2 Motivation

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INTRODUCTION
 Motivation is a set of forces that directs an individual to the behavior that results in
better job performance. A motivated employee might work harder than expected to
complete the task, proactively find ways to improve the quality and efficiency of the
work environment.
The key concepts of motivation are as follows
 Motivation is an inferred reason of an observed behavior. Although it can be directly

measured by using various tools like surveys or 1-1 meetings, the reliability of such
methods is questionable due to individual personality differences; the employee might
not provide accurate feedback. Instead, we analyze the situations surrounding the
individual, observe his response and then attempt to deduce the motivation
responsible for the response.
 Two main components of motivation are the ‘direction’ of the behavior and

its ‘intensity’. A positive direction refers to the act of choosing one of many choices
that bring the individual closer to the goals.
 High motivation is a significant contributor to an exceptional performance. The

effectiveness of an individual in an organization depends on few key factors,
his ability to perform the assigned task, a healthy work environment and a reason
that drives the individual to exceed the expectations. Skills and abilities can determine
whether an employee is capable of performing a task.
 Deficiencies in skills can be managed by appropriate trainings, on the job coaching,

matching the skills against different available tasks or roles; similarly the work
environment can be improved by providing better resources and facilities. However,
motivating employees is complicated since it depends upon individual needs,
aspirations and core values; it is significantly more challenging compared to task or
project management.
 Management’s basic job is the effective utilization of human resources for

achievements of organizational objectives. The personnel management is concerned
with organizing human resources in such a way to get maximum output to the
enterprise and to develop the talent of people at work to the fullest satisfaction.
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 Motivation implies that one person, in organization context a manager, includes
another, say an employee, to engage in action by ensuring that a channel to satisfy
those needs and aspirations becomes available to the person. In addition to this, the
strong needs in a direction that is satisfying to the latent needs in employees and
harness them in a manner that would be functional for the organization. Employee
motivation is one of the major issues faced by every organization.
 It is the major task of every manager to motivate his subordinates or to create the ‘will
to work’ among the subordinates. It should also be remembered that a worker may be
immensely capable of doing some work; nothing can be achieved if he is not willing
to work.
 A manager has to make appropriate use of motivation to enthuse the employees to
follow them. Hence this studies also focusing on the employee motivation among the
employees of MICROTECHENGINEERS.
 Rensis Likerthas called motivation as the core of management. Motivation is the core
of management. Motivation is an effective instrument in the hands of the management
in inspiring the work force .It is the major task of every manager to motivate his
subordinate or to create the will to work among the subordinates.
 It should also be remembered that the worker may be immensely capable of doing
some work, nothing can be achieved if he is not willing to work creation of a will to
work is motivation in simple but true sense of term.
 Employee motivation in the sugar industry is vital to the future success of
Restaurant organizations because if recognized correctly, managers can avoid the high
Costs associated with turnover (Dermody, Young, & Taylor, 2004). While
competition is
Steady with other industries to attract and retain workers to meet the demand of
Consumers, sugars factory employers need to gain a better understanding of what
motivates their workers in order to prevent the high costs associated with turnover.
 Managers must attempt to understand what motivates their hourly employees
(Dermody, Young, &Taylor, 2004). Enz (2001) suggests that the number one problem
in the hospitality industry is the care and motivation of human capital. Unfortunately,
service industry jobs are generally high stress and low pay; these are facts that work
against employee motivation (Stamper & Van Dyne, 2003).
 However, motivation must come from within the individual (Zacarelli, 1985; Simons
& Enz, 1995; Nicholson, 2003).sugar factory operators in particular employ two
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groups of employees: salaried and hourly employees. Salaried employees are not
being investigated in this study.
 However, sugar factory have a subdivision within the hourly employees: tipped
employees.Tipped employees are paid substantially less per hour,1 in accordance with
information provided from the U.S Department of Labor’s website.
 For the purpose of this research non-tipped hourly employees shall be defined as
employees that depend on their hourly wage as their main source of income and
generally
1 Depending on state laws
2 do not receive any income from tips or gratuities. Tipped employees shall be
defined as
 Employees that depend on the receipt of tips as their main source of income
There are numerous definitions for employee motivation, but for the purpose of this
study
Employee motivation has been defined by Robbins, (1993), (as cited in Ramlall,
2004),
As: “the willingness to exert high levels of effort toward organizational goals,
Conditioned by the effort’s ability to satisfy some individual need.”
 As employee motivation is an important topic in hospitality literature, there has not
been a study profiling hourly tipped and non-tipped factory workers’ motivations in
the United States. For that reason, this study desires to provide practitioners in the
sugar factory
Industry a comparison and analysis of employee motivation.
 The concept of motivation:
The word motivation has been derived from motive which means any idea, need or
emotion that prompts a man in to action. Whatever may be the behavior of man, there is some
stimulus behind it .Stimulus is dependent upon the motive of the person concerned. Motive
can be known by studying his needs and desires. There is no universal theory that can explain
the factors influencing motives which control mans behavior at any particular point of time.
In general, the different motives operate at different times among different people and
influence their behaviors. The process of motivation studies the motives of individuals which
cause different type of behavior.
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 Definition of Motivation:
According to Edwin B Flippo, “Motivation is the process of attempting to

