A

CHAPTER-1

COMPANY PROFILE

IGP GROUP
The IGP Group of companies was established in 1955, and today it provides over 50 products
and services. The group's products are well accepted both in the domestic as well as in the
international

markets.

The group's manufacturing facilities are spread over 13 factories. These factories use state of the
art manufacturing techniques and are equipped with up to date testing facilities to provide good
quality products to their customers.
IGP Engineers Pvt. Ltd, INSAP Engineers Pvt. Ltd, ARUDRA Engineers Pvt. Ltd, CORI
Engineers Pvt. Ltd, LONESTAR Industries & V.P. Engineers are all ISO Accredited Companies.
IGP group cultivates long term relationships with their customers through custom designed
world class products and services.

IGP ENGINEERS PVT LTD

IGP Engineers is the flagship company of the IGP group. A pioneer in sealing technology, IGP is
a leading manufacturer and exporter of all types of industrial gaskets including Spiral Wounds,
Ring Joints, Cam profiles, Insulation gasket kits and Monolithic Insulation Joints. Established in
the year 1955, they have more than 55 years of experience in the industry and are continuously
growing and evolving with the most sophisticated technology. Leading by example and not
compromising on quality, IGP Engineers is the first Indian gasket company to get the ISO/API
accreditation.
The Corporate Headquarters, Engineering, Manufacturing and Marketing facilities are at
Chennai, India. They also have their marketing offices at Mumbai, New Delhi and Kolkata in
India. IGP has a global customer base and their products are exported to 43 countries worldwide.
This includes countries like UK, US, Norway and Germany to name a few.
The main focus is on Oil & Gas, Power industry, Refineries and Petro chemical industries. Inhouse Machine Building, Tooling and Computer Aided Design add strength to their company.

The products are designed and engineered to customer specifications by a team of highly
motivated people.
Gaskets are supplied for both project installations and maintenance replacements. Customers rely
on them for the best quality products and services provided in a competitive, timely and efficient
manner.
The gaskets are popularly known under the brand name

ARUDRA ENGINEERS
Arudra Engineers an ISO 9001:2008 certified Company is a member of IGP group of Companies
based in Chennai, India. It is the manufacturer of specialty chemicals and pure potassium
bromated acid, corrosion inhibitors for various acids.
CORI ENGINEERS PVT LTD
CORI belongs to the IGP group of companies based in Chennai (Madras), India. It is known for
Rubber Expansion joints, Rubber Moulded Components and Rubber Lining service for anticorrosive and abrasion resistance applications.
Established 50 Years ago, the IGP group has carved a niche in the industrial scene in the country.
CORI specializes in the field of Rubber Products and Services activities for over 25 years. They
have 3 manufacturing units for rubber products with complete infrastructure and essential testing
facilities.
The products of CORI are marketed in the brand name CORIRUBBER

LONESTAR INDUSTRIES
LONESTAR INDUSTRIES, a part of IGP Group, are professionally managed Engineering
Organization based at Chennai, India.
LONESTAR INDUSTRIES with more than two decades of existence, experience and expertise
have complete facilities to Design, Engineer, Manufacture and Test and Supply all types of Metal
Expansion Joints / Bellows.
They are the largest manufacturer in this field in India by value and volume. They enjoy the
Status of Dependability from several Customers / Users spread across the nation and also
overseas.

INSAP ENGINEERS
INSAP Engineers PVT Ltd is a leading manufacturer of Hose Assemblies in India, for over
three decades. Their hose assemblies have been used as original fitment by M/s Bharat Earth
movers Ltd. (Komatsu, Wabco), Ashok Leyland Ltd., Caterpillar (India).Pvt.Ltd., L&T Case
Ltd., Revathy Equipments Ltd., Ingersoll Rand, L&T-Demag and many other OEMs.
INSAP is a leading international supplier of Hydraulic fittings and Adaptors, and caters to many
assemblers. With connection across the country and around the world, the company has expertise
and experience to fulfill orders promptly and precisely, regardless of the location. INSAP
currently maintains huge stock of end fittings and offers faster deliveries.
The entire line of product is backed with unparalleled customer service, technical assistance,
prompt shipment of product and commitment to sell through assemblers / distributors. No one
knows fittings better than the people at "INSAP". Their years of experience and dedication give
the company an edge that very few suppliers can offer.

