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OF BUSINESS ADMINISTRATION SUBMITTED BY KOKILA.S (09BBA36) UNDER THE GUIDANCE OF MRS.JENELIN KAMALAM, M.B.A, M. Phil.,
Established in 1915 Reaccredited with NAAC with grade A DEPARTMENT OF MANAGEMENT STUDIES WOMENS CHRISTIAN COLLEGE CHENNAI- 600 006 2011-2012
This is to certify that the project work under the title “A STUDY ON EMPLOYEE MOTIVATION IN IGP ENGINEERS PRIVATE LIMITED” is a bonafide record of work done by Kokila. S (09BBA36) final year student of Bachelor of Business Administration, Women’s Christian College, Chennai- 600 006 in partial fulfillment of the requirement for the award of Degree of Bachelor of Business Administration, University of Madras for academic year 20112012
Faculty guide Mrs. JENELIN KAMALAM M.B.A.,M.Phil.
Head of the Department Dr. Mrs. Anita Rajendran
MBA, M.A., M.Com.,
Submitted for the viva-voce examination to be held on
I hereby declare that the project entitled “A study on employee motivation in IGP Engineers Private Limited” has been prepared during the year 2011-2012 under the guidance of Mrs. Jenelin Kamalam M.B.A.,M.Phil., WOMEN’S CHRISTIAN COLLEGE, CHENNAI
This is an original work and has not been submitted to any other university or institution for valuation.
Signature of the Student
Chennai for enlightening me in various aspects of the project I wish to take this opportunity to express my deep sense of gratitude to Mrs. (Mrs. I sincerely thank her for the suggestions given to prepare this project.ACKNOWLEDGEMENT First of all I thank our almighty god sincerely for his presence which enabled me to finish this project successfully.) Ridling Margaret Waller.) Anita Rajendran. my faculty guide for her invaluable guidance in this endeavor. who helped me to complete my field work without which this project would not have been possible. Department of Management studies for their valuable co-operation and help to prepare this project. Finally it is my foremost duty to thank all my respondents. Jenelin kamalam. Hariharan. (Mrs. I express my sincere thanks to Dr. and Dr. Y. Head of the Department. I also express my heart-felt gratitude to Mr. General Manager in IGP Engineers Private Limited. . Principal of Women’s Christian College. Chennai.
It should also be remembered that a worker may be immensely capable of doing some work. is mainly conducted to identify the factors which will motivate the employees and the organizational functions in IGP Engineers pvt ltd. Management’s basic job is the effective utilization of human resources for achievements of organizational objectives. nothing can be achieved if he is not willing to work. to engage in action by ensuring that a channel to satisfy those needs and aspirations becomes available to the person. Motivation implies that one person. in organization context a manager. Employee motivation is one of the major issues faced by every organization. The data needed for the study has been collected from the employees through questionnaires and through direct interviews. 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. In addition to this. Hence this studies also focusing on the employee motivation among the employees of Hewitt Associates. includes another. 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. It is the major task of every manager to motivate his subordinates or to create the ‘will to work’ among the subordinates. Analysis and interpretation has been done by using the statistical tools and data’s are presented through tables and charts. . say an employee.SYNOPSIS The project work entitled a STUDY ON EMPLOYEE MOTIVATION with special reference to IGP Engineers pvt ltd. A manager has to make appropriate use of motivation to enthuse the employees to follow them.
3 SUGGESTIONS AND RECOMMENDATIONS CONCLUSIONS ANNEXURE .1 CONCEPTUAL REVIEW CHAPTER-4 4.2 2.TABLE OF CONTENTS S.1 FINDINGS CHAPTER-6 6.5 NEED FOR THE STUDY OBJECTIVES OF THE STUDY SCOPE OF THE STUDY RESEARCH METHODOLOGY LIMITATIONS OF THE STUDY CHAPTER-3 3. NO CONTENTS PAGE NO. LIST OF TABLES LIST OF CHARTS CHAPTER-1 1.1 6.1 ANALYSIS AND INTERPRETATION CHAPTER-5 5.1 COMPANY PROFILE CHAPTER-2 2.3 2.4 2.1 2.2 6.
