Department of Business Administration: Government First Grade College, Khanapur Dist: Belagavi

GOVERNMENT FIRST GRADE COLLEGE,
KHANAPUR
DIST: BELAGAVI
Department of Business Administration
2020-2021
(Affiliated to Rani Chennamma University, Belagavi)
A Project Report on
“Research On Employees Motivation”
At
“Abhi Group Of Companies” Pune
Submitted in Partial fulfillment of the requirement for the award of
Bachelor of Business Administration
During the academic year 2020-2021
By
Miss.Mayuri P. Chavan
Exam No (B1810210)
Institute Guide Organization Guide
Prof. S.V. Vadavane Mr.Rohit Methe

Government of Karnataka
Department of College Education
GOVERNMENT FIRST GRADE COLLEGE, KHANAPUR

Management Department
(RANI CHENNAMMA UNIVERSITY, BELAGAVI)
Certificate
This is to certify that Miss.Mayuri P. Chavan, Examination No. B1810210
has satisfactorily completed the summer in Plant Project on “Research On
Employees Motivation ” in the partial fulfillment of the requirement for
Bachelor of Business Administration awarded by Rani Chennamma
University, Belgaum, during the academic year 2020-2021.
Internal Guide HOD Principal
Prof.S.V.Vadavane Dr.Sonal R Dr.D.M.Javalkar

DECLARATION
I the undersigned hereby declare that the project entitled

“RESEARCH ON EMPLOYEES MOTIVATION” at Pune Maharashtra.
This report is written & submitted by me under the guidance of
Prof. S.V. Vadavane my original work.
The empirical findings in this report are based on the data collected by me.
While preparing this report, I have not copied from any report submitted to
Rani Chennamma University, Belgaum this year or previous year.
I understand that any such copying is liable to be punished a way

the university authorities may deem fit.
Date: Khanapur Miss. Mayuri Chavan

ACKNOLEDGEMENT
This report is the outcome of the study of the “RESEARCH ON

EMPLOYEES MOTIVATION” at Pune Maharashtra It gave me a
tremendous pleasure and knowledge.
In the very beginning I express my deep sense of obligation to

Shri . Rohit Methe, who guided me for successful completion of this report.
I express my sincere thanks to our Principal Dr. Dilip Javalkar and

Dr. Sonal Revankar of our college.
I am ever grateful to my fieldwork guide, Prof. S.V. Vadavane , for her

valuable guidance in this project, she has been constant source of inspiration.
I am thankful to my parents, friends who have been upholding me in prayers. I

end this note with countless thanks to the Almighty.
Date:
Place: Miss. Mayuri Chavan

GOVERNMENT FIRST GRADE COLLEGE
KHANAPUR,
Shivaji Nagar, Khanapur 591-302
APPROVAL CERTIFICATE
This is to certify that Miss. Mayuri Prabhakar Chavan, Student of BBA VI

Sem her successfully completed her project report on “Rearch On Employees
Motivation” at Pune Maharastra, as the part of academic study.
The survey has been conducted under my guidance and supervision, of

Prof.S.V.Vadavane to the best of knowledge the matter presented in the
report is authentic.
This project is here approved by me.
Internal Guide HOD Principal

Prof.S.V.Vadavane Dr.Sonal R Dr.D.M.Javalkar
CONTENTS
Sl.No. CHAPTER PgNo.

Executive Summary
Chapter - I
01 Introduction
 About the Organization
 Problems of the report
 Objective
 Methodology
 Tools
Chapter -II
02 Methodology
 Date Collection (Primary And Secondary Data)
 Instrument for data Collection (Questionnaire)
Chapter -III
03 Theoretical Background
Chapter –IV
04 Data Analysis and Interpretation
Chapter –V
05 Finding and Suggestion
Chapter- VI
06 Conclusion
Chapter – VII
07 Limitation of Study
Chapter – VIII
08 Bibliography
Chapter – IX
09 Annexure
 Questionnaire
 Weekly Report
EXECUTIVE SUMMARY
The project was undertaken in unit 1 of Abhi Group Of Companies. The
study has made on "EMPLOYEE MOTIVATION" in PUNE
The project duration was 30 days and the project dealt with studying the organization study.
This project started with the induction program with acquainted me with the concept of sales
Functions and gave me the overview of several aspects of the company. Alter having an overview as
to how the company works, I started with research on several dimensions of the organization.
Documents had been famished to know of the company business division, location of office welfare
activities, and safety.
The main intention of the study was to know of the organizational activities.
ABHI GROUP OF COMPANIES
CHAPTER I
INTRODUCTION
1.1 Background Of The Organization
Abhi Group Of Companies is a Transportation/trucking/railroad

company and has headquarters in Pune, Maharashtra, India. Abhi Group Of
Companies has big amount of employees. It has a revenue of $1M. It was
founded in 2007. Abhi Group Of Companies specialises in
transportation/trucking/railroad.
COMPANY OVERVIEW
Name: Abhi group of companies

