nag motivation

Reg.No. 110231819007

A REPORT ON THE INTERNSHIPAt

AUCTUS PHARMA LIMITEDHYDERABAD

FOURTH SEMESTER

By

B.NAGESWARARAO

Under the Guidance of

Mrs. M. NAGA LAKSHMI M.HRM.,

Submitted as a Partial Fulfillment for the Award of

MASTER’S DEGREE

IN

HUMAN RESOURCE MANAGEMENT

DEPARTMENT OF HUMAN RESOURCE MANAGEMENT PYDAH COLLEGE (P.G. COURSES)

Affiliated to Andhra UniversityVISAKHAPATNAM

2010-2012

DECLARATION

I am B.NAGESWARARAO studying M.H.R.M in PYDAH.

College (P.G Courses) here by declare that this project report entitled”

A STUDY ON MOTIVATION” in AUCTUS PHARMA LIMITED

“Hyderabad Has been submitted by me is my original work .The finding of

the report are based on the information collected by me during the study and

is not submitted for the award of MASTER OF HUMAN RESOPURCE

MANAGEMENT to the faculty of department of human resource

management, PYDAH, COLLEGE (P.G COURSES)

VISAKHAPATNAM.

Place: Visakhapatnam,

Date:

(B. Nageswararao)

CERTIFICATE

This is to certify that MR. B. NAGESWARARAO submitted the report on,

“MOTIVATION”at AUCTUS PHARMA LIMITED, HYDERABAD. Is

a in partial fulfillment for the award of the degree of Master of Human

Resource Management , ANDHRA UNIVERSITY for the academic year

2010-2012.

Place:Date: (Mrs.M.NAGALAKSHMI)

PREFACE

Discipline of organization reflects the state of well being of an individual working for that organization.

It indicates the satisfaction of employees and their motivational levels. Discipline reflects to obedience of rules and regulations by employees.

Which are framed by the organization for the smooth functioning of organization.

It is the most important element to any organization run effectively.

Acknowledgement

I express my sincere thanks and deep sense of gratitude to our respected

DIRECTOR Dr S. SARABANDI and head the department of Human

resource management Mrs.M.NAGALAKSHMI, PYDAH, COLLEGE,

Visakhapatnam for giving me an opportunity to undertake this project work.

I am grateful to Mrs.M.NAGALAKSHMI, Teacher guide for

helping me in timely completing this project and carrying out the report.

I would like to place my profound and sincere thanks to

Mr.A.RAMAKRISHNA H.R for allowing me to under go block field

work in the AUCTUS PHARMA LIMITED.

And also my sincere thanks to the management staff of auctus pharma

ltd, with a good response.

Lastly, I express my sincere thanks to all those who contributed

their part I preparation of this repor

(B. NAGESWARARAO)

CONTENTS

CHAPTER- I REVIEW OF LITERATURE

CHAPTER-II METHODOLOGY

CHAPTER-III ORGANISATION UNDER STUDY

AN OVER VIEW

CHAPTER-IV AN IN SIGHT INTO RESPONDENTS VIEWS

ARE DATA INTERPRETATION AND ANALYSIS

CHAPTER-V FINDINGS, SUGGESTIONS & CONCLUSION

APPENDIX

BIBLIOGRAPHY

CHAPTER- I

REVIEW OF LITERATURE

INTRODICTION

Most people are good people but can do better? And most people already know what to do, what is lacking is “Motivation”.

They greatest motivation comes from a person’s belief system that mean he needs to believe in what he does and accept responsibility for behavior and actions , their attitude toward life becomes positive. They became more productive personality and professionally. Every behavior comes out of “plan or gain “and professionally. Every the pain, that is the motivator. If the is grater than gain that is deterrent. We cannot motivate others we can in spire them to motivate themselves. We can create a conductive environment, which can be motivating . in order to inspire people to motivate themselves we need to understand their needs to understand their needs and specify how important these needs are to the motivation is like fire , unless you keep adding fuel to it dies. Performance of an individual depends of an ability backed by motivation. Ability refers to the skill and competence of the persons to complete a given task. Ability is alone is not enough .the person’s desire to accomplish the task is also necessary.

Motivation is something that encourages action of felling. To motivate means to encourage and propel you into action .in other words motivation can be defined as motivate for action. It is a force that can literally change your life.

Motivation is a means and not an end. It is instrumental in rising the morale of a person to put his mind and heart into the work in other words it is a moving force for a man to-do or not do the work. With out motivation it will be difficult for amen to accomplish the desired objectives with efficiency.

Motivation techniques are utilized to stimulate employee’s growth. Clarence fraises said that “you can buy a man’s physical presence at a given place: you can Evan buy a measured of skilled muscular motions per hour or day: but you cannot buy enthusiasm, you cannot buy loyalty: you cannot buy devotion of heart, minds and souls, you have to earn these things”

DEFINITIONS:

Motivation is the willingness to exert high levels of effort toward organizational goals condition by the efforts ability to satisfy some individual need. A need means, some internal state makes certain outcomes appear, attractive.

………Stephen P.Robbins.

Motivation refers to the degree of readiness an organism to pursue some designated goal, and implies the determination of the nature and locus of the forces, including the degree of readiness.

………….Encyclopedia of management.

Motivation is an inner felling it is a psychological phenomenon which generates with in the individual. Needs are feeling in the minds of person that he lacks a certain thing. Such feelings affect the behavior of person.

……………L.M.Prasad.

Motivation is the willingness to expend energy to achieve a goal or reward. It is a force that activates dormant energies and sets in motion the action of the people. It is the function that kinds a burning passion for action among the beings of an organization.

………………C.B.Memoria.

Objectives of motivation:

The purpose of motivation is to create condition in people are willing to work with zeal, initiative interest enthusiasm with a high personal and group moral satisfaction, with a sense of responsibility, loyalty and discipline and with pride and confidence in most cohesive manner so that the goals of an organization are achieved effectively.

Importance of motivation:

Motivation employees are always looking for better ways to do a job. It is the responsibility of manager to make employees look for better ways doing their jobs.

A motivated employee, generally, is, more quality oriented.

Highly motivated workers are more productive than apathetic workers. An appreciation of the nature of motivation is highly useful for managers.

Every organization requires human resources, in addition to functional and physical resources for it to function. There behavior dimension of HR are significant to the organization.

People must attracted not only ,to join the rogation but also remain in it people must perform the task for which they are hired and must do so in a dependable manner and people most go beyond their dependable role performance and engage in some from of creative, spontaneous and innovative behavior at work.

