You are on page 1of 36

RELATIONSHIP BETWEEN EMPLOYEE AGE AND EMPLOYEE MOTIVATION {WITH REFERENCE TO HDFC}

Synopsis
Human Resource is the most important and active factor of production in todays era the organization in general have realized this fact and in this line many leading organization treat its human resources as an asset for the organization . This change in the mindset of the organization and the management has an impact on the organization policy with reference to the human resources. This project is an attempt to understand the practical use of different theories of Motivation and its impact on employees motivation. Though there are numerous theories of motivation like the need theory of Herzberg theory Alderfers ERG theory achievement theory manifest theory vrooms expectancy theory Adams equity theory porters performance satisfaction theory X and Y theory. This project is an attempt is made to understand the link between employees age and employees motivation. A person cannot be motivated if his or her true motivator is not known. As a matter of fact there is a relationship between motivation, moral & productivity of an employee. Organization varies from each other not only because they are big or small or competitor of each other but because of the type of human resources/employee associated with the respective organization the more the employee are motivated the more will be the productive organization which will create a platform for sustainable competitive advantage . This project an attempt is made. A sample size of 30 employees under different age slabs have been selected in H.D.F.C. Bank Bareilly. Data collected was tabulated and analyzed an attempt is made to reach to a proper conclusion on the basis of the response received during the research certain recommendation have been given which is mentioned in the recommendation part this report.

Objectives
1. To understand the practical use of different motivation theory. 2. To understand the relationship between employee age employee motivation.
3. To understand the importance of true motivator 4. To understand the impact of motivation on employees performance.

5. To study how motivation factor affect the employees work.


6. To understand the importance of different motivational factor which affect different age

group of the employee

RESEARCH METHODOLOGY
MEANING Research in common parlance refers to a search for knowledge. It is a careful investigation or inquiry specially, through search for new facts in any branch of knowledge. In other words, research comprises defining and redefining problems, formulating hypothesis or suggested solutions; collecting, organizing and evaluating data; making deductions and reaching conclusions; and at last carefully testing the conclusions to determine whether they fit the formulating hypothesis. TYPES OF RESEARCH The basic types of research are as follows: Descriptive vs. Analytical: descriptive research includes surveys and fact-finding enquiries of different kinds. The major purpose of descriptive research is description of the state of affairs, as it exists at present. Analytical research, on the other hand, the researcher has to use facts or information already available, and analyze these to make a critical evaluation of the material. Applied vs. Fundamental: research can either be applied (or action) research or fundamental (to basic or pure) research. Applied research aims at finding a solution for an immediate problem facing a society or an industrial/business organization, whereas fundamental research is mainly concerned with generalizations and with the formulation of a theory. Quantitative vs. Qualitative: quantitative research is based on the measurement of quantity or amount. It is applicable to phenomena that can be expressed in terms of quantity. Qualitative research, on the other hand, is concerned with qualitative phenomenon, i.e., phenomena relating to or involving quality or kind.

Other Type of Research: all other type of research are variation of one or more of the above stated approaches, based on either the purpose of research, or the time required to accomplish research, on the environment in which research is done, or on the basis of some other similar factor. On the basis of time: one time research or longitudinal research; in the former case the research is confined to single time period, whereas in the latter case the research is carried on over several time periods. On the basis of environment: research can be field setting research or laboratory research or simulation research. RESEARCH PROCESS Research process consists of series of actions or steps necessary to effectively carry out research and the desired sequencing of these steps. Formulating The Research Problem: There are two types of research problems viz., those relate to states of nature and those, which relate to relationships between variables. At the very outset the researcher must single out the problem he wants to study, essentially two steps are involved in formulating the research problem viz., understanding the problem thoroughly, and rephrasing the same into meaningful terms from an analytical point of view. Here, the problem is measure the effectiveness employee age and employees motivation programme. Extensive Literature Survey: Once the problem is formulated, a brief summary of it should be written down. For this purpose, the abstracting and indexing journals and published or unpublished bibliographies are the first place to go on. Academic journals, conference proceedings, government reports, books etc. must be tapped depending on the problem. Development of Working Hypotheses: After extensive literature survey, researcher should state in clear the working hypotheses or hypotheses. Working hypotheses is the tentative assumption made in order to draw out and test its logical or empirical consequences. As such the manner in which research hypotheses are developed is particularly important since they provide the focal point for research.

