Human resource management is currently gaining unprecedented importance especially

India incorporated the idea of realizing manpower as a resource and not a mere commodity. Our

hopes and desires are mainly placed on the development and utilization of the human resources

which is quantitatively huge. Human resource management ensures the optimum utilization of

human esources. For the purpose of achieving optimum utilization of human resources, what is

required is proper management and motivation of the work force engaged in our organizations

In the modern organizational set up, we find frequent changes in the human resources and

environment factors. There is constant change in the human resources due to the appointment of

new employees with new ideas and expectations in various posts. Environmental factors that are

subject to change normally include organizational structure, operating systems, procedures, rules,

customs and economic, social and political partners.

Human resources from the viewpoint of the individual organization represent the total of the

inherent abilities, acquired knowledge and skills as exemplified in the talents and aptitudes of

employees the expression human resources include all the component resources of employees at

various management levels viz., top, middle and lower management levels

The main aim of human resource management is to achieve the organizational and individual

goals by ensuring the most effective use of employees in the organizational. It also aims at

providing for and coordinating the human resources. Solving the employment problems to the

1
help enterprise in achieving the organizational goals facilitating employees development and

satisfaction and offering services and programmers to meet the needs of each and every

employee providing competent and well- motivated employees to the organization with the main

aim of achieving organizational objectives forever. Integrating the individuals ‘and

organizational objectives so as attain effectiveness

Employees working in organization exhibit their nature both through their individual actives as

well group actions. Individuals come to their organization with technical skills and knowledge on

the one hand and personal feelings, ideas , likes, dislikes, attitudes, values ect. On the other hand.

Hence managing human beings is complex because human behavior is unpredictable.

The purpose of this study was to describe the importance of certain factors in motivating

employees at the Piketon Research and Extension Center and Enterprise Center. Specifically, the

study sought to describe the ranked importance of the following ten motivating factors: (a) job

security, (b) sympathetic help with personal problems, (c) personal loyalty to employees, (d)

interesting work, (e) good working conditions, (f) tactful discipline, (g) good wages, (h)

promotions and growth in the organization, (i) feeling of being in on things, and (j) full

appreciation of work done. A secondary purpose of the study was to compare the results of this

study with the study results from other populations.

2
Objectives of the study

 To study the attitude of the employees towards their work .

 To understand the various sources of motivation and welfare measures followed by the

organization.

 To identify the various factors that motivates the employee towards their organization.

 To analyze the employees welfare of the employee welfare of the organization.

 Suggest various remedial mesures to motivate the organization.

3
Scope of the study

Motivating employees appropriately is the source of success. The knowledge of all aspects of

motivation and its adequate adjustment to the possibilities and requirements of a company is

significant in order to create an effective incentive system.to develop qualifications and enhance

skills of employees. Non monitory methods of motivation, adjusted to the individual

requirements of companies, are developed and implemented together . The management staff,

which has a direct impact on the efficiency of the system’s future operation, is also trained in

terms of changes implemented

The present study has been undertaken to study find out effectiveness of employee welfare

measures in aavin. To find out the practical difficulties involved in welfare measures that can be

evaluated through this study. The study can be used to bring out the solution for the problem

faced by the employees availing the welfare measures Through the study, company would be

able to know the satisfaction level of employee on welfare on motivation measures.

4
Need for the study

To know about the employees satisfactions towards welfares.

To find out the facilities entitled by aavin.

It helps in increasing productivity & efficiencies by improving physical health.

Limitation of the study

 Time is the important limitation. Due to time constraints only limited population is taken
for the study

 The biased view of the respondent is another cause of the limitation

5
Industry profile

Today, India is 'The Oyster' of the global dairy industry. It offers opportunities galore to

entrepreneurs worldwide, who wish to capitalize on one of the world's largest and fastest

growing markets for milk and milk products. A bagful of 'pearls' awaits the international dairy

processor in India. The Indian dairy industry is rapidly growing, trying to keep pace with the

galloping progress around the world. As he expands his overseas operations to India many

profitable options await him. He may transfer technology, sign joint ventures or use India as a

sourcing center for regional exports. The liberalization of the Indian economy beckons to MNC's

and foreign investors alike.

India’s dairy sector is expected to triple its production in the next 10 years in view of expanding

potential for export to Europe and the West. Moreover with WTO regulations expected to come

into force in coming years all the developed countries which are among big exporters today

would have to withdraw the support and subsidy to their domestic milk products sector. Also

India today is the lowest cost producer of per litre of milk in the world, at 27 cents, compared

with the U.S' 63 cents, and Japan’s $2.8 dollars. Also to take advantage of this lowest cost of

milk production and increasing production in the country multinational companies are planning

to expand their activities here. Some of these milk producers have already obtained quality

standard certificates from the authorities. This will help them in marketing their products in

foreign countries in processed form.

The urban market for milk products is expected to grow at an accelerated pace of around 33%

per annum to around Rs.43,500crores by year 2005. This growth is going to come from the

greater emphasis on the processed foods sector and also by increase in the conversion of milk

6
into milk products. By 2005, the value of Indian dairy produce is expected to be Rs 10,00,000

million. Presently the market is valued at around Rs7,00,000mn

India with 134mn cows and 125mn buffaloes, has the largest population of cattle in the world.

Total cattle population in the country as on October'00 stood at 313mn. More than fifty percent

of the buffaloes and twenty percent of the cattle in the world are found in India and most of these

are milk cows and milkbuffaloes.

Indian dairy sector contributes the large share in agricultural gross domestic products.

Presently there are around 70,000 village dairy cooperatives across the country. The co-operative

societies are federated into 170 district milk producers unions, which is turn has 22-state

cooperative dairy federation. Milk production gives employment to more than 72mn dairy

farmers. In terms of total production, India is the leading producer of milk in the world followed

by USA. The milk production in 1999-00 is estimated at 78mn MT as compared to 74.5mn MT

in the previous year. This production is expected to increase to 81mn MT by 2000-01. Of this

total produce of 78mn cows' milk constitute 36mn MT while rest is from other cattle.

