle This refers to

the need to become all that one is capable of being to develop ones fullest potential The

rationale here holds to the point that self-actualised employees represent valuable assets

to the organization human resource Most research on the application of need theory

found that although lower-level managers are able to satisfy only their deficiency needs

on the jobs managers at the top level of Organizations are able to satisfy both their

deficiency and growth needs (Greenberg ampBaron 2003 p194) this view was supported

by Shipley amp Kelly (1988 p18) Shipley amp Kelly (1988 p18) argue that as ldquoneed

satisfaction is an attitude and that it isperfectly possible for a worker to be satisfied

with hisher need but not be motivated the Reverse of which holds equally true Hence

need satisfaction and motivation are not synonymous and both need fulfillment and un-

fulfillment can have negative as well as positiveinfluence on motivation

39

Organizational managerial Applications of Maslowrsquos Need theory

The greatest value of Maslowrsquos need theory lies in the practical implications it has for

every Management of organizations (Greenberg amp Baron 2003 p195) The rationale

behind thetheory lies on the fact that itrsquos able to suggest to managers how they can

make their employees or subordinates become self-actualized This is because self-

actualized employees are likely to work at their maximum creative potentials Therefore

it is important to make employees meet this stage by helping meet their need

organisations can take the following Strategies to attain this stage

1048729 Recognize employeersquos accomplishments Recognizing employeersquos accomplishments

is an important way to make them satisfy their esteem needs This could take the form

of awards plagues etc According to (Greenberg amp Baron 2003 p197) research carried

out in GTE Data services in Temple Terrace Florida shows that awards are given to

employees who develop ways of improving customerrsquos satisfaction or business

performance But it should be noted that according to Greenberg ampBaron awards are

effective at enhancing esteem only when they are clearly linked to desired behaviours

Awards that are too general fail to meet this specification

1048729 Provide financial security Financial security is an important type of safety need So

Organizations to motivate their employees need to make them financially secured by

involving them in profit sharing of the organization In a research carried out with

ATampT and Wang showed that 50 of their employees received financial outplacement

services to assist laid-off employees in securing new jobs

1048729 Provide opportunities to socialize Socializations is one of the factors that keep

employees feel the spirit of working as a team When employees work as a team they

tend to increase their performance Research conducted on IBM shows that it holds a

ldquofamily dayrdquo picnic each spring near its Armonk New York headquarters

40

1048729 Promote a healthy work force Companies can help in keeping their Employees

physiological needs by providing incentives to keep them healthy both in health and

mentally In a research carried out at the Hershey Foods Corporation and Southern

California Edison Company showed that Employees are provided with insurance

rebates with health lifestyles while extra premiums were given to those with risk habits

like smoking

Criticisms of Maslowrsquos Need theory of motivation

Maslow proposed that if people grew up in an environment in which their needs are not

meetthey would be unlikely to function healthy well-adjusted individuals Research

testingMaslowrsquos theory has supported the distinction between the deficiencies and

growth needs butShowed that not all people are able to satisfy their higher-order needs

on the job Accordingthe results of the research managers from higher echelons of

organizations are able to satisfyboth their growth and deficiency needs lower level

managers are able to satisfy only theirdeficiency needs on the job Maslowrsquos theory has

not received a great deal of support withrespect to specific notion it proposes

(Greenberg ampBaron 2003 p195) To them this model is theorized to be especially

effective in describing the behavior of individuals who are high ingrowths need strength

because employees who are different to the idea of increasing their growth will not

realize any physiological reaction to their jobs Centers amp Bgental (1966 193) in their

carried out among a cross-section of the Working population in Los Angeles posited

survey ldquobackground factors altitudes and aspirations affects workers needs

expectations and situation assessmentrdquo According to Graham ampMessner (1998 p196)

there are generally three major criticisms directed to the need theoryand other content

theories of motivation (A) There is scant empirical data to support their conclusions

(b) they assume employees are basically alike and (c) they are not theories of

motivation at all but rather theories of job satisfaction This was supported by the views

of Nadler amp Lawler (1979) in Graham ampMessner (2000 p 188) Nadler amp Lawler

(1979) cited in Graham amp Messner (2000 p198) where also critical of theneed theory

41

of motivation They argue that the theory makes the following unrealisticassumptions

about employees in general that (a) all employees are alike (b) all situations arealike

and that (c) there is only one best way to meet needs Another critic to this view

wasBasset-Jones amp Lloyd (2004 p 961) Basset-Jones amp Lloyd (2004 p 961) presents

that in general critics of the need theory arguethat it is as a result of the natural feeling

of employees to take credit for needs met and dissatisfaction on needs not met

Nonetheless and regardless of the heavy criticism levied at the hierarchy of need theory

