Kuldeep Shintre Smart Kid Abacus PVT - LTD Kolhapur

SHIVAJI UNIVERSITY, KOLHAPUR.
A
PROJECT REPORT ON
‘EMPLOYEES MOTIVATION’
WITH SPECIAL REFERENCE TO
SMARTKID ABACUS LEARNING PVT. LTD
SUBMITTED TO
SHIVAJI UNIVERSITY KOLHAPUR
In partial fulfillment of the Requirement for the Award of the
degree of
“BACHELOR OF BUSINESS ADMINISTRATION”
SUBMITTED BY
Mr. SHINTRE KULDEEP BABAN

UNDER THE GUIDANCE OF
MRS. SMITA DUBAL

M.COM, MBA
THROUGH THE PRINCIPAL
YASHWANTRAO CHAVAN MAHAVIDYALAYA

(B.B.A. & B.C.A. DEPT)
URUN ISLAMPUR. DIST-SANGLI
2019-2020
Y.C COLLEGE, ISLAMPUR Page 1

CERTIFICATE
This is to certify that the work embodies in project report on
‘EMPLOYEES MOTIVATION’
With special reference to
SMARTKID ABACUS LEARNING PVT. LTD
Submitted by
Mr. SHINTRE KULDEEP BABAN
In partial fulfillment of the requirement for the award of the degree of
BACHELOR OF BUSINESS ADMINISTRATION
The project is prepared under my guidance and supervision. To
best of my knowledge and belief, no such work has been
submitted to the award of any degree in past. It is an original
work.
Mrs. SMITA DUBAL Mr. S.V.PATIL Dr. A.M.JADHAV

Project Guide H.O.D Principal
Date: - / /Examiner

DECLARATION
I undersigned Mr. SHINTRE KULDEEP BABAN in

partial fulfillment of for the award of the degree of Bachelor of
Business Administration (B.B.A.), hereby, declare that the
project report entitled ‘EMPLOYEES MOTIVATION’ with
special reference to SMARTKID ABACUS PVT. LTD
written& submitted by me under the guidance of Mrs. SMITA
DUBAL is original work. The data and findings in this report are
based on information collected by me. I have not copied from
any other project report submitted earlier or being submitted this
year for a similar purpose.
I understand that any such copying is liable to be
punished in a way the institute authorities deems fit.
Place:-Islampur Mr. Kuldeep Shintre

Date: - / / Project Student

ACKNOWLEDGEMENT
The presentation of this project has been given me the opportunity

for me thank the smart kid abacus learning Pvt. Ltd. Kolhapur for giving
me this opportunity to undergo a project study programmed in their
esteemed organization.
I am especially thankful to Mr. Sanjay Kalamkar owner of the
company for co-ordination & valuable guidance in accomplishing the
study and also the staff of smart kid Abacus.
I thank my subject teacher Mrs. Smita Dubal who helped directly
& indirectly for successful completion of this project.

INDEX
CHAPTER NO CONTENT PAGE NO
1 INTRODUCTION OF THE STUDY
2 THEORITCAL BACKROUND
3 COMPANY PROFILE
4 DATA ANALYSIS &

INTERPRETATAION
5 FINDINGS
6 CONCLUSION & SUGGESSTIONS
7 BIBLIOGARPHY

CHAPTER-1
1.Introduction
2.Need for the study
3.Objective of the study
4.Scope of the study
5.Research methodology
6.Limitation of the study

INTRODUCTION TO THE STUDY
Motivation is a psychological process that begins with a need that

transforms into a goal director behavior. The motives can be primary
secondary or general that are derived from intrinsic & extrinsic sources,
Maslow & Herzberg have been the pioneers providing a conceptual
framework of motivation.
Work motivation can defined us an employee’s willingness to exert
a higher level of efforts energy enthusiasm & determination to succeed.
Employee motivation is an integral part HRM plays a circular role in the
long term growth of the organization. It can be used in directing
employee behavior and action for a constructive goal or vision. Proper
motivation turns an employee into a loyal and helps in maintaining the
relation.

