EXECUTIVE SUMMARY

Executive Summary Motivation in simple terms may be understood as the set of

forces that cause people to behave in certain ways. A motivated employee generally is more
quality oriented. Highly motivated worker are more productive than apathetic worker one
reason why motivation is a difficult task is that the workforce is changing. Employees join
organizations with different needs and expectations. Their values, beliefs, background,
lifestyles, perceptions and attitudes are different. Not many organizations have understood
these and not many HR experts are clear about the ways of motivating such diverse work
force.
Now days employees have been hired, trained and remunerated they need to be
motivated for better performance. Motivation in simple terms may be understood as the set
or forces that cause people to behave certain ways. People are motivated rewards something
they can relate to and something they can believe in. Times have changed People wants more.
Motivated employees are always looking for better ways to do a job. It is the responsibility of
managers to make employees look for better ways of doing their jobs. Individuals differ not
only in their ability to do but also in their will to do, or motivation Managers who are
successful in motivating employees are often providing an environment in which appropriate
goals are available for needs satisfaction. Retaining and motivating workers requires special
attention and the responsibility falls squarely on the shoulders of HR as well as managers and
supervisors at all level. They have to create a work environment where people enjoy what
they do, feel like they have a purpose and have pride in the mission of the organization. It
requires more time, more skill, and managers who care about people. It takes true leadership.
By giving employees special tasks, you make them feel more important. When your
employees feel like they are being trusted with added responsibilities, they are motivated to
work even harder so they wont let the company down. Motivation is essential for
any company because employee is Asset of company. Motivation is important for the growth
of employees as well as growth of the organization

INTRODUCTION OF
MOTIVATION AND ITS IMPACT
The project work entitled a STUDY ON EMPLOYEE MOTIVATION with special
reference to Standard Auto Agency, Jabalpur is mainly conducted to identify the factors
which will motivate the employees and the organizational functions in Standard Auto Agency,
Jabalpur.
Managements basic job is the effective utilization of human resources for
achievements of organizational objectives. The personnel management is concerned with
organizing human resources in such a way to get maximum output to the enterprise and to
develop the talent of people at work to the fullest satisfaction. Motivation implies that one
person, in organization context a manager, includes another, say an employee, to engage in
action by ensuring that a channel to satisfy those needs and aspirations becomes available to
the person. In addition to this, the strong needs in a direction that is satisfying to the latent
needs in employees and harness them in a manner that would be functional for the
organization.
Employee motivation is one of the major issues faced by every organization. It is the
major task of every manager to motivate his subordinates or to create the will to work
among the subordinates. It should also be remembered that a worker may be immensely
capable of doing some work; nothing can be achieved if he is not willing to work. A manager
has to make appropriate use of motivation to enthuse the employees to follow them. Hence
this studies also focusing on the employee motivation among the employees of Hyderabad
Industries Ltd.
The data needed for the study has been collected from the employees through
questionnaires and through direct interviews. Analysis and interpretation has been done by
using the statistical tools and datas are presented through tables and charts.
2

THE CONCEPT OF MOTIVATION

Motivation is the word derived from the word motive which means needs, desires,
wants or drives within the individuals. It is the process of stimulating people to actions to
accomplish the goals. In the work goal context the psychological factors stimulating the
peoples behaviour can be

desire for money

success

recognition

job-satisfaction

team work, etc

One of the most important functions of management is to create willingness amongst

the employees to perform in the best of their abilities. Therefore the role of a leader is to
arouse interest in performance of employees in their jobs. The process of motivation consists
of three stages:1. A felt need or drive
2. A stimulus in which needs have to be aroused
3. When needs are satisfied, the satisfaction or accomplishment of goals.

Therefore, we can say that motivation is a psychological phenomenon which means

needs and wants of the individuals have to be tackled by framing an incentive plan.

DEFINITION OF MOTIVATION.
According to Edwin B Flippo, Motivation is the process of attempting to influence
others to do their work through the possibility of gain or reward.

SIGNIFICANCE OF THE STUDY

Motivation involves getting the members of the group to pull weight effectively, to
give their loyalty to the group, to carry out properly the purpose of the organization. The
following results may be expected if the employees are properly motivated.
1. The workforce will be better satisfied if the management provides them with
opportunities to fulfill their physiological and psychological needs. The workers will
cooperate voluntarily with the management and will contribute their maximum
towards the goals of the enterprise.
2. Workers will tend to be as efficient as possible by improving upon their skills and
knowledge so that they are able to contribute to the progress of the organization. This
will also result in increased productivity.
3. The rates of labors turnover and absenteeism among the workers will be low.
4. There will be good human relations in the organization as friction among the workers
themselves and between the workers and the management will decrease.
4

5.

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

6. There will be increase in the quantity and quality of products. Wastage and scrap will
be less. Better quality of products will also increase the public image of the business.
MOTIVATION PROCESS.
1. Identification of need
2. Tension
3. Course of action
4. Result Positive/Negative
5. Feed back

THEORIES OF MOTIVATION.
The motivation concept were mainly developed around 1950s. three main theories
were made during this period. these three classical theories are

Maslows hierarchy of needs theory

Herzbergs two factor theory
Theory X and theory Y
These theories are building blocks of the contemporary theories developed later.