I Believe that this theory has a made a significant contribution in the field of

organizational behavior and management especially in the area of employee motivation

and remains attractive to both researchers and managers alike The incorporation of the

need theory intothe work environment today could be as a result of the contributions

made so far by MaslowsHierarchy of need theory

Empirical studies on employee motivation using the original and

Adapted Maslowrsquos model

If any person has to come up with the question that is there any need for employees

motivation The answer to this type of question of-course should be simple-the basic

survival of every organization be it public or private limited before today and in the

foreseeable future lies in how well its work force is motivated to meet the objectives of

the organization This explains why the human resource department in todayrsquos

organization is became a focus of its core functions I think that motivated employees

are needed in this rapidly Business world where the principal-agent conflict is the issue

confronting most managers Most organisationsnow consider their human resources as

their most valuable assets (a strategic or competitive advantage) Therefore in order to

effectively and efficiently utilize this strategic asset I believe managers and the

organization as a whole must be able and willing to understand and hopefully provide

the factors that motivate its employees within the context of the roles and duties they

perform This is because highly motivated employees are the cause of high productivity

levels and hence higher profits for the organization Having noted this rationale the next

question one may ask are what factors motivated todayrsquos employeesrdquo

42

According to Wiley (1997 p265) at some point during our lives virtually every

person may have to work He claims that working is such a common phenomenon that

the question ldquowhat Motivates people to work is seldom asked Wiley went on to say that

ldquowe are much moreLikely to wonder why people climb mountains or commit suicide

than to question themotivational basis of their workrdquo Therefore exploring the altitudes

that employees holdconcerning factors that motivate them to work is important to

creating an environment thatencourages employee motivation From the much amount

of literature available on employee motivation it is clearly evidentthat a lot of surveys

regarding employees and what motivates them have been undertaking

These employee motivation surveys have been conducted in many different job

situationsamong different categories of employees using different research methods

and applications One of the very first survey to be conducted was on industrial workers

by (Hershey amp Blanchard 1969) over the years similar or different survey employees

have been carried outsee (Kovach 1987 1993) (Wiley 1995) (Lindner 1998 1999)

According to a research carried out by Kovach on industrial employees who were asked

torank ten ldquojob rewardsrdquo factors based on personal preferences where the value 1

represented most preferred and 10 being the least preferred The results were as follows

(1) full Appreciation of work done (2) feeling of being (3) sympathetic help with

personal problems(4) Job security (5) Good wages and salaries (6) interesting work (7)

promotion amp Growth (8)employeersquos loyalty (9) Good working conditions (10) tactful

discipline During the periods of (1946 1981 amp 1986) when employee surveys were

carried out Supervisors were at the time asked to rank job rewards as they taught

employees would rankthem The rankings by the supervisors were relatively consistent

for each of the years Theserankings were as follows (1) Good wages (2) Job security

(3) promotion and Growth (4)working conditions (5) interesting work (6) personal

loyalty to employees (7) tactfuldiscipline (8) full appreciation (9) sympathetic help with

personal problems (10) recognition

(Kovach 1987 p49-54) The results from the supervisor survey indicated that their

ranking had not changed over theStudy period with regards their collective perception

of factors that motivate employees Thisshows that they had a very inaccurate

perception of what motivates employees but also thatthey did not realise the importance

of the need theory In a survey by Wiley (1997 p278) in which approximately 550 43

questionnaires were Administered to person employed at different industries and

divided into 5 subgroups or Categories namely (occupation gender income levels

employment status and age) they were asked to rank 10 factors according to the level of

importance each is in motivating them toperform best with the most important factor

ranked 1 and the least important ranked 10th The survey concluded with the following

collective rank order by respondents (1) Good wages (2) full appreciation of work done

(3) job security (4) promotion (5) interesting work (6) company loyalty to employees

(7) Good working conditions (8) tactful discipline (9)recognition (10) sympathetic help

with personal problems

The results from a representative sample of the labour force in seven different countries

byHarpaz (1991 p75) showed that the two most dominant work goals were ldquointeresting

work ldquoand Good wagesrdquo He further concluded that these two factors were consistent

across different Organizational levels between genders and age groupsQuinn (1997)

also cited in Harpaz (1991 p311) concluded ldquoWhen the ratings of twenty three job

related factors (including the need factors) were carried out the conclusion reached was

that no single factor was pre-eminently importantrdquo He further pointed out that ldquoThe

most aspect of the worker job was that of sufficient resources to perform a task From

the above studies presented so far the rankings by different subgroups have shown

semantic differences in the importance placed on different motivational factors For

example (Kovach 1987 Wiley 1997 and Harpaz 1990) The discrepancies in these

research findings supports Nelsons (2001 p2) positional view that ldquowhat motivates

employees differs and may change for the same employee over timerdquo It is appropriate

at this level to give a brief summary of the previous researches in this thesis Even

though the original need hierarchy theory was presented some 50 years ago some of its

if not all factors remain of significant importance to employees today The large number

of earlier and recent studies investigating employee motivation using sometimes the

original or modified version of Maslowrsquos theory may continue the appreciation of this

theory and the issue of employee motivation The literature also shows that where the

original theory was lacking (short comings or criticised for) has been greatly taken into

consideration

44

Researchers have taken issues such as differences in gender age income culture amp

countries etc and how these may affect or influence employee work motivation

extensively The commonality between these previous researches is the agreement that

certain factors are more important as motivational factors than others and that these

factors may change from one employee to another These previous studies have also

been taken using different methods from surveys questionnaires face-face interviews

but their outcomes have not differed significantly A possible explanation could be due

to the fact that even

45

23LIMITATION OF THE SUTDY

Time constraint was one of the limitations during the data collection

Responses received were not free from respondent biases because of their apprehension

that it might affect their career

46

CHAPTER 3

RESULTS DISCUSSIONS AND CONCLUSION

31 Analysis and Interpretation

Gender Frequency Percentage ()

Male 31 775

Female 9 225

77

23

Gender

malefemale

47

Above table shows that 77 percent (n=31) respondent belongs to a male-group of

percent 23 (n=9)

