L.P Hardy

Project Report
On
“A STUDY OF EMPLOYEE MANAGEMENT SYSTEM AT
EMAMI,GUWHATI”
Submitted to
Dispur College, Guwahati
Submitted to partial fulfillment of the Requirement for the Degree of

BACHELOR OF BUSINESS ADMINISTRATION (BBA)
Under Supervision of: Submitted By:

Dr. Nripen Medhi Lakshyajyoti Phukon
HOD, Deptt .Of BBA Reg. No. 17005916
Roll No. UM1710140019
Session 2017-2020
Dispur College
1
Guwahati
Emami Ltd., Amingaon
DECLARATION
I hereby declare that the project entitled “A STUDY OF EMPLOYEE

MANAGEMENT SYSTEM AT EMAMI,GUWAHATI”
submitted for the BBA Degree is my original work and the project has
not formed the basis for the award of any degree, associate ship,
fellowship or any other similar titles.
Signature of the Student:

Place:
Date:

CERTIFICATE
This is to certify that the project entitled “ A STUDY OF EMPLOYEE

MANAGEMENT SYSTEM AT EMAMI,GUWAHATI” is the
original work carried out by LAKSHYAJYOTI PHUKON student of
BBA, DISPUR COLLEGE, GUWAHATI during the year2017-2020
in partial fulfillment of the requirements for the Degree of BBA and that
the project has not formed the basis for the award previously of any
degree, diploma, associate ship, fellowship or any other similar title.
Signature of the Guide:

Place:
Date:

ACKNOWLEDGEMENT
As a result of teaching system that promotes cramming up of facts I

looked upon my research guide as a source of free flowing information
source who will just hand me down the information as I take down
notes. This way I had learnt to learn. This was fortunately not the case
with me. I thank my summer training guide Dr. Nripen Medhi ( HOD,
Deptt .Of BBA )who helped me learn the meaning of true research and
who brought me out of the paradigm and helped me to think. The
knowledge gained from independent thinking is something we do not
experience in our way of education. As a result of this research and
interaction with my guide it seems that the real meaning of research is
just beginning to show.
Finally, I express my deep sense of gratitude to all those who have
helped me directly or indirectly in completing my project.
Lakshyajyoti Phukon

EXECUTIVE SUMMARY
The inception of Emami Group took place way back in mid seventies when
two childhood friends, Mr. R.S. Agarwal and Mr. R.S. Goenka left their
high profile jobs with the Birla Group to set up Kemco Chemicals, an
Ayurvedic medicine and cosmetic manufacturing unit in Kolkata in 1974.
It was an extremely bold step in the early seventies when the Indian FMCG
market was still dominated by multinationals. Several such companies
headquartered in Kolkata were considering shifting out of West Bengal
due to labor unrest and political problems. But against all odds with a
vision of combining the age old wisdom of Ayurveda with modern
manufacturing techniques for creating winning brands, the company was
started with a meager amount of Rs. 20,000.
A dream of reaching out to the Indian middle class; a target audience

whom they thought will have increasing potential for consumption, the
company started manufacturing cosmetic products as well as Ayurvedic
medicines under the brand name of Emami from a small factory in
Kolkata. The first-rate quality of the products soon created a consumer
pull and gradually some people were hired to work for them. A chain of
distributors was established and the sale of Emami products spread from
West Bengal to rest of Eastern India and gradually to other states.
Emami Talcum, Emami Vanishing Cream and Emami Cold Cream were
great favorite brands with the quality conscious consumers in the mid-
seventies. The company soon became adept in selling beautiful dreams to
Indian women interested in finding their own identity. The signature tune
of Emami played over radio and TV became a household favourite.

TABLE OF CONTENETS
1 INTRODUCTION 07-10
2 RESEARCH METHODOLOGY 11-12
3 ORGANIZATIONAL PROFILE 13-22
4 MOTIVATION 23-32
5 MANAGEMENT SYSTEM 33-34
6 DATA ANALYSIS AND 35-49

INTERPRETATIONS
7 FINDINGS,SUGGESTION 50-56
& CONCLUSION
8 QUESTIONNAIRE 57-59
9 BIBLIOGRAPHY 60

INTRODUCTION
1.1 CONCEPT OF MOTIVATION
Every management tries to coordinate the various factors of production in

such a way that their contribution is maximum in achieving organisational
goals. The performance of non-human factors like machines, etc depends
upon the level of technology and the competence of those who use them.
To improve the overall performance of a business it thus becomes essential
to increase the efficiency of the human resource available, arising the need
For Motivation’;wherein, the management
arouses,directs,encourages,modifies and maintains the desired behaviour
of its workforce towards their work and towards organisational
committment.
As Mr. Rick Pitino says "The only way to get people to like working hard
is to motivate them.Today, people must understand why they're working
hard. Every individual in an organization is motivated by something
different."
Employee motivation is thus considered as a major task for every manager,
to motivate his/her subordinates and to create the ‘will to work’ among
them, by well analysing their needs and adopting various forms of
Management Systemthat may help create an urge/force to work better. It
should be remembered that a worker may be immensely capable of doing
some work but nothing can be achieved if he is not willing to work.
The project report entitled “A study on the Employee Management

System adopted by EMAMI LTD., Amingaon (Guwahati-31)” is mainly
conducted to identify the factors which motivates and will further
motivate the employees, and the organization’s functional units in the
most efficient and effective manner.

1.2 OBJECTIVES OF THE STUDY :
The objectives are the guidelines on which the whole project is based. The
following are few of the important objectives :
 To study the Employee Management system adopted by EMAMI LTD.,

Amingaon (Guwahati) for its employees (lower level factory workers,
office staff) .
 To identify the efficiency and loopholes of the Management techniques.
 To evaluate the role of Management in polishing the skills and

performance of the employees.
 To evaluate whether Motivation helps to identify the hidden potential

of employees that may prove beneficial to the organization in the long
run.
 To evaluate and recommend on the present status of Management

system adopted, in order to improve and maintain quality human
resources.
1.3 IMPORTANCE OF THE STUDY :
The aforesaid objectives must be important and must help to evaluate the
study. The importance of the objectives are:
 This helps in finding out what kind of Management System are adopted
in the company and how much effective they are.
 This helps in finding out how well the organization has communicated
its goals/objectives set and also the efforts on the part of the employees
to achieve them fruitfully.
 This helps in finding out the effectiveness of the Management System

adopted in the organization i.e. the success rate of the present
Management System and suggesting remedies for loopholes.