Industry: Transportation/ Trucking/Railroad
Head quarts: Pune, Maharastra .India.
Website: Https://abhigroup.co.in/
Founder: Jitendra Joshi
C.E.O: Jitendra Joshi
Number Of Employees: 3000+
Founded At : 2007
Revenue: 1M $
GFGC KHANAPUR. 8
GFGC KHANAPUR. 9
1.2 METHODOLOGY
GFGC KHANAPUR. 10
The human resources are the most important factor affecting the
working of their organization. The human resources development is now
gaining a lot of recognition and significance as define by rules and regulations
according to standing order Act.
Motivation is an important factor it is compulsory for all the employees

irrespective of their category i.e. whether they are in management category or
non-management category.
Motivation is an essential management activity; it is necessary for all

important decision making relating to achieving sufficient returns on
investment made to generate profit for company, it is in the form of financial
motivation or non-financial motivation. In recent period more and more
modern executive use motivational analysis procedure to help employee
develop their talents and do so a better job.
Abhi Groups of Compnies has always given priority to human resource

development and has been covering a number of employees under various
training program for upgrading of skills and broadening their knowledge and
experience.
The personnel management is an approach or point views, which ensure that

employee’s potential is developed and they drive maximum satisfaction with
the achievement of organization activity.
GFGC KHANAPUR. 11
1.3 Statement of the Problem:-

The statement is related to human resources aspect of Abhi Group
Of Companies, with respect to motivational analysis. The importance of
motivational analysis is to study motivational position.
The statement of problem is motivational analysis.
1.4 Objectives of the study:-

The objectives of study during the summer training program are as under:-
1. To Study motivational level among the Employees.
2. To study the areas where the employees are dissatisfied.
3. To Study the working condition of the organization.
4. To know the expectations of the employees from management about

employment.
5. To get conclusions and make suggestion wherever necessary
1.5 TOOLS OF EMPLOYEES MOTIVATION
1. base remuneration,
2.bonuses (statutory, discretionary),
3. commissions,
4.rewards.
5. equipment,
6. medical care additional insurance,
7.guaranteed child care,
8.extra holidays,
9.trips, social events,
education subsidies.
GFGC KHANAPUR. 12
CHAPTER II
METHODOLOGY & RESEARCH DESIGN
2.1 Data Collection
2.2 Instruments for Data Collection :-
The information necessary for this survey is collected by tapping primary

and secondary source:
a) Primary sources: -1) Questionnaire.
2) Personal interaction.
b) Secondary sources: -1) Provides reports on employee satisfaction.
2) Related information from Internet
3) Books and Publications
Procedure: The questionnaire was personally given to each employee, and

responses were noted down.
GFGC KHANAPUR. 13
CHAPTER III
THEORETICAL BACKGROUND
3.1 EMPLOYEES MOTIVATION.
What is Employee Motivation?
Employee’s motivation refers to offering more and better training that

contributes to the employee’s career and goal.
In the other words employees’ motivation is a sir phase process beginning

from the inner state of need deficiency and ending with the need fulfillment.
“Motivation is the result of processes, internal or external to the individual that

arouse enthusiasm and to pursue certain course of action”.
“Motivation is how behaviors get started, is energized is sustained, is directed,

is stopped and what kind of subjective reaction is present in the organization
while all this is going on”.
GFGC KHANAPUR. 14
3.2 Employees Motivation Model
Search and Choice of strength

Need Deficiency Goal directed behaviors
Re-evolution of need Reward or Punishment Evolution of performance
Employee’s Motivational Challenges

Identifies need
Search for ways to satisfy need

Reassesses need deficiencies Employees
Receives either reward or punishment Engages in goal direct behavior

Performance
One reason why motivation is a difficult job is that the work force is changing
employee’s join the organization with different needs and expectations. Rein
values belief background, lifestyles, perceptions and attitudes are different.
Motivating employees is also more challenging at a time when the tines

have dreamtime changes the jobs that employee’s portion.
GFGC KHANAPUR. 15
3.3 THEORIES OF MOTIVATION
1. Early theories,
 Scientific Management.
 Human relation Model.
A. Scientific Management:
Scientist management is the name given to a philosophy and set of methods

and techniques that stressed the scientific study and organization of work at
the operational level for the purpose of increasing efficiently several
luminaries contributed their ideas to the philosophy of scientific management
but the movements is more associates with F.W.Taylor who is remembered as
the father of scientific management.
Scientific Management had contributes several techniques which are relevant

today. The techniques are:-
 Scientific Method of doing work.
 Planning the task.
 Standardization.
 Division of work.
 Time and Motion studies.
B. Human Relation Model:
Eventually it becomes clear that the assumption that workers were primarily
motivated by money was inadequate. Elton mayo and others human relations
researchers found that the society contact which the workers had at work
places was also important and that the boredom and repetitiveness of tasks
GFGC KHANAPUR. 16
were themselves factors in reducing motivation. The managers should

motivate employees by acknowledging these social needs and by making they
feel useful and important.
As a result employees were given some freedom to make their own decisions
on their jobs more information was provided to the employees about. The
managers intentions and about the operations of the organization in the
scientific managements model, workers had been expect to accept the
managements authority in action for high wages. In the human relations
model, workers were expected to accept the management authority because
supervisors treated them with consideration and were affective to their needs.
3.4 Two Factor theories:-
Another very popular theory of motivation is that proposed by psychologist