MASLOWS NEED HIERARCHY MODEL

Human behavior is goal-directed. Motivation cause goal-directed behaviour. It is
through motivation that needs can be handled and tackled purposely. This can be understood
by understanding the hierarchy of needs by manager. The needs of individual serves as a
driving force in human behaviour. Therefore, a manager must understand the hierarchy of
needs. Maslow has proposed The Need Hierarchy Model

The needs have been classified into the following in order:

1. PHYSIOLOGICAL NEEDS- These are the basic needs of an individual which
includes food, clothing, shelter, air, water, etc. These needs relate to the survival and
maintenance of human life.
2. SAFETY NEEDS- These needs are also important for human beings. Everybody
wants job security, protection against danger, safety of property, etc.
3. SOCIAL NEEDS- These needs emerge from society. Man is a social animal. These
needs become important. For example- love, affection, belongingness, friendship,
conversation, etc.
4. ESTEEM NEEDS- These needs relate to desire for self-respect, recognition and
respect from others.

5. SELF-ACTUALIZATION NEEDS- These are the needs of the highest order and
these needs are found in those person whose previous four needs are satisfied. This
will include need for social service, meditation.

TYPES OF MOTIVATION.
Intrinsic motivation occurs when people are internally motivated to do something
because it either brings them pleasure, they think it is important, or they feel that what they
are learning is morally significant.
Extrinsic motivation comes into play when a student is compelled to do something or
act a certain way because of factors external to him or her (like money or good grades)
INCENTIVES

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

human needs and creates the desire to work. Thus, an incentive is a means of motivation. In
organizations, increase in incentive leads to better performance and vice versa.
NEED FOR INCENTIVES
Man is a wanting animal. He continues to want something or other. He is never fully
satisfied. If one need is satisfied, the other need need arises. In order to motivate the
employees, the management should try to satisfy their needs. For this purpose, both financial
and non financial incentives may be used by the management to motivate the workers.
Financial incentives or motivators are those which are associated with money. They include
wages and salaries, fringe benefits, bonus, retirement benefits etc. Non financial motivators
are those which are not associated with monetary rewards. They include intangible incentives
like ego-satisfaction, self-actualization and responsibility.

INCENTIVES

Financial Incentives
-

Non-financial incentives

Wages and Salaries.

- Competition
8

Bonus

- Group recognition

Medical reimbursement

- Job security

Insurance

- Praise

Housing facility

Retirement benefits.

- Workers participation.
-

Knowledge of result
Suggestion system.

- Opportunities for growth

MOTIVATION IS THE KEY TO PERFORMANCE IMPROVEMENT

There is an old saying you can take a horse to the water but you cannot force it to
drink; it will drink only if it's thirsty - so with people. They will do what they want to do or
otherwise motivated to do. Whether it is to excel on the workshop floor or in the 'ivory tower'
they must be motivated or driven to it, either by themselves or through external stimulus.
Are they born with the self-motivation or drive? Yes and no. If no, they can be
motivated, for motivation is a skill which can and must be learnt. This is essential for any
business to survive and succeed.
Performance is considered to be a function of ability and motivation, thus:

Job performance =f(ability)(motivation)

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

slow and long process. On the other hand motivation can be improved quickly. There are
many options and an uninitiated manager may not even know where to start. As a guideline,
there are broadly seven strategies for motivation.
There are broadly seven strategies for motivation.

Positive reinforcement / high expectations

Effective discipline and punishment

Treating people fairly

Satisfying employees needs

Setting work related goals

Restructuring jobs

Base rewards on job performance

Essentially, there is a gap between an individuals actual state and some desired state

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

10

COMPANY PROFILE

Maruti Suzuki India Limited, formerly known as Maruti Udyog Limited, is an

automobile manufacturer in India. It is a subsidiary of Japanese automobile and motorcycle
manufacturer Suzuki Motor Corporation. As of November 2012, it had a market share of 50%
of the Indian passenger car markets. Maruti Suzuki manufactures and sells popular cars such
as the Alto, Swift, Zen, Swift DZire, SX4 and Omni. The company is headquartered at New
Delhi. In February 2012, the company sold its ten millionth vehicle in India.

11

INTRODUCTION ABOUT STANDARD AUTO AGENCIES

Maruti Standard Auto Agencies was established in 2004. The address of company is
8/1 B, Jabalpur Hospital Road, Near Bhawartal Garder, Napies Town. Mr. Deepak Arora is
the CEO of Standard Auto Agency.
Theres a three service station of Standard Auto Agencies.
1.

Opposite Allahabad Bank, Near Delight Talkies, Civil Line, Jabalpur.

2.

Behind Pachori Petrol Pump, Deen Dayal Chowk, Vijay Nagar, Jabalpur.

3.

Near Gulzar Hotel, Mahanadda, Madan Mahal, Jabalpur.

The company also deals in these three cities also.

1.

Narsingpur

12

2.

Mandla

3.

Dindori

The main motive of company is to satisfy the customer and employee.

CMD OF STANDARD AUTO AGENCY

Every

month special attractive

incentive schemes for employees
towards target achievement.

Employee

Daughter Policy Rs.

500/- to Rs. 1000/- deposited every
month towards employee daughter
welfare.

Special

help in regard to providing

artificial limbs for the handicapped.

DEEPAK ARORA
(CMD)

13

 He has been associated with company

since 1990

The

journey started with group from

Yamaha dealership

In the year 2001 he also looked after

sahil Honda

In

the year of 2004 when Maruti

dealership started he handled
company as group admin general
manager.

ARVIND SINGH TOMAR

(COMPANY VICE PRESIDENT)

His

commitment towards group

promoted as company vice president.