Table no-52 Table show age wise distribution of respondent

Age Frequency Percentage ()

18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age

18 to 25 years26 to 35 years36 to 45 yearsAbove 45 years

Above table shows that 20 percent (n=08) respondent belongs to age-group of

18 -25 375 percent (n=15) belongs to age-group of 26-35 275 percent

(n=11) belongs to age-group of 36-45 while 15 percent (n=6) belongs to age-

group of above 45 years

Table no-53 Table shows the educational qualification of the respondent

Education Frequency Percentage ()

SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education

SSSHSCGraduatePost Graduate Other

Above table shows that 45 percent (n=18) respondent had their educational

qualification up to primary level 15 percent (n=6) respondent had their educational

qualification up to secondary level 225 percent (n=10) respondent had their

educational qualification up to higher secondary level 125percent (n=5) respondent

had their educational qualification up to graduation level while 05 percent (n=2)

respondent had their educational qualification up to post graduate level

Table no- 54 Table shows the work of span of the respondent

experience Frequency Percentage ()

1 ndash 5 years 14 35



50

Above 15 years 5 125

Total 40 100

35

30

23

13

Percentage work of span

1 ndash 5 years6 ndash 10 years11 ndash 15 yearsAbove 15 years


1 ndash 5years 30 percent (n=12) belongs to age-group of 6 ndash 10 years 225

percent (n=9) belongs to age-group of 11 ndash 15 years while 125 percent (n=5)

belongs to age-group of above 15 years

Table no- 55 Table shows present salary and incriment of the respondent

Employee response Frequency Percentage ()

Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10

Strongly disagree 2 5

Total 40 100

10

68

8

10

5

percentage ofpresent salary and incriment

Strongly agreeAgreeUncertainDisagreeStrongly disagree

Above table shows that 10 percent (n=4) respondent with strongly agree 675

percent (n=27) respondent with agree 75 percent (n=3) respondent with

uncertain10 percent (n=4) respondent with disagree5 percent (n=2) respondent

with strongly agree

Table no-56 Table shows financial or financially related reward system in my

organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100

Above table shows that 5 percent (n=2) respondent with strongly agree 55percent

(n=22) respondent with agree 125percent (n=5) respondent with uncertain20

percent (n=8) respondent with disagree75 percent (n=3) respondent with strongly

disagree

Table no- 57 Table shows working conditions are cleanpleasant amp safe of

respondent

53

5

5513

20

8

percentage of financial or financially related reward system


68

28

5

working conditions are cleanpleasant amp safe of respondent


Above table shows that 675 percent (n=27) respondent with strongly agree

275percent (n=11) respondent with agree 0percent (n=0) respondent with

uncertain5 percent (n=2) respondent with disagree0 percent (n=0) respondent with

strongly disagree

54

Employee response Frequency Percentage

Strongly agree 675 655

Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100

Table no-58 Table shows welfare facilities provided by the company



Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38

percentage of walfere facilities

Strongly agreeAgreeUncertainDisagreeStrongly agree



55


with strongly disagree

Table no-59 Table shows policies and procedures of respondent



Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13

percentage ofpolicies and procedures




56

uncertain125 percent (n=5) respondent with disagree0 percent) respondents with

strongly disagree

Table no 510 Table shows relation with my superior peer and subordinates of

Respondent

Employee response Frequency Percentage()


Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15

policies and procedures of respondent


57


15percent (n=6) respondent with agree 0percent uncertain disagree strongly

disagree

Table no 511 Table shows supervisor take interest in our problem well being

future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8

superviser take intrest in our problem well be-ing future


58

Above table shows that17 percent (n=7) respondent with strongly agree 75percent

(n=35) respondent with agree 8percent (n=3) respondent with uncertain

0percent disagree strongly disagree

Table no 512 Table shows setting and achieving challenging goal



Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5

setting and achieving challenging goal



(n=29) respondent with agree 10percent (n=4) respondent with uncertain5 percent

(n=2) respondent with disagree0 percent) respondents with strongly disagree

Table no 513 Table shows recognized and praised for my good performance



Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17

recognized and praised for my good per-formance





Table no 517 Table show organization helps me in all possible way to know my

61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7

organization helps me in all possible way to know my




percent (n=3) respondent with disagree0 percent(n=0) respondents with strongly

disagree

Table no 518 Table show organization we are a given a chance to our present our

ideas amp the same is give due weight age in decision making

62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20

organization we are a given a chance to our present our ideas amp the same is give due

weight age in decision making




uncertain25 percent (n=10) respondent with disagree 20 percent (n=8) respondents


Table no 519 Table show management of our calls for active participation of the

employee in the dat to day function of the organization

63

25

63

12

management of our calls for active participa-tion of the employee in the dat to day function

of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100



Table no 520 Table show prestige of my organization outside company is good

65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90

prestige of my organization outside company is good




(n=0) respondent with disagree 0 percent (n=0) respondents with strongly disagree

Table no 521 Table shows I am getting maximum pleasure from my work

66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12

I am getting maximum pleasure from my work


Above table shows that70 percent (n=28) respondent with strongly agree




Table no 522 Table shows added authority and responsibility to present job will be

more interesting and rewarding

67

25

55

13

8

added authority and responsibility to present job will be more interesting and rewarding