NEED FOR THE STUDY
Motivation is an important Tool in the hands of the manager for inspiring

the work force & making them to do work with Enthusiasm willingness if
it is important function of the management to motivate the people
working in the organization to perform the work assigned to term
effectively & efficiently. The management hat to understand the human
behavior it has to provide maximum motivation to the personal
motivation is something that moves a person into action & continuous
him in the course of action enthusiastically. The role of motivation is to
develop & intensify the desire in every member of organization to work
effectively & efficiently in this position.

OBJECTIVE OF THE STUDY
A) Primary Objective
1. To Study the motivational factors and motivation level of
employee.
B) Secondary objective
1) To study the effectiveness of the techniques adopted by the
company in the employee motivation.
2) To study about the benefit & facilities provided to employees.
3) To learn the employee’s satisfaction on the interpersonal
relationship exists in the organization.

SCOPE OF THE STUDY
It is always essential for a concern to access its strategies & reshape its
dusting. It is necessary for every organization to study the different
aspects that affect the organization development event study has a clear &
specific scope.
The scope of this study is ltd to smart kid abacus learning Pvt. Ltd
this survey the emphasis is on the motivation of employee the scope of
the study involves the preparation of questionnaire & data of the
company.

RESEARCH METHODOLOGY
The problem by which researcher goes about their work of

describing explaining& phenomena are called methodology. Methods
comprise the procedures used for generation collecting & evaluating data,
methods are ways of obtaining information useful for assessing
explanation.
Research Definition:-
The definition of research given b ere well is research is a process

of stapes use to a collect & analyze information to increase or
understanding of a topic. It consist two of three stapes pose a questions,
collect date to answer the question & present an answer to the question .
Research Design:-
The type of research chosen for the study is descriptive research in

descriptive research various parameters will be chosen & analyzing the
variations between these parameters this was done with an objective to
find out the motivation level of the employee.
Data sources:-
The data collected for the study is mainly through the distribution
of questionnaire to be precise the data collected for study was both
primary & secondary sources
Primary data: -
Primary Data is the information collected for the first time three are
several methods in which the data completed in this project it was
obtained by mean of questioner was prepared & distributed to the
employee.

Secondary data: -
Secondary data needed for conducting research work were
collected from company website library & search engine
Research Instrument: -
In this study the primary data was collected by survey
technique in this we distributed the questionnaires to the respondents.
The researcher structures the questionnaire in the form of.
1. Close Ended questions
2. Multiple choice questions.
Questionnaire: -
A questionnaire is a sheet of paper containing questions relating to

contain specific aspect regarding which the researcher collected the data
because of their flexibility the questionnaire method is by far the most
common instrument to collect primary data the questionnaire is given to
the respondent to be filled up.
Sampling design: -
Sampling design is to clearly define set of objectives technically

called the universe to be studied sampling technique used is simple
random sampling method.
Statistical Tools used:
The data collected was analyzed by employing the following

statically technique.
Percentage Analysis: -
Percentage refers to special kind of ration it is used in making

comparison between two or more series of data. It is used to describe

relationship it is used to analysis the data bar chart, pie chart were used to
explain tabulation clearly.
Formula
Percentage (%) = no of respondents
Total no of respondent

LIMITATIONS OF THE STUDY
1) As the respondent were busy with their work it was difficult for the
researcher to meet the respondent & gain information.
2) The study was time limit i.e. 21-day period only.
3) The data depends totally on the respondent’s view which may be
biased.

CHAPTER-2
2.1 Objectives of Employee Motivation
2.2 Motivation concepts
2.3 Types of employee motivation

2.5 Theories of motivation
2.6 Monetary and Non-Monetary Factors of
Motivation

Theoretical Background
Motivation
Definition: -
“Employee motivation is a reflection of the level of energy
commitment & creativity that a co’s workers bring to their job.
“Psychological forces that determine the direction of a person’s
behavior in an organization a person level of effort & person’s level of
persistence”
Objectives:-
Main objectives of employee motivation are as follow: -
1. The purpose of motivation is to create condition in which people are
willing to work with zeal, initiative interest &enthusiasm with a high
personal & group moral satisfaction with a sense of responsibility.
2. To increase loyalty against company.
3. For improve discipline & with pride & confidence in cohesive
manner so that the goal of an orgies achieved effectively.
4. Motivation techniques utilized to stimulate employee growth
For the motivation you can buy man’s time physical presence at a
given place.
You can even bay a measured no of skill muscular motions per
hour or day.
Performance results from the interaction of physical, financial &
human resource.

