PROJECT REPORT

ON
EMPLOYEE MOTIVATION

AT

JCB LTD.

Submitted to Maharishi Dayanand University, Rohtak in partial fulfillment of the

requirement for the award of degree of

BACHELOR OF BUSINESS ADMINISTRATION (COMPUTER AIDED

MANAGEMENT)

(Session: 2020-2023)

SUBMITTED To: SUBMITTED BY:-

THE CONTROLLER OF EXAMINATION MAYANK GANDHI

M.D. UNIVERSITY, ROHTAK BBA(CAM) (6 th Sem)

Registration no.2011031281

Roll no.

D.A.V. INSTITUTE OF MANAGEMENT

NH-3, N.I.T- FARIDABAD

1
 ACKNOWLEDGMENT

To begin with I would like to offer my sincere thanks from bottom of my heart, to all of the
People who supported me & help me. Due to them only, I got a very good opportunity to
express my Talent on this project

The Employees navigated me towards right path to achieve my Goal aspiring guidance,
invaluably constructive criticism and friendly advice during the project work. I am sincerely
grateful to them for sharing their truthful and illuminating views on a number of issues
related to the project.

Also, I am thankful to my faculty guide Mrs. neha sharma of my Institute, for her valuable
guidance and continuous encouragement.

Signature

(MAYANK)

Roll No. –

Signature (Faculty Guide)

2
 DECLARATION

I MAYANK GANDHI ,student of BBA (CAM) 6TH Semester of the D.A.V

INSTITUTE OF MANAGEMENT, Faridabad hereby declare that this project work
done on EMPLOYEE MOTIVATION AT JCB LTD.

My work carried out under the guidance of my faculty guide MRS. NEHA SHARMA .
The results reported in this study are genuine, original and the script is written by me.

CANDIDATE SIGNATURE: -

3
 INDEX

CHAPTER CONTEXT PAGE NO.

NAME
INTRODUCTION TO
1.
THE INDUSTRY

2. INTRODUCTION TO TOPIC

3. LITERATURE REVIEW

4. RESEARCH METHODOLOGY

5. DATA ANALYSIS

6. OBSERVATIONS

7. REFERENCES/ BIBLIOGRAPHY

4
Chapter-1
Introduction
to the
industry
 INTRODUCTION TO THE INDUSTRY

Title of the project “EMPLOYEE MOTIVATION” in JCB LIMIT.

A motive is causes a person to act. “Motivate, in turn, mean “to provide with a motive.
“And motivation is define as the act or process of motivating. The motivation is act or
process of providing a motive that causes a person to take some action.in most cases
motivation comes from same need that lead to behavior that results in some type of
reward when the need is fulfilled.

The performance that employer look for in individual rests on ability motivation, and
support individual receive, however motivation is often the missing variable. Motivation
is the desire within a person causing that person to act. People usually at for one reason
to reach a goal. Thus, motivation is goal direct drive and it seldom occurs in a void. The
words need, want, desire, and drive are all similar to motive, from which the word
motivation is derived. Understanding motivation is important because performance,
reaction to compensation and other HR concerns are related to motivation.

ABOUT THE COMPANY

J.C. Bamford Excavators Limited, universally known as JCB, is a British multinational

corporation, with headquarters in Rocester, Staffordshire, manufacturing equipment
for construction, agriculture, waste handling and demolition. It is the world's third-largest
construction equipment manufacturer. It produces over 300 types of machines, including
diggers (backhoes), excavators, tractorsand diesel engines. It has 22 factories across Asia,
Europe, North America, and South America; its products are sold in over 150 countries.
JCB was founded in 1945 by Joseph Cyril Bamford, after whom it is named; it continues
to be owned by the Bamford family. In the UK and India, 'JCB' is often
used colloquially as a generic description for mechanical diggers and excavators and now
appears in the Oxford English Dictionary, although it is still held as a trademark.
The story of JCB is one of innovation, ambition and sheer hard work. From small
beginnings building agricultural tipping trailers in 1945, to the global force in
manufacturing the company has become today, JCB has constantly pushed the boundaries
in our desire to be the best. My father and company founder Joseph Cyril Bamford’s
motto was, “Jamais content”, and that is exactly right – we are never content with our
achievements. But I believe that even he would be amazed by what the company has
become. Today, we have 22 plants on four continents and more than 750 dealers around
the world.

These are exciting times. In just 68 years we have gone from one man in a garage in
Uttoxeter to major global brand renowned for its pioneering spirit. All of this is down to
our people – a 11,000-strong worldwide force that makes up the JCB family we are so
proud of. Our achievements over the past 68 years have been considerable, but at JCB we
believe in always looking ahead to the next development, the next level of success. As we
speak, JCB is continuing to innovate and push the boundaries in research and
development; in particular within the area of sustainability, where energy costs and
emissions are becoming an increasingly important purchasing consideration. Many of our
customers will need to reinvent their businesses to meet new building standards and
emissions legislation, and we will be there to support them every step of the way, as we
have always been.
 Chapter-2

INTODUCTION
TO
TOPIC
 COMPANY PROFILE

HISTORY OF COMPANY

The story of JCB is one of innovation, ambition and sheer hard work. From small
beginnings building agricultural tipping trailers in 1945, to the global force in
manufacturing the company has become today, JCB has constantly pushed the boundaries
in our desire to be the best. My father and company founder Joseph Cyril Bamford’s
motto was, “Jamais content”, and that is exactly right – we are never content with our
achievements. But I believe that even he would be amazed by what the company has
become. Today, we have 22 plants on four continents and more than 750 dealers around
the world.

These are exciting times. In just 68 years we have gone from one man in a garage in
Uttoxeter to major global brand renowned for its pioneering spirit. All of this is down to
our people – a 11,000-strong worldwide force that makes up the JCB family we are so
proud of. Our achievements over the past 68 years have been considerable, but at JCB we
believe in always looking ahead to the next development, the next level of success. As we
speak, JCB is continuing to innovate and push the boundaries in research and
development; in particular within the area of sustainability, where energy costs and
emissions are becoming an increasingly important purchasing consideration. Many of our
customers will need to reinvent their businesses to meet new building standards and
emissions legislation, and we will be there to support them every step of the way, as we
have always been.
TEREX VECTRA EQUIPMENT Pvt. Ltd.