HISTORY
Maruti Udyog Limited was established in February 1981, though the actual
production commenced only in 1983. It started with the Maruti 800, based on the Suzuki.
Alto kei car which at the time was the only modern car available in India. Its only
competitors were the Hindustan Ambassador and Premier Padmini. Originally, 74% of the
company was owned by the Indian government, and 26% by Suzuki of Japan. As of May
2007, the government of India sold its complete share to Indian financial institutions and no
longer has any stake in Maruti Udyog.

14

CHRONOLOGY
UNDER THE MARUTI NAME
In 1970, a private limited company named Maruti technical services private
limited (MTSPL) was launched on November 16, 1970. The stated purpose of this company
was to provide technical know-how for the design, manufacture and assembly of "a wholly
indigenous motor car". In June 1971, a company called Maruti limited was incorporated
under the Companies Act. Maruti Limited went into liquidation in 1977. Maruti Udyog
Ltd was incorporated through the efforts of Dr V. Krishnamurthy.

AFFILIATION WITH SUZUKI

In 1982, a license & Joint Venture Agreement (JVA) was signed between Maruti
Udyog Ltd. and Suzuki of Japan. At first, Maruti Suzuki was mainly an importer of cars. In
India's closed market, Maruti received the right to import 40,000 fully built-up Suzukis in the
first two years, and even after that the early goal was to use only 33% indigenous parts. This
upset the local manufacturers considerably. There were also some concerns that the Indian
market was too small to absorb the comparatively large production planned by Maruti
Suzuki, with the government even considering adjusting the petrol tax and lowering the
excise duty in order to boost sales. Finally, in 1983, the Maruti 800 was released. This

796

cc hatchback was based on the SS80 Suzuki Alto and was Indias first affordable car. Initial
product plan was 40% saloons, and 60% Maruti Van. [15] Local production commenced in
December 1983. In 1984, the Maruti Van with the same three-cylinder engine as the 800 was
released and the installed capacity of the plant in Gurgaon reached 40,000 units.
In 1985, the Suzuki SJ410-based Gypsy, a 970 cc 4WD off-road vehicle, was
launched. In 1986, the original 800 was replaced by an all-new model of the 796 cc
hatchbackSuzuki Alto and the 100,000th vehicle was produced by the company.[14][dead link] In
1987, the company started exporting to the West, when a lot of 500 cars were sent to
Hungary. By 1988, the capacity of the Gurgaon plant was increased to 100,000 units per
annum.

15

MARKET LIBERALISATION
In 1989, the Maruti 1000 was introduced and the 970 cc, three-box was Indias first
contemporary sedan. By 1991, 65 percent of the components, for all vehicles produced, were
indigenized. After liberalization of the Indian economy in 1991, Suzuki increased its stake in
Maruti to 50 percent, making the company a 50-50 JV with the Government of India the
other stake holder.
In 1993, the Zen, a 993 cc, hatchback was launched and in 1994 the
1298 cc Esteem was introduced. Maruti produced its 1 millionth vehicle since the
commencement of production in 1994. Maruti's second plant was opened with annual
capacity reaching 200,000 units. Maruti launched a 24-hour emergency on-road vehicle
service. In 1998, the new Maruti 800 was released, the first change in design since 1986. Zen
D, a 1527 cc diesel hatchback and Maruti's first diesel vehicle and a redesigned Omni were
introduced. The 1.6 litre Maruti Baleno three-box saloon and Wagon R were also launched.
In 2000, Maruti became the first car company in India to launch a Call Center for
internal and customer services. The new Alto model was released. In 2001, Maruti True
Value, selling and buying used cars was launched. In October of the same year the Maruti
Versa was launched. In 2002, Esteem Diesel was introduced. Two new subsidiaries were also
started: Maruti Insurance Distributor Services and Maruti Insurance Brokers Limited. Suzuki
Motor Corporation increased its stake in Maruti to 54.2 percent.
In 2003, the new Suzuki Grand Vitara XL-7 was introduced while the Zen and the
Wagon R were upgraded and redesigned. The four millionth Maruti vehicle was built and
they entered into a partnership with the State Bank of India. Maruti Udyog Ltd was Listed on
BSE and NSE after a public issue, which was oversubscribed tenfold. In 2004, the Alto
became India's best selling car overtaking the Maruti 800 after nearly two decades.
The five-seater Versa 5-seater, a new variant, was created while the Esteem was relaunched. Maruti Udyog closed the financial year 2003-04 with an annual sale of 472,122
units, the highest ever since the company began operations and the fiftieth lakh (5 millionth)

16

car rolled out in April 2005. The 1.3 L Suzuki Swift five-door hatchback was introduced in
2005.
In 2006 Suzuki and Maruti set up another joint venture, "Maruti Suzuki Automobiles
India", to build two new manufacturing plants, one for vehicles and one for engines.
[16]

Cleaner cars were also introduced, with several new models meeting the new "Bharat Stage

III" standards. In February 2012, Maruti Suzuki sold its ten millionth vehicle in India. For the
Month of July 2014, it had a Market share of >45 %.