68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100



Table no 523 Table shows authority to encourage juniors is quite common in my

organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7

authority to encourage juniors is quite common in my organization






Table no 524 Table shows job contet and responsibilities are appropriate

70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5

job contet and responsibilities are appropriate






Table no 525 Table shows organization tries to make the job more challenging which

prevents us from getting bored on the job

71

20

58

7

10

5

organization tries to make the job more chal-lenging which prevents us from getting bored

on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100

Table no 526 Table shows appropriate work is given to me according to my skill and

potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15

Appropriate work is given to me according to my skill and potential






Table no 527 Table shows leadership also influences the level of motivation

74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5

leadership also influences the level of motiva-tion






32 FINDING FROM THE STUDY

Most of respondent 375 (n=15) were belongs to age-group of 26 -35 Years

Most of respondent 45 (n=18) had their educational qualification up to ssc

Majority of the respondent 35 (n=14) works in span of (1-5) years

1 Employee motivation information

Majority of respondent 675 (n=27) agree whit present salary and increment

75

Majority of respondent 55 (n=222) agree whit financially related reward

system

Majority of respondent 675 (n=27) were strongly agree with working

condition

Majority of respondent 625 (n=25) were agree with welfare facilities and

275 (n=11) were strongly agree with welfare facilities

Majority of respondent 85 (n=34) were relation with superior peers and

subordinates are good

Majority of respondent 755 (n=30) were supervisors take interest in our

problem

Majority of respondent 725 (n=29) were enjoy setting and achieving

challenging goal

Majority of respondent 625 (n=25) were recognized and praised for my good

performance

Most of respondent 575 (n=23) clear and effective system of performance

appraisal amp career development

Majority of respondent 775 (n=31) agree whit right opportunities in this

organization for my personal growth and promotion

Majority of respondent 70 (n=28) were organization helps me in all possible

20(n=8) organization helps me in all possible

Majority of respondent 625 (n=25) agree and 25 (n=10) strongly agree for

management of our calls for active participation of the employee in the day to

day functions of the organization

Most of respondent 90 (n=36) agree and 10 (n=4) strongly agree were

organization outside company is good

Majority of respondent 70 (n=28)I am getting maximum pleasure from my

work

Majority of respondent 55 (n=22) were added authority and responsibility to

present job will be more interesting and rewarding

Most of respondent 625 (n=25) delegation of authority to encourage juniors is

quits common in my organization

76

Most of respondent 625 (n=25) were my job content and responsibilities are

appropriate for me

Majority of respondent 75 (n=30) were appropriate work is given to me

according to my skill and potential

Most of respondent 425 (n=17) were agree and 375 (n=15) for disagree

leadership also influences the level of motivation

32 SUGESSTION AND RECOMMENDATION

In the Madhur dray employees feel that the salary structure is

very good but give amount is not satisfactory 55of the

employees are satisfied by their salary and increment financial

reward as it is very low rate

The higher number of employees (85) has given strongly

agree It means in madhur dray the belongingness o employees

are very good They have a good relationship with everyone

65 of employees are satisfied with recognition programs and

performance appraisal system But 35of the employee is still

feeling that the performance appraisal system and recognition

programmer are not proper Hence HR department should know

why the employees are not satisfied whit the performance

appraisal system and which type of recognition program me

they want in future

The higher numbers of employees have given positive

response but still there is scope for improvement

77

The HR department should make the job more challenging

Exciting and meaningful by the factor like goal setting Creative

work Job rotation Skill diversity

33 CONCLUSION

Motivation is an aspect which covers almost all the employee from the managing

directors to his peon The motivation is a live issue for all

Motivation is psychological concept Motivation is not a cause but rather the effect or

result of many going awry Motivation drifters from person to person industry to

industry level of education age nature of work etc Motivation may be range from very

high to very low

By this study it is clear that various faction which influences motivation and

78

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 Maslowrsquos need hierarchy

Herzbergrsquos two-factor model and alderrsquos 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

CHAPTER 4

APPENDICES

79

41Questionnaire

As a part of my dissertation I am conducting a research on

motivation This questionnaire is part of the research project amp 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 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 and increment given to

me

1) Strongly agree [ ]

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]

5) Strongly disagree [ ]

80

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

organization is fair and satisfactory


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


(9)I feel that working conditions are clean pleasant amp safe in my

organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


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

adequate and provide satisfaction to me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


(11) I am aware with policies and procedures to the company

and I find that satisfactory


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]

5) Strongly disagree [ ]81

(12) My relation with my superior peers and subordinates are

good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


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

feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


(14) I enjoy setting and achieving challenging goal


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


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


2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]


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

amp career development


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


(17) I feel that my job has enough learning opportunities which

will help me in career advancement


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


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

my personal growth and promotion


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


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

abilities capabilities present performance and prospect for

improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


(20) In our organization we are a given a chance to our present

our ideas amp the same is given due weight age in decision making


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


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

employees in the day to day functions of the organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


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


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


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


84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


(24) I feel that the added authority and responsibility to present

job will be more interesting and rewarding


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


(25) Delegation of authority to encourage juniors is quite

common in my organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


(26) My job content and responsibilities are appropriate ( not

over loaded or not under loaded) for me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85