Frederick her berg. This factor model which is variously termed the two-factor
theory has been widely accepted by managers concerned with the problem of
human behavior at work.
There are the distinct aspects of the motivation hygiene theory. The first and
the more basic part of the model represent a formally started theory of work
behavior and the second aspect of her berg’s work as focused upon the
behavioral consequences of enrichment and job realization Programs.
Responses obtained from this critical incident method were entrusting. It was
revealed that factors which made respondents feel good were totally different
from those which made them feel bad.
GFGC KHANAPUR. 17
Intrinsic factors, such as achievements, recognition, the work itself,

responsibility, advancement and growth seems to be related to the job
satisfaction these factors one variously know as motivators.
According to her berg satisfaction and dissatisfaction are not opposite poles of
one dimension there are two separate dimension satisfaction is affected by the
motivators and desertification by hygiene factors. This is the key idem and it has
important implication for managers.
To achieve motivation managers should cape with both statistics and dissatisfaction
improve hygiene factors dissatisfaction is seemed from the minds is created for motivation.
Managers should be realistic and should not aspect motivation by only improving the
‘Hygienic’ work environment.
The satisfaction of payment needs deeds not produce contentment instead, it unleashes a
new series of discontents. The secondary needs now being to acquire the power of motivate
do not step wanting after physics logical needs are fulfills; they need in succeeding safety,
love, esteem and self-realistic.
1. Physiological Needs:-
The most basic powerful obvious at all human needs is the need for the
physical survival. Included in this group are the need to feed, drink, oxygen,
sleep, progestin from extreme temporally and sensory. Similarly, .these
physiological drivers are directly collected with the biological maintenance of
the organism and motivated by higher and needs.
2. Safety Need:-
Once physic logical needs are not, another set of motives called safety or
security needs, become motives. The primate motivating face hence is to
ensure a reasonable degree of continuity and structure and predictability is one
GFGC KHANAPUR. 18
environment mask suggestions that the safety needs are most readily observed
in infants and young children because of them relative helpless and
dependence of adults.
Safety needs exert influence beyond childhood. The pentene for second
incant, the acquisition of insurance and owning, one’s our house may be
regarded as motivated in part by safety seeking at least in part, elegies and
philosophic belief systems may disc be interacted safety seeking.
3. Social Needs:-
Social needs are also called belonging and the love need; these constitute
the third level in the hierarchy of needs. These needs anise when physical
logical and safety needs are satisfied. An individual motivated on these level
legs to affection relationship with others normally, to a place in his or her
fairly and or of the sentence group. Group to the individual accordingly the
person will feel keenly the pangs of loneliness, social, friendliness and
rejection, especially when induced by the absence of the friends & relatives.
4. Self-esteem need: -
Next in mastoids hierarchy are esteem or egoistic needs mastoids classified
these needs into two subsiding gets self-respect and esteem from others. The
former includes such things as design for complete, confidence, personal
strength and capable of masteries tasks and challenging in late. Esteem from
other includes prestige, recognition, acceptance, attention, starts and
reputation. In this case in divided needs to be appreciated for what they can do.
Satisfaction of the self –esteem needs generates feeling and attitudes of self-
confidence, work, strength, capability and of being useful and incessant in the
world. In the work place self- esteem needs to job title, might pay increases
GFGC KHANAPUR. 19
peen/ supervisory, recognition, challenging work, responsibility , and publicity

in company publications.
5. Self- actualization needs:-

Finally, if all the earlier four level needs are satisfied, the need for self-
actualization comes to the fore. Maslow’s characterized self- actualization as
of becoming. The person who has achieved this highest level presses towards
to full use and exploitation of this talent capacities and potentials. In other
words, to self- actualize is to become to reach peak.
The need for self-actualization is distinctive, in that it is never fully

satisfied. It appeared to remain important. The more apparent satisfaction of it
is a person obtains, the more important to need for more seems to become.
In an organization, self-actualization needs correlate to desire for

expellees oneself needs jobs advances, an important idea successfully
managing a unit and the like by biers aware of self-actualizations needs of
subordinate, managers can use a use of a variety of approach’s email
subordinate to achieve personal as well as organizational goal.
3.5Achievement of Employees Motivation Theory:
1. Need for achievements.
2. Need for power
3. Need for affiliation.
1. Need for achievements:

Employees with a high need for achievements derive satisfaction, from
reaching their get gorals. Succeeding at a task is important to the high
GFGC KHANAPUR. 20
achieve. Although, people with a high need for achievements one often
wealth’s their wealth comes from their ability to achieve goals. In the most
societies, goal achievement is rewarded financially high achieves are not
motivated by the money. Money is the indicator of their achievement high
achiever prefer immediate feedback on their performance, and their generally
undertake task of the modulate difficultly rather than there that are very easy.
2. Need for Power:

The employees exhibitory the needs for the power derive satisfaction from the
ability to control others. Actual achievement of gents is less important than the
means by which goals are achieves satisfaction is derived from biers in
positives of influence and central individual with a high power satisfaction
from biers in positives of influence and central.
3. Need for affiliation:

Individuals exhibitory this need as a dominant motive derive satisfaction from
social and inter personal ties and to get close to people psychologically
competent and those who are their friends. High power affiliation individuals
will choose their friends.
3.6Importance of employees motivation
1. Motivated employees are always looking for better ways to do job.

