PROJECT REPORT ON

MOTIVATION OF EMPLOYEES

IN THE PARTI SAL FULLFILLMENT OF REQUIRMENT

FOR THE AWARD OF DEGREE IN
BBA (BACHELORS OF BUSINES S ADMINI STRATION)
2018-22

SUBMITTED BY;
NAME- MANVI CHAUHAN
COURSE-BBA HRM
SAP ID- 500066846
ENROLMENT NO- R169218008
Executive Summary

This paper resolves the issue of human resources motivation which is

considered one of the most significant ways for a sustainable organizational
development. Motivation is one of the most significant concepts in HRD in
many associations, it is common to hear the hold back that a specific employee
isn't motivated and thus their performance has assumed a lower priority.

This is the explanation companies go through humungous amounts of money in

organizing training sessions and recreational occasions to spur the employees.
Motivation can be understood as the craving or drive that an individual needs to
finish the work.
For example, when confronted with an undertaking, it is the motivation to
accomplish it that decides if a specific individual would complete the
undertaking according to the prerequisites or not. Further, the shortfall of
motivation prompts underperformance and loss of competitiveness bringing
about loss of productive resources for the association.
It is thus that the HR managers weight on the employees having significant
degrees of motivation to take care of business. Motivation is the main thrust
which help causes us to accomplish goals. Motivation is supposed to be
characteristic or extraneous. The term is by and large utilized for humans in any
case, theoretically, it can likewise be utilized to depict the causes for creature
conduct also.

This article alludes to human motivation. According to different hypotheses,

motivation might be established in a fundamental need to limit physical agony
and amplify delight, or it might incorporate explicit requirements like eating and
resting, or an ideal item, objective, condition, ideal, or it very well might be
credited to less-clear reasons like philanthropy, self-centeredness, ethical
quality, or keeping away from mortality.

Conceptually, motivation ought not be confused with either volition or

hopefulness. Motivation is identified with, yet particular from, feeling.
Maintenance The condition of holding (keeping) something. "You might have
the option to retain realities in the shortterm, yet how well is your maintenance
of those realities over the long haul?"

"Effective companies need to encourage a decent work space so employee

maintenance stays at an undeniable level. It includes the entire course of how a
company can deal with ensure their employee doesn't get motivation to leave his
work. The HRM-performance linkage regularly conjures an presumption of
expanded employee commitment to the association and other constructive
outcomes of a motivational sort. We present a theoretical system wherein
motivational impacts of HRM are conditional on its force, using particularly the
possibility of HRM. Keywords: Employee motivation, Human Resource
Management, motivational factors, Job performance and Organizational
performance
Review of Industry

Bhiwani Textile Mills is one of the main producers of P V mixed fabrics. It is a

subsidiary of Grasim Industries ltd. It is arranged close to D C colony on Hansi
Road and is one of the excellent industries of this area. Initially settled in the
year 1954 as a cotton plant, it was taken over by Grasim Industries Ltd during
1963 and was subsequently named as Bhiwani Textile Mills. It began its
manufacturing with eighteen thousand spindles and 286 weaving machines. It is
presently one of the roaring industries of India with capacity of 17 million
meters yield for each annum which are provided in all district of India just as
abroad. The company has obtained certificates, for example, Confidence in
Textiles, ISO 9001: 2008, Social Accountability Accreditation Services (S A
8000), and SGS to demonstrate validity of their items.

Grasim Mills in Bhiwani

Bhiwani Textile Mill is presently manufacturing engineered fiber and its

fabrics. These fabrics are only utilized for making menswear under the brand of
Grasim Suiting and Graviera Fabrics. Bhiwani Textile mills additionally send
out their fine fabrics to outside countries. The lead ing brands buying fabrics
from Bhiwani Textile mills are Levis, Next, Tesco, Burton, Asda, Dockers,
Marks and Spencer, Debenhams, Matalan, and Haggar. The top notch items
accessible in Indian market made in this industry are Van Heusen, Louis
Philippe, United Colors of Benetton, Wills Lifestyle, Westside, Peter England,
John Player, Dockers, Globus, Allen Solly, Arrow, Color Plus, and Blackberrys.

