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SUMMER TRAINING REPORT ON STUDY ON EMPLOYEE MOTIVATION At NAHAR SPNNINIG MILLS LTD.

SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENTS OF POST GRADUATE PROGRAMME

Submitted To: By: Ms.Gurpreet kaur Khurana MBA (HOD)

Submitted

Neha

NAHAR SPINNING MILLS

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ACKNOWLEDGEMENT There are many forces who work together in a cohesive and coordinating manner, when we are accomplishing some work. It is my Endeavour to appreciate and thank all those forces who influenced my work directly or indirectly. It’s a matter of great pleasure and proud privilege for me Mr. Vikrant Jain (deputy personnel manager) at Nahar Spinning Mills Ludhiana to acknowledge and express my sincere gratitude towards for giving his valuable time and efforts on my project. I also express my sincere thanks to the entire marketing team of “Vardhman Delhi Yarn Branch”, for giving me an opportunity to do my project in their concern and for the facilities provided to me during my internship. I want to express my sincerest thanks to Miss Sapan (Labor Welfare Officer) for allowing me to make project report on. I also acknowledge my thanks to all the other staff members of Nahar Spinning Mills Ludhiana, who have helped me at every step in completing this report. Above all there is an invisible power of Almighty that unquestionably enlightens the path and help in accomplishing work to its prerogative end. I sincerely thank god for helping me in every Endeavour of my life.

NAHAR SPINNING MILLS

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DECLARATION FORM
I hereby declared that I have prepared this project report- “NAHAR SPINNING MILLS LUDHIANA on THE STUDY OF EMPLOEE MOTIVATION” is an original piece of work carried out by me under the guidance and supervision of Mr. Vikrant Jain. Information has been collected from genuine & authentic sources. The work has been submitted in partial fulfillment of the requirement of MBA to Punjab Technical University.

Place: Ludhiana

Neha Khurana

NAHAR SPINNING MILLS

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B. I learned a lot from the hard work I put in to collect information regarding the same. Summer training helps us to understand these concepts related to the organization MBA 3rd SEM NAHAR SPINNING MILLS Page 4 . curriculum.A. Being students of Masters in Business Administration. The Purpose of this project on “THE STUDY OF EMPLOYEE MOTIVATION” is to make the student have thorough knowledge of the topic given to them. Justification cannot be done to whatever I have learnt within a few pages but I have still tried my best to cover as much as possible about “EMPLOYEE MOTIVATION” in this report. which would be of great use in my near future as a professional.PREFACE This project report pertains to the making of a project SUMMER TRAINING of M. we need to be aware of the organization internal environment.

7 9 11 13 16 19 22 27 29 38 47 51 53 55 58 Page 5 Introduction to the Company History Introduction Mission/Vision Product Positioning Manufacturing Process Major Competitors Achievements SWOT Analysis Introduction to Project Motivation NAHAR SPINNING MILLS .Contents Topic Textile Industry In India SWOT Analysis Of Textile Industry In India PEST Analysis Of Textile Industry In India Reforms & Future (Textile Industry) Page No.

Objectives Research Methodology Theories Data analysis Findings and suggestion Conclusion Bibliography Questionnaire 63 65 70 81 108 110 111 113 TEXTILE INDUSTRY IN INDIA NAHAR SPINNING MILLS Page 6 .

Textiles exports represent nearly 30% of the country's total exports. It has a high weight age of over 20% in the National production. One of the earliest to come into existence in India. it is a major contribution to the country's economy. NAHAR SPINNING MILLS Page 7 . It has a unique position as a selfreliant industry. it accounts for 14% of the total Industrial production.INTRODUCTION: The textile industry occupies a unique place in our country. India contributes 25% share in world trade of cotton yarn. Textile Industry occupies a vital place in the Indian economy and contributes substantially to its exports earnings. maintaining sustained growth for improving quality of life. with substantial value-addition at each stage of processing. India is 3rd largest producer of cotton & 2nd largest producer of cotton yarn & textiles. Production wise India is 2nd highest spindle age after china (38. Indian textile industry has the Highest loom age including handlooms in the world. Indian textile industry contributes 22% of world spindle age & 6% of world rotor capacity. It also contributes about 12% to the world production of textile fibers and yarns including jute. It provides direct employment to over 35 million persons in the mill. power loom and handloom sectors. contributes to nearly 30% of the total exports and is the Second Largest employment generator after agriculture in both rural as well as urban areas.60) million. It contributes about 61% to the world loom age. from the production of raw materials to the delivery of finished products. Textile Industry is providing one of the most basic needs of people and holds importance.

India is the world's largest exporter of yarn. has economies of scale. Yarn Processing)  The Unorganized Mill Sector: The unorganized sector largely consists of job workers who carry out jobs given by their principals. with 25% share of the global yarn market. It is the world’s Third Largest producer of cotton-after China and the USA & the Second Largest cotton consumer after China. is cost-competitive and is in a position to execute orders on time. The textile industry can be broadly classified into two categories:  The Organized Mill Sector: The organized sector generally consists of proper units. under their supervision (ex. employment generation and foreign exchange earnings. The Textile industry occupies an important place in the Economy of the country because of its contribution to the industrial output.India is the world’s Second Largest producer of textiles after China. This sector covers large brands having in the vicinity with overseas partners. It contributes 4% to GDP & 14% value addition in manufacturing sector. The organized sector is. NAHAR SPINNING MILLS Page 8 . This sector contributes around 85% of the total production in the country. The Organized Mill Sector contributes only 15% of the total production in the country (ex. The organized sector concerns itself with the processing of fabric from the grey stage up to its finished state. update with modern technology. by and large. The textile industry in India is one of the Oldest Manufacturing sectors in the country and is currently the Largest One. Weaving). The Best thing is that over 50% of the employees are women who help to sustain the family income.

SWOT ANALYSIS OF TEXTILE INDUSTRY IN INDIA: STRENGTHS:  Independent & Self-Reliant Industry.  Abundant Raw material to reduce cost & lead time.  Fast Growing Sector.  Technological obsolescence. WEAKNESS:  Fragmented industry.  Stringent taxes & labor law. OPPORTUNITIES: NAHAR SPINNING MILLS Page 9 .  Absence in SEZ.  The Indian textile industry's presence in international trade is already very low.  High quality & cost effective manpower.  Highly dependent on cotton.

 High growth rate (7-8%). EXTERNAL ENVIRONNENT NAHAR SPINNING MILLS Page 10 .  Globalization.  Strict International Laws.  Increasing disposable income.  Revamp consumer consciousness.  Tackle Chinese aggression. but they would also face tremendous foreign competition in the domestic market.  Falling trade barriers will unleash a flood of imports of cheaper. Indian textiles may not only lose some of their foreign markets. THREATS:  Competition in domestic market. and will also make the export market far more competitive.  Emerging retail industry & malls provide huge opportunity for Apparel & Handicraft Industry. Elimination of Quota restriction for greater market development. better fabric and garments into India.  Market Shifting towards Brands & seeking for Quality.  In the free-trade regime.

taxation of manmade goods remains high relative to cotton goods. excise tax rates on manmade and blended products have been reduced nearly 40 percent since the mid-1990s. both excise taxes and tariffs have been used to discourage domestic use of manmade fibers. while taxes on cotton goods have been reduced about 25 percent. which are based heavily on imported raw materials. and to promote the use of cotton. Overall. Tariff and excise tax policies that have discriminated against manmade fibers have played a key role in shaping relative consumer prices and consumption patterns for cotton and manmade products. tariffs on manmade fibers have been reduced during the past decade as part of policy reforms aimed at reducing protection and regulation throughout the industrial sector.ANALYSING THE MACROENVIRONMENT OF TEXTILE INDUSTRY PEST ANALYSIS  POLITICAL : The principal government policies affecting consumer prices for textile products are excise taxes charged on products as they leave the factory and import tariffs charged on raw and intermediate products used in manufacturing. Historically. to a lesser extent. Both excise taxes and. Recent tariff and excise tax adjustments have reduced discrimination against manmade fibers. most of which is produced domestically. Tariff reductions on manmade raw materials and goods have been more recent and less significant than the excise tax cuts.  ECOMONIC: NAHAR SPINNING MILLS Page 11 . but with continued high differentials in taxes on cotton and manmade goods. there is considerable scope for future tariff and tax reductions to further reduce prices for manmade products. Despite the cuts.

India presently has entered the second phase of growth and is witnessing a massive rise in the domestic demand. India has been a competitive producer of raw cotton and mostly self-sufficient. India and China have a comparative advantage in this industry though. it migrates from high cost nations to the low cost nations. if domestic producers will be able to meet the quantity and quality demands of a rapidly expanding textile sector that.most notably China. although these reforms have been slower than developments in some other key countries .  SOCIAL: One of the most interesting social features of the textile industry is that.India has already emerged as a small but growing market for U. This is primarily due to the rise in the standard of living caused by the rise in the middle-income groups. NAHAR SPINNING MILLS Page 12 . In our present economic world of demand and supply. developed countries removed import quotas on textile products previously sanctioned by the 1974 Multi fiber Arrangement (MFA). The elimination of MFA (Multi Fiber Arrangements) quotas induced Indian policymakers to relax investment restrictions and to adopt market liberalization measures in the textile sector. This change provides a major opportunity for India to expand production and exports of textiles and apparel to developed country markets. driven by the price and quality consciousness of export-oriented mills and garment makers. The key element here though. It is not clear. aims to more than triple its exports by 2010. their vast labor forces and the relatively low cost labor. On January 1. however. according to government targets. is the cost of labor. the opportunity created by the elimination of MFA quotas. together with India’s rapid economic growth and demonstrated comparative advantage in production of both raw cotton and textiles. However. which determine the success of any business. price and quality are the key factors. cotton in recent years. increases the likelihood that India will continue to adopt policies aimed at expanding its capacity to produce and export cotton and textiles. The growth of the domestic demand for clothing in India is linked with the success of the retailing sector.S. 2005.

Since. and also “reserves” exclusive rights for handloom operators to produce 11 items. they have become the Apparel sourcing choice for many international companies. wage rates are also a major factor in sourcing decisions. and fund initiatives to raise the productivity and quality of Indian cotton and strengthen returns to growers. This includes considering costs. apparel production is a labor-intensive activity. India) to provide subsidized. Handlooms. and rebates on fabrics sold through cooperatives. NAHAR SPINNING MILLS Page 13 . The Government provides handloom operations with tax exemptions. Since. the Government recently reduced interest rates to 2. will likely continue to receive preferential policy treatment. To encourage additional participation.0 percent for investments made by larger cotton-processing units. like land. the Government established TUFS (Textile Up gradation Fund Scheme (Ministry of Textiles. shipping costs and tariffs structure also affect the sourcing choices. such as. This gives immediate competitive advantage to producers in countries like India and China to export to more developed and high cost countries like the United States and the European Union. material. marketing.  TECHNOLOGY: To facilitate needed structural transformation. and distribution. including pricing. buildings and machines versus factors affecting revenues. such as non. low-interest loans. the Government established the high-level Technology Mission on Cotton (TMC) to direct. In 2001. low-interest loans to purchase imported shuttle less looms. coordinate. buying factors of production. Sourcing choices arise from profitability. India and China have the advantage of making textiles and so fabric costs are lower than in other countries. The issues of labor.terry towels and some varieties of bed sheets. which are highly labor intensive and viewed as a source of employment and supplementary income for 6-7 million people in over 3 million weaver households.5-3. The heavily protected handloom sector is growing much more slowly (about 3 percent annually) than the power loom and hosiery sectors but still accounts for about 13 percent of cloth output.

the franchise route is favored. FDI in retail is almost on the cards but.  Modernization of Gins. both with the object of ensuring a steady supply of inputs as well as to add value.TMC activities focus on four program areas:  Research and technology generation. This has resulted in investments flowing into this sector. department stores. has removed both the woven and knitted sectors from the limits fixed for the small-scale sector. discount stores. purchasing power is on a high with malls. US $0. all springing up in various parts of the country. US$. for the present.  Amalgamations are the order of the day in the woven garment sector.e. Consequently.91 million) for the unit to be considered as a unit in the small-scale sector. 0. In so far as garments are concerned the government.  Economic reforms have increased the spending power of the middle-income group which is growing bigger by the day. NAHAR SPINNING MILLS Page 14 .  Foreign Direct Investment (FDI) has been permitted in the garment sector in the shape of joint ventures. Expansion of units by adding to capacity or by mergers is in full swing.23 million) to Rs 4 crore (i. REFORMS & FUTURE  The Indian textile industry (including garments) is just emerging from the shadows of a debilitating quota system.e.  Transfer of technology to farmers.  Improvement of marketing infrastructure. Backward and forward integrations in the spinning and knitted garment sectors are in evidence. a system which only skewed production for as long as ten years without any reward in return. realizing its potential. To begin with.  Government of India is going full steam on economic reforms. government has steadily raised the ceiling for investment in plant and machinery of a unit from Rs 1 crore (i.

Is a wholly owned subsidiary of Nahar Industrial Enterprises which was set up in 1949. and Pantaloon. Tommy Hilfiger and Armani. Neil’s clientele includes names like GAP. Raymond’s Color Plus. The retail network is largely operated through Franchisees. In the export market. a wholly owned subsidiary Nahar retail Ltd. located across India in 300 cities and 21 states & 1 Union Territory. Tazo etc are retailed through Executive Brand Outlets under the name and style of Cotton County and as so on… there were 500 outlets. Provogue.The promoters belief of “Where commitment leads. Femme. was set up for its foray into retailing. GAP. achievement follows” has led to tremendous growth with the company involved in spinning weaving.HISTORY  The parent company Nahar Retail Ltd. Timberland. processing and garmenting and supplies to some of the biggest brands in the world like Marks and Spencer. NAHAR SPINNING MILLS Page 15 . Processed fabric is sold to companies/brands like Madura garments. The brands Cotton County.  In NIEL. Tommy Hilfiger etc. Louis Philippe. M&S. Allen Solly. Oshkosh. Liz Claiborne. The company is engaged in manufacturing right from yarn. Nahar Industrial Enterprises Limited is an “Integrated Textiles Player”. Greg (?) fabric to processed fabric to readymade garments in the domestic market. Ann Taylor.