These statements can apply to carpeted strategies and to production works,
when people actively seek new way of doing things.
2. A motivated employees, generally, is more quality this is the

whether we are talking about a top managers spending extra time on data and
their and analytic for a report.
GFGC KHANAPUR. 21
3. Highly motivated employees are more productivity of Japanese

workers and the fact that fewer workers are needed to produce an automobile
in Japan thanelsewhere is well known a pane.
4. Every organization requires Human Resource in addition to finance

and the physical resource for it to function.
5. Motivation as a concept represents a highly complex penance that

affects, and affected by a multitude of facts of the organization. A
comprehensive understanding of the way in which an organization functions.
Requires that increasing attention be directed towards the questions if why
people behaves the way they do.
By all means at the end of the questionnaire invite and allow space for any
other comments', or better still try to guide respondents towards a particular
question.
On which point, wherever it is necessary to ask an open-ended question, use the

words 'what' and 'how' rather than 'why', if you want to discover motives and
reasons. What and How will focus respondents on the facts objectively, whereas 'why'
tends to focus respondents on defending themselves.
GFGC KHANAPUR. 22
CHAPTER IV
DATA ANALYSIS & INTERPRETATION
4.1 Processing data:-

After collecting the data from various sources, it is most important to classify
the data clinically to facilitate to the analysis and interpretation of data
collected so presentation of data, in a meaningful way is an art and goes along
to help researcher to carry out the imperial findings. The method used in
research work as
 Tabulation.
 Graphs.
 Descriptive.
4.2 ANALYSIS
The data collected in the form of primary data and secondary data have
been studied and analyzed. The questionnaire of 20 questions has given to 50
workers from various departments and then responses have collected. The
analyzed data is interpreted in this chapter, in the form of tables and charts.
GFGC KHANAPUR. 23
RESULTS AND DISCUSSION WITH GRAPHS AND

CHARTS
1. Employees are motivated very much in the organization
Frequency Percent
Valid "Strongly Agree" 13 26.0

"Agree" 28 56.0
"Disagree" 6 12.0
"Neither Agree Nor 3 6.0
Disagree'
Total 50 100.0
Motivated Employee
60
50
40
30
%
20
10
0
"Strongly "Agree" "Disagree" "Neither
Agree" Agree Nor
Disagree'
Interpretation:
From the above the table can be showed that 26% respondents are strongly
agreed and 56% agreed that employees are motivated in the organization. 12%
disagreed and 6% respondents are neither agreed nor disagreed.
GFGC KHANAPUR. 24
2.I am happy with the employee motivation techniques in the organization
Frequency Percent
"Agree" 32 64.0
"Disagree" 7 14.0
Disagree'
Total 50 100.0
Motivation Techniques
"Strongly Agree" "Agree" "Disagree" "Neither Agree Nor Disagree'
14% 6% 16%
64%
Interpretation:
From the above table it can be noted that 16% respondents were strongly agreed with
employee’s motivation techniques in the organization 64% respondents are just agreed and
14% were disagreed and 6% neither agreed nor disagreed and strongly disagreed in the
organization.
GFGC KHANAPUR. 25
3. I am satisfied with employee training programs in the organization
Frequency Percent
"Agree" 32 64.0
"Disagree" 9 18.0

Disagree'
Total 50 100.0
Training Programs
70
60
50
40
30
%
20
10
0
"Strongly Agree" "Agree" "Disagree" "Neither Agree
Nor Disagree'
Interpretation:-
From the above table can be noted that 16% respondents were strongly agreed with
employee training programs and 64% are agreed and 18% disagreed and 2% respondents
are neither agreed nor disagreed with training programs conducted in the organization.
4. Compensation package in the organization is satisfactory.
GFGC KHANAPUR. 26
Frequency Percent
"Agree" 28 56.0
"Disagree" 6 12.0

Disagree'
Total 50 100.0
Compensation Package
60
50
40
Axis Title
30
20
10
0
Agree" Agree Nor
Disagree'
Interpretation: -
From the above table it can be showed that 28% respondents are strongly agreed with
the compensation package in the organization 56% agreed and 12% disagreed and 4%
respondents are neither agreed nor disagreed.
5.Employees are given adequate leave facilities
GFGC KHANAPUR. 27
Frequency Percent
"Agree" 27 54.0
"Disagree" 6 12.0

