A Summer Internship Project Report

On
“EMPLOYEE MOTIVATION”
MANAGEMENT OF BUSINESS ADMINISTRATION

By
RAJAT KUMAR
University Roll No. 20014126012
Under the guidance of
Dy. Manager Shweta Mahajan

Submitted to:
KC Group of Institute Pandoga
Una (HP) 177207
1
 Course: MBA 2nd year

SUMMER TRAINING PROJECT REPORT

ON
EMPLOYEE MOTIVATION
NATIONAL FERTILIZERS LTD., NANGAL UNIT

Submitted in Partial Fulfilments of The Requirement of Post

Graduate degree In Management

Corporate Mentor: Submitted By:

Name: Shweta Mahajan RAJAT KUMAR

Designation: Deputy Manager (HR) University Roll No. 20014126012

Organization: NFL Batch: 2020-2022

Submitted to:

KC Group of Institute Pandoga, Una (HP).

2
DECLARATION
I RAJAT KUMAR student of MBA in KC Group of Institute Pandoga, Una
(HP). Do hereby declare that the summer training report titled “Employee
Motivation”. I have completed this study under the guidance of Dr. Ajay
Pathania KC Group of Institute Pandoga, Una (HP) and Miss Tanya Bisht
HR Officer, and Mrs. Shweta Dy. Manager (HR) National Fertilizers
Limited, Nangal Unit.

Name: RAJAT KUMAR

University Roll No. 20014126012

ACKNOWLEDGEMENTS

3
I am thankful to many people who helped me to complete this
internship efficiently & successfully.

I thank the Head of Department, Dr. Ajay Pathania of KC Group of

Institute Pandoga, Una (HP). For giving me the opportunity to do my
summer training project.

I sincerely thank National Fertilizers Limited for providing me with

an opportunity to undertake industrial training and to work in the HR
Department to get an insight about employee welfare activities. I am
specially thanks to Mrs. Shweta Mahajan (Deputy Manager NFL)
for his guidance and support throughout my project.

INDEX

4
Title Page No.

I. COMPANY PROFILE 6-16

 BRIEF HISTORY
 COMPANY’S VISSION & MISSION
 PRODUCTS OF NFL
 PLANTS NFL ABBERIVATION & SHIFT ROTATION
 MANUFACTURING AND MARKETING NETWORK
 MARKETING OFFICES
 COMPANY’S MARKET SHARE & GROWTH
 AWARDS & ACHIEVEMENTS

2. ORGANIZATION STRUCTURE 17

3. SWOT ANALYSIS OF THE COMPANY 18-22

4. INTRODUCTION OF THE PROJECT 21-38

5. STUDY & RESEARCH DESIGN 45-50

6. DATA ANALYSIS AND INTERPRETATION 51-66

7. ANNEXURE 68-71

8. REFRENCE 72-73

5
 COMPANY
PROFILE

 BRIEF HISTORY
6
NFL was established in 1974, as a public-sector undertaking of the
government of India. NFL initially operated two plants in Bathinda
and Panipat. In 1978, the ownership and operations of the Nangal
plant of FCI was transferred to NFL. The Govt. of India, in 1984,
entrusted the Company to execute the country' first inland gas
based fertiliser project of 726,000 tonnes Urea capacity in District
Guna of Madhya Pradesh and commercial production started room 1
July1988.The company built and commissioned its Vijaipur plant in
Guna district of Madhya capacity was doubled to 1.45 million tonnes
in 1997.NFL was granted the Mini - Navratna status with additional
autonomy due to its profitable operations. In 2001, the company went
public company, with listings on the Bombay Stock Exchange and the
National Stock Exchange.

NFL, a Schedule ‘A’ & a Mini Ratna (Category-I) Company, having

its registered office at New Delhi was incorporated on 23 rd August
1974. Its Corporate Office is at NOIDA (U.P). It has an authorized
capital of Rs. 1000 crore and a paid up capital of Rs. 490.58 crore out
of which Government of India’s share is 74.71 % and 25.29 % is held

by financial institutions & others.

 Vision & Mission

7
The company has a Vision i.e. “to be a leading Indian company in
fertilizers and beyond with commitment to all stakeholders” and a
mission “to be a dynamic organization committed to serve the
farming community and other customers to their satisfaction through
timely supply of fertilizers and other products & services; continually
striving to achieve the highest standards in quality, safety, ethics,
professionalism, energy conservation with a concern for ecology and
maximizing returns to stakeholders”.

PRODUCTS OF NFL

1.Kisan urea
Kisan Urea is a highly concentrated, Solids, nitrogenous fertilizer,
containing 46.0% Nitrogen. It completely soluble in water hence
Nitrogen is easily available to crops.
It contains Nitrogen in a milder form
which changes to Ammonia forms
and is retrieved by soil colloids for
longer duration. Urea is available in
granular form and can be applied by
drill and broadcasting.

