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STUDY ON MOTIVATIONAL LEVEL OF THE EMPLOYEES OF

SAHARA INDIA PARIWAR

GUIDED BY:

SUBMITTED BY:

Mr. APURBA MITRA


HEAD, HUMAN RESOURCE SAHARA INDIA PARIWAR KOLKATA

SOUMI TARAFDAR
ALIGARH MUSLIM UNIVERSITY MURSHIDABAD

DECLARATION

I do hereby solemnly declare that the Project entitled STUDIES ON MOTIVATIONAL LEVEL OF EMPLOYEES OF SAHARA INDIA PARIWAR has been worked out and duly submitted by me under the guidance and assistance of Mr. Apurba Mitra Head, Human Resource, SAHARA INDIA PARIWAR for eventual submission for the partial fulfilment of the MBA course of Aligarh Muslim University, Murshidabad, Department of Business Administration. I also declare that no such work has been done or published in any manner and form earlier.

Name and Address of the Student: SOUMI TARAFDAR A2 (West), Sristi Apartment, D.C.R.Road Chandannagar, Hooghly West Bengal, Pin: 712136

----------------------------------(Signature of the Student)

CERTIFICATION

Certified that the Project entitled STUDIES ON MOTIVATIONAL LEVEL OF EMPLOYEES OF SAHARA INDIA PARIWAR has been submitted by SOUMI TARAFDAR for the partial fulfilment of the MBA course of the session2010-2012, Aligarh Muslim University, Murshidabad, under my guidance and supervision. Further, it may be noted that this project work has not been done or published earlier or submitted to any form to other University or Institution for the award of degree as stated.

-----------------------------(Signature of the Guide) Dr. Musheer Ahmed Assistant Professor, Department of Business Administration Aligarh Muslim University Murshidabad, West Bengal

ACKNOWLEDGEMENTS
In the preparation and completion of the present project, the researcher is under obligation to a number of illustrious scholars and researchers in the field. She owes a deep debt of gratitude to

Dr. Musheer Ahmed, Assistant Professor, Department of Business Administration, Aligarh Muslim University who had been kind enough to suggest the problem which forms the core and crux of her project for MBA Course. He has guided her all through her investigation with his wise counsels, suggestions and critical comments. No words are adequate enough to express her debt to Mr. Apurba Mitra, Head, Human Resource of SAHARA INDIA PARIWAR who has been pleased to provide her with facilities for work and has given her constant inspiration. The researcher expresses her profound sense of indebtedness to him for his untiring cooperation and encouragement from the very beginning of the project and also in the rounding off of the work and the completion of the project. Thanks are also due to Dr. Shah Alam, OSD, Dr.Rahid Usman Ansari and Sheeraz Ahmed, Assistant professor, Department of Business Administration, Aligarh Muslim University, Murshidabad, for their valuable advice and suggestion during the different phases of the work. The author will be failing in her duty if she does not express her profound gratitude to the staff members of SAHARA INDIA PARIWAR for extending cooperation and valuable assistance to her at every step of her work.

EXECUITIVE SUMMARY
Studies on the motivational level of the employees have been carried out with a view in mind to collect information on the employees and the management members, for reciprocal benefits in terms of persons and professions. The basic and pertaining job of the management is the

effective utilization of the human resources including technological, financial and physical resources for the achievement of business objective. The project under study has been analysed the label of motivation of the employees with the input of some factors viz. financial incentives, performance appraisal system, healthy relationship of the co-workers along with the promotional opportunities, safety and security of the services. It is explicit from the study that the company is interested in motivating their employees for their better performance and output. The human resource plays an essential role in realization of the objectives. Provided the human resources are improperly motivated, the management will not be able to accomplish the desire output or results. Accordingly, human resources should be managed with utmost care in order to inspire, encourage and drive to have their maximum effort for the achievement objectives. of the business

TABLE OF CONTENT
Sl.No. 1. 2. Contents INTRODUCTION OBJECTIVES OF STUDY Page Number 12 3-4

3. 4. 5. 6. 7. 8. 9. 10. 11. 12.

LIMITATIONS OF THE STUDY RESEARCH METHODOLOGY THEORETICAL ASPECTS OF THE TOPIC COMPANY PROFILE ANALYSIS AND INTERPRETATION OF DATA FINDINGS SUGGESTION CONCLUSION BIBLIOGRAPHY APPENDICES Appendix -Questionnaire

5-6 7-9 10 - 18 19 - 24 25 - 40 41 - 43 44 - 45 46 - 47 48 - 49 50 - 54

INTRODUCTION

Motivation is the process of boosting the morale of employees to encourage them to willingly give their best in accomplishing assigned tasks. The term motivation is derived from the word motive i.e. needs, desires, wants or drives an individual. It stimulates people to actions to accomplish the goals. To achieve goals some psychological factors stimulating the peoples behaviour such as Desire for money, Success, Recognition, Job-satisfaction, Team work & so on. In the organizational setting the word Motivation is used to describe the drive that impels an individual to work. A truly motivated person is one who wants to work .Both employees and employers are interested in understanding motivation if employees know what strengthens and what weakens their motivation, they can often perform more effectively to find more satisfaction in their job. Employers want to know what motivates their employees so that they can get them

to work harder. If a manager truly understands his subordinates motivation, he can channel their inner state towards command goals, i.e., goals, shared by both the individual and the organization. Every manager releasing hundred percent of an individuals to maximize performance for achieving organizational goals and at the same to enable the individual to develop his potential and gain satisfaction. I have studied the motivational level of employees of SAHARA INDIA PARIWAR to gain some practical knowledge regarding the topic. SAHARA INDIA PARIWAR is an Indian conglomerate company headquartered in Lucknow, Uttar Pradesh, India. Its diversified business has interest in finance, infrastructure & housing, media & entertainment, consumer merchandise retail venture, manufacturing and information technology.