Izod. Today it has an installed spindlage of 346096 spindles. The steady growth in manufacture & export of woolen/cotton hosiery. In 1992. Philips Van Heusen. Quicksilver. Simultaneously the company also established an ultra modern facility to manufacture 12. as a measure of backward integration. the company diversified into the Spinning Industry. Its turbo-charged performance brought them a host of fresh laurels… they include the “National Export Trophy” and "Gold Trophy" by the Apparel Export Promotion Council and "Gold Trophy" by 'Cotton Textile Export Promotion Council' in recognition of its excellent Export performance. Chaps. Today Nahar Spinning’s T-shirts are being exported to reputed international brands such as GAP. As a measure of further value addition Nahar Spinning has put up a plant for the manufacture of fine count mercerized yarn & fabrics catering to both. Starting out as a tiny worsted spinning & hosiery unit in Ludhiana. it was incorporated as Private Limited company in December 1980 & became a Public Limited company in 1983. Old Navy. Pierre Cardin. reckoned to be the blue-chip in the NAHAR firmament. Arrow. Price Costco… etc.COMPANY PROFILE NAHAR SPINNING MILLS Spinning a web of pure enchantment seems to be the aim and objective of NAHAR SPINNING. knitwears & woolen textiles enabled the company to earn the recognition as an “Export House” followed by a “Recognized Trading House” by the Government of India in a short span of 8 years. the company went in for the Scheme of Demerger and NAHAR SPINNING MILLS Page 16 . the domestic hosiery garment market as well as export markets. To make use of the emerging opportunities on the Global Textile Scenario and also to have a focused business approach.5 Million pieces of Hosiery Garments.

2006.e. The Scheme was approved by the Hob’ble Punjab & Haryana High Court vide its Order dt. company’s Investment Activities stand demerged and transferred to Nahar Capital and Financial Services Limited.Arrangement to restructure its businesses. Further as per the scheme “Textiles Business” of Nahar Exports Limited stand demerged and transferred to the company (post demerger of investment business) in accordance with the terms of the scheme. the company is involved both.46 Lacs spindles. in the manufacture and export of cotton and woolen products. The Company is one of the largest integrated textile player in India. The production unit of the company comprises 66. This has drawn a visible line between two segment i. One Industrial (Textile) business and Secondly Investment and Financial Activities. FACTS ABOUT NAHAR SPINNING MILLS: NAHAR SPINNING MILLS Page 17 . Nahar Spinning Mills is a subsidiary of the Nahar Group and was established in 1983.077 metric ton of synthetic and cotton yarn per annum. As per the scheme.288 spindles which manufacture 13. The Company's mantra "World is our markets" is truly reflected in its operations. The Management vision coupled with company's inherent strength in terms of cost and quality has enabled the company to become the second largest Cotton Yarn manufacturer in India. Thus upon implementation of the Scheme the spindlage capacity of the company stand increased to 3.. 21st December.

Lebanon. Indonesia.169 crore in 2002. The company has decided to increase the quantity of production of yarn and fabrics in both. The earnings secured from the garment segment reached ` 201 crore in 2003 which was comparatively higher than Rs. Again. delineating quite an impressive growth rate of 32 % in comparison to 2002. the Bhiwadi and Lalru manufacturing plants. woolen. MILLS: EXPANSION NAHAR Nahar Spinning Mills has spent Rs.040 tons of mercerized cotton per annum and has raised the profit ratio of Nahar Spinning Mills. The number of retail outlets will also be increased to enhance OF the quantity NAHAR of sales of its cotton products. Nahar Spinning Mills has decided to invest a sum of ` 800 crore for the twin purpose of raising the production capacity of the units and installation of power plants adding 45 megawatt more to the present capacity of 8 megawatt. SPINNING and cotton. This made the company establish a Mercerizing as well as dyeing unit at an investment of ` 45 crore.57 went towards the development of the garment section of the company in that year. The goodwill of Nahar Spinning Mills has spread throughout the world. Spain. South Africa. MILLS: SEGMENTS SPINNING Nahar Spinning Mills considered the increasing need of mercerized cotton (cotton processed to bring shine and favor treatment with dye) in the textile market. and Malaysia. The segment dealing with garments has been growing in leaps and bounds on account of the excellent garment quality.15 crore in the year 2003 for the purchase of latest equipments to improve the existing spinning standards of the company in order to stay ahead of the other companies in the textile sector. Page 18 NAHAR SPINNING MILLS .Nahar Spinning Mills started off with the Ludhiana unit and subsequently acquired another unit at Madhya Pradesh.115 crore. The company specializes in various kinds of yarns such PLANS as OF acrylic. This unit produces nearly 2. The Ludhiana unit dealt with hosiery goods and utilized worsted spinning technology using wool whereas blended spinning technique was incorporated in the Madhya Pradesh unit which used cotton instead of wool. A sum of ` 13. blended. exports amounted to Rs. Chile. especially in the textile markets of Singapore.

and what made them possible in so short a time is nothing but a miracle that combined brilliant market insight with diversification.spinning. from ` 211.hosiery garments etc. ABOUT NAHAR GROUP OF COMPANIES From 1949 when small hosiery factory was incorporated into a public limited company.13 crore to ` 30. the company set up its owm wool combing unit – the first of several backward integration measures. from ` 29.05 in 2006 on raw materials to ` 405. established in 1949 surges ahead to establish it self as a reputed industrial conglomerate with a wide ranging portfolio from wool combing. constant upward growth has symbolized the charter of a company called oswal woollen mills limited. it had already established a market for itself in the areas of hosiery knitwear & textile fabrics like blankets and shawls etc. from simple hosiery items to high value – added items like designer knitwear (monte carlo & canturbury). NAHAR SPINNING MILLS Page 19 . it became the first indian exporter of woolen garments to russia and shortly after in 1972.53 crore in 2006 to in ` 891.87crore 2007. The payment towards employees was calculated as ` 37. Soon began the in – house processing for the woollen division.04 crore.22 crore in 2007.all these are no mean achievements.knitting.33 crore in 2006. Oswal woollen mills.fabric. to the present day. The expenditures have also increased at the same pace. The net sales figure has increased to balance the rise in expenditures. Very soon.87 crore in 2007. From starting out with 800 spindles to 25000 spindles today. The income from other sources in this year has also improved compared to 2006. 2007 amounted to ` 937. As the company progressively increased spindlage to 2000 in the year 1960.PERFORMANCE OF NAHAR SPINNING MILLS: The total income of Nahar Spinning Mills in March. from ` 473.14 crore against ` 509.67crore in 2006 which increased to ` 64.

NAHAR SPINNING MILLS Page 20 . The markets of nahar group are cris crossed all over the globe. The group has spinning capacity of 0. the first truly international range of designer knitwear followed by another prestigious brand“canterbury”. both in the domestic & international markets.55 millions cotton spindles 25000 worsted spindles with turnover of $550 million inclusive of export turnover of $175 million. of which more than 50% manufacturer is for captive consumption. Further a modernization cum balancing program has been introduced to upgrade its capacity for manufacturing garments & fabrics for various government & defense departments. This in turn means immense saving in foreign exchange for india. Research & development also received focused attention & today the company boasts of north india’s most sophisticated laboratory.With increasing capacity & demand for its products.the professional inputs of the board of directors and able team of highly skilled managers oswal woollen mills ltd is the flagship company of over us$ 550 million nahar group of companies. oswal woollen mills limited soon became a name to reckon with.cream of highly qualified technocrats and adhering to timely schedules. The production fascility have been awarded iso 9001:2000/iso14002 certification & okotex certification. Later on an ultra modern lamb’s wool & angora spinning plant has been set up. Is a company that owes its strength in the market and solidity to foresight of its chairman Sh jawahar lal oswal. The objective is meeting the buyers expectations with consistant quality backed by r& d divisions equipped with latest equipment. approved by the international wool secretariat (iws)& is even authorized to act as a quality checking center for other manufacturers. The balance meets the requirements of other hosiery knitwear exporters in india. For the domestic market the company launched ‘monte carlo’. Today oswal woollen mills ltd.

fancy yarns & wool polyamide combinations for velvety looks.korea. Highest quality parameters are the specialities of owm in this sphere. offering wool tops.allma/saurer and twisting machines from japan. acro-wool blended yarns.blended tops. for developing varities of yarn for the third millennium. acrylic and nylons. For hand-knitting yarns which continue to be popular among tradition loving ladies. polyster. viscose etc. warmth & lively feels. polymides. Latest developments in lamb’s wool & machine wash have been introduced for the convenience of busy housewives. polyster and fine acrylic fibres manufactured from latest hollow spindles.Fancy yarns are produced from viscose.crochet machines.YARNS By spinning knitting yarns perfectly in keeping with global trends towards easy care.polyamide. worsted dyed yarns. Hosiery yarns are made out of worlds australian fine micron wools and (synthetics.china etc. The Management Chairman`s Perspective JAWAHAR LAL OSWAL CHAIRMAN NAHAR SPINNING MILLS Page 21 . The wide range of variety yarns from oswal woollen mills ltd has helped the knitwear designer fashioners to produce an infinite variety of hosiery for all age groups.germany. owm is leading the way in hosiery manufacturing.) From the worlds best suppliers with the latest technology in spinning. italy.

to move forward. MANAGEMENT STRENGTH KAMAL OSWAL Vision is the key. our enduring credo. keeping pace with the changing environment is our forte since the world is our market and the spirit of excellence. its time to look back. Without vision there can be no mission. Globalization and liberalization have opened up a brave new world for us. No progressive group can ignore this vital input. Vision provides the vital differential between the ordinary & extra ordinary. our march towards blazing new trails to span new horizons takes on a new dimension setting the tone for a new millennium. GLOBAL THINKING NAHAR SPINNING MILLS Page 22 .As we step in to the threshold of the new millennium. At Nahar. scrutinize our present before charting our agenda for the future. offering new challenges along with new opportunities. no agenda to road map the future. Take stock of the past. defining the cutting edge that powers organizations way above & beyond competition. Propelled by new technologies and inspired by our exalted goal to explore new frontiers.

Only performance speaks. Promises remain promises. CONFLICT OF INTEREST No Director or Senior Management Personnel shall engage in any business or activity or enter into any relationship which might result in conflict of interest with that of the company unless he/she makes full disclosure of all the facts and circumstances to the Audit Committee and obtains written approval of Chairman or Managing Director of the company. rules and regulations of the relevant regulatory and other authorities as may be applicable to such Directors and Senior Management Personnel in their individual capacities. Explanations remain explanations. rules and regulations and the highest standards of transparency. COMPLIANCE WITH LAWS. RULES AND REGULATIONS All Directors and Senior Management Personnel shall act in the interest of the company and shall comply with all the applicable laws.DINESH OSWAL Globalization offers exciting challenges that can be converted into rewarding opportunities only if you are sharply attuned to the ground realities pertaining to business and industry. The Group firmly believes that good Corporate Governance is the key to success in business. each company is committed to conduct its business in accordance with the applicable laws. each company continues to practice good Corporate Governance. The herein mentioned code of conduct. At the end of the day. The Group’s corporate philosophy envisages creation and maximization of Shareholder’s/Stake holder's wealth while observing the highest levels of transparency and accountability. applies to all the Directors and Senior Managers of the Company and sets forth specific guidelines for the performance of their professional duties/responsibilities. words remain words. CODE OF CONDUCT FOR BOARD MEMBERS AND SENIOR MANAGEMENT At Nahar. NAHAR GROUP OF COMPANY’S PHILOSOPHY At Nahar. SECURITY TRANSACTIONS/CONFIDENTIAL INFORMATION NAHAR SPINNING MILLS Page 23 .

It is their relentless spirit of enterprise.All Directors and Senior Management Personnel shall safeguard the confidentiality of all the information that they become privy to in connection with the company’s business and shall not derive any benefit or assist others to derive any benefit from such confidential information which is not in the public domain and thus. PROTECTING COMPANY'S ASSETS All Directors and Senior Management/Personnel shall protect the company’s assets and ensure their efficient use for the conduct of Company’s business. boundless enthusiasm. The burning desire to evolve. NAHAR SAGA The year was 1949. grow & one day position itself as a responsible & reputed corporate entity playing out its role in improving the people's quality of life through their products & service.where commitment leads. continues to be “insider" information. remained a driving force. grit & determination to live the dream that enabled them to add a new dimension to their philosophy. NAHAR SPINNING MILLS Page 24 . achievement follows. While their beginnings were small the vision was big. DISCLOSURES All Directors and Senior Management Personnel shall disclose all the financial/commercial transactions in which they might be or deemed to be involved or interested either himself/herself or through their relatives as defined in the Act.

opening the floodgates of globalization. The Nahar group's turbo charged journey in to the highways of tomorrow however was severely tested during the early nineties with the advent of liberalization. those nascent days of 800 spindle start-up become a distant memory as the Nahar Group surges ahead to establish itself as a reputed Industrial conglomerate with a wide ranging portfolio CottonYarns. Steel.restructure & re-align its corporate blue prints to establish a new & appropriate equation with the new market forces. Focusing on the second market driven NAHAR SPINNING MILLS Page 25 . Regarding the first . as we step into the new millennium. Finished and Processed Fabrics. Hosiery Garments . It encompassed global aspiration & consolidated brand equity for the domestic markets. Of the enduring belief that "when the going gets tough. Infrastructure Development. Sugar. WoolenYarns. Greige Fabrics.contributing to over one third of the present turnover of the group.the group's aggressive & market savvy forays have helped zoom the export sensex . KnittedFabrics. This really was the essence of their positive VISION 2000 thrust. the tough get going" the group pulled back to re-focus .Sweaters.Today. Knitwears.

hotlines to excellence are being explored. beyond their professional portfolio lies the human face of group that has always been deeply entrenched in social upliftment . Creating. However. developing. setting up of a modern Process House and finally into the making of garments. Simultaneously. consolidating – The Nahar group blazes ahead constantly inventing itself to stay ahead.promoted by Oswal Family but run as charitable institution catering to a vast cross section of society. re- NAHAR SPINNING MILLS Page 26 . On the anvil is the new mantra of the day .brand extension relating to their high profile & top rated MONTE CARLO and Cotton County have met with resounding success. in tune with the market demands the group went in for forward integration for the manufacture of Greige Fabrics.at every level .Its most concrete reflections are there for all to see – Jawahar Lal Oswal Public charitable Trust which runs free dispensaries in remote areas to fulfill the medical needs of the under privileged & Mohan Dai Oswal Memorial Hospital . where.Information Technology.