MOTIVATION PROCESS:

An unsatisfied need creates tension that tension that stimulates drive with in the individual. These drives generate a search behavior to find particular goals that, if attained, will satisfy the need and lead to the reduction form tension. Therefore we can say that motivated employees are in a state of tension. To relieve this tension, they exert effort. The greater the tension, the higher the effort level if his effort successfully leads to the satisfaction of the needs tension is reduced.

THEORIES OF MOTIVATION:

1. Maslow,s Hierarchy of needs theory:

Maslow ,s hypothesized that with in every human being there exists a hierarchy of following five needs.

Hierarchy of needs:

Physiological needs:

These needs include hunger, thirst, shelter,sex and other bodily needs.

Safety needs:

These needs include security protection from physical and emotional harm...

Self act

Esteem needs

Social needs

Security safety needs

Physiological n

eeds

Social needs:

These needs include affection, belongingness, acceptance and friendship.

Esteem needs:

These needs internal esteem factors such as self-respect, autonomy, and achievement and external factors such as status, recognition and attention.

Self actualization:

The drive to become what one is capable of becoming includes growth, achieving ones, potential self-fulfillment.

As each of these needs becomes substantially satisfied the next need becomes domination. Motivation theory says that although no need is gratified, a substantially satisfied needs no longer motivates.Maslow.

Separated the five needs into higher and lower orders. Physiological and safety needs are described, as lower order needs. And social, esteem and self actualization needs are higher order needs. The differentiation between the two orders was made the premise that higher order needs are satisfied externally where as lower order needs are predominantly satisfied externally. All permanently employee workers have there lower order needs substantially met.

Essence of the theory:

Human beings have wants and desires, which can influence their behaviors. Only unsatisfied need can influence the behavior of an employee. Satisfied need don’t act as motivators.

Since needs are many, they are arranged in the order of their importance, from basic of complex.

The person advances to the next level of hierarchy or from the basic to complex only when the lower level needs is, at minimum satisfied.

Further up-the hierarchy the person is able to go, the individually, humaneness, psychological health he or she will display.

The satisfaction of primary needs dies not produce contentment. The secondary needs acquire the power to motivate.

2) THEORY X AND THEORY Y:

Douglas Mc Gregor proposed tow distinct views of human beings one basically negative, labeled. Theory X, and the other basically positive, labeled Theory Y. After viewing the way manager dealt with employees he concluded that a manager’s view of the nature human beings is based on some assumptions and that he or she hence mould his behavior toward sub-ordinates according to these assumptions.

A. According to Theory X:

Employees inherently dislike work and whenever possible will attempt to avoid.

Since employees dislike work, they must be co-erased or threatened with punish to achieve goals.

Employees will avoid responsibilities and seek formula direction whenever possible.

Most workers place security above all other factors associated with work and will display little ambition.

B. According Theory Y:

Employees can view word as being as rest of play.

People will exercise self-direction and self if control if they are committed to the objectives.

The average persons can learn to even seek responsibility.

The ability to make innovate decisions is widely dispersed thought out the population and is not necessarily the sole promise of those in management problems.

Theory X assumes that lower orders needs dominate individuals.

Theory Y assumes that higher orders needs dominate individuals.

C. HERTZBERG’S MOTIVATION HYGIENE THEROY:

HYGIENE FACTORS:

A. Company policy and administration.

B. Supervision.

C. Relationship with supervision.

D. Working condition.

E. Salary.

F. Relation with peers.

G. Personal life.

H. Relationship with supervision.

I. Status.

J. Security.MOTIVATIONAL FACTORS:

A. Recognition.

B. Growth.

C. Advancement.

D. Responsibilities.

E. Work it self.

F. Achievement.

When the employee feel good about their jobs, certain factors tend to consistently related to job satisfaction and factors contributes to job satisfaction are motivational factors or intrinsic factors were dissatisfaction, they tended to cite extrinsic factors hygiene factors.

The factors leading to job satisfaction are separate distinct from those that lead to job dissatisfaction. By acting to eliminate factors that can create job dissatisfaction, one can bring about peace, but not necessarily motivation if you want to motivate employee, Hertzberg suggests emphasizing achievement, reorganization the work itself responsibility advancement and growth.

Satisfaction is affected by motivators and dissatisfaction is by hygiene factors.

Criticisms of theory:The procedure adapted by him is limited by its

methodology when things are going well people claim credit themselves contrarily they blame failures on the extrinsic environment.

The theory provides an explanation of the satisfaction; it is not really a theory of motivation.

It ignores situational variables. It assumes relationship between satisfaction and productivity but the

research methodology he used looked only at satisfaction. The two factors are not actually distinct both motivators’ and hygiene

factors contribute to satisfaction as well as dissatisfaction. Emphasis on motivators not on hygiene factors.

4) Vroom’s expectancy model:

Expectancy theory is based on the idea that work effort is directed to wards behavior that people believe will lead to desired out come. Though experience, we develop expectations about whether performance will tend to desired out comes. Finally we direct our efforts towards outcomes that helps us fulfill our needs, a basic premise of the expectancy theory is that employees are rational and impulsive. They think about what about what they have to do to be rewarded and how much the rewards means, to them before they perform their jobs.

Four variables:

First level and second level outcomes:

Performance achieved as a result of effort is the first level outcomes.

Example:Productivity, absenteeism, quality of work.

Second level outcomes are the rewards the first level outcomes are likely to produce.

Example:

Pay raise, promotion, peer acceptance, job security.

Expectancy:

The belief that a particular level of efforts be followed by a particular level of performance is called expectancy.

Instrumentality:

This is the perception by an individual that first level outcomes are associated with second level outcomes. It is ship between first and second level outcomes. It can have values tanking from -1to+1. A-1 indicates that the attainment of a second level outcome has occurred. +1 suggest that the ship between first level outcome and second level outcome instrumentality is: ‘0’.

Performance – to --- outcome.

Valence:

Valence is an individual performance for a second level outcome. Values ranking from negative to positive. Outcome having positive valence include being respected by friends and co workers, performing meaning full work, having job security and earning enough money to support self and family outcomes having negative valence are things that one wants to avoid, such as being passed over for promotion...

According to expectancy theory motivation is:

Expectancy * instrumentality * valence

If any of these variables is low, motivation is likely to be low.

Performance-satisfaction model (porter and Lawler):

The posit that motion. Performance and satisfaction are all separate variables and relate in ways different from traditional assumptions.

They point out that an effort (force or motivation) does not directly lead to a performance: it is mediated by abilities traits and role perception. After performance, the rewards that follows and how they are perceived will determine the satisfaction.

Guidelines for motivate their employees:

Place the right person on the right job.