AWARDS & ACHIEVEMENT

17

MANUFACTURING FACILITIES
Maruti Suzuki has two manufacturing facilities in India. Both manufacturing facilities
have a combined production capacity of 14,50,000 vehicles annually. The Gurgaon
manufacturing facility has three fully integrated manufacturing plants and is spread over 300
acres (1.2 km2). The Gurgaon facilities also manufacture 240,000 K-Seriesengines annually.
The Gurgaon Facilities manufactures the 800, Alto, WagonR, Estilo, Omni, Gypsy, Ertiga,
Ritz and Eeco.
The Manesar manufacturing plant was inaugurated in February 2007 and is spread
over 600 acres (2.4 km2). Initially it had a production capacity of 100,000 vehicles annually
but this was increased to 300,000 vehicles annually in October 2008. The production capacity
was further increased by 250,000 vehicles taking total production capacity to 800,000
vehicles annually. The Manesar Plant produces the A-star, Swift, Swift DZire, SX4, Ritz and
Celerio. On 25 June 2012, Haryana State Industries and Infrastructure Development
Corporation demanded Maruti Suzuki to pay an additional Rs 235 crore for enhanced land
acquisition for its Haryana plant expansion. The agency reminded Maruti that failure to pay
the amount would lead to further proceedings and vacating the enhanced land acquisition. It
plans to set up a plant in Gujarat and has acquired 600 acres of land.

18

INDUSTRIAL RELATIONS
Since its founding in 1983, Maruti Udyog Limited has experienced problems with its
labor force. The Indian labour it hired readily accepted Japanese work culture and the modern
manufacturing process. In 1997, there was a change in ownership, and Maruti became
predominantly government controlled. Shortly thereafter, conflict between the United Front
Government and Suzuki started. In 2000, a major industrial relations issue began and
employees of Maruti went on an indefinite strike, demanding among other things, major
revisions to their wages, incentives and pensions.

Employees used slowdown in October 2000, to press a revision to their incentivelinked pay. In parallel, after elections and a new central government led by NDA alliance,
India pursued a disinvestment policy. Along with many other government owned companies,
the new administration proposed to sell part of its stake in Maruti Suzuki in a public offering.
The worker's union opposed this sell-off plan on the grounds that the company will lose a
major business advantage of being subsidised by the Government, and the union has better
protection while the company remains in control of the government.

The standoff between the union and the management continued through 2001. The
management refused union demands citing increased competition and lower margins. The
central government privatized Maruti in 2002 and Suzuki became the majority owner of
Maruti Udyog Limited.

19

PRODUCTS & SERVICES

Model

Launched

Category

Omni

1984

Minivan

Gypsy

1985

SUV

WagonR

1999

Hatchback

Grand Vitara

2007

Mini SUV

20

Image

DZire

2008

Sedan

Ritz

2009

Hatchback

Alto K10

2010

Hatchback

Ertiga

2012

Mini MPV

Alto 800

2012

Hatchback

Stingray

2013

Hatchback

21

Celerio

2014

Hatchback

Ciaz

2014

Sedan

Baleno

2015

Hatchback

S-Cross

2015

Mini SUV

22

DISCONTINUED MODELS

23

Model

Launched

Discontinued

Category

Gypsy E

1985

2000

SUV

1000

1990

2000

Sedan

Zen

1993

2006

Hatchback

Esteem

1994

2008

Sedan

Baleno

1999

2007

Sedan

Versa

2001

2010

Minivan

Grand Vitara XL7

2003

2007

Mini SUV

800

1983

2012

Hatchback

24
Alto

2000

2012

Hatchback

Image

SALES AND SERVICE NETWORK

As of 31 March 2014 Maruti Suzuki has 933 dealerships across 666 towns and cities
in all states and union territories of India. It has 3,060 service stations (inclusive of dealer
workshops and Maruti Authorised Service Stations) in 1,454 towns and cities throughout
India.[48] It has 30 Express Service Stations on 30 National Highways across 1,436 cities in
India.
Service is a major revenue generator of the company. Most of the service stations are
managed on franchise basis, where Maruti Suzuki trains the local staff. Other automobile
companies have not been able to match this benchmark set by Maruti Suzuki. The Express
Service stations help many stranded vehicles on the highways by sending across their repair
man to the vehicle.
In the year 2015 maruti suzuki launched a new premium sales channel called
NEXA. Maruti Suzuki India Limiteds Managing Director & CEO, Kenichi Ayukawa said:
NEXA provides a new experience of hospitality from Maruti Suzuki. Indian market and
Indian society are rapidly changing and new segments of customers are emerging. We have to
take new initiatives to meet diversifying expectations from our customers.
He added: The mission of NEXA is to offer innovative value and direction so that we
can adequately respond to the new segments of Indian customers and offer them the
experience which they value. While we will of course continue to enhance customer
satisfaction in our current network, with NEXA, I am confident Maruti Suzuki will be able to
cater to a broader range of customers who value pampering, innovation and a personal touch
in their car owning experience.
S-Cross, Indias first premium crossover that debuts in August 2015 will be the first
car to be sold under NEXA. Several new models will be added to both channels as part of the
Companys medium term goal of 2 million annual sales by 2020.

25

MARUTI INSURANCE
Launched in 2002 Maruti Suzuki provides vehicle insurance to its customers with the
help of the National Insurance Company, Bajaj Allianz, New India Assurance and Royal
Sundaram. The service was set up the company with the inception of two subsidiaries Maruti
Insurance Distributors Services Pvt. Ltd and Insurance Brokers Pvt. Limited.
This service started as a benefit or value addition to customers and was able to ramp
up easily. By December 2005 they were able to sell more than two million insurance policies
since its inception.