Importance of employee motivation-
1. The work force will be better satisfied if the management provides

them with opportunities to fulfill psychological & psychological
needs the workers will cooperate voluntarily with the management
& will contribute their maximum towards the goals of the
enterprise.
Workers will tend to be as efficient as possible by improving upon
their skill’s & knowledge so that they are able to contribute to the
progress of the org this will also result in increased productivity.
The rates of labour turnover & absentee are among the workers
will be low.
There will be good man relations in the org as functions among the
workers themselves& between the workers & the mgmt. will decrease.
The no of complaints& grievances will come down Accident will a
also be low.
There will be increase in the quantity & quality of products
wastage & scrap will be less Good quality of products will also increase
the public image of the business.
Factors that motivates employees
Empowerment
Feeling trusted & empowered is a tremendous motivator.
Growth –
Feeling that they are growing & developing personally.
In conclusion: -
To belong is a fundamental need whether as a member of a family peer
group Network, team or company it’s human nature to want to be on the
inside, not the outside

Purpose-
Today people care more about what happens want to contribute to
ensuring the future of our children & the health of our communities &
plant
Trust-
He fabric that holds it all together & makes it real is trust.
Motivation concepts:
Intrinsic motivation
Intrinsic motivation rulers to motivation that is driven by an
interest or enjoyment in the task itself& exists within the individual rather
than relying on any external pressure intrinsic motivation it based on
taking pleasure in an activity rather working towards an external reward.
Extrinsic Motivation: -
Extrinsic motivation refers to the performance of an activity in
order to attain an outcome which then contradicts intrinsic motivation
extrinsic motivation comes from outside of the individual common
extrinsic motivations are rewards like money & grades, coercion & threat
of punishment competition is in general extrinsic because it encourages
the performer to win & beat other not to enjoy the intrinsic rewards of the
activity
Self-determination theory propose that extrinsic motivation Chan
be internalized by the individual if the task fits with their values & beliefs
& therefore helps to fulfill their basic psychology needs.
Types of employee motivation-
Understanding employee motivation is necessary to the success of
a company by knowing what encourages an employee to do his or her

job, a co. will be able to implement different policies to increase the

performance of the workers.
In order to understand employee motivation, one must utilize that
people are different.
Achievement: -
One type of employee motivation is achievement in this type of
employee mate volition the worker is driven by the goal if self this in
since is like climbing a mountain because the mountain is there.
Employee often make use of this by presenting challenges to the
employee in making use of this type of employee motivation employee
often included incentives such as a promotion or cash. However for the
employee, the incentives are only bonus to the achievement.
Advancement-
For some employee their motivation is the prospect of rising up in
the ranks of the corporation they work hard in order to catch the eye of
the boss & probably get a promotion. This type of employee motivation is
characterized by ambition.
Of coerce, there times when this type of employee motivation can
be dangerous. Something superiors may find their jobs in dagger because
of an advancement motivated employee however if handles properly an
employee however if handles properly an employee whose motivation is
advancement can be the best in the bans as such this type of employee
motivation should be handle carefully.
Pressure: -
Some employee work harder under pressure. This employee
motivation is rarely manifested consciously in a worker it is often the
case that an employee unknowingly piles pressure on him or her
& this pressure pushes them to work harder.
Sometimes, pressure is used by & employee to see just how far he or she
would be able to go however, this type of employee motivation can have
some very negative results. Considering the fact that every person has a
limit in fact it often ends up in a breakdown of some sort.
Fear this is of the most commonly used employee motivation
technique Employees are often treated with termination if they fail to
meet certain objectives. Of coerce if an employee does not handle
pressure very well. This type of employee motivation technique could be
deterring mental to his or her work performance.
The key to the best employee motivation technique is balance you
need to understand that people have different preference since it is virtue
motivation needs you must develop a technique that incorporates all of
the elements of employee motivation in doing so you will be able to
ensure your company’s continued growth.
❖ Theories of motivation-
Theories of motivation
a) Classical theories b) Modern theories
❖ Classical theories of motivation-
There are classical theories are as following-
1) Herzberg two factor theory-