 This enables the researcher to analyse the involvement of the employees
in the organization i.e. how much dedicated they are towards their
work and what can enhance it further.
 This helps revealing the hidden potential, needs and wants of the
employees which if nurtured properly can be beneficial both for the
employee’s and organization’s overall growth.
1.4 SCOPE OF THE STUDY :
 The study is confined only to the EMAMI LTD.,Amingaon( Guwahati)

which is located in the EPIP Complex, Amingaon in Guwahati.
 The area of study comprises of the lower level factory workers and the
office staff. This was so, because these two are the best indicators of the
study at the manufacturing level.
 The study has formed the base or foundation for other researchers to
undertake research in similar areas.
 The outcome of the study may provide useful suggestions in improving

or modifying the present Management System adopted in the
Amingaon manufacturing unit of EMAMI group. And also will serve as
a foundation, upon which further strategies can be planned.
2
1.5 LIMITATIONS OF THE STUDY :
A study cannot be free from hassles. There are always barriers that prevent
the smooth flow of the study. There were some limitations which occurred
while conducting the study. These are as follows :
 The time period is one of the major drawbacks, i.e., the time period of
the study was only 2 months which was very less in conducting a
research report and hence, it was not possible to cover each and every
sampling unit of the entire population (i.e. the entire workforce of the
organization).
 The study is essentially carried out at micro-level and so it is tough to

arrive at an extended, more generalized conclusion.
 There was communication gap between the researcher and the

respondents due to their workload, because of which they were not
able to give sufficient time for answering the required questions
which was necessary in interpreting the results.
 Another major drawback was that, the survey was time consuming
because the questions had to be translated and explained in details to
the respondents (especially the lower level factory workers) as the
language of the questionnaire (English) was not understandable by
them.
 The working timings and duties of the factory workers get shifted and
therefore they are not available when needed which caused a
hindrance in the free flow of the survey.
 The information executed by the respondents, may or may not be true

in some cases; they may not be serious or there are always the
possibilities of biasness on the part of the respondents answering the
questions.
 The sample size may not be a very accurate representative.

RESEARCH METHODOLOGY
Research is a procedure of local and systematic application of the
fundamentals of science to general in, overall questions of a study and
scientific technique, which provide precision tools, specific procedures and
technical techniques rather than philosophical means for getting and
ordering, the data prior to their logic and manipulation.
Research designs form a plan, the structure and strategy of investigating
process, which sets out to obtain answers to research questions.
2.1 SAMPLING UNIT/POPULATION:
The samplingunits/population comprises of the LOWER LEVEL

WORKERS and OFFICE STAFFS, drawn randomly from all the existing
employees of EMAMI LTD., Amingaon (Guwahati) , Manufacturing
unit.
2.2 SAMPLE SIZE :
The SAMPLE SIZE is the total number of sampling units selected from the
population. The sample size is ‘60’ i.e. ‘60’ respondents were intervied by
the researcher.
2.3 SOURCES of DATA :
PRIMARY DATA : It is original data gathered specially for the project in

hand. There are 3 widely used methods for gathering primary data. They
are,
1. Survey method
2. Observation method
3. Experimentation method
In this project, Survey method is used. Survey method consists of

gathering data by interviewing each sample units representing the
population. It has the advantage of getting to the original source of
information.

SECONDARY DATA : It is any data originally generated for some
purpose, other than the present research objectives. It includes the findings
based research done by outside organization as well as data generated in
house for earlier studies, or even information collected by firm sales or
credit department.
Secondary data used for this project has been taken from COMPANY
WEBSITE, MAGAZINES, RECORDS, PREVIOUSLY WRITTEN
RESEARCH PAPERS.
2.4 SAMPLING TECHNIQUE :
Sampling plan is a systematic planning for drawing sample from the

universe or population. A sample as a part of the universe/population
represents the whole universe/population. The survey includes
respondents of all kinds of age groups, males and females, old and new
employees.RANDOM SAMPLING technique is adopted in the study.
2.5 TOOLS of DATA INTERPRETATION :
The tool used is PERCENTAGE METHOD shown diagrammatically in

PIE CHARTS and COLUMN DIAGRAMS and DOUGHNUT.
2.6 RESEARCH INSTRUMENT:
PERSONAL INTERVIEW is the method used in the survey. When the

interviewing method is used, the researcher mostly prepares the standard
forms to record the interview.
To assist in the survey, a QUESTIONNAIRE is devised keeping in mind
the objectives of the study.
ORGANIZATIONAL
2 PROFILE

3.1 HISTORY OF THE EMAMI GROUP:
The inception of Emami Group took place way back in mid seventies when
two childhood friends, Mr. R.S. Agarwal and Mr. R.S. Goenka left their
high profile jobs with the Birla Group to set up Kemco Chemicals, an
Ayurvedic medicine and cosmetic manufacturing unit in Kolkata in 1974.
It was an extremely bold step in the early seventies when the Indian FMCG
market was still dominated by multinationals. Several such companies
headquartered in Kolkata were considering shifting out of West Bengal
due to labor unrest and political problems. But against all odds with a
vision of combining the age old wisdom of Ayurveda with modern
manufacturing techniques for creating winning brands, the company was
started with a meager amount of Rs. 20,000.
A dream of reaching out to the Indian middle class; a target audience

whom they thought will have increasing potential for consumption, the
company started manufacturing cosmetic products as well as Ayurvedic
medicines under the brand name of Emami from a small factory in
Kolkata. The first-rate quality of the products soon created a consumer
pull and gradually some people were hired to work for them. A chain of
distributors was established and the sale of Emami products spread from
West Bengal to rest of Eastern India and gradually to other states.
Emami Talcum, Emami Vanishing Cream and Emami Cold Cream were
great favorite brands with the quality conscious consumers in the mid-
seventies. The company soon became adept in selling beautiful dreams to
Indian women interested in finding their own identity. The signature tune
of Emami played over radio and TV became a household favourite.
3.2 MILESTONES OF EMAMI LTD. :

2

 In 1978, “Himani Ltd. Acquired”:
Himani Ltd (incorporated as a Private Limited Company in 1949) had

become sick unit and was up for sale. Himani, almost a 100 year old
company with good brand equity in Eastern India and a well laid out
factory in Kolkata, was producing a number of cosmetics. Mr. Agarwal
realized the opportunity and acquired Himani, though for their young
organization it was a tough task to mobilize resources for buying a sick
unit and even tougher to turn it around to a profitable venture. The degree
of financial risk involved was enormous considering the small capital base
of the company in those days.
However Mr. Agarwal, supported by Mr. Goenka decided to go ahead

with the deal which later on proved to be the turning point for the
organization. Mr. Agarwal decided to produce in the Himani factory
different types of health care items and toiletries based on Ayurvedic
preparation.
 In 1983, “Company into Paper manufacturing” :
Emami’s strong believe in successful eventual ventures led it into paper

industry by establishing a paper mill of utmost sophistication at Balas ore
for manufacturing quality writing and printing papers. Recently the group
has taken over a terminated paper mill- ‘Gulmohar paper mill’.
 In 1984, ”BOROPLUS- A huge success”:
Ten years after commencement of the company, it launched its first

