Professional Documents
Culture Documents
Motivation
Motivation
On
(CORDIACOLLAGE, SANGHOL)
I Sandeep Kaur certify that the work embodied in this project report is my own bonafide work
carried out by me under the supervision of Asst. Prof .KIRANJIT KAUR from date January 2019
to May 2019 at CORDIA INSTITUTE OF BUSINESS MANAGEMENT,
SANGHOL(PUNJABI UNIVERSITY PATIALA). The Matter embodied in this project report
has not been submitted for award of any other degree/diploma.
I declare that I have faithfully acknowledged, given credit to and referred to the research work
wherever their works have been cited in the text and the body of the project report. I further
certify that I have not willfully lifted up some other’s work, para, Text, data, results, etc. reported
in the journals, books, magazines, reports, dissertations, theses, etc., or available at web-site and
included them in this project report and cited as my own work. I also declare that I have adhered
to all principles of academic honesty and integrity and have not misrepresented or fabricated or
falsified any idea/data/fact/source in my submission.
SANDEEP KAUR
ROLL NO - 367
MBA 3rd SEM
ACKNOWLEDGEMENT
I, SANDEEP KAUR would like to acknowledge the contribution of the following groups and
individuals to the development of my project. I express my sincere gratitude to Asst. Prof
.KIRANJIT KAUR opportunity to work on this project.
I feel highly obliged and indebted to my guide Asst. Prof –KIRANJIT KAUR of management
department, also to all the faculty members for not only providing the moral and organization
support but also inspiring encouragement during the course of the work.
Last but not least wish to avail myself of this opportunity, express a sense of gratitude and love
to my friends and beloved parents’ for their manual support, strength, help, and for everything .
SANDEEP KAUR
ROLL NO - 367
MBA 3rd SEM
PREFACE
Master of Business Administration is a stepping stone to the Management Career. It has great
pleasure in presenting this research project which is essential in partial Fulfillment of MBA
programmer. Research Report is an integral part of curriculum and its purpose is to provide the
Student with the practical exposure of the today’s changing scenario. It helps in the development
of practical skills and analytical thinking process about the investment methods of different
people in the present environment. It provides with basic skills required to perform the survey
and statistical tool needed to analyses the data. Thus it helps in molding the students according to
the requirement of actual world. Simple language has been used throughout the report. Report is
illustrated with figures, charts and diagrams as and when required.
SANDEEP KAUR
ROLL NO - 367
MBA 3rd SEM
CONTENTS
2. INTRODUCTION OF
EMPLOYEES MOTIVITION
3. REVIEW OF LITERATURE
4. RESEARCH METHODOLOGY
9. BIBLIOGRAPHY
10. ANNEXURE
CHAPTER-1
INTRODUCTION OFCOMPANY
PROFILE OF CAMPANY
CROMPTON GREAVES
As one of the world`s leading engineering corporations, CG provides end-to-end solutions, helping
its customers use electrical power effectively and increase industrial productivity with
sustainability. CG was established in 1937 in India; and, since then the Company has been a
pioneer and has retained its leadership position in the management and application of electrical
energy.
Our unique and diverse portfolio ranges from transformers, switchgear, circuit breakers, network
protection & control gear, project engineering, HT and LT motors, drives, Power Automation
Products and turnkey solutions in all these areas; thus enhancing the many aspects of industrial and
personal life. This portfolio has been structured into 2 SBUs - Power Systems and Industrial
Systems. For details please refer to the panel on the right.
Since 2005, CG has embarked upon an ambitious globalization strategy, growing both organically
and inorganically, drawing into its fold leading international companies such as Pauwels,
Ganz, Microsol, Sonomatra, MSE and PTS. Consequent to this globalisation, CG now enjoys
manufacturing bases in Belgium, Hungary, Indonesia, Ireland, France, UK and US, in addition to
more than twenty Smanufacturing locations in India, employing more than 8000 employees
worldwide with diverse nationalities and cultures. A worldwide marketing network of more than
150 representatives spans the globe, offering the entire range of CG’s products, solutions and
services.
CG has been aggressively investing in R&D, product certifications, product quality, productivity
enhancement and operational excellence. CG`s Global R&D centre, located in India, has been
recognised for its innovation and received the prestigious "National Award for the Best R&D
Efforts" for its outstanding achievements in the Electrical Engineering Sector in 2008. CG`s R&D
strategy aligns with the Company`s Global Vision, and focuses on creating platform technologies,
shrinking product development cycle time and enhancing CG’s Intellectual Property capital.
To unify our global focus, all CG facilities across the world have taken actions to ensure that
customers receive consistent "One World Quality", for all CG products and solutions in all parts of
the world.
Thanks to its well structured and validated business model, CG is well positioned to provide its
customers with technology-driven, value-added solutions, leveraging a broad product portfolio on
the one hand, and enhancing the entire value-chain quality, delivery, and services on the other
hand.