While world milk production declined by 2 per cent in the last three years, according to

FAO estimates, Indian production has increased by 4 per cent. The milk production in India

accounts for more than 13% of the total world output and 57% of total Asia's production. The top

five milk producing nations in the world are India ,USA, Russia, Germany and France.

Although milk production has grown at a fast pace during the last three decades (courtesy:

Operation Flood), milk yield per animal is very low. The main reasons for the low yield are

 Lack of use of scientific practices in mulching.

 Inadequate availability of fodder in all seasons.

7
The transition of the Indian milk industry from a situation of net import to that of surplus has

been led by the efforts of National Dairy Development Board's Operation Flood. programme

under the aegis of the former Chairman of the board Dr. Kurien.

Launched in 1970, Operation Flood has led to the modernization of India's dairy sector and

created a strong network for procurement processing and distribution of milk by the co-operative

sector. Per capita availability of milk has increased from 132 gm per day in 1950 to over 220 gm

per day in 1998. The main thrust of Operation Flood was to organize dairy cooperatives in the

milkshed areas of the village, and to link them to the four Metro cities, which are the main

markets for milk.

The efforts undertaken by NDDB have not only led to enhanced production, improvement in

methods of processing and development of a strong marketing network, but have also led to the

emergence of dairying as an important source of employment and income generation in the rural

areas. It has also led to an improvement in yields, longer lactation periods, shorter calving

Packaging Technology
Milk was initially sold door-to-door by the local milkman. When the dairy co-operatives initially

started marketing branded milk, it was sold in glass bottles sealed with foil. Over the years,

several developments in packaging media have taken place. In the early 80's, plastic pouches re

Productivity : To have an exportable surplus in the long-term and also to maintain cost

competitiveness, it is imperative to improve productivity of Indian cattle.

There is a vast market for the export of traditional milk products such as ghee, paneer, shrikhand,

rasgolas and other ethnic sweets to the large number of Indians scattered all over the world

8
Company profile

Aavin is the trademark of the Tamil Nadu co-operative milk producers’ federation limited ,

aTamil Nadu-based milk producer’s union. The aim of aavin is to procure milk, process it, chill

it,pack and sell it to the consumers. The dairy development department was established inTamil

Nadu in the year 1958 to oversee andregulate milk production and commercial Distribution in

the state. The dairy development department took over control of the milkCooperatives. It was

replaced by the Tamil Nadu cooperative milk producers federation limited in the year 1981.

On Feb 1,1981, the commercial activities of the cooperative were handed over to Tamil

NaduCo-operative milk producers‘ Federation limited which sold milk and milk products under

theTrademark “aavin”. With many private companies entering the field of dairy, the Tamil

Nadu government isgiving high priority to improve the performance of the cooperatives. Tamil

Nadu is one of the leading states in India in milk about 14.5 million Liters per day.

The Tamil Nadu cooperative milk producers federation is located 13 9’10”N80 14’40”E aavin

Illam, MADHAVARAM milk colony ,Chennai. The Tamil Nadu co-operative milk producers’

Federation‘ limited is an apex body of 17 district cooperative milk producer’s unions The

Federation has four dairy plants at the following locations in Chennai.

1.Ambattur with a capacity of 4.00 lakh liters per day

2.madhavaram with a capacity of 3.00 lakh liters per day

3.sholinganallur with a capacity of 4.00 lakh liters per day

4.ambatttur- product diar

9
Product profile

Pasteurized Toned milk FAT 3.0% SNF 8.5%

Standardized milk FAT 4.5% SNF 8.5%

Full cream milk FAT 6 % SNF 9.0 %

Double toned milk FAT 1.5 % SNF 9.0 %

Ghee varieties Ghee(Tin) 15kg

Ghee(Tin) 5LTR

Ghee(Tin) 1LTR

Ghee(Tin) 1LTR

Ghee(Tin) 1LTR

Ghee(Jar) 1LTR

Ghee(CARTON) 1KG

cheese 200gms \400gms

10
Research methodology:

Data collection methods:

The source of data includes primary sources.

Primary Data: Primary data has been collected directly from sample respondents through

questionnaire and with the help of interview.

Research Instrument: Research instrument used for the primary data collection is

Questionnaire

Research design:

.The research design is the blueprint for the fulfillment of objectives and answering questions. It

is a master plan specifying the method and procedures for collecting and analyzing needed

information.Advertising effectiveness is used in this study as the main aim is to describe

characteristics of the phenomenon or a situation.

Sample Design: Sample design is definite plan determine before any data is actually

obtaining for a sample from a given population. The researcher must decide the way of selecting

a sample. Samples can be either probability samples or non-probability samples.

Sample Size: 90 Respondents.

11
 Statistical tools

Statistical tools applied

 Weighted average

 Correlation

WEIGHTED AVERAGE

Mean in which each item being averaged is multiplied by a number (weight) based on the item's

relative importance. The result is summed and the total is divided by the sum of the weights.

Weighted averages are used extensively in descriptive statistical analysis such as index numbers.

Also called weighted mean.

Formula:

Weighted average =

Net score =weighted formulax numbers of respondent

Total weight

12
CORRLATION

Correlation coefficients measure the strength of association between two variables. The
most common correlation coefficient, called the Pearson product-moment correlation coefficient,
measures the strength of the linear association between variables.
The sign and the of a Pearson correlation coefficient describe the direction and the magnitude of
the relationship between two variables.
Correlation between the extra efforts of the employees and rewards

𝑁(∑ 𝑑𝑥𝑑𝑦) − (∑ 𝑑𝑥)(∑ 𝑑𝑦)

𝑟=
(√𝑁(∑ 𝑑𝑥 2 − (∑ 𝑑𝑥 2 ))(√𝑁 ∑ 𝑑𝑦 2 − (∑ 𝑑𝑦 2 ))

where :

r = stand for the correlation

N = number of pairs of scores

∑xy = sum of the products of paired scores

∑x = sum of x scores

∑y = sum of y scores

∑x2 = sum of squared x scores

∑y2 = sum of squared y scores

13
Review of literature

Title: Motivation employee retention and satisfaction, & commitment of employees for the

survival of the organization: A study of Rular enterprises in pondychery

Author(s): Rama lingam.H (Department of Business Studies, Indian Institute of Science,

pondychery, India)

Citation: Rama lingam, (2005) "Motivation employee retention and satisfaction, &

commitment of employees for the survival of the organization: A study of Rular enterprises in

pondychery”management Research News, vol 21

Abstract:

Paper also discusses the benefits and effects of motivation, employee retention and satisfaction,

& commitment of employees for the survival of the organization

In the current competitive climate, the organization must have an intense interest in maximizing

the resources at hand. Leadership must be alert to the ways in which fluctuating outside

conditions and internal changes can dramatically impact the group’s dynamics required for peak

performance. This will best be accomplished by motivation everyone to work together.

