shahnawaz project

7/28/2019 Shahnawaz Project

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TABLE OF CONTENTS

CHAPTER TITLE PAGE NO

ABSTRACTLIST OF TABLELIST OF CHART

2

3

5

1INTRODUCTION1.1Profile of an organization1.2 Need for the Study

7

12

2 REVIEW OF LITERATURE 13

3 OBJECTIVES OF THE STUDY 19

4RESEARCH METHODOLOGY

20

5DATA ANALYSIS AND INTERPRETATION

24

6FINDINGS OF THE STUDY

59

7

SUGGESTION & RECOMMENDATION

7.1 Conclusion 62

8LIMITATIONS AND SCOPE OF THE STUDY

65

9

ANNEXURE

9.1Questionnaire

9.2Bibliography67

71


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ABSTRACT

This project is entitled Employee Motivationwith reference to Jaypee bela cement.

This company is located at Cuddalore Road Pondicherry.

In this company there are 2600 employees including the staff members. For this study, I

have choosen 100 as sample size.

.

This study helps to know the satisfaction level of employees with the motivational factors

used by the company. This project had been undertaken by me to find out the needs and

wants of the employees. Under this Study a questionnaire which constituted questions

relating to the employees expectation. The gathered data had been critically analyzed

relating to employee motivations.


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LIST OF TABLE

TABLE NO TITLE PAGE NO

1 Motivation to employees 18

2 Satisfied with motivation 19

3 Interest towards job

for employees

20

4 Motivated employee

increase productivity

21

5 Recognition for

performance

22

6 Continuous feedback for

performance

23

7 Employees to measure

performance

24

8 Facilities to employees 25

9 Medical and insurance

facility is motivated

26

10 Satisfied with the basic

Needs

27

11 Monetary reward to

employees

28


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12 Organisation provides

monetary reward

29

13 Activities motivates

Employees

30

14 Employee as part of team 31

15 Career development for

employees

32

16 Training programmed to

improve productivity

33

17 Encourage employee

to work

34

18 Organisation collects

employee opinion

35

19 Hygiene factor in job

satisfaction

36

20 Job enrichment provides

true motivation

37

21 Best performance of

employee in year

38

22 Proud to be member of

organisation

39

.


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LIST OF CHART

TABLE NO TITLE PAGE NO

1 Motivation to employees 18

2 Satisfied with motivation 19

3 Interest towards job

for employees

20

4 Motivated employee

increase productivity

21

5 Recognition for

performance

22

6 Continuous feedback forperformance

23

7 Employees to measure

performance

24

8 Facilities to employees 25

9 Medical and insurance

facility is motivated

26

10 Satisfied with the basic

needs

27

11 Monetary reward to

employees

28


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12 Organisation provides

monetary reward

29

13 Activities motivates

employees

30

14 Employee as part of team 31

15 Career development for

employees

32

16 Training programmed to

improve productivity

33

17 Encourage employee

to work

34

18 Organisation collects

employee opinion

35

19 Hygiene factor in job

satisfaction

36

20 Job enrichment provides

true motivation

37

21 Best performance of

employee in year

38

22 Proud to be member of

organisation

39


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1. INTRODUCTION

1.1 COMPANY PROFILE

This project involves a study on Employee Motivation in Jaypee bela cement. The

main objective of this study is to know the level of satisfaction of each employee in the

company. For this purpose 100samples are collected in relating to various motivational

factors used by the company.

The analysis includes finding out the needs and expectations from the employees to

reinforce the motivational factors that they are already used by the Company.

A Motivation Scenario employed in Anglo French Textiles at Pondicherry.

Motivation is derived from the Word Motive means any idea, need, emotion or organic

state prompts a man to action. Motive is an internal factor that integrates a behavior. As

the motive is within the Individual, it is necessary to study needs, emotions etc., in order

to motivate him to work.

Motivation is a process if getting the needs of the people realized with a view to

induces them to work for the accomplishment of organization objectives. Indeed,

Motivation is nothing but an action of inducement. Motivation is a behavioral concept. It

seeks to understand why people behave as they do.

HISTORY :

The Anglo French Textiles is a unit of Pondicherry Textiles Corporation Limited. It is

Government of Pondicherry undertaking and it is one of the largest composite textile

mills in Southern India.

It was started by Mr.RODIER in the year 1898 and was incorporated in England in the

year 1898.It celebrated its centaury in 1998.In the beginning Africa, Australia, Europe


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were the prominent buyers from Anglo French Textile now it shows the main interest in

the area of export and nearly local market.

The company was managed by different and various agencies of different periods. The

mill was expanded with additional machines and export of cloths received great attention

unfortunately in 1983 the mill faced financial and labour problems. The management

found it very difficult to run this situation gace way to selling of the mill it Shri. JATIA

and SOMINA group of Bombay at that time the mill was sacing financial crisis due to

mismanagement and some problems.