(27)My organization tries to make the job more challenging

which prevents us from gel ting bored on the job


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


(28) I think that appropriate work is given to me according to

my skill and potential


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


(29)I believe that leadership also influences the level of

motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES

1 Financial Results Honda Motor Company (PDF) April 2014 Retrieved20

December 2014

86

2 Financial Results Honda Motor Company (PDF) April 2013 Retrieved 26

April2013

3 ^ FY2012 FY12 Financial Results Honda Motor Company May 2011

Retrieved15 June 2011

4 Grant Robert M Neupert Kent E (2003) Cases in contemporary strategy

analysis(3rd ed) Wiley-Blackwell ISBN 1-4051-1180-1 Retrieved 12

November 2010

5 Johnson Richard Alan (2005) Six men who built the modern auto

industryMotorBooks International ISBN 0-7603-1958-8 Retrieved 12

November 2010

6 Miller Edward (18 April 2008) FIRST MOTORCYCLE AIRBAG EARNS

TAKATA AND HONDA 2008 AUTOMOTIVE NEWS PACE INNOVATION

PARTNERSHIP AWARD Hondacom Retrieved 28 July 2009

7 Harga Honda Mobilio Mobilio Retrieved 22 November 2009

8 The History of Honda Cars-directorynet Retrieved 22 November 2009

9 World motor vehicle production OICA correspondents survey without double

counts world ranking of manufacturers year 2011 (PDF)

10 Le top 20 des entreprises les plus innovates du monde Challenges 22 October

2013 Ross Jeffrey N (29 January 2014) Honda is first Japanese carmaker to

be a net-exporter from US Autoblog Retrieved 25 July 2014

11 Alexander Jeffrey W (2008) Japans Motorcycle Wars An Industry History

UBC Press pp 112ndash116 197ndash211 ISBN 978-0-8248-3328-2

12 Frank Aaron (2003) Honda Motorcycles Motor Books

InternationalISBN 978-0-7603-1077-9 Retrieved 28 January 2012

13 Falloon Ian (2005) The Honda Story Haynes pp 9ndash13 ISBN 1-85960-966-X

14 Sakiya Tetsuo (1982) Porter Timothy ed Honda Motor the men the

management the machines Kodansha ISBN 978-0-87011-522-6

87

15 Classic Bikes from the AMA Motorcycle Hall of Fame Museum American

Motorcyclist Association Retrieved 8 October 2013 According to legend the

machines name since associated with a variety of Honda products was inspired by

a comment made by one of Hondas employees during a company party The

workers had pushed aside the desks to toast their efforts with home-brewed sake

Its like a dream uttered one of the attendees The name stuck

16 Honda Worldwide History Worldhondacom Retrieved 1 January 2011

17Paul Niedermeyer (30 March 2010) Hondas Wild 9000 RPM Mid-Engine T360

Pickup Of 1963 The Truth about Cars

18Sporting Hondas ndash Classic Buyers Guide New Zealand Classic Car magazine 21

September 2010

19Lets Build a Sport scar Honda Retrieved 1 July 2012

20The trouble with excellence The Economist 4 July 1998 Retrieved 5 April 2013

21Sorge Marjorie (1998) 1998 executive of the year ndash Honda Motor Co president Nobuhiko

Kawamoto Automotive Industries

22 The History of Honda Motor Company GearHeads 18 May 2012 Retrieved 1 July2012

23 Honda Names Takahiro Hachigo New President Replaces Takanobu Ito who took over as

chief executive in 2009 Wall Street Journal 23 February 2015

24 Ohnsman Alan (20 August 2010) Hondas Dream of US Production Protects Profits as

Yen Surges Bloomberg Retrieved 1 January 2011

25Breakdown of net sales and other operating revenue by geographical markets from company

20Fs

26 Mangion Patrick (08-27) Markham saves Honda deal Yorkregioncom p It was originally

planned to be located in Richmond Hill Ontario but delays led them to look elsewhere

27Share Manthan httpwwwsharemanthaninindexphpindian-companies49-auto2150-

hero-honda

88

28Barr Jonathan ed (JulyndashSeptember 2003) 1965 Honda T500F Flat Bed Utility The

Japanese Restorer in Australia (Bald Hills Queensland Australia)

1 Toyota Corolla History (PDF) Toyota Motor Corp

89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION

11 Introduction to the Study







Rumors

Goal Flaws

Overwork





Non-Cash Incentives


34 Conclusion 53

4 APPENDICES

41Questionnaire 55

42 References 65

CHAPTER-1

INTRODUTION

11 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

In the organizational setting the word ldquoMotivationrdquo is used to describe the

drive that impels an individual to work A truly motivated person is one who

ldquowantsrdquo 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

2





















managers







3


Rick Pitino



jobsrdquo



















































employees

5













resources











take place -

6




























7

























8














appropriate














motivator

9




incentive



Needs Drives Goal


With of Drives

Direction





































Achievement ndash





persons perception

11





Socialization ndash





certain things








12











Change motivation-




to improve it




Fear motivations-


complete a task

13



yourself

















task accomplishment




14












marketplace














































16


















Rumors









17








Goal Flaws











Overwork











Make sure you offer









the company










19




























20






fun place

Morale Boosters

Measuring Morale











Non-Cash Incentives


21






















the team


22



term goals

Hands On Showing Up






commissions too














23





other ones)