MARUTI FINANCE
To promote its bottom line growth, Maruti Suzuki launched Maruti Finance in
January 2002. Prior to the start of this service Maruti Suzuki had started two joint ventures
Citicorp Maruti and Maruti Countrywide with Citi Group and GE Countrywide respectively
to assist its client in securing loan. [55] Maruti Suzuki tied up with ABN Amro Bank, HDFC
Bank, ICICI Limited, Kotak Mahindra, Standard Chartered Bank, and Sundaram to start this
venture including its strategic partners in car finance. Again the company entered into a
strategic partnership with SBI in March 2003[56] Since March 2003, Maruti has sold over
12,000 vehicles through SBI-Maruti Finance. SBI-Maruti Finance is currently available in
166 cities across India.
Citicorp Maruti Finance Limited is a joint venture between Citicorp Finance India and
Maruti Udyog Limited its primary business stated by the company is "hire-purchase
financing of Maruti Suzuki vehicles". Citi Finance India Limited is a wholly owned
subsidiary of Citibank Overseas Investment Corporation, Delaware, which in turn is a 100%
wholly owned subsidiary of Citibank N.A. Citi Finance India Limited holds 74% of the stake
and Maruti Suzuki holds the remaining 26%. GE Capital, HDFC and Maruti Suzuki came
together in 1995 to form Maruti Countrywide. Maruti claims that its finance program offers

26

most competitive interest rates to its customers, which are lower by 0.25% to 0.5% from the
market rates.

MARUTI TRUEVALUE
Maruti True service offered by Maruti Suzuki to its customers. It is a market place for
used Maruti Suzuki Vehicles. One can buy, sell or exchange used Maruti Suzuki vehicles with
the help of this service in India. As of 31 March 2010 there are 342 outlets.

MARUTI ACCESSORIES
Many of the auto component companies other than Maruti Suzuki started to offer
components and accessories that were compatible. This caused a serious threat and loss of
revenue to Maruti Suzuki. Maruti Suzuki started a new initiative under the brand
name Maruti Genuine Accessories to offer accessories like alloy wheels, body cover, carpets,
door visors, fog lamps, stereo systems, seat covers and other car care products. These
products are sold through dealer outlets and authorized service stations throughout India.

MARUTI DRIVING SCHOOL

As part of its corporate social responsibility Maruti Suzuki launched the Maruti
Driving School in Delhi. Later the services were extended to other cities of India as well.
27

These schools are modelled on international standards, where learners go through classroom
and practical sessions. Many international practices like road behaviour and attitudes are also
taught in these schools. Before driving actual vehicles participants are trained on simulators.
At the launch ceremony for the school Jagdish Khattar stated "We are very concerned
about mounting deaths on Indian roads. These can be brought down if government, industry
and the voluntary sector work together in an integrated manner. But we felt that Maruti
should first do something in this regard and hence this initiative of Maruti Driving Schools."

DEPARTMENT PROFILE
The organization has mainly 5 departments. They are
1. HUMAN RESOURCE DEPARTMENT
2. FINANCE DEPARTMENT
3. PURCHASE DEPARTMENT
4. MARKETING DEPARTMENT.
5. PRODUCTION DEPARTMENT
ORGANIZATION CHART OF HUMAN RESOURCE DEPARTMENT

General Manager
(Works)

28

Manager Industrial Relations

Jr. Manager Establishment
Sr. Officer HR

Security
Time Office Assistants

The managing human resource in the organization is an important task. Human

resource department is doing the management of human resource in the organization.
Hyderabad Industries Limited follows a system in HR department that each authority coming
under the General Manager (works) has to report directly to General Manager (Works) in the
hierarchy. This will helps to speed up the communication flow in the organization.
ORGANISATION CHART OF FINANCE DEPARTMENT
Deputy Manager Accounts

Assistant manager

Sr. Accounts Officer

Assistants
29

Sound financial decisions have been one of the critical practices in the success of
Hyderabad Industries Limited, Thrissur proper planning and long vision of the financial
managers help the company to undergo to smooth sail. All monetary transactions of the
company are handled and brought to account by the finance department.
ORGANISATION CHART OF PURCAHSE DEPARTMENT
Sr. Purchase Manager

Assistant Manager
Purchase

Purchase Officer

Assistants

The purchase manager is the only person who is the having the prime authority to
make orders for the purchase of raw materials. After referring the stock report of raw
materials and finished goods, the purchase manager purchase the raw- materials in order to
ensure the continuous flow of production.
ORGANISATION CHART OF PRODUCTION DEPARTMENT

Production Manager

Deputy Manager
Production

Deputy Manager
Maintenance
30

Jr. Manager Production

Jr. Manager Production

Shift in charge

The production manager and his team are responsible for realizing the visions of the
company within constraints of technical possibility. This involves coordinating the operations
of various production activities and maintains a good flow of work without any blockage.
3.3.5 ORGANISATION CHART OF MARKETING DEPARTMEN
Marketing Manager

Sales Manager

Regional Sales Manager

Area Sales Manager

Sales Officer

OBJECTIVES OF THE STUDY

1. To study about the motivation concept of the organization.
2. To study about increase the performance of the employees.

31

3. To study the effect of monitory and non monitory benefits provided by the
organization.
4. To provide the practical suggestion for the improvement of organizational
performance.

RESEARCH METHODOLOGY
A hypothesis is a preliminary or tentative explanation or postulate by the researcher of
what the researcher considers the outcome of an investigation will be. It is an
informed/educated guess. It indicates the expectations of the researcher regarding certain
variables. It is the most specific way in which an answer to a problem can be stated.
Research hypotheses are the specific testable predictions made about the independent
and dependent variables in the study. Hypotheses are couched in terms of the particular
independent and dependent variables that are going to be used in the study. The research
hypothesis of this study is as follows.
HO (NULL HYPOTHESIS) :There is positive relationship between motivation techniques and the performance of
the employees.
H1 (ALTERNATIVE HYPOTHESIS) :
There is no any relationship between motivation, techniques and the performance of
the employees.