Terex Vectra Equipment (P) Limited, a 50:50 joint venture between Terex Corporation,
USA & Vectra Limited, UK, is into the business of Manufacturing and Sale of
Construction Equipm. The Joint Venture Company has invested USD 12 million and
come up with the world-class manufacturing facility operational on a 36-acre site at
Greater Noida. This is the first manufacturing facility for Terex Vectra in India. This unit
will offer range of Construction Equipment including Backhoe Loaders, Skid Steer
Loaders, Vibratory Compactors, and Midi Excavators.

Terex Corporation, USA is the 3rd largest Construction Equipment manufacturer in the
world with a global turnover of over USD 4 billion. The company has a vast range of
Mining, Earth Moving and Material Handling products. Terex has global manufacturing
bases spread over USA, Europe and Asia.

Vectra is a UK based group, managed by NRIs, with operations in 10 countries in

Europe, North America and Asia. Vectra has a global turnover of apprx. USD 400
million. Vectra owns, solely and jointly with other JV partners, manufacturing facilities
in Europe, North America and India. With the recent acquisition of Tatra A.S. by Terex
Corporation, Vectra and Terex are the joint owners with 11% and 81% equity in the
Czech truck manufacturer. The major emphasis of the company would be on research and
development of products and technology while undertaking extensive testing.

 The company has put up an effective dealership network across country to build strong
dealer & TCE relationships. The JV Company, with major plans in India is keen to offer
world-class products to the Indian market such as:
 Terex TX760 Backhoe Loader-A powerful 7.60 tons rugged machine to take on
the rigors of Indian working conditions.

 Vectra Heman Skid Steer Loader- A powerful and versatile machine with as
many as 60 attachments. Can perform a vast range of operations from Loading to
sweeping, grading, waste material handling, trench digging, loading etc.

Some of the other products to be offered in the near future are:

 Compaction Equipment- Vibratory compaction rollers from 10-12 tons for road
building, dams, airports etc.
 Schaeff HR 32 7.5 Ton Excavator one of the best products in its class in the
world.

The Indian operations of Vectra are as follows:

 Tatra Trucks India Limited Hosur, Tamil Nadu- This is a joint venture between
Vectra and Tatra A.S. of Czech Republic. This company manufactures high
capacity mining tipper trucks used in mining and construction.
 Vectra Group supplies Tatra kits to BEML, which assembles the same and
supplies to the Indian armed forces.
 Vectra Advanced Engineering Private Limited- manufacturing special trailers,
concrete mixers and selling cranes in India.
CLIENTS LIST
 ACC

 Bhagiratha Engineering (Kerala)

 Bharat Coking Coal Ltd

 Bhilai Steel Plant

 Binani Cement

 Calcutta Port Trust

 Damodar Valley Corporation

 Directorate General Border Roads

 Dodsal

 Eastern Coal Fields

 Grasim Industries

 Hindustan Construction Company

 Hindustan Zinc

 IFFCO

 Indian Petro Chemical Ltd

 Indian Army

 Indian Iron & Steel Company

 Indian Navy

 IRCON

 L&T-ECC
L&T- CASE EQUIPMENT PRIVATE LIMITED

L&T-Case Equipment Private Limited is a joint venture with equal equity participation
by L&T and CNH America LLC (a wholly owned subsidiary of CNH Global N.V.,
USA).
CNH Global is a new corporation formed by merging two of the world's largest tractor
and construction equipment majors, viz. Case Corporation and New Holland. CNH
Global has manufacturing and marketing facilities worldwide, and is L&T-Case
Equipment Private Limited manufactures markets and provides service and parts support
for the following equipment:
Loader Backhoe Model L&T Case 851
This state-of-the-art and globally proven model of CNH Global N.V. has the features of
load-sensing with flow compensation and simultaneous operation. Its engine power is 96
HP Gross at 2200 RPM, and it has a choice of backhoe buckets (range: 80-240 liters), and
loader bucket of 1000 liters. Attachments to suit various applications in infrastructure
projects are available. The four-wheel drive version is popular in rough terrain.
Loader Backhoe Model 580-3 S
Multi-purpose loader backhoe model L&T 580-3 S is available in side-shift. Powered by
76 HP at 2200 RPM engine, the machine features improved kinematics and low operating
cost. Backhoe bucket capacity ranges from 80 to 300 liters, and loader bucket capacity
from 630 to 1500 liters. Attachments to suit various applications in infrastructure projects
are available.

Vibratory Compactors
L&T 752 tandem vibratory compactor (operating weight: 8800 kg. powered with a 74 HP
engine) is specially suited for asphalt compaction in road and infrastructure development.
L&T-CASE 1107 (operating weight: 11300 kg.) single drum vibratory roller powered
with 112 HP engine is used mainly for soil compaction in road, infrastructure and
irrigation projects.
L&T-CASE 450 tandem vibratory mini-compactor (operating weight: 3000 kg) is a
technological replacement of the 8T static roller, and is the preferred choice for
construction of village roads under PMGSY. Its low weight and ease of transportation in

a small LCV make it suitable for road repairs in metros and cities.
Manufacturing Facility:- The manufacturing facility of L&T-Case Equipment Private
Limited at Pithampur is ISO 9001-certified for design, manufacture and supply of loader
backhoes and compactors. The Company will keep gradually introducing the latest
models of Case/New Holland loader backhoes.
TATA JOHN DEERE
The Company manufactures construction equipment that is used in major infrastructure
projects in India. It has remained a market leader for the past five years, despite stiff
competition. It has revolutionized the Indian construction equipment industry, with the
introduction of the V-series of hydraulic excavators. The company has an extensive
customer base that includes government and institutional buyers, and contractors. The
company was the country’s first construction equipment manufacturer to receive the ISO
9001 certification.

Areas Of Business
The company has used state-of-the-art technology to manufacture excavators and
backhoe loaders. It enjoys a 90 per cent share of the crawler crane market in India. It is
the only Indian manufacturer that produces 100 tonne cranes. These are the largest
machines made locally. The company was the first to introduce mini-excavators in India,
and its brand EX60, is the most successful machine to be made in India so far, with more
than 1,300 machines being sold in the last three years. It is the largest manufacturer of
hydraulic excavators in India, with over 6,000 machines in the market. It offers the
widest available range of hydraulic excavators, eight models ranging from two tonnes to
60 tonnes in size. The company can indigenously design and develop products.

