jyoti raina

A

PROJECT REPORT

ON

EMPLOYEE MOTIVATION

AT

SUPERTECH LIMITED

In partial fulfillment of the requirement for the award of degree of Master of business administration (MBA.)

20013-2014Submitted By: Under the Guidance of:JYOTI RAINA DR. K.C GUPTA

SIKKIM MANIPAL UNIVERSITY

TABLE OF CONTENTS:

Project Title……………………………………………1

Table of Contents……………………………………..2

Declaration…………………………………………….3

Summer Training Certificate………………………...4

Acknowledgement…………………………………….5

Preface…………………………………………………6

Company’s Profile…………………………………….7

Store Profile……………………………………………8

Executive Summary………………………………….18

Chapters:

I. Introduction…………………………………..20

II. Important factors………………………….....26

III. Literature Review……………………………..28

IV. Research Methodology………………………36

V. Research Tools……………………………….37

VI. Objectives……………………………………...38

VII. Need of Study………………………………....39

VIII. Data Description……………………………...40

IX. Customer Survey Data……………………....44

X. Questionnaire………………………………....45

XI. Conclusion………………………………….....47

XII. Recommendation…………………………..…48

XIII. Learning………………………………………..50

XIV. Suggestions…………………………………...53

XV. Bibliography…………………………………....54

DECLARATION

I do hereby declare that this piece of Project report entitled “EMLOYEE MOTIVATION AT SUPERTECH LIMITED” for partial fulfillment of the requirements for the award of the degree of “Master of business administration” is a record of original work done by me under the supervision and guidance of DR. K.C GUPTA. This project work is my own and has neither been submitted nor published elsewhere.

PLACE: SIGNATURE OF THE STUDENTDATE:

Under the Guidance:-

DR. K.C GUPTA

DECLARTION:

I JYOTI RAINA, student of SMU did 45 days training with SUPERTECH

LIMITED, NOIDA. I covered the Various Aspects of employee management level

in my 45 days training. This material provided in this report is original and has not

been submitted anywhere for any other diploma or degree.

SIGNED BY INSTITUTE GUIDE: SIGNED BY STUDENT:NAME: NAME: JYOTI RAINDATE: DATE: APRIL’ 14

ACKNOWLEDGEMENTACKNOWLEDGEMENT

Concentration, dedication and application are necessary but not sufficient to achieve any goal.

These must be awarded by guidance, assistance and co-operation of some person to make it

enable.

Many people have given their valuable time and ideas to enable me to complete the research and

the report. I am deeply indebted to all for their ideas and assistance, while bearing the entire

responsibility for weakness in the report.

I am highly obliged to MR. NEERAJ MALHOTRA (DIRECTOR EDUCATION) and MR

RAJIV RANJAN (SR. EXEC. ACCOUNTS), SUPERTECH LIMITED NOIDA for providing

me an opportunity to undergo this project report.

I am also indebted to DR. K.C GUPTA & ALL FACULTY MEMBERS of SMU who have been

a constant source of inspiration and provided guidance to me at every point of time.

My gratitude to all those, who RESPONDED TO MY QUESTIONNAIRE in a well, defined

manner and helped me acquiring knowledge.

Lastly, I thanks all those, who have directly or indirectly, helped me in this project..

JYOTI RAINA

MBA 3nd Year

PREFACE

As a part of MBA curriculum summer training was undertaken with SUPERTECH Limited one of the biggest and fast emerging real estate company in Delhi (NCR) region. It has set new trends and benchmarks of architectural excellence in the contemporary global scenario. The summer training was for 7 weeks (45 Days) duration .The purpose of this training was to have practical experience of working in an organization and to have exposures to various management practices in the field of HR. The blend of learning and knowledge acquired during my practical studies at the company and in the field is presented in this Project Report. During the Training (Employee Survey) project was assigned for having practical exposure.

The Project Report starts with the history and details of Supertech Limited and also covers the general information about the company and its functional department of Human resource.

CHAPTER: 1INTRODUCTION

INTRODUCTION

Human beings are a resource to an organization. Like another resource they represent an

investment whose development and utilization require proper managing. There is a fundamental

trust the people are organization’s most important assets.

Performance results from the interaction of physical, financial and human resource. The

first two are inanimate; they are translated into “productivity” only when human element is

introduced. In dealing with employees, however an intangible factor of will, violence or freedom

of choice is introduced, and workers can increase or decrease their productivity as they choose.

This human quality gives rise to need for motivation.

Motivation is one of the most important factors affecting human behavior. Motivation not

only affects other factors like perception and Learning but also affect the total performance of an

individual in organizational setting. This is the reason why managers attach great importance to

motivation in an organization.

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 reached, referred

to as the Hawthorne studies, conducted by Elton Mayo from 1924 to 1932(Dickson, 1973). This

study found employees are not motivated solely by money and employee behavior is linked to

their attitudes (Dickson, 1973)

The Hawthorne studies began the human relations approach to management, where by the

needs and motivations of employees become the primary focus of managers (Bedeian, 1993).

RESEARCH PROBLEM

The research problem in this study is associated with the motivation of employees of

SUPERTECH LIMITED. There are a variety of factors that influence a person’s level of

motivation. Some of these factors include

1. The pay and benefits

2. The perceived fairness of promotion system within a company

3. Quality of the working conditions

4. Leadership and social relationships

5. Employee recognition

6. Job security

7. Career development opportunities etc.

Motivated employees are a great asset to any organization. It is because the motivation

and Job Satisfaction is clearly linked. Hence this study is focusing on the employee motivation in

the organization.

SIGNIFICANCE OF THE STUDY:

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

motivational program is essential to achieve goal of the organization. If efficient motivational

programmes of employees are made not only in this particular organization but also any other

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

culture.

Motivation has variety of effects. These effects may be seen in the context of an

individual’s physical and mental health, productivity, absenteeism and turnover. Employee delight

has to be managed in more than one way. This helps in retaining and nurturing the true believers.

This study helps the researcher to realize the importance of effective employee

motivation. This research study examines types and levels of employee motivational programs and

also discusses management ideas that can be utilized to innovate employee motivation. It helps to

provide insights to support future research regarding strategic guidance for organizations that are

both providing and using reward/recognition programs.