influence others to do their work through the possibility of gain or reward.
 Significance 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 results may be expected if the employees are properly motivate
1. The workforce will be better satisfied if the management provides them with opportunities
to fulfill their physiological and psychological needs. The workers will cooperate voluntarily
with the management and will contribute their maximum towards the goals of the enterprise.
2. Workers will tend to be as efficient as possible by improving upon their skills and
knowledge so that they are able to contribute to the progress of the organization. This will
also result in increased productivity.
3. The rates of labor’s turnover and absenteeism among the workers will be low.
4. There will be good human relations in the organization as friction among the workers
themselves and between the workers and the management will decrease.
5. The number of complaints and grievances will come down. Accident will also blow.
6. There will be increase in the quantity and quality of products. Wastage and scrap will be
less. Better quality of products will also increase the public image of the business.
 Motivation Process:
 Identification of need
 Tension
 Course of action
 Result –Positive/Negative
 Feed back
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 Theories of Motivation:
Understanding what motivated employees and how they were motivated was the
focus of many researchers following the publication of the Hawthorne study results (Terpstra,
1979). Six major approaches that have led to our understanding of motivation are
McClelland’s Achievement Need Theory, Behavior Modification theory; Abraham H
Mallows need hierarchy or Deficient theory of motivation. J.S. Adam’s Equity Theory,
Vroom’s Expectation Theory, Two factors Theory.
 McClelland’s Achievement Need Theory
According to McClelland’s there are three types of needs;
 Need for Achievement (n Ach);
This need is the strongest and lasting motivating factor. Particularly in case of persons
who satisfy the other needs. They are constantly pre occupied with a desire for improvement
and lack for situation in which successful outcomes are directly correlated with their efforts.
They set more difficult but achievable goals for themselves because success with easily
achievable goals hardly provides a sense of achievement.
 Need for Power
It is the desire to control the behavior of the other people and to manipulate the
surroundings. Power motivations positive applications results in domestic leadership style,
while it negative application tends autocratic style.
 Need for affiliation
It is the related to social needs and creates friendship. This results in formation of
informal groups or social circle.
 Behavioral Modification Theory;
According to this theory people behavior is the outcome of favorable and unfavorable
pastcircumstances. This theory is based on learning theory. Skinner conducted his
researchesamong rats and school children. He found that stimulus for desirable behavior
could bestrengthened by rewarding it at the earliest. In the industrial situation, this relevance
of thistheory may be found in the installation of financial and non financial incentives.
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More immediate is the reward and stimulation or it motivates it. Withdrawal of
reward incase of low standard work may also produce the desired result. However, researches
show that it is generally more effective to reward desired behavior than to punish undesired
behavior.
 Abraham H Maslow Need Hierarchy or Deficient theory of Motivation.
The intellectual basis for most of motivation thinking has been provided by behavioral
scientists, A.H Maslow and Frederick Heizberg, whose published works are the “Bible
ofMotivation”. Although Maslow himself did not apply his theory to industrial situation, it
has wide impact for beyond academic circles.
Douglous Mac Gregory has used Maslow’s theory to interpret specific problems in
personnel administration and industrial relations.
The crux of Maslow’s theory is that human needs are arranged in hierarchy composed of
five categories. The lowest level needs are physiological and the highest levels 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 ins scale and some are in a higher scale of system
of values.
As the lower needs are satisfied, higher needs emerge. Higher needs cannot be satisfied
unless lower needs are fulfilled. A satisfied need is not a motivator. This resembles the
standard economic theory of diminishing returns. The hierarchy of needs at work in the
individual is today a routine tool of personnel trade and when these needs are active, they act
as powerful conditioners of behavior- as Motivators. Hierarchy of needs; the main needs of
men are five. They are physiological needs, safety needs, social needs, ego needs and self
actualization needs, as shown in order of their importance. The above five basic needs are
regarded as striving needs which make a person do things.
The first model indicates the ranking of different needs. The second is more helpful in
Indicating how the satisfaction of the higher needs is based on the satisfaction of lower
Needs. It also shows how the number of person who has experienced the fulfillment of the
higher needs gradually tapers off.
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 Physiological or Body Needs: -
The individual move up the ladder responding first to the physiological needs for
nourishment, clothing and shelter. These physical needs must be equated with pay rate, pay
practices and to an extent with physical condition of the job.
 Safety: -
The next in order of needs is safety needs, the need to be free from danger, either from other
people or from environment. The individual want to assured, once his bodily needs are
satisfied, that they are secure and will continue to be satisfied for foreseeable feature.
The safety 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.
 Social needs: -
Going up the scale of needs the individual feels the desire to work in a cohesive group and
develop a sense of belonging and identification with a group. He feels the need to love and be
loved and the need to belong and be identified with a group. In a large organization it is not
easy to build up social relations.
However close relationship can be built up with at least some fellow workers. Every
employee wants to feel that he is wanted or accepted and that he is not an alien facing a
hostile group.
 Ego or Esteem Needs: -
These needs are reflected in our desire for status and recognition, respect and prestige in
the work group or work place 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 ones esteem
e.g.; need for achievement, self confidence, knowledge, competence etc. On the job, this
means praise for a job but more important it means a feeling by employee that at all times he
has the respect of his supervisor as a person and as a contributor to the organizational goals.
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 Self realization or Actualization needs: -
This upper level need is one which when satisfied provide insights to support future
research regarding strategic guidance for organization that are both providing and using
reward/recognition programs makes the employee give up the dependence on others or on the
environment. He becomes growth oriented, self-oriented, directed, detached and creative.
This need reflects a state defined in terms of the extent to which an individual attains his
personnel goal. This is the need which totally lies within oneself and there is no demand from
any external situation or person.
 J.S Adams Equity Theory;
Employee compares her/his job inputs outcome ratio with that of reference. If the employee
perceives inequity, she/he will act to correct the inequity: lower productivity, reduced quality,
increased absenteeism, voluntary resignation.
 Vroom’s Expectation Theory;
Vroom’s theory is based on the belief that employee effort will lead to performance and
performance will lead to rewards (Vroom, 1964). Reward may be either positive or negative.
The more positive the reward the more likely the employee will be highly motivated.
Conversely, the more negative the reward the less likely the employee will be motivated
 Two Factor Theory;
Douglas McGregor introduced the theory with the help of two views; X assumptions are
conservative in style Assumptions are modern in style.
 X Theory;
 Individuals inherently dislike work.
 People must be coerced or controlled to do work to achieve the objectives.
 People prefer to be directed
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 Y Theory;
 People view work as being as natural as play and rest.
 People will exercise self direction and control towards achieving objectives they are
committed to.
 People learn to accept and seek responsibility.
 Types of Motivation:
Intrinsic motivation occurs when people are internally motivated to do something because it
either brings them pleasure, they think it is important, or they feel that what they are learning
is morally significant.
Extrinsic motivation comes into play when a student is compelled to do something or act a
certain way because of factors external to him or her (like money or good grades)
 Incentives:
An incentive is something which stimulates a person towards some goal. It activates human
needs and creates the desire to work. Thus, an incentive is a means of motivation. In
organizations, increase in incentive leads to better performance and vice versa.
 Need for Incentives:
Man is a wanting animal. He continues to want something or other. He is never fully