2.Bio fertilizer

8
NFL manufactures and markets three types of Bio-Fertilizers,
Rhizobium, Phosphate Solubilising Bacteria (PSB) and Azetobactor.
The Company presently markets its bio-fertilizers in Madhya Pradesh,
Maharashtra, Uttar Pradesh, Uttrakhand, Chhattisgarh, Bihar,
Jharkhand, Himachal Pradesh, Jammu & Kashmir, Punjab, Haryana
& Rajasthan.

3. Neem coated urea

The process is based on the use of neem in the form of neem-oil water
emulsion, which is prepared in situ and used as such for spraying over
urea prills . national fertilizer limited, in the year 2002 , standardized
the techniques for production of neem coated urea in situ, at its
panipat unit.

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  PLANTS NFL ABBREVIATONS &
SHIFT ROTATION
A = 1ST Shift (6 AM To 2 PM)

B = 2nd Shift (2 PM To 10 PM)

C = 3rd Shift (10 PM To 6 AM)

P = General Shift (8 AM to 5 PM for tech. & 9/9.30 AM to 5 PM for

non- tech.)

W = Weekly off

X = Absent

T = Tour Duty

E = Education & Training

N = National Holiday

G = Gazetted Holiday

J = Period before Joining

M = Period after Temporary or Permanent Transfer

L = Other Type of Leave

H = Half Leave

10
  Plant of NFL

Marketing offices:

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NFL has an extensive network of marketing offices coordinated by its
central marketing office based at Noida. The marketing territory is
controlled by its three zonal offices located at Chandigarh, Bhopal,
Lucknow, These zonal offices in full are supported by well interested
network of regional offices and are offices.

 Company’s market share/growth trend

Five year growth and trend of NFL
Capacity Utilization (%)
118
116 115.4
114.2 114.3
114 113
112
110
Capacity Utilization (%)
108
106 104.9
104
102
100
98
2016-17 2017-18 2018-19 2019-20 2020-21

12
 Production Performance (In lakh M.T.)
6

5.8

5.6

5.4
Production Performance (In
5.2 lakh M.T.)

4.8

4.6
2016-17 2017-18 2018-19 2019-20 2020-21

Sales Turnover
14000 13135.3599999999
12429.13 11905.66
12000

10000 8928.29
7643.36
8000

6000

4000

2000

0
2016-17 2017-18 2018-19 2019-20 2020-21

13
 Production of Urea (In Lakh MT)
39

38.5

38
Production of Urea (In Lakh MT)

37.5

37

36.5
2016-17 2017-18 2018-19 2019-20 2020-21

Sale of Urea (In Lakh MT)

40 39.65
39.16
38.98
39
38.58

38
Sale of Urea (In Lakh MT)
37

36.08
36

35

34
2016-17 2017-18 2018-19 2019-20 2020-21

14
 Production of Bio-Fertilizer (In M.T.)
800

700 684
630
592
600 545
496
500
Production of Bio-Fertilizer (In
M.T.)
400

300

200

100

0
2016-17 2017-18 2018-19 2019-20 2020-21

Sale of Bio-Fertilizer (In M.T.)

800
713
700
630
600
545 528
496
500
Sale of Bio-Fertilizer (In M.T.)
400

300

200

100

0
2016-17 2017-18 2018-19 2019-20 2020-21

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  Award and Achievement

 POLLUTION CONTROL AWARDS

 10th Exceed Environment Gold Award 2021

 20th Annual Greentech Environment Award 2020

 Apex India Green Leaf Award 2019 for Eco-innovation 2020

 Golden Peacock award for Eco-Innovation

 SAFETY AWARDS

 Greentech Effective Safety Cultur 2021

 Annual Greentech Environment Award 2020

 Greentech Award for Occupational Health and Safety.

 OTHER PRESTIGIOUS AWARDS &

RECOGNITIONS
 Greentech Energy Conservation Award 2021

16
ORGANIZATIONAL
STRUCTURE

17
Swot analysis of
the company

1.Strength:
Growth: NFL is one the most leading companies of India. The
industry is expected to grow at significant rate and internal strength is
strength from the invaluable contribution made by its talented and
dedicated employees, who is well accomplished to deliver in the
dynamic economic scenario for gaining competitive advantage.

2.weakness:
Many experienced technical and other professional will be
superannuating in the next few year. Skilled and trained manpower
would be required to sustain the organization fertilizer marketing is

18
undergoing a sea changes in the emerging scenario in the view of
entry of new players and broadening of product portfolios. Identifying
and understanding customer behaviour and relationship management
is a challenge is the competitive market. A lot of paper work is
restored to and there is manpower shortage.

3.Opportunities:
Commissioning of changeover of feedstock project from fuel oil to
gas at Nangal , Panipat and Bathinda plant. After commissioning of
these units will become competitive in the market. Further, further,
completion of capacity augmentation of urea projects at Vijaipur
would enable the company to consolidate its position as a leader in
Urea production. NFL is the first fertilizer manufacturer in the
country which has developed technique for coating of the normal
prilled urea with neem oil on the large scale? Wider acceptability of
neem coated urea. Continuous improvement quality and international
exposure has helped open up new doors to crossover audience
(farmer) and offers immense potential for development.