Motivation is the art of creating conditions that allows everyone to get their work done at their

own peak level of efficiency (gellerman, 1992). It helps people to focus their minds and energies

on doing their work as effectively as possible. It is the inner force that drives individuals to

accomplish personal and organizational foals (Lindner, 1998). Through motivation, skilled

leaders can bring out hidden or untapped capabilities of their people. At the same time, this will

14
give each person involved a greater degree of job satisfaction and make them more successful as

individuals.

Findings –Employees have the need to be motivated for survival. Motivated employees are needed

in the rapidly changing workplaces. Motivated employees are more productive, and they help

organizations survive. To be effective managers need to understand what motivates employees

within the context of the roles they perform. Employees, on the other hand, must be willing to

let managers know what motivates them, and managers must be willing to design reward systems

that motivate employees.

Identifying the factors that affect the quality and quantity of employees job performance is an

important issue in the study of work and the workplace. Managers routinely make assumptions

about the characteristics that enhance or detract form performance. It is generally assumed, for

Originality/value – example, that great organizational commitment contributes to better

performance as more committed employees should be more motivated to work hard on their

organization’s behalf. Performance is also assumed to be affected by structural and task

characteristics such as whether employees are able to exercise autonomy and discretion in their

work. The extent to which their tasks are clearly defined and whether they are rewarded for hard

work .

15
Title: Effectiveness of Inventory Control in small and medium enterprises: A study of machine
tool enterprises in Bangalore.

Author(s): N. Rajeev, (Department of Management Studies, Indian Institute of Science,

Bangalore, India)

Citation: N. Rajeev, (2008) "Inventory management in small and medium enterprises: A study
of machine tool enterprises in Bangalore", Management Research News, Vol. 31.

Article type: Research paper

Abstract:

The purpose of this paper is to provide guidelines for entrepreneurs for implementing
effective inventory management (IM) practices and presents the results of a survey of machine
tool enterprises in Bangalore, India.
Design/methodology/approach – A descriptive analysis is used to present aspects of the
findings, which reflect the current state of IM in machine tool enterprises. In addition,
percentages, bar diagrams and correlation analysis provide a more accurate assessment of this
industry sector.
Findings – The study identified several major problems in the context of IM in machine
tool enterprises including the use of rule-of-thumb for IM, a low importance given to forecasting,
random ordering of materials, low levels of training and development, and low computer use as
well as a low importance given to purchasing and variable lead-time. The study confirmed the
need for managers in the machine tool sector to alter drastically their approach to IM.
Research limitations/implications – This study of 40 SMEs in Bangalore should be
extended using a larger sample representative of Indian SMEs in order to arrive at findings that
are more generalizable across the machine tool sector in India.
Practical implications – The managers of SMEs should consider seriously IM as a
strategic concept simply because effective IM positively influences productivity. There is

16
profound scope for improving the operations and performance of SMEs through the application
of quality practices in IM.
Originality/value – Considering the lack of studies about IM in the context of Indian
small and medium sized enterprises (SMEs), this paper helps fill a gap in the literature. A
review of the policy framework concerned with SMEs suggests that policymakers do not
consider critically the role of IM and related issues. It is significant to note that there is no
exclusive reference to improvement in IM within the policy documents.
Efficiency in effective inventory management will always give a competitive edge to the
business, regardless of its nature. With effective control and management over inventory stock,
as well as accurate visibility and fast efficient fulfillments, comparative pricing can be given on a
customer-to-customer basis. In addition to cutting down on operating costs, it will also bring
satisfied customers back for more businesses in the near future. However, modern day
management of the inventory is usually not as simple as the contemporary practices of just
keeping abreast with inventory standards.
Most of this businesses, especially those in the process and manufacturing industries, will
require varied sets of both simplified as well as complex integrated inventory management
controls. Such regulations are streamlined for effectiveness in compliance and distribution as
well as making provision for further improvement on software and other protocols. Primarily, the
first and most important step to commence in inventory management is to acquire accurate data
in terms of facts and figures. Next, a set of rules and regulations is set up to protect and guard the
information efficiently. Such information may become a crux factor in the improvement of
inbound operations, strategies and productivity. In addition to the physical monitoring of
materials being received and issued into and out of the stock rooms and drawing up
reconciliations of the inventory balances, other tasks involved in inventory management may
include tracking and reporting of restock level techniques, analysis on the actual and projected
inventory status.

17
 Although having proper management of the inventory may create a great difference in

attaining and retaining a competitive edge in the sales markets for certain products of any

businesses, it remains an integral and essential effort of a company to reduce its inventory

management costs. As a result, several computer software companies have since developed a

standardized set of comprehensive inventory management systems to help businesses control.

Aside from certain specialty features, the requisite module should be able to integrate into

the pre-existing software system of the business. In addition to providing a quick and easy access

to inventory and ordering information, the new inventory management software should also give

accurate results.