needs and so on

12 COMPANY PROFILE

24


25















organization





business result

26

14 SCOPE OF STUDY






organization



27









the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives






















managers







3


Rick Pitino



jobsrdquo



















































employees

5













resources











take place -

6




























7

























8














appropriate














motivator

9




incentive



Needs Drives Goal


With of Drives

Direction





































Achievement ndash





persons perception

11





Socialization ndash





certain things








12











Change motivation-




to improve it




Fear motivations-


complete a task

13



yourself

















task accomplishment




14












marketplace














































16


















Rumors









17








Goal Flaws











Overwork











Make sure you offer









the company










19




























20






fun place

Morale Boosters

Measuring Morale











Non-Cash Incentives


21






















the team


22



term goals

Hands On Showing Up






commissions too














23





other ones)






needs and so on

12 COMPANY PROFILE

24


25















organization





business result

26

14 SCOPE OF STUDY






organization



27









the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives



Rick Pitino



jobsrdquo



















































employees

5













resources











take place -

6




























7

























8














appropriate














motivator

9




incentive



Needs Drives Goal


With of Drives

Direction





































Achievement ndash





persons perception

11





Socialization ndash





certain things








12











Change motivation-




to improve it




Fear motivations-


complete a task

13



yourself

















task accomplishment




14












marketplace














































16


















Rumors









17








Goal Flaws











Overwork











Make sure you offer









the company










19




























20






fun place

Morale Boosters

Measuring Morale











Non-Cash Incentives


21






















the team


22



term goals

Hands On Showing Up






commissions too














23





other ones)






needs and so on

12 COMPANY PROFILE

24


25















organization





business result

26

14 SCOPE OF STUDY






organization



27









the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives




























employees

5













resources











take place -

6




























7

























8














appropriate














motivator

9




incentive



Needs Drives Goal


With of Drives

Direction





































Achievement ndash





persons perception

11





Socialization ndash





certain things








12











Change motivation-




to improve it




Fear motivations-


complete a task

13



yourself

















task accomplishment




14












marketplace














































16


















Rumors









17








Goal Flaws











Overwork











Make sure you offer









the company










19




























20






fun place

Morale Boosters

Measuring Morale











Non-Cash Incentives


21






















the team


22



term goals

Hands On Showing Up






commissions too














23





other ones)






needs and so on

12 COMPANY PROFILE

24


25















organization





business result

26

14 SCOPE OF STUDY






organization



27









the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives














resources











take place -

6




























7

























8














appropriate














motivator

9




incentive



Needs Drives Goal


With of Drives

Direction





































Achievement ndash





persons perception

11





Socialization ndash





certain things








12











Change motivation-




to improve it




Fear motivations-


complete a task

13



yourself

















task accomplishment




14












marketplace














































16


















Rumors









17








Goal Flaws











Overwork











Make sure you offer









the company










19




























20






fun place

Morale Boosters

Measuring Morale











Non-Cash Incentives


21






















the team


22



term goals

Hands On Showing Up






commissions too














23





other ones)






needs and so on

12 COMPANY PROFILE

24


25















organization





business result

26

14 SCOPE OF STUDY






organization



27









the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives





























7

























8














appropriate














motivator

9




incentive



Needs Drives Goal


With of Drives

Direction





































Achievement ndash





persons perception

11





Socialization ndash





certain things








12











Change motivation-




to improve it




Fear motivations-


complete a task

13



yourself

















task accomplishment




14












marketplace














































16


















Rumors









17








Goal Flaws











Overwork











Make sure you offer









the company










19




























20






fun place

Morale Boosters

Measuring Morale











Non-Cash Incentives


21






















the team


22



term goals

Hands On Showing Up






commissions too














23





other ones)






needs and so on

12 COMPANY PROFILE

24


25















organization





business result

26

14 SCOPE OF STUDY






organization



27









the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


























8














appropriate














motivator

9




incentive



Needs Drives Goal


With of Drives

Direction





































Achievement ndash





persons perception

11





Socialization ndash





certain things








12











Change motivation-




to improve it




Fear motivations-


complete a task

13



yourself

















task accomplishment




14












marketplace














































16


















Rumors









17








Goal Flaws











Overwork











Make sure you offer









the company










19




























20






fun place

Morale Boosters

Measuring Morale











Non-Cash Incentives


21






















the team


22



term goals

Hands On Showing Up






commissions too














23





other ones)






needs and so on

12 COMPANY PROFILE

24


25















organization





business result

26

14 SCOPE OF STUDY






organization



27









the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives















appropriate














motivator

9




incentive



Needs Drives Goal


With of Drives

Direction





































Achievement ndash





persons perception

11





Socialization ndash





certain things








12











Change motivation-




to improve it




Fear motivations-


complete a task

13



yourself

















task accomplishment




14












marketplace














































16


















Rumors









17








Goal Flaws











Overwork











Make sure you offer









the company










19




























20






fun place

Morale Boosters

Measuring Morale











Non-Cash Incentives


21






















the team


22



term goals

Hands On Showing Up






commissions too














23





other ones)






needs and so on

12 COMPANY PROFILE

24


25















organization





business result

26

14 SCOPE OF STUDY






organization



27









the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives





incentive



Needs Drives Goal


With of Drives

Direction





































Achievement ndash





persons perception

11





Socialization ndash





certain things








12











Change motivation-




to improve it




Fear motivations-


complete a task

13



yourself

















task accomplishment




14












marketplace














































16


















Rumors









17








Goal Flaws











Overwork











Make sure you offer









the company










19




























20






fun place

Morale Boosters

Measuring Morale











Non-Cash Incentives


21






















the team


22



term goals

Hands On Showing Up






commissions too














23





other ones)