Aside from retailing of fabrics delivered in Bhiwani Textile Mills, there are
numerous corporate and institutional clients which are utilizing the fabrics of
this manufacturing unit. Their prestigious demographic beginnings from Indian
Army and India Air Force, which should be probably the best uniform on the
planet. Furthermore, they likewise supply to Police Academy, MRF, TVS
Group, Essar Group, ITC, NHPC, NHDC, Cement Plants, and so forth Its fine
product and best quality guarantees noteworthy looks and stunning character.
The management has established in-house research group to convey quality
materials to its customers.
Manufacturing Process in Bhiwani Textile Mills

Bhiwani Textile Mills is engaged in manufacturing Polyester Viscose fabrics

which are advertised in India through retail outlets and sellers shops. They have
their quality in market for the sake of Grasim and Graviera. It has likewise been
decorated with readymade articles of clothing segment to cater products in the
Indian and International business sectors.

Production at Bhiwani Textile Mill

Bhiwani Textile Mill is endorsed with present day and progressed hardware to
handle popularity of quality textile on the lookout. Right now company has
turning capacity of 35 thousand Spindles for example polyester viscose. They
have capacity of eighteen metric ton each day turning. They use fiber colored
and dope colored polyester turning strings for manufacturing these fabrics.
Company has 138 weavers are engaged in weaving at full capacity to make
excellent texture for their customers.

Bhiwani Grasim Textiles

Presently, as of now, company is delivering 50 thousand meters of texture each

day with the assistance of imported hardware and advance technique. They have
incepted Design and Development Department consisting of 10 designers' group
to design texture with the assistance of a shade library comprising 1000 shades.
Close by there is additionally Quality Assurance Department to check the
created texture on the rules set prior to sending them to definite customers.
Project Report on Motivation

The productivity of an individual relies upon two elements, first and foremost, the degree of
capacity to accomplish a specific work, also, the ability to accomplish the work. So for as the
main factor is concerned it very well may be procured by instruction and preparing, however
the subsequent factor can be made by motivation. An individual might have a few necessities
and wants. It is just emphatically felt needs which becomes intentions. Subsequently thought
processes are a result of requirements and wants intentions are numerous and continue to
change with time intentions are imperceptible and coordinated towards specific goals.

Motivation implies that cycle which makes on motivation in an individual to motivation is

gotten from the word 'thought process' which implies the most recent force in an individual
which incites him to accomplish a work.

Motivation is the most common way of controlling an individual's inward drives and
activities towards specific goals and submitting his energies to accomplish these goals. It
include a chain response beginning with felt needs, bringing about thought processes which
lead to pressure which enumeration activity towards goals. It is the most common way of
animating individuals to endeavor readily towards the accomplishment of hierarchical goals
motivation might be characterized as the work a manager plays out a request to Induce
Subordinates to follow up on the ideal way by fulfilling their requirements and wants. Hence
motivations is worried about how conduct gets everything rolling, is invigorated, supported
and coordinated.

Meaning of Motivation :

first Definition of Motivation : According to Michael J. Jacius ; Motivation is simply the

demonstration of invigorating somebody or oneself to get an ideal game-plan or to press the
right button to get an ideal response.

second Definition of Motivation : According to Dalton E. Mcfarland, "The idea of motivation

is fundamentally mental. It identified with those powers are numerous and continue to change
with time intentions are imperceptible and coordinated towards specific goals.
Techniques of Motivation

The principle techniques of motivation are as under :

 Positive and negative motivation.

 Monetary and Non-monetary motivation.

 Individual and gathering motivation.

 Outward and Intrinsic motivation.

Significance of Motivation

Motivation is perhaps the most critical factor that decide the productivity and adequacy of an
association with its assistance a longing is brought into the world in the personalities of the
employees to accomplish effectively the goal of the enterprise. All hierarchical offices will
stay futile individuals are persuaded to use these offices in a useful way. Motivation is an
indispensable piece of management measure. An enterprise might have the best of material,
machines and different method for creation however this load of resources are pointless
inasmuch as they are not used by as expected spurred individuals. Sometime in the past the
human resource of creation was dealt with like other non-human resources and was not given
any uncommon significance. Be that as it may, this old idea has lost all significance in this
cutthroat age characterizing the significance of motivation Renis Likert has called it.” The
Core of Management”.
The significance of motivation turns out to be obvious from following realities :

 Significant Level of Performance.

 Low Employee Turnover and Absenteeism.
 Simple Acceptance of authoritative changes.
 Great human relations.
 Great picture of association.
 Expansion in Morale.
 Appropriate utilization of Human Resource Possible.
 Accommodating in Achieving Goals.
 Constructs Good relations among employees.
 Simpler Selection.
 Offices Change.