flagship brand Boroplus Antiseptic Cream under the Himani umbrella in.
Many additional brands followed Boroplus including Boroplus Prickly
Heat Powder which came as a brand extension of the mother brand.
Emami brands started selling in all states of North, East and West India.
Today Boroplus is not only the largest selling Antiseptic Cream in India
but also in Russia, Ukraine, and Nepal.
Nineties, was very eventful for Emami. The next flagship brand of the
company Navratna Cool Oil came in the nineties under the Himani
Umbrella and the second factory was opened at Pondicherry to expand
2
production. Navratna over the years has become a market leader in the

cool oil category. The introduction of new brands continued and the
distribution network of the company was extended to South India with
Navratna spear heading the process.
 In 1984, “Awareness of Social responsibility” :
The Emami group realizing its social responsibility commenced its two
trusts-Bansilal Janki Devi Agarwal Trust and KesarDev Ratni Devi
Goenka Trust to generate funds for social and medical needs. As a part of
company's Corporate Social Responsibility, Emami has devised various
Self Employment schemes like Emami Mobile Traders and Small Village
Shops schemes.
 In 1993, “Health Care Program” :
The Emami group has taken a giant step into a field not ventured by them
so far, that is, the field of medicine. The former frank rose limited is now a
member of emami group, and manufactures ethical life saving drugs.
 In 1995, “becomes Public Ltd. Company” :
The partnership firm, Kemco Chemicals, was converted into a Public

Limited Company under the name and style of Emami Ltd.
 In 1997, “formation of Hospitals” :
AMRI hospital and SHREE VISHUDHANAND Hospital and Research

Institute in Kolkata, in joint section with the government of West Bengal,
provides quality health care at affordable cost. . Donations are made in the
form of free supplies of medicines, assistance for surgeries and hospital
charges for the poor through trust. Emami established the 'Emami
National Institute for Bone Marrow Transplantation' in the Narayana
Hrudayalaya Institute, Bangalore, under the supervision of Dr Devi Shetty,
the well-known cardiac surgeon. This institute provides treatment for bone
marrow transplantation at free or affordable costs to the needy.
 In 1999, “Landmark – Emami shopper’s city”:
Landmark is the buyer’s delight, kolkata’s pride. It has a comprehensive

bookshop. Apart, there is a music section, stationery items section
2

including gift items, greeting cards, magazines, music, cd-roms sections
and a coffee shop all under one roof.
 In 2003, a new factory unit was set up at Amingaon, Guwahati.
 In 2005, “marketing history”:
Emami created a marketing history in India by launching Fair and

Handsome, the first fairness cream for men.
 In 2006, “introduced Health Care Division” :
The company decided to introduce a Health Care Division and a number

of new brands of Ayurvedic OTC medicines. The company has taken up
the challenge of growing this new division with a dedicated and
enthusiastic team working on this project.
Among the brands created by the company, today Navratna brand is

Rs.300 crore followed by Boroplus brand standing at Rs.250 crore and
Fairness family standing at Rs.100 crore. Sona Chandi Chyawanprash,
Menthoplus, and Fast Relief are also among the top brands in their
respective categories.
Emami Limited with an investment of Rs 700 crore has acquired major

stake in Zandu Pharmaceuticals Works Ltd on the basis of huge business
synergy between Zandu and Emami. Post the acquisition of Zandu
Pharmaceuticals a century old household name in India, some of its
prominent brands like Zandu Balm, Zandu Chyawanprash, Zandu Kesri
Jeevan, Zandu Pancharishta, Sudarshan and Nityam Churna are also
under Emami’s basketofbrands.
Today, Emami Limited is led by Mr. R S Agarwal and Mr. R S Goenka

with the help of the second generation Promoter Directors from the two
families. Qualified and dedicated set of professionals run the day to day
operations of the company. Recently a new corporate office “Emami
Tower” has been added to the history of the company which houses
Emami Limited as well as all the other2Group companies in Kolkata.

*Mr. R S Agarwal and Mr. R S
Goenka*
(Founders of EMAMI)
3.3 BRANDS under EMAMI : 2

 BABY MASSAGE OIL
 BOROPLUS ANTISEPTIC CREAM
 BOROPLUS PRICKLY HEAT POWDER
 FAIR AND HANDSOME
 HAIRLIFE
 HIMANI FAST RELIEF
 MALAI KESAR COLD CREAM
 MENTHO PLUS
 NAVARATNA COOL TALC
 NAVARATNA EXTRA THANDA
 NAVARATNA LITE
 NAVARTANA OIL
 SONA CHANDI AMRITPRASH
 SONA CHANDI CHYWANPRASH
 EMAMI 5 IN 1 SHAMPOO
 FAIR AND TEEN
 FAIR AND AGELESS
 BOROPLUS SUMMER AND WINTER LOTION
The EMAMI brand is endorsed by a number of famous celebrities both from the film
and sports industry such as SHAHRUKH KHAN, AMITABH BACCHAN,
KAREENA KAPOOR, MADHURI DIXIT, SAURAV GANGULY etc.
3.4 EMAMI LTD., AMINGAON (GUWAHATI)

2 :

The Emami unit in Amingaon was set up in the year 2003. It is the first unit
in Assam and in 2009 the second unit came up in Abhoypur.
The unit is located at EPIP Complex at Amingaon near the bank of River
Brahmaputra. It has turned out to be a boon for the local folks as it
provides ample job opportunities.
It has a built area of 14580 sq. mt. in a land area of 10580 sq. mt.
The unit is ISO 9001:2000 and GMP certified.
Emami’s existing plant at Amingaon in Assam produces:
 100crore sachets of Navaratna Oil
 25crore Boroplus Antiseptic Cream, Fair and Handsome tubes
 19crore Boroplus Antiseptic Cream, and Fair and Handsome sachets
 1.8crore bottles of Menthoplus Balm
 3.5 crore bottles of Navaratna oil and
 2.5crore bottles of Boroplus lotion per annum.
Emami Ltd.,Amingaon (Guwahati)

NAME Emami Ltd.,Amingaon (Guwahati)
NAME
LOCATION Emami Ltd. EPIP Complex, Amingaon,

LOCATION Emami Ltd. EPIP Complex, Amingaon,
Guwahati-781031, Assam
Guwahati-781031, Assam
REGISTRATION
REGISTRATION 1st stAugust 2003
1 August 2003
Emami Tower 687, Anandapur, EM bypass,

REGISTERED Emami Tower 687, Anandapur, EM bypass,
REGISTERED Kolkata- 700107, West Bengal
OFFICE Kolkata- 700107, West Bengal
OFFICE
Emami Ltd. Amingaon is a medium scale unit.