11 1 4.8 4.1 18.104.22.168 1 4.1 4.1 4.14. 4.1 4.1 4.17 .3.1 4.9 1 4.4 BIBLIOGRAPHY S.1.4 4.5 4.7.13 1 22.214.171.124 4.12.16 CHARTS LIST OF TABLES CHARTSHOWING SHOWINGTHE THEAGE AGEOF OFRESPONDENTS CUSTOMERS TABLE CHARTSHOWING SHOWINGTHE EXPERIENCE OF CUSTOMERS IN THE INDUSTRY TABLE EXPERIENCE OF THE RESPONDENTS CHARTSHOWING SHOWINGTHE THEEDUCATION CONCEPT OF FREIGHT FORWARDING TABLE OF THE RESPONDENTS CHARTSHOWING SHOWINGTHE COMPLICATIONS IN FREIGHT FORWARDING PRACTICES TABLE SALARY INCREMENTS GIVEN TO THE RESPONDENTS CHARTSHOWING SHOWINGTHE THEFINANCIAL SATISFACTION OF TERMS AND CONDITIONS TABLE INCENTIVES MOTIVATES MORE THAN NON-FINANCIAL INCENTIVES CHART SHOWING THE SATISFACTION OF THE CUSTOMERS FOR THE SERVICES AVAILED FROM THE TABLE SHOWING THE LEVEL OF COMPANY SATISFACTION WITH REGARDS TO SALARY CHART SHOWING THE FREQUENT USAGE OF SERVICES BY THE CUSTOMERS TABLE SHOWING THE SATISFACTION LEVEL OF EMPLOYEES WITH THEIR BREAK TIMINGS CHART SHOWING RECOMMENDATION TO FRIENDS AND PEERS TABLE SHOWING THE MOTIVATION LEVEL OF EMPLOYEES WITH CHART SHOWING THE RATINGCONDITIONS IN QUALITY OF SERVICE REGARDS TO GOOD WORKING CHARTSHOWING SHOWINGTHE COMMUNICATION OF ISSUES TO THE CUSTOMERS BY TABLE RATING OF QUALITYOF SERVICES BY THE THE COMPANY CUSTOMERS CHARTSHOWING SHOWINGTHE COMMUNICATION OF ISSUES BY THE CUSTOMERS TO TABLE COMMUNICATION OF ISSUES TO THE CUSTOMERS THE COMPANY BY THE COMPANY CHARTSHOWING SHOWINGCOMMUNICATION THE FREQUENCY IN PROBLEMS BY THE TO TABLE OFFACING ISSUES BY THE CUSTOMERS CUSTOMER WITH THE COMPANY THE COMPANY CHARTSHOWING SHOWINGTHE RECTIFICATION WHEN COMMUNICATED TABLE FREQUENCYOF IN PROBLEMS FACING PROBLEMS BY THE CUSTOMERS WITH THE COMPANY CHARTSHOWING SHOWINGTHE THERECTIFICATION EFFORTS TAKEN BY THE COMPANY IN SOLVING TABLE OF PROBLEMS WHEN ISSUES AND PROBLEMS COMMUNICATED CHARTSHOWING SHOWINGTHE THEEFFORTS FREQUENCY OF PROBLEM FACED BY TABLE TAKEN BY THE COMPANY INTHE SOLVING CUSTOMERS DUE TO COMMUNICATION GAP ISSUES AND PROBLEMS CHARTSHOWING SHOWINGTHE DURATION OF TIME TAKEN BY THE COMPANY TO TABLE FREQUENCY OF PROBLEMS FACED BY CUSTOMERS SOLVE PROBLEMS DUE TO COMMUNICATION GAP DUE TO THE COMMUNICATION GAP TABLE SHOWING DURATION OF TIME TAKEN TO SOLVE PROBLEMS DUE TO COMMUNICATION GAP TABLE SHOWING THE RATING OF PERFORMANCE BY THE COMPANY P. 4.4. 4. 4. 4.12 1 4. 4.13.3 4.2. 4.15.NO 4.8.1 4.1 4.6.2 4.5.NO S.10 1 4.15 1 4.NO 4.7 4.9.1 4.1 4.
1 CHART SHOWING THE RATING OF PERFORMANCE OF THE COMPANY BY THE CUSTOMERS CHAPTER-1 .4.17.
COMPANY PROFILE .
Ltd. The group's products are well accepted both in the domestic as well as in the international markets. IGP Engineers is the first Indian gasket company to get the ISO/API accreditation. Engineers are all ISO Accredited Companies. Insulation gasket kits and Monolithic Insulation Joints. LONESTAR Industries & V. New Delhi and Kolkata in India. Ring Joints. . A pioneer in sealing technology. The group's manufacturing facilities are spread over 13 factories. US. These factories use state of the art manufacturing techniques and are equipped with up to date testing facilities to provide good quality products to their customers. INSAP Engineers Pvt. Cam profiles. The Corporate Headquarters. Established in the year 1955. Leading by example and not compromising on quality. Manufacturing and Marketing facilities are at Chennai. CORI Engineers Pvt. IGP ENGINEERS PVT LTD IGP Engineers is the flagship company of the IGP group. This includes countries like UK.IGP GROUP The IGP Group of companies was established in 1955. ARUDRA Engineers Pvt. IGP group cultivates long term relationships with their customers through custom designed world class products and services. they have more than 55 years of experience in the industry and are continuously growing and evolving with the most sophisticated technology. IGP has a global customer base and their products are exported to 43 countries worldwide. IGP is a leading manufacturer and exporter of all types of industrial gaskets including Spiral Wounds. and today it provides over 50 products and services. Norway and Germany to name a few. Ltd. They also have their marketing offices at Mumbai. India. IGP Engineers Pvt. Ltd. Engineering.P. Ltd.