RESEARCH METHODOLOGY.
32

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

investigation, a recording and an analysis of evidence for the purpose of gaining knowledge.
According to Clifford woody, research comprises of defining and redefining problem,
formulating hypothesis or suggested solutions, collecting, organizing and evaluating data,
reaching conclusions, testing conclusions to determine whether they fit the formulated
hypothesis1
SAMPLING DESIGN.
A sample design is a finite plan for obtaining a sample from a given population. Simple
random sampling is used for this study.
SAMPLE SIZE.
POPULATION

:-

250

SAMPLE SIZE

:-

100

SAMPLE METHOD :-

QUESTIONAIRE

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

1
33

METHODS OF DATA COLLECTION.

The datas were collected through Primary and secondary sources.
PRIMARY SOURCES.
Primary data are in the form of raw material to which statistical methods are applied
for the purpose of analysis and interpretations.
The primary sources are discussion with employees, datas collected through
questionnaire.
SECONDARY SOURCES.
Secondary datas are in the form of finished products as they have already been
treated statistically in some form or other.
The secondary data mainly consists of data and information collected from records,
company websites and also discussion with the management of the organization. Secondary
data was also collected from journals, magazines and books.

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

34

A well defined questionnaire that is used effectively can gather information on both
overall performance of the test system as well as information on specific components of the
system. A defeated questionnaire was carefully prepared and specially numbered.

LIMITATIONS OF THE STUDY

The limitations of the study are the following :

The data was collected through questionnaire. The responds from the respondents
may not be accurate.

The sample taken for the study was only 100 and the results drawn may not be
accurate.

Since the organization has strict control, it acts as another barrier for getting data.

Another difficulty was very limited time-span of the project.

Lack of experience of Researcher.

35

DATA ANALYSIS
Q1.

Since How many years you have been working in this organization ?

SL NO

PARTICULAR

NUMBER OF RESPONDENTS

PERCENTAGE

0-5 years

36

36

5- 10 years

58

58

10- 15 years

More than 15 years

100

100

Total
70
58

60
50
40

36

30
20
10

0
Highly Satisfied

Satisfied

Netural

36

0
0
Dissatisfied
highly Dissatisfied

INTERPRETATION
The table shows that 36% of the respondent working in the organization from 0 5
years, 58 % working from 5-10 years, 6% of the responder working from 10- 15 years, and
no employees are older than 15 years in the organization.

Q2.

Is Management is interested in motivating the employees?

SL NO

NUMBER OF
PARTICULAR

RESPONDENTS

PERCENTAGE

Strongly Agree

44

54

Agree

40

40

Neutral

Disagree

Strongly Disagree

100

100

Total

37

INTERPRETATION
The table shows that 54% of the respondents are strongly agreeing that the
management is interested in motivating the employees, remaining 40% and 6% of the
respondent are neutral and disagree from the management.

Q3.

What type of incentives motivates you more ?

SL NO

PARTICULAR

NUMBER OF
RESPONDENTS

PERCENTAGE

Financial Incentives

30

30

Non financial Incentives

18

18

Both

52

52

38

Total

100

100

INTERPRETATION
The table shows that 52% of the respondents are expressing that both financial and
non financial incentives will equally motivate them and remaining 30% and 18% of the
respondent are expressing financial and non financial incentives respectively.

Q4.

SL NO

Are u Satisfied with the present incentives scheme ?

PARTICULAR

NUMBER OF
RESPONDENTS
39

PERCENTAGE

Highly satisfied

36

36

Satisfied

58

58

Neutral

Dissatisfied

Highly satisfied

100

100

Total

INTERPRETATION
The table shows that 58% of the respondents are satisfied with the present incentive
scheme of the organization, 36% of the respondent are highly satisfies, 6% are neutral, and no
employees are dissatisfied and highly dissatisfied with the organization.

Q5.

The company is eagerness in recognizing and acknowledging employees work?

40

SL NO

PARTICULAR

NUMBER OF

PERCENTAGE

RESPONDENTS
1

Strongly Agree

54

54

Agree

58

58

Neutral

Disagree

Strongly Disagree

100

100

Total

INTERPRETATION
From the study, 58% of employees agreed that the company is eager in recognizing
and acknowledging their work, 36% strongly agreed and only 6% showed neutral response.

41

Q6.

Periodical increase in salary?

SL NO

PARTICULAR

NUMBER OF

PERCENTAGE

RESPONDENTS
1

Strongly Agree

24

24

Agree

46

46

Neutral

Disagree

18

18

Strongly Disagree

100

100

Total

INTERPRETATION
`The table shows 46% of employees agree, 24% strongly agree, 18% disagree, 6%
neutral and remaining 6% strongly disagree that there is a periodical increase in the salary.

42

Q7.

Job Security existing in the company.?

SL NO

NUMBER OF
PARTICULAR

RESPONDENTS

PERCENTAGE

Strongly Agree

30

30

Agree

36

36

Neutral

22

22

Disagree

Strongly Disagree

100

100

Total

INTERPRETATION
The table shows 36% of employees agree with good job security, 30% strongly agree,
22% neutral, 6% disagree and other 6% of the respondent strongly disagree at exist in the
company.
43

Q8.

Good relations with the co-workers ?