Carefully explain to the employees what their roles are make sure that they understand their role.

Prescribe in concrete terms the actual performance level expected of the individual.

Make sure that the rewards dispersed are valued by the employees.

Types of motivation:

Motivation is classified into two those are

a. External motivation.b. Internal motivation.

External motivation:

It comes from out side such as money societal approval fame or fear examples of external motivation are fear of getting spoken by parents and fear of getting fried at work.

Advantages of fear motivation:

It gets the job done quickly.

It is instantaneous.

It prevents loss, by meeting deadlines.

In the short run the person’s performance may improve.

Disadvantage of fear motivation:

It is external which means the motivation is there while the motivator is there when the motivators go the motivation also goes.

Performance is limited to compliance.

In the long run, performance goes down.

It destroys creativity.

They get used to stick and then need a bigger stick.

A. Incentive motivation:

External motivation can also take the form of incentives bonuses. Commission and recognition.

Incentives consist of two types:

1) Financial incentives2) Non financial incentives.

Financial incentives:

In the light of the need hierarchy concept, in case of persons operating at the lower level, where the physiological needs not yet fully satisfied, money can be very power full motivator of human conduct however, as one rises higher in the management hierarchy and therefore in the needs hierarchy, money may still be important review of rising prices and inflation in India, but its importance diminishes and other non-financial incentives become more powerful.

It is necessary to have an adequate compensation program which will attract and retain key people of superior caliber in the organization. Such a program would also stimulate such person to improve their performance. Monetary compensation can be used to reward significant achievement made by them compensation program.An effective compensation program would have a base pay and an incentives element besides fringe benefits. The base pay be equitable when compared with salaries prevailing outside and with in term organization for similar jobs. The base pay represents the long term value of the position while the commission and bonus type of payments are the short term values.

A fringe benefit like provident fond free medical treatment etc. does not generally motivate an individual. Because after some time these are taken for granted. At the most may generate loyalty towards the organization. Motivational value of a particular item of fringe depends on how it is perceived by the employee to satisfy his particular need or needs. Well-perceived fringe benefits can only make them employees more loyal.

Non financial incentives:

The employee must be made to fell that he has achieved some thing through his contribution, such a feeling of achieved can motivate him to extra effort however, achievement can motivate him to extra effort however, and achievement should be followed by recognition. Human beings want other to know of their accomplishments. Therefore, the person who has achieved something should be praised in public and given recognition in the manner.

The need for self actualization is present in almost every human being and should be stimulated providing opportunities for growth and promotion.

Some of financial incentives are as flows:

Providing responsibility through job enlargement.

Providing involvement or participation.

Creating a sense of achievement.

Providing recognition for accomplishment.

Offering inducement of promotion and growth as a result of effective performance.

B. Internal motivation:

It is the inner gratification not for success or winning, but for the fulfillment that comes from having done it. It is feeling of accomplishment rather than just achieving a goal. Reaching an unworthily goal does not give the gratifying feeling. Internal motion is lasting. Because it comes from within and translates into self motivation.

The two most important motivating factors are recognition and responsibility. Recognition means being appreciated: being treated with respect dignity: and felling a sense of belonging. Responsibility gives a person a feeling of belonging and ownership. Lack of responsibility can become demonizing.

Motivating Factors:

The greast motivator is belief we have to inoculate in ourselves the belief that we are responsible for our actions and behavior. When people accept responsibility everything improves: quality, productivity relationship and team work.

Few motivators are:

Give recognition.

Give respect.

Make-work interesting.

Be a good listener.

Throw a challenge.

Help but don’t do for others they should do themselves.

De motivating factors:

Unfair criticism.

Negative criticism.

Public humiliation.

Rewarding the non-performer, which can be motivating for the perform.

Failure or fear of failure.

Lack of direction.

Low of measurable objectives.

Low self –esteem.

Lack of priorities.

Negative self-talk.

Office politics.

Unfair treatment.

Poor standards.

Frequent change.

Responsibility without authority.

Motivation comes from excitement and excitement does not come unless there is commitment.

Commandments of effective motivation:

Recognize the individuals:

People are different physically and more important.Psychologically. Do not assume that all the members are motivated by the same needs or desires.

Make your sub-ordinates feel important:

Human beings want to be appreciated and like to feel important. Therefore, when relevant ask them their opinions and praise them in public and criticize them in private.

Guide rather than order:

The job of manager is to guide his sub-ordinates towards the attainment of the department goals. Instead of giving orders give suggestions. There will produce better results.

Set a good example:

The manager sets the style for this people. Subordinates are always watching their superior. Therefore, play up positive and be a person worth coping.

Shows confidence in your subordinates:

This will instill confident in them. Adopt the attitude that you are sure that do their best.

Listen attentively:

A good motivator wants first understand the facts. Listening can provide deeper understanding. Very often, mere act of listening and permitting the subordinate to talk without interruption results in the subordinate seeing the error of his own opinion.

Encourage participation:

Whenever possible, provide the subordinates with an opportunity take part in the decisions.

Do not be secretive:

Secretiveness induces frustration in the subordinates. Creates a feeling of belonging team spirit and group cohesiveness through communication.

EMPLOYEES OF MOTIVATING BY:

1. Job enrichment:

One of the ways to maximize employee’s satisfaction and productivity is to enhance the motivational factors on the job. Job enrichment refers to the vertical enlargement of a job by adding responsibility and opportunity for job personal growth. The content/discretion hypothesis is very essential for job enrichment. Content refers to additions to the job content and discretion entails increasing responsibility and providing opportunity to use one skill and abilities.

2 quality circles:

Quality circles are primarily based on the recognition of the value of employees as human being. Hence managers have to treat them with dignity and train them to accept responsibility and contribution to their job. It is a small group of employees in the same work area or doing similar type of work who voluntarily for about an hour every week to identify analyze and resolve work related problems not only to improve quality, productivity and the total performance of the organization. But also to enrich the quality of the work-life of the employees.

3 Work Redesign:

Work redesign is basically the change in the nature of the job of the employees as a motivational technique. Job rotation and enlargement can be used for this. Job rotation is a systematic movement of people from one job another job. Job enlargement, on the other hand, would necessitate giving more tasks to be performed by an employee in given day.

4 Flexible work hours:

Organizations frequently use modified work schedules to increase employee motivation. All the employees are required to work for certain core hours the rest of the hours can be flexible as long as eight hours of work per day has been done.

5 Democratization of work:

If workers have to be provided a sense of participation importance, pride, freedom and self-expression. It is necessary that are involve in the decision making powers with the lower levels in the organization so as to generate a feeling of involvement with the job and the organization.