Refineries and Petro chemical industries. Gaskets are supplied for both project installations and maintenance replacements. The products are designed and engineered to customer specifications by a team of highly motivated people. India. Rubber Moulded Components and Rubber Lining service for anticorrosive and abrasion resistance applications. They have 3 manufacturing units for rubber products with complete infrastructure and essential testing facilities. It is the manufacturer of specialty chemicals and pure potassium bromated acid. Power industry. Established 50 Years ago. Tooling and Computer Aided Design add strength to their company. Inhouse Machine Building. timely and efficient manner. It is known for Rubber Expansion joints.The main focus is on Oil & Gas. the IGP group has carved a niche in the industrial scene in the country. India. The gaskets are popularly known under the brand name ARUDRA ENGINEERS Arudra Engineers an ISO 9001:2008 certified Company is a member of IGP group of Companies based in Chennai. Customers rely on them for the best quality products and services provided in a competitive. CORI ENGINEERS PVT LTD CORI belongs to the IGP group of companies based in Chennai (Madras). The products of CORI are marketed in the brand name CORIRUBBER . CORI specializes in the field of Rubber Products and Services activities for over 25 years. corrosion inhibitors for various acids.
Their hose assemblies have been used as original fitment by M/s Bharat Earth movers Ltd.. the company has expertise and experience to fulfill orders promptly and precisely.Ltd. Ashok Leyland Ltd. They are the largest manufacturer in this field in India by value and volume. India. Wabco). They enjoy the Status of Dependability from several Customers / Users spread across the nation and also overseas. No one knows fittings better than the people at "INSAP".Pvt.LONESTAR INDUSTRIES LONESTAR INDUSTRIES. Revathy Equipments Ltd. INSAP currently maintains huge stock of end fittings and offers faster deliveries. . a part of IGP Group. With connection across the country and around the world.. L&T Case Ltd. technical assistance.. (Komatsu. L&T-Demag and many other OEMs. prompt shipment of product and commitment to sell through assemblers / distributors. INSAP is a leading international supplier of Hydraulic fittings and Adaptors. INSAP ENGINEERS INSAP Engineers PVT Ltd is a leading manufacturer of Hose Assemblies in India. Ingersoll Rand. for over three decades. experience and expertise have complete facilities to Design.. Engineer. regardless of the location. LONESTAR INDUSTRIES with more than two decades of existence. The entire line of product is backed with unparalleled customer service. Manufacture and Test and Supply all types of Metal Expansion Joints / Bellows. Their years of experience and dedication give the company an edge that very few suppliers can offer. are professionally managed Engineering Organization based at Chennai. Caterpillar (India). and caters to many assemblers.
VP Engineers evolved as an Engineering Enterprise picking every nuances in the art of Manufacturing Products using Different Manufacturing processes with different materials in Metal. Narayanaswamy. under the dynamic leadership of Founder of IGP Group of Companies. V.VP ENGINEERS VP Engineers started its journey in the name of VALQUA PRODUCTS. • CORIRUBBER Rubber Expansion joints. PRODUCTS OF IGP GROUP: • SPIRAGET industrial gaskets manufactured by IGP Engineers Private Limited are market leaders in their category in India. • INSAPFLEX hose assemblies are very popular with heavy vehicle and Earth Moving Equipment manufacturers. With the Vision of their Chairman of IGP Group of Companies Mr. Krishnaswamy. V. in 1984. Plastic & Rubber. Late Shri. • ARUDRA is well known for its conveyor equipment and bullet cleaning of condensers. as an Injection Moulding arm of IGP Group of Companies. VP Engineers continuously aims to provide products & services of customers’ needs. A consistently innovative organization always brings out new products & services keeping with the pulse of the end users. Anti Vibration Mounts and Rubber Linings are increasingly popular. VP Engineers’ products match the quality standards of Japanese with the German precision at Indian Price. . • LONESTAR metal expansion joints are leading players in the Expansion joint industry.
• • ARUCHEM has made great strides in high pressure boiler cleaning. CHAPTER-2 . Plastic injection moulding facilities at VP Engineers are on par with the best in the country.
2. The role of Motivation is to develop and intensify the desire in every member of organization to work effectively and efficiently in his position. Chennai as motivation is an important factor which increases the desire willingness and enthusiasm in workers.If it’s an important function of the management to motivate the people working in the organization to perform the work assigned to them effectively and efficiently. Motivation is something that moves a person into action and continues him in the course of action enthusiastically. . to apply their great potentialities for the achievement of common goals. The management has to understand the Human behavior if it has to provide maximum motivation to the personnel.1: NEED FOR THE STUDY Motivation is an important tool in the hands of the manager for inspiring the work force and making them to do work with enthusiasm and willingness . The main aim of this study is to find out the employee motivation in IGP Private ltd.
.2: OBJECTIVES OF THE STUDY Primary objective: • To study the motivation level of employees.2. To learn the employee’s satisfaction on the interpersonal relationship exists in the organization. Secondary Objectives: • To study the effectiveness of the techniques adopted by the company in employee motivation. • • To study about the benefits and facilities provided to the employees.