According to Herzberg, the 1st group of needs in such things as
company policy and administration, supervision, working
conditions. Interpersonal relation, salary, job security and personal
life. Herzberg called these factors at that their presence or existence
does not motivate in the since of yielding satisfaction, but their
absence would result in dissatisfaction, but there are also referred

to as a ‘hygiene’ factor.
2) Theory X and Y-
Theories of human work motivation and
management. They were created by theory X based on assumptions
regarding the typical workers. This management style assumes that the
typical workers have ambition. According to MC Gregor there are two
opposing approaches to implementing theory X the heard approach
and soft approach
Theory of Y managers assume employees are

internally motivated enjoy their job and work to better themselves
without a direct reward in return. These managers view their employee
as one of the most valuable assets to company, driving the internal
working of the corporation. In comparison to theory X, theory Y, in
corporations a pseudo democratic environment of the workforce this
allows the employee to design, construct and publish their work in a
timely manner in coordinate to their workload and projects.
Theory X Theory Y
1) Avoid work 1) Work is natural
2) Must be control 2) Self direction
3) Avoid responsibility 3) Seek responsibility
4) Seek security 4) Good decisions

➢ Modern theories-
*ERG theory of motivation-

Clayton alerted modified Maslow’s hierarchy
of needs theory of motivation in harmony with experimental research and
explained in his own way. He reclassified Maslow’s need hierarchy
theory into three easier and wider classification of needs.
Existence needs-
This involves the need of essential material needs. In
brief, it takes about a person’s physiological and personal safety
requirements.
Relatedness needs-
This refers to a person need for managing important
personal relation and receiving public repute and approval. These class
peripheral factors of esteem needs.
Growth needs-
The need for self-growth, personal development and progress are include
under the growth need of self-actualization and internet factors of esteem
needs

Maslow’s need hierarchy theory-
Self
Actualisation
Needs
Self-esteem Needs
Belongingness and love

Needs
Safety needs
Physiological needs
• Physiological needs-
Physiological needs are those needs required for human survival
such as air, food, water, shelter, clothing and sleep. As a manager,
you can account for the physiological needs of your employees by
providing comfortable working conditions, reasonable work hours
and the necessary breaks to use the bathroom and eat and/or drink.
• Safety Needs-
Include those needs that provide a person with a
sense of security and well-being. Personal security, financial
security, good health and protection from accidents, harm and their
adverse effects are all included in safety needs. As a manager, you
can account for the safety needs of your employees by
providing safe working conditions, secure compensation (such as a
salary) and job security, which is especially important in a bad
economy.

• Social Needs-
Also called love and belonging, refer to the need to
feel a sense of belonging and acceptance. Social needs are
important to humans so that they do not feel alone, isolated and
depressed. Friendships, family and intimacy all work to fulfill
social needs. As a manager, you can account for the social needs of
your employees by making sure each of your employees know one
another, encouraging cooperative teamwork, being an accessible
and kind supervisor and promoting a good work-life balance.
• Esteem needs-
Refer to the need for self-esteem and respect, with
self-respect being slightly more important than gaining respect and
admiration from others. As a manager, you can account for the
esteem needs of your employees by offering praise and recognition
when the employee does well, and offering promotions and
additional responsibility to reflect your belief that they are a valued
employee.
• Self-actualization needs-
Describe a person's need to reach his or her
full potential. The need to become what one is capable of is
something that is highly personal. While I might have the need to
be a good parent, you might have the need to hold an executive-
level position within your organization. Because this need is
individualized, as a manager, you can account for this need by
providing challenging work, inviting employees to participate in
decision-making and giving them flexibility and autonomy in their
jobs
.
❖ Monetary and Non-Monetary Factors of Motivation-

The motivational factors that motivate a person to work and which can be
used to enhance their perfor-mance can be classified into two categories
monetary factors and non-monetary factors
➢ Monetary Factors: -
Monetary factors are extrinsic to work, such as the following:
1. Salary or wages-
This is one of the most important motivational factors in an organization.