NAHAR SPINNING MILLS Page 27 . oil and soap division and textile division. ISRAEL. glycerin. namely. Oil and soap manufactured edible oils. It went under a total change over to become Nahar Industries Enterprises Ltd a decade latter in 1994 after a series of mergers (Nahar fabrics in 1997. POLAND. CHILE. COLUMBIA. LITHUANIA. toilet soaps. It is located in Ludhiana. It is established in 1983 under the name of Oswal and oil limited. fatty acids. and with Nahar International and Nahar Sugar and allied industries in 2009). along with fabric manufacturing and retailing outlets in suger and steel. PORTUGAL & PERU NAHAR INDUSTRIES ENTERPRISES LIMITED Mr. weaving. with Oswal mills cotton mills in 2001. and processing unit. BRAZIL. CZECH REPUBLIC. It has own yarn production. NIEL is now an integrated textile unit.EXPORT MARKETS ARGENTINA. satiric acids. Kamal Oswal is the MD of this company. LEBANON. CHINA. The company was incorporated in Sep 1983 it has to division under its umbrella.

solvent extracted rice brane oil and vanaspati. Ludhiana. Chandigarh-Ambala road. Lalru • NIEL (100% EOU-SPINNING UNIT) Village Jabalpur. At present it has five divisions as follow: • NIEL (UNIT: OSWAL FATS AND OILS) Village jalaldiwal. near Raikot. Mundian kalan. Patiala. • NIEL (UNIT: SAMBHAV SPINNING MILLS) Industrial focal point. Ludhiana • NIEL (UNIT: NAHAR FABRICS) Village Jabalpur. Lalru. Ludhiana. Nahar’s Brands Website of Monte Carlo NAHAR SPINNING MILLS Page 28 . distt. • NIEL (GARMENTS UNIT) Focal Point. distt. distt.oxygen. Phase 8. distt.

Nahar Industrial Enterprises has floated a wholly owned subsidiary Nahar retail Ltd. this collection exhibits an exciting combination of colors. ABOUT COLLECTION Inspired by the freshness of nature. Allen Solly. Spencer. weaving. Raymond’s Color Plus. trendy and hip-hop crowd as well as the upwardly mobile youth.Nahar industrial enterprises Limited are an “Integrated Textile Player”. Algle. The company is engaged in manufacturing right from yarn to griege fabric to processed fabric to readymade garments in the domestic market. Liz Claiborne. Louis Philippe. Processed fabric is sold to companies/brands like Madura Garments. Timberland. NEIL’s clientele includes names like GAP. Provogue. In the export market. etc. For its foray into retailing. trendy and hip-hop crowd as well as the upwardly mobile youth. Pantaloon. Tommy Hilfiger. designs NAHAR SPINNING MILLS Page 29 . Tommy Hilfiger and Armani. M&S. processing and garmenting and supplies to some of the biggest brands in the world lik Marks. The parent company is already involved in spinning. Oshkosh. Ann Taylor. Cotton County’s collection is an exotic retreat that makes it all the more exclusive and exquisite. GAP. Targeted at the young.

You name a color and you can get Cotton County t-shirts right plain collar t-shirts that are available in 35 exciting colors and combinations to round neck t-shirts. • Highly motivated staff. while contrast stitching marks the collection’s gutsy edge. Advanced and in-depth planning and research and also considering the latest trends and customer demands in mind. Cargo shirts have been introduced for the first time. NAHAR SPINNING MILLS Page 30 . Catches the eye of the customer with attractive offers of heavy discounts. The collection gives a fashion-conscious man the freedom to choose his own adventures while giving him the wardrobe that compliments his dynamic lifestyle. The shirts collection comes in a range of carefully selected colors. After a few minutes on your body. the collection of cargo shirts are back in full blast. plains and denim lending a very sophisticated and funky look to the entire range. A truly mass volume brand. the shirt mixes business with pleasure MARKET POSITION Gaining brand recognition as a result of the expansion mode that the company is in with the foray in Tier II and Tier III cities. styles and first-class fabrics. T-shirts are amazing. Targeted at generation next. Wrinkle free cotton lets you and your shirt look immaculate all day long. by creating lots of play even in the more basic looks.and styles in stripes. creating a overall impression of style. • • • • • Benefit of first mover advantage. prints. Also known for selling a lot more than many popular brands.

compacting and embroidery with total quality control. mercerizing. 2. To stand by our commitments to our Vendors.MISSION/VISION MISSION We aim to meet the aspirations of our customers through our offerings of contemporary fashion and international quality at affordable prices. To be pro-active in assessing customer needs and to deliver quality product. Franchisees and Employees. The current collection is aimed at casual and current fashion with a focus on the younger generation. Cotton County products are manufactured in state-ofthe art facilities with complete capabilities in hi-tech knitting. We will create a leadership position in this field by growing faster than competition. Tier I. The company’s focus on quality is not just a marketing need but is truly a part of the genes of the company and its parent. 3. Cotton County’s brand positioning leans on casual comfort and style with cotton as the dominant product input. NAHAR SPINNING MILLS Page 31 . VISION 1. finishing. We will achieve our goals of customer satisfaction through product excellence and our growth objective through employee motivation and prudent policies for investor satisfaction. PRODUCT POSITIONING As the name suggests. The versatility of cotton is reflected in the fashion statement embedded in the collection. dying. Tier II. and Tier III cities and towns. We look at every Indian as our customer and will operate on a Pan-India basis in Metro. To grow as a leader ahead of the competition through internal performance achievements. Nahar Industrial Enterprises is an ISO 9002/ISI 14002 enterprise with Okotex certification.

Quality is not just an ordinary word with little or no meaning. However. quality is the ability of our products to be able to satisfy our users. we have given Quality. if little attention is paid on Quality. MANUFACTURING PROCESS • • • • • • Cutting Tagging Stitching Washing Finishing Labeling NAHAR SPINNING MILLS Page 32 . without giving any second thoughts. then survival for Cotton County in this competitive era will be a lot difficult. our top priority. and the various departments of the Company. Quality has a significant importance of its own which can describe the potential of the company in no time.’ Hence. Nahar Industrial Enterprises Limited has been awarded ISO 9002/ISI 14002 Certification and Okotex Certification. For us. the garment goes through various Quality checks in order to ensure utmost customer satisfaction. and to ensure this.QUALITY Unlike many other enterprises and business organizations. the work culture. there is room for Cotton County to survive in this corporate world. Our parent Company. Today Quality is something that is evident in all the spheres of the Company-even the products it sells. For Cotton County. We believe ‘If the quality is good.

• • • • Quality Assurance Packaging Packing Dispatching FLOWCHART OF MANUFACTURING PROCESS Cutting Tagging Stitching Finishing Washing Quality Assura nce If Rejected Labeling Ironing Packaging Packing NAHAR SPINNING MILLS Page 33 Dispatching .

NAHAR SPINNING MILLS Page 34 . For this cloth is set on the table and area and sizes are allotted to labor. This department have direct link with marketing department and the suppliers. The machine used in this is as follow:- After cutting the cloths they are having these kinds of pieces and these pieces are separated as per their sizes.CUTTING:This is the 1st and the foremost step in manufacturing garments. From marketing department they are getting orders and from suppliers they are getting raw materials. 300-400 layers are cut once a time with machines in different sizes as so that all sizes can be manufactured.

WASHING: After the cloths are stitched they are sent to washing department. First of all parts are stitched and then joined all the pieces to complete the product. and then buttons are stitched. Washing is NAHAR SPINNING MILLS Page 35 . and then put them in dryers. These machines can wash 70 to 80 garments at a time. Material passed from 2 steps sent to for stitching department and are loaded on machines. STITCHING:The next step is stitching. In washing department the cloths are washed with chemicals as well as in water for this they are using machines.TAGGING:After cutting the pieces a sticker is pasted on them so that their sizes can be recognized by others and send them to stitching department so that further step can be taken by them.

very important department of company because this is helpful to cleaning all the marks on the cloth. This department has the main role in checking the washing. Their work is to check out the lot. For Example:some of the dirty marks are left or the threads are coming out they give proper finishing to the garment so that rejection rate become minimum. The rejected stock is sent back to washing department if there is problem regarding to washing and if there is stitching problem then the whole stock is sent to same department and the proper step is taken by them. A team of 6 people is working under this department. and then they send this stock for further process. QUALITY ASSURANCE:A department is set to check out the quality which is made in earlier stages. A random sample of 4 pieces is taken from the lot of 40-50 pieces and if up to 4 pieces are defected then the stock is passed and if the pieces are more than 4 then the whole stock is rejected. stitching and finishing procedure by using sampling method. It is depend on the lot weather that stock will be rejected or accepted. FINISHING:Cloths are send to finishing department when they are dry. Then cloths are checked by staff over there and if there is any finishing required then they took step on that. LABELING:NAHAR SPINNING MILLS Page 36 .

QUALITY CONTROL We observe strict quality control. PACKAGING AND PACKING:The garment is packed in a package department and then the garment is placed in the boxes as set wise like for shirts 36. This machine is used for all type of trousers. of people working under this category was 12-15 and the no. of people increased and decreased as per the requirement. DISPATCHING:In last the boxes are sent to warehouses for further process. A label is tagged on the garment as per their price is fixed. 38. This is adjoined with packing department. it is laid down for mixing. the next step is labeling. first of all hand sorting of cotton & then vision shield at blow room stage to wipe out contaminations. Company do not have different department for this. IRONING:After the quality is checked the stock is sent for ironing and the company has big pressing machines for this like this machine shown below. 36 up to 44 size. Each and every bale of cotton is tested. Contamination control process starts at the mixing stage. Companies do have ironman staff that is helpful in ironing other garments. We always use good quality raw material for further processing. 40. 34. The quality control exercise starts right from the selection of raw material stage. Final NAHAR SPINNING MILLS Page 37 .After the stock is passed out from all these steps. 39. Our emphasis is on 100% bale management. 32. based upon its parameters. 44 and for trousers like 28. 30. 42. and average no. Our yarn conforms to user 5-10% standards.

Van hausen 5. Arvind Mills • • • • Arrow Allen Solly Peter England Elements 3.control is at AutoZone stage where we have Siros cleaners & UPC 200 contamination clearers. A regular system of testing of yarn at the bobbin stage and final testing at the packaged cone stage is followed for daily production in each count and quality. MAJOR COMPETITORS 1. We have implemented Environment Management System in our units & have been awarded IS/ISO 14001 for the same. Indigonation 4. We follow stringent Quality Control Measures. Madhura Garments 2.Environment is great concern to us. each and every employee and worker at Nahar is dedicated to bring out the optimum quality through his performance. All our production facilities have been awarded ISO 9002 Certification for quality systems. Local companies • • Duke Octave Page 38 NAHAR SPINNING MILLS .

1980 Incorporated as a Private Limited Company. of India. Raises capital through a rights Issue. NEW EXPANSIONS Mercerizing plant-2040 MT Garments -90 lakh pieces licensed capacity. Raymonds • • Parx John Player ACHIEVEMENTS Installed capacity of 93408 spindles ISO-9002 certified Golden Training House. 1985 Raises funds through maiden Public issue to finance modernization and expansion. 100 crore marks. 1992 Decides to set up a Spinning Unit with 50400 spindles. of India. 1984 Recognized as an export house by Govt. 1994 NAHAR SPINNING MILLS Page 39 . 1988 Recognized as a trading house by Govt.• Vardhman (woolen) 6. 1991-92 Turnover crossed the Rs.

Opportunities and Threat involved in a project or in a business venture. 1996-97 Turnover crosses the Rs. 200 crore marks. weaknesses. 2003-2004 The cotton textile export promotion council awarded Texprocil Silver Trophy to the company for its outstanding Export performance in Yarns.Decides to raise the spindle by another 25000 spindles. 1996 Receives ISO-9002 Certification. 300 Crore marks. It involves specifying the objective of the business venture or project and identifying the internal and external factors that are favorable and unfavorable to achieving that objective. 1999 Accorded Golden Training House Status by Govt. who led a convention at $ in the 1960s and 1970s using data from companies NAHAR SPINNING MILLS Page 40 . SWOT ANALYSIS SWAT analysis is a method used to evaluate the Strengths. of India. The technique is credited to. 2006-2007 The apparel export promotion council awarded AEPC achievement award to the company for achieving highest exports in garment. 1999-2000 Mercerizing-cum-dying plant and a 100% EOU Spinning Unit with 28224 spindles under implementation. 1995-96 Turnover crosses the Rs.