Disagree'
Total 50 100.0
Leave Facilities
60
50
40
30
%
20
10 Percent 2
0
Agree" Agree Nor
Disagree'
Interpretation:-
The above table it can be noted that 32% respondents strongly agreed that they got
adequate leave facilities provided by company. 54% agreed and 12% disagreed and 2% are
neither agreed nor disagreed. With their adequate leave facilities.
6. Work environment is satisfactory in the organization.
GFGC KHANAPUR. 28
Frequency Percent
"Agree" 29 58.0
"Disagree" 6 12.0

Disagree'
Total 50 100.0
Work Environment
"Strongly Agree" "Agree" "Disagree"
"Neither Agree Nor Disagree'
4%
12% 26%
58%
Interpretation:-
The table can be showed that 26% respondents are strongly agreed with their work
environment in the organization and 58% respondents are just agreed and 12% respondents
are disagreed and 4% respondents are neither agreed nor disagreed with their work
environment.
7. Employees are given scope for career development.
GFGC KHANAPUR. 29
Frequency Percent
"Agree" 25 50.0
"Disagree" 10 20.0

Disagree'
Total 50 100.0
Career Development
6%
"Strongly Agree"
24%
20% "Agree"
"Disagree"
"Neither Agree
Nor Disagree'
50%
Interpretation:-
Above the table can be noted that 24% respondents are strongly agreed and 50%
respondents are agreed with scope given by the organization for career development. And
20% disagreed and 6% respondents are neither agreed nor disagreed.
8. Medical, transport and canteen facilities are satisfactory in the organization.
GFGC KHANAPUR. 30
Frequency Percent
"Agree" 20 40.0
"Disagree" 11 22.0

Disagree'
"Strongly Disagree" 1 2.0
Total 50 100.0
Medical, transport & canteen facil-

ities
Percent
40
28
22
8
2
Interpretation:-
The table can be noted that the 28% respondents are strongly agreed and 40%
respondents are agreed that they are satisfied with the medical, transport and canteen
facilities provided by the organization. And the 22% respondents are disagreed 8%
respondents are neither agreed nor disagreed and 2% strongly disagreed.
GFGC KHANAPUR. 31
9. Employees are encouraged to participate in decision–making process.
Frequency Percent
"Agree" 21 42.0
"Disagree" 18 36.0
Disagree'
Total 50 100.0
Participate in Decision-Making process

Percent
42
36
12
6
4
"Strongly "Agree" "Disagree" "Neither "Strongly
Agree" Agree Nor Disagree"
Disagree'
Interpretation:-
The table can be showed that 12% respondents were agreed that employees
encouraged regarding participate decision making process in the organization. 42%
respondents agreed and the 36% disagreed and 6% are neither agreed nor disagreed and the
4% are strongly disagreed.
GFGC KHANAPUR. 32
10. Superiors are co-operative and support subordinates in the work
Frequency Percent
"Agree" 27 54.0
"Disagree" 6 12.0

Disagree'
Total 50 100.0
Co-operative & supportive
12 "Strongly
6% Agree"
%
28% "Agree"
"Disagree"
"Neither Agree
54% Nor Disagree'
Interpretation:-
From the above table can be noted that the 28% respondents are strongly agreed that
the superiors are co-operative and support subordinates in the organization.54% respondents
are agreed 12% are disagreed and 6% respondents neither agreed nor disagreed.
GFGC KHANAPUR. 33
11. Communication is both upward and down ward in the organization.
Frequency Percent
"Agree" 28 56.0
"Disagree" 8 16.0

Disagree'
50 100.0
Communication
60
40
20 Percent 2
0
e" e" e" e' "
e e e re ee
gr gr gr g r
%
sa g
A "A si a Di isa
gly "D r ly
D
on No ng
tr e o
"S re tr
Ag "S
er
ith
e
"N
Interpretation:-
The table can be noted that the 16% respondents are strongly agreed and 56%
respondents are agreed that communication is both upward and down ward in the
organization. And the 16% respondents are disagreed 10% neither agreed nor disagreed and
2% respondents and strongly disagreed.
GFGC KHANAPUR. 34
12. Employees are paid additional compensation on their overtime work
Frequency Percent
"Agree" 28 56.0
"Disagree" 6 12.0

Disagree'
Total 50 100.0
Additional Compensation
"Strongly Agree" "Agree"
"Disagree" "Neither Agree Nor Disagree'
6%
12% 26%
56%
Interpretation:-
From the above table can be noted that the 26% respondents strongly agreed that
employees are paid additional compensation on their over-time work. 56% agreed and 12%
disagreed 6% respondents are neither agreed nor disagreed with their additional
compensation on their over-time work.
GFGC KHANAPUR. 35
1. Bonus and other monitory incentives are paid are satisfactory to the
Frequency Percent
"Agree" 25 50.0
"Disagree" 7 14.0
Disagree'
Total 50 100.0
Bonous & Incentives

60
50
40
30
20
10
0
'
e" e" e e" ee ee
"
re gr
e
gr gr r
%
Ag sa g
"A isa Di sa
ly
"D Di
ng r
gly
ro No
"S
t
e e r on
r t
Ag "S
er
e ith
"N
Interpretation:-
From the table can be noted that the 32% respondents are strongly agreed that they
satisfied bonus and other monitory incentives are paid to employees in the organization.
50% respondents agreed 14% disagreed and 2% neither agreed and 2% strongly disagreed.
GFGC KHANAPUR. 36
14. Performance appraisal system is a motivating factor in the organization.
Frequency Percent
"Agree" 25 50.0
"Disagree" 7 14.0