4.Threats:
Company primarily has a single nutrients base product base i.e urea
increasing input cost of feed stock i.e fuel oil/natural gas raised the
cost of production of urea and industrial product.

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Globalization competitive scenario coupled with reducing trends of
imports duties and dumping at low price emay affect the sale and
margin on industrial products beings produced by the company.
IFFCO, CRIPCO, NAGARJUNA RCF.
Rising prices and reduce availability of normal gas may be area of
concern for the company. Dependence on monsoon is increasing.
Scanty rains because of monsoon failure affect the urea off takes
resulting in the high inventory and inventory and delayed realization,
affecting the liquidity and funds availability.

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 INTRODUCTIO
N OF THE
PROJECT

INTRODUCTION:
Motivation is an effective instrument in the hands of the management
in inspiring the work force It is the major task of every manager to
motivate his subordinate or to create the will to work among the
subordinates. It should also be remembered that the worker may be
immensely capable of doing some work, nothing can be achieved if
he is not willing to work creation of a will to work is motivation in
simple but true sense of term.

Motivation is an important function which very manager performs for

actuating the people to work for accomplishment of objectives of the
21
organization. Issuance of well-conceived instructions and orders does
not mean that they will be followed .A manager has to make
appropriate use of motivation to enthuse the employees to follow
them. Effective motivation succeeds not only in having an order
accepted but also in gaining a determination to see that it is executed
efficiently and effectively.

In order to motivate workers to work for the organizational goals, the

managers must determine the motives or needs of the workers and
provide an environment in which appropriate incentives are available
for their satisfaction. If the management is successful in doing so; it
will also be successful in increasing the willingness of the workers to
work. This will increase efficiency and effectiveness of the
organization. There will be better utilization of resources and workers
abilities and capacities.

The Concept Motivation:

The word motivation has been derived from motive which means any
idea, need or emotion that promotes a man into action. Whatever may
be the behaviour of man, there is some stimulus behind it. Stimulus is
dependent upon the motive of the person concerned. Motive can be
known by studying his needs and desires.

There is no universal theory that can explain the factors influencing

motives which control means behaviour at any particular point of
time. In general, the different motives operate at different times

22
among different people and influence their behaviours. The process of
motivation studies the motives of individuals which cause different
type of behaviour.

Meaning of motivation:
Motivation has been variously defined by scholars. Usually one or
more of these words are included in the definition: desires, wants,
aims, goals, drives, movies and incentives. Motivation is derived from
the Latin word 'Move on' which means "to move". Human motives
are internalized goals within individuals. A motive is an inner state
that energies activates, or moves and directs or channels behaviour
towards goals.

Definition:
1. Motivation is the complex forces starting and keeping a person
at work in the organization.

2. Motivation is the various drives within or environmental forces

surrounding individual that stimulate or attract them in a
specific manner.

23
 3. Motivation is the art of understanding motives satisfying them
to direct and sustain behaviour towards the accomplishment of
organization goals.

4. Motivation is the process of operating organizational conditions

which will impel employees of any emotion or desire operation
one's will and prompting or driving at it to action.

Motivation consists of the three interaction and interdependent

elements of needs, drives and goals.

Needs:
These are the deficient, and create whenever there is a physiological
or psychological imbalance.

Drive or motives:

These are set to alleviate needs. These are action oriented and provide
an energizing thrust toward goal accomplishment. They are the very
heart of the motivation process.

Goal:
Goals are anything which will alleviate a need and reduce a drive.

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Nature of Motivation:-

Following are some of the characteristics of motivation derive from

the definitions given by various authors.

1. Based on Motives: Motivation is based on individuals

motive which are internal to individual. These motives are in
the form of feeling that the individual lacks something.
2. Goal Directed Behaviour: Motivation Leads to goal
directed behaviour a goal directed behaviour is one which
satisfied the causes for which behaviour take place. Motivation
has profound influence on human behaviour.
3. Related to Satisfaction: Motivation is related to
satisfaction. Satisfaction is refers to the contentment
experiences of an individual which we derives out of needs
fulfilment.
4. Complex Process: Motivation is a complex process;
complexity emerges because of the nature if needs a type of
behaviour that need attempted to satisfied those needs.