needs and so on

12 COMPANY PROFILE

24


25















organization





business result

26

14 SCOPE OF STUDY






organization



27









the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives




















Achievement ndash





persons perception

11





Socialization ndash





certain things








12











Change motivation-




to improve it




Fear motivations-


complete a task

13



yourself

















task accomplishment




14












marketplace














































16


















Rumors









17








Goal Flaws











Overwork











Make sure you offer









the company










19




























20






fun place

Morale Boosters

Measuring Morale











Non-Cash Incentives


21






















the team


22



term goals

Hands On Showing Up






commissions too














23





other ones)






needs and so on

12 COMPANY PROFILE

24


25















organization





business result

26

14 SCOPE OF STUDY






organization



27









the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives






Socialization ndash





certain things








12











Change motivation-




to improve it




Fear motivations-


complete a task

13



yourself

















task accomplishment




14












marketplace














































16


















Rumors









17








Goal Flaws











Overwork











Make sure you offer









the company










19




























20






fun place

Morale Boosters

Measuring Morale











Non-Cash Incentives


21






















the team


22



term goals

Hands On Showing Up






commissions too














23





other ones)






needs and so on

12 COMPANY PROFILE

24


25















organization





business result

26

14 SCOPE OF STUDY






organization



27









the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives












Change motivation-




to improve it




Fear motivations-


complete a task

13



yourself

















task accomplishment




14












marketplace














































16


















Rumors









17








Goal Flaws











Overwork











Make sure you offer









the company










19




























20






fun place

Morale Boosters

Measuring Morale











Non-Cash Incentives


21






















the team


22



term goals

Hands On Showing Up






commissions too














23





other ones)






needs and so on

12 COMPANY PROFILE

24


25















organization





business result

26

14 SCOPE OF STUDY






organization



27









the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives




yourself

















task accomplishment




14












marketplace














































16


















Rumors









17








Goal Flaws











Overwork











Make sure you offer









the company










19




























20






fun place

Morale Boosters

Measuring Morale











Non-Cash Incentives


21






















the team


22



term goals

Hands On Showing Up






commissions too














23





other ones)






needs and so on

12 COMPANY PROFILE

24


25















organization





business result

26

14 SCOPE OF STUDY






organization



27









the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives













marketplace














































16


















Rumors









17








Goal Flaws











Overwork











Make sure you offer









the company










19




























20






fun place

Morale Boosters

Measuring Morale











Non-Cash Incentives


21






















the team


22



term goals

Hands On Showing Up






commissions too














23





other ones)






needs and so on

12 COMPANY PROFILE

24


25















organization





business result

26

14 SCOPE OF STUDY






organization



27









the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives






























16


















Rumors









17








Goal Flaws











Overwork











Make sure you offer









the company










19




























20






fun place

Morale Boosters

Measuring Morale











Non-Cash Incentives


21






















the team


22



term goals

Hands On Showing Up






commissions too














23





other ones)






needs and so on

12 COMPANY PROFILE

24


25















organization





business result

26

14 SCOPE OF STUDY






organization



27









the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives



















Rumors









17








Goal Flaws











Overwork











Make sure you offer









the company










19




























20






fun place

Morale Boosters

Measuring Morale











Non-Cash Incentives


21






















the team


22



term goals

Hands On Showing Up






commissions too














23





other ones)






needs and so on

12 COMPANY PROFILE

24


25















organization





business result

26

14 SCOPE OF STUDY






organization



27









the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives









Goal Flaws











Overwork











Make sure you offer









the company










19




























20






fun place

Morale Boosters

Measuring Morale











Non-Cash Incentives


21






















the team


22



term goals

Hands On Showing Up






commissions too














23





other ones)






needs and so on

12 COMPANY PROFILE

24


25















organization





business result

26

14 SCOPE OF STUDY






organization



27









the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives





Make sure you offer









the company










19




























20






fun place

Morale Boosters

Measuring Morale











Non-Cash Incentives


21






















the team


22



term goals

Hands On Showing Up






commissions too














23





other ones)






needs and so on

12 COMPANY PROFILE

24


25















organization





business result

26

14 SCOPE OF STUDY






organization



27









the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives





























20






fun place

Morale Boosters

Measuring Morale











Non-Cash Incentives


21






















the team


22



term goals

Hands On Showing Up






commissions too














23





other ones)






needs and so on

12 COMPANY PROFILE

24


25















organization





business result

26

14 SCOPE OF STUDY






organization



27









the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives







fun place

Morale Boosters

Measuring Morale











Non-Cash Incentives


21






















the team


22



term goals

Hands On Showing Up






commissions too














23





other ones)






needs and so on

12 COMPANY PROFILE

24


25















organization





business result

26

14 SCOPE OF STUDY






organization



27









the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives























the team


22



term goals

Hands On Showing Up






commissions too














23





other ones)






needs and so on

12 COMPANY PROFILE

24


25















organization





business result

26

14 SCOPE OF STUDY






organization



27









the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives




term goals

Hands On Showing Up






commissions too














23





other ones)






needs and so on

12 COMPANY PROFILE

24


25















organization





business result

26

14 SCOPE OF STUDY






organization



27









the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives






other ones)