In this survey the emphasis is on the motivation of employees.3: SCOPE OF THE STUDY It is always essential for a concern to access its strategies and reshape its destiny. Ltd. The scope of the study involves the preparation of questionnaire and data of the company. Every study has a clear and specific scope. It is necessary for every organization to study the different aspects that affects the organization development. The scope of this study is limited to IGP Engineers Pvt.2. .
It consists of three steps: Pose a question. Methods are ways of obtaining information useful for assessing explanations.2. collecting and evaluating data. RESEARCH DEFINITION: The definition of research given by Creswell is "Research is a process of steps used to collect and analyze information to increase our understanding of a topic or issue". there are several methods in which the data is complied. This was done with an objective to find out the motivation level of the employees. Data Sources: The data collected for the study is mainly through the distribution of questionnaire. In descriptive research various parameters will be chosen and analyzing the variations between these parameters. Secondary Data: . In this project it was obtained by mean of questionnaires.4: RESEARCH METHODOLOGY The procedures by which researchers go about their work of describing. Primary Data: Primary data is the information collected for the first time. to be precise the data collected for study was both primary and secondary sources. collect data to answer the question. Research Design: The type of research chosen for the study is descriptive research. explaining and predicting phenomena are called methodology. Questionnaire was prepared and distributed to the employees. Methods comprise the procedures used for generating. and present an answer to the question.
library and search engines. Bar charts. Sampling Design: Sampling design is to clearly define set of objective. It is used in making comparison between two or more series of data. It is used to describe relationship. The questionnaire is given to the respondent to be filled up. In this we distributed the questionnaires to the respondents. Multiple Choice Questions Questionnaire: A questionnaire is a sheet of paper containing questions relating to contain specific aspect. Formula: . pie charts were used to explain tabulation clearly.Secondary data needed for conducting research work were collected from company websites. Research Instrument: In this study the primary data was collected by survey technique. The researcher structured the questionnaire in the form of: 1. The sample size for this study was taken as 50. technically called the universe to be studied. Sample Size: This refers to the number of items to be selected from the universe to constitute a sample. Close Ended Questions 2. regarding which the researcher collects the data. Because of their flexibility the questionnaire method is by far the most common instrument to collect primary data. It is used to analyses the data. Sampling technique used is simple random sampling method. Statistical Tools Used: The data collected was analyzed by employing the following statistical technique: Percentage analysis: Percentage refers to special kind of ration.
Percentage (%) = number of respondents X 100 Total number of respondents 2. In this study the sample size is 50. . • • • • The study was limited to a short period only. The data depends totally on the respondent’s view. which may be biased. it was difficult for the researcher to meet the respondents and gain information. The findings of the study cannot be applied to all other fields since it lacks external validity.5: LIMITATIONS OF THE STUDY: • As the respondents were busy with their work.
CONCEPTUAL REVIEW .
and creativity that a company's workers bring to their jobs. 3." OBJECTIVES Main Objectives of Employee Motivation are as follows: 1.” "Psychological forces that determine the direction of a person's behavior in an organization. and enthusiasm.1: MOTIVATION: DEFINITION “Employee motivation is a reflection of the level of energy. financial and human resource. 8. The purpose of motivation is to create condition in which people are willing to work with zeal. George from the book "Contemporary Management. 6. For improve discipline and with pride and confidence in cohesive manner so that the goal of an organization are achieved effectively. 2. To increase loyalty against company. 5. commitment. For the achieving a desired rate of production. You can even buy a measured number of skilled muscular motions per hour or day. 4. G. a person's level of effort and a person's level of persistence". For the motivation you can buy man’s time. with a high personal and group moral satisfaction with a sense of responsibility. Motivation techniques utilized to stimulate employee growth. . Jones and J. Physical presence at a given place.3. 7. initiative. Interest. Performance results from the interaction of physical.
• • • • The rates of labor’s turnover and absenteeism among the workers will be low. Growth: Feeling that they are growing and developing personally Inclusion: ‘To belong’ is a fundamental need. Accident will also be low. It’s human nature to want to be on the inside. The workers will cooperate voluntarily with the management and will contribute their maximum towards the goals of the enterprise. network. There will be good human relations in the organization as friction among the workers themselves and between the workers and the management will decrease.IMPORTANCE OF EMPLOYEE MOTIVATION • The workforce will be better satisfied if the management provides them with opportunities to fulfill their physiological and psychological needs. The number of complaints and grievances will come down. There will be increase in the quantity and quality of products. Better quality of products will also increase the public image of the business. peer group. . Wastage and scrap will be less. FACTORS THAT MOTIVATES EMPLOYEES Empowerment: Feeling trusted and empowered is a tremendous motivator. This will also result in increased productivity. not the outside. team or company. whether as a member of a family. • 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.