satisfied. If one need is satisfied, the other need arises.
In order to motivate the employees, the management should try to satisfy their needs. For
this purpose, both financial and non-financial incentives may be used by the management to
motivate the workers.
Financial incentives or motivators are those which are associated with money. They include
wages and salaries, fringe benefits, bonus, retirement benefits etc. Non-financial motivators
are those which are not associated with monetary rewards. They include intangible incentives
like ego-satisfaction, self-actualization and responsibility.
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 INCENTIVES:
incentive
Financial incentives Non-financial

incentives
Wages and Salaries - competition

- Bonus - Group recognition
- Medical reimbursement - Job security
- Insurance - Praise
- Housing facility - Knowledge of result
- Retirement benefits - Workers participation
- Suggestion system
- Opportunities for growth
 Motivation is the key to performance improvement;
There is an old saying you can take a horse to the water but you cannot force it to drink; it
will drink only if it's thirsty - so with people. They will do what they want to do or otherwise.
Motivated to do. Whether it is to excel on the workshop floor or in the 'ivory tower' they
Must be motivated or driven to it, either by themselves or through external stimulus.
Are they born with the self-motivation or drive? Yes and no. If no, they can be motivated,
for motivation is a skill which can and must be learnt. This is essential for any business to
survive and succeed. Performance is considered to be a function of ability and motivation,
thus:
 Job performance =f(ability)(motivation)
Ability in turn depends on education, experience and training and its improvement is a slow
and long process. On the other hand motivation can be improved quickly. There are many
options and an uninitiated manager may not even know where to start. As a guideline, there
are broadly seven strategies for motivation. There are broadly seven strategies for motivation.
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 Positive reinforcement / high expectations
 Effective discipline and punishment
 Treating people fairly
 Satisfying employees needs
 Setting work related goals
 Restructuring jobs
 Base rewards on job performance
Essentially, there is a gap between an individual’s actual state and some desired
state and the manager tries to reduce this gap. Motivation is, in effect, a means to reduce and
manipulate this gap.
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COMPANY PROFILE:
Microtech Engineers is one of the leading Manufacturer of Plastic Injection Moulds,

Components &Machined Components with ISO 9001 – 2008 Certified Company and
originally established in 1994.
THE PROMOTERS:
A Team of 3 young Technocrats, who are having good expertise in Mould Design,
Mould Manufacturing and Processing.
Unitech Plasto Components Private Limited (UPCL),
No: 2/852, Mugalivakkam, Opposite To L&T Service Centre, Chennai - 600116.
It is an ISO 9001 – 2008 Certified Company Spreaded over 12000 Sq.ft, is one of our group
companies, Engaged in Manufacturing of Precision Injection Moulded Components catering
to Automobile, Electrical, Electronic and Consumer Appliance industries.
QUALITY POLICY:
We strive towards fulfilling our customer’s expectations by:
 On time delivery.
 At competitive price.
 By implementing of quality management
 System, and monitoring it effectively for continual Improvement.
 We shall achieve this by motivating the team spirit and equal participation at all
levels.
CATERING TO:
Precision Injection Moulds For Auto Parts , Medical Products, Electrical &
Electronic Products and Consumer Appliances etc., and FMCG goods.
LIST OF PRODUCTS AUTOMOTIVE:
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MEDICAL EQUIPMENTS:
15 ml CFT
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50 ml CFT
Valve Set
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Cell Lifter
Cell Scraper
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Petri Dish
Grace Tubes
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FMCG PRODUCTS:
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fmcg
MOULD PHOTOS:
MOULD PHOTOS
PRECISION INJECTION MOULDS:
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1. Automobile Components and connectors.
2. Lamp Holders & Lamp Connectors.
3. Automobile Fuse Boxes & Terminal Holders.
4. Electrical Switches.
5. Caps & Closures.
6. Irrigation Components.
7. Medical Components.
8. Consumer Appliances Components.
PRECISION MACHINED COMPONENTS:
1. Valve Components.
2. Spline Tools.
3. Gauges for Steering Wheel Components
OUR PRESTIGIOUS CLIENTS INCLUDES:
1. Godrej Saralee India Pvt. Limited.
2. Cavincare Limited – Chennai.
3. Speciality Valves - Greater Noida
4. TTK Health Care Ltd.
5. Henkel India Pvt ltd
6. G.M.Pens International Limited – Chennai & Pondicherry.
7. Lucas TVS Limited - Chennai.
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8. UCAL Fuel System Limited- Chennai.
9. UCAL Polymer Industrial Pvt.Limited –Pondicherry.
10. Mother son Automotive Technologies Limited – Chennai.
11. Dhakshin Plastics Limited – Hyderabad.
12. Grace Davidson India Limited.
13. PHA INDIA (P). Ltd.
14. 3M Electro Communication India Limited...
15. Perlos Tele Communications International Ltd.
16. L&P Sommappa Comfort Systems (India) Private Limited.
UPCL (Moulding) clients:
1. Perols Telecommunications Ltd.
2. Mothers Sons Group.
3. ITW.
4. Lumax.
5. Lucas TVS.
6. Indrad Auto Components Ltd.
7. Visteon – Pune.
8. Pricol.
9. Srinisons Wiring System Pvt. Ltd – Gurgoan.
10. Essem Srinisons System Pvt. Ltd – Aurangabad.
11. Gandhimathi Appliances Ltd.
12. Minda Sai (Sylea Automotive) India Pvt. Ltd .
13. T.I. Diamond Chain Ltd.
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14. Elchem Chennai.
15. Threyes Srinisons Hardness Pvt. Ltd.
Third Tier OEM Suppliers To Maruti Udyog Ltd, Bajaj Auto,