INTRODUCTION
OF
EMPLOYEES MOTIVATION
INTRODUCTION
Introduction
The efficiency of a person depends on two factors, firstly, the level of ability to do a certain
work, secondly, the willingness to do the work. So for as the first factor is concerned it can be
acquired by education and training, but the second factor can be created by motivation. A
person may have several needs and desires. It is only strongly felt needs which motives
become. Thus motives are a product of needs and desires motives are many and keep on
changing with time motives are invisible and directed towards certain goals. Motivation
means that process which creates on inspiration in a person to motivation is derived from the
word ‘motive’ which means the latest power in a person which impels him to do a work.
Motivation is the process of steering a person’s inner drives and actions towards certain goals
and committing his energies to achieve these goals. It involve a chain reaction starting with
felt needs, resulting in motives which give rise to tension which census action towards goals.
It is the process of stimulating people to strive willingly towards the achievement of
organizational goals motivation may be defined as the work a manager performs an order to
Induce Subordinates to act on the desired manner by satisfying their needs and desires. Thus
motivations is concerned with how behaviour gets started, is energized, sustained and
directed.
Definition of Motivation :
Techniques
ofMotivation
Motivation is one of the most crucial factors that determine the efficiency and effectiveness
of an organization with its help a desire is born in the minds of the employees to achieve
successfully the objective of the enterprise. All organizational facilities will remain useless
people are motivated to utilize these facilities in a productive manner. Motivation is an
integral part of management process. An enterprise may have the best of material, machines
and other means of production but all these resources are meaningless so long as they are not
utilized by properly motivated people. There was a time when the human resource of
production was treated like other non-human resources and was not given any special
importance. But this old concept has lost all importance in this competitive age classifying
the importance of motivation Renis Likert has called it. "The core of Management". The
importance of motivation becomes clear from following facts:
Motivation is the outcome of a certain relation between the superiors and the sub-ordinates
for this the superiors or the managers make special effort different from the daily control or
functions. It is not necessary that the efforts made by the managers will be unanimously
acceptable. It can also be opposed in this way there are many hurdles in implementing a
motivational system. They are follows:
1. A Costly Efforts
2. Trouble Making Employees.
3. Motivation is an internal feeling.
4. Opposition to changes.
CHAPTER-3
REVIEW OF LITERATURE
REVIEW OF LITERATURE
In a complex and dynamic environment, leader of the organization used to create the
environment in which employee feel trusted and are empowered to take decisions in the
organization which leads to enhance motivation level of employee and ultimately
organizational performance are enhanced.
Smith and Rupp (2003) stated that performance is a role of individual motivation;
organizational strategy, and structure and resistance to change, is an empirical role relating
motivation in the organization. Likewise, Luthans and Stajkovic (1999) concluded that
advancement 472 Glob Bus Perspect (2013) 1:471–487 123 of human resources through
rewards, monetary incentives, and organizational behavior modification has generated a large
volume of debate in the human resource and sales performance field.
Orpen (1997) studied that better the relationship between mentors and mentees in the formal
mentoring program, the more mentees are motivated to work hard and committed to their
organization. Likewise, Malina and Selto (2001) conducted a case study in one corporate
setting by using balance score card (BSC) method and found out that organizational outcomes
would be greater if employees are provided with positive motivation. The establishment of
operations-based targets will help the provision of strategic feedback by allowing the
evaluation of actual performance against the operations-based targets. Goaldirectedbehavior
and strategic feedback are expected to enhance organizational performance (Chenhall 2005).
Kunz and Pfaff (2002) stated no substantive reason to fear an undermining effect of extrinsic
rewards on intrinsic motivation.
Decoene and Bruggeman (2006)in their study developed and illustrated a model of the
relationship between strategic alignment, motivation and organizational performance in a
BSC context and find that effective strategic alignment empowers and motivates working
executives. Leaders motivate people to follow a participative design of work in which they
are responsible and get it together, which make them responsible for their performance.
Aguinis et al. (2013) stated that monetary rewards can be a very powerful determinant of
employee motivation and achievement which, in turn, can advance to important returns in
terms of firm level performance. Garg and Rastogi (2006) identified the key issues of job
design research and practice to motivate employees’ performance and concluded that a
dynamic managerial learning framework is required to enhance employees’ performance to
meet global challenges.
Vuori and Okkonen (2012)stated that motivation helps to share knowledge through an intra-
organizational social media platform which can help the organization to reach its goals and
objectives. Den and Verburg (2004) found the impact of high performing work systems, also
called human resource practices, on perceptual measures of firm performance.
Ashmos and Duchon (2000)recognized that employees have both a mind and a spirit and
seek to find meaning and purpose in their work, and an aspiration to be part of a community,
hence making their jobs worthwhile and motivating them to do at a high level with a view to
personal and social development.