needs and so on

12 COMPANY PROFILE

24


25















organization





business result

26

14 SCOPE OF STUDY






organization



27









the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives



25















organization





business result

26

14 SCOPE OF STUDY






organization



27









the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives
















organization





business result

26

14 SCOPE OF STUDY






organization



27









the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


14 SCOPE OF STUDY






organization



27









the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives










the organization


performance

28

16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


16NEED FOR STUDY





29

CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


CHAPTER 2

RESEARCH METHDOLOGY




















NEXGEN CAREER

SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


SAMPLING METHOD


method is used

SAMPLE SIZE


Dairy

RESEARCH DESIGN


VARIABLES








their jobsrdquo

31



























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives




























32

Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


Motivation theories


























33
















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives

















performance
































Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives




















Tension or drive

To fulfill or need

Fulfillment and


Goal directed

Behavior





35





























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives






























































37





















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives






















































39


























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives



























40






like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives







like smoking























41






























42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives































42






























































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives































































consideration

44









45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives










45





46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives






46

CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


CHAPTER 3




Male 31 775

Female 9 225

77

23

Gender

malefemale

47


percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives



percent 23 (n=9)



18 to 25 years 8 20

26 to 35 years 15 375

36 to 45 years 11 275

Above 45 years 6 15

Total 40 100

48

20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


20

375

275

15

percentage of age








SSS 18 45

HSC 6 15

Graduate 10 25

Post Graduate 1 25

Other 5 125

49

Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


Total 40 100

45

15

225

25 13

Education













50


Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives



Total 40 100

35

30

23

13









Strongly agree 4 10

Agree 27 675

Uncertain 3 75

51

Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


Disagree 4 10


Total 40 100

10

68

8

10

5






with strongly agree


organization


Strongly agree 2 5

Agree 22 55

52

Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


Uncertain 5 125

Disagree 8 20


Total 40 100




disagree


respondent

53

5

5513

20

8



68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


68

28

5






strongly disagree

54



Agree 275 275

Uncertain 0 0

Disagree 5 5


Total 40 100




Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives





Agree 25 625

Uncertain 1 25

Disagree 3 75


Total 40 100

28

63

38





55






Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives







Agree 22 55

Uncertain 3 75

Disagree 5 125


total 40 100

25

55

8

13





56


strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives



strongly disagree


Respondent



Agree 6 15

Uncertain 0 0

Disagree 0 0


total 40 100

85

15



57



disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives




disagree


future



Agree 30 755

Uncertain 3 7

Disagree 0 0


total 40 100

18

75

8



58







Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives








Agree 29 725

Uncertain 04 10

Disagree 02 05


Total 40 100

59

13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


13

73

10

5









Agree 25 625

Uncertain 03 75

Disagree 07 175


total 40 100

60

12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


12

63

7

17







61


Strongly agree 8 20

Agree 28 70

Uncertain 1 25

Disagree 03 75


Total 40 100

20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


20

70

2 7






disagree



62


Strongly agree 0 0

Agree 22 55

Uncertain 0 0

Disagree 10 25


Total 40 100

55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


55

25

20










63

25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


25

63

12


of the organization




64



Agree 25 625

Uncertain 5 125

Disagree 0 0


Total 40 100




65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives





65


Strongly agree 4 10

Agree 36 90

Uncertain 0 0

Disagree 0 0


Total 40 100

10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


10

90







66



Agree 7 175

Uncertain 0 0

Disagree 5 125


Total 40 100

70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


70

17

12









67

25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


25

55

13

8





68



Agree 22 55

Uncertain 05 125

Disagree 03 75


Total 40 100




organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives





organization

69



Agree 25 625

Uncertain 0 0

Disagree 05 125


Total 40 100

17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


17

63

12

7








70



Agree 25 625

Uncertain 2 5

Disagree 04 10


Total 40 100

17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


17

63

5

10

5









71

20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


20

58

7

10

5


on the job






72


Strongly agree 8 20

Agree 23 575

Uncertain 3 75

Disagree 04 10


Total 40 100


potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives



potential

73


Strongly agree 4 10

Agree 20 50

Uncertain 2 5

Disagree 8 20


Total 40 100

10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


10

505

20

15








74


Strongly agree 3 75

Agree 17 425

Uncertain 3 75

Disagree 15 375


Total 40 100

7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


7

42

7

38

5













75


system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives



system


condition






problem


challenging goal


performance













work





76


appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives



appropriate for me



















they want in future



77




33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives





33 CONCLUSION






high to very low


78



much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives




much importance











CHAPTER 4

APPENDICES

79

41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


41Questionnaire





(1)Name


(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 [ ]



me


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


80




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



organization


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives



good


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



feature


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

82

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




improvement83


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives



2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]




84

2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


85




2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]





2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]



motivation


2) Agree [ ]

3) Uncertain [ ]

4) Disagree [ ]


42 REFERENCES


December 2014

86


April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives



April2013





November 2010



November 2010


















87











September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives












September 2010











20Fs




hero-honda

88




89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives





89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


92

93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


93

94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


94

95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


95

96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


96

97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


97

98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


98

99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


99

100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


100

101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


101

102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


102

103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


103

104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


104

105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


105

INTRODUCTION








Rumors

Goal Flaws

Overwork





Non-Cash Incentives


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