Hyundai, Telco and Tata Motors
OVERSEAS CLIENTS:
1. DECOTEC INTERNATIONAL PVT LTD- SHARJA- UAE
2. GRACE DAVIDSON –USA
And a lot of plastic processors, medical disposables manufacturers, industries

covering Automobiles connectors, sockets, Auto components, Precision Engineering
components, Electrical switches, electronic, consumer and house hold appliances.
Please feel free to contact the following persons for any enquires.
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REVIEW OF LITERATURE:
 Leper, M.R., Greene, D. & Nesbit, R.E (2000) undermining children’s intrinsic
interest with extrinsic rewards: A test of the over justification hypothesis.
Journal of personality and social psychology, 28(1), pp.129-137:
Social psychological research has indicated and a subsequent reduction in intrinsic

motivation. In one study demonstrating this effect. Children who expected to be rewarded
with a ribbon and a gold star for drawing pictures spend less time playing with the drawing
materials in subsequent observations than children who were assigned to an unexpected
reward condition and to children who received no extrinsic reward.
 Maslow, Abraham h: Motivation and person lich deit, Olden eke al 2000 P.74-
105:
The American motivation psychologist Abraham H Maslow developed the hierarchy of

needs consistent of five hierarchic classified classes. Which shows the complexity of human
requirements? Maslow says that first of all the basic requirements have to be settled. Before
higher requirements show to advantage in stages.
The basic requirements build the first step in his pyramid. They decide about to be or not to
be. If there is any deficit on this level, so that whole behavior of a human will be oriented to
satisfy it. Subsequently we do have the second level, which awake a need for security. This is
based on the needs that are to remain satisfied in the future. Only after securing the means of
existence.
The motive shift in the social sphere .which forms the third stage. Psychological requirements
consist to the fourth level, while the top of the hierarchy comprise the self-realization.
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 Weightman, j. (2008) the employee motivation audit: Cambridge strategy
publications:
These trends to stress cultural differences and the fact individuals trend to be motivated by
different factors at different times.
 Diana Cordova, mark lepper (2000) intrinsic motivation and the process of
learning: beneficial Effects if contextualization. Personalization and choice:
Also, in younger students it has been shown that contextualizing material that would
otherwise be presented in an abstract manner increase the intrinsic motivation of these
students.
 Maslow, motivation and personality:
Some psychologists believe that a significant portion of human behavior is energized and
directed by unconscious aim that underlies it need not be at all direct.
 Resins Liker (2000):
Motivation is one of the most important factors affecting human behaviour and performance .
This is the reason why managers attach great importance to motivation in organizational
setting . Liker has called motivation as the core of management.
 BENARD BERELSON AND GARRY A. STEINER(2001):
“a motive is an inner state that energies , activates , or moves (here motivation), and that
directs behaviour towards goals.
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 FILLMORE H. SANFORD AND LAWRENCE S.WRIGHTSMAN(2003):
“A motive is restless, a lack , a yen, a force. Once in the grip of a motive , the organization
does something to reduce the restlessness, to remedy the lock ,the yen to mitigate the force.
 ROBERT DUBIN (2004):
“Motivation is the complex forces starting and keeping a person at work in an organization .
Motivation is something that moves the person to action , and continues him in the course
already initiated”.
 DALTON E. MCFARLAND (2005):
“Motivation refers to the way in which urges , drives , desire , aspiration , striving , or needs
direct , control or explain the behaviour of human beings.
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RESEARCH METHODOLOGY
 Meaning of research;
Research means a search of knowledge; sometimes it may refer to scientific and systematic
search pertinent information on specific topic.
In fact research is an art scientific investigation. Red man” and moray” defines research as a
systematized effort to gain new knowledge.
 Definition of research;
Research can be defined as “a scientific and systematic search for pertinent information
on a specific topic”. Therefore research could be understood as an organized activity with
specific objectives on a problem or issues supported by compilation of related data and facts,
involving application of relevant tools of analysis and deriving logically on originality.
 Type of research;
This research deals with the descriptive research. Descriptive research includes survey and
facts. Finding enquires of different kind. The major purpose of descriptive of the state of
affairs. As it exists at present. Descriptive research studies are concerned with describing the
characteristic of a particular individual or a group.
OBJECTIVES OF THE STUDY:
1. To study the factors which influence to motivate the employees?
2. To study the effects of reward as a motivational tool on the employee’s performance.
3. To study the effect of job promotions on employees.
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4. To learn the employee’s satisfaction on the interpersonal relationship exists in the
organization.
5. To find out the views of employees motivational program of an organization.
6. To provide suggestion and recommendation for effective motivational policies in

organization.
NEED OF THE STUDY:
 To know the current motivation trend in organization.

 To know the employee effective performance because of motivation
 To know the value of motivation for leading the team
 To know the role of motivation in organization
SCOPE OF THE STUDY:
 To study and to know the existing motivation level of the employees in

MICROTECH ENGINEERS.
 To study the various types of motivation such as financial and non-financial
motivational measures
 Sampling method;
The type of sampling adopted here is convenience sampling method. This method of
sampling involves selecting the sample elements using convenient method without going
through the rigor of sampling method.
 Sample size;
 The sample size used in this project is 94 employees in MICROTECH
ENGINEERS.
 Data collection;
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 Primary data;
 The data collected for the first time through field survey is known as primary data
here the primary data was collected from the employee of MICROTECH
ENGINEERS.
With the help of
 Secondary data;
Secondary data refers to the information or facts already collected. Here secondary
data was collected through documentation and websites of MICROTECH ENGINEERS.
 STRUCTURED QUESTIONNAIRE ;
The structure questionnaire consists of closed and open ended question were framed keeping
the objective in our mind. It is aimed not to lead the answer to the respondents.
 Statistical tools:
 Percentage of the respondent’s analysis:
In this method frequency of various critical/factors are tabulated and the percentage of the
respondent of each value with respect to the total is found out they are presented pictorial by
way of graphs in order to have better understanding.
Percentage of the respondent = no of respondent
Total respondent *94
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 Chi -square test:
The objective of chi-square is to determine test whether real or significant difference exists
among the various group .chi-square test involves comparison of expected frequency (Ei)
with the observed frequency (Oi) to determine whether the difference between the two is
greater than which might occur by chance.
x2= (Oi-Ei)2
Ei
Where x2-chi square
Ei- expected frequency
Oi-observed frequency
Limitations of the study:
 Time constraint is the major limitation with relation to the study.

