ANNEXURE – I

A SYNOPSIS

ON

“STUDY ON EMPLOYEE MOTIVATION”

Supervisor : Submitted By :
Name : RAMPAL YADAV Name of Student: BHAWANA YADAV
Designation : Assistant Manager Enrollment No. : 16061013013

Specialization : HUMAN RESOURCE AND DEVELOPMENT

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Remarks of Evaluator

Approved/Disapproved Approved/Disapproved

(I Evaluation) (II Evaluation)

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Session : 2016-18
Directorate of Distance Education
G J U S & T, HISAR
 ANNEXURE – II

FORMAT FOR RESUME OF SUPERVISOR/GUIDE

1. NAME : RAMPAL YADAV

2. DESIGNATION : Assistant Manager

3. QUALIFICATION : M.B.A.

4. AREA OF SPECIALIZATION : HUMAN RESOURCE AND DEVELOPMENT

5. EXPERIENCE : 10 years

6. OFFICIAL ADDRESS : Danblock Brakes India ltd. (Hr)

7. TELEPHONE No. : ______(Off)_____(Res)

8. MOBILE : +91-8930065550

9. E-MAIL : rampal.yadav@matholdingsinc.com

I am willing to Supervise MrS. BHAWANA YADAV

Enrollment No. 16061013013

On the Topic “STUDY ON EMPLOYEE MOTIVATION”

Signature with Seal

Countersigned by the Employer with Seal

Countersigned by Director of Study Centre with Seal

ANNEXURE – III
 CERTIFICATE
This is to certify that Mr./Ms. Bhawana Yadav, Enrollment No. 16061013013 has
proceeded under by supervision his/her Research Project Report on “STUDY ON
EMPLOYEE MOTIVATION” in the specialization area “HUMAN RESOURCE AND
DEVELOPMENT.”

The work embodied in this report is original and is of the standard expected of an
MBA student has not been submitted in part or full to this or any other University for
the award of any Degree or Diploma. He has completed all requirements of guidelines
for Research Project Report and the work is fit for evaluation.

Signature of Supervisor/Guide (with Seal)

Name : Rampal Yadav

Designation : Assistant Manager

Organization : Danblock Brakes India Ltd. (HR)

Forwarded by Head/Director of Study Centre

(with Signature, Name & Seal)

ANNEXURE-III
 CERTIFICATE

This is to certify that Mr./Ms. Bhawana Yadav , Enrolment No.

16061013013 has undergone a Research Project on “STUDY ON EMPLOYEE
MOTIVATION” under my supervision in the specialization area HUMAN
RESOURCE AND DEVELOPMENT. The work embodied in this report is original
and is of the standard expected of an MBA student and has not been submitted
in part or full to this or any other university for the award of any degree or
diploma. He /She has completed all requirements of guidelines for Research
Project Report. The work is fit for evaluation.

Signature of Supervisor/Guide (with seal)

NAME : RAMPAL YADAV

DESIGNATION : Assistant Manager

ORGANITATION : M.B.A.
 LITERATURE REVIEW & PROBLEM STATEMENT

Literature Review

A literature review is a body of text that aims to review the critical points of current
knowledge on a particular topic. Most often associated with science-oriented literature,
such as a thesis, the literature review usually precedes a research proposal, methodology
and results section. Its ultimate goal is to bring the reader up to date with current literature
on a topic and forms the basis for another goal, such as the justification for future research
in the area.

A Literature Review has been done to know about the various aspects of job design
in Order to identify those motivation factors that effect job performance.

According to Rush, 1971 the main purpose of job design (or re-design) is to increase both
employee motivation and productivity. Job design can have a significant effect on
motivation. ). Increased productivity can manifest itself in various forms. For example, the
focus can be that of improving quality and quantity of goods and services, reduce
operation costs, and/or reduce turnover and training costs.

On the other hand, increasing employees' motivation can be achieved through

increased job satisfaction. To this end, the Two-Hygiene Theory by Herzberg (1971, as
cited in Rush) describes two sets of factors, satisfying and dissatisfying, that affect an
employee's self-esteem and opportunity for self-actualization in the workplace.