Collaborations
The company has collaborations with Hitachi Construction Machinery Company, Japan,
for hydraulic excavators and cranes; and John Deere, USA, for backhoe loader
technology, Lebrero, Spain, for compactors and CESAN, Turkey, for asphalt plants.

Locations
The company has a countrywide network of sales, service and spare parts offices. It has
modern manufacturing expertise with the latest machine tools and automation facilities,
such as robot welding and machining centres, at Jamshedpur and Dharwad.

ABOUT JCB LIMIT –

LEADERSHIP TEAM:_

1. Anthony Bamford 
Chairman
 2. Vipin Sondhi
MD & CEO, JCB India Limited

 
(H.R. Manager)

J.C. Bamford Excavators Limited, universally known as JCB, is

a British multinational corporation, with headquarters in Rocester, Staffordshire,
manufacturing equipment for construction, agriculture, waste handling
and demolition. It is the world's third-largest construction equipment manufacturer. It
produces over 300 types of machines, including diggers
(backhoes), excavators, tractorsand diesel engines. It has 22 factories across Asia,
Europe, North America, and South America; its products are sold in over 150
countries.
JCB was founded in 1945 by Joseph Cyril Bamford, after whom it is named; it
continues to be owned by the Bamford family. In the UK and India, 'JCB' is often
used colloquially as a generic description for mechanical diggers and excavators and
now appears in the Oxford English Dictionary, although it is still held as a trademark.

Production of the first engine designed and manufactured by JCB, the JCB444 diesel
engine, started in 2004.[9] In 2005, for the first time in nearly forty years, JCB bought
a company, purchasing the German equipment firm Vibromax. In the same year, the
firm opened a new factory in Pudong, China. By 2006, the firm had 4000 employees,
twice what it had in 1975.

Planning of a new £40 million pound JCB Heavy Products site began following the
launch of an architectural design competition in 2007 managed by RIBA
Competitions,[10] and by the next year, the firm began to move from its old site in
Pinfold Street in Uttoxeter to the new site beside the A50; the Pinfold Street site was
demolished in 2009. During that year, JCB announced plans to make India its largest
manufacturing hub. Its factory at Ballabgarh in Haryana, was to become the world’s
largest backhoe loader manufacturing facility.

JCB shed 2,000 jobs during the recession, but in 2010 it announced it was recruiting
up to 200 new workers.
  Anthony Paul Bamford, Chairman

Anthony Paul Bamford

Chairman

Anthon Paul Bamford born 23 October 1945. Bamford was educated at Ampleforth
College, a boarding independent school near the village and civil parishof Ampleforth in
the Ryedale district of North Yorkshire, England (about 23 miles [37 km] north of York,
and on the edge of the North York Moors National Park), followed by the University of
Grenoble, a former university in the city of Grenoble, France. Bamford has been
outspoken on the need for the Government to champion manufacturing in the UK and
commissioned a report in 2012 on the subject which was sent directly to David
Cameron. He was elevated to the House of Lords in August 2013.

Bamford expressed an interest in purchasing Jaguar Cars in August 2006,[7] but backed

out when told the sale would also involve Land Rover, which he did not wish to buy.

Bamford is married to Carole, Lady Bamford, and OBE.

Outside of business, Bamford is a well-known collector of early vintage Ferraris,[8] and is

the only individual to own two Ferrari 250 GTOs. He was also once the owner of a 1954
Mercedes-Benz W196 grand prix car raced by the five-time world champion Juan
Manuel Fangio of Argentina.
In 1974, he sued the then MP Jeffrey Archer for bankruptcy after Archer failed to repay a
£172,000 loan. Archer had lost the money in a fraudulent share scam. Archer later repaid
the money from his earnings as a novelist and Bamford subsequently withdrew the
bankruptcy notice. He succeeded his father, Joseph Cyril Bamford, as chairman and
managing director of JCB in 1975, at the age of 30. He was knighted in 1990 at the age of
45. His wealth was estimated at £3.1 billion as of April 2012.

Vipin Sondhi, Managing Director and CEO

Vipin Sondhi is the Managing Director and Chief Executive Officer of JCB India
Limited, and has led the company's growth journey in India over the past 10 years. JCB
India has since established market leadership in the Construction and Earthmoving
Equipment Industry and has recorded significant
growth in Brand Equity and Revenues. Backed by the
Industry’s finest product support system and with
state-of-the-art factories in India conforming to JCB’s
Global Quality standards, Mr. Sondhi has led the
growth of JCB India’s export business spanning over
60 countries. He has also successfully managed the
acquisition, retention and development of a world- Vipin Sondhi

class team that has been instrumental in strengthening Managing Director and CEO
the company’s operations and steady expansion. An alumnus of The Indian Institute of
Technology – Delhi and The Indian Institute of Management – Ahmedabad, Mr. Sondhi
has over three decades of experience in Manufacturing and Engineering based companies
such as Honda, Tata Steel and Tecumseh. He is an elected member of the CII National
Council and the Chairman of the Capital Goods Committee. He was awarded the
Confederation of India’s Young Manager’s Trophy in the year 2000, The Udyog Rattan
 Award by the Institute of Economic Studies in 2011 and The CEO of the year award at
CEO India Awards in 2014.

AWARDS

Award QUEEN AWARD

Name :

Year : 1997

Topic : Export Achievement

Award QUEEN AWARD
Name :

Year : 2005

Topic : Enterprises in the International Trade

Award Na QUEEN AWARD

Year : 2008
Award QUEEN AWARD
Topic: :
Name Enterprises in the International Trade

Year : 2005

Topic : Technology and Export Achievement

 NATIONAL VIEW

In the national context, Jcb limit a principal objective has been to acquire, adopt and
develop technology that is appropriate to India’s needs. The company’s commitment to
environment has been widely recognized for many years, be it the reclamation of
wasteland or horticulture with in the plants.
Its

rural development program provides health and care, education, drinking water facility in
60 villages in northern India education program has benefited over 1,00,000 people. Jcb
limit believe that while on hand national enterprises must aim at improving quality of life
in less privileged areas if the society it must on the other hand also achieve technological
competence to internationalize business with the twin objective of giving the consumer

GLOBAL PRESPECTIVE
Transcending national boundaries, Escort products have entered practically every
continent from near Middle Far East to Latin America, from Africa, Europe to USSR
anywhere in the world, Jcb limit is at home with India fast emerging as an export base for
the outside world the company collaboration are transforming into alliances for sharing
world market.