SIZE Emami Ltd. Amingaon is a medium scale unit.
SIZE Production is on large scale, 2/3 of the total
Production is on 2large scale, 2/3 of the total
volume is produced here.
volume is produced here.
BANKERS SBI, ICICI
BANKERS SBI, ICICI
DATE OF 27ththSeptember’2003
DATE OF 27 September’2003
INCEPTION
INCEPTION
General manager-P.N Balakrishnan

General manager-P.N Balakrishnan
MGT.OF Factory head- Elanthiraiyan
MGT.OF
AMINGAO
Factory head- Elanthiraiyan
AMINGAO Deputy General Manager-Jaswant
N Deputy General Manager-Jaswant
N Sethia
UNIT Sethia
UNIT
TOTAL Company enrolled- 200

TOTAL Company enrolled- 200
Contractual- 400 (number varies)
Contractual- 400 (number varies)
NUMBER OF
NUMBER OF
EMPLOYEES
EMPLOYEES
Executive- 13
CATEGORIES Executive- 13
CATEGORIES Staff- 37
OF EMPLOYEES Staff- 37
OF EMPLOYEES Non-staff- 40
Non-staff- 40
Workers- 84
Workers- 84
3.5 VISION and MISSION OF EMAMI LTD.

2

VISION:
VISION:
“A company, with the help of nature, caters to the consumer’s needs and
their inner cravings for dreams of better life in the fields of personal
health care, both in India and through out the world.”
MISSION :
 To sharpen consumers’ insight to understand and meet their needs

with value added differentiated products that are safe, effective and
fast.
 To integrate dealers, distributors, retailers and suppliers into the

Emami
family, thereby strengthening their ties with the company.
 To recruit, develop and motivate the best talents in the country and
provide them with an environment that is demanding and
challenging.
 To strengthen and foster in the employees, strong emotive feelings of

owners with the company.
 To uphold the principles of corporate governance and move towards

decentralization to generate long term maximum returns for all stake
owners.
 To contribute whole-heartedly towards the environment and society

and to emerge as a model corporate citizen.
 To bring down the political boundaries, bridge the seas and emerge
as a
significant player in the markets world wide to globalize in terms.
2
3.6 View of “Factory floor”… EMAMI LTD., Amingaon
2
Motivation
4 .1 WHAT IS MOTIVATION?
Motivation, in simple terms, may be understood as the set of forces that

cause people to behave in certain ways. The word ‘Motivation’ is derived
from the word ‘Motive’. Motive may be defined as an inner state of our
mind that activates and directs our behavior. Thus, Motivation is one’s
willingness to exert efforts towards the accomplishment of his/her goal.
According to Fred Luthans, Motivation is a “process that starts with a
physiological or psychological deficiency or need that activates behavior
or a drive that is aimed at a goal or incentive.”
A motivated employee generally is more quality oriented. Highly

motivated worker are more productive than apathetic worker. One reason
why motivation is a difficult task is that the workforce is changing.
Employees join organizations with different needs and expectations. Their
values, beliefs, background, lifestyles, perceptions and attitudes are
different. Not many organizations have understood these and not many
HR experts are clear about the ways of motivating such diverse workforce.
Now days employees have been hired, trained and remunerated, Hence,
they need to be motivated for better performance. People are motivated
towards rewards, something they can relate to and something they can
believe in. Times have changed, people wants more. Motivated employees
are always looking for better ways to do a job. It is the responsibility of
managers to make employees look for better ways of doing their jobs.
Issuance of well conceived instructions and orders does not mean that they
will be followed.
Managers have to make appropriate use of motivation to enthuse the

employees to follow them.Individuals differ not only in their ability to do
but also in their will to do. ‘Creation of a will to work is motivation in
simple, but true sense of term.’ Managers who are successful in
motivating employees are often providing an environment in which
appropriate goals are available for needs satisfaction.
Retaining and motivating workers requires special attention and the

responsibility falls squarely on the shoulders of HR as well as managers
and supervisors at all levels.They have to create a work environment
where people enjoy what they do, feel 2like they have a purpose and have

pride in the mission of the organization. It requires more time, more skill,
and managers who care about people, thus it takes true leadership. By
giving employees special tasks, you make them feel more important. When
your employees feel like they are being trusted with added responsibilities,
they are motivated to work even harder so they won’t let the company
down.
Motivation is essential for any company because employees are the

‘Assets’ of a company. Motivation is important for the growth of
employees as well as growth of the organization.
4 .2 IMPORTANCE OF MOTIVATION
Motivation involves getting the members of the group to pull weight

effectively, to give their loyalty to the group, to carry out properly the
purpose of the organization. The following portrays the importance of
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 for optimum performance in their work.
 Workers constantly get scopes for improvment (both skills and

knowledge) and hence are able to contribute to the progress of the
organization. This will also result in increased productivity.
 The rate of labour turnover and absenteeism among the workers will
be minimal and even help change negative or indifferent attitudes of
employees to positive attitudes through justified recognition and
reward for work done, which further helps retain talented workforce
and reduce the cost of new recruitment and training.
 There will be good human relations in the organization as friction

among the workers themselves and between the workers and the
management will decrease helping easy and smooth introduction of
changes without much resistance from the workforce.

 The number of complaints and grievances will come down. Accident
rates will lower down making work, a source of pleasure.
 There will be increase in the quantity and quality of products. Wastage

and scrap will be less. Better quality of products will also improve the
public image of the brand.
Thus it is often seen that:

 Motivated employees always look for better ways to do a job.
 Motivated employees are more quality oriented
 Motivated workers are more productive.
4 .3 TYPES OF MOTIVATION
When a manger wants to get more efficient working of his/her

subordinates then he will have to motivate them for improving their
performance.They will either be offered incentive for some work such as
2

rewards, recognition, etc or he may instill fear in them or use force for
getting desired work done.
The following are the types of motivation:
 Positive Motivation : It is based on rewards. The workers are offered

incentives for achieving the desired goals which may be in shape of
more pay, promotion, recognition of work, etc. ACCordint to Peter
Drucker, “the real and positive motivators are responsible for
placement, high standard of performance, information adequate for
self-control and the participation of the worker as a responsible citizen
in the plant community. ‘ it is achieved by the co-operation of
employees and they have a feeling of hapiness.
 Negative Motivation: Negative or fear motivation is based on force or

fear. Fear causes employees to act in a certain way. In case, they donot
act accordingly then they may be punished with demotions or lay-offs.
The fear acts as a push mechanism. The employees donot wllingly co-
operate, rather they want to avoid the punishment. Though employees
work upto a level where punishment is avoided but this type of
motivation causes anger and frustration. This type of motivation
generally become a cause of industrial unrest.
Inspite of the drawbacks of negative motivation, this method is

commonly used by almost all mangament heads to achieve desired
results.
4 .4 MOTIVATION THEORIES
The following are the most historic well- known theories of motivation:-