Although the inventory management system is a beneficial tool, there are some basic and

extremely significant points to ensure an effective and proper flow. These will include good

practices like making accurate entries on every stock receipts into the computer, setting up a

restock level strategy on all items in the stock houses and drawing up specific guidelines on the

control of excess inventory as well as on-going dead stock. Such effective inventory

management habits will give any kind of businesses a superior competitive advantage over their

competitors, especially with an easy-to-use stock analysis tool that delivers quick and accurate

Information

18
 The concept of HRM receives as much attention of academicians, researchers and

practicing manager’s motivation. The increased attention towards motivation is justified by

several reasons. Motivated employees are always looking for better ways to do a job. This

statement can apply to corporate strategists and to production workers. It is the responsibility of

managers to make employees look for better ways of doing their jobs.a motivated employee

generally is more quality oriented. This is true whether we are talking about a top manager

spending extra time on data gathering and analysis for a report or a clerk taking extra care when

filing important document.

Highly motivated worker are more productive than apathetic worker .The high productivity of

Japanese worker and the fever worker are needed to produce an automobile in Japan than

elsewhere is well known. An appreciation of the nature of motivation is highly useful manager.

Every organization requires human resources in addition to financial and physical resources for it

to function .Three behavioral dimensions of HR are significant to organizations (i) people must

be attracted not only to join the organizations but also to remain it (ii) people must perform he

tasks for which they are hired and must do so in a dependable manner and (iii) people must go

beyond this dependable role per performance and engage in some form of creative,

spontantaneous, and innovative behavior at work.

Motivation as a concept represents a highly complex phenomenon that affects. and is affected by

.a multitude of factors in the organizational milieu .an understanding of the topic of motivation is

thus essential in order to comprehend more fully the effects of variations in other reaction as they

relate to the performance, satisfaction, and so forth .

Why increasing attention is paid towards motivation can be found in the present and future

technology required for production, as technology increases in complexity, machines tend to

19
become necessary, yet insufficient, vehicles of effective and efficient operation .Consider the

example of the highly technology-based space programmed in our country.

The polar Satellite Launch Vehicle’s (PSLV) lift-off has been the result of 12 years of

developmental work, transfer of technology to the private industry, smoothening the manufacture

of components and subsystem, complex project management, and dedicated work by literally

thousands in ISRO. Industry other national laboratories and research institutes. With this feat,

India has joined the exclusive club of half a dozen nations that can build and, more importantly,

launch its own satellites.

The secret behind the success of ISRO has been its employees who are both capable of using and

are willing to use the advanced technology to reach the goals.

The purpose of this study was to describe the importance of certain factors in motivating

employees at the Piketon Research and Extension Center and Enterprise Center. Specifically, the

study sought to describe the ranked importance of the following ten motivating factors: (a) job

security, (b) sympathetic help with personal problems, (c) personal loyalty to employees, (d)

interesting work, (e) good working conditions, (f) tactful discipline, (g) good wages, (h)

promotions and growth in the organization, (i) feeling of being in on things, and (j) full

appreciation of work done. A secondary purpose of the study was to compare the results of this

study with the study results from other populations.

20
The framework of motivation indicates that motivation is a simple process. But in reality, the

task is more dauntingOne 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 workforce.

Motivating employees is also more challenging at a time when firms have dramatically

changed the jobs that employees perform, reduced layers of hierarchy, and jetusoned large

numbers of employees in the name of right-sizing or down-sizing .These actions have

considerably damaged the level of trust and commitment necessary for employee to put in efforts

above minimum requirements some organization have resorted to hire and fire and pay – for-

performance strategies almost giving up motivational efforts. Such strategies may have some

effects (both positive and negative) but fail to make and individual overreach him or herThird,

motives can only be inferred, but not seen. The dynamic nature of needs offend poses challenge

to any manager in motivating his or her subordinate. An employee, at any given time, has a

various needs, desire, and expectations. Employees who put in extra hours at work to fulfill their

needs or accomplishment may find that these extra hours conflict directly with needs for

affiliation and their desire to be with their families. However, there is no shortage of models,

strategies, and tactics for motivating employees. As a result, firms constantly experiment with

next motivational programmed and practice.

21
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.

22
Early in this century, as the influence of Charles Darwin’s evolutionary theory grew, it became

fashionable to classify all sorts of behaviors as instincts.

If people cruised themselves, it was because of their “Self-abasement instinct”. This theory

explaining like a bright child’s low grades by labeling the child an “underachiever”. To name a

behavior is not to explain it.

To quality as an ‘instinct’, a complex behavior must have a fixed pattern throughout a species

and be unlearned such behaviors are common in other species.

Human behavior, too, exhibits certain innate tendencies, including simple fixed patterns such as

an infant’s rooting and sucking. Most psychologists, through, view human behavior as directed

by physiological needs and psychological wants.

Although instinct theory failed to explain human motives the underlying assumption that genes

predispose species- typical behavior is as strong as ever, and evolution might influence our

gender difference; our helping behavior; and our attraction to certain people.

When the instinct theory of motivation collapsed, it was replaced by drive-reduction theory –

the idea that a physiological ‘need’ creates an aroused psychological state that ‘drives’ the

organism to reduce the need. With few exceptions, when a physiological need increases, so does

a psychological drive.

The physiological aim of drive reduction is ‘homeostasis’- the maintenance of a steady internal

state. An example, of homeostasis (‘literally – staying the same ) is the body’s temperature –

regulation system, which works like a thermostat. Both systems operates through feedback

loops; sensors feed room temperature to control device. If room temperature cools the control

device switches on the furnace. Likewise, if body temperature cools, blood vessels constrict to

23
conserve warmth, environment. Similarly, if the water level in our cells drops, sensors detect

our need for water and we feel thirsty.

Rather then reduce a physiological need or minimize tension, some motivated behaviors increase

arousal. Asked “Why he wanted to climb Mount Everest”, George Mallory, enjoy high arousal

are most likely to enjoy intense music, novel goods, and risky behaviors.

Experiments on Sensory restriction in a monotonous chamber reveal our need for stimulation.

Despite having all our biological needs satisfied, we feel driven to experience stimulation.

Without it, we feel bored and look for a way to increase arousal to some optimum level. With

too much stimulation, we feel stressed and look for a way to decrease arousal.