MISSION
 They strive to be the strongest and most respected engineering company in the
country.
 They have achieve this by clearly positioning ourselves in a competitive
environment; enhance our brand equity through international quality products,
market leadership, enlarged base, better-cost control and pricing opportunities.
 Each feels responsible to their employees. They must respect their dignity and
recognize their merit.
 Company must uphold the core value of professionalism, commitment and
integrity in keeping with the highest traditional of the company.
 As responsible corporate citizens, they must not only encourage civic
improvement, better health and education but also protect their environment and
natural resources.
 There final responsibility is to their stakeholders.
 Business must make a sound profit and thus be investor attractive. They must
experiment with new ideas, new facilities and new products.
 When they operate on these principles, the stakeholders should realize a fair
return.
 The welfare of the communities in which we operate.
 The health and safety of our employees.
 The environmental footprint we generate.
 Ensuring that our employees and the communities in which we operate are better
off because of us.
 Tackling workplace and product safety responsibly.
 Taking the need to operate within environmental limits seriously

THE MANUAL – OBJECTIVES

 To facilitate the plant employee relation manager and or all other managerial
cadre for proper interpretation of company’s rule and regulations, policies relating
to employment, remuneration, structure, welfare facilities and other services
conditions of its ‘E’ cadre of employees.
 To improve any ambiguity in the interpretation and uniform implementation of
HR policies.
 To provide an integrated approach to policies and procedures.
 To enhance faster decision making by managers concerned.
 To familiarize the workmen with the HR policies, procedure and practices
prevailing in the organization.

OBJECTIVES OF JCB LIMIT

 Expand new markets and consolidate further in the existing strong markets.
 Meet the growing demand of markets through increased productivity.
 Production and maintaining quality standards.
 Offer quality products with top of the line specification supremacy in design
performance and operations.

AGM STRATEGIES 2008-2009

 Improve response time for the development and introduction of technologically

superior &cost competitive products.
 Global quality standards of products and management.
 Build an R&D organizational capable of meeting market requirement of quality,
price and speed.
 Institutionalize system to continuously assess customer needs and concerns.
 Focused and aggressive marketing, selling and customer services strategies.
 World-class distribution system adapted to the Indian context.
 Ensure rapid growth in Europe & North America markets.
 Institutionalize system for timely business intelligence on product ma, markets,
strategies, tactics and system etc.
 Low cost base-fixed and variable.
 Optimization of manpower numbers action AMG.
 Institutionalize project management to enhance efficient implementation across
AMG.

QUALITY POLICY

 They had strived to continuously improve to meet the ever-rising expectations of

their customers at the lowest cost.
 The must fulfill the need of our customers, both internal and external, with the
highest degree of commitment, thereby creating a quality organization geared to
ensure total customer satisfaction and the sustained health and prosperity of their
business.
  acre demonstration farm, dealer development association providing management
and financial support to dealers
 Today with nearly 24000, employees and 19 modern manufacturing facilities, the
Jcb limit group rank among India’s leading engineering conglomerates. At every
step of the way Jcb limit has included the latest technology by forming alliances
with world’s more advanced Engineering to Indian situations.
 The company has got various divisions namely.
 Tractor equipment division:
 This division is for manufacturing and marketing of tractors
 Industrial equipment division:
 This division is for manufacturing of cranes leaders and earth movers.
 Railways equipment’s division:
 This division is for manufacturing of rail equipment like railways brakes and
speedometer etc.
 Motorcycles & scooter division manufacturing division:
 This division manufacture motorcycles, scooters etc.
FUCTIONS OF JCB LIMIT

1. MANUFACTURING
Its manufacturing operations are divided in three plants as:-
 Component plant
 jcb Assembly plant
 Crankshaft & Hydraulic Plant.

2. QUALITY ASSURANCE

JCB designs and manufactures a range of machines for the construction, agriculture and
material handling markets. We sell our machines globally through our distribution
network. Our policy is to gain market share by continuously improving our products,
services and business processes, enabling us to exceed our customer’s expectations and
requirements. We will achieve this policy by working closely with our customers,
continuously developing our skilled and competent workforce, encourage strategic
supplier partnerships, ensure sustainability of our structured quality assurance strategy,
and reacting with a sense of urgency when business or product development is identified.
The effectiveness of this policy is continually monitored at all management levels,
through a process of structured performance and development review, incorporating
clearly defined and published key process measures.

Benefit of ISO 9001

 To streamline the procedures and systems of Jcb limit.

 To have a uniform approach as accompany for resolving customer related issues
and focus on customer satisfaction.
 Build a base for making improvement through BPR, new advanced tools &
techniques.
 Capturing customer voice.
 Converting this voice into products meeting customer requirements fully with
target on.

1. quality
2. cost
3. delivery
4. other benefit plant
 To have the approach of “Prevention” rather than “Reaction”
 Focused approach on “Continuous Improvement”
 World class products through Tools and Techniques like QFD, DFMEA, PFMEA,
Control Plan, DOE, SPC and TPM.
 Vendor Reliability Improvement.
3. MATERIAL MANAGEMENT
Material Department- Strategic Sourcing Department

 Presently procuring materials for 10000 jcb per annum in india.

 Present procurement value over GBUS$3.1million.
 Presently 650+ suppliers in India domestic.
 Advantages of low costs of materials in India.
 Items procured are:
1. Castings
2. Forging
3. Machined parts
4. Proprietary
5. Sheet Metal
6. Hardware

4. SALES & MARKETING

Vision: Create the “PULL” for AMG’S Products and Services such that we actualize
our aspirations of sustained profitable growth. I will do this through appropriate
Brand positioning and creation of Brand Value, which will focus on each of the 4 P’s
of the Marketing Mix – Product, Price, Promotion, and Place.

