Bba Final Year

STUDY ON EMPLOYEE MOTIVATION SWARNA LATEX INDUSTRIES
CHAPTER1
INTRODUCTION
This study was executed in order to measure the employee’s current satisfaction of
motivational factors and incentives in the company, as well as to use that information
to determine which factors and incentives could be changed, implemented, or eliminated in
order to motivate them to do their best work in the future. The study was conducted by issuing
a questionnaire to all employees working at the company. The employees that participated were
both full-time and part-time, from all different departments, and have been working at the
company for varied periods of time. The questionnaire was split into four different parts, and
the data derived from the questionnaire was analyzed and presented in this report in four
criteria: communication in the workplace, income of employees, long-term incentives, and
non-financial incentives.
In the organizational setting the word “Motivation” is used to describe the drive that
impels an individual to work. A truly motivated person is one who “wants” to work .Both
employees and employers are interested in understanding motivation if employees know what
strengthens and what weakens their motivation, they can often perform more effectively to find
more satisfaction in their job. Employers want to know what motivates their employees so that
they can get them to work harder.
It is also clear from the study that the company is so eager in motivating their
employees and their present effort for it so far effective. The human resources can play an
important role in the realization of the objectives. Employees work in the organization for the
satisfaction of their needs. If the human resources are not properly motivated, the management
will not be able to accomplish the desired results. Therefore, human resources should be
managed with utmost care to inspire, encourage and impel them to contribute their maximum
for the achievement of the business objectives. Motivating employees can be one of biggest
challenges as an employer, but learning how to inspire each individual is the key to a successful
organization.
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TOPIC CHOOSEN FOR THE STUDY
With the Data from the Questionnaire Collected and Analyzed, and With the Recommendations
Drawn from the Findings of the study, the Company will be Better able to Understand what it
can do to Motivate its Employees more Effectively and Increase Morale in the Workplace.
Recommendations to the Company based on this Study include: Raising the Wages of the lower
Income Employees at the Company, promoting more from within the Company, encourage
better and more Frequent Communication between Managers and Employees, making sure
Employees are Receiving Significant Credit and Recognition for their Great Work, and offering
more Opportunities for Employees to Increase their Skill-Sets and to Master their Respective
Positions. If there is a Greater level of Understanding and Cohesion between Employees and
Managers, and If the right types of Incentives are added to Effectively Motivate Employees,
Productivity and Revenues will Increase, and the Company as a whole will Greatly Benefit.

PROBLEM STATEMENT
“Problem Statement is a Statement in which focusing on some variable. It provides opportunity

to establish why these variables are important”.
There is the more need to research on Motivation, goal is that what Employees is to perform at
their best and achieve the objects or not in a specific time. In this the problem is that many of
the Employers who don’t work for everyone have struggled for different incentive programs to
motivate their Employee. This is the Problem which is faced by the many Employees of that
Company.

OBJECTIVE OF THE STUDY
 To Know the Important Factors which are needed to Motivate the Employees.
 To Identify the Effect of Monetary Benefits and Non-Monetary benefits of Employee
provides by Organization on the Employee Performance.
SCOPE OF THE STUDY
 The Study is intended to evaluate Motivation of Employees in the Organization.

 A Good Motivational Program Procedure is to Achieve Goal of the Organization.
 The Organization can achieve the efficiency also to develop a Good Organizational
Culture.

RESEARCH METHODOLOGY
For This Study Descriptive Methodology is Used.
DATA COLLECTION METHODS:
1. Primary Data
The primary data was collected from the respondents by administering a structured
questionnaire and also through observation, interviews and discussion with
management team.
2. Secondary Data:
Apart from primary data the secondary data is being collected through Text Books,
records of the company, Journals, Academic Reports, and Internet etc.
SAMPLE DESIGN:
There are total 83 Employees Working in the Organization.
SAMPLE SIZE: 50
SAMPLE AREA: The Research was Conducted in SWARNA LATEX INDUSTRIES

KUMTA.