This lead to stoppage of operation in the mills and ultimately the mill stopped its

function from 1983 and was closed.

Employee continues to work without wages for about six months loping prosperity but

vain slowly the employees strength. It was not working for 3 years since 1983.

This affected about 7000 families in the union territory of Pondicherry and also the

economy of the state was affected the people and trade union. The press and the

politicians voice at various forms to reopen the mill and the government of Pondicherry

came forward to undertake the mill in the year 1986.At that time the formed Pondicherry

textile corporation and from that time onwards their mill become government mill. In the

beginning there were 6500 employees in all the units.

PRESENT CONTEXT OF AFT:

Now, there are 3 units with total employees strength of 4000. The Company has

planned to modernize and install new machinery. It plans to produce superfine qualityfabric for export. The company has also set up a quality term in which key executive

member. The main objectives of the quality term are to get qualification certificate like

ISO 9002 or EN 29000with this dedicated team. The Anglo French Textile management

would surely enter 21st

centuary as the pride of Pondicherry. Since its development are

manifold and materialistic.


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DEPARTMENT OF AFT:

The Various Department of AFT are as follows

(A)Production Department:

1. Spinning Department-Blow room, Carding & Spinning2. Weaving Department-Loom Shed3. Warehouse Department-Examining, Packing & Baling4. Processing Department-Bleaching, Printing & Dyeing

(B)Service Department:

1. Marketing Department

2. Finance & Accounts Department3. Purchase & Stores4. Quality Assurance5. Engineering6. Personnel

(C) Service Sections:

1. EDP2. Internal Audit3. Costing4. Canteen5. Dispensary6. Security7. Transport & Automobile8. Horticulture9. Garment Factory


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(D) Raw Material:

1. Cotton2. Polyester

ABOUT THE PRODUCTS

The following products are presently manufactured in Jaypee bela

cement.,(PTC) Pondicherry.

1. Cotton Clothes2. Pant & Shirt Clothes3. Towels4. Screen Clothes5. Uniforms6. Bed Spread7. Pillow Covers

OBJECTIVES OF THE COMPANY:

The main objective of the company can be generally started as the manufacturing and

selling of cotton yarn & Cotton fabrics.

To manufacture and market cotton yarns. To manufacture and market cotton fabrics. To manufacture garments and uniforms for various agencies and service

organization.

To protect the interest of the employees through welfare measures. To modernize the mills and its systems including computerization.


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FUNCTIONS OF PERSONNEL MANAGEMENT AND HRD

DEVELOPMENT:

Recruitment Training & Development Wage & Salary Administration Labor Welfare Measures Health & Safety Management Industrial Relation Management Compliance of Statutory Requirement Disciplinary Proceedings Carrier Planning & Development

QUALITY POLICY OF AFT:

Anglo French Textile is committed to meet the requirements of its customers and

continually improve its products services by technological up gradation and enriching the

resources with perpetual review of the quality system.

SAFETY MEASURES:

Anglo French Textiles has a full fledged safety department to monitor the safety in the

factory, the company has been a recipient of the state.


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1.2 NEED FOR THE STUDY

The needs for the study are given below such as follows.

To study and know the employee motivation scenario in Jaypee bela cement. To know the employees satisfied level with the motivation factors undertaken by

the company.

To identify how the organization motivates the employees. To measure the level of performance before and after motivation to find out the

improvement factors for motivating the employees.


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REVIEW OF LITERATURE:

MOTIVATION:

Some people perform the same type of job more efficiently then others some find it.

More rewarding and interesting than others and some enjoy it more than others.At any given point of time people vary in the extent to which they are willing to

direct their energies to the attainment of goals due to differences in motivation.

DEFINITION:

Motivation can be traced to be Latin word Moves which means to move.

The term motivation means to accelerate to boost and to direct the behavior of a person

for achieving success.

__Bert son and Steiner (1984) state A motive is inner state tear energies (or moves) and

directs (or) channels behaviors towards goals.

___Motivation is the inner state that causes an individual to behave in a way that ensures

the accomplishment of some goal.

__According to viteles Motivation represents an unsatisfied need which creates a state

of tension or disequilibrium, causing the individual to move in a goal directed pattern

towards restoring a state of equilibrium, by satisfying the need.

TYPES OF NEEDS:

There are three types of needs.

Primary Motives General Motives Secondary Motives


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THEORIES OF MOTIVATION:

The importance of motivation to human life and work can be judged by the number of

theories that have been propounded to explain peoples behavior. They explain human

motivation through human needs and human nature. Prominent among these Theories andparticularly relevant to us are Maslows Need Hierarchy Theory, McGregors Theory x

and y and Hertzberg, Motivation Hygiene Theory.