Significance of Motivation:
Motivation involves getting the members of the group to pull
weight effectively, to give their loyalty to the group, to carry
out properly the purpose of the organization. The following

25
 results may be expected if the employees are properly
motivated.
1. The workforce will be better satisfied if the management
provides them with opportunities to fulfil their physiological
and psychological needs. The workers will cooperate
voluntarily with the management and will contribute their
maximum towards the goals of the enterprise.
2. Workers will tend to be as efficient as possible by improving
upon their skills and knowledge so that they are able to
contribute to the progress of the organization. This will also
result in increased productivity.
3. The rates of labour's turnover and absenteeism among the
workers will be low.
4. There will be good human relations in the organization as
friction among the workers themselves and between the
workers and the management will decrease.
5. The number of complaints and grievances will come down.
Accident will also be low.
6. There will be increase in the quantity and quality of products.
Wastage and scrap will be less. Better quality of products will
also increase the public image of the business.

Types of needs:

There are many needs which an individual may have and there are
various ways in which may be classified? Needs may be natural,

26
biological phenomenon in an individual or these may develop over
the period of time through learning. Thus, need may be grouped into 3
categories:

1. Primary need

2. Secondary need

3. General needs

1) Primary needs: These are also known as physiological,

biological, basic, or unclear needs. These needs are common in
human beings through their intensity differs.

2) Secondary needs: As contrast to primary needs, these are not

natural but are learned by the individual through experience and
interaction. Emergency of these needs depends in learning.

3) General needs: Through a separate classification for general

needs is not always given, such a category seems necessary because
there are a number of needs which lie in the grey area between the
primary and secondary needs. In fact, there are certain needs such as
need for competence, curiosity, manipulation, affection, etc.

Theories of Motivation:
Understanding what motivated employees and how they were
motivated was the focus of many researchers following the
publication of the Hawthorne study results (Terpstra, 1979). Six major

27
approaches that have led to our understanding of motivation are
McClelland's Achievement Need Theory, Behaviour Modification
theory; Abraham H Mallows need hierarchy or Deficient theory of
motivation. J.S. Adam's Equity Theory, Vroom's Expectation Theory,
Two factors Theory.

McClelland's Achievement Need Theory:

According to McClelland there are three types of needs

Need for Achievement: This need is the strongest and lasting

motivating factor. Particularly in case of persons who satisfy the other
needs. They are constantly pre occupied with a desire for
improvement and lack for situation in which successful outcomes are
directly correlated with their efforts. They set more difficult but
achievable goals for themselves because success with easily
achievable goals hardly provides a sense of achievement.

Need for Power: It is the desire to control the behaviour of the

other people and to manipulate the surroundings. Power motivations
positive applications results in domestic leadership style, while it
negative application tends autocratic style.

Need for affiliation: It is the related to social needs and creates

friendship. This results in formation of informal groups or social
circle.

Behavioural Modification Theory:

28
According to this theory people behaviour is the outcome of
favourable and unfavourable past circumstances. This theory is based
on learning theory. Skinner conducted his researches among rats and
school children. He found that stimulus for desirable behaviour could
be strengthened by rewarding it at the earliest. In the industrial
situation, this relevance of this theory may be found in the installation
of financial and non financial incentives.

More immediate is the reward and stimulation or it motivates it.

Withdrawal of reward encase of low standard work may also produce
the desired result. However, researches show that it is generally more
effective to reward desired behaviour than to punish undesired
behaviour. The water but you cannot force it to drink; it will drink
only if it's thirsty - so with people. They will do what they want to do
or otherwise.

Abraham Maslow's hierarchy of human needs : This

theory is the most widely discussed theory of motivation. The theory
can be summarized as thus:

 Human beings have wants and desires which influence their

behaviour; only unsatisfied needs can influence behaviour,
satisfied needs cannot.
 Since needs are many, they are arranged in order of importance,
from the basic to the complex.
 The person advances to the next level of needs only after the
lower Level need is at least minimally satisfied.

29
  The further the progress up the hierarchy, the more
individuality, humanness and psychological health a person will
show.

The needs, listed from basic (lowest, earliest) to most complex

(highest, Latest) are as follows:

 Self-actualization
 Self esteem
 Social
 Safety & security
 Physiological

J.S Adams Equity Theory :

Employee compares her/his job inputs outcome ratio with that of

reference. If the employee perceives inequity, she/he will act to
correct the inequity: lower productivity, reduced quality, increased
absenteeism, voluntary resignation.

Vroom's Expectation Theory:

Vroom's theory is based on the belief that employee effort will lead to
performance and performance will lead to rewards (Vroom, 1964).
Reward may be either positive or negative. The more positive the
reward the more likely the employee will be highly motivated.

30
Conversely, the more negative the reward the less likely the employee
will be motivated.

Two Factor Theory:

Douglas McGregor introduced the theory with the help of two

views; X assumptions are Conservative in style Assumptions are
modern in style.

X Theory:

o Individuals inherently dislike work.

o People must be coerced or controlled to do work to
achieve the objectives.
o People prefer to be directed

Y Theory

o People view work as being as natural as play and rest

o People will exercise self-direction and control towards
achieving objectives they are
o Committed to People learn to accept and seek
responsibility.