 While collecting the data communication barrier held.
 Day shift employees were only covered and other shift employees were not available
for the study.
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TABLE-1
Table showing the distribution of respondent’s ages
AGE RESPONDENTS PERCENTAGE

BELOW 25 26 27.65%
25-35 50 53.20%
36-45 15 15.95%
ABOVE 45 3 3.20%
TOTAL 94 100%
(SOURCE :PRIMARY DATA)
INTERPRETATION:
 It is inferred from from the above table shows that 53.20%of the respondents are
between the 25-35 age.
 27.65%of the respondents are between the below25 age.
 15.95%of the respondents are between the 36-45 age.
 3.20%of the respondents are between the above 45 age.
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CHART NO - 1
Chart showing the distribution of respondent’s age
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TABLE NO - 2
Table showing the distribution of respondents marital status
MARITAL STATUS RESPONDENDS PERCENTAGE

MARRIED 56 59.50%
UNMARRIED 38 40.42%
TOTAL 94 100%
(SOURCE : PRIMARY DATA)
INTERPRETATION:
 59.50%of the respondents are married and 40.42% of the respondents are unmarried.
CHART-2
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Chart showing the distribution of respondents marital status
TABLE NO - 3
Table showing the distribution of respondents education
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EDUCATION RESPONDENTS PERCENTAGE
UG 11 11.70%
PG 14 14.89%
DIPLOMA 55 58.51%
OTHERS 14 14.89%
TOTAL 94 100%
INTERPRETATION:
 From the above table, it is inferred that 58.51% of the respondents have done diploma
and another 14.89% have done both PG and other course and another 11.70% have
done UG.
CHART NO – 3
Chart showing the distribution of respondent’s education
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TABLE NO – 4
Table showing the distribution of experience
EXPERIENCE RESPONDENTS PERCENTAGE
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BELOW 5 YEARS 32 34.04%
5-10 YEARS 35 37.23%
10-15 YEARS 24 25.53%
ABOVE 15 YEARS 3 3.20%
TOTAL 94 100.00%
INTERPRETATION:
 From the above table, it is inferred that 37.23% of the respondents are having be 5
-10years of experience and another 34.04% are having below5 years of experience
25.53% of the respondents are having be 10 -15years of experience. at 3.20% of the
respondents are having above 15 years of experience
CHART NO - 4
Chart showing the distribution of respondent’s experience
41
TABLE NO - 5
Table showing the distribution of respondents of income
42
INCOME RESPONDENTS PERCENTAGE
BELOW 2500 2 2.13%
2500-4000 10 10.64%
4000-7000 38 40.43%
ABOVE 7000 44 46.81%
TOTAL 94 100%
INTERPRETATION:
 From the above table, it is inferred that out of the respondents interviewed, 46.81%of
them are getting salary above RS 7000. and another 40.43% of them are getting salary
4000-7000.and another 10.64% of them are getting salary 2500-4000.and another
2.13%ofthem are getting salary below 2500.
CHART NO - 5
Chart showing the distribution of respondents of income
43
TABLE NO – 6
Table showing the distribution of respondents of Proud to work
PROUD TO WORK RESPONDENTS PERCENTAGE
44
HIGHLY SATISFACTION 37 39.40%
SATISFACTION 54 57.45%
NEUTRAL 2 2.13%
DIS SATISFACTION 1 1.10%
HIGHLY DIS SATISFACTION 0 0.00%
TOTAL 94 100%
INTERPRETATION:
 It is inferred from above table shows that 57.45% of the respondents have satisfaction
regarding the workers feel proud to work in the organization and 39.40% of the
respondents have highly satisfaction regarding the workers feel proud to work in the
organization and 2.13%of the respondents have neutral regarding the workers feel
proud to work in the organization.
CHART NO – 6
Chart showing the distribution of respondents Proud to Work
45
TABLE NO – 7
Table showing the distribution of respondents of Safety Measures
SAFETY MEASURES RESPONDENTS PERCENTAGE

HIGHLY SATISFACTION 47 50%
46
NEUTRAL 2 2.13%
DIS SATISFACTION 3 3.20%
HIGHLY DIS SATISFACTION 1 1.10%
TOTAL 94 100%
INTERPRETATION:
 From the above table it observed that 50% of the respondents have highly satisfied the
safety measures level in the company.43.62% of the respondents have satisfied the
safety measures level in the company.3.20%% of the respondents have dis satisfied
the safety measures level in the company.2.3% of the respondents have neutral the
safety measures level in the company.1.10% of the respondents have highly dis
satisfied the safety measures level in the company.
CHART NO - 7
Chart showing the distribution of respondents Safety Measures
47
TABLE NO – 8
Table showing the distribution of respondents of handle the Workers
HANDLE THE WORKERS RESPONDENTS PERCENTAGE
48
NEUTRAL 11 11.70%
DISSATISFACTION 2 2.13%
TOTAL 94 100%
INTERPRETATION:
 From the above table 51.10%of the respondents have satisfaction the level of handling
there work smoothly .35.12% of the respondents have highly satisfaction the level of
handling there work smoothly.11.70% of the respondents have neutral the level of
handling there work smoothly.2.13% of the respondents have highly dis satisfaction
the level of handling there work smoothly.
CHART NO -8
Chart showing the distribution of respondents Handle the Workers
49
TABLE NO - 9
Table showing the distribution of respondents of salary
SALARY RESPONDENTS PERCENTAGE