We shall discuss three important theories in detail as follows;

1. Maslows Need Hierarchy Theory

2. McGregor Theory x and y and

3. Hertzberg Two Factor Theory

1.MASLOW NEED HIERARCHY THEORY:

Maslow theory is significant because it encompasses all human needs and classifies

them into five neat all-inclusive categories. There are give need-clusters.

(a)Physiological Needs:

Physiological needs are basic to life viz.., thirst, and companionship among others. They

are relatively independent of each other and in some areas can be identified with a

specific location in the body. These needs are cyclic. In other words they are satisfied for

a short period: then they reappear.

Every human being wants to fulfill their basic needs that are survival needs like food,

water and shelter and sex. once these basic needs are satisfied to the degree needed for

the sufficient and comfortable operation of the body, then the other levels of needs

become important and start acting as motivators.

(b)Safety and Security needs:

Safety needs also called security needs, find expression in such series as

economies security and protection from physical dangers and a desire for an orderly and

predictable world. Like physiological needs, these become in active once they are

satisfied.


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These the physiological needs are gratified, the safety and security needs become

predominant. These are the needs for self-preservation as against physiological needs

which are for survival; these needs include those of security, stability, freedom from

anxiety and a structured and ordered environment.

(c)Love and Social needs:

These needs include the desire for love companionship and friendship these needs

reflect persons desire to be accepted by others.

Social needs refer to belongingness. All individuals want to associate with others to gain

acceptance and to give and receive friendship from them. People do not work for money

alone but also for companionship. Cohesive informal groups indicate that employees

have found an outlet for their social needs.

(d)Esteem needs:

Esteem needs refer to a desire for firmly-based high evaluation from others for self

respect and self esteem. They include those needs which indicate self confidence,

achievement, competence, knowledge and independence.

The need for esteem is to attain recognition from others which would induce a feeling of

self-worth and self-confidence in the individual. It is an urge for achievement, prestige,

status and power, self-respect is the internal recognition. The respect from others is the

external recognition.

(e)SelfActualization needs:

Self Actualization needs refer to self-fulfillment. The term Self-Actualization was

coined by a Kurt Goldstein and means to become actualized in what one is potentially

good at.

The last need is the need to develop fully and to realize ones capacities and potentialities

to the fullest extent possible, whatever these capacities and potentialities may be. This is

the highest level of need in maslows hierarchy and is activated as a motivator when all

other assignments that allow for creativity and opportunities for personal growth and

Advancement.


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2. THEORY X AND THEORY Y:

Douglas McGregor proposed two distinct views of human beings. One basically

Negative, labeled theory x and other basically positive, labeled theory y.

Under theory x, the four negative assumptions held by managers are:

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

2. Since employees dislike work, they must be coerced, controlled, or threatened with

punishments to achieve goals.

3. Employees will avoid responsibilities and seek formal direction whenever possible.

4. Most workers place security about all other factors associated with work and will

display little ambition.

In contrast to these negative views about the nature of human beings, McGregor Listed

the four positive assumptions that he called theory Y.:

1. Employees can view work as being as natural as rest or play.

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

objectives.

3. The average person can learn to accept even seek responsibility.

4. The ability to make innovative decisions is widely dispersed throughout the Population

and is not the sole province of those in management positions.

3. HERZBERG TWO FACTOR THEORY:

According to Hertzberg, man has two different: categories of needs, which are

essentially independent of each other and affect behavior in different ways. When people

feel happy about their job, there an extra-in job, and also it increase the job satisfaction.

Fredrick Hertzberg two factor theories concludes that certain factors in the work place

result in job satisfaction, while others do not, but if absent lead to dissatisfaction.


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He distinguished between:

Hygiene Factors:

Wages Salary Company policies Interpersonal Relation with Peers Job Security Supervisors TechnicalHygiene factors present dissatisfaction in the organization. According to him,

hygiene factors are very necessary to maintain the human resources of anorganization.

Motivational F actors:

Job itself Recognition Achievement Responsibility Growth and Advancement

These factors are interrelated and are positively related to motivation. According

To Hertzberg job promotions, higher responsibilities, participation in central

decision making are all signals of growth and advancement of employee in the

organization.


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3.OBJECTIVES OF THE STUDY

To identify the different ways in the organization to motivate the employees. To find out the factors that affect the employees motivation provided by an

organization.

To know how motivation creates job satisfaction among the Employees. To identify the significance of motivation that has an impact on productivity. To identify the factors which bring high level of satisfaction.


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4.RESEARCH METHODOLOGY

Research methodology is way to systematically solve the research problem. It is a plan

of action for a research project and explains in detail how data are collected and analyzed.