6. Motivating professionals:

What motivator’s professionals? Money and promotions typically are low on their priority list. They are like tackle problems and find solutions. Their chief reward in their job is the work itself. If you are trying to motivate professionals, provide them with on going challenging projects, give them autonomy to follow their interest land allow them structure their work in ways that they find productive. Reward them with the educational opportunities, training and workshops, attending conferences that allow them to keep current in this field also reward them with recognition, and ask questions and engaging in other actions demonstrate to them that you are sincerely interested in what they are doing.

7 Motivating contingent workers:

Contingent employees don’t have the security or stability that permanent employees have what will motivate involveuntary temporary an obvious answer is the opportunity for permanent status. In those cases where permanent employees are sleeted from the pool of temporaries, temporaries will often work hard in hope of becoming permanent. A less obvious answer is to opportunity for training.

8 Motivating diversified workforce:

Not every one is motivated by money. Not everyone wants a challenging job. The needs of women, singles, immigrants, the physically disabled, senior citizens and others from diverse groups are not the same. If you are going to maxi me your employees’ motivation you have got to understanding and respond to this diversity. How? The key word to guide you should be flexibility. Be ready to like to reflect this employees varied needs. This might include offering child and elder care flexible work hours, and job sharing for employees with family responsibility.

CHAPTER-II

METHODOLOGY

TITLE THE STUDY:

MOTIVATION:

SEARCH METHODOLGY:

The analysis of data is the most skilled task in research process. It calls for the researchers own judgment and skill. Analysis means a critical examination of the assembled and ground data for studying the characteristics of the object of study under determining the patterns of relation in this chapter the investigator intents to explain the sequence of research process undertaken in AUCTUSPHARMA LIMITED.

SOURCE OF DATA:

The study both secondary and primary data.

PRIMARY DATA:

For the purpose of the study, the research prepared a structured and pre-tested which was administrated to the employee of AUCTUS PHARMA LTD. In addition, the researcher conducted informal interview with the employees to understand the insights of the problem.

SECONDARY DATA:

The researcher collected the information about the topic from books written by management authors and from management journals and magazines related to management, manuals of AUCTUS PHARMA LTD.

METHODS OF COLLECTION:

The data was collected through questionnaire.

A Sampling of 40 is taken for administering questionnaire. While analyzing. Qualitative data relating to the of workers, calling sampling techniques and on random basis methods have been used. The sampling procedure determines how the respondents be choices. AUCTUS PHARMA LTD HYDERABAD.

SELECTION OF THE TOPIC:

The management of the organization suggested the investigator to go with the topic motivation.

DEFINITION:

Motivation is an inner feeling it is a psychological phenomena which generates with in the individual. needs are feeling in mind of person that he lacks a certain things such feeling affect the behavior of a person.

NEEDS OF STUDY:

Motivation is the driving force in our lives. It comes from desires to succeed. Without success there is a little pride in life on enjoyment or excitement at work and at home. An effective are satisfied and contented about task, working conditions, compensation, work environment etc, the greater the motivation the greater would be the job satisfaction. Highly motivated employees are more productive then the others. They are always looking for success and will work hard and contribute better. Since, motivation is an important factor in influencing productivity of an organization, this study is undertaken.

Objective of the study:

To identify factor which influence motivation of the employees

To examine motivation environment at AUCTUS PHARMA LTD.

To suggested mean in improving the factors influencing motivation at AUCTUS PHARMA LTD.

To evaluate the effectiveness of motivation techniques used by the company. To study the employee perception about motion.

SCOPE:

The present study is an attempt to get acquired with the theoretical concepts, types and factors influencing the motivation of the employees and understanding their practical application and problems encountered in implementing those theories in an organizational situation. This study is aimed at analyzing the current trends in motivating the employees and their in the organization.

METHODOLOGY:

Step -1: preparation and distribution of questionnaires.

Step -2: collection of questionnaires.

Step -3: analysis of questionnaires gathered.

Step -4: basing on analysis finding and suggestions.

Data analysis:

Analysis of the data is tabulated quantitatively and qualitative Is represented through tables and bar-graphs.

1. Strongly Agree.

2. Moderately Agree.

3. Neither Agree, nor Disagree.

4. Moderately Disagree.

5. Strongly Disagree.

Presentation of the study:

The study has been divided into 5 chapters those are.

Chapter -1: Review of literature.

Chapter -2: Methodology

Chapter -3: Company profile

Chapter -4: Data analysis.

Chapter -5: Findings, Suggestions and Conclusion.

Limitations of the study:

The limitation of the study arises due to following reasons.

Time constraint in the period of 45 days the data collected may not be sufficient to arrive at right conclusions.

Sample size it depends upon the number of the employees in the organization.

The questions may not cover the entire concepts of the topic as It is subjected to limited questions.

CHAPTER-III

ORGANISATION UNDER STUDY

AN OVER VIEW

COMPANY PROFILE

ABOUT AUCTUS:-

AUCTUS PHARMA LIMITED ( APL ) Established in year 2002 is one amongst India’s top manufacturers of ACTIVE PHARMACEUITICALS INGREDIENTS ( APIs ) and drug intermediates for both domestic and international consumers, our other successful group company ( Neo medichem pvt ltd ) recently merged ( 2008 ) with auctus pharma limited. Merger of Neo medichem into auctus pharma shall further and strength and synergies to the company which is promoted by a dynamic team of techno-commercial professionals with extensive experience in the line. The organization was QMS certified by [ISO 9001: 2000] AQA in 2007 under neo medichem pvt ltd.

Auctus pharma operate from theirs state of the art manufacturing facilities situated near HYDERABAD and VISAKHAPATNAM. The company has an R&D intensive work ethic as a result of the futuristic and progressive outlook of the promoters. The full fledged laboratory is therefore constantly updated with the latest equipment and is always completely gared for every requirement.

Using their vast and varied expertise auctus pharma manufactures APIs, fine chemicals and intermediates exclusively for a pharma clients. Our UNIT-III at Bonthapally has WHO GMP certification, and ISO 9001:2008 certificate of assessment from AQA international, LLC USA, further Establishes the company’s commitment to quality.

Our focus is on the global market for Active pharmaceutical ingredients (APIs) and we have aligned our product thrusts around growing, dynamic markets our target is also the regulated markets of EUROPE and USA.

INFRASTRUCTURE AND CAPABILITIES:-

APL has there manufacturing units with the state-of –the art technology most modern manufacturing pharmaceutical the helps us to maintain a global competitive edge in pharmaceutical products. Two of the APL’s manufacturing units are located near Hyderabad, Andhra Pradesh and the second and latest manufacturing unit is located at J.N Pharma city near Visakhapatnam, AP.however UNIT- III is under ISO 9001:2008 certification at present.