• • • • Workforces are highly experienced maintained devoted. the company has right to exploit the opportunities. sector. • As currently looms wool yarns is being in market.like every organization NSM has also Strengths. Share of India in garments export bias increased and this certainly a green signal for hosiery. Good record of operations and turnover making profit continuous. Image of Nahar as a leading company in woolen industries. THREATS:NAHAR SPINNING MILLS Page 41 . OPPORTUNITIES:• • It may go for Kids product in HOSIERY. weaknesses. Financial position of company is strong. WEAKNESS:• It has vulnerable information system which depend on distributors and agents who sometimes provide wrong market information. • Strategic positioning of its product as its products range from rupees 40 to rupees 300. KNITWEAR etc. loyal and satisfied. Opportunities and Threat which are as following:- STRENGTHS:• Brand image of brands Monte Carlo and Cant bury is very strong the two brands achieved all time high turnover and reached best exhibited product award from IWS international wool secretariat successive year.

It is the major task of every manager to motivate his subordinates or to create the ‘will to work’ among the subordinates. 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. 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. It should also be remembered that a worker may be immensely capable of doing some work. production base and better technology of MNC’s are threat of domestic textile sector. • Company is facing threat from the fake competitors like OSWAL WOOLEN MELA. It has to depend upon imparted wool and the supply of raw material is affected by the climate in supplier country. say an employee. nothing can be achieved if he is not willing to work. In addition to this. INTRODUCTION of Project The project work entitled a STUDY ON EMPLOYEE MOTIVATION with special reference to Nahar Spinning Mills Ludhiana is mainly conducted to identify the factors which will motivate the employees and the organizational functions in Nahar Spinning Mills Ludhiana Management’s basic job is the effective utilization of human resources for achievements of organizational objectives. • Large financial base. NAHAR SPINNING MILLS Page 42 . Hence this studies also focusing on the employee motivation among the employees of Hyderabad Industries Ltd. Motivation implies that one person. A manager has to make appropriate use of motivation to enthuse the employees to follow them. in organization context a manager.• • It deals in seasonal business. to engage in action by ensuring that a channel to satisfy those needs and aspirations becomes available to the person. Employee motivation is one of the major issues faced by every organization. includes another.

5. A good motivational program procedure is essential to achieve goal of the organization. Analysis and interpretation has been done by using the statistical tools and data’s are presented through tables and charts. There are a variety of factors that can influence a person’s level of motivation. If efficient motivational programmes of employees are made not only in this particular organization but NAHAR SPINNING MILLS Page 43 . RESEARCH PROBLEM The research problem here in this study is associated with the motivation of employees of Nahar Spinning Mills Ludhiana. The perceived fairness of promotion system within a company. Quality of the working conditions. 4. Motivated employees are a great asset to any organisation. The research problem is formulated as follows: “What are the factors which help to motivate the employees? 1. Employee recognition 6.3 SIGNIFICANCE OF THE STUDY The study is intended to evaluate motivation of employees in the organization. career development opportunities etc. The level of pay and benefits.The data needed for the study has been collected from the employees through questionnaires and through direct interviews. 2. Job security 7. It is because the motivation and Job satisfaction is clearly linked. Leadership and social relationships. Hence this study is focusing on the employee motivation in the organisation. some of these factors include 1. 3.

Proliferating and nurturing the number of “true believers” 1is the challenge for future and present HR managers. absenteeism and turnover. Motivation has variety of effects. This research study examines types and levels of employee motivational programmes and also discusses management ideas that can be utilized to innovate employee motivation. This means innovation and creativity. the more successful they will be. These effects may be seen in the context of an individual’s physical and mental health. Employee delight has to be managed in more than one way. The faster the organizations nurture their employees. the organizations can achieve the efficiency also to develop a good organizational culture. OBJECTIVES OF THE STUDY Primary objective 1. It helps to provide insights to support future research regarding strategic guidance for organizations that are both providing and using reward/recognition programs. The challenge before HR managers today is to delight their employees and nurture their creativity to keep them a bloom. 1 NAHAR SPINNING MILLS Page 44 .also any other organization. To study the important factors which are needed to motivate the employees. This helps in retaining and nurturing the true believers “who can deliver value to the organization. productivity. It also means a change in the gear for HR polices and practices. This study helps the researcher to realize the importance of effective employee motivation.

RESEARCH HYPOTHESIS A hypothesis is a preliminary or tentative explanation or postulate by the researcher of what the researcher considers the outcome of an investigation will be. It indicates the expectations of the researcher regarding certain variables.Secondary Objective. 2. Ho: There is no significant relationship between incentives and employee’s performance. 1. To provide the practical suggestion for the improvement of organization’s performance. Research hypotheses are the specific testable predictions made about the independent and dependent variables in the study. 3. Ho: There is no significant relationship between career development opportunities and the extent of employee motivation Ho: There is no significant relationship between performance appraisal system and the extent of motivation. To study the effect of job promotions on employees. NAHAR SPINNING MILLS Page 45 . To learn the employee’s satisfaction on the interpersonal relationship exists in the organization. Hypotheses are couched in terms of the particular independent and dependent variables that are going to be used in the study. To study the effect of monetary and non-monetary benefits provided by the organization on the employee’s performance. It is the most specific way in which an answer to a problem can be stated. It is an informed/educated guess. 4. The research hypothesis of this study is as follows.

A sample design is a finite plan for obtaining a sample from a given population. The universe chooses for the research study is the employees of Hyderabad Industries Ltd. Sample of 50 respondents were obtained from the population. UNIVERSE. collecting. a recording and an analysis of evidence for the purpose of gaining knowledge. RESEARCH METHODOLOGY. SAMPLE SIZE. Simple random sampling is used for this study. 2 NAHAR SPINNING MILLS Page 46 . organizing and evaluating data. Research is a systematic method of finding solutions to problems. reaching conclusions. formulating hypothesis or suggested solutions.Ho: There is no significant relationship between interpersonal relationship in the organization and extent of motivation. Number of the sampling units selected from the population is called the size of the sample. It is essentially an investigation. According to Clifford woody. SAMPLING PROCEDURE. “research comprises of defining and redefining problem. testing conclusions to determine whether they fit the formulated hypothesis”2 SAMPLING DESIGN.

company websites and also discussion with the management of the organization. Under this sampling design. SECONDARY SOURCES. Secondary data was also collected from journals. METHODS OF DATA COLLECTION. data’s collected through questionnaire. Descriptive research answers the questions who. Primary data are in the form of “raw material” to which statistical methods are applied for the purpose of analysis and interpretations. describes data and characteristics about the population or phenomenon being studied. The secondary data mainly consists of data and information collected from records. The data’s were collected through Primary and secondary sources. Descriptive research. what. also known as statistical research. magazines and books. where. NAHAR SPINNING MILLS Page 47 . The primary sources are discussion with employees. NATURE OF RESEARCH. which is also known as chance sampling. every item of the frame has an equal chance of inclusion in the sample. when and how. PRIMARY SOURCES. Secondary data’s are in the form of finished products as they have already been treated statistically in some form or other.The procedure adopted in the present study is probability sampling.

which were distributed and all of them were collected back as completed 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. Thus. The response to various elements under each questions were totaled for the purpose of various statistical testing. A sample of 50 respondents in total has been randomly selected.Although the data description is factual. descriptive research cannot be used to create a causal relationship. NAHAR SPINNING MILLS Page 48 . A sample is a representative part of the population. NATURE OF QUESTIONS ASKED. PRE-TESTING A pre-testing of questionnaire was conducted with 10 questionnaires. The questionnaire consists of open ended. where one variable affects another. the research cannot describe what caused a situation. selected from it with the objective of investigating its properties called a sample. SAMPLE A finite subset of population. in accordance with the relevance. On the basis of doubts raised by the respondents the questionnaire was redialed to its present form. dichotomous. accurate and systematic. rating and ranking questions. QUESTIONNAIRE. In other words. A defeated questionnaire was carefully prepared and specially numbered. descriptive research can be said to have a low requirement for internal validity. The questions were arranged in proper order.

Motivation is an important function which very manager performs for actuating the people to work for accomplishment of objectives of the organization . PRESENTATION OF DATA. Motivation is the core of management. LITERATURE REVIEW Rensis Likerthas called motivation as the core of management. Correlation is used to test the hypothesis and draw inferences. interpersonal relations. The direct variable of the study is the employee motivation Indirect variables are the incentives. The data are presented through charts and tables. Motivation is an effective instrument in the hands of the management in inspiring the work force . TOOLS AND TECHNIQUES FOR ANALYSIS. career development opportunities and performance appraisal system. Effective motivation succeeds not only in having an order accepted but also in gaining a determination to see that it is executed efficiently and effectively.VARIABLES OF THE STUDY.It is the major task of every manager to motivate his subordinate or to create the will to work among the subordinates .A manager has to make appropriate use of motivation to enthuse the employees to follow them.creation of a will to work is motivation in simple but true sense of term.It should also be remembered that the worker may be immensely capable of doing some work. nothing can be achieved if he is not willing to work .Issuance of well conceived instructions and orders does not mean that they will be followed . NAHAR SPINNING MILLS Page 49 .

motivation is a kind of internal energy which drives a person to do something in order to achieve something.MOTIVATION IN AN ORGNIZATION SENSE AS TO REACH ORGNIZATION GOALS.There will be better utilization of resources and workers abilities and capacities. it is defined as a driving force that initiates and directs behavior. CONDITIONED BY THE EFFORTS . ABILITY TO SATISFY SOME INDIVIDUAL NEEDS”.If the management is successful in doing so. the managers must determine the motives or needs of the workers and provide an environment in which appropriate incentives are available for their satisfaction . It is a temporal or dynamic state within a person which is not concerned with his/her personality. Generally.In order to motivate workers to work for the organizational goals. This will increase efficiency and effectiveness of the organization . INTRODUCTION Motivation can be defined in a number of ways. ROBBINS. In other words. it will also be successful in increasing the willingness of the workers to work. NAHAR SPINNING MILLS Page 50 .

There is no universal theory that can explain the factors influencing motives which control mans behavior at any particular point of time.THE CONCEPT OF MOTIVATION The word motivation has been derived from motive which means any idea. MOTIVATION DEFINED AS: o The word Motivation derived from ‘motive’ means an idea. Whatever may be the behavior of man. there is some stimulus behind it . Motive can be known by studying his needs and desires. In general. the different motives operate at different times among different people and influence their behaviors. o Behaviour of a person is the response to a stimulus is dependent upon the motive. NAHAR SPINNING MILLS Page 51 . o Different motives operate in different times among different people and influence their behaviour.Stimulus is dependent upon the motive of the person concerned. Motive depends on the need and desire. need or emotion that prompts a person into action . The process of motivation studies the motives of individuals which cause different type of behavior. need or emotion that prompts a man in to action.

Almost all the motives belong to one or more of these three groups. In industry.THERE ARE DIFFERENT TYPES OF MOTIVATION :  ACHIEVEMENT MOTIVATION  AFFILIATION MOTIVATION  COMPETENCE MOTIVATION  POWER MOTIVATION  ATTITUDE MOTIVATION Motivation is based on three specific aspects such as the arousal of behavior. and excretion are included in homeostatic motives. Motivation is essential to be successful in any endeavor you undertake. hunger. NAHAR SPINNING MILLS Page 52 . the direction of behavior. social affiliation. respiration. power. subtle or obvious. Curiosity. Nonhomeostatic motives include required activities such as seeking shelter and curiosity about the environment. Arousal of behavior involves what activates human behavior and direction of behavior is concerned with what directs behavior towards a specific goal. and persistence of behavior. nonhomeostatic motives. They use different motivation techniques to improve productivity. Various studies have been conducted to understand the different motives that drive a person to success. managers play a significant role in employee motivation. It can be positive or negative. achievement. and learned or social motives. It is very important in workplaces as it plays a key role in the effective performance of employees. and approval are considered as learned motives or social motives. tangible or intangible. Motives are categorized into three: homeostatic motives. a desire for novelty. thereby promoting cooperation between employees and employers. Persistence of behavior is concerned with how the behavior is sustained. Motives such as thirst.

an inner pull and move towards it. In education. Thus. The grievances and obstacles faced by them must be dealt instantly and fairly.  If the performance is not consistently up to the mark. He stays loyal and committed to the organization. motivation encourages self confidence and problem-solving skills. instructors also use motivation techniques in order to motivate the students to learn. then the system must make provisions for penalties.  Carrot and stick approach should be implemented to motivate both efficient and inefficient employees. A motivated employee gives his best to the organization. the individual/employee goals NAHAR SPINNING MILLS Page 53 . They should take positive consequences (such as reward) as carrot. A SOUND MOTIVATION SYSTEM IN AN ORGANIZATION SHOULD HAVE THE FOLLOWING FEATURES:  Superior performance should be reasonably rewarded and should be duely acknowledged. The employees should treat negative consequences (such as fear of punishment) as stick. Also.  The employees must be dealt in a fair and just manner. High motivation leads to high morale and greater production. It is essential to increase student motivation as it can make a student more competent.  Ensure flexibility in working arrangements.  Performance appraisal system should be very effective. FEATURES OF A GOOD MOTIVATION SYSTEM Motivation is a state of mind.Learning is somewhat interrelated to motivation. an outside push and move away from it.  A sound motivation system must be correlated to organizational goals.