Types of Motivation:
There are 2 types of motivation are followed: -

1. Positive Motivation.
2. Negative Motivation.
31
 1) Positive Motivation: is a process of attempting to
influence others to do your will through the possibility of gain or
reward. Incentive motivation is the pull mechanism.

2) Negative Motivation: or fear motivation is based force

or fear. Fear causes person to act in a certain way because they are
afraid of the consequences if they don't Fear motivation is the push
mechanism.

The objective of motivation is to create condition in which

people are willingly to work with zeal initiative, interest and
enthusiasm, with a high personal and group.

Moral satisfaction with a sense of responsibility, loyalty and

discipline and with pride and confidence in a most cohesive manner
so that the goal of an organization is achieved effectively.

EMPLOYEE MOTIVATION IN THE WORK PLACE

The job of a manager in the workplace is to get things done
through employees. To do this the manager should be able to motive
employees. To understand motivation, one must understand human
nature itself. Human nature can be very simple, yet very complex too.
An understanding and appreciation of this is a prerequisite of effective

32
employee motivation in the workplace and therefore effective
management and leadership.
Motivation is the key to performance improvement:
Performance is considered to be a functional improvement:
Job performance =f (ability) (motivation)
Ability in term depends on education, experience and training
and its improvement is a slow and long process. On the other hand, it
can be improved quickly. As a guideline, there are broadly 7
strategies for motivation.
 Positive reinforcement
 Effective discipline and punishment
 Treating people fairly
 Satisfying employee needs
 Setting work related goals
 Restructuring job
 Based rewards on job performance

Basic principles to remember by manager for

motivating employees:
 Motivating employees starts with motivating yourself
 Always work to align goals of the organization with goals of
employees
 Key to support the motivation of your employees understands
what motivates each of them.

33
 Recognize that supporting employee’s motivation is a process,
not a task.
 Support employee's policies by using motivation by organization
systems.
 Worker motivation must also be viewed from 2 perspectives:
 Inner drive
 Outer (external) motivators.
 Most workers need to:
 Earn wages that will enable them to pay for basic necessities and
additional luxuries such
 As the purchase of a home or travel
 Save for and enjoy old age security benefits
 Have medical and other insurance coverage
 Acquire friends at work
 Win recognition
 Be acknowledge and rewarded for special efforts and
contributions
 Be able to advance in life and career-wise
 Have opportunities for self-development
 Improve their skills, knowledge, and know-how
 Realize their ideal(s)

The employer responds to those needs by offering and

providing:

34
 Employment
 Adequate pay
 Assistance to workers for their special needs (such as child care
arrangements, Transportation, flexible work schedule).
 Job security
 Clear company policies
 Clear and organized work procedures
 A safe work environment
 Medical coverage and other benefits
 An atmosphere of team work and cooperation
 Social activities
 Reward and recognition programs
 Open lines of communication programs
 Systematic feedback
 Motivation programs
 Opportunities for promotion
 Company/business information
 Information on customer feedback
 Sharing of company goals and objectives
 Information on the market situation and industry
 Future expectations
 Family responsibilities and be unable to work shifts, over time or
weekends.
 Heavy financial responsibilities which he/she can meet only by
35
 working at 2 jobs, leading to exhaustion, "sick leave", a deficient
work performance
 A desperate financial need for additional overtime and weekend
remuneration
 Premature expectations of swift promotions.

In addition to needs and drives, workers have

expectations from their employer-they expect:
 A knowledgeable, experienced, expert employer
 Clear and fair policies, procedures and employment practices.
 Business integrity.
 Clear job description
 Two-way communication
 Effective management and supervision
 Positive discipline
 Good company repute
 Good customer relation
 Company survival
 Opportunity for personal growth

Most of these needs, expectations and aspirations are

unexpressed-it is up to the employer to develop a good system of
company communications, employee relations, Motivation that
will lead to an environment of openness, cooperation, team work,
and motivation that will benefit all the parties involved.

36
Motivational methods:
1. Building confidence: Facing a challenge, meeting it and
mastering it help build confidence.

2. Team building: Team unite and work together when they

identify a common purpose whether the aim is the tallest tower
made out of newspaper, or a game of rounders on the park.
Competition in teams or groups creates teams and ignites team
effort

3. Coaching and Training: Games and activities provide a

perfect vehicle for explaining the Motivation process ('train the
trainer' for example) to managers, team leaders and trainers.
4. Personal motivation style and learning: Everyone is
different. Taking part in new games and activities outside of the
work situation illustrates people's different strengths and
working style preferences. Mutual respect develops when people
see skills and attributes in others that they didn't know existed.
5. Continual development: Introducing people, staff or
employees to new experiences opens their minds to new
avenues of personal development, and emphasizes the
opportunity for continuous learning that is available to us all.

37
6. Improving empathy and communications for
motivation: To communicate we must understand the other
person. Empathy and intuitive skills are right-side brain of the
brain, which we use when we communicate and understand
others. Team activities and games promote communications and
better mutual understanding-essential for good organizational
performance.