Incentive theory

Not only are we pushed by our “need” reduce drives achieve optimum arousal; we are also

pulled by ‘incentives’ – positive or negative stimuli that lure or repel us. This is one way our

individual learning histories influence our motives. Depending on our learning, the aroma of

fresh roasted peanuts, the sight of someone we find attractive, and the threat of disapproval can

all motivate our behavior. Our internal needs energize and direct our behavior, but so do these

external incentives. When there is both a need and an inventive, we feel driven. The food –

deprived person who smelts baking bread feels a hunger for it. For each motive, we can therefore

ask “How is it pushed by our inborn physiological needs and pulled by incentives in the

environment?”

Work motivation

Craig Pinder “echoing the basic definition of motivation, define it as follows:

“Work motivation is a set of energetic force that originate both within as well as beyond and

24
individuals being, to initiate work – related behavior, and to determine its form, direction,

intensity, and duration.”

While general motivation is concerned with effort towards any goal, Stephen Robbins

narrow the focus to organizational goals in order to reflect singular interest in work related

behavior the effort element is a measure of intensity. The need means some internal state that

makes certain outcomes appear attractive. And unsatisfied need creates tension that stimulates

drives within the individual. This drives general a search behavior to find particular goals, if

attend, will satisfied the needs and lead to the reduction of tension

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 workforce.

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.

25
 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 won’t 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.

What is motivation

A basic principle is that the performance of an individual depends on his or her ability

backed by motivation. Stated algebraically the principle is:Performance =f (ability × motivation)

Ability refers to the skill and competence of the person to complete a given task.

However, ability alone is not enough. The person’s desire to accomplish the task is also

necessary. Organizations become successful when employees have abilities and desire to

accomplish given task.

26
Framework of motivation

Framework of motivationThe framework comprises six steps.

(step1) Motivation process begins with the individual’s needs. Needs are telt deprivations

which the individual experiences at a given time and act as energizers. These needs may be

psychological (e.g., the needs for recognition), physiological (e.g., the needs for water, air or

foods) or social (e.g., the needs for friendship).

(step2) Motivation is goal directed.

(step3) A goal is a specific result that the individual wants to achieve .An employee’s goal are

often driving forces and accomplishing those goals can significantly reduce needs.

(step4) Promotions and raises are two of the ways that organizations seek to maintain

desirable behavior. They are signals to employees that their needs for advancement and

recognition and their behaviors are appropriate.

(step5) Once the employee have received either rewards or punishments.

(step6) They reassess their needs.

Some Definitions On Motivation:

how behavior gets started is energized, is sustained, is directed, is stopped, and what kind

of subjective reaction is present in the organism while all this is going on’ jones, 1955).he term

motivation refers to a process governing choices made by person or lower organisms among

alternative forms of voluntary activity”motivation is the result of process, internal or external to

the individual that arouse enthusiasm and persistence to pursue a certain course of action.”

motivation is a process that starts with a physiological or psychological deficiency or need that

27
activates behavior or a drive that aimed at a goal or an incentive”Obviously, the first definition

covers all stages shown in the motivation model.

The role of motivation:

Why do we need motivated employees? The answer is survival (Smith, 1994). Motivated

employees are needed in our rapidly changing workplaces. Motivated employees help

organizations survive. Motivated employees are more productive. To be effective, managers

need to understand what motivates employees within the context of the roles they perform. Of all

the functions a manager performs, motivating employees is arguably the most complex. This is

due, in part, to the fact that what motivates employees changes constantly. For example, research

suggests that as employees' income increases, money becomes less of a motivator. Also, as

employees get older, interesting work becomes more of a motivator.

Employee welfare

Employee welfare work aims at providing such service facilities andAmenities which enable the

workers employed in an organization to performTheir work in healthy congenial surrounding

conductive to good health and High morale.

Employee welfare is a comprehensive term including various services,Benefits and facilities

offered by the employer. Through such generous fringeBenefits the employer makes life worth

living for employees. The welfareAmenities are extended in additional to normal wages and

other economicRewards available to employees as per the legal provisions.

The term is derived from the French word “WELFARE”. The of this French word is “well being

or happiness or prosperity of individuals” Welfare means faring or doing well. It is a

28
comprehensive term and refers The physical, mental, moral and emotional well being of

individual

Welfare measures may also be provided by the government, trade unionsAnd non-government

agencies in addition to the employer. “InternationalEmployee Organization efforts to make life

worth living for workers” AccordingTo the Oxford dictionary “Welfare is fundamentally an

attitude of mind on thePart of management influencing the method by which management

activitiesAre undertake

Employee Welfare as a term which is understood to include such services, facilities and

amenities as may be established in the vicinity of undertaking to enable the persons employed in

them to perform their work in healthy, congenial surrounding to provide them amenities

conductive to good and healthy and high moral.

ARTHUR JAMES TODD point welfare is “Anything” done for the comfort and improvement,

intellectual and social of the employees over and above the wage paid, which is not necessary for

the industry.

PROUD E.S. defines the welfare work as voluntary efforts on the part of employers to improve

the existing industrial system the condition of employment in their own factories.

Employee welfare in India has a special significance as the constitutionProvides for the

promotion of welfare of the employee for human conditions ofWork and securing to all workers.

The various welfare measures provided by the employee will haveImmediate impact on the

health, physical and mental efficiency, alertness,Morale and overall efficiency of the workers

and thereby contributing to thehighestproductivity.Social security measure provided by employer

will act as a protection toThe workers.

29
Employee welfare means activities designed for the promotion ofThe economic, social and

cultural well being of the employees. Includes both statutory as well as non-statutory activities

undertaken by theEmployers, trade unions and both the central and state governments for

thePhysical and mental development of the workers.

Employee welfare enables workers to have richer and more satisfying life. Itraises the standard

of living of workers by indirectly reducing the burden ontheir pocket. Welfare measures improve

the physical and physiological healthOf the employees, which in turn enhance their efficiency

and productivity.

Employee welfare promotes a sense of belongings among the workers,Preventing them from

resorting to unhealthy practices like absenteeism, Employee unrest strike, etc. welfare work

improves the relations betweenEmployees and employers.