 A sound motivation system requires modifying the nature of individual’s jobs.  The motivational system must be modified to the situation and to the organization.  “Motivate yourself to motivate your employees” should be the managerial approach.  Sound motivation system should encourage supportive supervision whereby the supervisors share their views and experiences with their subordinates. job enlargement.must be harmonized with the organizational goals. All the subordinates and employees should be involved in decision. Performance should be based on the employees’ action towards the goals. Any of the alternatives to job specialization . NAHAR SPINNING MILLS Page 54 . etc.monetary rewards. and assist the subordinates in performing the designated job.  The motivation system should involve monetary as well as non.  The managers must understand and identify the motivators for each employee. listen to the subordinates views.  The management approach should be participative.making process. IMPORTANCE:  Productive use of resources  Increased efficiency and output  Achievement of goals  Development of cordial relationships  Stability in workforce. and not on the fame of employees. job enrichment.job rotation. The monetary rewards should be correlated to performance. The jobs should be redesigned or restructured according to the requirement of situation. could be used.

Just after understanding what locations require improvement the application of motivational element might be applied using motivation theory. The degree of motivation can immediately impact not merely the good quality of life but can strengthen or weaken the bottom line. develop a much better item or service and may be fertile ground for innovative strategies. The target for managers of all levels is to recognize individual behaviors and assess where improvements are required. Page 55 NAHAR SPINNING MILLS . Just about every manager and or leader really should know and operate to produce certain they keep their employees motivated irrespective of what place those employee's are in their careers. Managers can keep their workers motivated by identifying individual aspects that influence behavior. understanding and applying motivation theories and enacting effective behavior modification that encourages a larger amount of motivation for your person employee. Workers who are motivated often develop at a greater level. Amotivated workforce can make any business or organization a competitive force.MOTIVATION WHY IS IMPORTANT ? Motivation plays an enormous part in any organization or organization.

Motivation is the process of operating organizational conditions which will impel employees of any emotion or desire operation one’s will and prompting or driving at it to action. 4. DEFINITION: 1. NEEDS: These are the deficient. They are the very heart of the motivation process. According to Edwin B Flippo. “Motivation is the process of attempting to influence others to do their work through the possibility of gain or reward. and create whenever there is a physiological or psychological imbalance. 2. 3. Motivation is the art of understanding motives satisfying them to direct and sustain behavior towards the accomplishment of organization goals. DRIVE OR MOTIVES: These are set to alleviate needs. Motivation consists of the three interaction and interdependent elements of needs. DEFINITION OF MOTIVATION.The moment the employee is becoming motivated at a higher level the manager's activity is usually to take that motivation and use the acceptable behavior modification strategy to help workers remain motivated and positively influence the atmosphere and character from the organization. Motivation is the various drives within or environmental forces surrounding individual that stimulate or attract them in a specific manner. GOAL: NAHAR SPINNING MILLS Page 56 . Motivation can do more than just make a business run additional successfully or productively. These are action oriented and provide an energizing thrust toward goal accomplishment. drives and goals. Motivation is the complex forces starting and keeping a person at work in the organization.

NATURE OF MOTIVATION: Following are some of the characteristics of motivation derive from the definitions given by various authors. 1. COMPLEX PROCESS: Motivation is a complex process. 3. BASED ON MOTIVES: Motivation is base on individuals motive which are internal to individual. NAHAR SPINNING MILLS Page 57 . GOAL DIRECTED BEHAVIOR: Motivation Leads to goal directed behavior. Motivation has profound influence on human behavior. RELATED TO SATISFACTION: Motivation is related to satisfaction. These motives are in the form of feeling that the individual lacks something. to give their loyalty to the group. 1. Satisfaction is refers to the contentment experiences of an individual which we derives out of needs fulfillment. A goal directed behavior is one which satisfied the causes for which behavior takes place. to carry out properly the purpose of the organization. 4. SIGNIFICANCE OF MOTIVATION Motivation involves getting the members of the group to pull weight effectively. The workforce will be better satisfied if the management provides them with opportunities to fulfill their physiological and psychological needs. 2. The following results may be expected if the employees are properly motivated. The workers will cooperate voluntarily with the management and will contribute their maximum towards the goals of the enterprise. complexity emerges because of the nature if needs a types of behavior that need attempted to satisfied those needs.Goals are anything which will alleviate a need and reduce a drive.

1. NAHAR SPINNING MILLS Page 58 . Feed back THEORIES OF MOTIVATION. Tension 3. 4. Accident will also be low. Two factor Theory. Abraham H Mallows need hierarchy or Deficient theory of motivation. Better quality of products will also increase the public image of the business. Behavior Modification theory. Wastage and scrap will be less. 6. Identification of need 2. Result –Positive/Negative 5. This will also result in increased productivity.S. J. 1979). There will be increase in the quantity and quality of products. 3. Six major approaches that have led to our understanding of motivation are Mcclelland’s Achievement Need Theory. The rates of labor’s turnover and absenteeism among the workers will be low. MOTIVATION PROCESS. Adam’s Equity Theory. 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. 5. Vrooms Expectation Theory. Course of action 4. There will be good human relations in the organization as friction among the workers themselves and between the workers and the management will decrease.2. The number of complaints and grievances will come down. Understanding what motivated employees and how they were motivated was the focus of many researchers following the publication of the Hawthorne study results (Terpstra.

Particularly in case of persons who satisfy the other needs. NEED FOR POWER (N POW) It is the desire to control the behavior of the other people and to manipulate the surroundings. Power motivations positive applications results in domestic leadership style. However. They set more difficult but achievable goals for themselves because success with easily achievable goals hardly provides a sense of achievement. Withdrawal of reward incase of low standard work may also produce the desired result. More immediate is the reward and stimulation or it motivates it. NEED FOR AFFILIATION (N AFF) It is the related to social needs and creates friendship. This theory is based on learning theory. According to this theory people behavior is the outcome of favorable and unfavorable past circumstances. This results in formation of informal groups or social circle BEHAVIORAL MODIFICATION THEORY. NEED FOR ACHIEVEMENT (N ACH). Skinner conducted his researches among rats and school children. This need is the strongest and lasting motivating factor. He found that stimulus for desirable behavior could be strengthened by rewarding it at the earliest. They are constantly pre occupied with a desire for improvement and lack for situation in which successful outcomes are directly correlated with their efforts.MCCLELLAND’S ACHIEVEMENT NEED THEORY. In the industrial situation. while it negative application tends autocratic style. According to McClelland’s there are three types of needs. researches show that it is generally more effective to reward desired behavior than to punish undesired behavior. NAHAR SPINNING MILLS Page 59 . this relevance of this theory may be found in the installation of financial and non financial incentives.

social needs. Although Maslow himself did not apply his theory to industrial situation. Douglous Mac Gregor has used Maslow’s theory to interpret specific problems in personnel administration and industrial relations. They are physiological needs. Higher needs cannot be satisfied unless lower needs are fulfilled. NAHAR SPINNING MILLS Page 60 . ego needs and self actualization needs. The lowest level needs are physiological and the highest levels are the self actualization needs. The hierarchy of needs at work in the individual is today a routine tool of personnel trade and when these needs are active. A satisfied need is not a motivator.as Motivators.ABRAHAM H MASLOW NEED HIERARCHY OR DEFICIENT THEORY OF MOTIVATION. they act as powerful conditioners of behavior. Maslow starts with the formation that man is a wanting animal with a hierarchy of needs of which some are lower ins scale and some are in a higher scale or system of values. the main needs of men are five. Hierarchy of needs. The crux of Maslow’s theory is that human needs are arranged in hierarchy composed of five categories. This resembles the standard economic theory of diminishing returns. whose published works are the “ Bible of Motivation”. As the lower needs are satisfied. it has wide impact for beyond academic circles. The intellectual basis for most of motivation thinking has been provided by behavioral scientists.H Maslow and Frederick Heizberg. as shown in order of their importance. A. higher needs emerge. safety needs.

The second is more helpful in indicating how the satisfaction of the higher needs is based on the satisfaction of lower needs. clothing and shelter.SelfActualizat Egoion Needs Social Needs Safety Needs Physiological Needs The above five basic needs are regarded as striving needs which make a person do things.The individual move up the ladder responding first to the physiological needs for nourishment. These physical needs must be equated with pay rate. pay practices and to an extent with physical condition of the job. NAHAR SPINNING MILLS Page 61 . It also shows how the number of person who has experienced the fulfillment of the higher needs gradually tapers off. PHYSIOLOGICAL OR BODY NEEDS: . The first model indicates the ranking of different needs.

protective labor laws and collective agreements.These needs are reflected in our desire for status and recognition. that they are secure and will continue to be satisfied for foreseeable feature. self confidence. old age etc as also against industrial injury. The individual want to assured. On the job.This upper level need is one which when satisfied provide insights to support future research regarding strategic guidance for organization that are both providing and using reward/recognition programs makes the employee give up the dependence on others or on the environment. SELF REALIZATION OR ACTUALIZATION NEEDS: .g.SAFETY: . EGO OR ESTEEM NEEDS: . However close relationship can be built up with at least some fellow workers. competence etc.The next in order of needs is safety needs. knowledge. He feels the need to love and be loved and the need to belong and be identified with a group. He becomes growth NAHAR SPINNING MILLS Page 62 . this means praise for a job but more important it means a feeling by employee that at all times he has the respect of his supervisor as a person and as a contributor to the organizational goals. misfortune. by participation in management and by fulfillment of workers urge for self expression. Such needs are generally met by safety laws. In a large organization it is not easy to build up social relations. respect and prestige in the work group or work place such as is conferred by the recognition of ones merit by promotion. Every employee wants too feel that he is wanted or accepted and that he is not an alien facing a hostile group. either from other people or from environment.. the need to be free from danger. SOCIAL NEEDS: . need for achievement. security against disease. measure of social security.Going up the scale of needs the individual feels the desire to work in a cohesive group and develop a sense of belonging and identification with a group. once his bodily needs are satisfied. Some of the needs relate to ones esteem e. The safety needs may take the form of job security.

Conversely. reduced quality.oriented. The more positive the reward the more likely the employee will be highly motivated. X THEORY • • • Individuals inherently dislike work. she/he will act to correct the inequity: lower productivity. People prefer to be directed Y THEORY • People view work as being as natural as play and rest NAHAR SPINNING MILLS Page 63 . detached and creative. J. Reward may be either positive or negative. X assumptions are conservative in style Assumptions are modern in style. directed. VROOMS EXPECTATION THEORY Vroom’s theory is based on the belief that employee effort will lead to performance and performance will lead to rewards (Vroom. People must be coerced or controlled to do work to achieve the objectives. self oriented. This need reflects a state defined in terms of the extent to which an individual attains his personnel goal. If the employee perceives inequity. increased absenteeism. the more negative the reward the less likely the employee will be motivated.S ADAMS EQUITY THEORY Employee compares her/his job inputs outcome ratio with that of reference. voluntary resignation. This is the need which totally lies within oneself and there is no demand from any external situation or person. TWO FACTOR THEORY Douglas McGregor introduced the theory with the help of two views. 1964).

He continues to want something or other. both financial and non financial incentives may be used by the management to motivate the workers. bonus. the management should try to satisfy their needs. they think it is important. In organizations. 2. an incentive is a means of motivation. Extrinsic motivation comes into play when a student is compelled to do something or act a certain way because of factors external to him or her (like money or good grades) 2. If one need is satisfied. the other need need arises.7. They include wages and salaries. self-actualization and responsibility. Non financial motivators are those which are not associated with monetary rewards. It activates human needs and creates the desire to work. He is never fully satisfied. fringe benefits.1 NEED FOR INCENTIVES Man is a wanting animal. For this purpose.• • People will exercise self direction and control towards achieving objectives they are committed to People learn to accept and seek responsibility. Financial incentives or motivators are those which are associated with money. retirement benefits etc. NAHAR SPINNING MILLS Page 64 . In order to motivate the employees. They include intangible incentives like ego-satisfaction. increase in incentive leads to better performance and vice versa.7 INCENTIVES An incentive is something which stimulates a person towards some goal. Intrinsic motivation occurs when people are internally motivated to do something because it either brings them pleasure. Thus. or they feel that what they are learning is morally significant. TYPES OF MOTIVATION.

Bonus Medical reimbursement Insurance Housing facility Retirement benefits. Whether it is to excel on the workshop floor or in the 'ivory tower' they must be motivated or driven to it.Job security . it will drink only if it's thirsty . This is essential for any business to survive and succeed. they can be motivated. . Are they born with the self-motivation or drive? Yes and no.Competition . for motivation is a skill which can and must be learnt.Opportunities for growth MOTIVATION IS THE KEY TO PERFORMANCE IMPROVEMENT There is an old saying you can take a horse to the water but you cannot force it to drink. They will do what they want to do or otherwise motivated to do. .so with people. either by themselves or through external stimulus.Workers participation.Group recognition .Praise Knowledge of result Suggestion system. .INCENTIVES Financial Incentives Non-financial incentives - Wages and Salaries. NAHAR SPINNING MILLS Page 65 . If no.