Brand Propositions:
 Jcb limit AMG has three powerful and well accepted brands farmtrac,
Powertrac and Jcb limit, the brand propositions of which have been designed
in a manner that they complement each other in the market place
 The 3 brands are based on distinct technologies designed to suit varied soil
conditions and applications for agricultural and commercial usage.
 They have institutionalized the “Proactive Approach” of identifying the latent
needs of the customer and offering the right product design for right
application.
  The Offering: The Product offering to our valued customers is our Tri
Offering of:

Product
Services
Spares

 Based on the foundation of customer Relationship, Dealer Management and

Innovation.
 The Brand Propositions, our offering and the distinct technological advantages of
they products are promoted in the market place through.
 Various ATL (Above the Line) and BTL (Below the Line) activities – which are
arrived at scientifically through an iterative process.
 The Marketing efforts are deployed through the National Sales and Service Grid
of:
 Over 1200 national dealers, sub dealers, distributors and stockiest, backed
effectively by systematic micro efforts for effective development right down to
the village level.
 Over 200 sales offices strategically located across the country.
 Tractor sales to over 41 countries of the globe.
 The value set of the entire Sales Effort is the 3 Pillars of Integrity, Self Esteem
and Ownership based on the foundation of Transparency, Trust and confidence.
 The Sales Management follows a Virtuous Cash Cycle and its important
components are:
Sales/Collection
Channel Management
Retail/Channel finance
CRM
Trade-In
Supply and Logistics
Commercial and Legal
Customer Satisfaction is vital for us. They perform customer follow-up after a sale is
made. Satisfaction ratings are ascertained. Similarly they evaluate their Dealers and
Services Centers by inviting Customer feedback is an essential part our efforts to serve
the customer better and better.
HUMAN RESOURCES
Three pillars for actions are TUST, TRANSPARENCY and CONFIDENCE with all
Stakeholders.

Strategic Alliances
Form strategic alliances with important stakeholders to promote and obtain support for
initiatives to achieve human resource excellence.
 Collaborate effectively with internal & external stakeholders.
 Identify areas of common interest for purpose of creating support for and
collaboration on human resource initiatives

Resource planning

Resource planning to ensure competencies and skills are in place to meet organizational,
employee-present & future goals and needs.
 Evaluate the Department’s human resource planning process.
 Develop succession planning strategies for identifying and developing qualified
 Leaders & strategic business partners.
 Ensure the JCB LIMIT Human Resources has the competencies and skills
necessary to meet present future organizational needs.
 Ensure that resource planning & deployment in increasing bottom line, revenue
and risk are well managed.
Effective Hiring
 To ensure JCB LIMIT’ has the right people in the right positions at the right time.
 Explore automation alternatives, develop recruitment strategies.
 Streaming of the hiring process.
 Maximize existing and explore additional compensation flexibilities.
Investments in Human Capital
 To retain the talented and diverse human resource essential for achieving the Jcb
limit’ mission and strategic objectives.
 Retain the resource that reflects JCB LIMIT’ values.
 Promote and enhance work life programs that increases JCB LIMIT ability to
attract and retain a world class leaders.
 Promote effective communication.
 Measure stakeholder’s feedback to understand and respond to their needs.
 Measure the effectiveness of the Performance Management to ensure continuing
and meaningful linkage of performance to JCB LIMIT goals.

Learning and Development

 Enhance continuous learning and development of the JCB LIMIT human
resource.
 Asses and identify organizational / occupation competencies.
 Asses’ organizational / occupational competency gaps.
 Conduct and assess individual needs to address competency / skill gaps.
 Bridge competency gaps through effective use of learning solutions.
 Evaluate impact of learning on individual and organizational performance.

INFORMATION TECHNOLOGY
 Empowering Connectivity
 Jcb limit Ltd. Agra Machinery Group (AMG) is connected nationally and
internationally to sales Offices, vendors and dealers.
 Information flow occurs seamlessly via Virtual Private Network and the internet.
  Over 1200 dealers and over 205 Sales offices are online with Head Office.
 Sales and Customer Support Executives possess Mobility and connectivity. That
is, all have got vehicles as well as mobile phones and computers on broadband
links.
 They are internally connected on 100 Mbps links.

SERVICE AT JCB LIMIT

Undoubtedly Jcb limit is a leader in handling large volume multi-machinery

work.

The product range covers:-

 Backhoe loader

 Compacts track loader

 Compaction Equipment

 Defens Product

 Engine

 Generators

 Hydraulic Excavators
 AGRICULTURE machinery
 Show Machinery
 Skid Steer
 Industrial Tractors
  Rough terrain

This range of services and products covers:-

 Designing

 Editing

 Typesetting
 Finance
 Service agreements
 Step door service
 Jcb power cover
 Full Service and maintance
 Jcb Service Center
 Safety Data sheets
Chapter-3

Review
Of
Literature
 REVIEW OF LITERATURE

EMPLOYEE MOTIVATION

Meaning of Employee Motivation:-

Employee motivation is the level of energy, commitment and creativity that a company’s workers bring
to their jobs. Whether the economy is growing or shrinking, finding ways to motivate employees is
always a management concern. Competing theories stress either incentive or employee involvement
(empowerment).

DEFINITION:
Employee motivation is a Reflection of the level of energy, commitment, and creativity that a
Company’s workers bring to their jobs.
Psychological forces that determine the direction of a Person's behavior in an organization, Adperson are
Level of effort and a person's level of persistence". G. Jones and J. George from the
book Contemporary Management.
Performance= f (Ability * Motivation)

 OBJECTIVES
Main Objectives of Employee Motivation are as follows:

 The purpose of motivation is to create condition in which people are willing to work with zeal,
initiative. Interest, and enthusiasm, with a high personal and group moral satisfaction with a sense
of responsibility.
 To increase loyalty against company.
 For improve discipline and with pride and confidence in cohesive manner so that the goal of an
organization are achieved effectively.
 Motivation techniques utilized to stimulate employee growth.