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OBJECTIVES OF STUDY

The main objective of the study is first to gain some practical knowledge regarding the functioning of MNCs and other organizations which is very necessary to fully understand the primary functions and hence it fulfils the purpose of the Summer Internship under MBA course. I have selected this topic as a subject of my project study in SAHARA INDIA PARIWAR to find out the following objectives: To know the role of motivation in organizational effectiveness. To know the importance of the motivational factors in the organization. The process of motivating the employees. Factors affecting the motivation of the employees. How to improve the employee motivation? Another objective of the study on the motivational level of the employees of SAHARA INDIA PARIWAR is to identify the level of motivation among the employees in terms of percentage assessed under the following criteria: Highly motivated Moderately motivated Poorly motivated

Also to study the reasons for the different levels of working motivation of the employees and also to study how to remove and /or eradication and also to boost up or enhance the level of working potentialities of the employees of SAHARA INDIA PARIWAR. Favourable or congenial techniques or methods to be adopted those are in practice in SAHARA INDIA to maintain the motivational level among their employees are also be studied.
SCOPE OF THE STUDY

This study is going to help the org. in identifying the causes of satisfaction and dissatisfaction among the employees who can be reinforce and rectified accordingly to incure the motivation level employees. This will also help the organisation in improving the contents of the complete package it is offering to the employees in terms of promotion, job content, learning opportunity etc. Page 4

LIMITATIONS OF THE STUDY

The project has been completed in a short tenure i.e. in two months and, therefore, there may have some inadequacy in compiling the project work with under mentioned limitations: 1. This study covers those employees who are working only at SAHARA INDIA PARIWAR, KOLKATA. 2. The sample taken for the study was only 20 heads and the results drawn may not be accurate. 3. The data have been collected through questionnaire. The responds from the respondents may not be accurate 4. The understand and knowledge may vary from person to person. The replies are given by the respondents are taken for granted, though they are not uniform. 5. The interpretation being based on percentage method is not definite. 6. Another difficulty was very limited time-span of the project 7. The report is subjects to changes with fast changing scenario.

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RESEARCH METHODOLOGY

Methodology: Research is a systematic method of finding solutions to problems. It is essentially an investigation, a recording and an analysis of evidence for the purpose of gaining and/or expanding knowledge. Sample Design : A sample design is a finite plan for obtaining a sample from a given population. Simple random sampling is used for this study. Universe: The universe chooses for the research study is the employees of Sahara India Pariwar. Sample Size: Number of the sampling units selected from the population is called the size of the sample. Sample of 20 respondents were obtained from the population. Sampling Procedure:

The procedure adopted in the present study is probability sampling, which is also known as chance sampling. Under this sampling design, every item of the frame has an equal chance of inclusion in the sample. Methods of Data Collection: The datas were collected through Primary and secondary sources. Primary Sources: Primary data are in the form of raw material to which statistical methods are applied for the purpose of analysis and interpretations. The primary sources are discussion with employees, datas collected through questionnaire. Secondary Sources: Secondary datas are in the form of finished products as they have already been treated statistically in some form or other. The secondary data mainly consists of data and information collected from records, company websites and also discussion with the management of the organization. Secondary data was also collected from journals, magazines and books. Page 8

Nature of Research: Descriptive research, also known as statistical research, describes data and characteristics about the population or phenomenon being studied. Descriptive research answers the questions who, what, where, when and how. Although the data description is factual, accurate and systematic, the research cannot describe what caused a situation. 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 questionnaire was carefully prepared and specially numbered. The questions were arranged in proper order, in accordance with the relevance. Nature of Questions Asked: The questionnaire consists of multiple choice, rating and ranking questions. Sample:

A finite subset of population, selected from it with the objective of investigating its properties called a sample. . A sample of 20 respondents in total has been randomly selected. The response to various elements under each questions were totalled for the purpose of various statistical testing. Variables of the Study: The direct variable of the study is the employee motivation. Indirect variables are the incentives, interpersonal relations, career development opportunities and performance appraisal system. Presentation of Data: The data are presented through charts and tables.