Sala-ries and wages should be fixed reasonably and paid on time.
2. Bonus-
Bonus is an extra payment over and above salary, and it acts as an
incentive to perform better. It is linked to the profitability and
productivity of the organization.
3. Financial incentives-
The organization provides additional incentives to their employees such
as medical allowance, travelling allowance, house rent allowance, hard
duty allowance and children educational allowance.
4. Promotion (monetary part)-
Promotion is attached with increase in pay, and this motivates the

employee to perform better.
5. Profit sharing-
This is an arrangement by which organizations distribute compensation

based on some established formula designed around the company’s
profitability.
6. Stock option-
This is a system by which the employee receives shares on a preferential
basis which results in financial benefits to the employees.

➢ Non-monetary Factors-
Non-monetary factors are rewards intrinsic to work, such as the
following:
1. Status-
An employee is motivated by better status and designation. Organizations

should offer job titles that convey the importance of the position.
2. Appreciation and recognition-
Employees must be appreciated and reasonably compensated for all their

achievements and contributions.
3. Work-life balance-
Employees should be in a position to balance the two important segments
of their life—work and life. This balance makes them ensure the quality
of work and life. A balanced employee is a motivated employee.
4. Delegation-
Delegation of authority promotes dedication and commitment among

employees. Employees are satisfied that their employer has faith in them
and this motivates them to perform better.
5. Working conditions-
Healthy working conditions such as proper ventilation, proper lighting

and proper sanitation improve the work performance of employees.
6. Job enrichment-
This provides employees more challenging tasks and responsibilities. The

job of the employee becomes more meaningful and satisfying.
7. Job security-
This promotes employee involvement and better performance. An

employee should not be kept on a temporary basis for a long period.

CHAPTER-3
3.1 Company Profile
3.2 Courses of Smart kid abacus
3.3 COMPANY VISION
3.4 MISSION

COMPANY PROFILE
Smart kid abacus learning Pvt. Ltd is a professionally managed

company providing abacus franchise and state of the art abacus training
since the year 2004, with it is presence ace in 27 states of India and also
15 countries as of now. In India the company have 2500+ abacuses
franchisee 2500 + center & 75000+ student studding various course, We
have provided abacus training to more than 3000 individuals the abacus
training offered by a smart kid is the latest and most comprehensive
abacus training program in the abacus are designed for students in the age
ground of 4-14 years. These course promote whole brain development by
stimulating both sides of the brain along with enhancement in skills
which leads to succeed in school curriculum and also in all walks of life
the company has been organizing Abacus National competition every
year for students since Dec 2011.
The company is glad to offer exclusive abacus franchise, abacus training
as well as franchise & training for every course offered by the company
to dedicated teachers individuals instillations with very little investment.
The company bee’s instillations with very little investment. The company
believes in nurturing talents & supporting each franchisee by providing
continuous training support till he / she becomes independent in terms of
all the business aspects.
Each franchise, course instructor student & parent is considered as
an assets of the company and is well looked after?

INDUSTRY PROFILE
Industry :- Smart Kid Abacus Pvt. Ltd.

Director :- Sanjay DamodarKalamker.
Prajakta Sanjay Kalamkar.
Founded :- July 2004
Headquarter :- Kolhapur
Courses :- Abacus, Vedic Math’s, Rubik Cube,
GrammarSmart English, Calligraphy,
phonetic, smart writer.
Franchisee :- 2500+ in all over India
Student :- 25000+
Website :- www.smartkidabacus.com.
E-mail :- Smartkid@rediffmail.com
Phone No :- 9371488060, 9403134199
Incorporate :- 28th January 2011
Centers :- 1000+
Company tagline :- “Building generation smarter way”

Courses of Smart kid abacus-
1)Abacus (4 to 14 yrs.)-Whole brain development:-
The outlook is bright when left brain meets right most brain
development in children occurs primarily most brain development in
children occurs primarily before the age of 14 with much of that
development thinking place in the 1st several years of life. The program is
designed to develop the integrated & motoring functions from both sides
of the brain the right hemisphere abstract side create an image memory of
the brands on the abacus while the left hemispheres logical side applies
the requisite rules to perform the calculation.
2) Vedic Math’s – (Age group 12 yrs. on wars)
Vedic mathematics has origin from the 4th Veda called