IMPORTANCE OF EMPLOYEE MOTIVATION

 
 The workforce will be better satisfied if the management provides them with opportunities to
fulfill their physiological and psychological needs. The workers will cooperate voluntarily with
the management and will contribute their maximum towards the goals of the enterprise. 
 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.
 The rates of labor’s turnover and absenteeism among the workers will be low.
 There will be good human relations in the organization as friction among the workers
themselves and between the workers and the management will decrease.
 The number of complaints and grievances will come down. Accident will also be low.
 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 EMPLOYEE MOTIVATION

Understanding employee motivation is necessary to the success of a company. By knowing what

encourages an employee to do his or her job, a company will be able to implement different policies to
increase the performance of the workers. In order to understand employee motivation, one must realize
that people are different. This means that different things motivate different employees. Achievement
One type of employee motivation is achievement. In this type of employee motivation, the worker is
driven by the goal itself. This in a sense is like climbing a mountain because the mountain is there.
Employers often make use of this by presenting challenges to the employees. In making use of this type
of employee motivation employers often include incentives such as a promotion or cash. However, for
the employees, the incentive is only a bonus to the advancement For some employees, their motivation
is the prospect of rising up in the ranks of the corporation. They work hard in order to catch the eye of the
boss and probably get a promotion. This type of employee motivation is characterized by ambition. Of
course, there are times when this type of employee motivation can be dangerous. Sometimes, superiors
may find their jobs in danger because of an advancement-motivated employee. However, if handled
properly, an employee whose motivation is advancement can be the best in the business. As such, this
type of employee motivation should be handled careful.

TYPES OF EMPLOYEES MOTIVATION:

 PRESSURE
 FEAR
PRESSURE

Some employees work harder under pressure. This employee motivation is rarely manifested consciously
in a worker. It is often the case that an employee unknowingly piles pressure on his or her and this
pressure pushes them to work harder. Sometimes, pressure is used by and employee to see just how far he
or she would be able to go. However, this type of employee motivation can have some very negative
results, considering the fact that every person has a limit. In fact, it often ends up in a breakdown of some
sort.
FEAR

This is one of the most commonly used employee motivation techniques. Employees are often threatened
with termination if they fail to meet certain objectives. Of course, if an employee does not handle pressure
very well, this type of employee motivation technique could be detriment also his work performance. The
key to the best employee motivation technique is balance. You need to understand that people have
different preferences. Since it is virtually impossible to meet every employee’s Motivation
needs, you must develop a technique that incorporates all of the elements of employee motivation. In
doing so, you will be able to ensure your company’s continued growthlly.

MOTIVATIONAL TECHNIQUES

1. POSITIVE OR NEGATIVE MOTIVATION:

POSITIVE MOTIVATION:
It means that motivation with which the employees are motivated in respect of their work
by offering some economic or non-economic incentive. This type of motivation may be:
giving suggestion about work, giving information, taking personal, interest in the
subordinate etc.

NEGATIVE MOTIVATION:
It means that motivation which created by the manager by giving threat, punishment or
fear to get the work done according to their wishes. It may be: criticizing the workers,
ignoring the workers etc.
 2. FINANCIAL OR NON FINANCIAL:

FINATIONAL MOTIVATION:

They are those motivations which are evaluated in terms of money. It includes increase in
salary, giving bonus and commission etc.

NON FINANCIAL:

This motivation is not directly with money. These are related internal feelings of
employees. These include employee participation in management, job security,
opportunity of promotion etc.
3. INDIVIDUAL OR GROUP MOTIVATION

INDIVIDUAL MOTIVATION:
Under this motivation an employee is individually motivated to inspire him to do more
work. This motivation can be either positive or negative.

GROUP MOTIVATION

It is related to a group rather than a particular individual. Under it the performance of the
entire group member is appreciated as a group rather than as an individual.
 4. INTRINSIC AND EXTRINSIC MOTIVATION:
EXTRINSIC MOTIVATION:
These are those motivations which impress the employee by working but they get them
afterward. Such as retirement benefit, insurance etc.

INTRINSIC MOTIVATION:

These are those motivations which are received at the time of job. It means the time of
their receipt by the employees and effect of their efficiency happens to be the same. Such
as, any financial or non-financial motivation.

NATURE OF MOTIVATION

A manager gets results through other people. His or her effectiveness depends, to a large
extent, on the willingness of his or her employees to do the assigned tasks with
interest and enthusiasm. Motivation is the work a manager performs to inspire and
encourage people to take required action. According to SCOTT, “Motivation is a
process of stimulating people to action to accomplish goals”
Motivation is a personal and internal feeling. The feeling arises from needs wants.
Human needs are limited. Fulfillment of one set of needs gives rise to other needs.
Therefore, motivation is a continuous process. Since needs are interrelated, a person
cannot be partly motivated as he is a self-contained and inseparable unit. The success of
an organization ultimately depends on how effectively managers are able to motivate
their subordinates. In the words of Allen, “poorly motivated people can nullify the
soundest organization. It is not easy to understand. If an employee has an argument with
his boss and fails to report to work the next day, it may appear that his behavior is a result
of the confrontation. However, his behavior may actually be motivated by a combination
of factors including overwork, family illness or some other problems. As things stand
now, the “whys” of behavior cannot be explained easily? Let us examine some of the
factors that complicate this process:
MULTIPLE CAUSES
Different people may have different visions for behaving in the same manner. For
example, a bank officer may join a service club because it is a good place to have
business contacts; another may join because of social atmosphere; still another joins
because of the interesting programmer and speakers at the club. Thus, three different
“why” can underline the same behaviors, further complicating the process of inferring
motivation from behaviors? For example, the motivations of people trying to pursue a
certain behavior can spring from quit difference reason personality background
experience group effects or many others factor and impact a person carrier choice.

MULTIPLE BEHAVIOUR

Further the same motive or derive may result in different behavior for example, if Rio
wants a promotion he may concentrate on performing his job exceptionally well But
Siddhartha, who also wants a promotion my take a different approach he may try to
‘apple polish’ the boss get the promotion another manager who also want the promotion
very badly may be afraid to do anything at all for fear he will fail the motivation for these
three behaviors is the same but it cannot be determine simply by viewing the behavior of
three managers.

Motivation, obviously, is a complex subject it is difficult to explain and predict the

behavior of employees. The introduction of an apparently favorable motivation device
may not necessary produce the desired ends if it brings opposite into play. In a factory,
when blue- green lighting was introduced to reduce eye strain, the output of men workers
increased but that of women workers decreased. On investigation it was found that the
latter disliked the change in lighting because they felt that new lighting made them look
‘simple ghastly’! An intelligent manager is expected to look into the complex factors that
go into the behavior of employees carefully and initiate steps to motivate them.
THE ROLE OF EMPLOYEES MOTIVATION
At one time employees were considered just another input into the production of goods
and services .Now that employees have been hired, trained and remunerated they need to
be motivated for better performance The HR specialist must use several ways to motivate

the employees.