Shields (2007)defined motivation as ‘The wellspring of task behaviour or effort, and it refers
to the strength of a person’s willingness to perform allotted work tasks’. In today’s
workplace, motivation drives companies to achieve key competitive advantages, increase
productivity, market share and overall increase profits. There have been many theories
developed by researchers surrounding the area of motivation. Krietner (1995) researched and
illustrated motivation with a psychological viewpoint, according to him functions and
direction comes from motivation, which affects behaviour. Motivation has a key role to play
in every organisation as it can be used as a pointer that shows the level at which employees
and indeed the organisation itself is performing. All managers are faced with challenging
factors in the workplace such as a lack of staff morale or commitment, low levels of
productivity and quality outputs from employees and indeed high levels of staff turnover,
these managers want as Herzberg (cited in Gunnigle, Heraty&Morely, 2011, p.133) said ‘The
surest and least circumlocuted way of getting someone to dosomething’.
CHAPTER-4
OBJECTIVE OF STUDY
OBJECTIVES OF STUDY
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
Sampling design
Scope of Study :
Data Collection
‘The gathering of data may range from a simple observation at one location to a grandiose
survey of multinational corporations’ (Blumberg, Cooper & Schindler, 2008, p. 74). How is
data defined though? One author, cited in (Blumberg et al, 2008, p.74) defines data as ‘The
facts presented to the researcher from the study’s environment. Characterised by their
abstractness, verifiability, elusiveness and closeness to the phenomenon’ (Leedy, 1981, p.67-
70).
The data collected for this project report can be separated into two groups, these being;
Primary data and secondary data.
Primary data refer to information obtained first-hand by the researcher on the variables
ofinterestforspecificpurposeofthestudy’(Sekaran&Bougie,2009,p.180).Theprimary data
available to researchers may vary depending on whether the research is carried out in a
qualitative, quantitative or mixed method of research. Examples of primary data available to use
in research include - Observations - Unstructured Interviews - Structured Interviews -
Questionnaires
Secondary Data
Secondary data reface to the use of information already collected and published or unpublished.
The sources are books, journals, reports etc.
Secondary data will be collected from the company’s H.R department. The sources of collection
secondary data are:.
Questionnaires
As this research is quantitatively based, the main primary source of data comes from
Questionnaires. Questionnaires are a primary data collection method in which a sample of
people are questioned about what they think or their actions with regard certain variables. ‘A
15 questionnaire is a standard set of predetermined questions presented to people in the same
order.
Research Design :
This research is of descriptive. In descriptive research we have sufficient data on the concept and
research material. Because many researchers have been done the same concept. Therefore,
there is nothing new this concept while I am going to study. I have used questionnaire
method for collecting the data. I have formed same questionnaire for workers & staff
members.
Methodology
: Convince Sampling.
Sample Size :30
Instrument Used : Questionnaire.
Sample Technique
Data Analysis tools
1. Percentage Growth Rate Percentage growth rate over the base year was calculated to
analyse the trends on year- to- year basis. This has been worked out as:
𝑉𝑐 − 𝑉𝑏
= 𝑉𝑏
× 100
Where:
𝑉𝑐 = Value of the given parameter in the current year.
𝑉𝑏 = Value of the given parameter in the base year.
CHAPTER – 6
DATA ANALYSIS
&
INTERPRETATION
Analysis of Employees Motivation
45
40
40
35
30
33.3
25
20
15
16.6
10
10
5
0
Percentage
Description: Table shows that most of the respondents are in the age group below 30 and
33.3% of the respondents are in the age group of 30-40 and 16.6% of the respondents are in
the age group of 40-50 and 16.6% of the respondents are in the age group of 50-60
respectively.
2. Respondent's Classification According to the Qualification
70
60
50
40 Column1
Column2
30 percentage
20
10
0
Graduate post graduate any tech.
Description: Table shows that out of 30 respondents, most of them are post-graduate, 13.3%
respondents are graduate and 26.67% are any tech.
3. Respondent's Classification According to the sex
Male 12 40
Female 18 60
70
60
50
40 Column1
Series 2
30 percentage
20
10
0
male female
Description : Table shows that 40% respondents are male and 60% are female.
4. Respondent's Classification According to the experience
Percentage
30
25 26.7 26.7
23.2
20
15
10
10
5 6.7 6.7
0 0
0
0-5 Years 5-10Years10-1515-2020-2525-3030-3535-40
YearsYearsYearsYearsYearsYears
Description : Table shows equal no. of respondents are having the experience of 20-25 and
25-30 years respectively and 7 respondents are having the experience of 15-20 years and
equal no. of respondents are having the experience of 5-10 and 10-15 years.