Negative motivation. TYPES OF MOTIVATION: There are 2 types of motivation. NAHAR SPINNING MILLS Page 66 . On the other hand motivation can be improved quickly. There are many options and an uninitiated manager may not even know where to start. a means to reduce and manipulate this gap. • • • • • • • Positive reinforcement / high expectations Effective discipline and punishment Treating people fairly Satisfying employees needs Setting work related goals Restructuring jobs Base rewards on job performance Essentially. There are broadly seven strategies for motivation. experience and training and its improvement is a slow and long process. Incentive motivation is the pull mechanism. there is a gap between an individual’s actual state and some desired state and the manager tries to reduce this gap. Positive motivation. Motivation is. 2. there are broadly seven strategies for motivation. thus: • JOB PERFORMANCE =F(ABILITY)(MOTIVATION) Ability in turn depends on education. in effect. They are 1. As a guideline.Performance is considered to be a function of ability and motivation. Positive motivation is a process of attempting to influence others to do your will through the possibility of gain or reward.

interest and enthusiasm. • • • • • • Positive reinforcement Effective discipline and punishment Treating people fairly Satisfying employee needs Setting work related goals Restructuring job Page 67 NAHAR SPINNING MILLS . The objective of motivation is to create condition in which people are willingly to work with zeal. loyalty and discipline and with pride and confidence in a most cohesive manner so that the goal of an organization are achieved effectively. Fear causes person to act in a certain way because they are afraid of the consequences if they don’t Fear motivation is the push mechanism. An understanding and appreciation of this is a prerequisite of effective employee motivation in the workplace and therefore effective management and leadership. Motivation is the key to performance improvement: Performance is considered to be a functional improvement: Job performance =f (ability) (motivation) Ability in turn depends on education. To do this the manager should be able to motive employees. yet very complex too. there are broadly 7 strategies for motivation. As a guideline. initiative. Human nature can be very simple. with a high personal and group. experience and training and its improvement is a slow and long process. To understand motivation one must understand human nature itself. Moral satisfaction with a sense of responsibility. On the other hand it can be improved quickly.Negative motivation or fear motivation is based force or fear. EMPLOYEE MOTIVATION IN THE WORK PLACE: The job of a manager in the workplace is to get things done through employees.

Have opportunities for self-development 9. and know-how 10. knowledge. or other activity. line of study. MOST WORKERS NEED TO: 1. same as in his/her dealings with customers. Improve their skills. not a task. the employer not only tries to satisfy these basic needs individual workers have. Be able to advance in life and career-wise 8. In order to attract the “cream of the crop” of available workers. Inner drive 2. Win recognition 6. 5. Earn wages that will enable them to pay for basic necessities and additional luxuries such as the purchase of a home. Recognize that supporting employees motivation is a process. Support employee’s policies by using motivation by organization systems. Key to support the motivation of your employees understands what motivates each of them. Save for and enjoy old age security benefits 3. 4.• Based rewards on job performance BASIC PRINCIPLES TO REMEMBER BY MANAGER FOR MOTIVATING EMPLOYEES: 1. or travel 2. The outer (external) motivators are the mirror image the employer or outside world offers in response to the inner drives. Motivating employees starts with motivating yourself 2. Realize their ideal(s) NAHAR SPINNING MILLS Page 68 . Worker motivation must also be viewed from 2 perspectives: 1. Acquire friends at work 5. A person’s inner drives push and propel him/her towards an employer. Always work to align goals of the organization with goals of employees 3. career. a particular job. Be acknowledge and rewarded for special efforts and contributions 7. Have medical and other insurance coverage 4. Outer (external) motivators.

flexible work schedule). over time. An employee may have: • • • Family responsibilities and be unable to work shifts. leading to exhaustion. An atmosphere of team work and cooperation 10. 12. 20. Heavy financial responsibilities which he/she can meet only by working at 2 jobs. Adequate pay 3. transportation. 19. Job security 5. 11.THE EMPLOYER RESPONDS TO THOSE NEEDS BY OFFERING AND PROVIDING: 1. or weekends. A safe work environment 8. 14. Clear and organized work procedures 7. “sick leave”. 16. 13. 17. 4. 18. Clear company policies 6. Employment 2. Medical coverage and other benefits 9. 15. Assistance to workers for their special needs (such as child care arrangements. Social activities Reward and recognition programs Open lines of communication programs Systematic feedback Motivation programs Opportunities for promotion Company/business information Information on customer feedback Sharing of company goals and objectives Information on the market situation and industry Future expectations It is important that the employer discover other extraordinary needs applicants have before hiring them and know beforehand whether she/he can satisfy those needs or not. a deficient work performance A desperate financial need for additional overtime and weekend remuneration Page 69 NAHAR SPINNING MILLS .

or a game of rounder’s on the park. and employment practices Business integrity Clear job description Two-way communication Effective management and supervision Positive discipline Good company repute Good customer relations Company survival Opportunity for personal growth Company growth A share in the company’s success. IN ADDITION TO NEEDS AND DRIVES. meeting it and mastering it help build confidence. experienced. Competition in teams or groups creates teams and ignites team effort NAHAR SPINNING MILLS Page 70 . 2. team work. BUILDING CONFIDENCE: Facing a challenge. MOTIVATIONAL METHODS: 1. cooperation. Most of these needs. and motivation that will benefit all the parties involved. TEAM BUILDING: Team unite and work together when they identify a common purpose whether the aim is the tallest tower made out of newspaper. expert employer Clear and fair policies.• Premature expectations of swift promotions. procedures. Motivation that will lead to an environment of openness. WORKERS HAVE EXPECTATIONS FROM THEIR EMPLOYER-THEY EXPECT: • • • • • • • • • • • • • A knowledgeable. employee relations. expectations and aspirations are unexpressed-it is up to the employer to develop a good system of company communications.

IMPROVING EMPATHY AND COMMUNICATIONS FOR MOTIVATION To communicate we must understanding the other person. COACHING AND TRAINING: Games and activities provide a perfect vehicle for explaining the Motivation process (‘train the trainer’ for example) to managers. PERSONAL MOTIVATION STYLE AND LEARNING: Everyone is different. Team activities and games promote communications and better mutual understanding-essential for good organizational performance.1. As one level of need is satisfied another higher order need will emerge and assume importance in life. and emphasizes the opportunity for continuous learning that is available to us all. team leaders and trainers. The hierarchy is shown in Fig. CONTINUAL DEVELOPMENT: Introducing people. 4. 5. argued that needs are arranged in a ladder-like steps. 6. Taking part in new games and activities outside of the work situation illustrates people’s different strengths and working style preferences. staff or employees to new experiences opens their minds to new avenues of personal development. The order of needs starts from basic survival or lower order needs to higher order needs. NAHAR SPINNING MILLS Page 71 . who was a humanistic psychologist. Mutual respect develops when people see skills and attributes in others that they didn’t know existed. He proposed a rising order of needs from the level of physiological to self transcendence. which we use when we communicate and understand others. Empathy and intuitive skills are right-side brain of the brain.3. 9. HIERARCHY OF NEEDS Abraham Maslow.

thirst. The brain directs the organism to obtain water. when these physiological needs are deprived for a long period. safe and out of danger. temperature regulation and rest occupy the lowest step in the ladder. Sex need differs in many respects from hunger and thirst. NAHAR SPINNING MILLS Page 72 . Factors like habits and social customs also influence eating behaviour. all other needs fail to appear We must eat to live. When this happens. Safety needs are mainly concerned with maintaining order and security. the individual spends energy in trying to get food. Thus the needs of hunger. to feel secure. The biochemical processes which sustain life get their energy and chemical substances from food. We can go without food for weeks but we cannot live without water for more than a few days. According to Maslow.Physiological needs: The most potent and lowest level of all the needs are physiological needs. Food deprivation results in contractions in the stomach which are felt by the individual as hunger pangs. Sex is not vital to the survival of the organism essential to the survival of the species. sex. SAFETY NEEDS : When the physiological needs are satisfied safety needs become the dominant force in life.

THE ESTEEM NEEDS: Esteem needs are divided into the following two categories: (a) Needs related to respect from others like reputation. At this level one becomes aware of the entire humanity. FOR EXAMPLE. a person may buy good quality and costly clothes. People want to become an accepted member of an organised group. The need to feel superior to others also falls under this category. The need of self evaluation occurs in those persons who are comfortably situated and satisfied with the fulfilment of lower order needs. may become quite choosy about what type of work he/she would accept. SELF TRANSCENDENCE: This is the highest level of need where a person becomes conscious of broader reality. When the person succeeds in satisfying his/her lower order needs. need a familiar environment such as family. One should realize and be satisfied that he or she has achieved what one is capable of. He transcends the boundaries of self and attends to the needs of collectivity and society. These needs are dependent on the fulfilment and satisfaction of physiological and safety needs. For fulfilling this.LOVE AND BELONGINGNESS NEEDS: These are the needs of making intimate relationship with other members of the society. At this level spiritual concerns become very important. only then he can act upon his/her higher order needs. a competent professional who has established a high reputation and does not have to worry about getting a job. social success and fame. self respect and self regard. (b) Self esteem. NAHAR SPINNING MILLS Page 73 . The other type of esteem needs include need to achieve. to develop one’s potentialities to the fullest and to engage in activities for which one is well suited. to gain approval and to get recognition. status. to be competent. SELF ACTUALISATION: Self actualisation refers to the desire to utilise one’s personal capacities. Self actualization is possible only when the needs of a person are met to the degree that they neither distract nor consume all available energy.

high standard of performance. and praise for work well done definitely. promotion. NAHAR SPINNING MILLS Page 74 . Positive or incentive motivation. information adequate for self-control and the participations of the workers as a responsible citizen in the plant community. due recognized. In other words. prestige. According to flippo. The receipt of awards. he may either hold out a promise of a reward for them for doing work in a better or improved way. then comes the next one and so on. Praise. According to peter drucker. or he may constraint them. Lead to good team sprit.it has its own benefits.In this hierarchy it is assumed that the lower order needs dominate people’s lives until that level is fairly satisfied. “positive motivation is a process of attempting to influence others to do your will through the possibility of gain or reward. by installing fear in them or by using force . Both these types are widely used by managements.the “real and positives motivatorsare responsible for place ments.to do the desired work.” People work or incentives in the form of the four p’s of motivation. while negative motivation involves the possibility of increased motive satisfaction.is generally based on reward.” Incentive motivation is the “pull” mechanism. TYPES OF MOTIVATION If a manager wants to get work done by his employees. A positive motivation involves the possibility of increased motive satisfaction. he may utilize a positive or negative motivation. pay cheque. cooperations and a feeling of happiness.

Negative motivations has certain limitations. the treands influenced by extensive in the field which have emphasized the important of the use of positives motivation. through its use only the minimum of effort is put in to avoid punishments. fear motivation is a “push” mechanism. NAHAR SPINNING MILLS Page 75 . However. In other words. in recent years. Fear causes persons to act in a certain way because they are afraid of the consequences.NEGATIVE OR FEAR MOTIVATION – is based on force and fear.

no decision made.“ nothing. NAHAR SPINNING MILLS Page 76 .MOTIVATION OR ATTITUDE MOTIVATION – before one can motive others. it must be borne in mind that the when each member properly motivated. GROUP MOTIVATION – the motivation of a group is as important as self. therefore. plans. we will go far toward reducing anxiety and inner conflict in at least two ways:first. {b}preparing a set of motivation tools. investions or system.no act can be under taken .s dayto-day activities. one must motivate oneself.and {d}following up the results of the applications.motivation. Others can be well –motivated. can be done.” in dealing with others. STEPS IN MOTIVATION {a}sizing up situations reqiring motivation. no thinking done process brought to a.therefore. This tired feeling is due to emotional reactions within oneself. One motive oneself by seeting certain objectives and goals before oneself. {a} SIZING UP. One must overcome a certain amount of one’s natural inertia. be laid up as individual differences. {c}selecting and applying an appropraiate motivation . Stress at size up stage must. real conclusion unless and until the act of communications is made an inherent part of the under taking . when they are informed of ideas.this envolves a certainning motivational needs.motivation must be used one. it will keep us from geeting discouraged and help us to recover from failures or set backs our on the road to established goals are attained. Lillis has rightly observed: “if adopt as part of our philosophy that ‘nothing is ever done finally and right. One of the most common deterrents to human actions is that of a tired feeling. All employees need motivation but of varying kinds and in varying degrees.SELF.

{b}PREPARING A SET OF MOTIVATING TOOLS – this reqires a selection of specific tools of motivation. {c}SELECTING AND APPLYING MOTIVATORS – the excutives should decide about the words. In research conduced among employees in an America to answer the question. from personal experience. {d}FEEDBACK – this involves the finding out of whether an individual has been motivated. Each individual must be analysed separately to discover his motives. which release worker’s abilities and potentials in relation to worker needs. If not. “what do workers want from their jobs? After eindentifying the motives. and an appourtunity for growth and advancement. a good working environment. and managments for that purpose . motivation may be weak or strong. includingmoney.the managers must decide and offer what will be most appealing and stimulating. depending upon the insentives offered by employees. However.that may people under different circumstances. In other words.challenging work communication system. An executives. this is matching needs to possible means to fulfillmants. the guesters. the tone of voice. some other device may be applied. SUPERVISOR’S ROLE MOTIVATIONAL MODEL Supervisors. Many factors may be listed. have the responsibility to asses the motivatoprs and needs of the workers to decide how best these can be fulfilled. NAHAR SPINNING MILLS Page 77 . etc. from the experiences of others. the place and timming for this purpose are important..

causes of inadequacy should be discovered. If performance is inadequate. It may be by comparing it with other person’s performance in terms of some standard. One of NAHAR SPINNING MILLS Page 78 . Parents who expect their children to work hard. corrective measures should be suggested. school or sports competition. The next step is that of evaluating the actionof the workers to determine if the performance is sufficient to earn the promised reward. They are task oriented and prefer to work on tasks that are challenging and on which their performance can be evaluated in some way.He should communication the reward terms to the workers pointing out clearly what he will earn if he performs capably and successfully. Managerial actions are helpful in geeting a positives reaction concerning feeling of reward equity if rewards are given as directed and promoised. Achievement motivation can be seen in many areas of human endeavour such as job. encourage and praise them for their performance do so as to promote achievement oriented behaviour. ACHIEVEMENT MOTIVATION One of the important needs present to some degree in all human beings is the “need for achievement” or the need to attain excellence and higher level of performance. They are future oriented. The degree of achievement oriented behaviour depends on many factors. The expectations parents have from their children also play an important role in the development of achievement motivation. His role should be to give information and supportive assistance rather than be manipulative. If possible. People in whom the need for achievement is strong seek difficult work and improve their task performance. with equal and fair treartment to every one. He should avoid making false promises. Satisfaction occurs spontaneously. and the motivational cycle begins again. The differences in early life experiences are found to be related to the strength of achievement motivation in later stage. aspire for higher goals and persist on the task chosen.