LITRATURE REVIEW
Employee Motivation is Central to many Aspects of Industrial and organizational

Development the Individual Performance and Growth in the Organization Influenced by varied
function constant changing environment have also an influence on Individual at personal level
According to scientific management employee motivation is based on most pragmatic an
essential Pessimistic philosophy that man is maintained by money. The individual
involvement, loyalty, dedication to job and organization seed to be low key affair, the loyalty,
dedication and involvement leads to organization effectiveness productivity as well as
individual growth and enhancement. Employee motivation is commonly measured in seven
areas that is physical, salary and perks, promotion, policy, job security, work interest, relation,
welfare facilities. Studying employee motivation which influence and determine human
behavior in worth because ultimately all the aspects related to employee motivation ultimately
leads to good industrial relationship enhances inter personal relation ultimately leads to
increase productivity and growth of the organization. Thus, the study is an attempt to explore
various factor which can affect industrial Development especially related to employee
Motivation which can be helpful to all those and especially industrial social workers to find out
effective measures and solution to deal with the loopholes and obstacles in gaining effective
work.

. LIMITATION OF THE SUDY
 Due to the Limitation of the time the Research could not be made more detailed.
 Due to Confidentiality of some information accurate response was not revealed by some
of the respondents.
 Some of the replies of the respondents may be biased.
 Respondents had marked the answers in questionnaire which may be socially incorrect.
irrespective of their actual feelings.

CHAPTER2
INDUSTRY PROFILE
ORIGIN OF THE INDUSTRY
In1889, William Steward Halsted, the first chief of surgery at John Hopkins Hospital invested
rubber gloves in order to prevent medical staff from catching dermatitis from surgical chemical.
A rubber gloves is a glove made out of rubber. Rubber gloves can be unsupported (rubber
only) or supported (rubber coating of textile gloves). Its primary purpose is protection of the
hands while performing tasks chemicals. Rubber gloves are worm during dishwashing to
protect the hands from detergent and allow the use of hotter water. Health profession use
medical gloves rather than rubber gloves when performing surgical operations.
ORIGIN AND GROWTH OF LATEX
In 1883, but it wasn't until 11 year later that this new invention began to be used as part of
standard surgical procedure at the Johns Hopkins complaining about the difficulty of getting
the gloves fully in to their hands, so almost - immediately the fledging gloves industry began
to look for a gloves lubricant.
Many different types of lubricant have been tried over the years. Gloves manufacturers were
simultaneously trying to solve their own need for manufacturers to facilitate removal of the
rubber gloves from had molds. Lycopodium spores mixed with talc were used for the first few
years until a study conducted in the late 1920's showed that the Lycopodium spores were
slightly poisonous to humans.
HISTORY OF INDIAN LATEX INDUSTRY
India is the fourth largest and the second largest consumer of rubber. Despite not being a very
favorable region for growing natural rubber. Indian continues to record the highest productivity
among the major natural rubber producing countries (economic survey < 2011-2012). The
rubber plantation occurs 0.4% of the gross cropped area and contribute 0.19% to the national
GDP. The country has considerable potential to expand rubber-based industries due to
indigenous availability of raw material, fast growing auto mobile market, scope for value
addition and avenues in the country. Natural rubber forms the back bone of commercial

agricultural scenario of the Tate ad rubber plantation prefund influence on the economic and
social status of the people.
The relative shares of small holder estate in time total production of natural rubber in the state
for the period 1970-71 to 2008-09 are presented in Table 1. There has been a steady decline in
the contribution of estates to natural rubber production during the past four decades and it came
down to around 7% in 2008-09.
Rubber production of the country is contributed mainly by small holders. There are more than
one million small holdings accounting for 88% of the total area and 92.5% of the total rubber
production. Transfer of appropriate technology on seasonal basis to the vulnerable section of
the rubber planting community in an intangible manner, coupled with timely delivery of quality
inputs and equipment at cheaper rates is perhaps the major criterion that would help maximize
production and productivity of rubber from smallholdings.
SCOPE OF THE MARKET IN INDIA
There are about 200 latex gloves manufacturers in India in small and medium scale sectors.
But the resource for raw material mainly the natural rubber production is increasing in
Northeastern region day by day. The natural rubbers produced in NER are being sold to support
industry in other part of the India. The price of the raw rubber depends as per the trader’s call
only. Therefore, the creation of local buyer as Rubber based industry has high potential to
encourage the rubber growers and creation of market for the growers. Another reason to
moving towards setting up of manufacturing plant for rubber products is to make available of
PPE kit part like rubber hand gloves and safety gloves for general use due to COVID-19
situation. It has high demand and gloves for different applications can be made in production
line. The various steps from Rubber Tree plantation to Glove making is as follows: Rubber
trees are usually ready to be tapped after about seven years of growth. A steel tapping knife is
used to remove thin strips of bark from the tree at a downward curve. This directs the milky-
white sap to a spiel, or spigot, which channels it into a cup affixed to the tree. Tapping is done
in the early morning, because sap coagulates faster later in the day, when temperatures are
higher, and reduces the flow. After about six hours, the fluid stops flowing. In that six-hour
period, a tree can usually fill a gallon bucket. The tree can be tapped again with another fresh
cut, usually the next day. The latex is preserved with ammonia. Trees often are rested for a
period after heavy tapping. Because of its high water and non-rubber content—about 70% is