OBJECTIVES OF THE STUDY:

1. To analyze and examine the effectiveness of Motivation Programmes in

SUPERTECH LIMITED

2. To study the effect of monetary and non-monetary benefits provided by the organization

on the employee’s performance.

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

4. To study the employee’s opinion on the Motivation in SUPERTECH LIMITED

LIMITATIONS OF THE STUDY:

The project is done for the period of 45 days the information gathered may not be 100%

percent accurate and thus have the following limitations.

1. This study covers those employees who are working at SUPERTECH LIMITED.

2. The understand and knowledge may vary from person to person. The replied gives by the

respondents are taken for granted, though they are not uniform.

3. Since names are mentioned in most of questionnaires, most of the employees answered

favorable to the company. This might have led to wring finding in the study.

4. The interpretation being based on percentage method is not definite.

5. The report is subjects to changes with fast changing scenario.

METHODOLOGY:

SCOPE:

1. The study is aimed at finding out the employees opinions of SUPERTECH LIMITED.

2. The research as taken up 50 samples for study.

3. The information obtained from the primary and secondary data was limited to

SUPERTECH LIMITED..

4. The study is restricted to a particular area (NOIDA).

Sample Design

A sample design is a finite plan for obtaining a sample from a given population. Simple

Random sampling is used for this study.

Sample Size

Number of the sampling units selected from the population is called the size of the sample.

Sample of 50 respondents were obtained from the population.

Sources of Information:

The data were collected through Primary and secondary sources.

Primary Source:

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

questionnaire.

Secondary Source:

The secondary data mainly consists of data and information collected from records,

company websites and also discussion with the management of the organization. Secondary data

was also collected from journals, magazines and books.

Questionnaire:

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

performance of the test system as well as information on specific components of the system. A

defeated questionnaire was carefully prepared and specially numbered. The questions were

arranged in proper order, in accordance with the relevance.

Tools and Techniques:

Chi-square test is used to test the hypothesis and draw inferences

CHAPTER: 2

LITERATURE REVIEW

INTRODUCTION

Rensis Likerthas called motivation as the core of management. Motivation is an effective

instrument in the hands of the management in inspiring the work force .It is the major task of

every manager to motivate his subordinate or to create the will to work among the subordinates. It

should also be remembered that the worker may be immensely capable of doing some work,

nothing can be achieved if he is not willing to work .creation of a will to work is motivation in

simple but true sense of term.

Motivation is an important function which very manager performs for actuating the people

to work for accomplishment of objectives of the organization .Issuance of well conceived

instructions and orders does not mean that they will be followed .A manager has to make

appropriate use of motivation to enthuse the employees to follow them. Effective motivation

succeeds not only in having an order accepted but also in gaining a determination to see that it is

executed efficiently and effectively.

In order to motivate workers to work for the organizational goals, the managers must

determine the motives or needs of the workers and provide an environment in which appropriate

incentives are available for their satisfaction .If the management is successful in doing so; it will

also be successful in increasing the willingness of the workers to work. This will increase

efficiency and effectiveness of the organization .There will be better utilization of resources and

workers abilities and capacities.

The concept of motivation:

The word motivation has been derived from motive which means any idea, need or

emotion that promotes a man into action. Whatever may be the behavior of man, there is some

stimulus behind it .Stimulus is dependent upon the motive of the person concerned. Motive can be

known by studying his needs and desires.

There is no universal theory that can explain the factors influencing motives which control

mans behavior at any particular point of time. In general, the different motives operate at different

times among different people and influence their behaviors. The process of motivation studies the

motives of individuals which cause different type of behavior.

Meaning of motivation:

Motivation has been variously defined by scholars. Usually one or more of these words

are included in the definition: desires, wants, aims, goals, drives, movies and incentives.

Motivation is derived from the Latin word ‘Move on’ which means “to move”.

Human motives are internalized goals within individuals. A motive is an inner state that

energies activates, or moves and directs or channels behavior towards goals.

Definition:

1. Motivation is the complex forces starting and keeping a person at work in the organization.

2. Motivation is the various drives within or environmental forces surrounding individual that

stimulate or attract them in a specific manner.

3. Motivation is the art of understanding motives satisfying them to direct and sustain

behavior towards the accomplishment of organization goals.

4. Motivation is the process of operating organizational conditions which will impel

employees of any emotion or desire operation one’s will and prompting or driving at it to

action.

Motivation consists of the three interaction and interdependent elements of needs, drives

and goals.

Needs:

These are the deficient, and create whenever there is a physiological or psychological

imbalance.

Drive or motives:

These are set to alleviate needs. These are action oriented and provide an energizing thrust

toward goal accomplishment. They are the very heart of the motivation process.

Goal:

Goals are anything which will alleviate a need and reduce a drive.

Nature of motivation:

Following are some of the characteristics of motivation derive from the definitions given

by various authors.

1. Based on motives: Motivation is base on individuals motive which are internal to individual.

These motives are in the form of feeling that the individual lacks something.

2. Goal directed behavior: Motivation Leads to goal directed behavior. A goal directed behavior

is one which satisfied the causes for which behavior takes place. Motivation has profound

influence on human behavior.

3. Related to satisfaction: Motivation is related to satisfaction. Satisfaction is refers to the

contentment experiences of an individual which we derives out of needs fulfillment.

4. Complex process: Motivation is a complex process; complexity emerges because of the nature

if needs a types of behavior that need attempted to satisfied those needs.

Significance of Motivation:

Motivation involves getting the members of the group to pull weight effectively, to give

their loyalty to the group, to carry out properly the purpose of the organization. The following

results may be expected if the employees are properly motivated.

1. The workforce will be better satisfied if the management provides them with opportunities

to fulfill their physiological and psychological needs. The workers will cooperate

voluntarily with the management and will contribute their maximum towards the goals of

the enterprise.

2. Workers will tend to be as efficient as possible by improving upon their skills and

knowledge so that they are able to contribute to the progress of the organization. This will

also result in increased productivity.