The basic features of employee welfare measures are as follows:

1. Employee welfare includes various facilities, services and amenities provided to workers

for improving their health, efficiency, economic betterment and social status.

2. Welfare measures are in addition to regular wages and other economic benefits available

to workers due to legal provisions and collective bargaining

3. Employee welfare schemes are flexible and ever-changing. New welfare measures are

added to the existing ones from time to time.

4. Welfare measures may be introduced by the employers, government, employees or by

any social or charitable agency.

30
Concept of labour welfare:

The National Commission on Labour has observed that the concept of “welfare” is necessary

dynamic bearing a different interpretation from country to country and from time to time and

even in the same country according to the value system, social Institution, degree of

industrialization and general level of social and economic development. Even with one country

its context may be different from region to region.

1. Welfare measure inside the work place : Condition of the Work Environment,

Conveniences, Work Health Services, Women and Child Welfare, Worker’s Recreation,

Employment Follow-up Economic Services.

2. Welfare measure inside the work place : Housing, Water, Sanitation, Waste Dioposal,

Road, Recreation, Play Grounds, Schools, Markets, Bank, Transport, Communication,

Health and Medical Services, Security, Community Leadership Development.

3. Social security measures : Welfare Services are “render to workers and their families by

an individual enterprise with the proposes of raising their morale, material, social and

cultural levels to adjust to better life”.

Welfare activities of the government of india:

The directive principles of state policy in the Indian Constitution refer generally to the

promotion of the welfare of people when lay down that the “state shall strive to promote the

welfare of the people by securing and protecting as effectively as it may, a social order in which

justice, social, economic and political, shall inform all the institution of natural”.

In its specific application to the working class, “security and human condition of work” has

been highlighted with a view to ensure them provision of a decent standard of life and full

employment to leisure and social and culture opportunities

31
 These principles also refer to taking of the steps to secure the participation of workers in the

management of industries. Article 45 also deals with provision of free and compulsory

education for children, which impliedly includes those of workers.

The very logic behind providing welfare schemes is to create efficient, healthy, loyal and

satisfied labor force for the organization. The purpose of providing such facilities is to make their

work life better and also to raise their standard of living. The important benefits of welfare

measures can be summarized as follows:

They provide better physical and mental health to workers and thus promote a healthy work

environmentFacilities like housing schemes, medical benefits, and education and recreation

facilities for workers’ families help in raising their standards of living. This makes workers to

pay more attention towards work and thus increases their productivity.Employers get stable labor

force by providing welfare facilities. Workers take active interest in their jobs and work with a

feeling of involvement and participation.Employee welfare measures increase the productivity of

organization and promote healthy industrial relations thereby maintaining industrial peace.The

social evils prevalent among the labors such as substance abuse, etc are reduced to a greater

extent by the welfare policies

32
 Table 4.1

Working Environment

Attributes Numbers of respondent Percentage of respondent

Friendly 62 69

Encouraging 14 16

Competitive 10 11

Cool 2 2

In doubt 2 2

Total 90 100

Interpretation

The working environment doing major role for employees in their job.The above table shows

that most of employees in that organization feel that working environment is friendly good it

show that working environment satisfied the employees.Maximum number of employees said

friendly because the nice relationship between the positions and flexible work. Some the

employees said encouraging due to the appreciation of work the organization monitoring the

activities. Few of the employees said competitive because more interest in work and the

organization provides challenging job activities.so some are feeling competitive a boutthir

environment.

33
 Chart 4.1

Working Environment

100

90

80

69
70

60
Percentage

50

40

30

20
16

11
10

2 2
0
Friendly Encouraging Competitive Cool In doubt
Attributes

34
 Table 4.2

Existing working condition

Satisfaction Numbers of respondent Percentage of respondent

Highly satisfied 19 21

Satisfied 49 54

Neutral 18 20

Dissatisfied 3 3

Highly dissatisfied 1 1

Total 90 100

INTERPRETATION

The existing working condition is related to job satisfaction of employees. Employees

satisfaction shows strong mental health because ofthe nature of the job need to fit to the

employee. The above table shows that some of the employees highly satisfied with their

working condition. More number of employees satisfied with their working condition because

they feeling that the organization is second home to the employees some said neutral because

they just satisfy with the job. Few said dissatisfied because they don’t like the working condition.

35
 Chart 4.2

Existing working condition

100

90

80

70

60
54
Percentage

50

40

30

21 20
20

10

3
1
0
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied
Attributes

36
 TABLE 4.3

Clear communication from superior

Attributes Numbers of respondent Percentage of respondent

Always 25 28

Mostly 30 33

Sometime 21 23

Rarely 6 7

Not at all 8 9

Total 100 100

Interpretation

Communication is important to any organization. The proper communication makes excellent

effort. The superior gives clear instruction to their sub-ordinate for doing their job well. The

above table shows that some of the employees said that they always get clear communication

from the superior because they received the proper instrument from them. Some of the

employees said mostly they get the clear communication because the communication is very

clear and true. Some employees said sometimes because they cannot understand the oral

communication. Few said rarely because of they won’t get communication from their

superiorThe superior not communicated clearly replied by few of them. The improper

communication makes faulty process.

37
 Chart 4.3

Clear communication from superior

100

90

80

70

60
Percentage

50

40

33

30 28

23

20

9
10 7

0
Always Mostly Sometime Rarely Not at all
Attributes

38
 Table 4.4

Attitude of superior

Attributes Numbers of respondent Percentage of respondent

Hostile 45 50

Indifferent 21 23

Encouraging 9 10

Understanding 8 9

Problem solving 7 8

Total 100 100

Interpretation:

The employees are possible to facing problem in their job. If they cannot solve the problem then

they seek help from their superior. Superior attitude is differing in problem handling and

employee manages. The above table shows that the attitude of superior towards the employees

problem. Most of the employees said hostile because the superior was unfriendly with their

subordinates. Some of them said indifferent, because the superior don’t have interest to solve the

problem of the subordinates. Few said encouraging because of the appreciation of work. Some

said understanding because some superior understand the problems. Few said problem solving

because some superior sole the problem.