Research Methodology may be understood as a science of studying how research is done

scientifically. It can cover a wide range of studies from simple description and

investigation to the construction of sophisticated experiment.

A clear objective provides the basis of design of the project. Since the main objective

of this study is to identify the customers preference, expectation and perception. It was

decided to use descriptive research design include, surveys and fact-findings enquires ofdifferent kinds, which found out to be the most suitable design in order to carry out the

project.

MEANING OF RESEARCH:

Research is an art of scientific investigation. The advanced learners dictionaries of current

English lay are down the meaning of research as, a careful investigation (or) inquiry especially

through search for new facts in any branch of knowledge. Redmen and Mary define research

as a systematic effort to gain knowledge.

RESEARCH DESIGN :

A Research design is plan that specifies the objectives of the study, method to be

adopted in the collection of the data, tools in analysis of data and helpful to frame

hypothesis. A research design is the arrangement of condition for collection and analysis

of data in a manner that aims to combine relevance to research purpose with economy in

procedure.

Research design is needed because it facilitates the smooth sailing of the various

project operations, thereby making the project as efficient as possible yielding maximal

information with minimal expenditure of effort time and money. Also it minimizes bias

and maximizes the reliability of the data collected.


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NATURE AND SOURCE OF DATA :

Primary data:

The data which are collected afresh for the first time and thus happen to be original in character

is called primary data.

The primary data was collected from the employees of AFT Limited through a direct

structured questionnaire. Respondent has filled the questionnaire.

Secondar y data:

The data which have already been collected and analyzed by someone else is called secondary

data.

The secondary data was used mainly to support primary data. Company profiles, websites,

magazines, articles were used widely.

SAMPLING SIZE AND TECHNIQUE:

Type of uni verse:

The first step in developing any sample is clearly defining the set of objectives,

technically called the universe, to be studied. Here the universe is the employees of AFT

Limited

Size of sample:

It refers to the number if items to be selected from the universe to constitute a sample. Here 100

employees of AFT Limited in Pondicherry were selected as size of sample.

Sample design:

When population elements are selected for inclusion in the sample based on the case of

access, it is called convenience sampling method for the convenience of the researcher.

Questionnaire construction:

In constructing questionnaire, care was taken to investigate the difficulties that the

respondent may face while answering them. It was prepared keeping in view the objective

of the study. During the constructing care was taken to avoid questions, which may lead


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misinterpretation. The question thus constructed was a structured one so as to collect al the

relevant information. The questions were arranged in a logical order/sensible sequence.

The Questionnaire consists of a variety of questions presented to the employees for their

response. Dichotomous questions and multiple choice questions were used in constructing

the questionnaire.

STATISTICAL TOOLS USED:

To arrange and interpret the collected data the following statistical tools were used.

1. Percentage Method.2. Chisquare Analysis.

Percentage Method:

The percentage method was extensively used for findings various details. It is

used for making comparison between two or more series of data. It can be generally

calculated.

Percentage of employees is given by

(Number of employees favorable/total employees) 100

ChiSquare Analysis :

Chi square analysis in statistics to test the goodness of fit to verify the

distribution of observed data with assumed theoretical distribution. Therefore, it is a

measure to study the divergence of actual and expected frequencies. It makes no

assumptions about the population being sampled. The quantity 2 (chi - square) describes

the magnitude of discrepancy between theory and observation. If 2 is zero, it means that

the observed and expected frequency completely coincides. The greater the value of 2,

the greater would be the discrepancy between observed and expected frequencies.

The formula for computing ChiSquare (2) is as follows

2 = {(O-E)^2 /E}


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The calculated value of 2 is compared with the table of 2 for given degrees of freedom at

specified level of significance. If the calculated value of 2 is greater than the table value then

the difference between theory and observation is considered to be significant. On the other

hand, if the calculated value of 2 les than the table value then the difference between theory

and observation is not considered to be significant. The degrees of freedom is (n1)where n

is number of observed frequencies.


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5. DATA ANALYSIS AND INTERPRETATIONS

Percentage MethodTable 1: Motivation to Employees:

Particulars No of Respondents Percentage

Yes 75 75

No 25 25

Total 100 100

INFERENCES:

From the above table shows that 75% of respondents say that the company provides

motivation to the employees, only 25%of respondents say no that the company did not

provide motivation to employees.

Chart 1:

0

10

20

30

40

50

60

70

80

Yes No

75

25

Motivation toEmployees


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Table 2: Satisfied with Motivation:


Yes 68 68

No 32 32

Total 100 100

INFERENCES:

From the above table shows that 68% of the respondents are satisfied with the

motivation that the company provides, only 32% of respondents are not satisfied with the

motivation

Chart 2:

0

10

20

30

40

50

60

70

Yes No

68

32 Satisfied withthe Motivation


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Table 3: Interest towards Job for employees:


Yes 56 56

No 44 44

Total 100 100

INFERENCES:

From the above table show that 56% of respondents says that motivation creates

Interest towards a job for employees & 44% of respondents says no that theMotivation

does not create interest towards a job.