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THEORETICAL ASPECTS

OF THE TOPIC

Motivation is an important factor which encourages persons gives their best performance an help in reaching enterprise goals. A strong positive motivation well enables the increased output of employees but a negative motivation will reduce their performance. In order to make any managerial decision really meaningful. It is necessary to convert it in to an effective action, which the manager accomplishes by motivating his subordinates. To motivate means to produce goals oriented behaviour since increase in productivity is the ultimate goal of every industrial organization, motivation of employees at all levels is the most critical and baffling function of the management. Almost every human problem the manager faces throughout the firm has motivational elements. Motivation: As a concept

The term motivation has been derived from Latin word-Movers which mean to move. In our languages of management it implies something that energy and individuals or a group of Individuals to work. W.G.SCOTT Motivation means a process of stimulating people to action to accomplish desired goals. BREECH says Motivation is a general inspirational process which gets the members of the team to pull their weight effectively, to give their loyalty to the group, to carryout properly the tasks that they accepted and generally to play an effective part in the job that the group has undertaken. Objective of motivation The purpose of motivation is to create conditions, in which people are willing to work with zeal, initiative, interest and enthusiasm with a high personal and group moral satisfaction, with a sense of responsibility, loyalty and with pride and confidence in a most cohesive manner so that the goals of an organizational are achieved effectively.

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Motivational techniques are utilized to stimulate employee growth; this was indicated by Clarence Francis when he was chairman of general foods. He said you can buy a mans time, you buy a mans physical presence at a given place, and you cannot even buy a measured number of skilled muscular motions per hour or day, but you cannot but enthusiasm, you cannot buy initiative, you cannot but loyalty, you cannot buy devotions of hearts, minds and souls. You have to ear these things. If a manager wants to get work done by his employees, he may either hold out a promise of a reward for them for doing work in a better or improved way, or he may constrain them, by instilling fear in them or by using force, to do the desired work. In other words, he may utilize a positive or a negative motivation. Both these types are widely used by management.

Types of Motivation When a manager wants to get more work from his subordinates then he will have to motivate them for improving their performance. They will either be offered incentives for more work, or may be in the shape of rewards, better reports, recognition etc, or he may in still fear in them or use force for getting desired work. The following are the types of motivational. 1. Positive Motivation: Positive Motivation is based or reward. The workers are offered incentives for achieving the desired goals. The incentives may be in the shape of more pay, promotion, recognition of work etc. according to peter Drucker, the Real and positive motivators are responsible for placement, high standards of performance, information adequate for self control and the participation of the workers as responsible citizen in the plant community. Incentive motivation is the pull mechanism. 2. Negative Motivation: Negative or fear motivation is based on force or fear. Fear causes employees to act in a certain way. In case, workers do not act accordingly then they may be punished with demotions or lay offs. The fear act as a push mechanism. Page 12

Moreover it may result in lower productivity because it tends to dissipate such human assets as loyalty, co-operation and esprit de corps. Moreover, the imposition of punishment frequently result is frustration among those punishments, leading to the development of mal adaptive behaviour. 3. Extrinsic Motivation: It is concerned with external motivators which employees enjoy- pay, promotion, status, benefits, retirement plans, health insurance schemes, holiday and vacations etc. by and large these motivations are associated with financial rewards. 4. Intrinsic Motivation:

On the other hand, is concerned with the feeling of having accomplished something worth while, i.e. the satisfaction one gets after doing ones work well. Praise, responsibility, recognition, esteem, power, status, competition and participation are examples of such motivation. 5. Self Motivation: Before one can motivate others one must motivate one self. One must overcome a certain amount of ones nature interia. One of the most common deterrents to human action is that of tired feelings. This thing that effect the conscious mind are generally known as anxiety are : Monotonous work Driven by boss Bad physical conditions Financial troubles Under constant strain 6. Group Motivation: The motivation of a group is an important as self-motivation, A group can be motivated by improving human relations and dealing with people to feel involvement in their work and by giving them an opportunity to improve there performance and by complimenting or praising them. In dealing with others, it must be borne in mind there the greatest returns can be obtained when each member of a group is properly motivated. Page 13

IMPORTANCE OF MOTIVATION Management tries to utilize all the sources of production in a best possible manner. This can be achieved only when employees cooperate in this task. Efforts should be made to motivate employees for contributing their maximum. The efforts of management will not bear fruit if the employees are not encouraged to work more the followings is the importance of motivation: Motivated employees are always looking for better ways to do a job. It is the responsibility of the jobs. managers to make employees look for better ways of doing their

Motivated employees will put maximum efforts for achieving organizational goals. Better performance will also result in higher productivity. The cost of production can also be brought down if productivity is raised. The employees should be offered more incentive for increasing their performance. Motivation will act as a stimulate for improving the performance of employees.

A motivated employees, generally, is more quality oriented. This is true weather we are talking about a top manager spending extra time on data gathering & analysis for a report. Highly motivated workers are more productive than apathetic workers. The productivity of workers becomes a question of the managements ability to motivate its employees. An appreciation of the nature of the motivation is highly useful for managers.

A good motivational system will create job satisfaction among employees. The employees will try to contribute their maximum and management will offer them better service conditions and various other incentives. There will be an atmosphere of confidence among employees and employers. It will lead to better industrial relations.

Every organization requires human resource in addition to financial and is significant to the organizations.