SL NO

NUMBER OF
PARTICULAR

RESPONDENTS

PERCENTAGE

Strongly Agree

30

30

Agree

54

54

Neutral

16

16

Disagree

Strongly Disagree

100

100

Total

INTERPRETATION

44

The table shows 54% of the respondents agree that they have good relations with coworker and other 30% and 16% of the respondent are strongly agree and neutral respectively.

Q9.

Effective performance appraisal system ?

SL NO

NUMBER OF
PARTICULAR

RESPONDENTS

PERCENTAGE

Strongly Agree

20

20

Agree

46

46

Neutral

16

16

Disagree

12

12

Strongly Disagree

100

100

Total

45

INTERPRETATION
The table shows 46% of the respondents agree to effective performance appraisal
system existing in the company.

Q10. Effective promotional opportunities in present job ?

SL NO

PARTICULAR

NUMBER OF

PERCENTAGE

RESPONDENTS
1

Strongly Agree

18

18

Agree

52

52

Neutral

18

18

Disagree

Strongly Disagree

100

100

Total

46

(Table 4.10)
INTERPRETATION
The table shows 52% of the respondents agree with promotional opportunities, 18%
strongly agree, 18% neutral, 6% disagree, and other 6% strongly disagree.

Q11.

Good safety measures existing in the organization ?

SL NO

PARTICULAR

NUMBER OF

PERCENTAGE

RESPONDENTS
1

Strongly Agree

30

30

Agree

46

46

Neutral

47

Disagree

12

12

Strongly Disagree

100

100

Total

INTERPRETATION
The table shows 46% of the respondents agree that there is a good safety measure
existing in the company.

Q12.
SL NO

Performance appraisal activities are helpful to get motivated ?

PARTICULAR

NUMBER OF

PERCENTAGE

RESPONDENTS
1

Strongly Agree

18
48

18

Agree

46

46

Neutral

12

12

Disagree

Strongly Disagree

18

18

Total

100

100

INTERPRETATION
The table shows 46% of the respondents agree that the performance appraisal
activities are helpful to get motivated, 18% strongly agree, 12% neutral, 6% disagree and 18
% of the respondent are strongly disagree.

Q13.

Support from the co-worker is helpful to get motivated ?

49

SL NO

PARTICULAR

NUMBER OF

PERCENTAGE

RESPONDENTS
1

Strongly Agree

20

20

Agree

46

46

Neutral

Disagree

12

12

Strongly Disagree

100

100

Total

INTERPRETATION
The table shows 58% of the respondents agree that the support from the co-worker is
helpful to get motivated, 24% strongly agree with it, 12% disagree and 6 % of the respondent
are strongly disagree with it.

50

Q14.

Career development opportunities are helpful to get motivated ?

SL NO

NUMBER OF
PARTICULAR

RESPONDENTS

PERCENTAGE

Strongly Agree

20

20

Agree

52

52

Neutral

Disagree

Strongly Disagree

16

16

Total

100

100

INTERPRETATION
The table shows 52% of the respondents agree that the career development
opportunities are helpful to get motivated, 20% strongly agree, 16% strongly disagree, 8 %
51

disagree, and remaining 4% of the respondent are neutral that the career development
opportunities are helpful to get motivated.

Q15.

Factors which motivates you the most ?

SL NO

PARTICULAR

NUMBER OF

PERCENTAGE

RESPONDENTS
1

Salary increase

42

42

Promotion

30

30

Leave

Motivational talk

10

10

Recognition

12

12

Total

100

100

INTERPRETATION
52

The table shows that the 42% of the respondent is responding that increase in salary
will motivate them the most, 12% of the respondent is responding that promotion, 6% leave,
10% motivational talk, and other 30% of the respondent recognition about motivation.

Q16.

Incentives and other benefits will influence your performance ?

SL NO

NUMBER OF
PARTICULAR

RESPONDENTS

PERCENTAGE

Influence

64

64

Does not influence

24

24

No opinion

12

12

Total

100

100

INTERPRETATION
53

The table shows 64% of the respondents responded that incentives and other benefits
will influence their performance, 24% does not influence and 12% of the respondent gives no
response on it.

FINDINGS
The findings of the study are follows

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

management.

The employees are really motivated by the management.

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

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

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

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

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

From the study it is clear that most of employees agrees to the fact that performance
appraisal activities and support from the coworkers in helpful to get motivated.

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

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

54

SUGGESTIONS
The suggestions for the findings from the study are follows

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

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

Organization should give importance to communication between employees and gain

co-ordination through it.

Skills of the employees should be appreciated.

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

55

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

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

SUMMARY
This document aims at providing employees and management members with the
information that can be beneficial both personally and professionally. Every business
enterprise has multiple objectives including of adequate profit for payment of a reasonable
rate of return to the owners and for investment in business through satisfaction of customers,
maintenance of a contended workforce and creation of a public image. The basic job of
management of any business is the effective utilization of available human resources,
technological, financial and physical resources for the achievement of the business
objectives.
This project entitled as Employee motivation was done to find out the factors
which will motivate the employees. The study undertakes various efforts to analyze all of
them in great details. The researcher in this project at the outset gives the clear idea of the
entire department existing in the company. From the study, the researcher was able to find
some of the important factors which motivate the employees. Factors like financial incentives
and non financial inventive, performance appraisal system, good relationship with co56

workers, promotional opportunities in the present job, employee participation in decision

making are very much effect the level employee motivation. It is also clear from the study
that the company is so eager in motivating their employees and their present effort for it so
far effective.
The human resources can play an important role in the realization of the objectives.
Employees work in the organization for the satisfaction of their needs. If the human resources
are not properly motivated, the management will not be able to accomplish the desired
results. Therefore, human resources should be managed with utmost care to inspire,
encourage and impel them to contribute their maximum for the achievement of the business
objectives.