Chart 3:

0

10

20

30

40

50

60

Yes No

56

44

Motivation CreatesInterest towards job


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Table 4: Motivated employee increase productivity:


To Large Extent 54 54

To Some Extent

24 24

Not at All

22 22

Total 100 100

INFERENCES:

From the above table shows that 54% of respondents say that motivated employee will

increase the productivity level to large extent & 24% of respondents say it to some extent

& 22% says that not at all the motivated employee will increase the Productivity level.

Chart 4:


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0

10

20

30

40

50

60

ToLarge

Extend

Tosome

Extend

Not atAll

54

24 22HighlyMotivatedemployee


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Table 5: Recognition for Performance:


Yes 54 54

No 46 46

Total 100 100

INFERENCE:

From the above table shows that 54% of respondents say that organization provide

Recognition for performance & 46% of respondents says no that organization does not

provide recognition for performance.

Chart 5:

42

44

46

48

50

52

54

Yes No

Recognition for yourperformance


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Table 6: Continuous feedback for Performance:



To Some Extent 34 34

Not at All 30 30

Total 100 100

INFERENCES:

From the above table shows that 36% of respondents says that manager gives

Continuous feedback about the performance to large extent, 34% of respondents Says to

some extent, 30% of respondents says not at all.

Chart 6:

27

28

2930

31

32

33

34

35

36

To LargeExtend

To SomeExtend

Not at All

Feedback about Performance


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Table 7: Employees to Measure Performance:


Yes 55 55

No 45 45

Total 100 100

INFERENCES:

From the above table shows that 55% of respondents says yes that the company Teach

employees to measure their own performance & 45% of respondents says no that the

company does not teach employees to measure their own performance.

Chart 7:


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Table 8: Facilities to Employees:


0

10

20

30

40

50

60

Yes No

55

45

Employee to measureown performance


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Insurance 43 43

Medical 25 25

Transport __ __

Canteen 32 32

Total 100 100

INFERENCES:

From the above table shows that organization provides facilities to employees that 43%

of respondents say Insurance, 25% of respondents says medical &32% of respondents

says canteen & there is no transport for the employees.

Chart 8:

0

5

10

15

20

25

30

35

40

45

Insurance Medical Transport Canteen

43

25

0

32

Facilities to theEmployees


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Table 9: Medical and Insurance facility is motivated:


Yes 65 65

No 35 35

Total 100 100

INFERENCES:


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From the above table shows that 65% of respondents says yes that medical facility &

Insurance provided by company is highly motivate & 35% of respondents says no that it

is not motivate for them.

Chart 9:

Table 10: Satisfied with the basic needs:


Highly Satisfied 34 34

Satisfied 26 26

No opinion 18 18

Dissatisfied 12 12

Highly Dissatisfied 10 10

0

10

20

30

40

50

60

70

Yes No

65

35

Medical & Insurance


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Total 100 100

INFERENCES:

From the above table shows that 34% of respondents are highly satisfied with basic

needs, 26% of respondents are satisfied, 18% of respondents says no opinion, 12% of

Respondents are dissatisfied, 10% of respondents are highly dissatisfied with basic needs.

Chart 10:

0

5

10

15

20

25

30

35

HighlySatisfied

No opinion HighlyDissatisfied

Basic Needs


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Table 11: Monetary Reward to Employees:


Yes 32 32

No 68 68

Total 100 100

INFERENCES:


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From the above table shoes that 32% of respondents says yes that company gives

monetary reward to employees, 68% of respondents says no that company does not give

monetary reward to employees.

Chart 11:

Table 12: Organisation provides Monetary Reward:


Gifts 56 56

Cash Awards 25 25

Allowances 19 19

Total 100 100

0

10

20

30

40

50

60

70

Yes No

32

68

Monetary reward to theEmployees


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INFERENCES:

From the above table shows that monetary reward the organization provides for the

Employees is 56% of respondents say gifts, 25% of respondents say cash awards, and

19% of respondents say allowances.

Chart 12:

0

10

20

30

40

50

60

Gifts Cash AwardsAllowances

56

25

19 Monetary Reward


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Table 13: Activities motivates employees:


Monetary Reward 15 15

Job Promotion 30 30

Job Security 55 55

Transfer __ __

Total 100 100


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INFERENCES:

From the above table shows that the activities which motivates them is 15% of

Respondents says monetary reward,30% of respondents says Job promotion &55% of

respondents says Job security & the company does not provide transfer For them.