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Motivational Theories
1) Maslow needs hierarchy: -

Motivation is influenced by the needs of a person. There is a priority of certain needs over others. The importance of needs will influence the level of motivation. A.H.Maslow has categorized human needs into five categories.

a) Physiological:-Hunger, thirst, shelter, sex & other needs. b) Safety: - includes security, and protection from physical and emotional harm. c) Social: - includes affection, belongingness, acceptance and friendship. d) Esteem: - includes internal esteem factor such as self-respect, authority and achievement and esteem factors such as status, recognition and attention. e) Self actualization: - The drive to become what one is capable of becoming includes growth, achieving ones potential and self fulfilment.
2) Motivation Hergbers theory: He gives two factor theory of motivation. First factors include company policy and administration, technical supervision, inter-personal relations with supervisor, salary, status, job security and personal life. These factors were found to be only dissatisfied and not motivators. These are hygiene factors. Second type of factor is motivational factor, which includes achievements, recognition; advancements work itself, possibilities of personal growth, responsibility. According to this theory, attention should be given to the job content to motivate the employees of the organization .

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3) X & Y Theory: After viewing the way in which managers dealt with employees, Mc. Gregor concluded that a managers view of the nature of human being is based on certain grouping of assumptions. He proposed two distinct view of human being, one basically negative theory X which assumes that the employees dislike work are lazy, dislikes responsibility and must be coerced to perform and the other basically positive labelled theory Y which assumes that employees like work are creative, seek responsibility and can exercise, self direction. Mc Gregor himself held to the belief that theory Y assumptions are more valid than theory X.

therefore he proposed such ideas as participation decision making, responsible and challenging job and good group relation as approaches that would maximize an employees job motivation. 4) Goal Setting Theory of Motivation:In 1960s, Edwin Locke put forward the Goal-setting theory of motivation. This theory states that goal setting is essentially linked to task performance. It states that specific and challenging goals along with appropriate feedback contribute to higher and better task performance. In simple words, goals indicate &

give direction to an employee about what needs to be done and how much efforts are required to be put in. The important features of goal-setting theory are as follows: The willingness to work towards attainment of goal is main source of job motivation. Clear, particular and difficult goals are greater motivating factors than easy, general and vague goals. Goals should be realistic and challenging. The more challenging the goal, the greater is the reward generally and the more is the passion for achieving it. Better and appropriate feedback of results directs the employee behaviour and contributes to higher performance than absence of feedback. It helps employees to work with more involvement and leads to greater job satisfaction. Employees participation in goal is not always desirable. Participation of setting goal, however, makes goal more acceptable and leads to more involvement.

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5) Equity Theory of Motivation: The core of the equity theory is the principle of balance or equity. As per this motivation theory, an individuals motivation level is correlated to his perception of equity, fairness and justice practiced by the management. Higher is individuals perception of fairness, greater is the motivation level and vice versa.

While evaluating fairness, employee compares the job input (in terms of contribution) to outcome (in terms of compensation) and also compares the same with that of another peer of equal cadre/category. D/I ratio (output-input ratio) is used to make such a comparison. EQUITY THEORY Ratio Comparison O/I a = O/I b Equity O/I a > O/I b Over-rewarded (Equity Tension) Negative Tension state: Equity is perceived when this ratio is equal. While if this ratio is unequal, it leads to equity tension. J.Stacy Adams called this a negative tension state which motivates him to do something right to relieve this tension. 6) Expectancy Theory of Motivation: The expectancy theory was proposed by Victor Vroom of Yale School of Management in 1964. Vroom stresses and focuses on outcomes, and not on needs unlike Maslow and Herzberg. The theory states that the intensity of a tendency to perform in a particular manner is dependent on the intensity of an expectation that the performance will be followed by a definite outcome and on the appeal of the outcome to the individual. Perception O/I a < O/I b Under-rewarded (Equity Tension)

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The Expectancy theory states that employees motivation is an outcome of how much an individual wants a reward (Valence), the assessment that the likelihood that the effort will lead to expected performance (Expectancy) and the belief that the performance will lead to reward (Instrumentality). In short, Valence is the significance associated by an individual about the expected outcome. It is an expected and not the actual satisfaction that an employee expects to

receive after achieving the goals. Expectancy is the faith that better efforts will result in better performance. Expectancy is influenced by factors such as possession of appropriate skills for performing the job, availability of right resources, availability of crucial information and getting the required support for completing the job. Instrumentality is affected by factors such as believe in the people who decide who receives what outcome, the simplicity of the process deciding who gets what outcome, and clarity of relationship between performance and outcomes. Thus, the expectancy theory concentrates on the following three relationships: Effort-performance relationship: What is the likelihood that the individuals effort be recognized in his performance appraisal? Performance-reward relationship: It talks about the extent to which the employee believes that getting a good performance appraisal leads to organizational rewards. Rewards-personal goals relationship: It is all about the attractiveness or appeal of the potential reward to the individual. Vroom was of view that employees consciously decide whether to perform or not at the job. This decision solely depended on the employees motivation level which in turn depends on three factors of expectancy, valence and instrumentality.

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COMPANY PROFILE

Sahara India Pariwar is an Indian conglomerate company headquartered in Lucknow, Uttar Pradesh, India. Its diversified business has interest in finance, infrastructure & housing, media & entertainment, consumer merchandise retail venture, manufacturing and information technology.