MOTIVATION
MASLOW’S HERZBERG’S
McGREGOR’S VROOM’S
NEED MOTIVATION
PARTICIPATION EXPECTANCY
HIERARCHY HYGIENE
THEORY THEORY
THEORY THEORY
4 .4 .a “MASLOW’S NEED HIERARCHY THEORY”
The intellectual basis for most of motivation thinking has been provided
by behavioral scientist, A.H Maslow is based on the human needs, whose
published works are the
“Bible of Motivation”.
Although Maslow himself did not apply his theory to industrial situation,
it has wide impact for beyond academic circles. The crux of Maslow’s
theory is that human needs are arranged in hierarchy composed of five
categories. The lowest needs are physiological and the highest are the self-
actualization needs. Maslow starts with the formation that man is a
wanting animal with a hierarchy of needs of which some are lower in scale
and some are in a higher scale or system of values. As the lower needs are
readily satisfied, higher needs emerge.
A satisfied need is not a motivator. Hierarchy of needs, the main needs are
five (5). They are as under :-

Self-Actualization
Needs
Self-esteem needs
Social needs
Safety needs
Physiological needs
 PHYSIOLOGICAL NEEDS: These needs are basic to human life and

hence, include food, clothing, shelter, air, water and necessities of life.
They relate to the survival and maintenance of human life. These
needs are to be met first at least partly before higher level needs
emerge. Once they are satisfied, they no longer motivate the man.
 SAFETY NEEDS : The next need felt in the hierarchical order is

safety needs, the need to be free from danger, either from other
people or from environment. The individual want to be assured, once
his bodily needs are satisfied, that they are secure and will continue
to be satisfied for foreseeable feature. These needs may take the form
of job security, security against disease, misfortune, old age etc as also
against industrial
injury. Such needs are generally met by safety laws, measure of social
security, protective labor laws and collective agreements.
2

 SOCIAL NEEDS: Man is a social being. He is, therefore, interested in
social interactions, companionship, belongingness, etc. he feels the
need to love and to be loved. In a large organization it is not easy to
build social relations. However, close relationship can be built up
with at least some fellow workers so that he feels wanted or accepted
and that he is not an alien facing a hostile group.
 SELF-ESTEEM NEEDS: These needs are reflected in our desire for

status, and recognition, respect and prestige in the work group or
society such as is conferred by the recognition of one’s merit by
promotion, by participation in management and by fulfillment of
workers urge for self expression. Some of the needs relate to one’s
esteem.
 SELF- ACTUALIZATION: This is the upper most level of needs. It is

the culmination of all the lower, intermediate and higher needs of
human. This refers to fulfillment. Self-actualization is the person’s
motivation to transform perception of self into reality.
4 .4 .b “HERZBERG’S MOTIVATION HYGIENE THEORY”
The psychologist Frederick Herzberg extended the work of Maslow and

proposed a new motivation theory popularly known as Herzberg’s
Motivation Hygiene (Two-factor) Theory. Herzberg labeled the job
satisfiers motivators, and he called job dissatisfiers hygiene or
maintenance factors. Taken together, the motivators and hygiene factors
have become known as Herzberg’s two-factor theory of motivation.
According to Herzberg, the opposite of satisfaction is not dissatisfaction.
The underlying reason, he says, is that removal of dissatisfying
characteristics from a job does not necessarily make the job satisfying. The
opposite of ‘satisfaction’ is ‘no satisfaction’ and the opposite of
‘dissatisfaction’ is ‘no dissatisfaction’.
According to Herzberg, today’s motivators are tomorrow’s hygiene

because the latter stop influencing the behavior of persons when they get
them and even one’s hygiene may be the motivator of another.

Motivators : Job Satisfaction
Achievement
Recognition
Responsibility
Advancement
Growth
Work itself
Hygiene: Job Dissatisfaction
Company policy & administration
Supervision
Interpersonal Relations
Working Conditions
Salary*
Status
Security
4 .4 .c “Mc GREGOR’S PARTICIPATION THEORY”
Douglas McGregor formulated two distinct views of human being based on

participation of workers. The first basically
2 negative, labeled THEORY X,

and the other basically positive, labeled THEORY Y. The assumptions are
as under :-
Through this theory X and Y, he tried to outline the extremes to draw the
fencing within which the organizational man is usually seen to behave.
The fact remains that no organizational man would actually belong either
to theory X or theory Y. In reality, he/she shares the traits of both. A man
swings from one set or properties to the other with changes in his mood
and motives in changing environment.
4 .4 .d “VROOM’S EXPECTANCY THEORY”
One of the most widely accepted explanations of motivation is offered by

Victor Vroom in his Expectancy Theory. It is cognitive in nature. The theory is
founded on the basic notions that people will be motivated to exert a high
level of effort when they believe there are
2 relationships between the effort

they put forth, the performance they achieve, and the outcomes/rewards
they receive.
The relationships between notions of effort, performance, and rewards are
depicted in figure below:
Thus, the key constructs in the expectancy theory of motivation are :
1. Valence : Valence, according to Vroom, means the value or strength one

places on a particular outcome or reward.
2. Expectancy: It relates efforts to performance.
3. Instrumentality: By instrumentality, Vroom means, the belief that
performance is related to rewards.
Thus, Vroom’s motivation can also be expressed in the form of an equation

as follows:
Motivation = Valence x Expectancy x Instrumentality
Being the model multiplicative in nature, all three variables must have
high positive values to imply motivated performance choice. If any one of
the variables approaches to zero level, the possibility of the so motivated
performance also touches zero level.
2
MANAGEMENT SYSTEMADOPTED BY
EMAMI LTD., Amingaon (Guwahati)
In Emami Ltd., Amingaon (Guwahati) both financial and non financial

Management Systemare used.
Financial motivators such as regular wage distribution,extra-remunerationa
nd pay increment, yearly bonus, advances, medical aid money, gratuity,retirement
benefits and Non-Financial motivators such as group recognition, worker’s
participaion in decision making process, delegation of responsibility and authority,
promotions, team competitions, trainings,challenging target competitions, and
providing with scopes for betterment are some of the most effective
motivational tools adopted by the EMAMI Amingaon unit, that has
proved incredibly efficient enough in motivating the employees and
creating a positive correlation between organisation’s development with
that of employee’s job satisfaction,employee’s committment and
employe’s trust boosting the zeal to work harder for the achievement of
the organizational goals.
Emami Ltd., Amingaon strictly follows the “SMART” GOALS technique

in setting, motivating and realising the organisational goals effectively,
wherein SMART stands for ‘S’pecific ‘M’easurable ‘A’ttainable ‘R’esults
oriented ‘T’ime bound.
The organisation adheres to the follwing ORGANISATIONAL JUSTICE

which inculcates a feeling of belongingness and loyalty towards the
organisation. They are:-
 Distributive Justice: The perceived features of how resources and
rewards are distributed.
 Interactive Justice: The extent to which people feel fairly treated when
procedures are treated.
 Procedural Justice: The perceived fairness of the process and procedure
used to make allocation decision.
The organisation also takes strict and justified actions such as punishments
in the forms of dismisal, retenchment, etc for all, to create a fear of being
thrown out if involved in unfair activities and to create a feeling among the
workers that all the employees irrespective
2 of their job post, caste, creed,
religion are ‘same in the eyes of the management’. This is a form of