water, protein, sterol glycosides, resins, ash, and sugars—the latex is concentrated and
stabilized. The latex is mixed with processing chemicals including sulfur, zinc oxide,
accelerators, pigments, stabilizers, a de-webbing agent, and antioxidants. The latex matures for
24 to 36 hours to become a compound ready for dipping. Production uses ceramic or aluminum
hand-shaped molds, or formers, that are first extensively washed in hot water and chlorine to
ensure there is no residue from previous batches. Next the formers, suspended on a continuous
moving chain, are dipped into a mixture of calcium nitrate solution and calcium carbonate—
the nitrate is a coagulant, while the carbonate helps the gloves release from the formers. After
drying, the molds are dipped into the latex compound, with the duration of the dip determining
the mil thickness of the gloves. The freshly molded gloves are next leached in a mixture of hot
water and chlorine, which removes residual latex proteins and chemicals to help reduce the
severity of any allergic reactions to latex. The gloves are then dried and cured, which is where
Charles Goodyear’s enormously important discovery enters the process. Vulcanization
converts the gloves to an elastic state by causing a reaction between rubber molecules in the
latex and chemicals that have been added, and gives gloves their elasticity so they are less
likely to tear. After drying, the gloves are rinsed again to leach out more latex proteins, then
the cuffs are beaded, or rolled, to make them easier to don and doff. After a dip into cornstarch
and a final drying, pneumatic air jets strip the finished gloves from the formers, or workers
remove them by hand. The gloves are hot-air tumbled to remove any remaining powder. The
molds are given another thorough chemical wash and rinse, and the process begins anew.
Due to COVID-19 situation the demand of rubber glove is high as PPE for health workers.
Moreover, for general application also increases as people are more conscious to take
precautionary safety front line protection to avoid direct contact from any other diseases. The
requirement of general application may have high demand in future if public has this trend to
use hand gloves as fashion and frontline safety barrier. This will be more in demand if certain
rules come as “no gloves no” entry to any institutions in future similar to Mask at present
situation.

BACKGROUND OF SWARNA LATEX
Swarna Latex industry is one of the major gloves manufacturing industry situated in Kumta
This is the first industry in Uttar Kannada. It was the first firm to manufacturing the rubber
hand gloves in whole district. It was started in a year 2000 in the month of January, by Shri,
Manjunath Bhat. He had made efforts to introduce new type of business in District in it. He
had intention to get self-employed as well as create employment opportunities for a local
people and to provide good quality of product to local market.
It is the sole proprietorship firm. It has introduced a wide range of product for medical and
pharmaceutical industries. Swarna Latex is well engaged in providing array of personal
protective equipment such as industrial safety hand gloves, household hand gloves, sports
gloves etc.
The company product range is, widely used in the chemical industry, fertilizer industry,
pharmaceutical industry and also for housekeeping services. Company has established sound
infrastructure that has played an important role in the company's growth. It also backed up by
a diligent team of experts such as engineers, technicians, quality auditors, and marketing
executives. Moreover, under the leadership and guidance of Mr. Manjunath hat, they have
achieved their objectives, as well as they are running this industry with consent of air pollution
policy laid down by The Karnataka State Pollution Control Board. To run this industry, they
have adopted many safety measures in order to maintain the proper environment in their
surroundings.
Swarna Latex, with its past experience has upgraded its gloves manufacturing facility and
technology well supported by trained and qualified work force. It is spread over of 6000 sq. ft
, and their unit is enabled to meet the bulk requirement of their client. It is also equipped with
latest technology machinery that kelp them to offer quantitative range of industrial safety hand
gloves and house hold hand gloves to their clients.