3. The rates of labor’s turnover and absenteeism among the workers will be low.

4. There will be good human relations in the organization as friction among the workers

themselves and between the workers and the management will decrease.

5. The number of complaints and grievances will come down. Accident will also be low.

6. There will be increase in the quantity and quality of products. Wastage and scrap will be

less. Better quality of products will also increase the public image of the business.

Types of needs:

There are many needs which an individual may have and there are various ways in which

may be classified? Needs may be natural, biological phenomenon in an individual or these may

develop over the period of time through learning. Thus, need may be grouped into 3 categories:

1. Primary need

2. Secondary need

3. General needs

1) Primary needs: These are also known as physiological, biological, basic, or unclear needs.

These needs are common in human beings through their intensity differs.

2) Secondary needs: As contrast to primary needs, these are not natural but are learned by the

individual through experience and interaction. Emergency of these needs depends in learning.

3) General needs: Through a separate classification for general needs is not always given, such a

category seems necessary because there are a number of needs which lie in the grey area between

the primary and secondary needs. In fact, there are certain needs such as need for competence,

curiosity, manipulation, affection, etc.

Theories of Motivation:

Understanding what motivated employees and how they were motivated was the focus of

many researchers following the publication of the Hawthorne study results (Terpstra, 1979). Six

major approaches that have led to our understanding of motivation are McClelland’s Achievement

Need Theory, Behavior Modification theory; Abraham H Mallows need hierarchy or Deficient

theory of motivation. J.S. Adam’s Equity Theory, Vroom’s Expectation Theory, Two factor

Theory.

McClelland’s Achievement Need Theory:

According to McClelland there are three types of needs

Need for Achievement (n Ach):

This need is the strongest and lasting motivating factor. Particularly in case of persons

who satisfy the other needs. They are constantly pre occupied with a desire for improvement and

lack for situation in which successful outcomes are directly correlated with their efforts. They set

more difficult but achievable goals for themselves because success with easily achievable goals

hardly provides a sense of achievement.

Need for Power (n Pow):

It is the desire to control the behavior of the other people and to manipulate the

surroundings. Power motivations positive applications results in domestic leadership style, while it

negative application tends autocratic style.

Need for affiliation (n Aff):

It is the related to social needs and creates friendship. This results in formation of informal

groups or social circle.

Behavioral Modification Theory:

According to this theory people behavior is the outcome of favorable and unfavorable past

circumstances. This theory is based on learning theory. Skinner conducted his researches among

rats and school children. He found that stimulus for desirable behavior could be strengthened by

rewarding it at the earliest. In the industrial situation, this relevance of this theory may be found in

the installation of financial and non financial incentives.

More immediate is the reward and stimulation or it motivates it. Withdrawal of reward

incase of low standard work may also produce the desired result. However, researches show that it is

generally more effective to reward desired behavior than to punish undesired behavior. The water

but you cannot force it to drink; it will drink only if it's thirsty - so with people. They will do what

they want to do or otherwise.

Abraham Maslow 's hierarchy of human needs :

This theory is the most widely discussed theory of motivation.

The theory can be summarized as thus:

Human beings have wants and desires which influence their behavior; only

unsatisfied needs can influence behavior, satisfied needs cannot.

Since needs are many, they are arranged in order of importance, from the basic to

the complex.

The person advances to the next level of needs only after the lower Level need is at

least minimally satisfied.

http://en.wikipedia.org/wiki/Maslow's_hierarchy_of_needs

http://en.wikipedia.org/wiki/Abraham_Maslow

The further the progress up the hierarchy, the more individuality, humanness and

psychological health a person will show.

The needs, listed from basic (lowest, earliest) to most complex (highest, Latest) are as

follows:

Self actualization

Self esteem

Social

Safety & security

Physiological

J.S Adams Equity Theory :

Employee compares her/his job inputs outcome ratio with that of reference. If the

employee perceiv es inequity, she/he will act to correct the inequity: lower productivity, reduced

quality, increased absenteeism, voluntary resignation.

Vroom’s Expectation Theory:

Self- Actualizatio

n

Ego Needs

Social Needs

Safety Needs

Physiological Needs

Vroom’s theory is based on the belief that employee effort will lead to performance and

performance will lead to rewards (Vroom, 1964). Reward may be either positive or negative. The

more positive the reward the more likely the employee will be highly motivated. Conversely, the

more negative the reward the less likely the employee will be motivated.

Two Factor Theory:

Douglas McGregor introduced the theory with the help of two views; X assumptions are

Conservative in style Assumptions are modern in style.

X Theory

Individuals inherently dislike work.

People must be coerced or controlled to do work to achieve the objectives.

People prefer to be directed

Y Theory

People view work as being as natural as play and rest

People will exercise self direction and control towards achieving objectives they are

Committed to People learn to accept and seek responsibility.

Incentives

An incentive is something which stimulates a person towards some goal. It activates human needs

and creates the desire to work. Thus, an incentive is a means of motivation. In organizations,

increase in incentive leads to better performance and vice versa.

2.7.1 Need for Incentives

Man is a wanting animal. He continues to want something or other. He is never fully satisfied. If

one need is satisfied, the other need need arises. In order to motivate the employees, the

management should try to satisfy their needs. For this purpose, both financial and non financial

incentives may be used by the management to motivate the workers. Financial incentives or

motivators are those which are associated with money. They include wages and salaries, fringe

benefits, bonus, retirement benefits etc. Non financial motivators are those which are not

associated with monetary rewards. They include intangible incentives like ego-satisfaction, self-

actualization and responsibility.

INCENTIVES

Financial Incentives Non-financial incentives

- Wages and Salaries. - Competition

- Bonus - Group recognition

- Medical reimbursement - Job security

- Insurance - Praise

- Housing facility - Knowledge of result

- Retirement benefits. - Workers participation.

- Suggestion system.

- Opportunities for growth

2.8 Motivation is the key to performance improvement

There is an old saying you can take a horse to the water but you cannot force it to drink; it will

drink only if it's thirsty - so with people. They will do what they want to do or otherwise motivated

to do. Whether it is to excel on the workshop floor or in the 'ivory tower' they must be motivated

or driven to it, either by themselves or through external stimulus.