‘Negative Motivation’ to get workers in the right track and restricting
them from deviating from the organisational set goal(s) realisation path.
The unit also celebrates Vishwakarma puja every year as a major fest day
in the company through which workers and their family members get a
chance to portray their talents in various forms such as dancing, singing,
painting, drama acts etc. The employees performing to the best of their
ability, are appreciated with rewards and recognition on this day, which
motivates other employees to give their best in their work.
Emami also celebrates World Environment Day in order to grow the

feeling of responsiveness and love towards mother Earth by planting tress
by each and every worker which even teaches them the reasons of, why we
should protect planet Earth.
Analysis and interpretation

2

1. An attempt to know the job satisfaction of the employees.
Particulars % of respondents
Highly satisfied 42%
Satisfied 32%
Neutral 23%
Dissatisfied 3%
Highly dissatisfied -
Interpretation: The above table and fig. Shows that 42% of the respondents
are highly satisfied with their respective job assigned, 32% of them are
satisfied, whereas 23% and 3% of them are neutral and dissatisfied
respectively.
2. An attempt to know the factors motivating the employees

most. 2

Financial incentives 38%
Non-financial incentives 62%
are motivated by the financial incentives and 62% of them are motivated
by the non-financial incentives.
2.1 Factors in non-financial incentives that motivates the

employees most.
2
Factors % of respondents
Competition 22%
Group recognition 17%
Status 7%
Job enrichment 10%
Promotion and growth 28%
Worker’s participation 8%
Appreciation of work 8%
Interpretation: The above table and dig. Shows that amongst the non-
financial incentives, promotion and growth motivates the employees the
highest(28%) followed by competitions(22%), group recognition(17%), job
enrichment(10%), worker’s participation and appreciation of work(both
8%) and the least by status(7%).
3. An attempt to know if the employees feel motivated in the

organization.

Particulars Highly Partially Neutra De- Highly
motivate motivate l motivate de-
d d d motivate
d
% of 54% 33% 13% - -
respondent
s
are highly motivated, 33% are partially motivated and 13% have neutral
reaction. It is indeed a good sign to see that non of the employees are de-
motivated.
4. An attempt to know the comfortability of the employees

under the following heads:
2

Particulars Wages Work Job Trainings and
environment security Communication
with the
trainer
Yes (%) 60% 93.33% 87% 90%
No (%) 40% 7% 13.33% 10%
Interpretation: The above table and fig. Shows that the employees are
uncomfortable mainly with the wages/salary provided, as its response in
favour of ‘NO’for this factor is highest by 40% compared to the work
environment(7%),job security(13.33%), trainings and communication with
their trainers(10%), factors taken. Whereas the employees are highly
comfortable with the work environment factor as the response towars
‘YES’ for this factor is highest by 93.33%, followed by trainings and
communication with trainers(90%), job security(87%) and wages (60%).
5. An attempt to know the obstacles that stop the employees

from performing to the best effect.
Obstacles % Of Respondents
2
health problems 33%

personal problems 31%
boredom 12%
work load 10%
co-worker conflicts 5%
insufficient knowledge 2%
work environment problem 7%
Interpretation: The above table and fig. Shows that health problems(33%)
is the major reson that often stop the employees from performing to the
best effect, followed by personal
problems(31%),boredom(12%),workload(10%), work environment
problem(7%) and co-worker conflict(5%), insufficient knowledge about
work assigned(2%).
6. An attempt to know whether the employess feel empowered

or not.
Yes (%) 90%

No (%) 10%
2

Interpretation: The above table and fig. Shows that 90% of the sample size
feels empowered while working in the organisation whereas only 10%
donot feel empowered, which shows that work and decision making
process is decentralised and every efficient worker is given the right to
express his/her views.
7. An attempt to know the tools adopted for motivating

employees in the organization.
Tools % of respondents
Training 21%
Justified performance appraisal
2
8%
competitions 20%
Decentralization of responsibility 6%
and authority
Regular wage payment and 17%
increment
Superior assistance and strict 20%
supervision
Disciplined and systematic work 8%
structure
Interpretation: The table and fig.in the previous page shows that
Trainings(of various kinds) is the most effective and regular tool adopted
for motivating the employees reported by 21% of the sample size
respondents followed by competitions(of various kinds) and superior
constant assistance and strict supervision (20%), regular wage payment
and increment(17%), justified performance appraisal,disciplined and
systematic work structure (both 8%) and decentralisation of responsibilty
and authority(6%).
2

8. An attempt to know the relationship of the employees with their
immediate supervisor/boss.
very good 17%
Good 46%
Neutral 32%
Bad 5%
Very bad -
2

Interpretation: The above table and fig. Shows that the superior-
subordinate relationship is quite good with 46%, 32% neutral, 17% very
good and only 5% bad which although less, but needs careful attention 2
rectify.
9. An attempt to know what employees like the best and the least
about their respective job.
BEST about their job :
Freedom to work 17%
Systematic working 15%
Time bound 15%
Team spirit 25%
Scope for learning different things
2 28%

say that the ‘Scope for learining diffrent things’ is the BEST thing about
their job followed by team spirit(25%), freedom to work (17%), and
systematic workings and time bound work sysytem(both 15%).
LEAST about their job:
Excessive work load 36%
Monotonous work 41%
Lacks specialisation of work 23%

Interpretation: The above table and fig. Shows that monotonous work
(41%) is not liked by majority about the respondents, followed by excessive
work load(36%) and lack of specialisation of work (23%).
10. An attempt to know whether the employees enjoy their work or is it

under compulsion or some external pressure.
Enjoys 80%
Family pressure 15%
Oranisational pressure 5%

Interpretation: The above table and dig. Shows that majority of the
rspondents enjoy their work witnessed by 80% responses, whereas 15%
work under family pressure and 5% organisational pressure
11. An attempt to know if the the statutory benefits provided to the

employees are satisfactory.
Yes(%) 100%
No(%) -

Interpretation: The above table and fig. Shows that the entire sample size
respondents are satisfied with the statutory benefits provided to them
witnessed by a 100% ‘YES’.
12. An attempt to know in what educational or training programs, are

the employees interested in learning, in order to motivate
themselves for their overall development.
Training in material management course 2%
Spoken english classes 2 27%
Coaching for personality development 19%
SAP training 8%
Computer basics and fundamentals training 15%
MBA 6%
Higher secondary and under graduate 13%
education
Not interested at all 10%
Interpretation: The above table and fig. Shows that learning of Spoken
English is wanted by the highest number of respondents with 27%,
followed by personality development coaching (19%), computer
training(basic and fundamental), higher secondary and UG education, SAP
training, material mgt. Course training with 15%, 13%, 8%, 2%
respectively. Whereas 10% of them are not interested at all for anything.
7. 1 FINDINGS :
 Majority of the employees employed in the organization both

factory workers and office staff are highly satisfied with their
respective job.
 It’s the non- financial factors