COMPANY PROFILE
Name of the firm : Swarna latex industries
Name of the proprietor : Manjunath bhat
Year of established : Jan 2000
Address : Suvarngadde, .Holegadde , Kumta
Plant head : Mr. Raju naik
Size of unit : Small scale industry
Type of firm : Proprietorship
Products : Hand Gloves , finger caps
Working hour : 8 hour
Current turnover : 10 crore
Starting turnover when they start : 6000000
Total employees : 83. Male ( 23) female (60)

PROMOTERS
VISION, MISSION AND QUALITY POLICY
 Vision
To be amongst the most admired organization with a significant global presence.
 Mission
To be market leader by providing customer delight through world-class quality, services

and cost effectiveness in a progressive, innovation and challenging environment. They
endeavor to provide an enriching, delighting and rewarding environmentally friendly
environment based high performance culture. They will provide maximum satisfaction to all
stakeholders.
 Quality policy
Quality assurance as a quality conscious company, SWARANA LATEX always

endeavors to fabricant its range of industrial safety hand gloves, hand hold hand gloves etc.
With utmost perfection. Owing to their commitment towards maintaining quality control
monitors the entire production process carefully. They also ensure that their entire area of
personal protection equipment conforms to the safety standards. Moreover, their entire range
of personal protection equipment is check on the following parameter.
 Designs
 Durability
 Performance
 Reliability
 Finish

PRODUCT PROFILE
Hand Gloves
• General purpose safety gloves
• Industrial gloves
• Household gloves
• Welding gloves
• Surgical gloves
• Finger Caps
Rubber finger caps are used to avoid the finger wound during the working period. These
are mainly in tiles work, cement block works etc.
Types of gloves Price
Bestow SL 40 20
Bestow SL 60 30
Bestow SL 90 40
Bestow SL 120 50
12 Inch 1 RP 96
Finger caps (per pack) 86

AREA OF OPERATION
Swarna Latex was situated in Kumta. It is a manufacturing unit. Swarna Latex provides
industrial gloves to local industries. It provides glouse to Kumta, Sirsi , Karwar , Tumkur,
Benglore and all over Karnataka. Swarna latex has wide market area in Goa, Kerala, Gujarat
and West Bengal.
INFRASTRUCTURE FACILITIES
 Land and building

The firm has approximately 6000 Sq. ft land is made available for the proposed project
in Suvernagadde. 2600 Sq. ft building is proposed for the running of the unit. The building
cover office, finished product stores, raw material store, packing etc.
 Power supply
Approximately 6 K.W power is needed daily for the project. Power supply is available
in the site.
The promoters also make their own arrangement installing as per KPTCL norms.
 Raw material
Raw material is available easily in Mumbai ,Bangalore and Kerala.
 Availability of man power

The project requires both semi-skilled and skilled labours for pre-production and post
production process. They can be trained easily. Because processing and forming of hand gloves
are very simple and it gives employment to people. Well qualified persons are appointed for
the office work.
 Friendly atmosphere
Cordial and spacious working atmosphere with friendly staff.

COMPETITORS INFORMATION
In businesses company in the same industries or similar industries which offers a similar
products or services.
 Midas - Canada
 SURL - Sri Lanka
 MN Gloves – Gujarat
 Lakeland – China
SUPPLIERS
Raw materials are inputs supplied or provided by the suppliers. The business should choose
those suppliers who can offer best mix of quality goods timely and in reliable prices.
 Bhatkal
 Tumkur.
 Kumta
 Bangalore
 Kerala

PRODUCTION PROCESS
CLEANING
DIPPING
DRYING AND BEEDING
LEACHING,POWEDERING
AND STRIPPING
PACKING
MANUFACTURING PROCESS CONSIST FOLLOWING STEPS
• Cleaning
The manufacturing process starts with gloves formers being attached, by size, to the
assembly line. Automated washing consists of a five-step process where gloves along the
assembly line through tank of water, acid and alkaline before being rinsed and brushed.
Periodically, formers will also be removed from the assembly line and manually washed in
a process called offline washing.

 Coagulation Dipping.
The hand shaped formers are coated with coagulant (calcium nitrate, calcium carbonate)
and dipped into latex to coat them with a thin film of latex. The coagulant converts the
liquid latex film in to wet-gel on the formers subsequent passage through a warm oven
completes coagulation process.
 Coagulation dry
After formers dipped in to coagulant solution, formers will enter drying oven before
proceed to latex dipping.
 Latex dipping
The formers that are coated with coagulant will now dip in to latex tank that contains
compounded matured late. Traditionally, manufacturers only dipped once but in the recent
tear newer dipping lines enable manufacturer to dip twice hence reducing the risk of pin
holes. Regardless single dipping or double dipping, consistencies in the total solids, dry
rubber content temperature and latex agitation flow should be maintained at pre-determined
uniform level.