VP ENGINEERS

VP Engineers started its journey in the name of VALQUA PRODUCTS, in 1984, as an Injection
Moulding arm of IGP Group of Companies, under the dynamic leadership of Founder of IGP
Group of Companies, Late Shri. V. Narayanaswamy. With the Vision of their Chairman of IGP
Group of Companies Mr. V. Krishnaswamy, VP Engineers evolved as an Engineering Enterprise
picking every nuances in the art of Manufacturing Products using Different Manufacturing
processes with different materials in Metal, Plastic & Rubber.
VP Engineers continuously aims to provide products & services of customers needs. A
consistently innovative organization always brings out new products & services keeping with the
pulse of the end users. VP Engineers products match the quality standards of Japanese with the
German precision at Indian Price.

PRODUCTS OF IGP GROUP:

SPIRAGET industrial gaskets manufactured by IGP Engineers Private Limited

are market leaders in their category in India.

CORIRUBBER Rubber Expansion joints, Anti Vibration Mounts and Rubber

Linings are increasingly popular.

LONESTAR metal expansion joints are leading players in the Expansion joint
industry.

INSAPFLEX hose assemblies are very popular with heavy vehicle and Earth
Moving Equipment manufacturers.

ARUDRA is well known for its conveyor equipment and bullet cleaning of
condensers.

ARUCHEM has made great strides in high pressure boiler cleaning.

Plastic injection moulding facilities at VP Engineers are on par with the best in the
country.

CHAPTER-2

2.1: NEED FOR THE STUDY

Motivation is an important tool in the hands of the manager for inspiring the work force and
making them to do work with enthusiasm and willingness .If its an important function of the
management to motivate the people working in the organization to perform the work assigned to
them effectively and efficiently. The management has to understand the Human behavior if it has
to provide maximum motivation to the personnel. Motivation is something that moves a person
into action and continues him in the course of action enthusiastically. The role of Motivation is to
develop and intensify the desire in every member of organization to work effectively and
efficiently in his position.
The main aim of this study is to find out the employee motivation in IGP Private ltd, Chennai as
motivation is an important factor which increases the desire willingness and enthusiasm in
workers, to apply their great potentialities for the achievement of common goals.

2.2: OBJECTIVES OF THE STUDY

Primary objective:
To study the motivation level of employees.

Secondary Objectives:

To study the effectiveness of the techniques adopted by the company in employee

motivation.
To study about the benefits and facilities provided to the employees.
To learn the employees satisfaction on the interpersonal relationship exists in the
organization.

2.3: SCOPE OF THE STUDY

It is always essential for a concern to access its strategies and reshape its destiny. It is necessary
for every organization to study the different aspects that affects the organization development.
Every study has a clear and specific scope.
The scope of this study is limited to IGP Engineers Pvt. Ltd. In this survey the emphasis is on the
motivation of employees. The scope of the study involves the preparation of questionnaire and
data of the company.

2.4: RESEARCH METHODOLOGY

The procedures by which researchers go about their work of describing, explaining and
predicting phenomena are called methodology. Methods comprise the procedures used for
generating, collecting and evaluating data. Methods are ways of obtaining information useful for
assessing explanations.
RESEARCH DEFINITION:
The definition of research given by Creswell is "Research is a process of steps used to
collect and analyze information to increase our understanding of a topic or issue". It consists of
three steps: Pose a question, collect data to answer the question, and present an answer to the
question.
Research Design:
The type of research chosen for the study is descriptive research. In descriptive research various
parameters will be chosen and analyzing the variations between these parameters. This was done
with an objective to find out the motivation level of the employees.
Data Sources:
The data collected for the study is mainly through the distribution of questionnaire; to be precise
the data collected for study was both primary and secondary sources.
Primary Data:
Primary data is the information collected for the first time; there are several methods in which
the data is complied. In this project it was obtained by mean of questionnaires. Questionnaire
was prepared and distributed to the employees.
Secondary Data:
Secondary data needed for conducting research work were collected from company
websites, library and search engines.