50
NEUTRAL 24 25.53%
HIGHLY DISSATISFACTION 0 0%
TOTAL 94 100%
INTERPRETATION:
 It is observed that 38.30% of the respondents have satisfaction the level of getting
salary to meet all expenditure.30.85% of the respondents have highly satisfaction the
level of getting salary to meet all expenditure.25.53% of the respondents have neutral
the level of getting salary to meet all expenditure.5.32% of the respondents have
dissatisfaction the level of getting salary to meet all expenditure.
CHART NO – 9
Chart showing the distribution of respondents salary
51
TABLE NO – 10
Table showing the distribution of respondents of good relationship in organization
52
GOOD RELATIONSHIP RESPONDENTS PERCENTAGE
SATISFACTION 47 50%
NEUTRAL 13 13.83%
TOTAL 94 100%
INTERPRETATION:
 It is inferred that 50% of the respondents have satisfaction the level of good
relationship with their colleagues.33% of the respondents have highly satisfaction the
level of good relationship with their colleagues.13.83% of the respondents have
neutral the level of good relationship with their colleagues.3.20% of the respondents
have satisfaction the level of good relationship with their colleagues.
CHART NO – 10
Chart showing the distribution of respondents good relationship

in organization
53
TABLE NO – 11
Table showing the distribution of respondents of facilities
FACILITIES RESPONDENTS PERCENTAGE

NEUTRAL 16 17.02%
54
HIGHLY DISSATISFACTION 1 1.10%
TOTAL 94 100%
INTERPRETATION:
 It is inferred from the above table shows that 52.13% of the respondents have
satisfaction the company providing facilities level.28.10% of the respondents have
highly satisfaction the company providing facilities level.17.02% of the respondents
have neutral the company providing facilities level.2.13% of the respondents have
dissatisfaction the company providing facilities level.
CHART NO – 11
Chart showing the distribution of respondents facilities
55
TABLE NO - 12
Table showing the distribution of respondents of cordial relationship in the organization
56
CORDIAL RELATIONSHIP RESPONDENTS PERCENTAGE
NEUTRAL 12 13.10%
TOTAL 94 100%
INTERPRETATION:
 It is noted that 55.34% of the respondents have satisfaction the level of cordial
relationship in the organisation.25.53% of the respondents have highly satisfaction the
level of cordial relationship in the organisation.13.10% of the respondents have
nuetral the level of cordial relationship in the organisation.
CHART NO – 12
Chart showing the distribution of respondents cordial

relationship in the organization
57
TABLE NO – 13
Table showing the distribution of respondents of decision making process
DECISION MAKING RESPONDENTS PERCENTAGE

SATISFACTION 31 33%
58
NEUTRAL 27 28.72%
TOTAL 94 100%
INTERPRETATION:
 It is inferred from the above table shows that 33% of the respondents have satisfaction
the company accept employees opinion for the decision making purpose.31.10% of
the respondents have highly satisfaction the company accept employees opinion for
the decision making purpose.28.72% of the respondents have neutral the company
accept employees opinion for the decision making purpose.
CHART NO – 13
Chart showing the distribution of respondents decision making

process
59
TABLE NO – 14
Table showing the distribution of respondents of first aid facilities
FIRST AID FACILITIES RESPONDENTS PERCENTAGE

NEUTRAL 18 19.15%
TOTAL 94 100%
60
INTERPRETATION:
satisfaction the company providing first aid services.23.40% of the respondents have
highly satisfaction the company providing first aid services.19.15% of the
respondents have nuetral the company providing first aid services.
CHART NO – 14
Chart showing the distribution of respondents first aid facilities
61
TABLE NO – 15
Table showing the distribution of respondents of given to rewards & awards
REWARDS & AWARDS RESPONDENTS PERCENTAGE

62
NEUTRAL 27 28.72%
TOTAL 94 100%
INTERPRETATION:
 It is inferred from the above table shows that 28.72% of the respondents have neutral
level of the company getting rewards & awards.24.40% of the respondents have
dissatisfaction level of the company getting rewards & awards.20.21% of the
respondents have satisfaction level of the company getting rewards & awards.14.89%
of the respondents have highly satisfaction level of the company getting rewards &
awards.
CHART NO – 15
Chart showing the distribution of respondents given to rewards &

awards
63
TABLE NO – 16
Table showing the distribution of respondents of growth
GROWTH RESPONDENTS PERCENTAGE

64
NEUTRAL 13 13.83%
TOTAL 94 100%
INTERPRETATION:
satisfaction the work culture good and helpful for the employees growth.20.21% of
the respondents have highly satisfaction the work culture good and helpful for the
employees growth.13.83% of the respondents have nuetral the work culture good and
helpful for the employees growth.
CHART NO – 16
Chart showing the distribution of respondents growth
65
TABLE NO – 17
66
Table showing the distribution of respondents of remedial action for satisfaction of the
company
REMEDIAL ACTION RESPONDENTS PERCENTAGE

NEUTRAL 16 17.02%
TOTAL 94 100%
INTERPRETATION:
satisfaction the remedial action taken by the company.28.72% of the respondents have
highly satisfaction the remedial action taken by the company.17.02% of the
respondents have nuetral the remedial action taken by the company.
CHART NO – 17
Chart showing the distribution of respondents remedial action for

satisfaction of the company
67
TABLE NO – 18
Table showing the distribution of respondents of given to the training
TRAINING RESPONDENTS PERCENTAGE
68
NEUTRAL 16 17.02%
TOTAL 94 100%
INTERPRETATION:
 It is inferred from the above table shows that 38.30% of the respondents have satisfied
level of the company conducting the training effectively.37.23% the respondents have
highly satisfied level of the company conducting the training effectively.17.02% of
the respondents have neutral level of the company conducting the training effectively.
CHART NO – 18
Chart showing the distribution of respondents given to the

training
69
TABLE NO – 19
Table showing the distribution of respondents of workers working smoothly
WORKERS SMOOTHLY RESPONDENTS PERCENTAGE