5. Respondent's Classification According to the Marital Status
70
60
50
40 Series 3
Series 2
30 percentage
20
10
0
married unmarried
Description: Table shows that 43.33% of the respondents are married and 56.66% of the
respondents are unmarried.
6. Are You Motivated By The Officers?
No. of Percenta
ge
Responden
ts
Se ries
3
S eries
2
p erce
n tag e
25 83.3
Yes 3
No 5 16.6
6
90
80
70
60
50 Series 3
Series 2
40 percentage
30
20
10
0
yes no
Description: Table 6 shows that 83.33% respondents view that they are motivated by the
officers.
7. What Type of Feeling You Have by Working inCrompton Greaves?
No. of Percentage
Respondents
Percentage
70.00%
60.00%
50.00%
40.00%
60%
30.00%
20.00%
Description : Table 7 shows that 83.33% of the respondents are of the opinion that they are
satisfied with the organization.
8. Do You Get The Opportunity To Express Your View In The Company?
No. of Percentage
Respondents
Yes 23 76.66
No 7 23.33
90
80
70
60
50 Series 3
Series 2
40 percentage
30
20
10
0
yes no
Description : Table 8 shows that 76.66% respondents are of the opinion that they gets the
opportunity to express their views.
9.Are You Satisfied With Your InstituteManagement
No. of Percenta
ge
Responden
ts
Completely 21 70
Partially 9 30
80
70
60
50
Series 3
40 Series 2
percentage
30
20
10
0
completely partially
Description: Table 9 shows that 70% respondents are completely satisfied about company
management and 30% of respondents are partially satisfied with the company
9. Are You Satisfied With The Working Conditions In Cordia institute of
business management?
No. of Percenta
ge
Responden
ts
Completely 27 90
Partially 3 10
Percentage
90
10
Partially
Description : Table 10 shows that 90% respondents opinion that they are completely
satisfied with the working conditions and 10% of the opinion that they are partially satisfied
with working conditions.
11.Do you consider Cordia institute of business management is the best place
ofwork?
No. of Percenta
ge
Responden
ts
Yes 28 93.3
3
No 2 6.67
100
90
80
70
60
Series 3
50 Series 2
percentage
40
30
20
10
0
yes no
Description: Above table shows that 28 respondents opinion that they are completely satisfied
with the place of Crompton Greaves and 2 of the opinion that they are not satisfied with place
of work of Crompton Greaves.
12.How are the relation with Employees and management?
No. of Percentag
e
Responden
ts
Fine 20 66.67
Average 10 33.33
Bad 0 0
80
70
60
50
Series 3
40 Series 2
percentage
30
20
10
0
fine Average
Description : Table 12 shows that 66.67% respondents have nice relation with each other and
33.33% of employees have Average relation with each other.
13.What is your view the practices & Policies of management?
No. of Percentage
Respondents
Fair 20 66.67
Unfair 10 33.33
Cannot 0 0
Say
80
70
60
50
Series 3
40 Series 2
percentage
30
20
10
0
fair unfair connot say
Description : Table 13 shows that 66.67% respondents say there is fair policies and practices
of management and 33.33% of employees say unfair policies
14.How's the relation between workers and management?
No. of Percentage
Respondents
Co- 25 83.33
operative
Un- 5 16.67
cooperative
90
80
70
60
50 Series 3
Series 2
40 percentage
30
20
10
0
cooperative un cooperative
On the basis of the data analysis and interpretations the research come to know that
following points:
Respondents get opportunity to express their views.
70% of the respondents are completely satisfied while 30% of the respondents are
partially satisfied.
Majority of the respondents are completely satisfied with the
working conditions.
70% of the respondents are satisfied with the wages and salary administration of the
organization.
40% of the respondents are completely satisfied with the medical
facilities.
There is a cooperative relationship between workers and
management.
Motivation is abstract quality, for which measurement become to difficult task
because of the non-availability of standardized test for it.
Attitude of workers towards supervisor and co-workers is also
extremely favorable.
Attitude of workers towards organization is extremely favorable
SUGGESSTION
Lack of Education Among the workers :Most of the workers are not educated as a result
they become suspicious of the filling of these questionnaire.
Difficulty in Filling :A large number of the respondents needed help in filling these
questionnaire.
Lack of Seriousness :Some of the workers did not attach the required seriousness to the
investigator.
CHAPTER-9
BIBLIOGRAPHY
REFERENCES
Books:
Website:
www.google.com
www.humanresources.hrvinet.com
www.scribd.com
www.wikipedia.com
www.igp-group.com
Questionnaire of Employees
MotivationSurvey
Name:
Age Group
Below 30 (
) 30-40 ()
40-50 ()
50-60 ()
(i)Yes (ii) No
(i) Fair ( )
(ii) Unfair ( )
(i) Cooperative ( )
(ii) Uncooperative ( )