NULL HYPOTHESIS Positive statement is called as null hypothesis i.e

PREPARING THE RESEARCH DESIGN There are several research designs, such as, experimental and non-experimental hypotheses testing. Experimental designs can be either informal designs or formal designs out of which the researcher must select one for his own project. Determining Sample Design: the researcher must decide the way of selecting a sample or what is popularly known as the sample design. In other words, a sample design is a definite plan determined before any data are actually collected for obtaining a sample from a given population. The important sample designs are: Deliberate Sampling: It is also known as purposive or non- probability sampling. This sampling method involves purposive or deliberate selection of particular units of the universe for constituting the sample, which represents the universe. When population elements are selected for inclusion in the sample based on the ease of access, it can be called convenience sampling. SIMPLE RANDOM SAMPLING: this type of sampling is also known as chance sampling or probability sampling where each and every item in the population has an equal chance of inclusion in the sample and each one of the possible samples, in case of the finite universe, has the same probability of being selected. SYSTEMATIC SAMPLING: in some instances the most practical way of sampling is to select every 15th name on a list, every 10th house on one side of a street and so on. Sampling of this type is known as systematic sampling. An element of randomness is usually introduced into this kind of sampling. By using random numbers to pick up the unit with which to start.

STRATIFIED SAMPLING: if the population from which a sample is to be drawn does not constitute a homogeneous group, then stratified technique is applied so as to obtain a representative sample. QUOTA SAMPLING: in stratified sampling the cost of taking random samples from individual strata is often so expensive that interviewers are simply given quota to be filled from different strata, the actual selection of items for sample being left to the interviewers judgment. This is called quota sampling. CLUSTER SAMPLING AND AREA SAMPLING: cluster sampling involves grouping the population and then selecting the groups or the clusters rather than individual elements for inclusion in the sample. Area sampling is quite close to cluster sampling and is often talked about when the total geographical area of interest happens to be big one. Under area sampling we first divide the total area into a number of smaller non-overlapping areas, generally called geographical clusters, then a number of these smaller areas are randomly selected, and all units in these small areas are included in the sample. MULTI-STAGE SAMPLING: this is a further development of the idea of cluster sampling. This technique is meant for big inquiries extending to a considerably large geographical area like an entire country. Under multi-stage sampling the first stage may be to select large primary sampling units such as states, then districts, then towns and finally certain families within towns. If the technique of random sampling is applied at all stages, the sampling procedure is described as multi-stage random sampling. SEQUENTIAL SAMPLING: this is somewhat a complex sample design where the ultimate size of the sample is not fixed in advance but is determined according to mathematical decisions on the basis of information yielded as survey progresses. This design is usually adopted under acceptance sampling plan in the context of statistical quality control. Here in my study of employer and employees motivation convenience sampling is used as a sample design as to have the ease of access. COLLECTING THE DATA:

In dealing with any real life problem it is often found that data at hand are inadequate and hence, it becomes necessary to collect data that are appropriate. There are several ways of collecting the appropriate data, which differ considerably in context of money costs, time and other resources at the disposal of the researcher. PRIMARY DATA: This data can be collected either through experiment or through survey. If the experiment is conducted then there would be quantitative measurements, in the case of a survey, any one or more of the following can collect data; By observation Through personal interview Questionnaires SECONDARY DATA: This is the data collected through the literatures and the journals that are already available and easily available to the researcher in the library or on the websites these are the data, which has been used by other also for any kind of their use. Here in my study of employee age and employees motivation the primary data was collected by the observation and through the interviews or discussions with the HR executives and the managers and also through the questionnaire containing open ended questions. Secondary data is collected by the literatures and the websites of the companies.