Compensation should support the organization's mission. older employees may desire benefits NAHAR SPINNING MILLS Page 79 . compensation is pay an employee receives for services rendered (this includes short and long-term rewards). sports and other activities. COMPONENTS FOR MOTIVATION THE FIVE KEY COMPONENTS THAT SHOULD BE INCLUDED IN A WELLROUNDED TOTAL REWARDS PROGRAM: • COMPENSATION – Simply put. savings and retirement programs). It inhibits the expression of achievement behaviour. goals and business objectives. When some one is successful in school.these is “fear of failure”. income protection. For example. we say that achievement motivation is very strong in him or her. • BENEFITS – Programs an employer uses to supplement the cash compensation that employees receive (health. A welldesigned program will not be generic but customized to the diverse workforce that makes up the chain restaurant/retail industry.

Believe it or not. 1 WorldatWork is the world’s leading not-for-profit professional association dedicated to knowledge leadership in compensation. that actively supports efforts to help employees achieve success at both work and home. • PERFORMANCE & RECOGNITION – Performance is the alignment of organizational. and continued education. policies and programs. plus a philosophy. • DEVELOPMENT & CAREER OPPORTUNITIES – As it pertains to Total Rewards development is defined as a set of learning experiences designed to enhance employees' applied skills and competencies. job sharing. a plan for employees to advance their career goals.such as elder care assistance for their parents and younger employees may prefer childcare programs for their children. behavior or performance. while recognition acknowledges or gives special attention to employee actions. team and individual efforts toward the achievement of business goals and organizational success. sabbaticals. When executed correctly the company will support career opportunities so that the best and brightest are deployed in positions that enable them to deliver their greatest value to the organization. Development engages employees to perform better and engages leaders to advance their organizations' people strategies. • WORK-LIFE – A specific set of organizational practices. An effective development program will lead to career opportunities. an informal survey my firm conducted indicates that a simple "thank you" or compliment for a job well done can have as great an effect as a cash bonus. efforts. An effective program can be formal or informal and have a cash and/or non-cash incentive. It meets an intrinsic psychological need for appreciation of one’s efforts and supports business strategy by reinforcing certain behaviors that contribute to organizational success. benefits and total rewards HOW TO MOTIVATE EMPLOYEES TO PERFORM NAHAR SPINNING MILLS Page 80 . compressed workweek. In order to be considered the "employer of choice" it will be critical to design a Total Rewards program that includes "all" the components mentioned above. Examples include telecommuting. flexible work hours.

these should not be a main focus of management.Knowing how to motivate employees is one of the most important aspects of a manager's job. It will also require the deployment of resources and a focus on achieving goals. Regardless of how performance management processes are designed in your organization. or of the culture within which they're embedded. This article introduces our series on performance management and outlines the PERFORM framework as a whole. Perhaps we should think about fulfilment in terms of realizing results. all of which you can access from this page. or that processes are adhered to. Dictionary definitions of the word "perform" refer to things that are accomplished or fulfilled. An excellent tool to help you develop your motivational skills is our Apex PERFORM model. What is most important is the need to manage the factors that contribute to employee motivation. Performance management is now often seen as a corrective action. something we do to manage poor performance. attitudes and potential. Use this model to help you create and manage the conditions for improved performance in the workplace. and certainly not at the expense of encouraging people to realise their potential. and to create the conditions for people NAHAR SPINNING MILLS Page 81 . Maybe we should be talking about performance management as something to help our people accomplish something significant. Surely that is how to motivate employees. but it is one area where good management really can make a difference. such as just ensuring targets are met. Motivating our people is not necessarily an easy function of management. and we need processes to provide structure. Anything significant or worthwhile will involve the management of skills. Of course we need to set goals. However. performance management is about a narrow interpretation of these definitions. All too often. There are 7 other articles in the series. how you interpret and use performance management techniques is up to you. though. but also realizing potential.

It stands for:  P .on worthwhile.Focus .Resources .Potential . For example.foster a positive attitude towards developing potential in your people  E .Results . the absence of proper job training will affect a person's expertise. challenging. advance and grow  R . When considering this model. and for their organisations  F . for their teams.abilities.to achieve. Our tool to help you develop these management skills is the Apex PERFORM model.for individuals.Motivation . and quite likely their opportunity to NAHAR SPINNING MILLS Page 82 . experience and attitudes needed to perform a job  R . it's important to remember that all of the factors are interdependent.Opportunities .needed in order to support people and to help them perform  M .toperform and realise their potential. personal goals that relate to wider objectives  O . This will probably affect their motivation.making work interesting and challenging.Expertise .

Individual performances. where it can contribute the most.progress. then we need to find ways to convert potential into performance. EXPERTISE "Employee Performance Review: Making Expertise Count" is the second article in our series and stresses the importance of putting someone's expertise to work. Conversely. can be counter-productive if they don't contribute to the wider goals of the team and organization. Here we ask: how do you realize the benefits of the training and support you've provided to improve someone's performance? If performance is about contribution. knowledge and behaviour that people must possesses. and thus their desire to learn or apply themselves. "Employees Appraisal: Realizing Potential" is the first article in our series for a good reason. FOCUS Performance needs focus. in order to do their job. It's one thing to do something well. Controlling this requires good planning and good management. POTENTIAL Learning how to motivate employees begins with helping people to reach their potential. There needs to be clarity about what results you want to achieve. Motivating employees to perform must begin with helping them to realize their potential. NAHAR SPINNING MILLS Page 83 . but it's equally important to ensure it's the right things that are done well. the absence of opportunity to develop may have a negative impact on their motivation. If we are to find ways to raise performance up to the next level. By expertise we mean the skills. We give some tips on how to do both in: "Performance Management Plan: Be Focused". and an assessment of what results are actually achieved. RESULTS Our third arcticle in the PERFORM series is: "Benefits of Employee Training: Seeing the Results". then support must be linked to results. or need to possess. whilst possibly being good in themselves.

OPPORTUNITIES Without opportunities, a performance management plan will only ever be just just that: a plan. Knowing how to motivate employees is not enough. That knowledge must be combined with a willingness to give people opportunities to perform. We discuss this crucial element of our PERFORM model in our article: Employee Training Development.

RESOURCES Performanced based management is about more than ambition, words or ideas. To encourage employees to perform you need to support them with the right resources. These resources must then be allocated and managed in order to ensure they are most effectively used. Having provided opportunities for people to perform, next it's crucial to understand the importance of resourcing performance based management.

MOTIVATION Knowing how to motivate employees is a complex business and there are numerous pages on this site designed to help. Employee Motivation Techniques has been especially written to relate to the PERFORM model. In this article we explore some fundamental principles of motivation but also ask some more challenging questions.

THE ENERGY TO PERFORM Of course, just knowing how to motivate employees is not enough. Motivation is important but it's not effective without energy. Whilst motivation is considered to be the intent or desire to act, energy can be defined as the capacity to perform work. If you want to know how to motivate employees properly, use the Apex PERFORM model. It will help you combine the intent or desire of motivation, with the capacity and capability to achieve, that is: toPERFORM

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APPLICATIONS
EDUCATION Motivation is of particular interest to educational psychologists because of the crucial role it plays in student learning. However, the specific kind of motivation that is studied in the specialized setting of education differs qualitatively from the more general forms of motivation studied by psychologists in other fields. Motivation in education can have several effects on how students learn and how they behave towards subject matter.[21] It can: 1. Direct behavior toward particular goals 2. Lead to increased effort and energy 3. Increase initiation of, and persistence in, activities 4. Enhance cognitive processing 5. Determine what consequences are reinforcing 6. Lead to improved performance. Because students are not always internally motivated, they sometimes need situated motivation, which is found in environmental conditions that the teacher creates. The majority of new student orientation leaders at colleges and universities recognize that distinctive needs of students should be considered in regard to orientation information provided at the beginning of the higher education experience. Research done by Whyte in 1986 raised the awareness of counselors and educators in this regard. In 2007, the National Orientation Directors Association reprinted Cassandra B. Whyte's research report allowing readers to ascertain improvements made in addressing specific needs of students over a quarter of a century later to help with academic success.[22]

THERE ARE TWO KINDS OF MOTIVATION:
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INTRINSIC MOTIVATION occurs when people are internally motivated to do something because it either brings them pleasure, they think it is important, or they feel that what they are learning is significant. It has been shown that intrinsic motivation for education drops from grades 3-9 though the exact cause cannot be ascertained. [23] Also, in younger students it has been shown that contextualizing material that would otherwise be presented in an abstract manner increases the intrinsic motivation of these students. EXTRINSIC MOTIVATION comes into play when a student is compelled to do something or act a certain way because of factors external to him or her (like money or good grades).

Whyte researched and reported about the importance of locus of control and academic achievement. Students tending toward a more internal locus of control are more academically successful, thus encouraging curriculum and activity development with consideration of motivation theories. Motivation has been found to be an important element in the concept of Andragogy (what motivates the adult learner), and in treating Autism Spectrum Disorders, as in Pivotal Response Therapy.

BUSINESS At lower levels of Maslow's hierarchy of needs, such as physiological needs, money is a motivator, however it tends to have a motivating effect on staff that lasts only for a short period (in accordance with Herzberg's two-factor model of motivation). At higher levels of the hierarchy, praise, respect, recognition, empowerment and a sense of belonging are far more powerful motivators than money, as both Abraham Maslow's theory of motivation and Douglas McGregor's theory X and theory Y (pertaining to the theory of leadership) demonstrate. Maslow has money at the lowest level of the hierarchy and shows other needs are better motivators to staff. McGregor places money in his Theory X category and feels it is a poor

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In essence.    Motivated employees always look for better ways to do a job. and more importantly the manager must utilize avenues that allow room for employees to work. and ambivalent who all react and interact uniquely. The average workplace is about midway between the extremes of high threat and high opportunity. Steinmetz also discusses three common character types of subordinates: ascendant.motivator. and therefore management need not consider psychological or social aspects of work. and must be treated. grow. Other theories which expanded and extended those of Maslow and Herzberg included Kurt Lewin's Force Field Theory. and motivated accordingly. These tend to stress cultural differences and the fact that individuals tend to be motivated by different factors at different times. scientific management bases human motivation wholly on extrinsic rewards and discards the idea of intrinsic rewards. According to the system of scientific management developed by Frederick Winslow Taylor. Motivated workers are more productive. NAHAR SPINNING MILLS Page 87 . Praise and recognition are placed in the Theory Y category and are considered stronger motivators than money. An effective leader must understand how to manage all characters. bureaucratic (where work is a source of status. a worker's motivation is solely determined by pay. Motivation is a powerful tool in the work environment that can lead to employees working at their most efficient levels of production. Motivation by threat is a dead-end strategy. Nonetheless. The assumptions of Maslow and Herzberg were challenged by a classic study at Vauxhall Motors' UK manufacturing plant. indifferent. security and immediate reward) and solidaristic (which prioritises group loyalty). and find answers independently. This introduced the concept of orientation to work and distinguished three main orientations: instrumental (where work is a means to an end). Edwin Locke's Goal Theory and Victor Vroom's Expectancy theory. and naturally staff are more attracted to the opportunity side of the motivation curve than the threat side. managed. Motivated employees are more quality oriented.

g. employees were given freedom to make decisions on the job and greater attention was paid to informal work groups. happy. money) could extinguish intrinsic motivation such as achievement motivation. McBer & Company. Elton Mayo found that the social contacts a worker has at the workplace are very important and that boredom and repetitiveness of tasks lead to reduced motivation.g. and identify five principles that contribute to the success of an employee incentive program: • • • • • Recognition of employees' individual differences.In contrast. His model has been judged as placing undue reliance on social contacts at work situations for motivating employees. As a result. e. and clear identification behavior deemed worthy of recognition Allowing employees to participate Linking rewards to performance Rewarding of nominators Visibility of the recognition process of NAHAR SPINNING MILLS Page 88 . and free. Mayo named the model the Hawthorne effect. In keeping with this view.. In Essentials of Organizational Behavior. Robbins and Judge examine recognition programs as motivators. keeping score. extrinsic motivation (e.." For McClelland. satisfaction lay in aligning a person's life with their fundamental motivations. his consulting firm. had as its first motto "To make everyone productive. Mayo believed that workers could be motivated by acknowledging their social needs and making them feel important. though money could be used as an indicator of success for various motives. David McClelland believed that workers could not be motivated by the mere need for money—in fact.

Several models for gameplay motivations have been proposed. But making people aware of the negative consequences of not getting results (for everyone involved) can have a big impact. The motivational structure of games is central to the gamification trend. If you don’t get your act together. CONSEQUENCES – Never use threats. immersion and achievement. structure. and everywhere in between. Jon Radoff has proposed a fourquadrant model of gameplay motivation that includes cooperation. Give them the opportunity to earn more for themselves by earning more for you. including Richard Bartle's. will you ever get what you want? 2. MOTIVATION 1. They’ll turn people against you. which seeks to apply game-based motivation to business applications. Providing pleasurable rewards creates eager and productive people. competition. people use motivation to get results. because without motivation a player will not be interested in progressing further within a game. PLEASURE – This is the old carrot on a stick technique. Motivation requires a delicate balance of communication. This one is also big for self motivation. PERFORMANCE INCENTIVES – Appeal to people’s selfish nature. HOW TO MAXIMIZE MOTIVATION? If you want to make things happen the ability to motivate yourself and others is a crucial skill. 3. ONLINE COMMUNITIES Motivation to participate and contribute represents one of the most important element in the success of online communities. At work. home.GAMES Motivational models are central to game design. and incentives. NAHAR SPINNING MILLS Page 89 . These 21 tactics will help you maximize motivation in yourself and others.