“Atharvaved” Vedic mathematic is a system of mathematics which
consist a list of basic 16 Vedic mathematics was introduced by “Hindu”
scholar” or mathematics in the rarely age of 20th century.
Benefits-
1) Develops the children mind
2) Increased calculation capacity
3) Extensively used solving the geometry calculus & competing
4)Useful for the competitive exam.
3) Phonetics-
Phonetic refers to the study of the production perception 7 physical

nature of speech sound. This is two level programs for children in age
group of 4-7 years. The course is designed to help the student to read
write using systematic, phonic approach 42 basic phonic sound are

covered.
1) Contains phonic drills for practice

2) Formulation of words pronunciation
3) Spell the words
4) Improvement in accent
4) Calligraphy- age group 7 yrs. awards)-
The art of giving from to signs in a writing it is the design &
execution of lettering with a broad tip instrument dip pen or brush among
other writing instrument.
1) Creative writing
2) Improve right hand co-ordination
3) Composition & balancing
4) View historic & contemporary words
This program is of one laurel in which total 5 different fonts are covered
5.Rub cube- (Age group 7 years onwards)-
Rub cube is 3D combination puzzle invented in 1974 by Hungarian
sculptor & professor of architecture Eronorubic. Originally called the
magic cube. Speed subbing (or speed solving) is the practice of trying to
solve rabic cube in the shortest time possible.
This is one level program we teach to solve 3x3 cubes.
1) It improves special awareness
2) It exercises the brain
3) It demonstrates the need for the practice
4) It represents a pure example of true learning.
This is one level program we teach to solve 3x3 cubes 4x4, 5x5
mirror cubes.

6. Grammar- (Age group 8-12 yrs)

Communication is the heart & soul of the human experience. It
includes speaking listening & writing nobody actually learns grammar to
learn his / her own mother tongue. The grammar cannot be neglected.
This coerce is for the children of age group between 8-12 years (2
level program)
Part of speech values nouns interjection, pronouns, tenses
adjective, clauses, verb address degree of comparison, active &passive
voice preposition conjunction direct & indirect speech.
7. Hand writing- (Age group 6 years) onward

He is glad to offer exclusive hand writing, franchisee, hand writing,
turning the company believes in maturing talent &supporting each
franchise by providing continues training support.

COMPANY VISION
To be one of the most preferred abacus Franchise Company to be
associate with the field of Abacus & other related educational programs
by providing quality in Abacus Training other related aspects, ensuring
overall & continuous growth of our stakeholder, they by shouldering
social responsibility.
MISSION
To provide aspiring Teachers & students values based quality
Abacus Training & educational by adopting innovative teaching and
learning practices that will create proactive leaders.
Creating common platform to unlock his / her hidden potential to
enhance overall competency which is a necessity in today’s highly
competitive world.
To provide quality support to franchise by providing Abacus
franchise and franchise for different course at lowest investment there by
forecasting mutually beneficial partnership.

CHAPTER-4
4.0 DATA ANALYSIS AND INTERPRITATAION

DATA ANALYSIS & DATA INTERPRETATION

Chart No. 1
Age of respondents
Sr.No. Age No of Percentage

Employee
1 18-25 6 20
2 25-30 12 40
3 30-35 8 27
4 35-40 4 13
Total 30 100
No of Employee
12
10
6
Respon…
4
0
18-25
25-30
30-35
35-40
INTERPRETATION-
The above table inferred the age of the respondents of the employees fall under
the age group 18-25, 20% of the employees fall under Below 25-30, 40% of
employees fall under 30-35, 27% employees fall under the age group 35-40,
13%.

EXPERIENCE OF THE RESPONDENTS
Chart-2
Sr. Experience No of Percentage

No Employee
1 Below 1 year 4 13
2 1 to 3 years 7 23
3 3 to 6 years 12 40
4 6 to 10 years 7 24
Total 30 100
No of Employee
14
12
10
8
6 No of Respondent
4
0
Below 1 1 to 3 years 3 to 6 years 6 to 10
year years
INTERPRETATION-
The above table show & the experience of the respondents 13% of
the employee have attained below 1 year of experience. 1 to 3 years 23%,
3 to 6 years 40%, and 6 to 10 years 24%.