COMPANY PROFILE
HDFC BANK HDFC Bank was amongst the first to receive an 'in-principle' approval from the Reserve Bank of India (RBI) to set up a bank in the private sector from Housing Development Finance Corporation Limited (HDFC), in 1994 during the period of liberalisation of the banking sector in India. HDFC India was incorporated in August 1994 in the name of 'HDFC Bank Limited'. HDFC India commenced operations as a Scheduled Commercial Bank in January 1995. HDFC India deals in varieties of products like home loan, standard life insurance, mutual fund, securities, credit cards, etc. HDFC has branch offices in all major cities in India like Calcutta, Chennai, Delhi, Bangalore, Hyderabad, Ahmedabad apart from HDFC Mumbai. Headquarter HDFC Bank India 'Trade Star', 2nd floor, 'A' Wing, Junction of Kondivita and M.V. Road, Andheri-Kurla Road, Andheri (East), Mumbai - 400 059. Tel: (Board) 2822 0055 / 55516666 (Fax) : 2822 9998 / 2822 2414 Network: More than 468 branches over 212 cities across the country.ATMs : The ATMs of HDFC India can be accessed by all domestic and international Visa/Master Card, Visa Electron/Maestro, Plus/Cirrus and American Express Credit/Charge cardholders. Authorised capital : Rs. 450 crore Paid-up capital : Rs. 282 crore Equity : Holds 24.2% Listing : HDFC India has been listed on the Stock Exchange, Mumbai and the National Stock
8

Exchange. The bank's American Depository Shares are listed on the New York Stock Exchange (NYSE) under the symbol "HDB".

HDFC Product Range HDFC Bank India provides the following range of products:

Savings Account HDFC Bank Preferred Sweep-In Account Super Saver Account HDFC Bank Plus Demat Account HDFC Mutual Fund HDFC Standard Life Insurance

HDFC India innovative services


HDFC Phone Banking HDFC ATM HDFC Inter-city/Inter-branch Banking HDFC Net Banking HDFC International Debit Card HDFC Mobile Banking HDFC Bill Pay

HDFC Bank Loans


HDFC Personal Loan HDFC New Car Loan and Used Car Loan HDFC Loan Against Shares HDFC Two Wheeler & Consumer Loan HDFC Home Loan
9

LITERATURE REVIEW
MASLOWS THEORY OF MOTIVATION The behavior of an individual at a particular moment is usually determined by his strongest need. Psychologist claim that needs have a certain priority. As the more basic needs are satisfied, an individual seeks to satisfy the higher needs. 1. Physiological Needs The physiological needs are at the top of the hierarchy because they tend to have the highest strength until they are reasonably satisfied. 2. Safety Needs Once the physiological needs are satisfied to a reasonable level, it is not necessary that they are fully satisfied and degree of reasonableness is subjective, other level of needs become important. 3. Social Needs After the first two needs are satisfied, social needs become important in the need hierarchy. Since man is a social being, he has a need to belong and to be accepted by various groups. 4. Esteem needs. The esteem needs are concerned with self-respect, self-confidence, a felling of personal worth , feeling of being unique ,and recognition .satisfaction of these needs produces fallings of self confidence, prestige, power, and control. 5.Self actualization need. Self actualization is the need to maximize ones potential, whatever it may be. This is related with the development of intrinsic capabilities which lead people to seek situation that can utilize their potential.