and exists within the individual rather than relying on any external pressure. not to enjoy the intrinsic rewards of the activity.Purpose: Today people care more about what happens tomorrow. which then contradicts intrinsic motivation. Self-determination theory proposes that extrinsic motivation can be . MOTIVATION CONCEPTS Intrinsic motivation Intrinsic motivation refers to motivation that is driven by an interest or enjoyment in the task itself. Extrinsic motivation comes from outside of the individual. Intrinsic Motivation is based on taking pleasure in an activity rather working towards an external reward. Social psychological research has indicated that extrinsic rewards can lead to over justification and a subsequent reduction in intrinsic motivation. and want to contribute to ensuring the future of our children. Common extrinsic motivations are rewards like money and grades. Extrinsic motivation Extrinsic motivation refers to the performance of an activity in order to attain an outcome. children who expected to be (and were) rewarded with a ribbon and a gold star for drawing pictures spent less time playing with the drawing materials in subsequent observations than children who were assigned to an unexpected reward condition. and the health of our communities and planet. Trust: The fabric that holds it all together and makes it real is trust. In one study demonstrating this effect. Competition is in general extrinsic because it encourages the performer to win and beat others. For those children who received no extrinsic reward. coercion and threat of punishment. A crowd cheering on the individual and trophies are also extrinsic incentives.
This in a sense is like climbing a mountain because the mountain is there.internalized by the individual if the task fits with their values and beliefs and therefore helps to fulfill their basic psychological needs. Employers often make use of this by presenting challenges to the employees. there are times when this type of employee motivation can be dangerous. Advancement For some employees. for the employees. Achievement One type of employee motivation is achievement. one must realize that people are different. By knowing what encourages an employee to do his or her job. . This means that different things motivate different employees. In this type of employee motivation. the worker is driven by the goal itself. In order to understand employee motivation. TYPES OF EMPLOYEE MOTIVATION Understanding employee motivation is necessary to the success of a company. the incentive is only a bonus to the achievement. Sometimes. their motivation is the prospect of rising up in the ranks of the corporation. This type of employee motivation is characterized by ambition. superiors may find their jobs in danger because of an advancement-motivated employee. a company will be able to implement different policies to increase the performance of the workers. They work hard in order to catch the eye of the boss and probably get a promotion. However. Of course. In making use of this type of employee motivation employers often include incentives such as a promotion or cash.
considering the fact that every person has a limit. It is often the case that an employee unknowingly piles pressure on him or her and this pressure pushes them to work harder. Of course. if an employee does not handle pressure very well. However. Pressure Some employees work harder under pressure. You need to understand that people have different preferences. . Employees are often threatened with termination if they fail to meet certain objectives. this type of employee motivation can have some very negative results. In doing so. Since it is virtually impossible to meet every employee’s motivation needs. Fear This is one of the most commonly used employee motivation techniques. you will be able to ensure your company’s continued growth. it often ends up in a breakdown of some sort. This employee motivation is rarely manifested consciously in a worker. As such. pressure is used by and employee to see just how far he or she would be able to go. you must develop a technique that incorporates all of the elements of employee motivation. The key to the best employee motivation technique is balance. if handled properly.However. this type of employee motivation should be handled carefully. this type of employee motivation technique could be detrimental to his or her work performance. In fact. an employee whose motivation is advancement can be the best in the business. Sometimes.
DATA ANALYSIS AND INTERPRETATION .
14% of employees fall under 41 and above and 10% employees fall under the age group of 36-40. 3. Options Below 25 25 to 35 36 to 40 41 and above Total No. 58% of the employees fall under the age group of 25-30.1: Age of the respondents S. 2. No 1. 4. of respondents 9 29 5 7 50 Percentage (%) 18 58 10 14 100 INFERENCE: The above table inferred the age of the respondents.Table 4. .1. 18% of the employees fall under 25.
Chart 4.1: Age of the respondents .2.
4. of respondents 4 25 13 8 50 Percentage (%) 8 50 26 16 100 INFERENCE: The above table shows the experience of the respondents. 16% of employees are have experience above 10 years and 8% of them are below 1 year. 3.Table 4. 2. 26% of the employees have attained 5-10 years of experience.1. 50% of the employees have attained 1-4 year of experience . Options Below 1 year 1 to 4 year 5 to 10 year Above 10 years Total No. . No 1.2: Experience of the respondents S.
2: Experience of the respondents .2.Chart 4.
No 1. 48% of the respondents have completed PG. 3. 2.3 Education of the respondents: S. Options UG PG Others Total No. 6% of the respondents have not completed. 46% of the respondents have completed UG.1. .Table 4. of respondents 23 24 3 50 Percentage (%) 46 48 6 100 INFERENCE: The above table inferred the education of the respondents.
3: Education of the respondent .Chart 4.2.
24% of the employees strongly agree. CHART: 4. 8% of them are neutral and 4% strongly disagree.Table 4.2. OF S.NO 1 2 3 4 5 PARTICULARS Strongly agree Agree Neither agree nor disagree Strongly disagree Disagree Total RESPONDENTS 12 32 4 2 0 50 PERCENTAGE 24 64 8 4 0 100 INFERENCE: The above table shows about the motivation level of the employees regarding the salary increments given to them.4: Employee motivation with regard to increments given to employees NO.4: Employee motivation with regard to increments given to employees .1. 64% of the employees agree with it.