38
 RESEARCH
DESIGN

RESEARCH METHODOLOGY
"Research is a common parlance refers to search for a new
knowledge". "Research is comprised defining and redefining problem,
formulating hypothesis or suggested solutions, collecting, organizing
and evaluating data, making deductions and reaching conclusions, and
at last carefully the testing the conclusions and at last careful testing
the conclusion to determine whether they fit the formulating the
hypothesis "

39
Aim of the study
The aim is to study the employee welfare scheme provided by
NATIONAL FERTILIZER LIMITED.

NEED OF RESEARCH

HR research is a process of evaluating the effectiveness of human

resource, policies and parties and developing more appropriate once it
includes

1. Conducting morale, attitude, job satisfaction and behaviour survey.

2. Tabulating computing and analyzing the data and information.

3. Report writing and submission to the line manager.

4. Finding out the defects and shortcoming in the existing polices,

practice etc.

5. Developing more approximate polices, procedure and programmer

of personal

OBJECTIVES OF THE STUDY

1. To have an idea about the concept of welfare measures.

2. To find out the satisfaction level of employees towards welfare

measures in NFL, NAYA NANGAL.

40
3. To study the efficiency level of employee’s welfare towards NFL,
NAYA NANGAL.

RESEARCH DESIGN

INTRODUCTION

"Research design is a broad framework that states the total pattern of

conducting research project. It specifies objectives, data collection
and analysis methods, time, costs, responsibility, probable outcomes,
and actions."

The word 'design' has various meanings. But, in relation to the subject
concern, it is a pattern or an outline of research project's workings. It
is the statement of essential elements of a study that provides basic
guidelines of conducting the project. It is same as the blue print of
architect's work.

The research design is similar to broad plan or model that states how
the entire research project would be conducted. It is desirable that it
must be in written form and must be simple and clearly stated. The
real project is carried out as per the research must be simple and
clearly stated. The real project is carried out as per the research design
laid down in advance.

I visited NFL NAYA NANGAL and interacted with officers to make

our knowledge explosive. Research design is flexible enough to

41
provide opportunity for considering different aspects of problem
under study. It helps in bringing into focus some inherent weakness in
enterprise regarding which in depth study can be conducted by
management.

METHOD OF DATA COLLECTION

I. DATA TO BE COLLECTED

Data includes facts and figures, which are required to be collected to

achieve the objectives of the project. In order to determine the present
position and welfare provided to employees of NFL.

PRIMARY DATA

The data that is being collected for the first time or to particularly
fulfil the objectives of the project are known as primary data.

These types of data where,

• Responses of employees.

• Identifying employee's welfare facility.

The above primary data were collected through Reponses of

employees given in the questionnaire prepared for them.

II. DATA COLLECTION METHOD

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For given project, the primary data, which needed to collect for the
first time, were much significant. This type of information gathered
through survey technique, which is the most popular and effective
technique for correct data collection. The survey was completed with
the use of questionnaire.

- Questionnaire for employees.

III. SAMPLING TECHNIQUE

Initially, a rough draft was prepared keeping in mind the objective of

the research. A pilot study was done in order to know the accuracy of
the questionnaire samples was used to convince selected the
respondents.

IV. SAMPLING UNIT

The respondents who were asked to fill out questionnaire are the
sampling unit. These comprise of employees of govt. employees. (e)
SAMPLING SIZE The sampling size was restricted to only 70,
comprised of mainly people from different departments NFL.

V. SAMPLING AREA

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The area of the research was restricted to only NFL (Nangal)

DATA
ANALYSIS
44
 AND
INTERPRETATATO
N

1. Which type of incentives motivates you more?

a) Monetary incentives
b) Non-financial incentives
c) Both

Particular Nos. Of respondents Percentages

Monetary incentives 15 30
Non-Financial incentives 9 18

45
Both 26 52
Total 50 100

60

52
50

40

30
30
Percentages

20 18

10

2 3
1
0
Monetary incentives Non-Financial incentives Both

INTERPRETATION:
The table shows that 52% of the respondents are expressing that both
financial and non-financial incentive them, 18% are expressing non-
financial incentives motivates and 30% respondents says we only
motivated through monetary incentives only.

Computation of chi-square of incentives motivates employee

Null hypothesis (Ho): there is no significance difference between
two department i.e. Human Resource and Finance department.

OBSERVED VALUES:

Departments Monetary Non-financial Both Total

Incentives Incentives
HR 6 3 10 19
Finance 9 6 16 31
Total 15 9 26 50
VALUES: EXPECTED

Row total*column total

46
 Grand total

Sr. No. ORIGINAL EXPECTED (Oi-Ei) (Oi-Ei)2 (Oi-

VALUE VALUE Ei)2/Ei
1 6 5.7 0.3 0.09 0.02
2 3 3.42 -0.42 0.18 0.06
3 10 9.88 0.12 0.01 0
4 9 9.3 -0.3 0.09 0.01
5 6 5.58 0.42 0.18 0.98
6 16 16.12 -0.12 0.01 0.23
TOTAL 1.43

X2 calculated = 1.43
Tabulated value of x2 for 2 degree of freedom at level of 5% level of
significance in 5.488 (x2tabulated = 5.488).

Conclusion: -
Since, x2 calculated value is less then x2 tabulated value
(x2cal< x2 tab), therefore null hypotheses (Ho) is accepted at 5% level
of significance and we may conclude that two department i.e.
(Human Resource and Finance) do not differ significantly

2. What factor De- motivates you at work place?

a) Job profile
b) Company policy
c) Work environment

Particulars No. of Respondent Percentages

Job profile 14 28
Company policy 16 32
Work environment 20 40
Total 50 100

47
 45
40
40
32
35
28
30

25 Percentages
20

15

10

0
Job profile Company policy Work environment

INTERPRETATION:
The table shows that 40% of the respondents are de-motive with
work environment and 32%nwith the company policy and 28% of the
respondents are do de-motives with job profile. From this it can be
work environment and company policy are de-motives at work place.

3. How far are satisfied with the incentives provided by the

organisation?
a) Highly satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly dissatisfied

Particulars No. of Respondent Percentages

Highly satisfied 18 36
Satisfied 29 58
Neutral 3 6
Dissatisfied 0 0
48
Highly dissatisfied 0 0
Total 50 100

70

60 58

50

40
36

30 Percentages

20

10 6
4 5
2 3
1 0 0
0
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

INTERPRETATION:
This table shows that 36% of the respondents are highly
satisfied and 50% of the respondents are satisfied incentives provided
by the organization so we can conclude most of the employees
provided by the organization.

4. Does your job improve your skill and abilities?

a) Yes
b) No
c) Never

Particulars No. of Respondent Percentages

Yes 32 64
No 10 20
Never 8 16
Total 50 100

49
 70
64

60

50

40

30 Percentages

20
20 16

10
2 2 3 3
1 1
0
Yes No Never

INTERPRETATION:
64% of the respondents are agreed that their job improve skill
and abilities and 20% of the respondents agreed that their skill and
abilities are not improves. It can be concluded that their job improves
their job improves their skill and abilities.

5. Do you think that the incentives and other benefits will influences
your performance?
a) Influence
b) Does not influence
c) No option

Particulars No. of Respondent Percentages

Influence 32 64
Does and influences 12 24
No opinion 6 12
Total 50 100

50
 70
64
60

50

40

30 Percentages

24
20
12
10
2 3
1
0
Influence Does and influences No opinion

ITERPRETATION:
The table shows that 64% of the respondents those incentives
and other benefits will influences their performance, 24% respondents
says they are not influencing their performance and 12% respondents
did not say any opinion.

6) Management is really interested in motivating the employee?

a) Agree
b) Disagree
c) Neutral

Particulars No. of Respondent Percentages

Agree 25 50
Disagree 18 36
Neutral 7 14
Total 50 100

51
 60
56

50

40

30
24 Percentages
20
20

10

2 3
1
0
Agree Disagree Neutral

INTERPRETATION:
From the table 50% of the employees are agreed that the
management is really interested is motivating the employees, and
36% of the employees are disagreed and 14% are neutral. So it can be
concluded that management is really interested in motivate the
employees in organization.

7. Does the management involve you in the decision making which

are connected to your department?
a) Yes
b) No
c) Occasionally

Particulars No. of Respondent Percentages

Yes 47 94
No 0 0
Occasionally 3 6
Total 50 100

52
 100
94
90

80

70

60

50
Percentages
40

30

20

10 6
1 2 3
0
0
Yes No Occasionally

INTERPRETATION:
The table shows 94% agree that they management involves
them in decision making are connected their department.

8. Do you enthusiastic about your work?

a) Always
b) Sometimes
c) Never

Particulars No. of Respondent Percentages

Always 15 30
Sometimes 30 60
Never 5 10
Total 50 100

53
 70

60
60

50

40

30 Percentages
30

20

10
10
2 3
1
0
Always Sometimes Never

INTERPRETATION:
From the above that table, we can conclude that 60% of the
respondents agreed that they feel enthusiastic sometimes their work.

9. Are you encouraged to come up with new and better ways of doing
things?
a) Strongly agreed b) Agree
c) Neutral d) Disagree
e) Strongly disagree

Particulars No. of Respondent Percentages

Strongly agree 20 40
Agree 10 20
Neutral 12 24
Disagree 8 16
Strongly disagree 0 0

54
Total 50 100
45
40
40

35

30

25 24
20
20
16 Percentages
15

10

4 5
5 3
1 2
0
0
Strongly agree Agree Neutral Disagree Strongly
disagree

INTERPRETATION:
From the above table we can conclude that 40% of the employee
agreed that they are encouraging up with new and better ways of
doing things.

10. How you been promoted at work in the last six months?
a) Yes
b) No

Particulars No.
18
Yes
No
Total
Yes
No

32

55
INTERPRETATION:
The table shows that 64% of the employees are not promoted
from the last six months and 36% of the employees are promoted.
From this we can conclude that most of the employees are not
promoted.

11. Are you adequately recognized for your work?

a) Agree
b) Disagree
c) Neutral

Particulars No. of Respondent Percentages

Agree 28 56
Disagree 10 20
Neutral 12 24
Total 50 100

60
56

50

40

30
24 Percentages
20
20

10

2 3
1
0
Agree Disagree Neutral

56
INTERPRETATION:
The figure allows that 56% of the employees agreed that they
recognized for good work and 20% respondents are neutral. So, it can
conclude that most of the employees recognized by their good work.

12. Rank the following factor which motivates you the most?
(Rank 1,2,3,4.... respectively)

No. Factor Rank

1 Salary increase
2 Promotion
3 Leave
4 Motivational talks
5 Reorganization

Particulars No. of Respondent Percentages

Salary increase 21 42
Promotion 15 30
Leave 3 6
Motivational talks 5 10
Reorganization 6 12
Total 50 100

57
 45
42
40

35
30
30

25

20

15 Percentages
10 12
10
6 4 5
5 2 3
1
0
Salary increase Promotion Leave Motivational Recognization
talks

INTERPRETATION:
The table shows that 42% of the respondents are responding that
the increase in salary will motivate them the most.
13. Have you been nominated for training & developer programmes
for the last 6 months?
a) Yes
b) No

Particulars No. of Respondent Percentages

Yes 30 60
No 20 40
Total 50 100

58
 No. of Respondent

Yes
No

INTERPRETATION:
The table shows that 60% of the respondents are expressing that
they are nominated programme in the organization for the last 6
months.

14. Does the management provide continuous feed back in solving

work related problems?
a) Strongly agreed b) Agree
c) Neutral d) Disagree
e) Strongly disagree

Particulars No. of Respondent Percentages

Strongly agree 14 28
Agree 16 32
Neutral 9 18
Disagree 5 10
Strongly disagree 6 12
Total 50 100

59
 35
32
30
28
25

20 18

15
Percentages
12
10
10

5
5 4
3
2
1
0
Strongly agree Agree Neutral Disagree Strongly
disagree

INTERPRETATION:
The table shows that 28% respondents strongly agreed and 32%
agree that they are getting feedback from management and 20% are
neutral and 10% are disagree that they are not getting feedback from
the management.

15. Overall are you satisfied with your job?

a) Yes
b) No

Particulars No. of Respondent Percentages

Yes 28 56
No 22 44
Total 50 100

60
 No. of Respondent

Yes
No

INTERPRETATION:
The figure that 56% of the respondents are satisfied with their
job and only 44% of the respondent agreed that they are not satisfied
with their job. It can be concluded that most of the respondent are
satisfied with their job.

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ANNEXURE

ANNEXTURE

Employee Name :
Age :
Sex :
Designation :
Department/Branch :
Marital status :
Salary :
62
1. Which type of Incentives Motivates you more?
a) Monetary Incentives
b) Non-Financial Incentives
c) Both

2. What factor de-motivates you at work place?

a) Job Profile
b) Company Policy
c) Work Environment

3. How far you are satisfied with the incentives provided by the
organization?
a) Highly satisfied
b) Satisfied
c) Neutral

4. Does your job improve your skills and abilities?

a) Yes
b) No
c) Never

5. Do you think that the incentives and other benefits will influences
your performance?
a) Influence
b) Does not influence
c) No opinion
6. Management is really interested in motivating the employees?
a) Agree
b) Disagree
c) Neutral

7. Does the management involve you in the decision making are

connected to your department?
a) Yes
b) No

63
c) Occasionally

8. Do you enthusiastic about your work?

a) Always
b) Sometime
c) Never

9. Are you encouraged to come up with new and better ways of doing
things?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
E) Strongly Disagree

10. Have you been promoted at work in the last six months?
a) Yes
b) No

11. Are you adequately recognized for your good work?

a) Agree
b) Disagree
c) Neutral
12. Rank the following factor which motivates you the most?
(Rank 1,2,3,4... respectively)

No. Factor Rank

1 Salary increase
2 Promotion
3 Leave
4 Motivational talks
5 Reorganization

13. Have you been nominated for training & developer programmes
for the last 6 months?
64
a) Yes
b) No

14. Does the management provide continuous feedback in solving

work related problems?
a) Strongly agreed b) Agree
c) Neutral d) Disagree
e) Strongly disagree

15. Overall are you satisfied with your job?

a) Yes
b) No

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REFERENCES

REFERENCE
 NFL – National fertilizer.com
 Matter and Reference from NFL library.
 Personal Management book, Kalyani Publisher.
 Google and other search engines.

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