Research Instrument:
In this study the primary data was collected by survey technique. In this we distributed the
questionnaires to the respondents. The researcher structured the questionnaire in the form of:
1. Close Ended Questions
2. Multiple Choice Questions
Questionnaire:
A questionnaire is a sheet of paper containing questions relating to contain specific aspect,
regarding which the researcher collects the data. Because of their flexibility the questionnaire
method is by far the most common instrument to collect primary data. The questionnaire is given
to the respondent to be filled up.
Sampling Design:
Sampling design is to clearly define set of objective, technically called the universe to be studied.
Sampling technique used is simple random sampling method.
Sample Size:
This refers to the number of items to be selected from the universe to constitute a sample. The
sample size for this study was taken as 50.
Statistical Tools Used:
The data collected was analyzed by employing the following statistical technique:
Percentage analysis:
Percentage refers to special kind of ration. It is used in making comparison between two or more
series of data. It is used to describe relationship. It is used to analyses the data. Bar charts, pie
charts were used to explain tabulation clearly.
Formula:
Percentage (%) =

number of respondents
X 100
Total number of respondents

2.5: LIMITATIONS OF THE STUDY:

As the respondents were busy with their work, it was difficult for the researcher to

meet the respondents and gain information.

The study was limited to a short period only.
The data depends totally on the respondents view, which may be biased.
In this study the sample size is 50.
The findings of the study cannot be applied to all other fields since it lacks
external validity.

CHAPTER-3

CONCEPTUAL REVIEW

3.1: MOTIVATION:
DEFINITION
Employee motivation is a reflection of the level of energy, commitment, and creativity that a
company's workers bring to their jobs.
"Psychological forces that determine the direction of a person's behavior in an organization, a
person's level of effort and a person's level of persistence". G. Jones and J. George from the book
"Contemporary Management."

OBJECTIVES
Main Objectives of Employee Motivation are as follows:
1. The purpose of motivation is to create condition in which people are willing to work with
zeal, initiative. Interest, and enthusiasm, with a high personal and group moral
satisfaction with a sense of responsibility.
2. To increase loyalty against company.
3. For improve discipline and with pride and confidence in cohesive manner so that the goal
of an organization are achieved effectively.
4. Motivation techniques utilized to stimulate employee growth.
5. For the motivation you can buy mans time. Physical presence at a given place.
6. You can even buy a measured number of skilled muscular motions per hour or day.
7. Performance results from the interaction of physical, financial and human resource.
8. For the achieving a desired rate of production.

IMPORTANCE OF EMPLOYEE MOTIVATION

The workforce will be better satisfied if the management provides them with
opportunities to fulfill their physiological and psychological needs. The workers will
cooperate voluntarily with the management and will contribute their maximum towards
the goals of the enterprise.

Workers will tend to be as efficient as possible by improving upon their skills and
knowledge so that they are able to contribute to the progress of the organization. This will
also result in increased productivity.

The rates of labors turnover and absenteeism among the workers will be low.

There will be good human relations in the organization as friction among the workers
themselves and between the workers and the management will decrease.

The number of complaints and grievances will come down. Accident will also be low.

There will be increase in the quantity and quality of products. Wastage and scrap will be
less. Better quality of products will also increase the public image of the business.

FACTORS THAT MOTIVATES EMPLOYEES

Empowerment:
Feeling trusted and empowered is a tremendous motivator.
Growth:
Feeling that they are growing and developing personally
Inclusion:

To belong is a fundamental need, whether as a member of a family, peer group, network, team
or company. Its human nature to want to be on the inside, not the outside.

Purpose:
Today people care more about what happens tomorrow, and want to contribute to ensuring the
future of our children, and the health of our communities and planet.
Trust:
The fabric that holds it all together and makes it real is trust.

MOTIVATION CONCEPTS
Intrinsic motivation
Intrinsic motivation refers to motivation that is driven by an interest or enjoyment in the task
itself, and exists within the individual rather than relying on any external pressure. Intrinsic
Motivation is based on taking pleasure in an activity rather working towards an external reward.
Extrinsic motivation
Extrinsic motivation refers to the performance of an activity in order to attain an outcome,
which then contradicts intrinsic motivation. Extrinsic motivation comes from outside of the
individual. Common extrinsic motivations are rewards like money and grades, coercion and
threat of punishment. Competition is in general extrinsic because it encourages the performer to
win and beat others, not to enjoy the intrinsic rewards of the activity. A crowd cheering on the
individual and trophies are also extrinsic incentives.
Social psychological research has indicated that extrinsic rewards can lead to over justification
and a subsequent reduction in intrinsic motivation. In one study demonstrating this effect,
children who expected to be (and were) rewarded with a ribbon and a gold star for drawing
pictures spent less time playing with the drawing materials in subsequent observations than

children who were assigned to an unexpected reward condition. For those children who received
no extrinsic reward, Self-determination theory proposes that extrinsic motivation can be
internalized by the individual if the task fits with their values and beliefs and therefore helps to
fulfill their basic psychological needs.