Table.4. OF S.1.NO PARTICULARS RESPONDENTS PERCENTAGE .5: Financial incentives motivates more than non-financial NO.
CHART 4.1 2 3 4 5 Strongly Agree Agree Neither agree nor disagree Strongly disagree Disagree Total 0 28 14 8 0 50 0 56 28 16 0 100 INFERENCE: The above table shows about the types of incentives that motivates the employees financial or non-financial.2. 56% of the employees agree with it. 28% of the employees are neutral. 16% of them strongly disagree.5: Financial incentives motivates more than non-financial .
NO 1 PARTICULARS Strongly agree RESPONDENTS 2 PERCENTAGE 4 . OF S.4.Table.6: Satisfaction with regard to salary drawing at present NO.1.
20% of them are neutral.2 3 4 5 Agree Neither agree nor disagree Strongly disagree Disagree Total 34 10 4 0 50 68 20 8 0 100 INFERENCE: The above table shows about the level of satisfaction with regard to salary given to them.6: Satisfaction with regard to salary drawing at present .2. 8% strongly disagree and 4% of the employees strongly agree. CHART:4. 68% of the employees agree with it.
Table.4.1.7: Satisfaction with regard to lunch breaks, rest breaks, and leaves provided
NO. OF S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 2 3 4 5
Strongly agree Agree Neither agree nor disagree Strongly disagree Disagree Total
4 34 12 0 0 50
8 68 24 0 0 100
The above table shows about the satisfaction level of employee with their break timings. 68% of the employees agree with it, 24% of them are neutral and 8% of the employees strongly agree.
CHART:4.2.7: Satisfaction with regard to lunch breaks, rest breaks, and leaves
Table.4.1.8: Table showing good physical working conditions providing in the organization.
NO. OF S.NO PARTICULARS RESPONDENTS PERCENTAGE
8: Good physical working conditions are provided in the organization. 20% of them are neutral and 8% of the employees strongly agree. 72 % of the employees agree with it. CHART:4.1 2 3 4 5 Strongly agree Agree Neither agree nor disagree Strongly disagree Disagree Total 4 36 10 0 0 50 8 72 20 0 0 100 INFERENCE: The above table shows the motivation level of the employees with regard to good working conditions of the organization. .2.
1. OF S.Table.9: Opinion of the employees with regard to job security NO.4.NO PARTICULARS RESPONDENTS PERCENTAGE .
CHART:4. 72% of the employees agree with it.9: Opinion of the employees with regard to job security .1 2 3 4 5 Strongly agree Agree Neither agree nor disagree Strongly disagree Disagree Total 10 36 4 0 0 50 20 72 8 0 0 100 INFERENCE: The above table shows the opinion of the respondents on job security.2. 8% of them are neutral and 20% of the employees strongly agree.
10: Retirement benefits available are sufficient.Table.1.4. .
OF S. 16% of them are neutral and 24% of the employees strongly agree. 60% of the employees agree with it. .2.NO.10: Retirement benefits available are sufficient.NO 1 2 3 4 5 PARTICULARS Strongly agree Agree Neither agree nor disagree Strongly disagree Disagree Total RESPONDENTS 12 30 8 0 0 50 PERCENTAGE 24 60 16 0 0 100 INFERENCE: The above table shows the opinion regarding retirement benefits provided by organization. CHART:4.
4.1.Table. OF .11: Satisfaction with regard to Medical benefits provided. NO.
64% of the employees agree with it. 24% of them are neutral and 12% of the employees strongly agree.NO 1 2 3 4 5 PARTICULARS Strongly agree Agree Neither agree nor disagree Strongly disagree Disagree Total RESPONDENTS 6 32 12 0 0 50 PERCENTAGE 12 64 24 0 0 100 INFERENCE: The above table shows opinion of the respondents regarding medical benefits. .2.S. CHART:4.11: Satisfaction with regard to Medical benefits provided.
NO.NO 1 2 3 4 PARTICULARS Strongly agree Agree Neither agree nor disagree Strongly disagree RESPONDENTS 6 38 6 0 PERCENTAGE 12 76 12 0 .12: Table showing Visibility with top management.Table. OF S.1.4.
12: Chart showing Visibility with top management. . CHART:4.5 Disagree Total 0 50 0 100 INFERENCE: The above table shows the opinion of the employee’s relationship with the top manager.2. 12% of them are neutral and 12% of the employees strongly agree. 76% of the employees agree with it.
4.1. .Table.13: Table showing superior recognizes the work done in the organization.
13: Chart showing superior recognizes the work done in the organization.2. OF S.NO 1 2 3 4 5 PARTICULARS Strongly agree Agree Neither agree nor disagree Strongly disagree Disagree Total RESPONDENTS 8 30 12 0 0 50 PERCENTAGE 16 60 24 0 0 100 INFERENCE: The above table shows opinion of the employee about the recognition of him from the superior. CHART:4. 60% of the employees agree with it. 24% of them are neutral and 16% of the employees strongly agree.NO. .