 Drying
After dripping, the formers are cured for five minutes in an oven at 100to 120 degrees and
begin to solidify. This step drastically impacts the physical properties of the glove.
 Beading
Gloves are generally beaded at the cuff. The cuff is then rolled to make the glove stronger
when donning and stripping. This process, called beading, also improves the vulcanization,
which helps to build the glove’s overall durability and chemical resistance.
 Main vulcanization
most common defect if the parameters are not control optimally would be sticky gloves,
which means insufficient crosslinking took place causing inferior gloves performance.
The polymer cross linking is probably at 80%to 90% complete at this stage and the
rubber will continue to vulcanize even after it was stripped from the formers. Therefore,
good manufacturing practice would require glove to be aerated for at least two days to
further enhance the strength of the firm.

 Leaching
In a process called leaching, forms and the sticky gloves are dipped in to 80 degrees
Celsius water tanks for 2 minutes. this process extracts proteins and other residuals to
lower the potential for allergic reaction. This same process is repeated a second time
after beading to further extract any remaining proteins.
 Powdering/Slurry
Powdered gloves are then put through a wet powdering process called slurry for about a
minute to ensure even powdering. Like beading, the slurry is intended to help make the
gloves easier to done. From the slurry, the gloves are again dried in an oven at 60 degrees
for 2 minutes.
 Stripping
This is the final operation line removal of glove from the formers. This is often carried
out manually frequently with the assistance of compressed air.
 Packing
In this process firstly, employee s put seal on the gloves. Then the gloves are packed in
plastic covers.

ORGANISATIONAL STRUCTURE
OWNER
GENERAL
MANAGER
PRODUCTION MAINTANANCE PACKING ACCOUNTING MARKETING

DEPARTMENT DEPARTMENT DEPARTMENT DEPARTMENT DEPARTMENT
SUPERVISORS SUPERVISORS SUPERVISORS
WORKERS

SWOC ANALYSIS
S- STRENGTH:
 It is only one industry in North Canara district producing gloves.
 The company has qualified and well-trained employees.
 It has very good buyer and supplier.
 The relationship between employer and employees good.
 Good brand image.
 Labor is locally available.
 Good quality of goods is one of its strengths
W- WEAKNESS
 Problem of electricity
 There is no nearby availability of few of the raw materials required for production.
 Higher sensitive raw materials and high transportation cost.
O-OPPORTUNITY
 Opportunity to provide good service to customer and touch the new customers.
 Opportunity to expand the business by manufacturing variety of goods according to the
demand
 Local competitors are very less
 Maximum utilization of work force effectively
C- CHALLENGES
 Difficult to compete with the large-scale industry

 Risk of uncertainty

CHAPTER3
EMPLOYEE MOTIVATION
INTRODUCTION
An issue which usually generates a great deal of attention from most managers,
administrators and those involved in Human Resources Management is the issue of how
to successfully motivate employee. While it is true that aspects like staff recruitment,
controlling, managing, leading, and many more are of great importance to the success
of an organization, Employee Motivation is generally considered a core element in
running a successful business.
In the organizational setting the word “Motivation” is used to describe the drive that
impels an individual to work. A truly motivated person is one who “wants” to work.
Both employees and employers are interested in understanding motivation if employees
know what strengthens and what weakens their motivation, they can often perform
more effectively to find more satisfaction in their job. Employers want to know what
motivates their employees so that they can get them to work harder. The concept of
motivation implies that people choose the path of action they follow. When behavioral
scientists use the word motivation, they think of its something steaming from within
the person technically, the term motivation has its origin in the Latin word “mover”
which means “to move”. Thus the word motivation stands for movement. If a manager
truly understands his subordinate’s motivation, he can channel their “inner state”
towards command goals, i.e., goals, shared by both the individual and the organization.
It is a well-known fact that human beings have great potential but they do not use it
fully, when motivation is absent. Motivation factor are those which make people give
more than a fair day’s work and that is usually only about sixty-five percent of a
person’s capacity .Obviously , every manager should be releasing hundred percent of an
individual’s to maximize performance for achieving organizational goals and at the same
to enable the individual to develop his potential and gain satisfaction. Thus every
manager should have both interest and concern about how to enable people to perform
task willingly and to the best of their ability. At one time, employees were considered

just another input into the production of goods and services. What perhaps changed this
way of thinking about employees was research, referred to as the Hawthorne Studies,
conducted by Elton Mayo from1924 to 1932 This study found employees are not
motivated solely by money and employee behavior is linked to their attitudes.
The Hawthorne Studies began the human relations approach to management, whereby
the needs and motivation of employees become the primary focus of managers
Meaning of Employee Motivation