Chart 13:

0

10

20

30

40

50

60

MonetaryReward

JobPromotion

JobSecurity

Transfer

Activities Motiv


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Table 14: Employee as part of Team:


Yes 54 54

No 46 46

Total 100 100

INFERENCES:

From the above table shows that 54% of respondents say yes that the company makes the

employee as part of team & 46% of respondents says no that the company does not make

the employee as part of team.

Chart 14:


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Table 15: Career Development for Employees:

42

44

46

48

50

52

54

Yes No

54

46

Employee as a part ofTeam


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Yes 45 45

No 55 55

Total 100 100

INFERENCES:

From the above table shows that 45% of respondents says yes organization gives

Importance to career development for employees & 55% of respondents says no that The

organization does not gives importance to career development for employees.

Chart 15:

Table 16:Training Programmed to improve Productivity:

0

10

20

30

40

50

60

Yes No

45

55

Career Development


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Not at All 14 14

Total 100 100

INFERENCES:

From the above table shows that 54% of respondents say organization gives Training

programmed to improve productivity to large extent, 32% of respondents Says to some

extent & 14% of respondents says not at all.

Chart 16:

0

10

20

30

40

50

60

To LargeExtend

To SomeExtend

Not at All

54

32

14

Training Programmeimprove Productivity


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Table 17: Encourage employee to work:




Not at All 12 12

Total 100 100


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INFERENCES:

From the above table shows that 55% of respondents say that manager encourage

Employee to work independently to large extent, 33% of respondents say to some Extent

& 12% of respondents say not at all.

Chart 17:

0

10

20

30

40

50

60

To LargeExtend

To SomeExtend

Not at All

55

33

12

Manager EncoEmployees


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Table 18: Organization collect employee opinion:


Suggestion Box 56 56

Weekly Meetings 25 25

Monthly Meetings 19 19

Total 100 100

INFERENCES:

From the above table shows that organization collects the employee opinion through

56% of respondents says suggestion box, 25% of respondents says Weekly meetings &

19% of respondents says monthly meetings.

Chart 18:


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Table 19: Hygiene factor in Job Satisfaction:


Job Security 27 27

Promotion 23 23

Working Conditions 38 38

Pay and Allowances 12 12

Total 100 100

INFERENCES:

From the above that shows that hygiene factor will result in Job satisfaction through

27% of respondents says job security, 23% of respondents saysPromotion, 38% of

respondents says working conditions, 12% of respondents Says pay & allowances.

Chart 19:

0

10

20

30

40

50

60

SuggestionBox

WeeklyMeetings

MonthlyMeetings

56

25

19Organisation collect employeeopinion


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50

0

5

10

1520

25

30

35

40

JobSecurity

Promotion WorkingCondition

Pay &Allowance

Job Satisfaction


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Table 20: Job Enrichment provides true motivation:


Yes 53 53

No 47 47

Total 100 100

INFERENCES:

From the above table shows that 53% of respondents say yes that job enrichment Provide

true motivation & 47% of respondents say no that job enrichment does not provide true

motivation.

Chart 20:

44

45

4647

48

49

50

51

52

53

Yes No

53

47Job Enrichment


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Table 21: Best performance of employee in year:


Yes 25 25

No 75 75

Total 100 100

INFERENCES:

From the above table shows that 25% of respondents say yes organization Select best

performance of employee in year & 75% of respondents says no that organization does

not select best performance of employee in year.

Chart 21:


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0

10

20

30

40

50

60

70

80

Yes No

25

75

Best Performance


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Table 22: Proud to be member of organization:


Yes 83 83

No 17 17

Total 100 100

INFERENCES:

From the above table shows that 83% of respondents are proud to be the member of the

organization & 17% of respondents are not proud to be the member of the Organization

.

Chart 22:

CHI-SQUARE TEST

0

10

20

30

40

50

60

70

80

90

Yes No

83

17

Proud to be themember of theOrganization


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NULL HYPOTHESIS Ho:

To find out there is significant links between Gender and activities motivated them in the

organization.

ALTERNATIVE HYPOTHESIS H1:

To find out there is a significant links between Gender and activities motivated

employees in the organization.

PARTICULARS MONETARY

REWARD

JOB

SECURITY

JOB

PROMOTION

TOTAL

MALE 10 35 20 65

FEMALE 5 20 10 35

15 55 30 100

O E (O-E)2 (O-E)2/E


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10 9.75 0.0625 6.410

35 35.75 0.5625 0.015

20 19.5 0.25 0.012

5 5.25 0.0625 0.011

20 19.25 0.5625 0.029

10 10.5 0.25 0.023

TOTAL 6.5

Calculated value of Chi-square = 6.5

Degree of freedom = (c-1) (r-1)

= (3-1) (2-1)

= 2

The table value of chi-square for four degree of freedom at 5 percent level of significance

is 5.991

Interpretation:

The calculated value of chi-square is much more than the table value. The result, thus,

support the hypothesis and its can be concluded that the significant links between Gender

and the activities which motivated the employees most.