Are they born with the self-motivation or drive? Yes and no. If no, they can be motivated, for

motivation is a skill which can and must be learnt. This is essential for any business to survive and

succeed.

Performance is considered to be a function of ability and motivation, thus:

Job performance =f(ability)(motivation)

Ability in turn depends on education, experience and training and its improvement is a slow and

long process. On the other hand motivation can be improved quickly. There are many options and

an uninitiated manager may not even know where to start. As a guideline, there are broadly seven

strategies for motivation.

There are broadly seven strategies for motivation.

Positive reinforcement / high expectations

Effective discipline and punishment

Treating people fairly

Satisfying employees needs

Setting work related goals

Restructuring jobs

Base rewards on job performance

Essentially, there is a gap between an individual’s actual state and some desired state and the

manager tries to reduce this gap. Motivation is, in effect, a means to reduce and manipulate this

gap.

Types of motivation:

There are 2 types of motivation. They are

1. Positive motivation.

2. Negative motivation.

Positive motivation is a process of attempting to influence others to do your will through the

possibility of gain or reward. Incentive motivation is the pull mechanism.

Negative motivation or fear motivation is based force or fear. Fear causes person to act in a

certain way because they are afraid of the consequences if they don’t Fear motivation is the push

mechanism.

The objective of motivation is to create condition in which people are willingly to work with

zeal, initiative, interest and enthusiasm, with a high personal and group.

Moral satisfaction with a sense of responsibility, loyalty and discipline and with pride and

confidence in a most cohesive manner so that the goal of an organization are achieved effectively.

EMPLOYEE MOTIVATION IN THE WORK PLACE:

The job of a manager in the workplace is to get things done through employees. To do this

the manager should be able to motive employees. To understand motivation one must understand

human nature itself. Human nature can be very simple, yet very complex too. An understanding

and appreciation of this is a prerequisite of effective employee motivation in the workplace and

therefore effective management and leadership.

Motivation is the key to performance improvement:

Performance is considered to be a functional improvement:

Job performance =f (ability) (motivation)

Ability in turn depends on education, experience and training and its improvement is a

slow and long process. On the other hand it can be improved quickly. As a guideline, there are

broadly 7 strategies for motivation.

Positive reinforcement

Effective discipline and punishment

Treating people fairly

Satisfying employee needs

Setting work related goals

Restructuring job

Based rewards on job performance

Basic principles to remember by manager for motivating employees:

1. Motivating employees starts with motivating yourself

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

3. Key to support the motivation of your employees understands what motivates each of

them.

4. Recognize that supporting employees motivation is a process, not a task.

5. Support employee’s policies by using motivation by organization systems.

Worker motivation must also be viewed from 2 perspectives:

1. Inner drive

2. Outer (external) motivators.

A person’s inner drives push and propel him/her towards an employer, a particular job,

career, line of study, or other activity. The outer (external) motivators are the mirror image the

employer or outside world offers in response to the inner drives. In order to attract the “cream of

the crop” of available workers, same as in his/her dealings with customers, the employer not only

tries to satisfy these basic needs individual workers have.

Most workers need to:

1. Earn wages that will enable them to pay for basic necessities and additional luxuries such

as the purchase of a home, or travel

2. Save for and enjoy old age security benefits

3. Have medical and other insurance coverage

4. Acquire friends at work

5. Win recognition

6. Be acknowledge and rewarded for special efforts and contributions

7. Be able to advance in life and career-wise

8. Have opportunities for self-development

9. Improve their skills, knowledge, and know-how

10. Realize their ideal(s)

The employer responds to those needs by offering and providing:

1. Employment

2. Adequate pay

3. Assistance to workers for their special needs (such as child care arrangements,

transportation, flexible work schedule).

4. Job security

5. Clear company policies

6. Clear and organized work procedures

7. A safe work environment

8. Medical coverage and other benefits

9. An atmosphere of team work and cooperation

10. Social activities

11. Reward and recognition programs

12. Open lines of communication programs

13. Systematic feedback

14. Motivation programs

15. Opportunities for promotion

16. Company/business information

17. Information on customer feedback

18. Sharing of company goals and objectives

19. Information on the market situation and industry

20. Future expectations

It is important that the employer discover other extraordinary needs applicants have before

hiring them and know beforehand whether she/he can satisfy those needs or not. An employee

may have:

Family responsibilities and be unable to work shifts, over time, or weekends.

Heavy financial responsibilities which he/she can meet only by working at 2 jobs, leading

to exhaustion, “sick leave”, a deficient work performance

A desperate financial need for additional overtime and weekend remuneration

Premature expectations of swift promotions.

In addition to needs and drives, workers have expectations from their employer-they expect:

A knowledgeable, experienced, expert employer

Clear and fair policies, procedures, and employment practices

Business integrity

Clear job description

Two-way communication

Effective management and supervision

Positive discipline

Good company repute

Good customer relations

Company survival

Opportunity for personal growth

Company growth

A share in the company’s success.

Most of these needs, expectations and aspirations are unexpressed-it is up to the employer to

develop a good system of company communications, employee relations, Motivation that will lead

to an environment of openness, cooperation, team work, and motivation that will benefit all the

parties involved.

Motivational methods:

1. Building confidence:

Facing a challenge, meeting it and mastering it help build confidence.

2. Team building:

Team unite and work together when they identify a common purpose whether the aim is

the tallest tower made out of newspaper, or a game of rounder’s on the park. Competition in teams

or groups creates teams and ignites team effort

3. Coaching and Training:

Games and activities provide a perfect vehicle for explaining the Motivation process (‘train

the trainer’ for example) to managers, team leaders and trainers.

4. Personal motivation style and learning:

Everyone is different. Taking part in new games and activities outside of the work situation

illustrates people’s different strengths and working style preferences. Mutual respect develops

when people see skills and attributes in others that they didn’t know existed.

5. Continual development:

Introducing people, staff or employees to new experiences opens their minds to new

avenues of personal development, and emphasizes the opportunity for continuous learning that is

available to us all.