10

MCGREGORS THEORY X AND THEORY Y The managements action of motivation human beings in the organization, according to McGregors involves certain assumptions, generalizations, and hypotheses relating to human behavior and human nature. The basic assumptions about human behavior may differ considerably because of the complexity of factors influencing this behavior .McGregor has characterized these assumption in two opposites _ Theory X and Theory Y. THEORY X. This is the traditional theory of human behavior n. assumption about human behavior. Management is responsible for organizing the element of productive enterprises money, materials, equipment, people _in the interest of economic ends. He lacks ambition, dislikes responsibility, and prefers to be led. He is, by nature, resistant to change. In this theory, McGregor has certain

THEORY Y The expenditure of physical and mental effort in work is natural as play or rest .The average human being does not inherently dislike word. Depending upon controllable may be a source of satisfaction or a source of punishment. The average human being learns under proper condition not only to accept, but to seek responsibility. Avoidance of responsibility, lack of ambition, and emphasis security are generally consequences of experience, not inherent human characteristics. The capacity to exercise a relatively high degree of imagination, ingenuity, and creativity in the solution of organizational problem is widely, not narrowly, distributed in the population.
11

condition, work

Under the condition of modern industrial life, the intellectual potentialities of the average human beings are only partially utilized.

HERZBERGS MOTIVATION HYGIENE THEORY Need priority, to a great extent, characterless the types of behavior. It will be either directed towards achieving certain desirable positive goal, or conversely, toward avoiding other undesirable, negative consequence. In this connection, a research study was conducted by Frederick Herzberg and associates of case western reserve university. This study consisted of an intensive analysis of the experiences and feeling of 200 engineers and accountants in nine different companies in Pittsburg area U.S.A.During the structure interview , they were also asked to rate the degree to which their feeling were influenced _for better or Worse _by each experience which they described. EQUITY THEORY Equity theory of work motivation is based on the social process. This theory has been around just as long as the expectancy theories of motivation. However, Adam has crystallized it in a more formal way. Basically, the theory points out that people are motivated to maintain fair relationship between their performance and reward in comparison to others. There are two assumptions on which the theory works: 1. Individuals make contributations for which they expect certain rewards. 2. Individuals decide whether or not, a particular exchange is satisfactory, by comparing their inputs and outcomes with those of others and try to rectify any inequality. VROOMS EXPECTANCY THEORY

12

Critising the content theories of motivation which are based on the needs of the people and their priority, vroom has presented an alternative theory which is based on motivation process. Various theories which are based on motivation process are more concerned with the cognitive antecedents that go into motivation or efforts and the way they relate to each other.

Valence According to Vroom, valence means the strength of an individuals preference to a particular outcome. Expectancy Another factor in determining the motivation is expectancy, that is, the probability that a particular action will lead to the outcome. GOAL SETTING THEORY Focus workers inputs in the direction of high performance & achievement of organizational goals.Goal is what a worker tries to accomplish.Goals must be specific and difficult for high performance results.Workers put in high effort to achieve such goals.Workers must accept and be committed to them.Feedback on goal attainment also is important.Goals point out what is important to the firm.Managers should encourage workers to develop action plans to attain goals. LEARNING THEORY Focuses on the linkage between performance and outcomes in the motivation equation. Learning: permanent change in persons knowledge or behavior resulting from practice or experience. Operant conditioning: people learn to do things leading to desired outcomes and avoid doing things with adverse outcomes. Motivation can be increased by linking specific behaviors with specific outcomes. Managers can use four tools of conditioning to motivate high performance. OPERANT CONDITIONING TOOLS
13