Problem of Motivation

Motivation is the result of a specific connection between the superiors and the sub-ordinates
for this the superiors or the managers put forth uncommon attempt unique in relation to the
day by day control or capacities. It isn't required that the endeavors made by the managers
will be consistently adequate. It can likewise be gone against in this manner there are
numerous hardles in executing a motivational framework. They are follows :

 A Costly Efforts
 Instigating Employees.
 Motivation is an inward inclination.
 Resistance to changes.
Objectives of the Project Report

 To know the motivation level of the employees of the organization.

 To access the working of the personnel department.

Research Methodology
Scope of Study :

The review was restricted to B.T.M. (Bhiwani) of Birla Groups.

Research Design :

This research is of distinct. In distinct research we have adequate data on the concept and
research material. Since numerous researchers have been done likewise concept.
Subsequently, there is the same old thing this concept while I will contemplate. I have
utilized questionnaire technique for gathering the data. I have shaped same questionnaire for
laborers and staff individuals.

Procedure

Test Size : 30
Instrument Used : Questionnaire.
Test Technique : Random Sampling.

Sources s of Data

Primary Data - Questionnaire.

Secondary Data - Files, Record Books, Company Manuals,
Here are the complete Analysis of Employees Motivation :
 
Table - 1
Title : Respondent's Classification According to the Age

Age Group No. of Respondents Percentage

Below 30 0 0
30-40 6 20
40-50 18 60
50-60 6 20
Total 30 100

Table 1 shows that most of the respondents are in the age group of 40-50 and 20% of the
respondents are in the age group of 30-40 and 50-60 respectively.
 
Table - 2
Title : Respondent's Classification According to the Qualification

Qualification No. of Respondents Percentage

Below Matric 8 26.7

Matric 18 60
Intermediate 4 13.3
Graduate 0 0

Post Graduate 0 0

Any Tech. 0 0

Table 2 shows that out of 30 respondents, most of them are Matric, 13.3% respondents are
intermediate and 26.67% are below matric.
 
Table - 3
Title : Respondent's Classification According to the sex

Sex No. of Respondents Percentage

Male 30 100
Female 0 0

: Table 3 shows that 100% respondents are male.

 

Table - 4
Title : Respondent's Classification According to the experience
Experience No. of Respondents Percentage
0-5 Years 0 0
5-10 Years 2 6.7
10-15 Years 2 6.7
15-20 Years 7 23.2
20-25 Years 8 26.7
25-30 Years 8 26.7
30-35 Years 0 0
35-40 Years 3 10.0
Total 30 100

Table 4 shows equal no. of respondents are having the experience of 20-25 and 25-30 years
respectively and 7 respondents are having the experience of 15-20 years.

Table - 5
Title : Respondent's Classification According to the Marital Status

Marital Status No. of Respondents Percentage

Married 30 100
Unmarried 0 0

Table 5 shows that all of the respondents are married.

 

Table - 6
Title : Respondent's Classification According to the Employee Motivation

Are you motivated by the

No. of Respondents Percentage
officers

Yes 30 100
No 0 0
 
Table 6 shows that 100% respondents view that they are motivated by the officers.
 

Table - 7
Title : Respondent's Classification According to the Types of Feeling with organization

What type of feeling you have

No. of Respondents Percentage
by working on BTM

Satisfied 30 100
Unsatisfied 0 0

Table 7 shows that 100% of the respondents are of the opinion that they are satisfied with the
organization.
Table - 8
Title : Respondent's Classification According to the opportunity for views expression

Do you get the opportunity to express

No. of Respondents Percentage
your view in the company

Yes 30 100
No 0 0

Table 8 shows that 100% respondents are of the opinion that they gets the opportunity to
express their views.
 
Table - 9
Title : Respondent's Classification According to the job satisfaction about company
management

Are you satisfied with your company

No. of Respondents Percentage
management

Completely 21 70
Partially 9 30

Table 9 shows that 70% respondents are completely satisfied about company management
and 30% of respondents are partially satisfied with the company.
 
Table - 10
Title : Respondent's Classification According to the satisfaction with regard to working
conditions

Are you satisfied with the working

No. of Respondents Percentage
conditions on BTM

Completely 27 90
Partially 3 10

Table 10 shows that 90% respondents opinion that they are completely satisfied with the
working conditions and 10% of the opinion that they are partially satisfied with working
conditions.
Conclusion

Based on the data analysis and understandings the research come to realize that after focuses :

 Respondents get freedom to communicate their perspectives.