Employee Motivation is the enthusiasm, energy level, commitment, and amount of
creativity that an employee brings to the organization on a daily basis
Definition of Motivation
Motivation is a process that starts with a physiological or psychological

deficiency or need that activates behavior or a drive that aimed at a goal or an
incentive.
"The only way to get people to like working hard is to motivate them. Today,
people must understand why they're working hard. Every individual in an
organization is motivated by something different." - Rick Pitino
“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, a person's level of effort and a person's level of persistence."- G.
Jones and J. George from the book "Contemporary Management."

Basics about Motivation

1. Motivating employees starts with motivating yourself it’s amazing how, if you hate
your job, it seems like everyone else does, too. If you are very stressed out, it seems
like everyone else is, too. Enthusiasm is contagious. If you're enthusiastic about your
job, it's much easier for others to be, too. Also, if you’re doing a good job of taking care
of yourself and your own job, you'll have much clearer perspective on how others are
doing in theirs. A great place to start learning about motivation is to start understanding
your own motivations. The key to helping to motivate your employees is to understand
what motivates them. So, what motivates you? Consider, for example, time with family,
recognition, a job well done, service, learning, etc. How your job is configured to
support your own motivations? What can you do to better motivate yourself?
2. Always work to align goals of the organization with goals of employees as mentioned
above, employees can be all fired up about their work and be working very hard.
However, if the results of their work don't contribute to the goals of the organization,
then the organization is not any better off than if the employees were sitting on their
hands -- maybe worse off! Therefore, it's critical that managers and supervisors know
what they want from their employees. These preferences should be worded in terms of
goals for the organization. Identifying the goals for the organization is usually done
during strategic planning. Whatever steps you take to support the motivation of your
employees (various steps are suggested below), ensure that employees have strong
input to identifying their goals and that these goals are aligned with goals of the
organization. (Goals should be worded to be “SMARTER") .
3. Key to supporting the motivation of your employees understands what motivates each
of them each person is motivated by different things. Whatever steps you take to support
the motivation of your employees, they should first include finding out what it is that
really motivates each of your employees. You can find this out by asking them, listening
to them and observing them.

4. Recognize that supporting employee motivation is a process, not at ask Organizations

change all the time, as do people. Indeed, it is an ongoing process to sustain an
environment where each employee can strongly motivate themselves. If you look at
sustaining employee motivation as an ongoing process, then you'll be much more
fulfilled and motivated yourself.
5. Support employee motivation by using organizational systems (for example, policies

and procedures) --don't just count on good intentions don’t just count on cultivating
strong interpersonal relationships with employees to help motivate them. The nature of
these relationships can change greatly, for example, during times of stress. Instead, use
reliable and comprehensive systems in the workplace to help motivate employees.
For example, establish compensation systems, employee performance systems,
organizational policies and procedures, etc., to support employee motivation. Also,
establishing various systems and structures helps ensure clear understanding and
equitable treatment of employees.
IMPORTANCE OF MOTIVATION
Motivation is a very important for an organization because of the following benefits it

provides: -
 Puts human resources into action

Every concern requires physical, financial and human resources to accomplish the
goals. It is through motivation that the human resources can be utilized by making full
use of it. This can be done by building willingness in employees to work. This will help
the enterprise in securing best possible utilization of resources.
 Improves level of efficiency of employees

The level of a subordinate or an employee does not only depend upon his qualifications
and abilities. For getting best of his work performance, the gap between ability and
willingness has to be filled which helps in improving the level of performance of
subordinates. This will result into-
 Increase in productivity,
 Reducing cost of operations, and
 Improving overall efficiency.
 Builds friendly relationship