Positive Reinforcement: people get desired outcomes when they perform needed work behaviors. Positive reinforces: pay raises, promotions. Negative Reinforcement: manager eliminates undesired outcomes once the desired behavior occurs. Worker performs to avoid an undesired outcome (Work harder or you are fired). In both types of reinforcement, managers must be careful to link the right behaviors by workers to what the organization needs. Extinction: used when workers are performing behavior detrimental to the firm. Manager does not reward the behavior and over time, the worker will stop performing it.Punishment: used when the manager does not control the reward the worker receives (perhaps it is outside the job).Manager administers an undesired consequence to worker (verbal reprimands to pay cuts).Punishment can lead to unexpected side-effects such as resentment, and should be used sparingly. ORGANIZATIONAL BEHAVIOR MODIFICATION OB MOD occurs when managers systematically apply the tools of operant behavior.Shown to improve productivity, attendance, punctuality and other behaviors.Works best for behaviors that are specific, objective and countable.Some managers argue it is over-control while others suggest it provides for high efficiency. Both sides likely have valid points. SOCIAL LEARNING THEORY Vicarious Learning: or observational learning, occurs when a person is motivated to learn by watching someone else work and be rewarded.People are motivated to imitate models who are highly competent, expert and receive attractive reinforcers.Self- reinforcers: desired outcomes a person can give themselves. Person can reward themselves for success. Self-efficacy: refers to a persons belief about their ability to perform a behavior successfully.People will only be motivated if they think they have the ability to accomplish the task. PAY AND MOTIVATION Pay can help motivate workers. Expectancy: pay is an instrumentality (and outcome), must be high for motivation to be high. Need Theory: pay is used to satisfy many needs. Equity Theory: pay is given in relation to inputs. Goal Setting Theory: pay linked to goal attainment. Learning

14

Theory: outcomes (pay), is distributed upon performance of functional behaviors.Pay should be based on performance; many firms do this with a Merit Pay Plan. MERIT PAY Can be based on individual, group or organization performance.Individual Plan: used when individual performance (sales) is accurately measured. Group Plan: use when group works closely together and is measured as a group. Organization Plan: When group or individual outcomes not easily measured. Bonus has a higher impact on motivation since Salary level not related to current performance. Other items ( base salary, cost of living, seniority).Salary rarely goes down and usually changes little.

15

Data Analysis 1.I feel proud to be in this organization. Options Strongly Disagree Disagree Slightly Disagree Slightly Agree Agree Strongly Agree No Opinion 0 2 1
24 80.0 80.0 96.7

Rank
Frequency Percent

Valid Percent

Cumulative Percent

6 5 4 3

3.3

3.3

100.0

16.7

16.7

16.7

16

A: I

feel proud to be in this organization


Cumulative Frequency Percent 5 24 1 30 16.7 80.0 3.3 100.0 Valid Percent 16.7 80.0 3.3 100.0 Percent 16.7 96.7 100.0

Valid

1 2 3 Total

As table reflects that frequency of option two is highest among the sample which shows that 80% people agrees with feeling of proud of being member of the organization.
B:

I would recommend this organizational to my family or friends as a good place to work.


Cumulative Frequency Percent 3 22 5 30 10.0 73.3 16.7 100.0 Valid Percent 10.0 73.3 16.7 100.0 Percent 10.0 83.3 100.0

Valid

1 2 3 Total

17

C: This organization inspires me to do my best every day.


Frequency 2 8 15 4 1 30 Percent 6.7 26.7 50 13.3 3.3 100 Valid Percent 6.7 26.7 50 13.3 3.3 100 Cumulative Percent 6.7 33.3 83.3 96.7 100

Valid

0 1 2 3 4 Total

As table reflects that frequency of option two is highest among the sample which shows that 50 % people agrees with feeling that this organization inspires them to do their best every day

18

D:

Our performance appraisal system is working effectively for me?


Cumulative Frequency Percent 1 15 9 2 3 30 3.3 50.0 30.0 6.7 10.0 100.0 Valid Percent 3.3 50.0 30.0 6.7 10.0 100.0 Percent 3.3 53.3 83.3 90.0 100.0

Valid

1 2 3 4 5 Total

As table reflects that frequency of option two is highest among the sample which shows that 50 % people agrees with feeling that the organizations performance appraisal system is working effectively for them.

19

E:

My future growth opportunity looks good here.


Cumulative Frequency Percent 9 7 8 2 4 30 30.0 23.3 26.7 6.7 13.3 100.0 Valid Percent 30.0 23.3 26.7 6.7 13.3 100.0 Percent 30.0 53.3 80.0 86.7 100.0

Valid

1 2 3 4 5 Total

As table reflects that frequency of option one is highest among the sample which shows that 30 % people strongly agree with feeling that their future growth opportunity looks good in the organization.
F:

Decisions are taken very quickly in this organization.