OF S.Table.14: Table showing the job gives good status in the organization.4.1.NO PARTICULARS RESPONDENTS PERCENTAGE . NO.
1 2 3 4 5 Strongly agree Agree Neither agree nor disagree Strongly disagree Disagree Total 12 34 4 0 0 50 24 68 8 0 0 100 INFERENCE: The above table shows the status the employee gets from the job.. .2. CHART:4. 8% of them are neutral and 24% of the employees strongly agree. 68% of the employees agree with it.14: Chart showing the job gives good status in the organization.
1.4. .Table.15: Satisfaction with regards to responsibility and role in my work.
2.NO 1 2 3 4 5 PARTICULARS Strongly agree Agree Neither agree nor disagree Strongly disagree Disagree Total RESPONDENTS 10 38 2 0 0 50 PERCENTAGE 20 76 4 0 0 100 INFERENCE: The above table shows the satisfaction of the employee with the responsibility and the role of his work. OF S. 76% of the employees agree with it.15: Satisfaction with regards to responsibility and role in my work.NO. CHART:4. . 4% of them are neutral and 20% of the employees strongly agree.
4.Table. .16: Table showing the quality of the relationships in the informal workgroup.1.
2. CHART:4.NO. OF S. 88% of the employees agree with it.NO 1 2 3 4 5 PARTICULARS Strongly agree Agree Neither agree nor disagree Strongly disagree Disagree Total RESPONDENTS 0 44 6 0 0 50 PERCENTAGE 0 88 12 0 0 100 INFERENCE: The above table shows the relationship in the informal work group. . 12% of them are neutral.16:Chart showing the quality of the relationships in the informal workgroup.
NO.NO 1 2 3 PARTICULARS Strongly agree Agree Neither agree nor disagree RESPONDENTS 4 36 6 PERCENTAGE 8 72 12 .Table.1. OF S.17: Satisfaction with regard to support from the HR department.4.
17: Satisfaction with regard to support from the HR department.18: Table showing fare amount of team spirit in the organization. NO. OF S.2.4.4 5 Disagree Strongly disagree Total 4 0 50 8 0 100 INFERENCE: The above table showing the satisfaction level of the respondents regarding the support provided by the HR department.NO 1 2 3 4 5 PARTICULARS Strongly agree Agree Neither agree nor disagree Strongly disagree Disagree Total RESPONDENTS 0 34 10 6 0 50 PERCENTAGE 0 72 20 12 0 100 . 72% of the employees agree with it. CHART:4. 12% of them are neutral and 8% of the employees strongly agree.1. Table.
NO 1 2 3 4 5 PARTICULARS Strongly agree Agree Neither agree nor disagree Strongly disagree Disagree Total RESPONDENTS 16 32 2 0 0 50 PERCENTAGE 32 64 4 0 0 100 . 20% of them are neutral and 12% of the employees strongly disagree.4. CHART:4. 72% of the employees agree with it.INFERENCE: The above table shows the team spirit in the organization among the employees. OF S.2. NO.1.19: Table showing the best performance in my job.18: Table showing fare amount of team spirit in the organization. Table.
4.20: Table showing schedule of work with regard to job related decision.19: Table showing the best performance in my job.INFERENCE: The above table shows the opinion of the employees about being the best at their job .1. CHART:4. OF S.NO 1 2 PARTICULARS Strongly agree Agree RESPONDENTS 6 30 PERCENTAGE 12 60 . 4% of them are neutral and 32% of the employees strongly agree. Table.2. NO. 64% of the employees agree with it.
3 4 5 Neither agree nor disagree Strongly disagree Disagree Total 12 2 0 50 24 4 0 100 INFERENCE: The above table showing the satisfaction level of the respondents regarding the support provided by the HR department .21: Table showing opportunities for advancement in this organization. NO.4. 24% of them are neutral 12% of the employees strongly agree and 4% of them strongly disagree.1.20: Chart showing the best performance in my job.NO 1 2 3 4 PARTICULARS Strongly agree Agree Neither agree nor disagree Strongly disagree RESPONDENTS 0 44 6 0 PERCENTAGE 0 88 12 0 . 60% of the employees agree with it. OF S. Table.2. CHART:4.
12% of them are neutral. 88% of the employees agree with it. .5 Disagree Total 0 50 0 100 INFERENCE: The above table shows the opportunities available in the organization for advancement.
CHART:4.2.21: Chart showing opportunities for advancement in this organization. .
Majority 72% of the employees agree good working conditions are provided in the organization.1: FINDINGS: • • • • • • • • • • • • • • • The study found that 64% of employee motivation with regard to increments given to employees About 56% of the employees agree that financial incentives motivate them than nonfinancial incentives. . Most of the respondents 60% feel superior recognizes work in the organization. Most of the respondents 64% of them agree that the medical benefits provided are satisfactory. 72% of respondents are satisfied with the support from the HR department. rest breaks and leaves provided by the organization. Majority 88% of the respondents quality of relationship in informal workgroup. Majority 76% of the respondents are satisfied with the responsibility and role of their work.5. 68% employees are satisfied with salary drawings at present. Majority 76% of the respondents visibility with top management are considered important. Most of the respondents 60% agree that the retirement benefits available are sufficient. Majority 72% of the respondents are satisfied with the opinion of the job securities provided. 68% of the respondents feels the job gives a good status in the organization 76% of the respondents are satisfied with regard to responsibility and role they perform. 68% employees are satisfied with regards to the lunch breaks.