Process are developed to suit US and EU standards all our operations are carried out using validated systems and standard operating procedures.

All the manufacturing blocks clean, AIR systems, in-house purified water system, quality control. Quality assurance, warehouse and utility buildings are as per international standards.

With 90 SS/GC reactors ranging from 50ltrs to 500 ltrs capacity. Our manufacturing facilities are equipped to handle multiple product lines in a GMP environment. We have all the necessary equipment to conduct every possible complex reaction in a safe and productive environment.

Taking the standards set by promoters R&D activities explores new levels of expertise under the new directorship having experience over the last 20 years to reinforce its strengths in this department. our current efforts are on developing new technologies and custom synthesis.

This facility has been designed to meet the audit requirements of regulated market with purified water systems and with clean room facilities, with added Human Resource: including new personnel represents qualities we acknowledge i.e. reliability, open mindness, enterprising and perseverance, relecting our corporate philosophy to be globally recognized for our quality flexibility and commitment.

Auctus employees are equipped with regular training to enhance skills and to ensure consistent quality standards that will not only the company maintain best practices but also give its workforce a sense of ownership.

Our team commitment and adherence to common objective win as consistent and ever increasing trust and loyalty of customers and partners.

VISION:-

To be recognized as one of the leading global manufacture of quality & commitment active Pharmaceutical Ingredients and their intermediates production.

COMMITMENT:-

Auctus Pharma is commitment to a cause: to deliver the best; and to aim for continuous improvement, over the years we have established reputation for reliability and a name that inspire trust.

RAW MATERIAL:-

Any substance used in the manufacture of BULK DRUG or DRUG Intermediate and is other than the packing material.

PRODUCT:-

Result of activities or process.

MANUFACTURE:-

All operations involved in the production of an active Pharmaceutical ingredient, from receipt of material, through processing and packing to its release.

QUALITY MANAGEMENT SYSTEM:-

ISO 9000:2005 Fundamentals and vocabulary.

ISO 9001:2008 Quality management system (QMS) requirements.

Drugs and cosmetic Act 1940 and the rules there of applicable pharmacopoeia standards for final product testing and release.

INDIAN PHARMA COPOEIA BRITISH / EUROPE AN PHARMA COPOEIA UNITED STATES PHARMA COPOEIA.

Customer - Related process:

Auctus pharma limited determiner the customer requirements of international and domestic market related to the product supply. Which include, specifications delivery, post delivery service activities .customer expectations, statutory regulatory requirements to the product .any additional or other requirements identified by the organization as applicable? Customer focus:

Currently auctus pharma limited is engaged to manufacture the product through standardized technology and it is supplied to its sister concerns (unit-I unit-II) and clients like Dr.REDDY LABS, CIPLA and other customer based on mutual acceptance/order.

KEY MILESTONES:

Neo medicine pvt .ltd was acquired by the present management in November, 2002.

Mrs. Sharp organic pvt ltd acquired by the present management during august 2003 and change it sname as m/s auctus pharma ltd.

Neo medicine facility updated and obtained who GMP Certification in the month of September 2004.

Neo medicine pvt.ltd facility obtained Iso certification on April 2006 from AQA international LIC...USA.

HR Policy of the organization:

In auctus they believe that their employees are the most important resource to release the full potential of employees the company is committed.

To provide work environment that makes the employees committed and motivated for maximizing productivity establish system for maintaining transparency business and quality in dealing with employees.

Empower employees for exchange commitment responsibility and accounting courage teamwork creativity innovativeness and high achievement orientations.

Provide growth and opportunity for developing skill and knowledge.

Managerial Functions:

Performance appraisal.

Training and development.

General meeting with department heads.

General meeting with department employees

Meeting with casual employees.

Manpower planning, recruitments.

Salary related issue.

Offer letters & appointment letters.

DMF related IT department related.

Updating employees’ records. Responsible for Sr.Executive & Executive.

Dress code maintaince.

Statutory activities and reregister maintain.

Once pay roll and administration.

Suggestion schemes disciplinary.

Actions and grievance redressal.

Transport & labour related activities.

Contract manpower.

Medical and personal accident policy.

Other HR related.

Income tax related.

Job descriptions, organ grams.

Annul & pre-employment medical.

Checkups, public relations.

Contractor agreements.

Employee no due certificates.

Salary revisions, employee’s, stationary items.

Senior executive functions:

Training needs preparation.

Training schedule preparation.

Training calendar.

Training programs, attendance, absenteeism.

Recruitment coordination.

Joining formalities, gratuity, and nominations.

Appointment letters, offer letters, probations.

Induction programmer.

DMF related.

Implementation and maintenance.

Level preparation and maintenance.

Level preparation and maintenance.

Convey & telephone reimbursements.

Convey& telephone reimbursements.

Leave cards, monthly shift schedules, P.F. Nominations.

And NSSN follow – up, statutory, E.S.I, P.F etc.

Executive functions:

Time office management.

E.S.I nomination, PC’s and permanent cards.

Monitoring of monthly attendance.

COFFs weekly off’s change.

OT’s updating attendance-daily basis.

Time recording, monthly shift schedules.

Time machine leaves cards.

Canteen eligibility statement.

Contract employee details.

E.S.I & P.F .works.

Types of products manufactured in Auctus pharma limited (APLs).

S .No Product Therapeutic use

1 Cetrozine die hydrochloride

Antihistaminic

2 Clopidogrel bisulphate

Antithrombotic

3 Flucanazole Antifungal

4 Levo citrozine die hydrochloride

Antihistaminic

5 Pantoprazole sodium

Ntiulecerative

6 Lasratan potassium

antihypertensive

CHAPTER -IV

DATA INTERPRETATION & ANALYSIS

1. Motivation Is Necessary To Succeed In Their Life.

S .no Responses No of respondents

percentage

1 Strongly agree 15 322 Moderately

agree10 30

3 Neither agree nor

Dis agree

5 10

4 Moderately dis agree

5 15

5 Strongly dis agree

5 13

TOTAL 40 100

INTERPRETATION:

The above diagram shows 32% of employees strongly agree with motivation is necessary to succeed their life. 30% employees are moderately agreed 10% people are neither agree nor disagree to this issue.15% employees are moderately disagree. Remaining and rest 13%employees strongly disagree.