The company has a market capitalization of US$25.94 billion as of March 2011.The group is a major promoter of sports in India. It owned the New IPL team Pune Warriors India as well as a supreme sponsor of Indian cricket Team. They own 42.5% stake in Formula One's Force India Formula 1 Team and also sponsors India national field hockey team. The Brand Trust Report listed Sahara in the top 100 most trusted brands of India. The report was published by Trust Research Advisory. Mr. Subrata Roy began his journey in 1978, when he founded Sahara in 1978 with three workers in the northern state of Uttar Pradesh as a small deposits Para-banking business. In 1978, Subrata Roy, a man from a humble family with 15 dependants, founded a savings institution in Gorakhpur, a poor area in northern India. He had assets of Rs.2000, and a single office. Some important aspects of SAHARA INDIA PARIWAR The employees at Sahara India Pariwar greet each other by saying Sahara Pranam Every year, republic day and independence day is celebrated as Bharat Parv (national festival) and Sahara India Pariwar celebrates it as the biggest event of the pariwar (family). Sahara India Pariwar in often referred as the worlds largest family 910,000 workers/ employees and no trade union Hold the record in India for 25%-50% hike in the gross salary of all of its employees at one go. Conducts mass marriage ceremony of 101 underprivileged girls every year Subrato Roy Sahara is also referred as Saharasri

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Sahara India Pariwars Philosophy-----Collective Materialism In any human relationship, it becomes imperative to take into consideration the materialistic aspect of life that-Sahara India Pariwar doing so but by giving it second priority.

The first priority is given to emotional aspect and with perfect blending of materialism with emotionalism, results in continuous collective growth for collective sharing and caring, that given an impetus to their philosophyCollective Materialism Commitments of Sahara India Pariwar: Emotion Discipline Duty No discrimination Quality Give respect Self-respect Truth Collective Materialism Religion Absolute Honesty

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Business Interests of Sahara India:

1. Finance: In the field of finance, Sahara Group has interests in parabanking, life insurance, mutual funds, and housing finance. Parabanking: Sahara India Financial Corporation Limited is India's largest mobilization company in the private sector with the highest yearly deposit. It is the first RNBC to be granted a certificate of registration by the RBI.

Life Insurance: Sahara India Life Insurance Company Ltd is the first wholly Indianowned Life Insurance Company in the private sector.

Mutual Fund: Sahara Mutual Fund was established in 2005. Presently, it offers 7 schemes: 3 Equity schemes & 4 Debt schemes.

Housing Finance: Sahara Housingfina Corporation Limited was founded in August 2002. It commenced retail lending in May 2004. The company has four regional offices in Kolkata, Lucknow, Hyderabad and Mumbai and a branch each in Kolkata, Asansol, Siliguri, Lucknow, Gorakhpur, Pune, Hyderabad, Vijaywada and Mumbai.

2. Infrastructure & Housing: Sahara Infrastructure & Housing is India's largest realtor. It offers broad range of houses, commercial & retail spaces, office spaces and luxurious penthouses & villas. The company is building townships in 217 cities all over India. 3. Media & Entertainment: Sahara Group has interests in television, cinema, and newspaper. The group has an entertainment channel called Sahara One and a news channel by the name of Sahara Samay. Sahara One Motion Pictures is Hindi Cinema Production House with over 50 films in various stages of production. The group also publishes English, Hindi, and Urdu newspapers. 4. Consumer Products & Retail Chain: Sahara India offers a range of consumer products and is developing one of the largest retail chains in India under the brand name Sahara Unique. Its product range include: Fashion & Lifestyle Products, Fitness & Leisure Products, Clothing, Jewellery etc. 5. Manufacturing: Sahara India is into jute manufacturing and development of handicraft industry.

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6. Services & Trading: Sahara has one of the largest V-SAT network called Sahara Net. It has an extensive 6000 strong branch network with 24-hour on-line satellite connectivity. Sahara Care House offers a host of attractive services to the dependants of NRIs in India. 7. Health care: The group owns a hospital in Lucknow. The hospital was opened in 2009. This hospital got operational in February 2009 and is currently operating with approximately 350 beds, including 120 bed Critical Care Infrastructure and expandable to 554 beds. It is spread on 31 acres and as a Multispecialty, Tertiary care destination, Sahara Hospital offers a high order of integrated quality healthcare with the availability of all super specialties and latest generation diagnostic facilities under one roof. 8. Power: Sahara Power has signed Memorandum of Understanding (MOU) with the Government of Orissa for setting up a 1320 MW (2 x 660) Coal Based Thermal Power Plant in Turla Tehsil of Balangir District, Orissa at an investment of about Rs.5604 Cr. Sahara India Power Corporation Limited has also proposed to set up a 2000 MW Coal based power plants in Jharkhand and Chhattisgarh at an estimated investment of Rs. 8000 Cr. each. 9. IT: Sahara India Pariwar IT Division is named as "SAHARA NEXT". Sahara Next works on different domains like Banking,Finance,Media and Entertainment, Chemical and CRM. Sahara has clients all over the world including Malaysia, Singapore, USA. 10. Tourism: The group has launched Sahara Global - an integrated travel and tourism service provider for domestic and international services. 11. Sports: The group acquired the cricket team, Pune Warriors India on 21 March 2010 for Rs. 1702 crores. Besides, Sahara Sports Awards is an annual sports awards provided each year to the best Indian sportstars of various sports. It is organised by Sahara Group. It is popular in India and abroad. Sahara also sponsors IPL Awards.