6. Improving empathy and communications for motivation

To communicate we must understanding the other person. Empathy and intuitive skills are

right-side brain of the brain, which we use when we communicate and understand others. Team

activities and games promote communications and better mutual understanding-essential for good

organizational performance.

CHAPTER: 3

THE COMPANY

COMPANY PROFILE

Supertech Group, founded in 1988 , has set new trends and benchmarks of architectural excellence

in the contemporary global scenario. An ISO 9001:2000 certified company; Supertech has

successfully completed 20 years in real estate business and today it has revolutionized the real

estate arena. Under the dynamic and pragmatic leadership of Mr.

R.K.Arora, Chairman & CMD and experienced Board Members, Supertech Group is

scaling new heights and touched the horizon of excellence. Their vision and entrepreneurial

acumen and have taken the group to the greater heights.

All this dedication and commitment has enabled us to receive the coveted “Udyog Ratan

Award”, 2001 for unparalleled contribution to this area. The greatest contributory factor to this

landmark achievement is the vision of Mr. R.K. Arora whose entrepreneurial skills and business

acumen have steered the group diligently on a growth path. Mr. Arora has also been bestowed

with “Excellence Award” for the year 2001 for his outstanding contributions to real estate

industry.

Supertech Group has already converted more than 33 million sq. ft. area of residential and

commercial entity into architectural landmarks and more than 36 projects that accommodates

nearly 30000 families. Its various projects viz. Residential & Commercial Townships, Shopping

Malls, Hotels and IT Parks have either completed or about to complete. We are inspired by our

clients to endeavour the dreams turning into reality. Our commitment to deliver quality with

aesthetic design surges ahead with the enterprising

vision of creating value through excellence. world class architecture shows true modern lifestyle.

In a span of 20 years, Supertech Limited has achieved an impressive growth. The annual turnover

for the year ending 31st March 2012 stands at 1410 crores and profit after

tax(PAT) at 110 crores. The tangible net worth of Supertech Limited is more than

430 crores as on 31st March 2012. „Supertech‟ as a brand name is registered with the

registrar of Trade Marks . The group has completed three shopping malls called “Shopprix”

at sector-61, Noida, sector-5 Vaishali and Kaushambhi, Ghaziabad respectively. The Group

has completed group housing projects like “Supertech Residency”, “Supertech Estate” at

Vaishali, Housing project “Rameshwar Orchid” at Kaushambhi and Housing Project “Icon”

at Indrapuram, Ghaziabad, Emerald Court, at Expressway Noida. The presently ongoing

projects of the group include Residential Townships, Large Group Housing Complexes,

Commercial Complexes, Multi Cineplex‟s & 5 Star Hotel Projects etc.

COMPANY’S CHAIRMAN PROFILE

R K Arora (Chairman & Managing Director)

Mr. R K Arora is a Chairman & Managing Director of the Supertech Ltd. He has reappointed on

April 2012 by the board of directors in 16th Annual General Meeting. He has a good entrepreneur

skills which leads to the organization to maintain a sustainable growth. He is B.E. in civil

engineering & has more than 28 years experience of this sector. He has also get Excellence Award

for the year 2001 for his outstanding contribution to real estate industry.

In Board Of Directors company also have 5 other directors who have a great entrepreneur &

business skills whish leads organization to achieve a sustainable growth. They all have a more

than 18 year of experience of different market sectors or corporate world.

Board of Directors-

Mrs. Sangita Arora (JMD)

Mr. Mohit Arora Mr. Anil Sharma(Director) (Director)

Mr. G.L.Khera Mr. Vikas Kansal(Director) (Director)

Corporate Social Responsibility (CSR)-

Realty major Supertech Ltd., a socially aware company, is significantly contributing towards

growth of the society. The company is aware about its social responsibility to give back a certain

share to the socio-economic growth. As part of the CSR the various initiatives of the company

include:

Supertech provide public amenities like running of community centers, adoption and maintenance

of parks and walkways where families spend time together further enriching their lives. The need

of the project area and CSR programmes are developed keeping in mind the identified need. Also,

provision of ample greenery and open space at our residential projects.

The company believes in Social responsibility is about giving something back, and we do this

with every project we take on. It believes in giving their clients a place to live, work and flourish.

It builds developments that enhance their surroundings that enrich people's lives.

The company has just started 'Kaksha' a CSR activity at its ongoing projects to educate the poor

children in the area and the labourers working at construction project. The programme is an

initiative of "Supertech Foundation" a Trust established by Mr. R. K. Arora and his family

members.

Quality Policy-

Supertech Group has been awarded an internationally recognized ISO 9001:2001 certification and

“Udyog Ratan” Award for its quality standard. Supertech Group is constantly working towards

creating new benchmarks of architectural excellence in the contemporary global environment. In

this new environment, the demand for multi-faceted real estate development has become crucial

for keeping pace with the progress. Capitalizing on these demand dynamics, we at Supertech

Group have always taken new initiatives and emerged as one of the prominent entities.

Supertech introducing quality into every aspect of the Company ranging from Process, Human

Resource, Technology and Services to create an all-encompassing quality culture. Developing

collective willingness towards the discipline of doing things right by using perfect planning &

state of the art technology and delivering highest quality Standard to the clients. Our strong

Quality Consciousness and quest for continuous up gradation for ultra modern life-style and

luxurious living standard. Our clients‟ interests are paramount priority for us. We want all our

clients' investment to be safe & profitable.

We always try to research, innovate and improve on service quality. We also provide the most

accurate information and added value in order to fulfil our clients‟ demands.

Organization Chart

Board of Directors

R.K. Arora Sangeeta Arora(Chairman & Managing Director) (Joint Managing Director)

Director-IT Director-Projects Company Secretary CFO Director(Mktg & Sales)

Vice president (HR)VP/AVP VP/AVP

SGM/GM GM-HR Project Head GM(Accounts) GM(Finance)

GM(Mktg)

Mgr. Mgr. Mgr.

AM-IT AM-HR Engineers AM-Acct. AM-Fin. AM/TL-Sales

EXEC.-IT EXEC.-IT EXEC.-HR EXEC.-HR SUPERVISOR SUPERVISOR EXEC.-ACC. EXEC.-ACC EXEC.-FIN. EXEC.-FIN EXEC EXEC.