 70% of the respondents are totally fulfilled while 30% of the respondents are to some
degree fulfilled.
 Greater part of the respondents are totally happy with the functioning conditions.
 70% of the respondents are happy with the wages and salary administration of the
association.
 40% of the respondents are totally happy with the clinical offices.
 There is an agreeable connection among laborers and management.
 Motivation is unique quality, for which estimation become to troublesome
undertaking in light of the non-accessibility of government sanctioned test for it.
 Attitude of laborers towards supervisor and collaborators is likewise amazingly great.
 Attitude of laborers towards association is very positive.
Suggestions

 Subsequent to discovering the Survey Report on Employees Motivation, the

conclusions the accompanying suggestions can be made :
 Working conditions ought to be improved.
 Wages and salary administration ought to be made fitting for their motivation wages
ought to be reconsidered yearly.
 More financial advantages ought to be given.
 Government assistance administrations for the advantages of laborers should be
improved. Somewhat clinical facilities needs a significant improvement.
 Advancement framework ought to be imparted among the laborers.
 Today, as there is an air of laborer interest in the choices with respect to association
specialist ought to have offered freedom to communicate their perspectives in the
company.
 The human motivation is alterable and not steady it ought to be considered as a top
priority.
 Cash motivators ought to be given more.
 Management approaches and practices ought to be conveyed with the goal that
specialists could comprehend them without any problem.
Limitations

 Limitations of the research are as per the following :

 Motivation Abstract : Motivation is unique and it is truly challenging to quantify
motivation since it must be felt. As it can't be contacted there is no standardized data
on motivation.
 Absence of Education Among the specialists : Most of the laborers are not instructed
thus they become dubious of the filling of these questionnaire.
 Trouble in Filling : An enormous number of the respondents required assistance in
filling these questionnaire.
 Absence of Seriousness : Some of the specialists didn't append the necessary
earnestness to the investigator.
Questionnaire of Employees Motivation Survey

Background Information

Name : _______________________ Father's/Husband's Name : __________________

Age : _______________ Sex : Male ( ) Female ( )

Division : ______________________Designation : _________________

Experience : In the association ( _____ Years) In other association ( _____ Years)

Educational Qualifications :

Illiterate ( ) Literate ( )

On the off chance that Literate : Below Matric ( ) Matric ( ) Intermediate ( ) Graduate ( )

Conjugal Status : Married ( ) Unmarried ( )

Category Levels : Skilled ( ) Unskilled ( ) Semi Skilled ( )

Nature of Job : Casual ( ) Permanent ( )

Questionnaire For Employees

1. Are you motivated by the officers ?

(I) Yes (ii) No
2. What kind of feeling you have by working in the BTM ?
(I) Satisfactory (ii) Unsatisfactory
3. Do you get the opportunity to communicate your view in the company ?
(I) Yes (ii) No
4. Are you happy with your company's management ?
(I) Completely (ii) Partially (iii) Moderate
5. Are you happy with the functioning conditions in BTM ?
(I) Completely (ii) Partially (iii) Moderate
6. Are you the individual from any recognize union ?
(I) Yes (ii) No
Specify the name _____________________________________.
7. What kind of relation you have with your officers ?
(I) Direct (ii) Indirect
8. How are the relation with laborers union and management ?
(I) Fine (ii) Average (iii) Bad
9. Which strategy for motivation propel you more ?
(I) Positive Method (ii) Negative Method
10. consistent with you which of them one is that the best motivator ?
(I) In Cash (ii) In Kind.
11. Are you happy with wages and salary administration ?
(I) Completely (ii) Partially (iii) Moderate (iv) None of these .
12. What is your view the practices and Policies of management ?
(I) Fair (ii) Unfair (iii) Cannot Say
13. Occasions gave to you in a year ?
(I) 0-10 (ii) 10-20 (iii) 20-30 (iv) 30-40
14. Do you consider BTM is the best work environment ?
(I) Yes (ii) No
15. Do you happy with the medical facilities ?
(I) Completely (ii) Partially (iii) Moderate
16. Are you happy with Financial Benefits ?
(I) Completely (ii) Partially (iii) Moderate
17. What kind of the recreational facilities given by the company ?
(I) Sports Club (ii) Library (iii) Any other, specify.
18. What kind of the facilities given by the company ?
(I) Residential Facility (ii) Canteen Facility (iii) Children's School Facility (iv) All of Above.
19. What do you get for over time ?
(I) Extra money (ii) Leave facility (iii) Praise (iv) All of above.
20. How's the relation among laborers and management ?
(I) Co-operative (ii) Un-cooperative.