Disagree'
Total 50 100.0
Performance Appraisal System

Percent
50
22
14 12
2
e" e" e" e' "

e e e re ee
gr gr gr sa
g gr
ly
A "A si a Di isa
"D D
ng r ly
t r o No ng
"S e r o
re t
Ag "S
er
ith
e
"N
Interpretation:-
The table can be noted that 22% respondents are strongly agreed that performance
appraisal system is a motivation factor in the organization. 50% agreed 14% disagreed 12%
neither agreed and 2% disagreed.
GFGC KHANAPUR. 37
15. Non –monetary benefits are provided in the organization.
Frequency Percent

"Agree" 25 50.0
"Disagree" 7 14.0
Disagree'
Total 50 100.0
Non-monitory benifits
50
45
40
35
30
25 Percent
20
15
10
5
0
Agree" Agree Nor
Disagree'
Interpretation:-
From the above table can be noted that 24% respondents strongly agreed with non-
monitory benefits provided in the organization. And 50% respondents agreed and 14%
disagreed and 12% neither agree nor disagree.
GFGC KHANAPUR. 38
16. I am satisfied with the non-monetary benefits like, promotion transfer appreciation job
recognition etc.
Frequency Percent
"Agree" 27 54.0
"Disagree" 10 20.0
Disagree'
Total 50 100.0
Non-monetory benefits
"Strongly Agree" "Agree" "Disagree"
10% 16%
20%
54%
Interpretation:-
From the above table can be noted that the 16% strongly agreed and 54% respondents
are agreed that they satisfied with non –monitory benefits like, promotion transfer
appreciation, job recognition. 20% respondents are disagreed 10% neither agreed nor
disagreed.
GFGC KHANAPUR. 39
17. Newly appointed employees are undergoing and induction program always to
himself with the organization climate.
Frequency Percent

"Agree" 23 46.0
"Disagree" 11 22.0
Disagree'
Total 50 100.0
Induction Program
Percent
46
20 22
8
4
Interpretation:-
From the above table can be stated that 20% respondents are strongly agreed.
Induction program in the organization.46%agreed and 22% disagreed 8% neither agreed nor
disagreed and 4% respondents are strongly disagreed with induction program in
organization.
GFGC KHANAPUR. 40
18. Recreational facilities are a part of employee’s motivation and are encouraged in the
organization.
Frequency Percent
"Agree" 21 42.0
"Disagree" 15 30.0
Disagree'
Total 50 100.0
Recreational Facilities
Percent
42
30
12 12
4
"
"
"
"
'
ee
ee
ee
ee
ee
gr
gr
gr
gr
gr
i sa
i sa
sa
yA
"A
Di
rD
"D
gl
ly
n
No
tro
ng
e
tro
"S
re
Ag
"S
er
th
ei
"N
Interpretation:-
The table can be stated that 12% respondents are agreed that recreational facilities are
a part of motivation in the organization. 42% disagreed 30% agreed and 10% of respondents
neither agreed nor disagreed 4% strongly disagreed.
GFGC KHANAPUR. 41
19. Employees are paid wage and salary in time and it is purely on their performance
Frequency Percent
"Agree" 23 46.0
"Disagree" 10 20.0

Disagree'
Total 50 100.0
Paid wage & salary in

time
"Strongly
Agree"
8%
"Agree"
26% "Disagree"
20% "Neither
Agree Nor
Disagree'
46%
Interpretation:-
The table can be noted that the 26% respondents strongly agreed 46% agreed that
employees are paid wage and salary in time and it is purely based on their performance.
20% disagreed and 8% neither agreed nor disagreed.
GFGC KHANAPUR. 42
20. Overall I am satisfied with the employee’s motivational techniques in the

organization
Frequency Percent
"Agree" 28 56.0
"Disagree" 10 20.0

Disagree'
Total 50 100.0
Motivational Techniques
60
50
40
30
20
10
Percent
0
"
"
"
'
ee
ee
ee
ee
gr
gr
gr
gr
i sa
i sa
yA
"A
rD
"D
gl
n
No
tro
ee
"S
gr
rA
e
th
ei
"N
Interpretation:-
From the above table can be stated that 16% respondents strongly agreed and 56% are
agreed that they satisfied with motivational techniques in the organization. 20% disagreed
and 8% respondents are neither agreed nor disagreed.
GFGC KHANAPUR. 43
CHAPTER: V
Findings & SUGESSIONS
5.1 FINDINGS
1. 12% of respondents are strongly agreed 42% of respondents are agreed
with employees are encouraged to participate in decision –making process.
36% of respondents are disagreed and 6% are neither agreed nor disagreed the
4% are strongly disagreed above to the point. By this way we can stated that
54% of respondents are agreed with that employees are encouraged to
participate in decision – making process in the organization.
2. 20% of respondents are strongly agreed 46% of respondents are agreed