TYPES OF EMPLOYEE MOTIVATION

Understanding employee motivation is necessary to the success of a company. By knowing what
encourages an employee to do his or her job, a company will be able to implement different
policies to increase the performance of the workers.
In order to understand employee motivation, one must realize that people are different. This
means that different things motivate different employees.

Achievement
One type of employee motivation is achievement. In this type of employee motivation, the
worker is driven by the goal itself. This in a sense is like climbing a mountain because the
mountain is there.
Employers often make use of this by presenting challenges to the employees.
In making use of this type of employee motivation employers often include incentives such as a
promotion or cash. However, for the employees, the incentive is only a bonus to the
achievement.
Advancement
For some employees, their motivation is the prospect of rising up in the ranks of the corporation.
They work hard in order to catch the eye of the boss and probably get a promotion. This type of
employee motivation is characterized by ambition.
Of course, there are times when this type of employee motivation can be dangerous. Sometimes,
superiors may find their jobs in danger because of an advancement-motivated employee.

However, if handled properly, an employee whose motivation is advancement can be the best in
the business. As such, this type of employee motivation should be handled carefully.
Pressure
Some employees work harder under pressure. This employee motivation is rarely manifested
consciously in a worker. It is often the case that an employee unknowingly piles pressure on him
or her and this pressure pushes them to work harder.
Sometimes, pressure is used by and employee to see just how far he or she would be able to go.
However, this type of employee motivation can have some very negative results, considering the
fact that every person has a limit. In fact, it often ends up in a breakdown of some sort.
Fear
This is one of the most commonly used employee motivation techniques. Employees are often
threatened with termination if they fail to meet certain objectives. Of course, if an employee does
not handle pressure very well, this type of employee motivation technique could be detrimental
to his or her work performance.
The key to the best employee motivation technique is balance. You need to understand that
people have different preferences. Since it is virtually impossible to meet every employees
motivation needs, you must develop a technique that incorporates all of the elements of
employee motivation. In doing so, you will be able to ensure your companys continued growth.

CHAPTER-4

DATA ANALYSIS AND

INTERPRETATION

Table 4.1.1: Age of the respondents

S. No
1.
2.
3.
4.

Options
Below 25
25 to 35
36 to 40
41 and above
Total

No. of respondents
9
29
5
7
50

Percentage (%)
18
58
10
14
100

INFERENCE:
The above table inferred the age of the respondents. 58% of the employees fall under the age
group of 25-30, 18% of the employees fall under 25, 14% of employees fall under 41 and above
and 10% employees fall under the age group of 36-40.

Chart 4.2.1: Age of the respondents

30

25

20

15

10

0
Below 25

25 to 35

36 to 40

41 and above

Table 4.1.2: Experience of the respondents

S. No
1.
2.
3.
4.

Options
Below 1 year
1 to 4 year
5 to 10 year
Above 10 years
Total

No. of respondents
4
25
13
8
50

Percentage (%)
8
50
26
16
100

INFERENCE:
The above table shows the experience of the respondents. 50% of the employees have attained
1-4 year of experience , 26% of the employees have attained 5-10 years of experience, 16% of
employees are have experience above 10 years and 8% of them are below 1 year.

Chart 4.2.2: Experience of the respondents

Above 10 years

5 to 10 year

1 to 4 year

Below 1 year

10

Table 4.1.3 Education of the respondents:

15

20

25

S. No
1.
2.
3.

Options
UG
PG
Others
Total

No. of respondents
23
24
3
50

Percentage (%)
46
48
6
100

INFERENCE:
The above table inferred the education of the respondents. 48% of the respondents have
completed PG, 46% of the respondents have completed UG, 6% of the respondents have not
completed.