70
NEUTRAL 9 9.60%
TOTAL 94 100%
INTERPRETATION:
 It is inferred from the above table shows that 51.10% of the respondents have highly
satisfied level of their smooth work.34.04% of the respondents have satisfied level of
their smooth work.9.60% of the respondents have neutral level of their smooth work.
CHART NO – 19
Chart showing the distribution of respondents workers working

smoothly
71
CHI – SQUARE TEST
ASSOCIATION BETWEEN AGE GROUP AND EXPERIENCE
Ho: There is no significant relationship between age group and experience.
Ha: There is a significant relationship between age group and experience
72
AGE GROUP
EXPERIENCE BELOW 25 25-35 36-45 ABOVE 45 TOTAL
0-5YEARS 22 10 0 0 32
5-10YEARS 3 31 1 0 35
10-15YEARS 1 7 14 2 24
ABOVE 15YEARS 0 1 1 1 3
TOTAL 26 49 16 3 94
Oi Ei Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei

22 8.85 13.15 172.9225 19.53926554
10 16.68 -6.68 44.6224 2.675203837
0 5.44 -5.44 29.5936 5.44
73
0 1.02 -1.02 1.0404 1.02
3 9.68 -6.68 44.6224 14.6097552066
31 18.24 12.76 162.8176 8.926403509
1 5.95 -4.95 24.5025 4.118067227
0 1.11 -1.11 1.2321 1.11
1 6.63 -5.63 31.6969 4.780829563
7 12.51 -5.51 30.3601 2.426866507
14 4.08 9.92 98.4064 24.1192159
2 0.76 1.24 1.5376 2.023157895
0 0.82 -0.82 0.6724 0.82
1 1.56 -0.56 0.3136 0.201025641
1 0.51 0.49 0.2401 0.470784313
1 0.09 0.91 0.8281 9.201111111
TOTAL 91.49091681
X2 Table value
D. O. F = (r-1)*(c-1)
= (4-1)*(5-1)
= 3*4
=12
D. O. F= 12 @ 5% significant level
74
Table value= 26.296
Since, Table value > calculated value
So, we reject Ho and accept Ha
Result (Ho):
There is significant relationship between age group and experience.
ASSOCIATION BETWEEN DECISION MAKING PROCESS AND EDUCATIONAL

QUALIFICATION
Ho: There is no significant relationship between decision making process and educational
qualification.
Ha: There is a significant relationship between decision making process and educational
qualification.
DECISION MAKING PROCESS
QUALIFICATION HS S N DS HDS TOTAL
UG 4 1 4 1 1 11
75
PG 2 9 3 0 1 15
DIPLOMA 19 14 17 4 0 54
OTHERS 2 6 6 0 0 14
TOTAL 27 30 30 5 2 94
Oi Ei Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei
4 3.15 0.85 0.7225 0.229365079
1 3.51 -2.51 6.3001 1.794900285
4 3.51 0.49 0.2401 0.068404558
1 0.58 0.42 0.1764 0.304137931
1 0.23 0.77 0.5929 2.577826087
2 4.30 -2.30 5.29 1.230232558
9 4.78 4.22 17.8084 3.725606695
3 4.78 -1.78 3.1684 0.662845188
0 0.79 -0.79 0.6241 0.79
1 0.31 0.69 0.4761 1.535806452
76
19 15.51 3.49 12.1801 0.785306254
14 17.23 -3,23 10.4329 0.605507835
17 17.23 -0.23 0.0529 0.030702263
4 2.87 1.13 1.2769 0.444912892
0 1.14 -1.14 1.2996 1.14
2 4.02 -2.02 4.0804 1.015024876
6 4.46 1.54 2.3716 0.531748878
6 4.46 1.54 2.3716 0.531748878
0 0.74 -0.74 0.5476 0.74
0 0.29 -0.29 0.0841 0.29
TOTAL 19.08364722
X2 Table value
D. O. F = (r-1)*(c-1)
= (4-1)*(5-1)
= 3*4
=12
D. O. F= 12 @ 5% significant level
Table value= 26.296
Since, Table value < calculated value
26.296 < 19.08
So, we accepted Ho and rejected Ha
Result (Ho):
77
There is no significant relationship between decision making process and educational
qualification.
78
FINDINGS
 It is inferred that 53.25% of the respondents are in the age group between 25-35
years.
 It is inferred that 59.50% of the respondents are married. And 40.42% are
Unmarried.
 It is inferred that 58.51% respondents of the employees are Diploma.
 It is inferred that 46.81% of the respondents are in higher income group
Above7000.
 It is inferred that 50% of the respondents are highly satisfaction with safety measures
adopted in the organization are good.
 It is inferred that 51.10% of the respondents are satisfaction for the smoothly handle
the workers.
79
 It is inferred that 38.30% of respondents are satisfaction for getting salary to all
expenditure for motivates you.
 It is inferred that 50% of the respondents are satisfaction for the good relationship
with colleagues in the organization.
 It is inferred that 52.13% of respondents are satisfaction for the facilities provide by
organization.
 It is inferred that 55.34% of respondents are satisfaction for enjoy the organization in
cordial relationship in the employees.
 It is inferred that 33% of the respondents are satisfaction for the management involves
you in decision making process.
 It is inferred that 46.04% of respondents are satisfaction for the first aid facilities
provide by organization
 It is inferred that 28.72% of the respondents are neutral in the rewards & awards
motivates more with your work
 It is inferred that 60.04% of the respondents satisfaction for the help to your growth
 It is inferred that 46.81% of the respondents are satisfaction for the remedial action
taken by the company for satisfy the employees.
 It is inferred that 38.30% of the respondents are satisfaction for the help to your
training programs.
 It is inferred that 51.10% of the respondents are highly satisfaction with managed for
the smoothly motivates.
80
SUGGESTIONS:
The study reveals the following suggestions from the analysis:
 Employees has to be encouraged with little more efforts by adopting latest