COMPANY’S NEW PROJECT

SUPERNOVA

SUPERNOVA

It is the most awaited project of Supertech Limited. Supertech Group, after the successful launch

of North Eye-North, India‟s tallest residential development, has launched Supertech Supernova,

situated in NOIDA. This splendid project, which is the biggest project in North India, has mixed-

use development spread over the area of 5 million sq. ft. The new township is set on beautiful lush

green area to offer its residents luxurious lifestyle. Each plot has 70% open area. The project

involves a 300 meter tall building that is going to be the tallest in North India.

Supertech Supernova is build by keeping in mind the necessities of prominent clients who desire

to have luxurious lifestyle, and it is comprised with all modern facilities like well appointed

apartments with modern conveniences such as a clubhouse, jogging track, swimming pool and

more. Supernova is having five towers. “Spira” – is the iconic tower, which is India‟s tallest

mixed use development having 80 floors which stands at 300 meters. Supertech Supernova is

offering mixed use development and offering Residential, Serviced Apartment, Hotels, Shopping

Malls, Office Spaces and Recreational centres. Mixed use development and its benefits redefine

this project as an Epicentre. This project reveals luxurious amenities, world class modern

conveniences all around inside this complex.

This project is very well scheduled and designed with prominent architects and consultants, who

are working to offer high class facilities with long-lasting designs. Supertech Supernova as a

residential community is contained with two luxurious hotels, premium and luxurious retail brands

offices, deluxe residences, fully furnished serviced apartments, free entry and exits for all verticals

etc.

Revenue Model of this project is as under:

Particulars Of Project Revenue Model

Hotel-1(Super Luxury) Revenue from operations of Hotel

Hotel-2(Five Star) Revenue from operations of Hotel

Retail Lease Model

Office Area 50% sale 50% Lease

Service Apartments Revenue From Operations

High end residential Apartments/ Sale Model

Cost of Project & Means of Finance

(Rs. in Crores)

Cost of Project OrignalPayment for Land(During Construction Period) 397.66Interest Cost paid to NOIDA Authority 378.73Construction Cost 1241.34Consultancy, Admin & Marketing Expenses 136.26Interest During Construction Period 180.71

TOTAL 2334.7Means Of FinanceLoan From Bank/FI 735.58Promoters Contribution(By way of Capital & Unsecured Loan) 527.49Advances From Buyers 1071.63

TOTAL 2334.7

Detail Of Towers

Name Of Spira Hotel & Nova East Nova West AstralisTower Serviced

ApartmentNo. Of 79 45 39 38 28Floors

The Table Containing Combination of various segments in Different towers is as follows:

Vari

ous Tower Location In tower Units Total No. Of Floors

Resid

entia

l inT

ower

Spira(4BHK+3BHK) 5th To 17th Floor 8 13

Nova East(4BHK+3BHK) 5th To 39th Floor 8 35Nova West(3BHK+2BHK) 5th To 38th Floor 8 34

Spira 53rd To 75th Floor 51 23

Hotel Tower 30th To 45th Floor 40 16

Serv

iced

Apar

tmen

tin

Var

iuos

Tow

ers

Spira 41st To 51st Floor 28 11

Bran

ded

Resi

denc

(4BH

K) Hotel Tower 5th To 28th Floor 4 24

Stud

ioAp

artm

ent

Spira 9th To 40th Floor 26 22

Payment Plan for Towers (Astralis, Nova, Spira)

Flexi Payment PlanWithin 15 days of Booking ₹ 5,00,000Within 60 days of Booking Balance of 10%*On completion of foundation 40%*

Down Payment On start of Ground Floor 9%*Booking Amount 5,00,000 On start of 5th Floor 9%*Within 15 days of Booking Balance of 10%* On start of 8th floor 9%*Within 30 days of Booking 85%* On start of 12th Floor 9%*Onpossession 5%* On Possession 5%*

* including all allied charges * includes all allied cahrges

Construction Link Payment PlanBooking Amount ₹5,00,000Withinn 45 Days Of Booking Balance of 10%*Withinn 60 Days Of Booking 10% of BSPOn Bhumi Poojan 10% of BSPOn Start of foundation Work 10%+25% of (LR)On Start of Ground Floor 7.5%+25% of (LR)On Start of 2nd Floor 7.5%+25% of (LR)On start of 5th Floor 7.5%+25% of (LR)On Start of 8th Floor 7.5%+50% Car Parking

7.5%+50% Car Parking+25%of

On Start of 12th FloorIFMS+25% of CRF


On Start of 15th FloorIFMS+25% of CRF


On Completion of super structureIFMS+25% of CRF


On Start of electrification workIFMS+25% of CRF

On offer of Possession 5%

CHAPTER: 4

DATA ANALYSIS

AND

INTERPRETATIONS

1. Which type of incentives motivates you more?

a) Monetary incentives

b) Non-financial incentives

c) Both

(Table 4.1.1)Particulars No. of

RespondentsPercentage

Monetary incentives 15 30Non-financial incentives 9 18Both 26 52Total 50 100

Monetary incentives Non-financial incentives Both0

10

20

30

40

50

60

30%

18%

52%

(Chart 4.1.a)

4.2.1 INTERPRETATION:

The table shows that 52% of the respondents are expressing that both financial and non-

financial incentives will equally motivate them, 18% are expressing non-financial incentives

motivates and 30% respondents says we only motivated through monetary incentives only.

Computation of Chi-square on the types of incentives motivates employees:

Null hypothesis (Ho): there is no significance difference between two departments i.e.

Human Resource and Finance department.

OBSERVED VALUES:

EXPECTED VALUES: Row total* column total

Grand total

S.NOORIGINAL

VALUE EXPECTED VALUE (Oi-Ei) (Oi-Ei)2 (Oi-Ei)2/Ei1 6 5.7 0.3 0.09 0.022 3 3.42 -0.42 0.18 0.063 10 9.88 0.12 0.01 04 9 9.3 -0.3 0.09 0.015 6 5.58 0.42 0.18 0.986 16 16.12 -0.12 0.01 0.23

TOTAL 1.43(Table 4.1.2)

χ2 calculated = 1.43

Tabulated value of χ2 for 2 degree of freedom at 5% level of significance is 5.488 (χ2 tabulated

= 5.488).