Chart 4.2.3: Education of the respondent

25

20

15

10

0
UG

PG

Others

Table 4.1.4: Employee motivation with regard to increments given to

employees
NO. OF
S.NO
1
2
3
4
5

PARTICULARS
Strongly agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree
Total

RESPONDENTS
12
32
4
2
0
50

PERCENTAGE
24
64
8
4
0
100

INFERENCE:
The above table shows about the motivation level of the employees regarding the salary
increments given to them. 64% of the employees agree with it, 24% of the employees strongly
agree, 8% of them are neutral and 4% strongly disagree.

CHART: 4.2.4: Employee motivation with regard to increments given to

employees

35
30
25
20
15
10
5

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Table.4.1.5: Financial incentives motivates more than non-financial

NO. OF
S.NO
1

PARTICULARS
Strongly Agree

RESPONDENTS
0

PERCENTAGE
0

2
3
4
5

Agree
Neither agree nor disagree
Strongly disagree
Disagree
Total

28
14
8
0
50

56
28
16
0
100

INFERENCE:
The above table shows about the types of incentives that motivates the employees financial or
non-financial. 56% of the employees agree with it, 28% of the employees are neutral, 16% of
them strongly disagree.

CHART 4.2.5: Financial incentives motivates more than non-financial

Strongly Agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree

Table.4.1.6: Satisfaction with regard to salary drawing at present

NO. OF
S.NO
1
2

PARTICULARS
Strongly agree
Agree

RESPONDENTS
2
34

PERCENTAGE
4
68

3
4
5

Neither agree nor disagree

Strongly disagree
Disagree
Total

10
4
0
50

20
8
0
100

INFERENCE:
The above table shows about the level of satisfaction with regard to salary given to them. 68%
of the employees agree with it, 20% of them are neutral, 8% strongly disagree and 4% of the
employees strongly agree.

CHART:4.2.6: Satisfaction with regard to salary drawing at present

Strongly agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree

Table.4.1.7: Satisfaction with regard to lunch breaks, rest breaks, and leaves
provided
NO. OF
S.NO

PARTICULARS

RESPONDENTS

PERCENTAGE

1
2
3
4
5

Strongly agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree
Total

4
34
12
0
0
50

8
68
24
0
0
100

INFERENCE:
The above table shows about the satisfaction level of employee with their break timings. 68%
of the employees agree with it, 24% of them are neutral and 8% of the employees strongly agree.

CHART:4.2.7: Satisfaction with regard to lunch breaks, rest breaks, and leaves

provided

Strongly agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree

Table.4.1.8: Table showing good physical working conditions providing in the

organization.
NO. OF
S.NO
1

PARTICULARS
Strongly agree

RESPONDENTS
4

PERCENTAGE
8

2
3
4
5

Agree
Neither agree nor disagree
Strongly disagree
Disagree
Total

36
10
0
0
50

72
20
0
0
100

INFERENCE:
The above table shows the motivation level of the employees with regard to good working
conditions of the organization. 72 % of the employees agree with it, 20% of them are neutral and
8% of the employees strongly agree.

CHART:4.2.8: Good physical working conditions are provided in the

organization.

Strongly agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree

Table.4.1.9: Opinion of the employees with regard to job security

NO. OF
S.NO

PARTICULARS

RESPONDENTS

PERCENTAGE

1
2
3
4
5

Strongly agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree
Total

10
36
4
0
0
50

20
72
8
0
0
100

INFERENCE:
The above table shows the opinion of the respondents on job security. 72% of the employees
agree with it, 8% of them are neutral and 20% of the employees strongly agree.

CHART:4.2.9: Opinion of the employees with regard to job security

Strongly agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree

Table.4.1.10: Retirement benefits available are sufficient.

NO. OF
S.NO
1
2
3
4
5

PARTICULARS
Strongly agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree
Total

RESPONDENTS
12
30
8
0
0
50

PERCENTAGE
24
60
16
0
0
100

INFERENCE:
The above table shows the opinion regarding retirement benefits provided by organization. 60%
of the employees agree with it, 16% of them are neutral and 24% of the employees strongly
agree.

CHART:4.2.10: Retirement benefits available are sufficient.

Strongly agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree

Table.4.1.11: Satisfaction with regard to Medical benefits provided.

NO. OF
S.NO

PARTICULARS

RESPONDENTS

PERCENTAGE

1
2
3
4
5

Strongly agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree
Total

6
32
12
0
0
50

12
64
24
0
0
100

INFERENCE:
The above table shows opinion of the respondents regarding medical benefits. 64% of the
employees agree with it, 24% of them are neutral and 12% of the employees strongly agree.