CHAPTER-6 . Majority 88% of the respondents opportunities for advancement in the organization. Most of the respondents 64% show the best performance in their job.• • • • Majority of the respondents 72% shows fare amount of team spirit in the organization. 60% of the respondents feel schedule of work with regards to job related decisions.
More informal gatherings should be encouraged so that they can know each other. • Few of the employees are not satisfied with the lunch breaks.1: SUGGESTIONS AND RECOMMENDATIONS: IGP Engineers pvt ltd has highly Motivated Employees. • Some of the employees are not satisfied with the relationship between the top management they should be free to speak with their employees. Group activities should be encouraged more so that employees can work together and thus strengthen their relation. Some of the areas that can be improved are: • Employee. rest breaks provided it can be extended. Motivation of employees can still be increased so as to increase the efficiency and satisfaction of work. .employer relations: The employer should make effort to talk to the employees and share his/her view on various topics.6.employee relation: Only a few of the employees trust their co-workers. • Employee. therefore this area needs improvement. Employer should encourage and support the employee.
6. freedom to work etc. benefits. .2: CONCLUSION The motivational strategies used in IGP Engineers pvt ltd are very good. The organization has to be appreciated for keeping the employee highly motivated and thereby helping them to meet personal as well as organizational goals. The employees are found to be motivated and they are happy with the pay structure. work hours.
I am satisfied with the salary I draw at present.4. Financial incentives motivates me more than non financial incentives. rest breaks and leaves given in the organization.3. a) Strongly agree e) Strongly disagree b) Agree c) Neither agree nor disagree d) Disagree b) Agree c) Neither agree nor disagree d) Disagree b) Agree c) Neither agree nor disagree d) Disagree b) Agree c) Neither agree nor disagree d) Disagree .6. a) Strongly agree e) Strongly disagree Q. a) Strongly agree e) Strongly disagree Q. I am satisfied with the lunch break.1.3: QUESTIONNAIRE PERSONAL DETAILS: Name: Age: Gender: Experience: Designation: Qualification: Q.2. a) Strongly agree e) Strongly disagree Q. The salary increments given to employees who do their jobs very well motivates them.
I am satisfied with the responsibility and role that I have in my work a) Strongly agree e) Strongly disagree b) Agree c) Neither agree nor disagree d) Disagree b) Agree c) Neither agree nor disagree d) Disagree b) Agree c) Neither agree nor disagree d) Disagree .Good physical working conditions are provided in the organization. a) Strongly agree e) Strongly disagree Q.8. a) Strongly agree e) Strongly disagree Q.7.6. a) Strongly agree e) Strongly disagree Q. I feel that my superior always recognizes the work done by me a) Strongly agree e) Strongly disagree Q.The retirement benefits available are sufficient.10. a) Strongly agree e) Strongly disagree Q.9.12.5.I feel that the job I do gives me a good status. a) Strongly agree e) Strongly disagree Q.Visibility with top management is important to me.Q. a) Strongly agree e) Strongly disagree b) Agree c) Neither agree nor disagree d) Disagree b) Agree c) Neither agree nor disagree d) Disagree b) Agree c) Neither agree nor disagree d) Disagree b) Agree c) Neither agree nor disagree d) Disagree b) Agree c) Neither agree nor disagree d) Disagree Q.The employees in the organization feel secured in their job.11.The medical benefits provided in the organization are satisfactory.
a) Strongly agree e) Strongly disagree Q.17.I generally like to schedule my own work and to make job-related decisions with a minimum of supervision.16.The quality of the relationships in the informal workgroup is quite important to me.In this organization there is fair amount of team spirit. a) Strongly agree e) Strongly disagree Q. I find opportunities for advancement in this organization. a) Strongly agree e) Strongly disagree b) Agree c) Neither agree nor disagree d) Disagree b) Agree c) Neither agree nor disagree d) Disagree b) Agree c) Neither agree nor disagree d) Disagree b) Agree c) Neither agree nor disagree d) Disagree b) Agree c) Neither agree nor disagree d) Disagree b) Agree c) Neither agree nor disagree d) Disagree . a) Strongly agree e) Strongly disagree Q. a) Strongly agree e) Strongly disagree Q.13.14. a) Strongly agree e) Strongly disagree Q.15.18.Q.I want to be the best at my own job.I am satisfied with the support from the HR department.
S. Ashwathappa 4th edition.wikipedia.com www.4: BIBLIOGRAPHY Books: • • • Research methodology. Website: • • • • www. Human Resources Management.P. New Delhi.com www.6.com .com www. K.Rao from Excel New Publication.hrvinet. C R Kothari from New Age Publication Human Resources Management. V.humanresources.igp-group.google.