1. Motivation Is Necessary To Succeed In Their Life.

0 20 40 60 80 100

No of respondents

percentage 5 TOTAL



3 Dis agree

3 Neither agree nor

2 Moderately agree

1 Strongly agree

2. Self motivation can improve the performance of any employees without organization.


percentage


agree10 25

3 Neither agree nor

Dis agree

5 13


5 13


5 12

TOTAL 40 100

INTERPRETATION:

It is interpreted from, the above diagram 37%employees strongly agree with motivation is necessary to succeed their life.25%employees are moderately agreed 13% people are neither agree nor disagree to this issue 13% employees are moderately disagree. Remaining and rest 12%employees strongly disagree.

2. Self motivation can improve the performance of any employees without organization.

0 20 40 60 80 100 120 140

percentage

Strongly agree

Moderately agree

Neither agree nor

Dis agree

Moderately dis agree

Strongly dis agree

TOTAL

12

34

5No

of r

espo

nden

t

No of respondents

percentage

3.Financial motivation can longer motive you, if you don’t have zeal enthusiasm and willingness.


percentage


agree5 12.5

3 Neither agree nor

Dis agree

5 12.5


5 13


5 12

TOTAL 40 100

INTERPRETATION:

The above diagram shows 50% of employees strongly agree with motivation is necessary to succeed their life. 12.5% employees are moderately agreed 12.5% people are neither agree nor disagree to this issue. 13% employees are moderately disagree. Remaining and rest 12% employees strongly disagree.

3. Financial motivation can longer motive you, if you don’t have zeal enthusiasm and willingness.

0 20 40 60 80 100 120 140

percentage

Strongly agree

Moderately agree

Neither agree nor

Dis agree


Strongly dis agree

TOTAL

12

34

5No

of re

spon

dents

No of respondents

percentage

4.I am fully satisfied with my job and its requirements.


percentage


agree5 12.5

3 Neither agree nor

Dis agree

5 12.5


5 13


5 12

TOTAL 40 100

INTERPRETATION:

It is interpreted from The above diagram shows 50% of employees strongly agree with motivation is necessary to succeed their life. 12.5% employees are moderately agreed 12.5% people are neither agree nor disagree to this issue. 13% employees are moderately disagree. Remaining and rest 12% employees strongly disagree.

4. I am fully satisfied with my job and its requirements.

0 50 100 150 200 250

No of respondents

percentage 1 Strongly agree

2 Moderately agree

3 Neither agree nor

3 Dis agree



5 TOTAL

5. Only unsatisfactied need can influence behavior of an employee.


percentage


agree10 25

3 Neither agree nor

Dis agree

4 10


4 10


8 20

TOTAL 40 100

INTERPRETATION:

The above diagram shows 35% of employees strongly agree with motivation is necessary to succeed their life.25% employees are moderately agreed 10%people are neither agree nor disagree to this issue. 10%employees are moderately disagree. Remaining and rest 20%employees strongly disagree.

5. Only unsatisfactied need can influence behavior of an employee.

0 20 40 60 80 100 120 140

percentage

Strongly agree

Moderately agree

Neither agree nor

Dis agree


Strongly dis agree

TOTAL

12

34

5No

of r

espo

nden

ts

No of respondents

percentage

6. Motivational techniques used by the management are very good.


percentage

1 Strongly agree 15 37.52 Moderately

agree10 25

3 Neither agree nor

Dis agree

4 10


5 12.5


6 15

TOTAL 40 100

INTERPRETATION:

It is interpreted from the above diagram 37.5% employees strongly agree with motivation is necessary to succeed their life. 25% employees are moderately agreed 10%people are neither agree nor disagree to this issue 12.5%employees are moderately disagree. Remaining and rest 15%employees strongly disagree.

6. Motivational techniques used by the management are very good.

0 20 40 60 80 100 120 140

percentage

1

3

5

7

9

No of

resp

onde

nts

S .no

Responses

No of respondents

percentage

7. Quality circles/ professional circles help of to improve the motivation of employee.


percentage


agree15 37

3 Neither agree nor

Dis agree

6 15


4 10.5


5 12.5

TOTAL 40 100

INTERPRETATION:

The above diagram shows 25% of employees strongly agree with motivational is necessary to succeed their life .37%employees are moderately agreed 15%people are neither agree nor disagree to this issue.10.5%employees are moderately disagree. Remaining and rest 12.5% empl0oyees strongly disagree.

7. Quality circles/ professional circles help of to improve the motivation of employee.

0 20 40 60 80 100 120 140

percentage

Strongly agree

Moderately agree

Neither agree nor

Dis agree


Strongly dis agree

TOTAL

12

34

5No

of re

spon

dents No of respondents

percentage

8. Specific and clear goals will always lead to higher performance.


percentage


agree5 12.5

3 Neither agree nor

Dis agree

5 12.5


4 10


6 15

TOTAL 40 100

INTERPRETATION:

It is interpreted from the above diagram 50% employees strongly agree with motivation is necessary to succeed their life. 12.5% employees are moderately agreed 12.5% people are neither agree nor disagree to this issue 10%employees are moderately disagree. Remaining and rest 15%strongly disagree.

8. Specific and clear goals will always lead to higher performance.

0 20 40 60 80 100 120 140 160

Strongly agree

Moderately agree

Neither agree nor

Dis agree


Strongly dis agree

TOTAL

12

34

5

No of respondents percentage

9. Some times aim very stressed at work higher target from management.


percentage


agree19 47.5

3 Neither agree nor

Dis agree

5 12.5


6 15


5 12.5

TOTAL 40 12.5

INTERPRETATION:

The above diagram shoes 12.5%of employees strongly agree with motivation is necessary to succeed their life 47.5%employees are moderately agreed 12.5%people are neither agree nor disagree to this issue.15% employees are moderately disagree. Remaining and rest 12.5% employees strongly disagree.

9. Some times aim very stressed at work higher target from management.

0 50 100 150

PERCENTAGE

Strongly agree

Moderately agree

Neither agree nor

Dis agree


Strongly dis agree

TOTAL

12

34

5

NO

OF

RE

SP

ON

DE

NT

S

No of respondents

percentage

10. I would leave this company if any other reputed company offers a job me a nib with some hike in salary.


percentage


agree8 20

3 Neither agree nor

Dis agree

12 30


4 10


6 15

TOTAL 40 15

INTERPRETATION:

It is interpreted from the above diagram 25%employees strongly agree with motivation is necessary to succeed their life.20%employees are moderately agreed 30%people are neither agree nor disagree to this issue 10% employees are moderately disagree. Remaining and rest 15% employees strongly disagree.