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COMMAND OFFICE LUCKNOW

PARABANKING DIVISION

LIFE INSURANCE

CORPORATE OFFICE MUMBAI

CORPORATE OFFICE NOIDA / DELHI

CORPORATE OFFICE KOLKATA

ZONE / AREA OFFICE (19)

SAHARA MEDIA & ENTERTAINMENT SAHARA ONE

SHCL

SAHARA GLOBAL REGION OFFICE (101) SPCL JUTE PROJECT

SECTOR OFFICE MUTUAL FUND DIVISION

BRANCH OFFICE

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ANALYSIS AND INTERPRETATION OF DATA

DESCRIPTIVE STATISTICS Tenure of service at SAHARA INDIA PARIWAR:

Sl. No. 1. 2. 3. 4.

Particular Less than 1 year 1 to 3 years 4 to 6 years More than 6 years Total

Number of Respondents 0 0 2 18 20

Percentage 0 0 10 90 100

Interpretation: The graph shows that 90% of the employees are working at SAHARA INDIA PARIWAR for more than 6 years. So it can be concluded that there is very low rate of turnover.

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Meaning of motivation to the employees:

Sl. No. 1. 2. 3. 4.

Particular Involvement to work Involvement with organization Dedication towards work and organization An energetic and enthusiastic performance Total

Number of Respondents 1 0 9 10 20

Percentage 5 0 45 50 100

50 40 30 20 10 0 5 0 Involvem ent ent to work Involvem with organization

45

50

Dedication towards work and organization

An energetic and enthusiastic perform ance

Interpretation: The graph shows that the meaning of the motivation towards 50% of the employees is an energetic and enthusiastic performance and towards 45% of employees it means dedication towards work and organization.

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Management is actively interested in motivating the employees:

Sl. No. 1. 2. 3. 4.

Particulars Strongly agree Agree Normal Disagree Total

Number of Respondents 8 7 5 0 20

Percentage 40 35 25 0 100

Interpretation: The graph shows that 40% of the respondents are strongly agreeing that the management is interested in motivating the employees, 35% of the employees are also agreeing and 25% are saying normal. So it can be concluded the management is really interested to motivate the employees in organization.

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Type of incentives motivates more:

Sl. No. 1. 2. 3.

Particulars Financial incentives Non financial incentives Both Total

Number of Respondents 1 2 17 20

Percentage 5 10 85 100

Interpretation: The graph shows that 85% of the respondents are expressing that both financial and non financial incentives will equally motivate them.

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Satisfaction with the incentives provided by the organization:

Sl. No. 1. 2. 3. 4.

Particulars Highly satisfied Satisfied Normal Dissatisfied Total

Number of Respondents 5 3 12 0 20

Percentage 25 15 60 0 100

Interpretation: The graph shows that 60% of the respondents are feeling normal with the incentives provided by the organization.

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Factors which motivates employees the most: Sl. No A B C D E Particulars Salary increase Promotion Support of Management Support of colleagues Organizational Environment Total Number of Respondents 9 4 4 1 2 20 Percentage 45 20 20 5 10 100

Salary increase Support of Managem ent Organizational Environm ent 5% 20% 10%

Prom otion Support of colleagues

45%

20%

Interpretation: The graph shows that 45% of respondents are responding that increase in salary will motivate them the most. Periodical increase in salary: Sl. No. 1. 2. 3. 4. Particulars Not appreciated Normal Appreciable Highly appreciable Total Number of Respondents 2 5 9 4 20 Percentage 10 25 45 20 100 Page 31

Interpretation: The graph shows that 45% of the employees appreciate that there is periodical increase in salary. Job security existing in company: Sl. No. 1. 2. 3. 4. Particulars Not appreciated Normal Appreciable Highly appreciable Total Number of Respondents 0 3 6 11 20 Percentage 0 15 30 55 100

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Interpretation: The graph shows that 55% of the employees highly appreciate that there exists good job securities in company. Good relationship with co-workers:

Sl. No. 1. 2. 3. 4.

Particulars Not appreciated Normal Appreciable Highly appreciable Total

Number of Respondents 0 7 7 6 20

Percentage 0 35 35 30 100

35% 30% 25% 20% 15% 10% 5% 0%

35%

35% 30%

0% Not Norm al appreciated

Appreciable

Highly appreciable

Interpretation: The graph shows that 35% of the respondents appreciate and 30% of employees highly appreciate that they have good relations with co-workers.