Cumulative Frequency Percent 2 19 5 3 1 30 6.7 63.3 16.7 10.0 3.3 100.0 Valid Percent 6.7 63.3 16.7 10.0 3.3 100.0 Percent 6.7 70.0 86.7 96.7 100.0

Valid

1 2 3 4 5 Total

20

As table reflects that frequency of option two is highest among the sample which shows that 63.3 % people agrees with feeling that decisions are taken very quickly in this organization.

G:

This organization is flexible and continuously adopts to change.


Cumulative Frequency Percent 6 14 8 2 30 20.0 46.7 26.7 6.7 100.0 Valid Percent 20.0 46.7 26.7 6.7 100.0 Percent 20.0 66.7 93.3 100.0

Valid

1 2 3 4 Total

As table reflects that frequency of option two is highest among the sample which shows that 46.7 % people agrees with feeling that this organization is flexible and continuously adopts to change.

21

H:

All departments provide support needed to manage the day to day activity.
Cumulative Frequency Percent 7 16 5 2 30 23.3 53.3 16.7 6.7 100.0 Valid Percent 23.3 53.3 16.7 6.7 100.0 Percent 23.3 76.7 93.3 100.0

Valid

1 2 3 4 Total

As table reflects that frequency of option two is highest among the sample which shows that 53.3 % people agrees with feeling that All departments provide support needed to manage the day to day activity.

22

I:

New ideas from everyone are valued in this organization.


Cumulative Frequency Percent 33.3 40.0 23.3 3.3 100.0 Valid Percent 33.3 40.0 23.3 3.3 100.0 Percent 33.3 73.3 96.7 100.0

Valid

1 2 3 4 Total

10 12 7 1 30

As table reflects that frequency of option two is highest among the sample which shows that 40 % people agrees with feeling that New ideas from everyone are valued in this organization.

23

J:

All employees are treated fairly


Cumulative

Frequency Valid 1 2 3 4 5 Total 6 13 5 4 2 30

Percent 20.0 43.3 16.7 13.3 6.7 100.0

Valid Percent 20.0 43.3 16.7 13.3 6.7 100.0

Percent 20.0 63.3 80.0 93.3 100.0

As table reflects that frequency of option two is highest among the sample which shows that 43.3 % people agrees with feeling that All employees are treated fairly in this organization.

24

K:

This organization values integrity.


Cumulative

Frequency Valid 1 2 3 4 Total 8 16 2 4 30

Percent 26.7 53.3 6.7 13.3 100.0

Valid Percent 26.7 53.3 6.7 13.3 100.0

Percent 26.7 80.0 86.7 100.0

As table reflects that frequency of option two is highest among the sample which shows that 53.3 % people agrees with feeling that this organization values integrity.

L:

Employees in this organization are aware about significant development in this organization.
Cumulative Frequency Percent 1 7 18 4 30 3.3 23.3 60.0 13.3 100.0 Valid Percent 3.3 23.3 60.0 13.3 100.0 Percent 3.3 26.7 86.7 100.0

Valid

0 1 2 3 Total

25

As table reflects that frequency of option two is highest among the sample which shows that 60 % people agrees with feeling that Employees in this organization are aware about significant development in this organization.

26

There is high emphasis for individual accountability for performance.


M: Cumulative Frequency Valid 1 2 3 4 5 Total 5 22 1 1 1 30 Percent 16.7 73.3 3.3 3.3 3.3 100.0 Valid Percent 16.7 73.3 3.3 3.3 3.3 100.0 Percent 16.7 90.0 93.3 96.7 100.0

As table reflects that frequency of option two is highest among the sample which shows that 73.3 % people agrees with feeling that There is high emphasis for individual accountability for performance.