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6. FINDINGS OF THE STUDY

In overall employee in Jaypee bela cement 75% of respondents say that thecompany provides motivation to the employees, only 25%of respondents says no

that the company did not provide motivation to employees.

68% of the respondents are satisfied with the motivation that the companyprovides; only 32% of respondents are not satisfied with the motivation.

56% of respondents say that motivation creates interest towards a job foremployees & 44% of respondents say no that the motivation does not create

interest towards a job.

54% of respondents say that motivated employee will increase the productivitylevel to large extent & 24% of respondents say it to some extent & 22% says that

not at all the motivated employee will increase the Productivity level.

54% of respondents says that organization provide Recognition for performance& 46% of respondents says no that organization does not provide recognition for

performance.

36% of respondents say that manager gives Continuous feedback about theperformance to large extent, 34% of respondents says to some extent, 30% of

respondents say not at all.

55% of respondents say yes that the company teach employees to measure theirown performance & 45% of respondents says no that the company does not teach

employees to measure their own performance.


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Organization provides facilities to employees that 43% of respondents sayInsurance, 25% of respondents says Medical &32% of respondents says Canteen

& there is no Transport for the employees.

65% of respondents say yes that Medical Facility &Insurance provided bycompany is highly motivate & 25% of respondents says no that it is not motivate

for them.

34% of respondents are highly satisfied with basic needs, 26% of respondents aresatisfied, 18% of respondents say no opinion, 12% of respondents are dissatisfied,

and 10% of respondents are highly dissatisfied with basic needs.

32% of respondents say yes that company gives monetary reward to employees,68% of respondents says no that company does not gives monetary reward to

employees.

Monetary reward the organization provides for the employees are 56% ofrespondents says Gifts, 25% of respondents say Cash Awards, 19% of

respondents say Allowances.

The activity which motivates them is 15% of respondents says Monetary Reward,30% of respondents say Job Promotion &55% of respondents says Job Security &

the company does not provide Transfer for them.

54% of respondents say yes that the company makes the employee as part of team& 46% of respondents say no that the company does not make the employee as

part of team.

45% of respondents says yes organization gives importance to Careerdevelopment for employees & 55% of respondents says no that the organization

does not gives importance to Career development for employees.


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54% of respondents say organization gives Training programmed to improveproductivity to large extent, 32% of respondents Says to some extent & 14% of

respondents says not at all.

55% of respondents say that manager encourages employee to workindependently to large extent, 33% of respondents say to some extent & 12% of

respondents say not at all.

Organization collects the employee opinion through 56% of respondents saysSuggestion Box,25% of respondents says Weekly Meetings & 19% of

respondents says Monthly Meetings.

Hygiene factor will result in Job Satisfaction through 27% of respondents saysJob Security,23% of respondents says Promotion,38% of respondents says

Working Conditions,12% of respondents Says Pay & Allowances.

53% of respondents say yes that Job Enrichment provide true motivation & 47%of respondents say no that Job Enrichment does not provide true motivation.

25% of respondents says yes organization select best performance of employee inyear & 75% of respondents says no that organization does not select best

performance of employee in year.

83% of respondents are proud to be the member of the organization & 17% ofrespondents are not proud to be the member of the organization.


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7. SUGGESTIONS AND RECOMMENDATIONS

The company can provide transport facility to the employees. The managementcan invest certain amount in transport and fulfill employee needs. It improves

productivity and on time on duty in the concern.

In AFT Limited the management can provide transfer for the employees in whichthey can go to some other places and work for a certain period.

In AFT Limited, the organization is not giving more importance to the careerdevelopment for the employees, so it basically affects the employees future. Inthat case the company should concentrates on career development for the

Employees.

The organization can select the best performance for every year in which it willmake the employee to perform well during the training period and during the

work time.

The organization can give training programmed in systematic programmed for theemployees to improve the productivity level in the concern.

In the company the manager can give feedback for the employees regarding theirperformance in which the employees can correct their mistake and they can

perform well during the work time.

In the organization the manager can encourage the employees to workindependently in which they can do their job well, and it will be motivating

aspects for them.


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7.1 CONCLUSION

The study conducted at Jaypee bela cement deals with the Employee Motivation . In

this present situation, every organization should provide motivation to the employees.

Employee motivation will help to increase performance standard of an employee as well

as concern. In the duration of the project I have a lot of experience.