QUALIFICATION OF THE RESPONDENTS
Chart-3
Sr. Options No of Percentage

No Employee
1 UG 17 56
2 PG 7 24
3 Other 6 20
Total 30 100
No of Employee
18
16
14
12
10
8 No of Respondent
6
4
2
0
UG PG Other
INTERPRETATION
The above table inferred the education of the respondents of the

respondents have completed PG, 24% of the respondent have completed UG
56% and Other 6% of the respondent have not completed.

SATISFIED WITH THE ORGANOZATION CULTURE

Chart-4
Sr. No Option No of Percentage

Employee
1 Yes 26 86
2 No 4 14
Total 30 100
No of Employee
13%
Yes
No
87%
INTERPRETATION
The above table inferred the organizational culture of the respondents of

the respondents have shown 86% Yes and 14% No.

SATISFIED WITH PRESENT SALARY

Chart-5
Employee
1 Yes 24 80
2 No 6 14
Total 30 100
No of Employee
20%
Yes
No
80%
INTERPRETATION
The above table inferred the present salary of the respondents of the
respondents have shows 80% Yes and 20% No.

PRESENT SALARY MOTIVIES

Chart-6

Employee
1 Yes 22 73
2 No 8 27
Total 30 100
No of Employee
27%
Yes
No
73%
INTERPRETATION
The above table inferred the salary motives of the respondents of the
respondents have show 73% Yes and 27% NO.

WHICH FACTORS MOTIVATE YOUR WORK

Chart-7

Employee t
1 Working 8 27
Environment
2 Support by 15 50
Organization
3 Communication 7 23
Total 30 100
No of Respondent
16
14
12
10
8
No of Respondent
6
0
Working Support by Communication
Environment Organization
INTERPRETATION-
The above table inferred the factor motivate work of the respondents of
the respondents have shows 27% Working Environment, 50% Support By
Organization, and 23% communication.

DISCUSS PROBLEMS WITH SENIORS
Chart-8

Employee
1 Yes 27 90
2 No 3 10
Total 30 100
No of Employee
10%
Yes
No
90%
INTERPRETATION-
The above table inferred the discuss problems with seniors of the
respondents of the respondents have shows 90% Yes and 10% NO.

SATISFIED WITH THE ORG SUPPORT & POLICY

Chart-9

Employee
1 Yes 24 86
2 No 4 14
Total 30 100
No of Employee
13%
Yes
No
87%
INTERPRETATION-
The above table inferred the organizational support and policy of the
respondents of the respondents have shows 86% Yes and 14% No.

MOTIVATE YOU TO ADVISOR
Chart-10
Sr. No Option No of Employee Percentage

1 Working 5 37
Environment
2 Support by 14 47
Organization
3 Communication 11 16
Total 30 100
No of Employee
16
14
14
12 11
10
8
No of Respondent
6 5
0
Working Support by Communication
Environment Organization
INTERPRETATION-
The above table inferred the motive to advisor of the respondents of the
respondents have shown working environment 37%, Support by organization
14%, and 11% communication.

GOOD PHYSICAL WORKING CONDITION
Chart-11
Sr. No Option Respondent Percentage

1 Yes 28 93
2 No 2 7
Total 30 100
No of Employee
30
25
20
15
No of respondent
10
0
Yes No
INTERPRETATION-
The above table inferred the good working condition of the respondents
of the respondents have shown 93% Yes, 7% No.

CHAPTER-5
5.0Findings

Findings
1) 70% opinion of the employee with regards to job security.

2) 80% Employee are satisfied with salary drawing present.
3) The study that 46% employee motivation with regard to increment
given to employees.

CHAPTER-6
6.0 Suggestion & conclusion

Suggestion & conclusion
Suggestions-
1) The Smart kid abacus learning Pvt. salary structure is very good
but give amount is not satisfactory.
2) The organization should be try to arrange more than 5 training
programs in a one year on the organization.
Conclusion: -
According to the study I concluded that the employee satisfied in the
organization. Motivation plays in important role in the organization.
The motivational strategies are used in smart kid abacus
learning Pvt. ltd are very good. The employees are found to be motivated
& they are happy with the pay structure benefits work hours free down to
work etc.