CHART:4.2.11: Satisfaction with regard to Medical benefits provided.

Strongly agree
Agree
Neither agree nor
disagree
Strongly disagree
Disagree

Table.4.1.12: Table showing Visibility with top management.

NO. OF
S.NO
1
2

PARTICULARS
Strongly agree
Agree

RESPONDENTS
6
38

PERCENTAGE
12
76

3
4
5

Neither agree nor disagree

Strongly disagree
Disagree
Total

6
0
0
50

12
0
0
100

INFERENCE:
The above table shows the opinion of the employees relationship with the top manager. 76% of
the employees agree with it, 12% of them are neutral and 12% of the employees strongly agree.

CHART:4.2.12: Chart showing Visibility with top management.

Strongly agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree

Table.4.1.13: Table showing superior recognizes the work done in the

organization.

NO. OF
S.NO
1
2
3
4
5

PARTICULARS
Strongly agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree
Total

RESPONDENTS
8
30
12
0
0
50

PERCENTAGE
16
60
24
0
0
100

INFERENCE:
The above table shows opinion of the employee about the recognition of him from the superior.
60% of the employees agree with it, 24% of them are neutral and 16% of the employees strongly
agree.

CHART:4.2.13: Chart showing superior recognizes the work done in the

organization.

Strongly agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree

Table.4.1.14: Table showing the job gives good status in the organization.
NO. OF
S.NO
1

PARTICULARS
Strongly agree

RESPONDENTS
12

PERCENTAGE
24

2
3
4
5

Agree
Neither agree nor disagree
Strongly disagree
Disagree
Total

34
4
0
0
50

68
8
0
0
100

INFERENCE:
The above table shows the status the employee gets from the job. 68% of the employees agree
with it, 8% of them are neutral and 24% of the employees strongly agree.

CHART:4.2.14: Chart showing the job gives good status in the organization..

Strongly agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree

Table.4.1.15: Satisfaction with regards to responsibility and role in my work.

NO. OF

S.NO

PARTICULARS

RESPONDENTS

PERCENTAGE

1
2
3
4
5

Strongly agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree
Total

10
38
2
0
0
50

20
76
4
0
0
100

INFERENCE:
The above table shows the satisfaction of the employee with the responsibility and the role of
his work. 76% of the employees agree with it, 4% of them are neutral and 20% of the employees
strongly agree.

CHART:4.2.15: Satisfaction with regards to responsibility and role in my

work.

40
35
30
25
20
15
10
5

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Table.4.1.16: Table showing the quality of the relationships in the informal

workgroup.

NO. OF
S.NO
1
2
3
4
5

PARTICULARS
Strongly agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree
Total

RESPONDENTS
0
44
6
0
0
50

PERCENTAGE
0
88
12
0
0
100

INFERENCE:
The above table shows the relationship in the informal work group. 88% of the employees agree
with it, 12% of them are neutral.

CHART:4.2.16:Chart showing the quality of the relationships in the informal

workgroup.

45
40
35
30
25
20
15
10
5

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re
e

Table.4.1.17: Satisfaction with regard to support from the HR department.

NO. OF
S.NO

PARTICULARS

RESPONDENTS

PERCENTAGE

1
2
3
4
5

Strongly agree
Agree
Neither agree nor disagree
Disagree
Strongly disagree
Total

4
36
6
4
0
50

8
72
12
8
0
100

INFERENCE:
The above table showing the satisfaction level of the respondents regarding the support
provided by the HR department. 72% of the employees agree with it, 12% of them are neutral
and 8% of the employees strongly agree.

CHART:4.2.17: Satisfaction with regard to support from the HR department.

40
35
30
25
20
15
10
5

D
is
ag
re
e

di
sa
gr
ee
St
ro
ng
ly

ei
th
er

ag
re
e

no
rd
is
ag
re
e

Ag
re
e

St
ro
ng
ly

ag
re
e

Table.4.1.18: Table showing fare amount of team spirit in the organization.