DETERMINANTS OF EMPLOYEE MOTIVATION

Traditionally it is believed that employees are motivated by the opportunity to make
as much money as possible and will act rationally to maximize their earnings. The
assumption is that money, because what it can buy, is the most important motivator of
all people. If this is so, why do some employees oppose the introduction of piece
rate plans and others refuse to take overtime. Obviously, in place of the above monistic
approach, a pluralistic explanation is required.

Three types of forces generally influence human behavior

1. Forces operating within the individual,
2. Forces operating within the organization and
3. Forces operating in the environment.

1) THE INDIVIDUAL:

Human needs are both numerous and complex. Some of these needs cannot be
described and identified because people hide their real needs under the cover of
socially accepted behavior. Further, each person is different and a variety of items
may prove to be motivating, depending upon the needs of the individual, the
situation the individual is in and what rewards the individual is in and what
rewards the individual experts for the work done. It is the duty of the manager
to match individual needs and expectations to the type of reward available in the
job settings.
2) THE ORGANISATION:

The climate in the organization must be conducive to human performance. Climate plays
an important part in determining worker’s motivation. The climate in an organization is
determined by a no. of variables such as its leadership style, autonomy enjoyed by
member, growth popsicles, emotional support from members, reward structure.
3) THE ENVIRONMENT:

A worker does not live in two separates worlds, one inside the factory and the other
outside it. The troubles and pleasures of off the job life cannot be put aside when
reporting for work in the morning, nor can factory matters be dropped when retuning
home after work. On-the-job experience and off-the-job experience are experience are
inextricably interwoven and cannot be separated into watertight compartments. Culture,
norms, customs, images, and attributes according by society to particular jobs,
professions and occupations and the worker’s home life all play a strong motivational
role. An individual may prefer to do the job of an officer (because it has social status and
gives lot of power) rather than serve to do a college teacher (powerless position).
Chapter-4

Research
Methodology
Research methodology

Research process begins with problems discover and the identification of the problem.
The word problem suggest that something has got wrong in actual the research task may
be to clarify the problem or to evaluate opportunity.
Hence, problem discovery definition is taken into wider context. A problem well define is
a problem half-solved or orderly definition of research problem give a sense of direction
to the investigation. Careful attention to problem definition allows the researcher to set
the proper research objectives. If the purpose of research is clear the chances of collecting
the necessary and benefit information will be much greater.

Every organization has to face certain problems pertaining to their daily functioning.
These problems call for an effective thinking on the part of academician to find out a
valid and reliable solution. Hence it becomes not only desirable to carry out a well-
planned research in the area asking for effective solutions.

This calls for a well-planned research methodology so that the problematic areas could be
well identified and causes if any, be known and solved. This research is particularly
carried out at JCB LIMIT, FARIDABAD on factors effecting employee motivation.

OBJECTIVES OF THE STUDY

The objective of the project is to study the factors which help in motivating employees in
the JCB LIMIT.

 The aim and objective of this study is to identify the different types of motivation
and their effectiveness on workers.
 To know whether motivation to an employee is of necessity in order to achieve
maximum productivity in organization.
  To enquire about thing related to employee efficiency. Satisfaction, productivity,
the motivation they receive and general working envirourment of the employee
work.
 To examine the different types of motivational tools used for individual workers.

SCOPE OF THE STUDY

The study of the project covers a wide range of managers. The purpose of the research is
to fulfill the need for know if the organization, the market, the economy or another area
of uncertainty. The entire question would require information about how the
environment, employees, customer or the economy will respond to executive decisions.
Research is the principle tool for answering these practical questions. Research helps
decision makers in information gathering to systematic & objective investigation. The
study EMPLOYEE MOTIVATION helps the employees in increasing the production
of company .They take part in the management planning and solves the problems of the
organization. With the help of motivation, employees are satisfy and happy and they
create good human relation at work place.

RESEARCH DESIGN

DEFINITION: Research design is the conceptual structure within which researcher is

conducted. It includes the outline of what the researcher will be working on starting from
the sitting hypothesis and operational implication to the final analysis of data. This is a
diagnostic type of research. Survey method is adopted using questionnaire with
appropriate scaling techniques. The survey was done on two grades of employees dealing
with the general administration of the organization.
These two grades are:
 1. Manager
2. Supervisors

Questionnaire method has been adopted to collect primary data. The questionnaire for
conducting the research process has the following features:

CLOSE ENDED:

Questionnaire method prepared is close ended so that employees will be comfortable

enough to provide the precise information as required. The close ended question gave the
five degree freedom for expressing their satisfaction PR consent a particular question
expressed numerically as 1, 2, 3, 4, and 5.
1: corresponds to strong disagree.
2: corresponds to disagree
3: corresponds to neither agree nor disagree
4: corresponds to agree
5: corresponds to strongly agree

RESEARCH DESIGN WHICH IS USED IN THIS RESEARCH

1. DESCRIPTIVE RESEARCH:

Descriptive research studies are concerned with describing the characteristics of a

particular individual or group. For e.g. Studies concerned with specific prediction with
narration of facts and characteristics concerning individual group or situation are example
of descriptive research also comes under descriptive research.
 2. DIAGNOSTIC RESEARCH
Diagnostic research determines the frequency with which something occurs or its
associated or not is an e.g. of diagnostic research design. Descriptive as well as
diagnostic studies share common requirements are grouped together

DATA COLLECTION

Collection of data is an essential part of the project, as it constitutes the foundation of the
statistical analysis and interpretation. Thus it forms the initial step of any project.
A sample of 74 employees was taken comprising the manager & supervisors of the
organization. Out of which 44 are manager & 30 supervisors.
After collection of the required data from all sources, analysis was done and the problems
were identified.
Depending on the sources, statistical data are classified under two categories:

PRIMARY DATA:

Primary data is obtained by a study specifically designed to fulfill the data needs of the
problem at hand. Such data are original in character and are generated in large number of
survey conducted with a sample. Primary data include: observation, questionnaire,
schedules and other methods like; warranty cards, consumer panel, etc. But in this
research, we collect the primary data in the form of observation and questionnaire.

SECONDARY DATA:
These data are not originally collected but rather obtained from published or un published
source. Secondary data includes; publication of central state & local govt., report by
research scullers, newspapers, publications of foreign govt. & international bodies
etc.
SAMPLING
Involve any procedure using a small number of items or the power of population to make
conclusion regarding the population. A sample is a part or sub set of a large population

SAMPLING METHOD
There are basically two methods of sampling. But we use the Probability method in this
research.