2 which motivates the employees
moe then financial factors. The percentage of preference for non-
financial rewards being 62% and 38% in case of financial
rewards.
 Among non-financial factors, promotion and growth,

competition, group recognition, job enrichment are the top most
factors that motivates the employees the most.
 The employees are highly motivated(54%) and partially

motivated(33%) by the management which shows a harmonious
relationship in the organization between employees and
management.
 The survey reveals that increase in the wages/salaries will also

help motivating the employees further. The work environment is
found comfortable enough for the employees.
 87% of the employees have a sense of job security.
 90% of the employees are comfortable and satisfied with the

training sessions held in the organization and is comfortable
with the trainer’s communication. But since training is an
important factor of a manufacturing unit, the rest 10% should
also be taken care of properly.
 The obstacles that usually stop the employees from performing

to their best effect are health problems, personal problems,
boredom, work load, work environment problem, co-worker
conflicts and insufficient knowledge about their task.
 80% of the employees enjoy the work they are doing whereas
15% do it under family pressure and 5% under organizational
pressure.
 In the organization majority of the employees feel empowered

which is a good sign of delegation of authority and
responsibility. It shows employees are allowed to take part in
decision-making, in matters related to their respective work
culture.
2

 The tools adopted for motivating the employees are found
highly effective. Training (21%) , competitions(20%) , superior
assistance and strict supervision (20%) , regular wage payment
and increment (17%) and justified performance appraisal and
disciplined and systematic work structure (8%) are the most
commonly used and accepted tools both by management and
employees.
 The study reveals that a good relationship exists between the

employees and their immediate supervisor/boss. The
percentage being 46% good relationship, 32% being neutral, 17%
being very good and only 5% being bad.
 The employees appreciate the scope for learning different

things, team spirit, freedom to work, time bound and systematic
working as the best elements about their respective job.
 Monotonous work(41%) , excessive work load(36%) and lack of

specialization of work (23%) are the only elements least liked by
the employees about their job.
 100% ‘yes’ from the respondents prove that they are readily
satisfied with the statutory benefits provided to them by the
organization.
 From the survey analysis it has been found that 27% of the
employees are interested in learning Spoken English, 19%
interested in taking coaching for personality development, 15%
in computer basics and fundamentals training, 13% in higher
secondary and under graduate education, 8% in SAP training,
6% in pursuing MBA, 2% interested in taking training in
material management course and 10% are not interested in
anything.

7.2 SUGGESTIONS :
Emami ltd., Amingaon, proved up to have relatively sound

motivation within the organisation but still suggestions to a few
loopholes may help better management.
 At the outset it is understood that employee’s basic needs are

fulfilled with their wage/salary. In this connection if the company
increases the wage/ salary structure for its each employee, it gives a
direct boost to its workers to 2work at their level best, further

reducing turnover and absenteeism because it is evident acccording
to the system of scientific management developed by Frederick
Winslow Taylor, that a worker's motivation is solely determined by
pay, and therefore management need not consider psychological or
social aspects of work. In essence, scientific management bases
human motivation wholly on extrinsic rewards and discards the
idea of intrinsic rewards.

 Though 90% of the employees are comfortable and satisfied with

the training sessions held and their communication with their
trainers, but since training is an important factor of every
organization, the rest 10% should also be taken care of properly, else
it increases the training cost and makes work more hazardous prone
in case of those related to machine handling and maintenance, and
tasks become time consuming for untrained workers.
 Although, as suggested above that increment in wage/salary

structure would boost up employee’s dedicated participation but
through my survey, it has also been found that non-financial
incentives are more preferred by the workers because a large section
of the total workforce appreciates psychological, social and
emotional satisfaction much above economical and money driven
satisaction. Therefore, a balance of both should be maintained.
 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. Similarly, the study reveals that
health problems, personal problems, boredom, work load, work
environment problem, co-worker conflicts and insufficient
knowledge about work are some of the obstacles that the employees
usually face.
Hence, concern should be shown to rectify the problems by
providing close moral support to boost up worker’s enthusiasm to
work, maintain proper ventillated,accident
2 free,hygienic and

healthy work environment to combat health and work
environment problems and enforce job enrichment and job
rotation to reduce boredom and
co-worker conflicts, so hat labor turnover can be reduced to the
minimum. Adequate knowledge about what does the workset
comprise of? who is to do it? What skills are required? How it is
to be done? Are some of the questions, the answers to which needs
to be clearly stated before placing an employee to his/her work
field so that a worker has the minimum level of knowledge about
his/her work structure.
 The findings show that even if the superior-subordinate

relationship in the organization is quite motivating but still there
exists 5% uncomfortability in the relationship which requires
improvement.. Hence, in order to increase cohesiveness between the
superior and the subordinates, they must be made realize the equal
value and worth of both, in the progress of the organization.
Employees must be given freedom to make decisions on the job and
greater attention paid to informal work groups placing undue
reliance on social contacts at work situations for motivating
employees.
 Training (21%),Competitions(20%),Superior Assistance and Strict

Supervision (20%),Regular Wage Payment and Increment (17%) and
Justified Performance Appraisal and Disciplined and Systematic
Work Structure (8%) are the most commonly used and accepted tools
both by management and employees. Hence, these factors should be
laid much more emphasis to lure, pull and retain new and existing
potential workers.
 100% of the respondents are readily satisfied with the statutory

benefits( like ESI, PF, GRATUITY,EARN LEAVE, ADVANCES)
provided to the employees but still its worth suggesting a mandatory
adoption of LIFE INSUARANCE scheme and CHILD
EDUCATION plan for the benefit of not only the employees but
also their children so as to raise thier feeling of belonginess towards
the oganisation.
 Since, in today’s world scenario the ability to read, write and

speak correct english language 2and personality-grooming is very

essential to face the changing challenging competitions of the
competitive market. Hence, it will be highly beneficial if Spoken
English and Personality Development classes are regularly
conducted for all, to raise both organizational and individual
productivity standards.
 Study reveals that monotonous work form, excessive work load

and lack of specialisation of work are the only elements least liked by
the employees about their job. Hence measures such as ‘Job
Rotation’, ‘Job Enrichment’, ‘Decentralisation and division of
work’ can prove highly effective if implemented efficiently. ‘Core
Competency’, i.e, assigning the right job to the right person is a
must to realise highest return from every progressive and satisfied
job holder.
7.3 CONCLUSION :
Motivation is a state of mind and incorporates mental and emotional

involvement of persons in their working conditions. It creates
oppurtunities for the contribution to the organisational goals and
sharing responsibilities for them.
The Amingaon unit strictly follows by the principle lines of