NO. OF
S.NO

PARTICULARS

RESPONDENTS

PERCENTAGE

1
2
3
4
5

Strongly agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree
Total

0
34
10
6
0
50

0
72
20
12
0
100

INFERENCE:
The above table shows the team spirit in the organization among the employees. 72% of the
employees agree with it, 20% of them are neutral and 12% of the employees strongly disagree.

CHART:4.2.18: Table showing fare amount of team spirit in the organization.

Strongly agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree

Table.4.1.19: Table showing the best performance in my job.

NO. OF
S.NO
1

PARTICULARS
Strongly agree

RESPONDENTS
16

PERCENTAGE
32

2
3
4
5

Agree
Neither agree nor disagree
Strongly disagree
Disagree
Total

32
2
0
0
50

64
4
0
0
100

INFERENCE:
The above table shows the opinion of the employees about being the best at their job . 64% of
the employees agree with it, 4% of them are neutral and 32% of the employees strongly agree.

CHART:4.2.19: Table showing the best performance in my job.

35
30
25
20
15
10
5

D
is
ag
re
e

di
sa
gr
ee
St
ro
ng
ly

ei
th
er

ag
re
e

no
rd
is
ag
re
e

Ag
re
e

St
ro
ng
ly

ag
re
e

Table.4.1.20: Table showing schedule of work with regard to job related

decision.
NO. OF

S.NO

PARTICULARS

RESPONDENTS

PERCENTAGE

1
2
3
4
5

Strongly agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree
Total

6
30
12
2
0
50

12
60
24
4
0
100

INFERENCE:
The above table showing the satisfaction level of the respondents regarding the support
provided by the HR department . 60% of the employees agree with it, 24% of them are neutral
12% of the employees strongly agree and 4% of them strongly disagree.

CHART:4.2.20: Chart showing the best performance in my job.

Strongly agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree

Table.4.1.21: Table showing opportunities for advancement in this

organization.

NO. OF
S.NO
1

PARTICULARS
Strongly agree

RESPONDENTS
0

PERCENTAGE
0

2
3
4
5

Agree
Neither agree nor disagree
Strongly disagree
Disagree
Total

44
6
0
0
50

88
12
0
0
100

INFERENCE:
The above table shows the opportunities available in the organization for advancement . 88% of
the employees agree with it, 12% of them are neutral.

CHART:4.2.21: Chart showing opportunities for advancement in this

organization.

N
ei
th
er

Ag
re
e

ag
re
e

D
is
ag
re
e

di
sa
gr
ee

no
rd
is
ag
re
e

St
ro
ng
ly

ag
re
e

St
ro
ng
ly

45

40

35

30

25

20

15

10

CHAPTER-5

5.1: FINDINGS:

The study found that 64% of employee motivation with regard to increments given to
employees

About 56% of the employees agree that financial incentives motivate them than nonfinancial incentives.

68% employees are satisfied with salary drawings at present.

68% employees are satisfied with regards to the lunch breaks, rest breaks and leaves
provided by the organization.

Majority 72% of the employees agree good working conditions are provided in the
organization.

Majority 72% of the respondents are satisfied with the opinion of the job securities
provided.

Most of the respondents 60% agree that the retirement benefits available are sufficient.

Most of the respondents 64% of them agree that the medical benefits provided are
satisfactory.

Majority 76% of the respondents are satisfied with the responsibility and role of their
work.

Majority 76% of the respondents visibility with top management are considered
important.

Most of the respondents 60% feel superior recognizes work in the organization.

68% of the respondents feels the job gives a good status in the organization

76% of the respondents are satisfied with regard to responsibility and role they perform.

Majority 88% of the respondents quality of relationship in informal workgroup.

72% of respondents are satisfied with the support from the HR department.

Majority of the respondents 72% shows fare amount of team spirit in the organization.

Most of the respondents 64% show the best performance in their job.

60% of the respondents feel schedule of work with regards to job related decisions.

Majority 88% of the respondents opportunities for advancement in the organization.

CHAPTER-6

6.1: SUGGESTIONS AND RECOMMENDATIONS:

IGP Engineers pvt ltd has highly Motivated Employees. Motivation of employees can still be
increased so as to increase the efficiency and satisfaction of work. Some of the areas that can be
improved are:

Employee- employer relations: The employer should make effort to talk to the employees
and share his/her view on various topics. Employer should encourage and support the

employee.
Employee- employee relation: Only a few of the employees trust their co-workers,
therefore this area needs improvement. Group activities should be encouraged more so
that employees can work together and thus strengthen their relation. More informal

gatherings should be encouraged so that they can know each other.

