Synopsis on

Employee Motivation
in Big Bazaar

Submitted to-Ms. Harshpreet Kaur

Summitted by-Gurpreet Singh
Roll no. 1714883
BBA 5TH
CTIMIT

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 Index
Serial no. Name of Page no.
content
1 Introduction 3

2 Literature 4
review

3 Objective 6

4 Research 7
methodology

Introduction to organisation
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Big Bazaar is an Indian retail chain of hypermarkets, discount department stores, and grocery
stores. The retail chain was founded by Kishore Biyani under his parent organisation Future
Group, which is known for having a significant prominence in Indian retail and fashion
sectors.
Big Bazaar is also the parent chain of Food Bazaar, Fashion at Big Bazaar (abbreviated as fbb)
and eZone where at locations it houses all under one roof, while it is sister chain of retail outlets
like Brand Factory, Home Town, Central, eZone, etc.
Founded in 2001, Big Bazaar is one of the oldest and largest hypermarkets chain of India,
housing about 250+ stores in over 120 cities and towns across the country.

India’s most prominent retail chain, Future Group, partners with Nucleus Vision to leverage
cutting-edge technologies to gain maximum profits and to know customer’s well.

The Future Group is one of the biggest offline retail chains in India. With over 60,000 employees
and over $4 billion in annual revenue, owns some of the most recognizable Indian FMCG and
offline retail brands like Big Bazaar, Nilgiris, Hyper City, Brand Factory, Central and several
others.

In the past year, the Future Group has taken a very progressive approach to growth, embracing
digital technologies while expanding their holdings rapid.

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 Literature review

1. Fritz Roethlisberger published his 1941 book Management and Morale,

outlining in detail the Hawthorn studies, Abraham Maslow published “A Theory of
Human Motivation” in 1943. Maslow is considered the father of needs based motivation
theory and his theory is “one of the best-known and most widely cited works on
motivation”

2. Maslow (Maslow, 1946) proposed a five level hierarchy of needs which he

outlined as necessary for the achievement of a completely satisfied individual; or in his
terms, a self-actualized being. Those needs are: physiological, safety, love, esteem, and
self-actualization. Physiological needs can be described as the most basic of human
needs; those needed for human survival. These include breathing, water, food, and
shelter. Safety needs are those needs which create stability and predictability in our
lives: personal and financial security, health and well-being, and employment and
access to resources. Love/belonging needs are centered around social interactions and
interpersonal relationships: friendship, family, and intimacy. Esteem needs reflect our
desires for respect, self-esteem and the need to belong.

3. Douglas McGregor (1957) is perhaps the most well known scholar to evolve
Maslow’s needs hierarchy into a “cogent articulation of the basic assumptions of the
organizational behaviour perspective” . McGregor outlined two theories of how
managers view and hence treat employees. Each theory is a managerial assumption
regarding employees.
4. Festinger, Victor Vroom (1964) wrote about what has become known as
expectancy theory. According to Vroom, individuals are constantly trying predict the
future. We create probable futures for ourselves about events and strive to meet them.
Yet before acting, we internally calculate the value of the reward and the probability of
achieving it.

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5. Hersberg (1968), influenced by both Maslow and McGregor, posited his own theory
of motivation called the motivation-hygiene theory. In this, he describes two
dimensions of conditions: motivators and hygiene factors. Motivators, akin to
Maslow’s higher-level needs, are what lead to job satisfaction and are associated with
the nature of the work itself: achievement, recognition, responsibility and growth.
Motivators are intrinsic factors which lead to job satisfaction. On the other hand,
hygiene factors, associated with Maslow’s lower-level needs, do not lead necessarily to
motivation or satisfaction, but rather are extrinsic and simply reduce job dissatisfaction.
Examples of hygiene factors include: company policy and administration, supervision,
relationships with supervisors, and work conditions.
6. Clayton Alderfer (1972), influenced by Gordon Allport (1960, 1964) was an
American psychologist who simplified Maslow’s hierarch of needs into three
categories: existence, which included Maslow’s physiological and safety needs;
relatedness, which included love and esteem; and growth, which included self-
actualization. Abbreviated simply as ERG, Alderfer saw his three categories more as a
continuum rather than a strict hierarchy (Alderfer, 1969). The ERG theory allows for
different people to pursue their needs in a subjective order and possibly simultaneously.
7. Bruce and PepZitone (1999): Bruce and Pepitone propose an interesting
viewpoint according to which managers cannot motivate employees; managers can only
influence what employees are motivated to do. The role of facilitating quality
subordinate-superior communication at various levels effectively employing a wide
range of communication channels has been praised by Shields (2007) in terms of its
positive contribution in boosting employee morale. Shields (2007) stresses two specific
advantages of such a practice that relate to offering employees a chance to raise their
concerns and put across their points regarding various aspects of their jobs, as well as,
supplying them with the feeling of engagement and appreciation

8. Wylie (2004): An interesting viewpoint regarding the issue has been proposed by
Wylie (2004), according to which members of management primarily should be able to
maintain the level of their own motivation at high levels in order to engage in effective
motivation of their subordinates. Accordingly, Wylie (2004) recommends managers to
adopt a proactive approach in terms of engaging in self-motivation practices.

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9. Furthermore, Wylie (2004) recommends concentrating on specific variations of
intangible motivational tools such as celebrations of birthdays and other important dates
with the participation of whole team.

10. Thomas (2009):According to Thomas (2009) the main challenge of motivation in

workplaces is identifying what motivates each individual employee taking into account
his or her individual differences. In other words, individual differences have been
specified by Thomas (2009) as the major obstruction for management in engaging in
employee motivation in an effective manner.

objective

 To know the opinion of the employees working condition, job security, wage structure,
monetary rewards etc.

 To find out whether the motivation reflects on the relationship with the superiors and
peers.

 To know the opinion of the employees relationship with superior and co-workers.

 To find out whether the motivation leads to the greater performance.

 To offer other suggestions to management to improve the motivational sectors among

the employees.

 To find out whether the existing motivational techniques are satisfactory to the
employees.

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 Research methodology
Sampling Plan: Sampling is one of the important aspects of research design. It involves
several basic questions like should sample be taken, the size of sample, the kind of sample,
process to be filled etc. I used in my project report convenience or judgment sample technique.

Sample size: It refers to the number of elements to be included in the study. I have 50 sample
sizes for this study.

Sampling technique: For this area sampling convenience and judgment sampling has been
used. First of all sampling are was defined Jalandhar (Retail Group) and then samples were
taken from the Retail Group, Jalandhar.In this the employees of the Retail Group gave their
opinion.

DATA COLLECTION: For the collection of the following data are used:

1. PRIMARY DATA: The data which are collected a fresh for the first time and thus
happen to be original in character is called primary data.

The primary data was collected from the employees of Retail Group, Jalandhar through
questionnaire.

2. SECONDARY DATA: The data which have already been collected and analyzed by
someone else is called secondary data. The secondary data was used mainly to support primary
data. Company profiles, website, magazines, articles were used widely.

Reference
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5. Johnson, Richard Alan (2005). Six men who built the modern auto
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