Departments

Monetarey

Incentives

Non-Financial

Incentives Both Total

HR 6 3 10 19

Finance 9 6 16 31

Total 15 9 26 50

Conclusion :

Since, χ2 calculated value is less than χ2 tabulated value (χ2 cal< χ2 tab),

therefore null hypothesis (Ho) is accepted at 5% level of significance and we may conclude that

two departments i.e. (Human Resource and Finance) do not differ significantly.

2. What factor De-motives you at work place?

a) Job profile

b) Company policy

c) Work environment

(Table 4.1.3)Particulars No. of Respondents Percentage

Job profile 14 28Company policy 16 32Work environment 20 40Total 50 100

Job profile Company policy Work environment

0

5

10

15

20

25

30

35

40

45

28%

32%

40%

(Chart 4.1.b)


The table shows that 40% of the respondents are de-motives with work environment and

32% with company policy and 28% of the respondents are de-motives with job profile. From this

it can be concluded that work environment and company policy are de-motives at work place.

3. How far you are satisfied with the incentives provided by the organizations?

a) Highly satisfied

b) Satisfiedc) Neutrald) Dissatisfiede) Highly dissatisfied

(Table 4.1.4)

Particulars No. of Respondents PercentageHighly satisfied 18 36Satisfied 29 58Neutral 3 6Dissatisfied 0 0Highly dissatisfied 0 0Total 50 100

Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied0

10

20

30

40

50

60

70

36%

58%

6%

0% 0%

(Chart 4.1.c)


The table shows that 36% of the respondents are highly satisfied and 58% of the

respondents are satisfied with incentives provided by the organization so we can conclude most

of the employees are satisfied with the incentives provided by the organization.

4. Does your Job improve your skills and abilities?

a) Yes

b) No

c) Never


Yes 32 64No 10 20Never 8 16Total 50 100

Yes No Never0

10

20

30

40

50

60

7064%

20%16%

(Chart 4.1.d)


64% of the respondents are agreed that their job improves their skills and abilities and

20% of the respondents agreed that their skills and abilities are not improves. It can be conclude

that their job improves their skills and abilities.

5. Do you think that the incentives and other benefits will influence your performance?

a) Influence

b) Does not influence

c) No opinion


Influence 32 64Does not influence 12 24No opinion 6 12Total 50 100

Influence Does not influence No opinion0

10

20

30

40

50

60

7064%

24%

12%

(Chart 4.1.e)


The table shows that 64% of the respondents those incentives and other benefits will

influence their performance,24% respondents says they are not influence their performance and

12% respondents did not say any opinion.

6. Management is really interested in motivating the employees?

a) Agree

b) Disagree

c) Neutral

Particulars No. of respondents PercentageAgree 25 50Disagree 18 36Neutral 7 14total 50 100

(Table 4.1.7)

Agree Disagree Neutral0

10

20

30

40

50

60

50%

36%

14%

(Chart 4.1.f)


From the above table 50% of the employees are agreed that the management is really interested

in motivating the employees and 36% of the employees are disagreed and 14% are neutral.So it

can be concluded that management is really interested in motivate the employees in organization.

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

department?

a) YES

b) No

c) Occasionally

Particulars No. of Respondents PercentageYes 47 94No 0 0Occasionally 3 6TOTAL 50 100

(Table 4.1.8)

Yes No Occasionally0

10

20

30

40

50

60

70

80

90

10094%

0

6%

(Chart 4.1.g)


The table shows 94% of the respondents agree that they the management involves them

in decision making which are connected their department.

8. Do you enthusiastic about your work?

a) Always

b) Sometimes

c) Never

Particulars No. of Respondents PercentageAlways 15 30Sometimes 30 60Never 5 10TOTAL 50 100

(Table4.1.9)

Always, 30%

Some-times, 60%

Never, 10%

PERCENTAGE

AlwaysSometimesNever

(Chart4.1.h)


From the above table, we can conclude that 60% of the respondents agreed that they feel

enthusiastic some times in their work.

9. Are you encouraged to come up with new and better ways of doing things?

a) Strongly agree b) agree c) Neutral d) Disagree e) Strongly disagree

Particulars No. of Respondents Percentage

Strongly agree 20 40agree 10 20Neutral 12 24Disagree 8 16

Strongly disagree 0 0TOTAL 50 100

(Table4.1.10)

Strongly agree agree Neutral Disagree Strongly disagree0

5

10

15

20

25

30

35

40

45

40%

20%24%

16%

0%

(Chart4.1.i)


From the above table we can conclude that 40% of the employees agreed that they are

encouraging to come up with new and better ways of doing things.

10. Have you been promoted at work in the last six months?

a ) Yes

b) No

Particulars No. of Respondents PercentageYes 18 36No 32 64Total 50 100

(Table4.1.11)

Yes, 36%

No, 64%

YesNo

(Chart4.1.j)


The table shows that 64% of the employees are not promoted from the last six months

and 36% of the employees are promoted. From this we can conclude that most of the employees

are not promoted.

11. Are you adequately recognized for your good work?

a) Agree

b) Disagree

c) neutral

Particulars No. of Respondents PercentageAgree 28 56 Disagree 10 20Neutral 12 24Total 50 100

(Table4.1.12)

Agree Disagree Neutral0

10

20

30

40

50

6056%

20% 24%

(Chart4.1.k)


The figure shows that 56% of the employees agreed that they are recognized for good work

and 20% are disagreed and 24% respondents are neutral.So it can conclude that most of the

employees recognized by their good work.

12. Rank the following factors which motivates you the most?

(Rank 1, 2, 3, 4… respectively)

No. Factors Rank1 Salary increase 2 Promotion3 Leave4 Motivational talks5 `reorganization

Particulars No. of Respondents PercentageSalary increase 21 42Promotion 15 30Leave 3 6Motivational talks 5 10recognization 6 12Total 50 100

(Table4.1.13)

Salary increase Promotion Leave Motivational talks

recognization0

5

10

15

20

25

30

35

40

45 42%

30%

6%

10%12%

(Chart4.1.l)


The table shows that 42% of the respondents are responding that the increase in salary will

motivate them the most.