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Effective performance appraisal system: Sl. No. 1. 2. 3. 4. Particulars Not appreciated Normal Appreciable Highly appreciable Total Number of Respondents 4 5 5 6 20 Percentage 20 25 25 30 100

Interpretation: The graph shows that 30% of employees highly appreciate the performance appraisal system of the company. Effective promotional opportunities in organization: Sl. No. 1. 2. 3. 4. Particulars Not appreciated Normal Appreciable Highly appreciable Total Number of Respondents 4 9 2 5 20 Percentage 20 45 10 25 100

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50% 40% 30% 20% 10% 0%

45% 20% 10%

25%

Not Norm al appreciated

Appreciable

Highly appreciable

Interpretation: The graph shows that 45% of employees are feeling normal about the promotional opportunities in organization. Good safety measures adopted in organization : Sl. No. 1. 2. 3. 4. Particulars Not appreciated Normal Appreciable Highly appreciable Total Number of Respondents 1 7 9 3 20 Percentage 5 35 45 15 100

50% 40% 30% 20% 10% 0% 35%

45%

5%

15%

Not Norm al appreciated

Appreciable

Highly appreciable

Interpretation: The graph shows that 45% of employees appreciate that there is a good safety measures in organization. Page 35

Eagerness of the company in acknowledging the work of employees: Sl. No. 1. 2. 3. 4. Particulars Not appreciated Normal Appreciable Highly appreciable Total Number of Respondents 0 9 6 5 20 Percentage 0 45 30 25 100

50% 40% 30% 20% 10% 0%

45% 30% 25% 0% Not Normal appreciated

Appreciable

Highly appreciable

Interpretation: The graph shows that 45% of employees are feeling normal about the eagerness of the company in acknowledging the work of employees, 30% of the respondents appreciate and 25% highly appreciate the eagerness of the company in acknowledging and recognizing the work of employees. Companys welfare schemes are attractive and motivating: Sl. No. 1. 2. 3. 4. Particulars Very good Good Average Poor Total Number of Respondents 7 7 6 0 20 Percentage 35 35 30 0 100

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Interpretation: The graph shows that 35% of the respondents are saying companys welfare schemes are very good and another 35% are saying it is good. Feeling enjoyable to work with company: Sl. No. 1. 2. 3. 4. Particulars Very much Satisfactory Average Unpleasant Total Number of Respondents 10 10 0 0 20 Percentage 50 50 0 0 100

Interpretation: The graph shows that the work with Sahara India Pariwar is very much enjoyable to the 50% of the employees and it is satisfactory to the rest of the employees.

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Reasons due to which employees are motivated to work in Sahara India Pariwar: SL.N O 1 2 3 4 5 6 7 Particulars No. of total responses for each factor 1 5 7 8 11 1 6 Factors percentage

No pressure at work Liberal company policies Congenial and friendly environment Job security Considering the organization as PARIWAR Pay package All of these

5 25 35 40 55 5 30

Interpretation: The graph shows that most of the employees are motivated to work in Sahara India Pariwar by considering the organization as PARIWAR. Page 38

Satisfaction level with the support from the HR department: Sl. No. 1. 2. 3. 4. Particulars Highly satisfied Satisfied Normal Dissatisfied Total Number of Respondents 3 12 5 0 20
60% 60% 50% 40% 30% 20% 10% 0%

Percentage 15 60 25 0

25% 15% 0%

Interpretation: The graph shows that 60% of the respondents are satisfied with the support they are getting from the HR Department Employees could be motivated more if:

Sl. No. 1. 2. 3. 4.

Particulars Salary will increase further Create a more friendly working environment To promote participative leadership practices To introduce more attractive welfare schemes

Number of Responses 6 12 9 5

Factors Percentage 30 60 45 25

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60% 60% 50% 40% 30% 20% 10% 0% 45% 30% 25%

Salary will Create a To prom ote To introduce increase m ore friendlyparticipative more further working leadership attractive environment practices welfare schemes

Interpretation: The graph shows that 60% of the respondents are expressing that employees could be motivated more by creating a more friendly working environment and according to 45% of the employees they could be motivated more by promoting participative leadership practices.

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FINDINGS

During the course (July-August, 2012) of my project work at SAHARA INDIA PARIWAR, Kolkata what I have personally felt and experienced that this PARIWAR is highly disciplined, well organized and integrated concern. It comprises multi-facilitated departments and a good number of skilled and qualified employees are working over there. The environment of the organization is very congenial and there are fellow feelings among the colleagues irrespective of their rank and status. Indeed, I am proud as I got an opportunity to perform my project work over there for a short tenure as stated else where. What I have been moved and impressed that all existing employees have extended their cooperation as and when I need their certain helps in relation to my project work. Their amiable and suave behaviour also impressed me a lot. I never feel myself as an outsider as they have accepted me as a member of their PARIWAR. The findings of the study are illustrated as follows:

The Sahara India Pariwar has a well defined organization structure. There exists harmonious relationship in the organization between employees and management. The employees are really motivated by the management. The employees are satisfied with the existing incentive plan of the company. The study reveals that there is a good relationship exists among employees. Most of the employees agreed that the company is eager in recognizing and acknowledging their work. Majority of the employees agreed that there exists high job security to their present job. The company is providing good safety measures for ensuring the employees safety. From the study, it is explicit that most of employees agrees to the fact that performance appraisal activities and support from the co-workers are 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 Page 42

The company is providing some welfare schemes viz; life insurance policy as security scheme, children education policy, interest free loan during festival, leave travel allowance which are helpful for motivating the employees. But the medical assistance policy of the company is not a very structured policy.

From the study it is clear that most of the employees are motivated equally by both financial and non financial incentives but it is also studied that only 15% of the respondents are satisfied and only 25% of the respondents are highly satisfied with the incentives provided by the organization. It is not a very satisfactory result.