CHAPTER-7
7.0 Bibliography

BIBLIOGRAPHY
Websites-
www.smartkidabacus.com
www.wikipedia.org.
www.google.com
Book-
P Subbarao Human resource management.

Questioner
Name: -_______________________
Qualification: -____________Designation: - __________
Age: -______ Experience: - ___________
1) How long you are working with the Organizational?

a) Yes b) No
2) Are you satisfied with the organization culture?

a) Yes b) No
2) Are you satisfied with the present salary?

a) Yes b) No
3) Is your salary motivating you to work?

a) Yes b) No
4) Which factor motivates you to work? To increase your

performance, as per your opinion.
a) Working Environment b) support by organization c)
communication
5) Do you discuss your problem with seniors?

a) Yes b) No
6) Are you satisfied with the organization support & policy?

a) Yes b) No
7) Which things motivates you to work as advisor?

a) commission b) support by organization
c) working environment
8) Good physical working conditions are provided in the

organization?
a) Yes b) No

Kuldeep Shintre Smart Kid Abacus PVT - LTD Kolhapur

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SHIVAJI UNIVERSITY, KOLHAPUR.

SMARTKID ABACUS LEARNING PVT. LTD

Mr. SHINTRE KULDEEP BABAN

MRS. SMITA DUBAL

THROUGH THE PRINCIPAL

YASHWANTRAO CHAVAN MAHAVIDYALAYA

Y.C COLLEGE, ISLAMPUR Page 1

This is to certify that the work embodies in project report on

Mrs. SMITA DUBAL Mr. S.V.PATIL Dr. A.M.JADHAV

Y.C COLLEGE, ISLAMPUR Page 2

I undersigned Mr. SHINTRE KULDEEP BABAN in

Place:-Islampur Mr. Kuldeep Shintre

Y.C COLLEGE, ISLAMPUR Page 3

The presentation of this project has been given me the opportunity

Y.C COLLEGE, ISLAMPUR Page 4

CHAPTER NO CONTENT PAGE NO

1 INTRODUCTION OF THE STUDY

4 DATA ANALYSIS &

6 CONCLUSION & SUGGESSTIONS

Y.C COLLEGE, ISLAMPUR Page 5

Y.C COLLEGE, ISLAMPUR Page 6

INTRODUCTION TO THE STUDY

Motivation is a psychological process that begins with a need that

Y.C COLLEGE, ISLAMPUR Page 7

NEED FOR THE STUDY

Motivation is an important Tool in the hands of the manager for inspiring

Y.C COLLEGE, ISLAMPUR Page 8

OBJECTIVE OF THE STUDY

Y.C COLLEGE, ISLAMPUR Page 9

SCOPE OF THE STUDY

Y.C COLLEGE, ISLAMPUR Page 10

The problem by which researcher goes about their work of

The definition of research given b ere well is research is a process

The type of research chosen for the study is descriptive research in

Y.C COLLEGE, ISLAMPUR Page 11

A questionnaire is a sheet of paper containing questions relating to

Sampling design is to clearly define set of objectives technically

Statistical Tools used:

The data collected was analyzed by employing the following

Percentage refers to special kind of ration it is used in making

Y.C COLLEGE, ISLAMPUR Page 12

Y.C COLLEGE, ISLAMPUR Page 13

LIMITATIONS OF THE STUDY

Y.C COLLEGE, ISLAMPUR Page 14

2.1 Objectives of Employee Motivation

2.2 Motivation concepts

2.3 Types of employee motivation

Y.C COLLEGE, ISLAMPUR Page 15

Y.C COLLEGE, ISLAMPUR Page 16

Importance of employee motivation-

1. The work force will be better satisfied if the management provides

Y.C COLLEGE, ISLAMPUR Page 17

Y.C COLLEGE, ISLAMPUR Page 18

job, a co. will be able to implement different policies to increase the

a) Classical theories b) Modern theories

❖ Classical theories of motivation-

There are classical theories are as following-

1) Herzberg two factor theory-

absence would result in dissatisfaction, but there are also referred

Theory of Y managers assume employees are

Y.C COLLEGE, ISLAMPUR Page 21

*ERG theory of motivation-

Y.C COLLEGE, ISLAMPUR Page 22