KINDNESS – Get people on your side and they’ll want to help you. 7. 11. TEAM SPIRIT – Create an environment of camaraderie. TRUST AND RESPECT – Give people the trust and respect they deserve and they’ll respond to requests much more favorably. give specific instructions. DETAILED INSTRUCTIONS – If you want a specific result. People work more effectively when they feel like part of team — they don’t want to let others down. DEADLINES – Many people are most productive right before a big deadline. They also have a hard time focusing until that deadline is looming overhead. 5. Use this to your advantage by setting up a series of mini-deadlines building up to an end result.4. People like to see that their work isn’t being ignored. SHORT AND LONG TERM GOALS – Use both short and long term goals to guide the action process and create an overall philosophy. 10. CONCENTRATE ON OUTCOMES – No one likes to work with someone standing over their shoulder. RECOGNIZE ACHIEVEMENT – Make a point to recognize achievements one-onone and also in group settings. NAHAR SPINNING MILLS Page 90 . 12. What do they need? By understanding this you’ll be able to keep people happy and productive. 6. People work better when they know exactly what’s expected. 8. Focus on outcomes — make it clear what you want and cut people loose to get it done on their own. PERSONAL STAKE – Think about the personal stake of others. 13. Piss them off and they’ll do everything they can to screw you over.

Allowing people to be creative creates a more optimistic environment and can lead to awesome new ideas. DEMAND IMPROVEMENT – Don’t let people stagnate. Let them know that hard work will pay off. Give them the opportunity to face new and difficult problems and they’ll be more enthusiastic. LET PEOPLE BE CREATIVE – Don’t expect everyone to do things your way. CONSTRUCTIVE CRITICISM – Often people don’t realize what they’re doing wrong. A stimulating environment creates enthusiasm and the opportunity for “big picture” thinking. 17. 16. CREATE OPPORTUNITIES – Give people the opportunity to advance. Don’t ask people to do the same boring tasks all the time. Most people want to improve and will make an effort once they know how to do it. Each time someone advances raise the bar a little higher (especially for yourself). 21. Let them know. By being aware of potential problems you can fix them before a serious dispute arises. NAHAR SPINNING MILLS Page 91 . COMMUNICATION – Keep the communication channels open.14. 15. MAKE IT STIMULATING – Mix it up. 20. 19. MAKE IT FUN – Work is most enjoyable when it doesn’t feel like work at all. Let people have fun and the positive environment will lead to better results. 18. CREATE CHALLENGES – People are happy when they’re progressing towards a goal.

1.1) Particulars No.DATA ANALYSIS AND INTERPRETATIONS 1) Which type of incentives motivates you more? a) Monetary incentives b) Non-financial incentives c) Both (Table 4. of Percentage Respondents Monetary incentives Non-financial incentives Both Total 15 9 26 50 30 18 52 100 NAHAR SPINNING MILLS Page 92 .

INTERPRETATION: The table shows that 52% of the respondents are expressing that both financial and nonfinancial incentives will equally motivate them. 18% are expressing non-financial incentives motivates and 30% respondents says we only motivated through monetary incentives only 1) What factor De-motives you at work place? a) b) c) Job profile Company policy Work environment (Table 4.3) Particulars Job profile Company policy NAHAR SPINNING MILLS No.1. of Respondents 14 16 Percentage 28 32 Page 93 .

1. How far you are satisfied with the incentives provided by the organizations? a) Highly satisfied b) Satisfied NAHAR SPINNING MILLS Page 94 . From this it can be concluded that work environment and company policy are de-motives at work place.Work environment 20 Total 50 40 100 INTERPRETATION: The table shows that 40% of the respondents are de-motives with work environment and 32% with company policy and 28% of the respondents are de-motives with job profile.

of Respondents 18 29 3 0 0 50 Percentage 36 58 6 0 0 100 INTERPRETATION: NAHAR SPINNING MILLS Page 95 .4) Particulars Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total No.1.c) Neutral d) Dissatisfied e) Highly dissatisfied (Table 4.

The table shows that 36% of the respondents are highly satisfied and 58% of the respondents are satisfied with incentives provided by the organization so we can conclude most of the employees are satisfied with the incentives provided by the organization.5) Particulars Yes No Never Total No. of Respondents 32 10 8 50 Percentage 64 20 16 100 INTERPRETATION: NAHAR SPINNING MILLS Page 96 . 2. a) b) c) Does your Job improve your skills and abilities? Yes No Never (Table 4.1.

64% of the respondents are agreed that their job improves their skills and abilities and 20% of the respondents agreed that their skills and abilities are not improves. It can be conclude that their job improves their skills and abilities. 3. of Respondents 32 12 6 50 Percentage 64 24 12 100 NAHAR SPINNING MILLS Page 97 .6) Particulars Influence Does not influence No opinion Total No.1. a) b) c) Do you think that the incentives and other benefits will influence your performance? Influence Does not influence No opinion (Table 4.

6. Management is really interested in motivating the employees? a) Agree b) Disagree c) Neutral Particulars Agree Disagree Neutral total No.24% respondents says they are not influence their performance and 12% respondents did not say any opinion. of respondents 25 18 7 50 Percentage 50 36 14 100 NAHAR SPINNING MILLS Page 98 .INTERPRETATION: The table shows that 64% of the respondents those incentives and other benefits will influence their performance.

So it can be concluded that management is really interested in motivate the employees in organization. of Respondents 47 0 3 50 Percentage 94 0 6 100 NAHAR SPINNING MILLS Page 99 . 7. Does the management involve you in the decision making which are connected to your department? a) YES b) No c) Occasionally Particulars Yes No Occasionally TOTAL No.INTERPRETATION: From the above table 50% of the employees are agreed that the management is really interested in motivating the employees and 36% of the employees are disagreed and 14% are neutral.

INTERPRETATION: The table shows 94% of the respondents agree that they the management involves them in decision making which are connected their department. Do you enthusiastic about your work? a) Always b) Sometimes c) Never Particulars Always Sometimes Never TOTAL No. 8. of Respondents 15 30 5 50 Percentage 30 60 10 100 NAHAR SPINNING MILLS Page 100 .

Are you encouraged to come up with new and better ways of doing things? a) Strongly agree b) agree c) Neutral d) Disagree e) Strongly disagree Particulars Strongly agree agree Neutral Disagree Strongly disagree TOTAL No. 9. we can conclude that 60% of the respondents agreed that they feel enthusiastic some times in their work. of Respondents 20 10 12 8 0 50 40 20 24 16 0 100 Percentage NAHAR SPINNING MILLS Page 101 .INTERPRETATION: From the above table.

INTERPRETATION: From the above table we can conclude that 40% of the employees agreed that they are encouraging to come up with new and better ways of doing things. Have you been promoted at work in the last six months? a ) Yes b) No Particulars Yes No Total No. of Respondents 18 32 50 Percentage 36 64 100 NAHAR SPINNING MILLS Page 102 . 10.

Are you adequately recognized for your good work? a) b) c) Agree Disagree neutral Particulars Agree NAHAR SPINNING MILLS No.INTERPRETATION: The table shows that 64% of the employees are not promoted from the last six months and 36% of the employees are promoted. 11. From this we can conclude that most of the employees are not promoted. of Respondents 28 Percentage 56 Page 103 .

Rank the following factors which motivates you the most? NAHAR SPINNING MILLS Page 104 . 12.Disagree Neutral Total 10 12 50 20 24 100 INTERPRETATION: The figure shows that 56% of the employees agreed that they are recognized for good work and 20% are disagreed and 24% respondents are neutral. So it can conclude that most of the employees recognized by their good work.

3. 4… respectively) No. 1 2 3 4 5 Factors Salary increase Promotion Leave Motivational talks `reorganization Rank Particulars Salary increase Promotion Leave Motivational talks recognization Total No. of Respondents 21 15 3 5 6 50 Percentage 42 30 6 10 12 100 NAHAR SPINNING MILLS Page 105 . 2.(Rank 1.

INTERPRETATION: The table shows that 42% of the respondents are responding that the increase in salary will motivate them the most. Have you been nominated for training & development programmers for the last 6 months? a) Yes b) No Particulars Yes No Total No. of Respondents 30 20 50 Percentage 60 40 100 INTERPRETATION: NAHAR SPINNING MILLS Page 106 . 13.

Does the management provide continuous feed back in solving work related problems? a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree Particulars Strongly agree Agree Neutral Disagree Strongly Disagree TOTAL Number of Respondents 14 16 9 5 6 50 Percentage 28 32 18 10 12 100 INTERPRETATION: NAHAR SPINNING MILLS Page 107 . 14.The table shows that 60% of the respondents are expressing that they are nominated for training and development programme in the organization for the last 6 months.

It can be concluded that most of the respondents are satisfied with their job. NAHAR SPINNING MILLS Page 108 . Overall are you satisfied with your job? a) Yes b) No Particulars Yes No TOTAL Number of Respondents 28 22 50 Percentage 56 44 100 INTERPRETATION: The figure shows that 56% of the respondents are satisfied with their job and only 44% of the respondents agreed that they are not satisfied with their job. 15.The table shows that 28% of respondents strongly agreed and 32% agree that they are getting feedback from management and 20% are neutral and 10% are disagree that they are not getting feedback from the management.

Majority of the employees agreed that there job security to their present job. • • The employees are really motivated by the management. • • • • The study reveals that there is a good relationship exists among employees. LUDHIANA.FINDINGS The findings of the study are follows • • The NAHAR SPINNING MILLS. The employees are satisfied with the present incentive plan of the company Most of the workers agreed that the company is eager in recognizing and acknowledging their work. The company is providing good safety measures for ensuring the employees safety.has a well defined organization structure. From the study it is clear that most of employees agrees to the fact that performance Page 109 NAHAR SPINNING MILLS . There is a harmonious relationship is exist in the organization between employees and management.

The study reveals that increase in the salary will motivates the employees more. so the company should try to improve performance appraisal system. it can improve the productivity level of the employees.• • • Appraisal activities and support from the co-workers in helpful to get motivated. The incentives and other benefits will influence the performance of the employees SUGGESTIONS The suggestions for the findings from the study are follows • Most of the employees agree that the performance appraisal activities are helpful to get motivated. Organization should give importance to communication between employees and gain co-ordination through it. Better carrier development opportunities should be given to the employees for their improvement If the centralized system of management is changed to a decentralized one. The study on employee NAHAR SPINNING MILLS Page 110 .is found effective but not highly effective. so that they can improve their performance. LUDHIANA. then there would be active and committed participation of staff for the success of the organization CONCLUSION The study concludes that. • • • Skills of the employees should be appreciated. • • Non financial plans should also be implemented. the motivational program procedure in NAHAR SPINNING MILLS.

they work well and only if they work well the organization is going to benefit out it. Steps should be taken to improve the motivational programs procedure in the future. Only if the employees are properly motivated. Managing Human Resources. Cases and games. The suggestions of this report may help in this direction. cook and Phillip L. 4th edition. Organizational Behaviour.Hunsaker. The organization can still concentrate on specific areas which are evolved from this study in order to make the motivational programs more effective. Macgraw-Hill Irwin NAHAR SPINNING MILLS Page 111 . 2006. TMH K. Cascio 2006.Text. 2006. The performance appraisal activities really play a major role in motivating the employees of the organization. Management and Organizational Behaviour. TMH.motivation highlighted so many factors which will help to motivate the employees. 2006. Aswathappa. The study was conducted among 50 employees and collected information through structured questionnaire. The Study helped to findings. programs which are provided in the organization.Aswathappa. Human Resource Management. Himalaya Publishing House Curtis w. Bibliography BOOKS REFFERED • • • • Wayne F. which were related with employee motivational. It is a major factor that makes an employee feels good in his work and results in his satisfaction too.

google. IBS – Mumbai WEB REFERENCES: • • • • www.syndicatebank. HRM Review July 2010. humanresources.com www. and DN Venkatesh-2006.com www.G C NAG Adjunct Professor.co. Oxford University press.• • Jyothi P.in www.about.com QUESTIONNAIRE Employee Name: Age: Sex: NAHAR SPINNING MILLS Page 112 . by Dr. motivationnaukrihub. Human Resource Management.

Designation: Department/Branch: Marital status: Salary: 1. Which Type Of Incentives Motivate You More? a) Monetary Incentives b) Non.Financial Incentives c) Both 2. Does your job improve your skills and abilities? a) Yes NAHAR SPINNING MILLS Page 113 . What factor de-motivates you at work place? a) Job profile b) Company policy c) Work environment 3.? a) Highly satisfied b) satisfied c) neutral 4.How far you are satisfied with the incentives provided by the organisation.

b) No c) Never

5. Do you think that the incentives and other benefits will influence your performance? a) Influence b) Does not influence c) No opinion 6. Management is really interested in motivating the employees? a) Agree b) Disagree c) Neutral

7. Does the management involve you in the decision making which are connected to your department? a) Yes b) No c) Occasionally 8. Do you enthusiastic about your work? a) Always b) Sometimes c) Never 9. Are you encouraged to come up with new and better ways of doing things?
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a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree

10. Have you been promoted at work in the last six months? a) Yes b) No

11. Are you adequately recognized for your good work? a) Agree b) Disagree c) Neutral

12. Rank the following factors which motivates you the most? (Rank 1, 2, 3, 4… respectively) No. 1 2 3 4
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Factors Salary increase Promotion Leave Motivational talks

Rank

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5

`reorganization

13. Have you been nominated for training & development programmes for the last 6 months? a) Yes b) No

14. Does the management provide continuous feed back in solving work related problems? a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree

15. Overall are you satisfied with your job? a) Yes b) No

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Thank You……… Signature NAHAR SPINNING MILLS Page 117 .