motivational tools which will satisfy the employees in turn will increase the
output.
 Employer and employees relationship has to be improved by bridging gap and
encouraging the minds as a team not as an individual.
 Financial and non-financial incentives have to be improved with the
satisfaction level of employees to make better performance.
81
 A welfare measure of the employees has to be improved in order to satisfy the
needs of the employees to the maximum extent.
 Employee’s knowledge and skill development has to be encouraged by the
way of imparting new techniques.
 .The company can concentrate the providing 1st aid facilities for their
employees.
 .The company can motivate their employees by the way of

providing facilities in the organization.
 .The organization can get feed back for make feel proud to
work in the organization.
CONCLUSION
Today we are in competitive world. Every organization employees are the life blood it is
never mind he is a team leader or an employees. Every employee should be motivated.
The present study has analyzed the motivation and morale of the executives. Result of the
study shows the success rate with 90% positive attitude of the participants which means that
the company has healthy.
82
83
Bibliography
BOOKS:
 GUPTA, C.B., Human Resource management, sultan chand sons, New Delhi 2004.
 KHANKA, S.S., Organizational Behavior, S. chand & company ltd, New Delhi
2000
 Ravilochanan .p. Resarch methodology, Chennai, Margham publications, 2003.
 Kothari C.R., Research Methodology, Vishha publication, 1997.
 C.P.Gupta .Business Statistics, Sultan chand &Sons New Delhi,(2005)
84
WEB SITES:
 Www. tas.co.in
 Www. wikipedia.org
 Www. motivational theories detail.com
85
A STUDY ON MOTIVATION EFFORT AMONG THE EMPLOYEES IN
MICROTECH ENGINEERS AT CHENNAI
QUESTIONNAIRE
1. Name
2. Age;
a) Below25 ; b) 25 -35 ; c) 36-45 ; d) above45
3. Marital status;
86
a) Married ; b) un-married
4. Educational qualification;
Ug course; pg course; diploma course; others
5. Experience;
Below5; 5-10; 10-15; above15
6. Income;
Below2500; 2500-4000; 4000-7000; above7000
HS S N DS HDS
7.Are you feel proud to work in the organization;
8.In our company giving safety measures very useful for you?
9.Thus we management handle the workers smoothly
10.Are you getting salary to meet all expenditure
11.Do you have a good relationship with your colleagues ?
12.Company providing all facilities are encouraging you?
13.Do you enjoy cordial relationship in the organization ?
14.Thus the management accept your opinion for the decision making purpose;
15.Are you satisfied the company providing first aid facilities?
87
16.Company getting rewards @awards are motive with your work?
17. Is the work culture good and helpful to your growth
18. Is there and remedial action taken by the company of the crisis satisfying
19.Thus the company conducting the training effectively
20.Thus the management cordial the workers smoothly
88

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 Motivation is an inferred reason of an observed behavior. Although it can be directly

 Two main components of motivation are the ‘direction’ of the behavior and

 High motivation is a significant contributor to an exceptional performance. The

 Deficiencies in skills can be managed by appropriate trainings, on the job coaching,

 Management’s basic job is the effective utilization of human resources for

According to Edwin B Flippo, “Motivation is the process of attempting to

 McClelland’s Achievement Need Theory

According to McClelland’s there are three types of needs;

 Need for Achievement (n Ach);

 Need for Power

 Need for affiliation

 Behavioral Modification Theory;

 Abraham H Maslow Need Hierarchy or Deficient theory of Motivation.

 Ego or Esteem Needs: -

 J.S Adams Equity Theory;

 Vroom’s Expectation Theory;

 Two Factor Theory;

 Need for Incentives:

Man is a wanting animal. He continues to want something or other. He is never fully

Financial incentives Non-financial

Wages and Salaries - competition

 Motivation is the key to performance improvement;

 Job performance =f(ability)(motivation)

Microtech Engineers is one of the leading Manufacturer of Plastic Injection Moulds,

Unitech Plasto Components Private Limited (UPCL),

No: 2/852, Mugalivakkam, Opposite To L&T Service Centre, Chennai - 600116.

We strive towards fulfilling our customer’s expectations by:

 By implementing of quality management

 System, and monitoring it effectively for continual Improvement.

LIST OF PRODUCTS AUTOMOTIVE:

PRECISION INJECTION MOULDS:

2. Lamp Holders & Lamp Connectors.

3. Automobile Fuse Boxes & Terminal Holders.

5. Caps & Closures.

8. Consumer Appliances Components.

PRECISION MACHINED COMPONENTS:

3. Gauges for Steering Wheel Components

OUR PRESTIGIOUS CLIENTS INCLUDES:

1. Godrej Saralee India Pvt. Limited.

2. Cavincare Limited – Chennai.

3. Speciality Valves - Greater Noida

4. TTK Health Care Ltd.

5. Henkel India Pvt ltd

6. G.M.Pens International Limited – Chennai & Pondicherry.

7. Lucas TVS Limited - Chennai.

9. UCAL Polymer Industrial Pvt.Limited –Pondicherry.

10. Mother son Automotive Technologies Limited – Chennai.

11. Dhakshin Plastics Limited – Hyderabad.

12. Grace Davidson India Limited.

13. PHA INDIA (P). Ltd.

14. 3M Electro Communication India Limited...

15. Perlos Tele Communications International Ltd.

16. L&P Sommappa Comfort Systems (India) Private Limited.

UPCL (Moulding) clients:

1. Perols Telecommunications Ltd.

2. Mothers Sons Group.

6. Indrad Auto Components Ltd.

9. Srinisons Wiring System Pvt. Ltd – Gurgoan.

10. Essem Srinisons System Pvt. Ltd – Aurangabad.

11. Gandhimathi Appliances Ltd.

12. Minda Sai (Sylea Automotive) India Pvt. Ltd .

13. T.I. Diamond Chain Ltd.