13. Have you been nominated for training & development programmes for the last 6 months?

a) Yes

b) No

Particulars No. of Respondents PercentageYes 30 60No 20 40Total 50 100

(Table4.1.14)

60%

40%

YesNo

(Chart4.1.m)


The table shows that 60% of the respondents are expressing that they are nominated for

training and development programme in the organization for the last 6 months.

14. Does the management provide continuous feed back in solving work related problems?

a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree

Particulars Number of Respondents PercentageStrongly agree 14 28 Agree 16 32Neutral 9 18Disagree 5 10Strongly Disagree 6 12TOTAL 50 100

(Table4.1.15)

Strongly agree

Agree Neutral Disagree Strongly Disagree

0

5

10

15

20

25

30

35

28%

32%

18%

10%12%

(Chart4.1.n)


The table shows that 28% of respondents strongly agreed and 32% agree that they are

getting feedback from management and 20% are neutral and 10% are disagree that they are not

getting feedback from the management.

15. Overall are you satisfied with your job?

a) Yes

b) No

Particulars Number of Respondents PercentageYes 28 56No 22 44TOTAL 50 100

(Table4.1.16)

Percentage0

10

20

30

40

50

60 56%

44%

YesNo

(Chart4.1.o)


The figure shows that 56% of the respondents are satisfied with their job and only 44% of

the respondents agreed that they are not satisfied with their job.It can be concluded that most of

the respondents are satisfied with their job.

CHAPTER: 5

SUMMARY

&

CONCLUSIONS

FINDINGS

The findings of the study are follows

The Supertech Limited has a well defined organization structure.

There is a harmonious relationship is exist in the organization between employees

and management.

The employees are really motivated by the management.

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

Most of the workers agreed that the company is eager in recognizing and acknowledging

their work.

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

Majority of the employees agreed that there job security to their present job.

The company is providing good safety measures for ensuring the employees safety.

From the study it is clear that most of employees agrees to the fact that performance

Appraisal activities and support from the coworkers in helpful to get motivated.

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

The incentives and other benefits will influence the performance of the employees

CONCLUSION

The study concludes that, the motivational program procedure in Supertech limited is

found effective but not highly effective. The study on employee motivation highlighted so many

factors which will help to motivate the employees. The study was conducted among 50

employees and collected information through structured questionnaire. The Study helped to

findings, which were related with employee motivational, programs which are provided in the

organization.

The performance appraisal activities really play a major role in motivating the employees

of the organization. It is a major factor that makes an employee feels good in his work and

results in his satisfaction too. The organization can still concentrate on specific areas which are

evolved from this study in order to make the motivational programs more effective. Only if the

employees are properly motivated- they work well and only if they work well the organization is

going to benefit out it. Steps should be taken to improve the motivational programs procedure in

the future. The suggestions of this report may help in this direction.

SUGGESTIONS

The suggestions for the findings from the study are follows

Most of the employees agree that the performance appraisal activities are helpful to

get motivated, so the company should try to improve performance appraisal system,

so that they can improve their performance.

Non financial plans should also be implemented; it can improve the productivity level of

the employees.

Organization should give importance to communication between employees and

gain co-ordination through it.

Skills of the employees should be appreciated.

Better carrier development opportunities should be given to the employees for their

improvement

If the centralized system of management is changed to a decentralized one, then there

would be active and committed participation of staff for the success of the organization

BIBLIOGRAPHY

BOOKS REFFERED

Wayne F. Cascio 2006, Managing Human Resources, TMH.

Aswathappa, 2006, Human Resource Management, 4th edition, TMH

K.Aswathappa, 2006, Organizational Behaviour- Text, Cases and games,

Himalaya Publishing House

Curtis w. cook and Phillip L.Hunsaker, 2006, Management and Organizational

Behaviour, Macgraw-Hill Irwin

Jyothi P. and DN Venkatesh-2006, Human Resource Management, Oxford University

press.

HRM Review July 2010. by Dr.G C NAG Adjunct Professor, IBS – Mumbai

WEB REFERENCES:

www.google.com

www.supertechlimited.com

www. motivationnaukrihub.com

www. humanresources.about.com

http://www.google.com/

ANNEXURE

QUESTIONNAIRE

Employee Name:

Age:

Sex:

Designation:

Department/Branch:

Marital status:

Salary:

1. Which Type Of Incentives Motivate You More?

a) Monetary Incentives

b) Non- Financial Incentives

c) Both

2. What factor de-motivates you at work place?

a) Job profile

b) Company policy

c) Work environment

3.How far you are satisfied with the incentives provided by the organisation.?

a) Highly satisfied

b) satisfied

c) neutral

4. Does your job improve your skills and abilities?

a) Yes

b) No

c) Never

5. Do you think that the incentives and other benefits will influence your performance?

a) Influence

b) Does not influence

c) No opinion

6. Management is really interested in motivating the employees?

a) Agree

b) Disagree

c) Neutral

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

department?

a) Yes

b) No

c) Occasionally

8. Do you enthusiastic about your work?

a) Always

b) Sometimes

c) Never

9. Are you encouraged to come up with new and better ways of doing things?

a) Strongly agree

b) Agree

c) Neutral

d) Disagree

e) Strongly disagree

10. Have you been promoted at work in the last six months?

a) Yes

b) No

11. Are you adequately recognized for your good work?

a) Agree

b) Disagree

c) Neutral

12. Rank the following factors which motivates you the most?

(Rank 1, 2, 3, 4… respectively)

No. Factors Rank1 Salary increase 2 Promotion3 Leave4 Motivational talks5 `reorganization

13. Have you been nominated for training & development programmes for the last 6 months?

a) Yes

b) No

14. Does the management provide continuous feed back in solving work related problems?

a) Strongly Agree

b) Agree

c) Neutral

d) Disagree

e) Strongly Disagree

15. Overall are you satisfied with your job?

a) Yes

b) No

Thank You………

Signature

jyoti raina

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