Few of the employees are not satisfied with the lunch breaks, rest breaks provided it can

be extended.
Some of the employees are not satisfied with the relationship between the top
management they should be free to speak with their employees.

6.2: CONCLUSION

The motivational strategies used in IGP Engineers pvt ltd are very good. The employees are
found to be motivated and they are happy with the pay structure, benefits, work hours, freedom
to work etc. The organization has to be appreciated for keeping the employee highly motivated
and thereby helping them to meet personal as well as organizational goals.

6.3: QUESTIONNAIRE

PERSONAL DETAILS:
Name:
Age:
Gender:
Experience:
Designation:
Qualification:

Q.1. The salary increments given to employees who do their jobs very well motivates them.
a) Strongly agree

b) Agree

c) Neither agree nor disagree

d) Disagree

e) Strongly disagree
Q.2. Financial incentives motivates me more than non financial incentives.
a) Strongly agree

b) Agree

c) Neither agree nor disagree

d) Disagree

e) Strongly disagree
Q.3. I am satisfied with the salary I draw at present.
a) Strongly agree

b) Agree

c) Neither agree nor disagree

d) Disagree

e) Strongly disagree
Q.4. I am satisfied with the lunch break, rest breaks and leaves given in the organization.
a) Strongly agree
e) Strongly disagree

b) Agree

c) Neither agree nor disagree

d) Disagree

Q.5.Good physical working conditions are provided in the organization.

a) Strongly agree

b) Agree

c) Neither agree nor disagree

d) Disagree

e) Strongly disagree
Q.6.The employees in the organization feel secured in their job.
a) Strongly agree

b) Agree

c) Neither agree nor disagree

d) Disagree

e) Strongly disagree
Q.7.The retirement benefits available are sufficient.
a) Strongly agree

b) Agree

c) Neither agree nor disagree

d) Disagree

e) Strongly disagree
Q.8.The medical benefits provided in the organization are satisfactory.
a) Strongly agree

b) Agree

c) Neither agree nor disagree

d) Disagree

e) Strongly disagree
Q.9.Visibility with top management is important to me.
a) Strongly agree

b) Agree

c) Neither agree nor disagree

d) Disagree

e) Strongly disagree

Q.10. I feel that my superior always recognizes the work done by me

a) Strongly agree

b) Agree

c) Neither agree nor disagree

d) Disagree

e) Strongly disagree
Q.11.I feel that the job I do gives me a good status.
a) Strongly agree

b) Agree

c) Neither agree nor disagree

d) Disagree

e) Strongly disagree
Q.12.I am satisfied with the responsibility and role that I have in my work
a) Strongly agree
e) Strongly disagree

b) Agree

c) Neither agree nor disagree

d) Disagree

Q.13.The quality of the relationships in the informal workgroup is quite important to me.
a) Strongly agree

b) Agree

c) Neither agree nor disagree

d) Disagree

e) Strongly disagree
Q.14.I am satisfied with the support from the HR department.
a) Strongly agree

b) Agree

c) Neither agree nor disagree

d) Disagree

e) Strongly disagree
Q.15.In this organization there is fair amount of team spirit.
a) Strongly agree

b) Agree

c) Neither agree nor disagree

d) Disagree

e) Strongly disagree
Q.16.I want to be the best at my own job.
a) Strongly agree

b) Agree

c) Neither agree nor disagree

d) Disagree

e) Strongly disagree
Q.17.I generally like to schedule my own work and to make job-related decisions with a
minimum of supervision.
a) Strongly agree

b) Agree

c) Neither agree nor disagree

d) Disagree

e) Strongly disagree
Q.18. I find opportunities for advancement in this organization.
a) Strongly agree
e) Strongly disagree

b) Agree

c) Neither agree nor disagree

d) Disagree

6.4: BIBLIOGRAPHY

Books:

Research methodology, C R Kothari from New Age Publication

Human Resources Management, K. Ashwathappa 4th edition.
Human Resources Management, V.S.P.Rao from Excel New Publication, New Delhi.

Website:

www.google.com
www.humanresources.hrvinet.com
www.scribd.com
www.wikipedia.com
www.igp-group.com