and the 22% of respondents are disagreed and 8% are neither agreed nor
disagreed with induction program always to adjust them with the
organizational climate. By this way it is clear that 66% of respondents are
agreed with induction program always to adjust themselves with organization.
3. 12% of respondents are strongly agreed 42% are agreed that recreational
facilities are part of employee motivation and are encouraged in the
organization. And the 30% of respondents disagreed 12% of respondents are
neither agreed nor disagreed and the 4% of respondents are strongly disagreed
above to the point. By this way we can clear that the 54% of respondents are
agreed with recreational facilities are parts of employee motivation and are
encouraged in the organization.
4. 28% of respondents are strongly agreed 40% are agreed with the Medical,
transport and canteen facilities are satisfactory in the organization. 22% of
disagreed and 8% of respondents neither agreed nor disagreed with above to
the point. By this way it clear that 68% of respondents are agreed with
Medical, transport and canteen facilities are satisfactory in the organization.
GFGC KHANAPUR. 44
5. 26% of respondents are strongly agreed and 46% of respondents are

agreed and 20% of respondents are disagreed and 8% are neither agreed nor
disagreed that employees are paid wage and salary in time and it is purely
based on their performance. It is clear that 72% of respondents are totally
agreed with above point.
6. 16% respondents are strongly agreed and 64% are agreed that they are
satisfied with employee training programs in the company. And the 18%
disagreed 2% neither agreed nor disagreed above to the point. By this we can
say that 80% respondents are satisfied with the training program in
organization.
7. 24% of respondents are strongly agreed 50% are agreed that employees
are given scope for career development. And the 20% disagreed 6% neither
agreed nor disagreed with above to the point. By this way it is clear that the
74% of respondents are agreed with scope for career development.
8. 16% of respondents are strongly agreed 56% are agreed that they are
satisfied with the employee’s motivational techniques in the organization. 20%
are disagreed and 8% are neither agreed nor disagreed above point. By this
way it is clear that 72% of respondents are agreed that they are satisfied with
motivational techniques in the organization.
9. 16% of respondent are strongly agreed 56% are agreed with that
communication is both upward and downward in the organization. And 16%
of respondents are disagreed 10% of respondents are neither agreed nor
disagreed with above to the point. By this way it is clear that 72% of
respondents are agreed with that communication is both upward and
downward in the organization.
GFGC KHANAPUR. 45
16% of respondents are strongly agreed 54% that is 27 employees agreed 20%
are disagreed and 10% are the neither agreed nor disagreed that they are
satisfied with non-monitory benefits like, promotion, transfer, appreciation,
job recognition. It is clear that the 70% of respondents are agreed with the non-
monitory benefits
5.2 SUGGESTIONS
 The company should provide recreational facilities, so employee

voluntarily involve in the organizational activities.
 The company must provide transport, medical facilities in order to

motivate employees.
 The organization has to provide short time period induction

programs.
 It is necessary to provide non-monitory benefits like appreciation,

promotion, transfer etc.
 In order to develop employee’s career the organization has to

conduct training programs.
GFGC KHANAPUR. 46
CHAPTER VI
CONCLUSION
The project is a study on employees motivation in Abhi Groups Of
Companies. Is mainly conducted to identity the motivation level of
employees in the organization and the factors which provide motivation
to the employees.
The study enables to find out the effectiveness and the drawback of
the facilities given to the employee in abhi grups.The study analyzed that
the most of employees are satisfied with the facilities provided by the
company can take more steps to improve welfare facilities mainly
company should take necessary steps to improve the environmental
factors.
Inter personnel relationship in the organization very poor. The

company should improve the inter personnel relationship in the
organization. The employees at Abhi group of company’s pune, were
motivated in all most all the aspects. The organization should concentrate
on inspiring there workers, so that they give more preference to
motivation and support.
GFGC KHANAPUR. 47
CHAPTER VII
LIMITATIONS O F THE STUDY
1. The study was limited up to and of employees and does not collect
adequate information.
2. Incomplete response from the respondents was a major limitation.
3. Some employees were not ready to cooperate in completing the
interview.
4. Lack of time period was another limitation of the study.
5. data was collected only from the working hours.
6. Literacy of respondents during the data collection using questionnaire
GFGC KHANAPUR. 48
CHAPTER VIII
BIBLIOGRAPHY
8.1 REFERENCE
Sr. No. Author Book Name Publisher Year

1.1 1. Prof. Dr. C. A. Naik Human resource Books Pvt. Ltd. New 2010
management-managing Delhi
people at work
2. Stephen Robinson Human resource Prentice Hall of India --
Management New Delhi
3. 3 3. C. B. Kothari Research Methodology WishnesPrakashnas --
8.2 WEBSITE:
www.Abhigroups.co.in.
www.answers.com
www.wikipedia.com
www.google.com
GFGC KHANAPUR. 49
CHAPTER IX
ANNEXURE
Respected sir,
I, MAYURI PRABHAKAR CHAVAN, Student of BBA 6th sem
GOVERNMENT FIRST GRADE COLLEGE KHANAPUR.
The project title is “RESEARCH ON EMPLOYEES MOTIVATION at ABHI GROUP