PROBABILITY METHOD:

A sampling technique in which the members of population have a known non-zero

probability of selection. In this, each member of population has equal probability being
selected. It includes simple random sampling, systematic sampling, stratified sampling,
cluster sampling, multi stage area sampling. But in this research, we use the sampling
random sampling of probability method.

SAMPLING RANDOM SAMPLING:

It is a sampling procedure that ensures each element in the population on equal chance of
being included in the sample. This sampling process is very simple because it has only
stage of sample selection. For e.g. drawing the names from a box, is the example of
simple random sampling. Now a day’s computer generated random no. utilized for
sample selection.

LIMITATIONS
1. Lack of proper participation of employees in decision-making.
2. Positive feedback is not given regularly to employees on performance.
3. Lack of accountability of job between superiors and employees
4. Employees are always motivated through money.
 Chapter-5
Data analysis
&
Interpretation
DATA ANALYSIS & INTERPRETATION

The response of managers and supervisors has been encoded objectively in form of
questionnaire, which gives the freedom to the researcher to choose the appropriate
grade to be given to different dimensions of the problems covered through
questionnaire. Thus through questionnaire method it becomes easy to represent the view
of employee motivation. Although the total number of statement covering different
aspects of employee motivation is 30 but it has been divided into 2 parts and used
for different purpose separately. Part one contains question of hygiene factors and
part two contains question of motivators. However before going for comprehensive
analysis on the findings, it is better to have look over different dimensions taken
for assessing employee motivation. The interpretation of different dimensions
according to their response can be depicted as follows:
Q.1 Are the employees Aware about the statement of monetary supervision?

YES 70%
NO 30%

INTERPRETATION
The employees appeared to be aware about the statement of monetary supervision of the
most of them (70%) agreed that they won’t mind for working hard. However they were
critical of the management that a good number of employees are not being engaged
gainfully and hence the working person is always under pressure. However 30% of the
workers voted against of the work of monetary supervision.
Q.2 Are the employee aware about the statement to employee salary?

YES 55%

NO 45%

FIGURE 4.2

STATEMENT TO EMPLOYEES SALARY

STATEMENT
INTERPRETATION

The employees appeared to be aware about the statement to employee salary and most of
them (55%). Aware are not about the statement to employee salary most of (45%).

Q 3. Are the employees aware about the statement of work itself?

YES 60%
NO 40%

INTERPRETATION
The 60% employee is aware about the statement of work itself and 40% employee is not
aware about that.

Q.4 Are the employee aware about the statement of Achievement?

YES 70%
NO 30%

COMPARISION ON MEANS OF EACH

STATEMENT OF ACHIEVEMENT

STATEMENT

INTERPRETATION
The employee aware about the statement of achievement is 70% and not aware is 30% .
.

Q.5 Are the employee aware about the statement Recognition?

YES 80%
NO 20%

INTERPRETATION
The employee aware about the statement of Recognition is 80% and not aware is 20%.

Q.6 Are the Effect aware of employees motivation to Responsibility?

YES 65%
NO 35%

EMPLOYEE MOTIVATION TO RESPONSIBILITY

INTERPRETATION
The Effect aware of employee’s motivation to Responsibility 65% and not aware is 35%.

Q -7 Are the employee aware of the mean motivation factors?

YES 60%
NO 40%

EMPLOYESS MOTIVATION
FACTOR

INTERPRETATION

The employee aware of the mean motivation factors 60%.

Q.8 Are the employee aware of the means of motivators?

YES 40%
NO 60%

BAR GRAPH OF MOTIVATORS

INTERPRETATION
The employee aware of the means of motivators 40%.
 Chapter-6
Conclusion
&
Suggestion

CONCLUSION

1. Good working conditions are available for the employees & the superior.
2. Opportunity are given for advancement of the organization to the
employees.
3. Employees are happy with the changing culture because they are motivated
through that way.
4. Organization makes their employees feel that their work is important for
the organization.
5. Good human relations are found in the organization & between the
employees & superior.
6. Good public image of the organization.
7. All the employees are efficient and sincere.
8. Company policies, supervision, salary, interpersonal relations, working
conditions, work itself, achievement, recognition, responsibility, &
advancement are the factor that affects the employee motivation.

SUGGESTION
 In this organization positive feedback is given to employees but feedback
is not given regularly on their performance. So, a regular feedback should
be given that will help employees to know where they need to improve.

Accounting of job is given but it needs to be increased so that employees

will fell more responsible & accounting towards their job.

While making or revising company & administrative policies an opportunity

should be given to employees to give their suggestions so that they will
feel that they are also contribution in making company & administrative
policies.
Management should encourage CFTs (Cross functional teams) to increase
the sense of companionship and team work among employees.

Management should linked rewards with the performance of the employees

for motivating them towards their job.

All the employees should obey the rules and regulations of organization.

Chapter-7
 ANNEXURE

BIBLIOGRAPHY
BOOK NAME:-
 Busines research method,Sharma F.C,Shri Mahaveer Publications
 Huiman resource management ,Gupta Sashi Kalyani publication,2 nd
edition
  Human resource management ,Dr.Gupta C.B, sultan Chand &Sons, 2004
 Human resource & personal management , K.S ASWATHAPA, Tata MC Graw
hill punblishing company limited, 2001

 Training &Development ,Manmohan Joshi ,1 edition

Website

a. www.google.com
b. WWW.Jcb limit.com

c. WWW.Jcb limitgroup.com
QUESTIONNAIRE

Q.1 Are the employees Aware about the statement of monetary supervision?

I. Yes
II. No
Q.2 Are the awareness about the statement to employee salary?

I. Yes
II. No

Q3. Are the employees about the statement of work itself?

I. Yes
II. No

Q.4 Are the employee about the statement of Achievement?

I. Yes
II. No
Q.5 Are the employees aware about the statement Recognition?

I. Yes
II. No

Q.6 Are the effect aware of employees motivation to Responsibility?

I. Yes
II. No
Q -7 Are the employee aware of the mean motivation factors?

I. Yes
II. No

Q.8 Are the responsibility affects the employees motivation?

I. Yes
II. No