39
 Chart 4.4

Attitude of Superior

100

90

80

70

60
Percentage

50
50

40

30

23

20

10 9
10 8

0
Hostile Indifferent Encouraging Understanding Problem solving
Attributes

40
 Table 4.5

Involvement Decision making

Attributes Numbers of respondent Percentage of respondent

Always 12 13

Mostly 23 25

Sometime 28 31

Rarely 9 10

Not at all 18 20

Total 90 100

Interpretation

Decision making is an art. Most of the superior take the decisions themselves. That means, they

would not involve the employees to their decision making. The above table shows how the

superior involve the employees while taking decisions. The one fourth of the respondent said that

involve them with their superior for taking decisions as mostly or sometimes. Another one fourth

of the respondent said that not involve them with their superior for taking decisions. Few of the

respondent said that always involve them with their superior for taking decisions. Few of the

respondent said that rarely involve them with their superior for taking decisions.

41
 Chart 4.5

Involvement Decision making

100

90

80

70

60
Percentage

50

40

31
30
25

20
20
13
10
10

0
Always Mostly Sometime Rarely Not at all
Attributes

42
 Table 4.6

Salary package

Satisfaction level Numbers of respondent Percentage of respondent

Highly satisfied 12 13

Satisfied 49 54

Neutral 18 20

Dissatisfied 8 9

Highly dissatisfied 3 3

Total 100 100

INTERPRETATION

The nature of job and salary is the highly relative one. It shoes that most of the employees are

satisfied about their salary package. Salary induces high motivation to almost all employees. The

same thing repeated in this question. The above table shows that some of the employees have

been highly satisfied on the nature of job with their salary. Half of the employees said satisfied

because of their salary fulfil the needs. The employees who said neutral were newly recruited.

Few employees said dissatisfy because their salary is based on the seniority not on merit in their

organization.

43
 Chart 4.6

Satisfied salary package

100

90

80

70

60

54
Percentage

50

40

30

20
20

13

10 9

0
highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied
Attributes

44
 Table 4.7

Employee welfare schemes &benefits

Attributes Numbers of respondent Percentage of respondent

Highly satisfied 12 13

Satisfied 51 57

Neutral 13 14

Dissatisfied 11 12

Highly dissatisfied 3 3

Total 100 100

Interpretation

A healthy company gives a lot of benefit to their employees like family insurance, festival loans,

and etc. The company introduce new benefit schemes is must welcomed by the employees. So,

that the table explain how the employees are satisfied about the schemes. Some of the employees

said that they were highly satisfied .due to the monitory benefits provided by the organisation.

Most said that satisfied because the welfare schemes and securities. Some of the employees said

neutral because they just accepting these securities are satisfaction and welfare schemes. Some

were dissatisfied because they are just working.

45
 Chart 4.7

Employee welfare schemes &benefits

100

90

80

70

60 57
Percentage

50

40

30

20

13 14
12
10

0
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied
Attributes

46
 Table 4.8

Career developmentprogrammes

Attributes Numbers of respondent Percentage of respondent

Almost 10 11

Mostly 25 28

Sometime 26 29

Rarely 8 9

Not at all 21 23

Total 90 100

Interpretation

The research and training is another dimension of the company. In this situation, career

development program is highly necessary to their employees. Frequently conducting the training

program is updating the employee’s knowledge. The above table shows that most of the

employees in that organization told that they think the company is planning their career

development programmes.it shows that company is providing career development programme to

the people those who are all in machine opratinglevel.there is no development programme to

other employees. The training programme will be given to the newly recruited persons as well as

the persons in administration.

47
 Chart 4.8

Career development programmes

100

90

80

70

60
Percentage

50

40

28 29
30

23

20

11
9
10

0
Almost Mostly Sometime Rarely Not at all
Attributes

48
 Table 4.9

Housing loan

Attributes Numbers of respondent Percentage of respondent

Yes 77 85

No 13 14

Total 90 100

Interpretation

Almost all employees expect the housing loan from their working company. The above table

shows that most of the employees were providedwith the housing loans to modify their life styles

Some of the employees said no because they were newly employed. So it shows that the

company is providing housing loan facility to the experienced employees. Based on the

organisationrule,they won’t give housing loan to the new employees.

49
 Chart 4.9

Housing Loan

100

90
85

80

70

60
PErcentage

50

40

30

20
14

10

0
Yes No
Attributes

50
 Table 4.10

Years of Service

Attributes Numbers of Percentage of

respondent respondent

1-5 years 5 5

6-10 years 5 5

11-15 years 11 12

16-20 years 30 33

Above 20 years 39 43

Total 90 100

Interpretation

The above table shows that most of the employees are having more than 15 years employees

experience in the organisation. It shows that they feel comfortable with that environment and

they are having good relationship with their colleagues& superior. The above table shows that

most of the employees said as more years working in a company mostly this company was a

government company so many others in that organization feel that working environment is a

comfortable Some of the employees in newly jointed in a company they not interest in a work

the development oriented because the proper career programs.

51
 Chart 4.10

Years of Service

100

90

80

70

60
Percentage

50

43

40

33

30

20

12
10
5 5

0
1-5 years 6-10 years 11-15 years 16-20 years Above 20 years

52
 Table 4.11

Grievances Of The Employee

Attributes Numbers of Percentage of respondent

respondent

Strongly agree 6 7

Agree 61 68

Neither agree nor

10 11
disagree

Disagree 13 14

Strongly Disagree 0 0

Total 90 100

Interpretation

The above table interprets that the grievance of the employees are fairly treated by the

organisation. Most of the employees are Grievances handling is very important. Generally,

employees have a idea about them. The above table shows this opinion of grievances in the

company. Around 2/3rd of employees agreed that the grievances of the employees are handled

properly. A few only strongly agree about them. A few are not answered about this question.

Few only disagree. None of them response as strongly disagree. The response of the grievances

is very important to healthy communication and organizational development. The response of the

grievances properly handled and immediately considered by the management.