OF COMPANIES”. I request u to kindly cooperate by providing information that will be
considered most valuable for my project.
Interview Schedule
Name :
Add :
Age :
Gender :
Marital Status :
Qualification :
Department :
Experience :
GFGC KHANAPUR. 50
1.Employees are motivated very much in the organization?
2.I am happy with the employee motivation techniques in the organization?
3.I am satisfied with employee training programs in the company?
4.Compensation package in the organization is satisfactory?
GFGC KHANAPUR. 51
5.Employees are given adequate leave facilities?
6.Work environment is satisfactory in the organization?
7.Employees are given scope for career development?
GFGC KHANAPUR. 52
8.Medical, transport and canteen facilities are satisfactory in the organization?
9.Employees are encouraged to participate in decision-making process?
10.Superiors are cooperative and support subordinates in the work?
11.Communication is both upward and downward in the organization?
GFGC KHANAPUR. 53
12.Employees are paid additional compensation on their over-time work?
13. Bonus and other monitory incentives are paid and are satisfactory to the
employees?
14.Performance appraisal system is a motivating factor in the organization?
GFGC KHANAPUR. 54
15.Non-monitory benefits are provided in the organization?
16.I am satisfied with the non-monitory benefits like, promotion, transfer,

appreciation, job recognition etc.?
17.Newly appointed employee is undergoing an induction program always to

adjust himself with the organizational climate?
GFGC KHANAPUR. 55
18.Recreational facilities are a part of employee motivation and are

encouraged in the organization?
19.Employees are paid wage and salary in time and it is purely based on their
performance?
20.Overall I am satisfied with the employee’s motivational techniques in the

organization?
Place: - Khanapur, Thanking You,

Date:- ( )
GFGC KHANAPUR. 56
GFGC KHANAPUR. 57

Department of Business Administration: Government First Grade College, Khanapur Dist: Belagavi

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GOVERNMENT FIRST GRADE COLLEGE,

“Research On Employees Motivation”

“Abhi Group Of Companies” Pune

Submitted in Partial fulfillment of the requirement for the award of

Bachelor of Business Administration

During the academic year 2020-2021

Institute Guide Organization Guide

Prof. S.V. Vadavane Mr.Rohit Methe

Department of College Education

GOVERNMENT FIRST GRADE COLLEGE, KHANAPUR

has satisfactorily completed the summer in Plant Project on “Research On

Employees Motivation ” in the partial fulfillment of the requirement for

Bachelor of Business Administration awarded by Rani Chennamma

University, Belgaum, during the academic year 2020-2021.

Internal Guide HOD Principal

Prof.S.V.Vadavane Dr.Sonal R Dr.D.M.Javalkar

I the undersigned hereby declare that the project entitled

I understand that any such copying is liable to be punished a way

Date: Khanapur Miss. Mayuri Chavan

This report is the outcome of the study of the “RESEARCH ON

In the very beginning I express my deep sense of obligation to

I express my sincere thanks to our Principal Dr. Dilip Javalkar and

I am ever grateful to my fieldwork guide, Prof. S.V. Vadavane , for her

I am thankful to my parents, friends who have been upholding me in prayers. I

Place: Miss. Mayuri Chavan

This is to certify that Miss. Mayuri Prabhakar Chavan, Student of BBA VI

The survey has been conducted under my guidance and supervision, of

This project is here approved by me.

Internal Guide HOD Principal

Sl.No. CHAPTER PgNo.

1.1 Background Of The Organization

Abhi Group Of Companies is a Transportation/trucking/railroad

Name: Abhi group of companies

Motivation is an important factor it is compulsory for all the employees

Motivation is an essential management activity; it is necessary for all

Abhi Groups of Compnies has always given priority to human resource

The personnel management is an approach or point views, which ensure that

1.3 Statement of the Problem:-

The statement of problem is motivational analysis.

1.4 Objectives of the study:-

1. To Study motivational level among the Employees.

2. To study the areas where the employees are dissatisfied.

3. To Study the working condition of the organization.

4. To know the expectations of the employees from management about

5. To get conclusions and make suggestion wherever necessary

1.5 TOOLS OF EMPLOYEES MOTIVATION

METHODOLOGY & RESEARCH DESIGN

2.1 Data Collection

2.2 Instruments for Data Collection :-

The information necessary for this survey is collected by tapping primary

a) Primary sources: -1) Questionnaire.

b) Secondary sources: -1) Provides reports on employee satisfaction.

2) Related information from Internet

3) Books and Publications

Procedure: The questionnaire was personally given to each employee, and

3.1 EMPLOYEES MOTIVATION.

What is Employee Motivation?

Employee’s motivation refers to offering more and better training that

In the other words employees’ motivation is a sir phase process beginning

“Motivation is the result of processes, internal or external to the individual that

“Motivation is how behaviors get started, is energized is sustained, is directed,

3.2 Employees Motivation Model