Whereas the study reveals that the factor Salary Increase motivates the employees most, the periodical increase in salary is highly appreciated by 20% of the respondents only.

The promotional opportunities in the organization are not very effective. The satisfaction level with the support from the HR Department is moderate because only 60% of the respondents are satisfied with the support from the HR Department.

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SUGGESTIONS

The suggestions for the findings from the study are follows: The performance appraisal activities are helpful to motivate the employees, so the company should try to improve performance appraisal system, so that employees can improve their performance. Non financial plans should also be implemented; it can improve the productivity level of the employees. Organization should give importance to communication between employees and gain co-ordination through it. Skills of the employees should be appreciated. Better carrier development opportunities should be given to the employees for their improvement. The company should improve their Welfare Schemes to make it more attractive to the employees. If the centralized system of management is changed to a decentralized one, then there would be active and committed participation of staff for the success of the organization.

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CONCLUSION

So far the motivational programme studies in SAHARA INDIA PARIWAR, Kolkata is concerned, and several factors are involved in order to study the motivational level of the existing employees of the said PARIWAR. This experiment has been conducted among twenty (20) employees and the available data has been collected in the form of questionnaire. The study reveals how the motivational factors viz. Salary structure, promotional opportunity, performance appraisal system, relation with co-workers, etc. accelerate and/or augments the performance and activities of the employees in the organization. Periodical increment of salary played a pivotal role in motivating the employees of the organization. As a result of which and employee feels good and get impetus in his work with satisfaction. Provided the employees are properly motivated with proper incentives they work well and the organization will be benefited in due course. Necessary measure may be adopted from time to time to improve the motivational programme phenomenon in future for the organisational benefit of the concern.

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BIBLIOGRAPHY

BOOKS

1. Chabra T N Human Resource Management (2005) revised edition Gangan Kapur, Delhi 2. Venugopal & Aziz Abdul Human Resource Management (2004) revised edition, 3. Prasad L.M, Human Resource Management, second edition (2005), Sultan Chand & SonsNew Delhi. 4. Kothari C.R Research Methodology- Methods and Techniques2nd revised edition (2007) New Age International Publishers- New Delhi.

JOURNALS 1. HRM Review, July 2008, The ICFI University press, Page No 55-59 2. Management Research, October 2007, ICFAI University press, Page No 37-40

WEBSITE http://www.allbusiness.com/human-resources/employee-development-employeeproductivity/601547-1.html www.Hil.in http://en.wikipedia.org/wiki/Asbestos http://www.petech.ac.za/robert/reshypoth.htmix

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QUESTIONNAIRE

A STUDY ON EMPLOYEE MOTIVATION LEVEL OF SAHARA INDIA PARIWAR Respected Madam/Sir, For the partial fulfilment of my project, I need to collect some specific information from your end that will help me to illustrate my project. It will be highly appreciated if you kindly extend your cooperation in filling up the questionnaire as requested. In the academic interest such information is required and that will be kept strictly confidential. Soumi Tarafdar Kindly fill the following: (Please tick the option)
Part I: 1. Gender: 2. Age: (A).Male (A) 18-28 (C) 40-50 (B) Female (B) 29-39 (D) over 50

3. Since when you have been with Sahara India Pariwar? (A)Less than 1 year (B)1 to 3 years (C) 4 to 6 years (D) More than 6 years

Part II:
1. What does motivation mean for you? Involvement to work Involvement with organisation An energetic & enthusiastic

Dedication towards work & organisation performance

2. Do you think that motivation plays an important role to achieve Organisational goal? Very much Some extent No

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3. Is management actively involved in motivating the employees? Strongly agree Disagree Agree Normal

4. Which type of incentives motivates you more? Financial incentives Non financial incentives Both

5. How far you are satisfied with the incentives provided by the organisation? Highly satisfied Dissatisfied Satisfied Normal

6. Which factor motivates you the most? (Express in terms of percentage):

Number A B C D E

Factors Salary increase Promotion Support of Management Support of colleagues Organisational Environment

Percentage

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7. Please provide the following rates:(in terms of motivational factor)

(4- Highly appreciable, 3- Appreciable, 2- Normal, 1- Not appreciated) Number A B C D E F G H Factors Reasonable periodical increase in salary Job security exist in the company Good relationship with co-workers Effective performance appraisal system Effective promotional opportunities in the organisation Good safety measures adopted in the organisation Support from the team member Company recognizes and acknowledges your work Rates

8. Do you think that the Companys Welfarew schemes are attractive and motivating? Very Good Good Average Poor

9. Do you feel that it is enjoyable to work with SAHARA INDIA PARIWAR? Very much Unpleasant Satisfactory Average

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10. What do you think that the following is/are the reasons due to which you are motivated to

work in SAHARA INDIA PARIWAR? No pressure at work Liberal company policies Congenial and friendly environment Job security Considering the organisation as PARIWAR Pay Package All of these 11. Are you satisfied with the support from the HR department? Highly satisfied Dissatisfied 12. Do you think that workers could be motivated more if: Salary will increase further Create a more friendly working environment To promote participative Leadership practices To introduce more attractive welfare scheme Satisfied Normal

Thank you for co-operation Page 54