There are various factors that influence motivational factors such as salary, working

conditions, training and job satisfaction. Motivation is the ultimate function of so many

individuals attitudes together. It is very complex, complicated and personal experience. It

is difficult to determine the relative importance of the factors influencing motivation asthe importance varies with time and individuals. The motivation is the continuous process

of the organization have come to conclusion that the employee motivation plays a

significant role in modern organization


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8.LIMITATIONS AND SCOPE OF THE STUDY

8.1 LIMITATIONS:

Some employees were having little difficulty in expressing the views eventhough the answer to the questions.

Time period of this study is also very short. As the workers are not literate enough, it was difficult to get the responses

from them.

Employees of the company are not aware of what is motivation means. Most of the employees didnt come forward to give opinion about the

management so only it didnt provide me to derive a concrete solution.

The study was limited only to one company i.e. AFT. The study is based on only 100 samples. The study only based on employs side. It is not covering the staffs.

8.2SCOPE:

The present study aims to find out the level of workers motivation. The study explores the views expressed by the Respondents about the motivation

and providing solutions in an attempt to develop a better system.

The study is conducted taking into consideration only the workers of Jaypee belacement.

The importance of studying employee motivation is to understand the internalsatisfaction in the minds of every employee.

The study helps to know some employees satisfaction level and some employeesdissatisfaction level.

The findings of this study help the company to implement the expectations fromthe employees.


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This study helps the company to know whether the motivation undertaken isstrongly accepted and also to know the lacking in the employee motivation.


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9. ANNEXURE

9.1 QUESTIONARIES

A STUDY ON EMPLOYEE MOTIVATION SCENARIO IN

JAYPEE BELA CEMENT

GENERAL INFORMATIONS:

NAME:

AGE:

GENDER:

MARITAL STATUS:

QUALIFICATION:

1. Below SSLC 2.Higher Secondary 3.Diploma 4.Degree Holder

EXPERIENCE:

1.5-10 Years 2.10-15 Years 3.15-20 Years 4.20-25 Years

SALARY:

1. Below 5000 2.5000- 10000 3.10000-15000 4.15000 & above


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1. Does the company provide any moti vation to the employees?

(a) Yes (b)No

2. Are you satisfi ed with the motivation that the company provides?

(a)Yes (b) No

3. Does the motivation create any in terest towards a job for employees?

(a)Yes (b) No

4. Do you thi nk that a highl y motivated employee wil l increase the productivity level?

(a)To Large Extent (b)To Some Extent (c)Not at All

5.Does the organisation provide recogni tion for your employees?

(a) Yes (b)No

6. Does the manager give continuous feedback about your perf ormance?

(a)Yes (b) No

7. Does the company teach the employees how to measur e their own performance?

(a)Yes (b) No

8. Does the organization provide the foll owing facil it ies to the employees?

(a)Insurance (b) Medical (c) Transport (d) Canteen


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9. Does the medical f acili ty and the insurance provided by the company is highl y

motivate to you.?

(a)Yes (b) No

10. Are you satisfi ed with the basic needs?

(a)Highly Satisfied (b) Satisfied (c) No opinion (d) Dissatisfied (e) Highly

Dissatisfied

11. Does the company give monetary reward to the employees?

(a)Yes (b) No

12. What type of monetary reward does the organization provides for the employees?.

(a) Gifts (b) Cash Awards (c) Allowances

13. Which activi ties motivate you the most?

(a)Monetary Reward (b) Job promotion (c) Job security (d) Transfer

14. Does the company make the employee as part of team?

(a)Yes (b) No

15. Do you think that the organization gives importance to the career development for

employees?

(a)Yes (b) No


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16. Does the organization give train ing programmed in systematic manner to improve

productivity?

(a) To Large Extent (b) To Some Extent (c) Not at All

17. Does the manager encourage employees to do your work i ndependentl y?

(a) To Large Extent (b) To Some Extent (c) Not at All

18. In which way does the organization collect the employees opinion?

(a) Suggestion Box (b) Weekly Meetings (c) Monthly Meetings

19. Which of the following hygiene factor wi ll resul t in j ob satisfaction?

(a)Job security (b) Promotion (c) Pay and Allowances (d) Working Conditions

20. Does the job enri chment provide true motivation?

(a) Yes (b) No

21. Whether the organization select the best performance of employee in the year?

(a)Yes (b) No

22. Are you proud to be the member of the organization?

(a)Yes (b) No


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9.2 BIBLIOGRAPHY

1. Stephen P. Robbins & Seema Sanghi (2005) ORGANISATIONAL BEHAVIOUR,

Dorling Kindersley (Indian) Pvt Ltd., New Delhi.

2. Bhagoliwal, T.N. (1992) PERSONNEL MANAGEMENT AND INDUSTRIALRELATIONS, Sathitya bawan, Agra.

3. HUMAN RESOURCE MANAGEMENT (2003), ICFAI center for management

Research, Hyderabad.

4. Kothari, C.R.Research Methodology-Methods and Techniques.


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