27

N:

Employees in this organization have the creative and innovative ways of working.
Cumulative Frequency Percent 6 15 6 1 1 1 30 20.0 50.0 20.0 3.3 3.3 3.3 100.0 Valid Percent 20.0 50.0 20.0 3.3 3.3 3.3 100.0 Percent 20.0 70.0 90.0 93.3 96.7 100.0

Valid

1 2 3 4 5 6 Total

As table reflects that frequency of option two is highest among the sample which shows that 52 % people agrees with feeling that Employees in this organization have the creative and innovative ways of working.

28

O:

Culture of this organization is to promote excellence in performance.


Cumulative Frequency Percent 43.3 30.0 20.0 3.3 3.3 100.0 Valid Percent 43.3 30.0 20.0 3.3 3.3 100.0 Percent 43.3 73.3 93.3 96.7 100.0

Valid

1 2 3 4 5 Total

13 9 6 1 1 30

As table reflects that frequency of option one is highest among the sample which shows that 43.3 % people strongly agrees with feeling that Culture of this organization is to promote excellence in performance.

29

P:

Do you think that the incentive & other benefit influence your performance according to your age.
Cumulative Frequency Percent 5 18 5 1 1 30 16.7 60.0 16.7 3.3 3.3 100.0 Valid Percent 16.7 60.0 16.7 3.3 3.3 100.0 Percent 16.7 76.7 93.3 96.7 100.0

Valid

1 2 3 4 6 Total

As table reflects that frequency of option two is highest among the sample which shows that 60 % people agrees with feeling that incentive & other benefit influence their performance according to their age.
R:Age Cumulative Frequency Valid 1 2 3 4 Total 17 6 3 4 30 Percent 56.7 20.0 10.0 13.3 100.0 Valid Percent 56.7 20.0 10.0 13.3 100.0 Percent 56.7 76.7 86.7 100.0

30

As table reflects that frequency of option one is highest among the sample which shows that 56.7 % people strongly agrees with feeling that

31

32

Conclusion Limitations Future Scope Recommendations Bibliography

1. Organizational behavior by L M Prasad sultan chand and sons _ ISBN: 81-8054-478-8 First Edition: 1984 Reprint, 2007 Printed at: Roopak printers, Delhi 110 032. 2. Organizational behaviour by k Aswathappa Himalaya publishing house P_ ISBN: 81_7866_541-7 fifth revised Edition Reprint, 2001 printed by print line, New Delhi.

Annexure Dear sir /Madam

33

I, the student of B.B.A final semester of Invertis institute of management studies Bareilly. Is currently doing a project report on Employee age and Employee motivation An empirical study [With specific reference to service sector banking industry] For this purpose given below are few question which will help me to complete the present assignment and your answer will help me to complete this work. QUESTIONNAIRE Sr. No & Questions Sr. No 1 2 Questions I feel proud to be in this organization. I would recommend this organizational to my family or friends as a good place to 3 work. This organization Options 6 Strongly Disagree 5 4 Disagree Slightly 3 2 1 0 Slightly Agree Strongly No Agree Opinion

Disagree Agree

inspires me to do my 4 best every day. Our performance appraisal system is working 5 effectively growth looks for me. My future opportunity 6

good here. Decisions are taken very quickly in this organization. This organization is flexible to change.
34

and

continuously adopts

All provide the

departments support to day from

needed to manage day activity. New ideas

everyone are valued 10 11 12 in this organization. All employees are treated fairly This organization values integrity. Employees in this organization aware significant development in this 13 organization. There is emphasis individual accountability 14 performance. Employees in creative working. Culture promote 16. for this and high for are about

organization have the innovative ways of 15 of is this to

organization

excellence

in performance. Do you think that the incentive & other


35

benefit your age. according

influence performance to your

Sr. No & Questions (Tick) the Appropriate One 17 Which age group do you belong? 18 20-25 25-30 Nonfin ancial 30-35 Status/Positio n 35-50 All them Recogni tion All them of of Above 50 Which type of incentives Financial motivates you more? 19 Factor which motivates Salary You

Organiz Job Profile ation Culture

20.

Give few suggestions for Improvement in existing techniques of Motivation followed in the organization.

www.hdfcbank.com/

36