Satisfaction and performance of the employees. Thus, for both academicians and
practitioners, job design takes on special importance in today's human resource
management. It is essential to design jobs so that stress can be reduced, motivation
can be enhanced, and satisfaction of employees and their performance can be
improved so that organizations can effectively compete in the global marketplace.
 Initially, the field of organizational behavior paid attention only to job enrichment
(JE) approaches to job design. Now, job design has taken a broader perspective, with
various dimensions such as job enrichment (JE), job engineering (JEng), quality of work
life (QWL), sociotechnical designs, the social information processing approach (SIPA)
and the job characteristics approach to job design. The proposed model recognizes
certain job characteristics that contribute to certain psychological states, and that the
strength of the employee's need for growth has an important moderating effect.

The aim of this research is to identify the key issues of job design research and practice,
particularly in relation to higher-level jobs. To provide the context for the account that
follows, we first take a backward glance at job design. We then briefly describe the
approaches to job design with emphasis on the job characteristics approach to job design
in detail, followed by a literature review of the job characteristics approach. Later we
present the proposed model of job design, and its future implications or outcomes

Problem Statement

This motivational issue is not the fault of the employee. By providing feedback and
ensuring the feedback is consistent, you provide the means for employees to motivate
themselves to the desired behavior. For example, inconsistent feedback would be for
management to say it wants good safety practices, and then frowns on workers who slow
down by complying with regulations. Or expressing that careful workmanship is needed,
but reinforces only volume of production.

Feedback must be provided on a continuous basis. If you only provide it during an

employee's performance rating period, then you are NOT doing your job.
 Also, ensure that there is not a difference in priorities. Employees with several
tasks and projects on their plates must be clearly communicated as to what comes first
when pressed for time. With the ever increasing notion to do more with less, we must
understand that not everything can get done at once. Employees often choose the task
that they enjoy the most, rather than the task they dislike the most. And all too often that
disliked task is what needs to get performed first.

Looking at rewards, companies should be encouraged to understand that people

have different needs and many are surprised to learn that they are not purely motivated
by money. Many employees would welcome a salary sacrifice whereby they exchange
part of their salary for, say gym membership, childcare support or extra holiday. Others
may appreciate flexible working hours, whether this is through completing core hours with
flexible start and finish times, or through a job share.
 OBJECTIVE

 To study the important factors which are needed to motivate the employees.

 To study the effect of monetary and non-monetary benefits provided by the

Organization on the employee’s performance.

 To study the effect of job promotions on employees.

 To learn the employee’s satisfaction on the interpersonal relationship exists in

The organization.

 To provide the practical suggestion for the improvement of organization’s

Performance.

 To identify the various motivation factors and find suitable one

 To analyze how motivation created a job satisfaction among the employee

 To study motivation facilities provided by the concern

 To give suggestion to improve employee motivation in this organization

 RESEARCH METHODOLOGY

The research design for this study employed a descriptive survey method. The
target population of this study included employees at the Piketon Research and Extension
Center and Enterprise Center (centers). The sample size included all 25 employees of
the target population. Twenty-three of the 25 employees participated in the survey for a
participation rate of 92%. The centers are in Piketon, Ohio.

Research is a systematic method of finding solutions to problems. It is essentially

an investigation, a recording and an analysis of evidence for the purpose of gaining
knowledge. According to Clifford woody, “research comprises of defining and redefining
problem, formulating hypothesis or suggested solutions, collecting, organizing and
evaluating data, reaching conclusions, testing conclusions to determine whether they fit
the formulated hypothesis”

SCOPE

 The important of studying employee’s motivation is to understand the internal

Satisfaction in the minds of every employee.

 This study helps to know some employees satisfaction level.

 The finding of this study helps the company to implement the expectations
From the employees.

 The study helps the company to know whether the motivation undertaken are
Strongly accepted and also to know the lacking in the employee motivation
4. Test of significance will be performed to study differences of TPM elements
practices between electrical and electronic industry as well as between SMEs and
large companies.

5. Effect of TPM implementation time period on manufacturing performance will

also be covered.

REFRENCES

 http://www.scribd.com/doc/13317890/A-Project-on-Employee-
Motivation-by-Shahid-Kv-chavakkad
 http://www.joe.org/joe/1998june/rb3.php
 http://uir.unisa.ac.za/bitstream/handle/10500/3166/2008%20MBL%203
%20Research%20Report%20M%20Perumal.pdf;jsessionid=8209E62FE45
47C527C5D290377418489?sequence=1
 Slideshare.com