53
 Chart 4.11

Grievances Of The Employee

100

90

80

70 68

60
PErcentage

50

40

30

20
14
11
10 7

0
0
Strongly agree Agree Neither agree Disagree Strongly Disagree
nor disagree
Attibutes

54
 Table 4.12

Learn more About Job

Attributes Numbers of respondent Percentage of respondent

To great extent 48 53

To a considerable extent 18 20

To Some extent 18 20

To a little extent 4 4

Not at all 2 2

Total 90 100

INTERPRETATION

How much help in job when the employees felt in the struggle and problem. How much they

sharing the sub-ordinate pain in the work place and share the jobs load. Half of the employees

respond as to great extent. One fourth of the employees respond as to a considerable extent.

Another one fourth of the employees respond as to some extent. A few of the employees respond

as to a little extent. Only two of the employees respond as not at all.

55
 Chart 4.12

Learn more about job

100

90

80

70

60

53
Percentage

50

40

30

20 20
20

10
4.
2

0
To great extent To a considerable To Some extent To a little extent Not at all
extent
Attributes

56
Statistical tools

Wight average

Net score = weighted formula x numbers of respondent

Total weight

Attributes Satisfaction with salary Satisfaction with benefits

Highly satisfied 12 12
Satisfied 49 51
Neutral 18 13
Dissatisfied 8 11
Highly dissatisfied 3 3

Attributes Satisfaction with salary Satisfaction with benefits

Highly satisfied 60 60
Satisfied 196 204
Neutral 54 39
Dissatisfied 16 22
Highly dissatisfied 3 9
Total 329 344
Weight average 3.6 3.82
Rank 2 1

57
Correlation
Correlation coefficients measure the strength of association between two variables. The
most common correlation coefficient, called the Pearson product-moment correlation coefficient,
measures the strength of the linear association between variables.
The sign and the absolute value of a Pearson correlation coefficient describe the direction and the
magnitude of the relationship between two variables.
 Correlation between the extra efforts of the employees and rewards.

 Let’s consider taking decisions as x

 Let’s consider career development data as y

Attributes X Y

Always 25 10

Mostly 30 25

Sometimes 21 26

Rarely 6 8

Not at all 8 21

Total 90 90

Attributes X Y DX DY DX2 DY2 DXDY

Always 25 10 7 -8 49 64 56
Mostly 30 25 12 7 144 49 84
Sometimes 21 26 -3 8 9 64 24
Rarely 6 8 -12 -10 144 100 120
Not at all 8 21 -10 3 100 9 30
Total 90 90 0 0 446 286 314

58
Calculation

𝑁(∑ 𝑑𝑥𝑑𝑦) − (∑ 𝑑𝑥)(∑ 𝑑𝑦)

𝑟=
(√𝑁(∑ 𝑑𝑥 2 − (∑ 𝑑𝑥 2 ))(√𝑁 ∑ 𝑑𝑦 2 − (∑ 𝑑𝑦 2 ))

5(314) − (0(0))
𝑟=
(√5(446) − (446)2 )𝑋(√5(286) − (286)2 )

1570
𝑟=
(√5(446) − 198914) 𝑋(√5(286) − (81796) )

1570
𝑟=
(√2230 − 198914)𝑋(√1430 − (81796) )

1570
𝑟=
(√−196684)𝑋(√− 80366 )

1570 1570
𝑟= =
(444)𝑋(284) 126096)

r = 0.0125

INTERPRETATION

The sign of the correlation indicates the direction of association between x (The independent

variable) and y (The dependent variable).If y tends to increase when x increase. The Spearman

correlation coefficient is positive. If y tends to decrease when x increase. The Spearman

correlation coefficient is negative. Since the Spearman rank correlation is 0.0125.

There is a positive relation between the taking decisions and the career development of the

employees. When the employee taking decisions is good, the employee career

developmentprogrammers is a low.

59
Findings

 Most of employees feel the company working environment is friendly.

 75% of the employees are satisfied with the existing working condition.

 Maxmum number ofemployees said that they almost got clear communication from their

superior.

 Most of the employees said that the superior were unfriendly with their subordinates.

Some of them said indifferent, because the superior don’t have interest to solve the

problem of the subordinates.

 The one fourth of the respondent said that involve them with their superior for taking

decisions as mostly or sometimes. Another one fourth of the respondent said that not

involve them with their superior for taking decisions.

 More thenhalf of the employees said satisfied about otheir salary package.very few only

not satisfied about thir salary.

 More then 50% of employees are satisfied with the benefits& welfare schemes of the

organization..

 76% of employees are working more then 16 years the organization.

 50% of the respondents said that their superior take pain to help them to learn more about

job.

60
Suggestion

 The company should arrange team work and group forming in their employees to make a

better leadership quality.

 The company should improve good working environment.

 Employees need to develop their communication and listening skills.

 The superiors should help to solve the problem to their sub-ordinates.

 Superiors take decision making with their sub-ordinates for good involvement.

 The company should provide the extra benefit to their employees with salary package.

 Before introducing employees new benefit schemes, the company should discuss with

them.

 The company frequently conducts the career development programs.

 The company concentrate other loan facilities to their employees.

 The company is government sector. So, most of the employees must try to complete their

work period.

 The management should take immediate action on grievances.

 Employees share their problem and make a team to share their problematic works.

61
Conclusion

Motivating employees is also more challenging at a time when firms have dramatically changed

the jobs that employees perform, reduced layers of hierarchy, and large numbers of employees in

the name of right-sizing or down-sizing. Employees who put in extra hours at work to fulfill their

needs or accomplishment may find that these extra hours conflict directly with needs for

affiliation and their desire to be with their families.

Aavin is one of largest milk producing company in Tamilnadu state. It is a government

undertaking company. The employees worked year of experience and lawful environment.

In this study, shows the employee motivation and welfare almost good. The working

environment is well and this study shows that they need training new technology and career

development. They expected career development planning and share their problem with sub-

ordinates.

This study give me a great experience in the working environment and understanding the role of

motivation and employee welfare how much important in the organization.

62