2

Jim Stovall: “You need to be aware of what others are doing,
applaud their efforts, acknowledge their successes, and encourage
them in their pursuits. When we all help one another, everybody
wins.”
The scheme of motivation in Emami Ltd., Amingaon (Guwahati)

has been quite motivating to its employees but still the organisation
can concentrate on some specific areas such as conducting Spoken
English and Personality Development classes must for all
employees, perqusites allowance to the factory workers in uplifting
their children through adoption of Child Education Plans, Issuing of
Life Insurance schemes for all its employees, etc, in order to make
the motivational programs more effective. Only if the employees are
motivated well- they work well and only if they work well- the
organisation is benefitted to the maximum.
Emami ltd., Amingaon more often regulates democratic

management style where the employees (both lower level factory
workers and staff) are allowed a bit of space and freedom so that it
unlocks the creativity in the worker’s mind.The
manager/immediate supervisor/head, tries to relate to their
workforce and try to share ideas on how the work should be carried
out and how it should be improved.
If we compare management with driving, while the organisation is

the vehicle, then “motivation is the power or fuel that makes the
vehicle moving.”
8 .1 QUESTIONNAIRE
Sir/Madam,
Hereby, I would like to provide you a questionnaire, the information from

which will be purely used for academic purpose. I promise not to divulge
any information against the interest of your
2 organization. I would be
highly obliged to you if you could give your kind co-operation.
Thanking you,
Sneha Deb.
Name of the respondent: ………………………..

Age: …………………… Experience: ……………………….
(Please put a tick mark in the appropriate space/dash)
1.Are you satisfied with your job?
Highly satisfied ____ Satisfied _____ Neutral _____
Dissatisfied _____ Highly dissatisfied _____
2. What factors motivates you the most?
Financial Incentives _____ Non- Financial Incentives ______

Competition………
Group incentives/recognition…….
Status……..
Job enrichment……..
Promotion and Growth……….
Worker’s participation……….
Appreciation for work ………
3. Do you feel motivated in your organization?
Highly motivated ____ Partially motivated ______
Neutral______ De-motivated ______ Highly De-motivated _____
4. Are you satisfied/comfortable with the ----
 Wages given : Yes _______ No _______

 Work environment : Yes ______ No _______
2

If no, what changes can be done according to you?
__________________________________________________________________
__
 Job security : Yes _______ No ______
If no, what do you want the company to do?
 Training sessions and communication with trainer :
Yes _______ No_______
If no, what according to you can rectify the problems?
5. What obstacles stop you from performing to the best effect? Do the
Human Resource Department give due care to eliminate your obstacles?
6. Do you feel empowered? Are you often consulted for grievance

handling and decision making in matters connected to your work?
7. What are the tools adopted for motivating you in your organization
currently and in past? Are you satisfied with it?
8. How is your relationship with your supervisor? What are the constraints
(if any)?
9. What do you like best or least about your job? And why?
2

10. When you felt the greatest sense of achievement in EMAMI? And for
what?
11. Do you enjoy your work or is it under compulsion or some external

pressure?
12. Are you provided with statutory benefits (like ESI, PF, BONUS,
GRATUITY, EARN LEAVE etc)? Are you satisfied with it? If not, what
more do you think is required?
13. Are you interested for any educational or training programs apart from
what is provided at the Amingaon unit in order to motivate you for your
overall development?
THANK YOU DATE:
8 .2 BIBLIOGRAPHY
 BOOKS :
 Gankar, S.V & Memoria, C.V

Human Resource Management
Himalaya Publishing house
2008
 Khanka S.S
2
Human Resource Management

S. Chand & Company Ltd.
2005
 SEARCH ENGINES :
 www.emamigroup.com
 www.wikipidia.com

L.P Hardy

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Project Report

Dispur College, Guwahati

Submitted to partial fulfillment of the Requirement for the Degree of

Under Supervision of: Submitted By:

I hereby declare that the project entitled “A STUDY OF EMPLOYEE

Signature of the Student:

Emami Ltd., Amingaon

This is to certify that the project entitled “ A STUDY OF EMPLOYEE

Signature of the Guide:

Emami Ltd., Amingaon

As a result of teaching system that promotes cramming up of facts I

Finally, I express my deep sense of gratitude to all those who have

helped me directly or indirectly in completing my project.

Emami Ltd., Amingaon

A dream of reaching out to the Indian middle class; a target audience

Emami Ltd., Amingaon

2 RESEARCH METHODOLOGY 11-12

3 ORGANIZATIONAL PROFILE 13-22

5 MANAGEMENT SYSTEM 33-34

6 DATA ANALYSIS AND 35-49

Emami Ltd., Amingaon

1.1 CONCEPT OF MOTIVATION

Every management tries to coordinate the various factors of production in

The project report entitled “A study on the Employee Management

Emami Ltd., Amingaon

 To study the Employee Management system adopted by EMAMI LTD.,

 To identify the efficiency and loopholes of the Management techniques.

 To evaluate the role of Management in polishing the skills and

 To evaluate whether Motivation helps to identify the hidden potential

 To evaluate and recommend on the present status of Management

1.3 IMPORTANCE OF THE STUDY :

 This helps in finding out the effectiveness of the Management System

Emami Ltd., Amingaon

1.4 SCOPE OF THE STUDY :

 The study is confined only to the EMAMI LTD.,Amingaon( Guwahati)

 The outcome of the study may provide useful suggestions in improving

 The study is essentially carried out at micro-level and so it is tough to

 There was communication gap between the researcher and the

 The information executed by the respondents, may or may not be true

 The sample size may not be a very accurate representative.

Emami Ltd., Amingaon

2.1 SAMPLING UNIT/POPULATION:

The samplingunits/population comprises of the LOWER LEVEL

2.2 SAMPLE SIZE :

2.3 SOURCES of DATA :

PRIMARY DATA : It is original data gathered specially for the project in

In this project, Survey method is used. Survey method consists of

Emami Ltd., Amingaon

2.4 SAMPLING TECHNIQUE :

Sampling plan is a systematic planning for drawing sample from the

2.5 TOOLS of DATA INTERPRETATION :

The tool used is PERCENTAGE METHOD shown diagrammatically in

2.6 RESEARCH INSTRUMENT:

PERSONAL INTERVIEW is the method used in the survey. When the

Emami Ltd., Amingaon

A dream of reaching out to the Indian middle class; a target audience

3.2 MILESTONES OF EMAMI LTD. :

Emami Ltd., Amingaon

Himani Ltd (incorporated as a Private Limited Company in 1949) had

However Mr. Agarwal, supported by Mr. Goenka decided to go ahead

 In 1983, “Company into Paper manufacturing” :

Emami’s strong believe in successful eventual ventures led it into paper

 In 1984, ”BOROPLUS- A huge success”: