Documente Academic
Documente Profesional
Documente Cultură
Project Report
SUBMITTED
BY
T.Sravani
Mr.Y.V.RAO
Asst. Professor
2018-2020
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A STUDY ON EMPLOYEE MOTIVATION
DECLARATION
I hereby declare that project work “Employee motivation” with reference to sugar
factory ”kalluru submitted by me is my original contribution and my sincere effort and not
submitted to any other University or published any time before.
Place: T.Sravani
Date: (Reg.no:18MG1E0023)
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A STUDY ON EMPLOYEE MOTIVATION
ACKNOWLEDGEMENT
T.Sravani
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A STUDY ON EMPLOYEE MOTIVATION
ACKNOWLEDGEMENT
T.Sravani
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A STUDY ON EMPLOYEE MOTIVATION
CONTENT
CHAPER-I
Introduction
Methodology
Limitations
CHAPER-II
Industry profile
Company profile
CHAPER-III
Theoretical Framework
CHAPER-IV
CHAPER-V
Findings
Suggestions
CHAPER-VI
Annexure
Reference
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CHAPTER-1
1.1 INTRODUCTION
The project work entitled a STUDY ON EMPLOYEE MOTIVATION with special reference
to sugar industry; is mainly conducted to identify the factors which will motivate the
employees and the organizational functions in Hyderabad Industries Ltd, Thrissur.
Management’s 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 data’s are presented through tables and charts.
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5. Employee recognition
6. Job security
Motivated employees are a great asset to any organisation. It is because the motivation and Job
satisfaction is clearly linked. Hence this study is focusing on the employee motivation in the
organisation. The research problem is formulated as follows:
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A STUDY ON EMPLOYEE MOTIVATION
Motivation has variety of effects. These effects may be seen in the context of an individual’s
physical and mental health, productivity, absenteeism and turnover. Employee delight has to
be managed in more than one way. This helps in retaining and nurturing the true believers “
This means innovation and creativity. It also means a change in the gear for HR polices and
practices. The faster the organizations nurture their employees, the more successful they will
be. The challenge before HR managers today is to delight their employees and nurture their
creativity to keep them a bloom.
This study helps the researcher to realize the importance of effective employee motivation.
This research study examines types and levels of employee motivational programmes and
also discusses management ideas that can be utilized to innovate employee motivation. It
helps to provide insights to support future research regarding strategic guidance for
organizations that are both providing and using reward/recognition programs.
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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: There is no significant relationship between career development opportunities and the
extent of employee motivation
Ho: There is no significant relationship between performance appraisal system and the
extent of motivation.
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1.6.2 Universe.
The universe chooses for the research study is the employees of Hyderabad Industries Ltd.
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1.6.7 Questionnaire.
A well defined questionnaire that is used effectively can gather information on both overall
performance of the test system as well as information on specific components of the system.
A defeated questionnaire was carefully prepared and specially numbered. The questions
were arranged in proper order, in accordance with the relevance.
1.6.9 Pre-testing
A pre-testing of questionnaire was conducted with 10 questionnaires, which were distributed
and all of them were collected back as completed questionnaire. On the basis of doubts
raised by the respondents the questionnaire was redialed to its present form.
1.6.10 Sample
A finite subset of population, selected from it with the objective of investigating its
properties called a sample. A sample is a representative part of the population. A sample of
50 respondents in total has been randomly selected. The response to various elements under
each questions were totaled for the purpose of various statistical testing.
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CHAPTER 2
2. LITERATURE REVIEW
Rensis Likerthas called motivation as the core of management. Motivation is the core of
management. Motivation is an effective instrument in the hands of the management in
inspiring the work force .It is the major task of every manager to motivate his subordinate or
to create the will to work among the subordinates .It should also be remembered that the
worker may be immensely capable of doing some work, nothing can be achieved if he is not
willing to work .creation of a will to work is motivation in simple but true sense of term.
Motivation is an important function which very manager performs for actuating the people
to work for accomplishment of objectives of the organization .Issuance of well conceived
instructions and orders does not mean that they will be followed .A manager has to make
appropriate use of motivation to enthuse the employees to follow them. Effective motivation
succeeds not only in having an order accepted but also in gaining a determination to see that
it is executed efficiently and effectively.
In order to motivate workers to work for the organizational goals, the managers must
determine the motives or needs of the workers and provide an environment in which
appropriate incentives are available for their satisfaction .If the management is successful in
doing so; it will also be successful in increasing the willingness of the workers to work. This
will increase efficiency and effectiveness of the organization .There will be better utilization
of resources and workers abilities and capacities.
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The word motivation has been derived from motive which means any idea, need or emotion
that prompts a man in to action. Whatever may be the behavior of man, there is some
stimulus behind it .Stimulus is dependent upon the motive of the person concerned. Motive
can be known by studying his needs and desires.
There is no universal theory that can explain the factors influencing motives which control
mans behavior at any particular point of time. In general, the different motives operate at
different times among different people and influence their behaviors. The process of
motivation studies the motives of individuals which cause different type of behavior.
1. The workforce will be better satisfied if the management provides them with
opportunities to fulfill their physiological and psychological needs. The workers will
cooperate voluntarily with the management and will contribute their maximum towards
the goals of the enterprise.
2. Workers will tend to be as efficient as possible by improving upon their skills and
knowledge so that they are able to contribute to the progress of the organization. This
will also result in increased productivity.
3. The rates of labor’s turnover and absenteeism among the workers will be low.
4. There will be good human relations in the organization as friction among the workers
themselves and between the workers and the management will decrease.
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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.
2.4 Motivation Process.
1. Identification of need
2. Tension
3. Course of action
4. Result –Positive/Negative
5. Feed back
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.
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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
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.
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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
CHAPTER-3
The main product is primarily a cement based product were about 10-15% asbestos fiber is
needed to reinforce the cement is weather proof, even through it absorbs moisture, the water
will not pass through the product. Asbestos cement is used for corrugated sheets, slates, flat
sheet for animal pens, cladding molded fitting, water system rain water gutters, down pipes,
under ground pipes and sewer pipes, skills, chalkboards. Most of the asbestos consumed
globally is is major producers of asbestos. The studies across the globe had not found any
increased risk of carrier to the workers even at the levels of fiber/cubic centimeter, whereas
the Indian chrysolite cement industry works well bellow 0.5 fiber/cubic centimeter.
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The company has four regional offices & over 46 sales depots all over India, all with the
purpose of providing convenient services to customers. SUGAR FACTORY. .
Sugar factory has being backed by the organizational and technical expertise of also has a
Board of directors comprising experienced personnel from Business, Finance and Industry.
Calcium Silicate insulation product called HYSIL, Jointing material for Gaskets and Plant
and machinery for these products.
The SUGAR INDUSTRIES LIMITED, kalluru is situated 10 km away from the Tiruvuru
town. The exact place where the company is situated is which is an industrial area. This
company was incorporated in the year 1985 and commenced production in 1986 in the name
as kalluru sugar factoty which was a joint venture by Corporation. Later in the year 2005
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CHAPTER-4
(Chart 4.1)
INTERPRETATION
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The table shows that 58% of the respondents are satisfied with the support they are getting
from the HR department.
SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Strongly Agree 27 54
2 Agree 20 40
3 Neutral 3 6
4 Disagree 0 0
5 Strongly Disagree 0 0
Total 50 100
(Table 4.2)
(Chart 4.2)
INTERPRETATION
The table shows that 54% of the respondents are strongly agreeing that the management is
interested in motivating the employees.
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SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Financial Incentives 15 30
2 Non financial Incentives 9 18
3 Both 26 52
Total 50 100
(Table 4.3)
(Chart 4.3)
INTERPRETATION
The table shows that 52% of the respondents are expressing that both financial and non
financial incentives will equally motivate them.
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SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Highly satisfied 18 36
2 Satisfied 29 58
3 Neutral 3 6
4 Dissatisfied 0 0
5 Highly satisfied 0 0
Total 50 100
(Table 4.4)
(Chart 4.4)
INTERPRETATION
The table shows that 58% of the respondents are satisfied with the present incentive scheme
of the organization.
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SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Strongly Agree 18 54
2 Agree 29 58
3 Neutral 3 6
4 Disagree 0 0
5 Strongly Disagree 0 0
Total 50 100
(Table 4.5)
(Chart 4.5)
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.
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SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Strongly Agree 12 24
2 Agree 23 46
3 Neutral 3 6
4 Disagree 9 18
5 Strongly Disagree 3 6
Total 50 100
(Table 4.6)
(Chart 4.6)
INTERPRETATION
The table shows 46% of employees agree that there is a periodical increase in the salary.
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SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Strongly Agree 15 30
2 Agree 18 36
3 Neutral 11 22
4 Disagree 3 6
5 Strongly Disagree 3 6
Total 50 100
(Table 4.7)
(Chart 4.7)
INTERPRETATION
The table shows 35% of employees agree with good job security exist in the company.
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SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Strongly Agree 15 30
2 Agree 27 54
3 Neutral 8 16
4 Disagree 0 0
5 Strongly Disagree 0 0
Total 50 100
(Table 4.8)
(Chart 4.8)
INTERPRETATION
The table shows 54% of the respondents agree that they have good relations with co-worker.
SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
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1 Strongly Agree 10 20
2 Agree 23 46
3 Neutral 8 16
4 Disagree 6 12
5 Strongly Disagree 3 6
Total 50 100
(Table 4.9)
(Chart 4.9)
INTERPRETATION
The table shows 46% of the respondents agree to effective performance appraisal system
existing in the company.
SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Strongly Agree 9 18
2 Agree 26 52
3 Neutral 9 18
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4 Disagree 3 6
5 Strongly Disagree 3 6
Total 50 100
(Table 4.10)
(Table 4.10)
INTERPRETATION
The table shows 52% of the respondents agree with effective promotional opportunities in
their present job.
SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Strongly Agree 15 30
2 Agree 23 46
3 Neutral 3 6
4 Disagree 6 12
5 Strongly Disagree 3 6
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Total 50 100
(Table 4.11)
(Chart 4.11)
INTERPRETATION
The table shows 46% of the respondents agree that there is a good safety measure existing in
the company.
SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Strongly Agree 9 18
2 Agree 23 46
3 Neutral 6 12
4 Disagree 3 3
5 Strongly Disagree 9 18
Total 50 100
(Table 4.12)
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(Chart 4.12)
INTERPRETATION
The table shows 46% of the respondents agree that the performance appraisal activities are
helpful to get motivated.
SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Strongly Agree 12 20
2 Agree 29 46
3 Neutral 0 0
4 Disagree 6 12
5 Strongly Disagree 3 6
Total 50 100
(Table 4.13)
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(Chart 4.13)
INTERPRETATION
The table shows 58% of the respondents agree that the support from the co-worker is helpful
to get motivated.
SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Strongly Agree 10 20
2 Agree 26 52
3 Neutral 2 4
4 Disagree 4 8
5 Strongly Disagree 8 16
Total 50 100
(Table No.4.14)
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(Chart 4.14)
INTERPRETATION
The table shows 52% of the respondents agree that the career development opportunities are
helpful to get motivated.
SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Influence 32 64
2 Does not influence 12 24
3 No opinion 6 12
Total 50 100
(Table 4.16)
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(Chart 4.16)
INTERPRETATION
The table shows 64% of the respondents responded that incentives and other benefits will
influence their performance
CHAPTER-5
5.1 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
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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 co-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.
5.2 FINDINGS
The findings of the study are follows
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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.
5.3 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.
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Non financial incentive plans should also be implemented; it can improve the
productivity level of the employees.
Better carrier development opportunities should be given to the employees for their
improvement.
The data was collected through questionnaire. The responds from the respondents
may not be accurate.
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The sample taken for the study was only 50 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.
5.5 CONCLUSION
The study concludes that, the motivational program procedure in SUGAR INDUSTRIES
LTD 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 30 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.
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The performance appraisal activities really play a major role in motivating the employees of
the organization. It is a major factor that makes an employee feels good in his work and
results in his satisfaction too. The organization can still concentrate on specific areas which
are evolved from this study in order to make the motivational programs more effective. Only
if the employees are properly motivated- they work well and only if they work well the
organization is going to benefit out it. Steps should be taken to improve the motivational
programs procedure in the future. The suggestions of this report may help in this direction.
The present study on employee motivation helps to get clear picture about the factors which
motivates the employees. This in turn helps the management to formulate suitable policy to
motivate the employees. Hence, the motivational level of the employees may also change.
The factors that motivate the employees may change with change in time because the needs
of employees too change with change in time. So continuous monitoring and close
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