10. I would leave this company if any other reputed company offers a job me a nib with some hike in salary.

0 20 40 60 80 100

percentage

Stronglyagree

Moderatelyagree

Neitheragree nor

Dis agree

Moderatelydis agree

Stronglydis agree

TOTAL

12

34

5

no

of

resp

on

den

ts

percentage

No of respondents

11. Management appreciates my performance as well as potentiality.


percentage


agree10 25

3 Neither agree nor

Dis agree

5 12.5


5 13


5 12

TOTAL 40 100

INTERPRETATION:

The above diagram shows 37.5% of employees strongly agree with motivation is necessary to succeed their life. 25%employees are moderately agreed 12.5% people are neither agree nor disagree to this issue.13% employees are moderately disagree. Remaining and rest12%employees strongly disagree.

11. Management appreciates my performance as well as potentiality.

0 20 40 60 80 100

percentage

Stronglyagree

Moderatelyagree

Neitheragree nor

Dis agree

Moderatelydis agree

Stronglydis agree

TOTAL

12

34

5

no

of

resp

on

den

ts

percentage

No of respondents

12. Management encourages my new ideas.


percentage


agree10 25

3 Neither agree nor

Dis agree

10 25


5 12.5


5 12.5

TOTAL 40 100

INTERPRETATION:

It is interpreted from the above diagram 25% employees strongly agree with motivation is necessary to succeed their life.25%employees are moderately agreed 25%people are neither agree nor disagree to this issue 12.5% employees are moderately disagree. Remaining and rest 12.5%employees strongly disagree.

12. Management encourages my new ideas.

0 20 40 60 80 100

percentage

Stronglyagree

Moderatelyagree

Neitheragree nor

Dis agree

Moderatelydis agree

Stronglydis agree

TOTAL

12

34

5

no

or

resp

on

den

ts

percentage

No of respondents

13. I am proud to say that I work for this company.


percentage


agree6 15

3 Neither agree nor

Dis agree

5 12.5


4 10


5 12.5

TOTAL 40 100

INTERPRETATION:

The above diagram shows 50% of employees strongly agree with motivation is necessary to succeed their life.15% employees are moderately agreed 12.5%people are neither agree nor disagree to this issue.10%employees are moderately disagree. Remaining and rest 12.5%employees strongly disagree.

13. I am proud to say that I work for this company.

0 20 40 60 80 100

percentage

Stronglyagree

Moderatelyagree

Neitheragree nor

Dis agree

Moderatelydis agree

Stronglydis agree

TOTAL

12

34

5

no

of

resp

on

den

ts

percentage

No of respondents

14. Promotions decision are based on the suitability of the promote rather than favoritism.


percentage


agree13 32.5

3 Neither agree nor

Dis agree

4 10


4 10


6 15

TOTAL 40 100

INTERPRETATION:

The above diagram shows 32.5%of employees strongly agree with motivation is succeed their life 32.5%employees are moderately agreed 10% people are neither agree nor disagree to this issue 10%employees are moderately disagree. Remaining and rest 15% employees strongly disagree

14. Promotions decision are based on the suitability of the promote rather than favoritism.

0 20 40 60 80 100

percentage

Stronglyagree

Moderatelyagree

Neitheragree nor

Dis agree

Moderatelydis agree

Stronglydis agree

TOTAL

12

34

5

No

of

resp

on

den

ts

percentage

No of respondentsd

15. Senior officers and executives in this organization take active interest in their juniors and help them.


percentage


agree10 25

3 Neither agree nor

Dis agree

5 12.5


5 12.5


5 12.5

TOTAL 40 100

INTERPRETATION:

It is interpreted from the above diagram 37.5%employees strongly agree with motivation is necessary to succeed their life.25%employees are moderately agreed 12.5%people are neither agree nor disagree to this issue.12.5%employees are moderately disagree. Remaining and rest 12.5%employees strongly disagree.

15. Senior officers and executives in this organization take active interest in their juniors and help them.

0 20 40 60 80 100

percentage

Strongly agree

Moderately agree

Neither agree nor

Dis agree


Strongly dis agree

TOTAL

12

34

5no

of r

espo

nden

ts

percentage

No of respondents

16. The top management of this organization makes efforts to identify and utilize them potential of employees.


percentage


agree10 25

3 Neither agree nor

Dis agree

4 10


4 10


7 17.5

TOTAL 40 100

INTERPRETATION:

The above diagram shows 37.5%of employees strongly agree with motivation is necessary to succeed their life. 25% employees are moderately agreed 10% people are neither agree nor disagree to this issue 10% employees are moderately disagree. Remaining and rest 17.5%employees strongly disagree.

16. The top management of this organization makes efforts to identify and utilize them potential of employees.

0 20 40 60 80 100 120 140

percentage

Strongly agree

Moderately agree

Neither agree nor

Dis agree


Strongly dis agree

TOTAL

12

34

5no

of re

spon

dernt

s

No of respondents

percentage

17. The participation in social activities / functions gives pleasure.


percentage


agree7 17.5

3 Neither agree nor

Dis agree

5 12.5


6 15


6 15

TOTAL 40 100

INTERPRETATION:

It is interpreted from the above diagram 40% employees strongly agree with motivation is necessary to succeed their life.17.5employees are moderately agreed 12.5%people are neither agree nor disagree to this issue. 15%employees are moderately disagree. Remaining and rest 15%employees strongly disagree.

17. The participation in social activities / functions gives pleasure.

0 20 40 60 80 100 120 140

percentage

Strongly agree

Moderately agree

Neither agree nor

Dis agree


Strongly dis agree

TOTAL

12

34

5

no

of

resp

on

den

ts

No of respondents

percentage

18. For motivation a person reorganization respect, responsibility and relationship factors playing important role.


percentage


agree7 17.5

3 Neither agree nor

Dis agree

5 12.5


5 12.5


7 17.5

TOTAL 40 100

INTERPRETATION:

The above diagram shows 40% of employees strongly agree with motivation is necessary to succeed their life. 17.5% employees are moderately agreed 12.5%people are neither agree nor disagree to this issue 12.5%employees are moderately disagree. Remaining and rest 17.5%employees strongly disagree.

18. For motivation a person reorganization respect, responsibility and relationship factors playing important role.

0

10

20

30

40

50

60

70

80

90

100

no of respondents

No of respondents percentage

percentage

1 Strongly agree

2 Moderately agree

3 Neither agree nor

3 Dis agree



5 TOTAL

19. can money motivating you more then other factors like organization.


percentage


agree15 37.5

3 Neither agree nor

Dis agree

5 12.5


10 25


4 10

TOTAL 40 100

INTERPRETATION:

It is interpreted from the above diagram 15% employees strongly agree with motivation is necessary to succeed their life. 37.5% employees are moderately agree 12.5% people are neither agree nor disagree to this issue 25% employees are moderately disagree. Remaining and rest 10% employees strongly disagree.