CONCLUSION
The study concludes that, the motivational program procedure in STANDARD AUTO
AGENCY JABALPUR is found effective but not highly effective. The study on employee
motivation highlighted so many factors which will help to motivate the employees. The study
was conducted among 100 employees and collected information through structured
questionnaire. The study helped to findings which were related with employee motivational
programs which are provided in the organization.
The motivational activities really play a major role in motivating the employees of the
organization. It is a major factor that makes an employee feels good in his work and results in
his satisfaction too. The organization can still concentrate on specific areas which are evolved
from this study in order to make the motivational programs more effective. Only if the
employees are properly motivated- they work well and only if they work well the

57

organization is going to benefit out it. Steps should be taken to improve the motivational
programs procedure in the future. The suggestions of this report may help in this direction.
On the basis of findings H0 is accepted because employees are motivated towards
higher performance with only financial benefits but also with non financial benefits such as
medical care transport allowance, housing benefits etc.
They will also put in their best towards higher performance if they are reward of their
effort and not when they are punished.

BIBLIOGRAPHY
BOOKS :

ASWATHAPPA K (2010) : Human Resource and Personnel Management, MC Graw

Hill company limited (4th edition) Page No. 180- 197

Prof Gupta PK (2010) : Human Resource Management, Dremtech Press. Page No.

225- 260
Kothari CR (2014) : Research Methodology Methods and Techniques, New age
international Publishers, (3rd edition) New Delhi Page No. 50-89

JOURNAL :

HRM Revies, Vol xi no 10 (October 2012) IUP Publication.

Business Strategy, Vol xii no. 3 (june 2015); IUP Publication.
58

SR Excels research update Vol I- no- I (October 2015) SR Excel education society
Organizational Behaviour Vol xii- no 3 (July 2013) IUP Publication

MAGZINES :

Human Capital Vol 17 No 10 (March 2014)

Human Capital Vol 17 No 7 (December 2013)

WEBSITES :

www.google.com
www.marutisuzuki.com
www.wikipedia.com
www.scribd.com

ANNEXURE
1)

Employee name (name optional):

2)

Designation:

3)

Department:

4)

Qualifications: Grad

____________

PG

__________________

Any others (please specify): __________________

5)

Service Completed:

6)

Age (please tick):

7)

________ years

a) Below 25

b) 25-35

c) 35-45

Marital status:

a) Married b) Unmarried
59

d) Above 45

8).

9).

10).

11).

12).

13).

14).

Since How many years you have been working in this organization ?
(a)

0-5 years

(b)

5- 10 years

(c)

10- 15 years

(d)

More than 15 years.

Is Management is interested in motivating the employees ?

(a)

Strongly Agree

(c)

Neutral

(e)

Strongly Disagree.

(b)

Agree
(d)

Disagree

What type of incentives motivates you more ?

(a)

Financial incentives (b)

(c)

Both

Non Financial incentives

Are u Satisfied with the present incentives scheme ?

(a)

Highly Satisfied

(c)

Neutral

(e)

Highly Satisfied

(b)

Satisfied
(d)

Dissatisfied.

The company is eagerness in recognizing and acknowledging employees work ?

(a)

Strongly Agree

(c)

Neutral

(e)

Strongly Disagree.

(b)

Agree
(d)

Disagree

Periodical increase in salary ?

(a)

Strongly Agree

(c)

Neutral

(e)

Strongly Disagree.

(b)

Agree
(d)

Disagree

Job Security existing in the company?

(a)

Strongly Agree

(c)

Neutral

(e)

Strongly Disagree.

(b)

Agree
(d)

60

Disagree

15).

16).

17).

18).

19)

19).

20).

Good relations with the co-workers?

(a)

Strongly Agree

(c)

Neutral

(e)

Strongly Disagree.

(b)

Agree
(d)

Disagree

Effective performance appraisal system ?

(a)

Strongly Agree

(c)

Neutral

(e)

Strongly Disagree.

(b)

Agree
(d)

Disagree

Effective promotional opportunities in present job ?

(a)

Strongly Agree

(c)

Neutral

(e)

Strongly Disagree.

(b)

Agree
(d)

Disagree

Good safety measures existing in the organization ?

(a)

Strongly Agree

(c)

Neutral

(e)

Strongly Disagree.

(b)

Agree
(d)

Disagree

Performance Appraisal Activities are helpful to get motivated ?

(a)

Strongly Agree

(c)

Neutral

(e)

Strongly Disagree.

(b)

Agree
(d)

Disagree

Support from the co-worker is helpful to get motivated ?

(a)

Strongly Agree

(c)

Neutral

(e)

Strongly Disagree.

(b)

Agree
(d)

Disagree

Career Development opportunities to get motivated ?

61

21).

21).

(a)

Strongly Agree

(c)

Neutral

(e)

Strongly Disagree.

(b)

Agree
(d)

Disagree

Factors which motivated you the most ?

(a)

Salary Increase

(b)

Promotion

(c)

Leave

(d)

Motivational Talk

(e)

Recognition.

Incentives and other benefits will influence your performance ?

(a)

Influence

(c)

No Opinion

(b)

Does not Influence

62