19. can money motivating you more then other factors like organization.

0

10

20

30

40

50

60

70

80

90

100

no of respondents

No ofrespondents

percentage

percentage

1 Strongly agree

2 Moderately agree

3 Neither agree nor

3 Dis agree



5 TOTAL

20. Is the relationship between superior and subordinates is motivation you.


percentage


agree10 25

3 Neither agree nor

Dis agree

5 12.5


7 17.5


8 20

TOTAL 40 100

INTERPRETATION:

It is interpreted from the above diagram 25% employees strongly agree with motivation is necessary to succeed their life.258% employees are moderately agreed 12.5%people are neither agree nor disagree to their issue. 17.5%employees are moderately disagree. Remaining and rest 20% employees strongly disagree.

20. Is the relationship between superior and subordinates is motivation you.

0

10

20

30

40

50

60

70

80

90

100

No of respondents

No ofrespondents

percentage

percentage

1 Strongly agree

2 Moderately agree

3 Neither agree nor

3 Dis agree



5 TOTAL

CHAPTER-V FINDINGS, SUGGESTIONS

& CONCLUSION

FINDINGS:

1. Although majority of the people opinionated that self-motivation can improve the performance of an employee but it is required to have financial motivators.

2. If found from the study , only few employees are satisfied with the motivational techniques used by the management, but most of the employees are not satisfied with the techniques used by management.

3. It is found from employees at AUCTUS PHARMA LTD.are enjoying the status of the organization .even through they are enjoying the status one of the employees want to leave the organization if another company offers high salary.

4. It is also from , the study the majority of the employees perceived that unless somebody has intrinsic motivation the goal cannot be achieved..

5. It is found from the study, the management appreciates the performance as well as potentials of the employees to some extent but not to the maximum extent .and new ideas of the employees are to be even more encouraged.

6. It also found the study the specific clear goals leads to higher performance.

7. An overwhelming percentage of employees opined that a leader is necessary.

8. It is found that most of the employees will get motivated with a challenging job, and satisfaction on completion a difficult task.

SUGGESSTIONS:

Even though the organization is providing the best working environment for its employees the study on motivation revealed some important aspects which may be very much useful for the organization to provide best work environment to its employees which in term may yield lots of benefits to the organization with the help of the study conducted the following suggestions are given to the organization..

1) It found that the organization is concentrating highly on financial motivation in the organization. If the management supposed to see other motivational factors apart from them , which may be motivating the employees , even more and it also increases the profit of the organization.

2) The employees who are working in the organization from many years are getting statutory who are getting be motivated . the organization should ensure that they are motivated timely.

3) The new entrants in the organization must be taken much care and they should be motivated in such why that are not getting addicted to financial motivators.

4) The employees must be educated about the emerging market situation and competition in the market and make them to know the importance of coping with the competition and let them know their part in the growth of the organization. This will create awareness In the employees and they will try to perform even better in the organization.

CONCLUSION:

AUCTUS PHARMA LTD(APL) is one of the very few prosperous private sectors in India. APL is the organization, which is proving excellent working environment to his employees. The APL is employees are getting one of the best benefits in the relative industry .APL employees are well motivated by the management towards the goals of the organization even though the management is motivating employees it is found that it can do even better if they pay little more attention on its motivational process..

It is found that the organizational is more concentrating on the financial motivators is may areas. It is the better If the organization could concentrate a bit more even other types of the motivating factors , which may increase the profits of the organization to same more extent and it can make amake in the society In near future.

If the organization could come out from its short coming than the organization will became a world-class company in the near future lets hope the organization could do that.

APPENDIX

MOTIVATION QUESTIONNAIRE :

Name :

Department :

Dear sir/madam,

G.RAM BABU under going my masters degree in HUMAN RESOURCE MANAGEMENT in K.G.R.L College BHIMAVARAM and I am doing my project work on MOTIVATION this questionnaire is part of survey and It has no relationship[ with any organizational activity I conduct this survey as partial fulfillment of my MASTER’S DEGRERE. It will not be used for any other purpose so, I request you to answer this questionnaire as freely as possible.

1.Motivation Is Necessary To Succeed In Their Life? [ ] a) Strongly agree b) Moderately agree

c) Neither agree nor dis-agree d) Moderately agreee) Strongly dis-agree

2.Self motivation can improve the performance of any employees without organization? [ ]

a) Strongly agree b) Moderately agreec) Neither agree nor dis-agree d) Moderately agreee) Strongly dis-agree

3.Financial motivation can longer motive you, if you don’t have zeal enthusiasm and willingness? [ ]


4. I am fully satisfied with my job and its requirements? [ ]a) Strongly agree b) Moderately agreec) Neither agree nor dis-agree d) Moderately agreee) Strongly dis-agree

5. Only unsatisfactied need can influence behavior of an employee? [ ]


6. Motivational techniques used by the management are very good? [ ]a) Strongly agree b) Moderately agreec) Neither agree nor dis-agree d) Moderately agreee) Strongly dis-agree

7. Quality circles/ professional circles help of to improve the motivation of employee? [ ]


8. Specific and clear goals will always lead to higher performance? [ ]a) Strongly agree b) Moderately agreec) Neither agree nor dis-agree d) Moderately agreee) Strongly dis-agree

9. Some times aim very stressed at work higher target from management? [ ]


10. I would leave this company if any other reputed company offers a job me a nib with some hike in salary? [ ]


11. Management appreciates my performance as well as potentiality [ ]


12. Management encourages my new ideas? [ ]


13. I am proud to say that I work for this company? [ ]


14. Promotions decision are based on the suitability of the promote rather than favoritism? [ ]


15. Senior officers and executives in this organization take active interest in their juniors and help them? [ ]


16. The top management of this organization makes efforts to identify and utilize them potential of employees? [ ]


17. The participation in social activities / functions gives pleasure? [ ]


18. For motivation a person reorganization respect, responsibility and relationship factors playing important role? [ ]


19. can money motivating you more then other factors like organization? [ ]


20. Is the relationship between superior and subordinates is motivation you? [ ]


BIBLIOGRAPHY1. Davis Keith new room human behavior at work

Tata magraw hill publishing co.pvt Ltd New Delhi 1993

2. Luthans Fred organizational behavior

McGraw-Hill publishing co Ltd Singapore.2001

3. Kothari c.r research methodology methods and techniques

Publishing juipur 1990

4. Subbarao .p essentials of human resource management and industrial relations,

Mumbai, Himalaya publishing house, 1996

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