Motivation is an important factor which brings employees satisfaction. This can be
done by keeping into mind and framing an incentive plan for the benefit of the
employees. This could initiate the following things:
 Monetary and non-monetary incentives
 Promotion opportunities for employees.
What motivates employee

Every person has a different reason for going to work. These reasons are as individual
as whichever person you may ask. But all of the reasons for working share a common
thread. We all obtain something from work we need.
There is much discussion about the value of extrinsic motivation (monetary and other
material rewards) versus intrinsic motivation where people re driven by what’s inside
them. not by the trappings of success.
Whereas I recognize how critical extrinsic motivation is–we all need to be rewarded
fairly for the job that we do-in my experience the most effective factors relating to
employee motivation are related to intrinsic motivation:
1. Empowerment: Feeling trusted and empowered is a tremendous motivator.
2. Growth: Feeling that they are growing and developing personally
3. Inclusion: ‘To belong’ is a fundamental need, whether as a member of a family, peer

group, network, team or company. It’s human nature to want to be on the inside, not
the outside.

4. Purpose: Today people care more about what happens tomorrow, and want to
contribute to ensuring the future of our children, and the health of our communities and
planet.
5. Trust: the fabric that holds it all together and makes it real. Framework of
motivation.
Framework of motivation
The framework comprises six steps: -
1) Motivation process begins with the individual’s needs. Needs are telt deprivations
which the individual experiences at a given time and act as energizers. These needs may
be psychological (e.g., the needs for recognition), physiological (e.g., the needs for
water, air or foods) or social (e.g., the needs for friendship).
2) Motivation is goal directed.
3) A goal is a specific result that the individual wants to achieve. An employee’s goal
are often driving forces and accomplishing those goals can significantly reduce needs.
4) Promotions and raises are two of the ways that organizations seek to maintain
desirable behavior. They are signals to employees that their needs for advancement and
recognition and their behaviors are appropriate.
5) Once the employee has received either rewards or punishments.
6) They reassess their needs

The Role of Motivation
Why do we need motivated employees?
The answer is survival. Motivated employees are needed in our rapidly changing
workplaces. Motivated employees help organizations survive. Motivated employees are
more productive. To be effective, managers need to understand what motivates
employees within the context of the roles they perform. Of all the functions a manager
performs, motivating employees is arguably the most complex. This is due, in part, to
the fact that what motivates employee’s changes constantly. For example, research
suggests that as 10 employees' income increases, money becomes less of a motivator
(Kovach, 1987). Also, as employees get older, interesting work becomes more of a
motivator.
Mechanism of motivation
Motivation is the process that starts with physiological or psychological deficiency or
need that activate behavior or a drive that is aimed at a goal or incentive.
The key to understanding motivation lies in the meaning of, and relationship between
needs, drives and goals Needs: Needs are created whenever there is a physiological or
psychological imbalance for example: A need exists when cells in the body are deprived
of food and water or when the personality is deprived of other people who serve friends
or companions. Although psychological may be based on a deficiency, sometimes they
are not. For instant, and individuals with a strong need to get ahead may have a history
of consistent success· Drives: “Drives (Or motives) are set up to alleviate needs.
Psychological needs can be simply defined as a deficiency with direction. Physiological
or psychological drives are action – oriented and provide energizing thrust towards
reaching an incentive or goals. They are at the very heart of the motivational process.
The needs for food and water are translated into hunger and thrust drives, and the need
for friend becomes a drives affiliation. Thus, drive is a psychological state which moves
an individual satisfying need· Goals: At the end of the motivational cycle is the goal or
incentive. It is anything that wills that will alleviate a need and reduce a drive. Thus,
attaining a goal will tend to restore physiological or psychological balance and will

reduce or cut off the drive. Eating food, drinking water and obtaining friends will tend
to restore the balance and reduce the corresponding drives food, water and friends are
the incentive are the goals in this example.
Types of Motivation
There are many types of motivation.
Motivational techniques have been experienced by every person from birth. We learn
behavior through motivation. We live our whole lives because of motivation. The
question that remains however is this: What motivation should a person have? This is
important because our motivation decides our behavior. Some types of motivation are
more effective than others. However, the perfect motivation for you can only be decided
by one person: YOU.
Why do people do what they do? Why do we go on every day, living our lives and
trying to find justification for our existence? Some people think that they can find
purpose in the things that motivate them. Others just see the motivation and react
automatically.
There is no one thing that motivates people to perform certain actions. People are
different, so it follows that their motivations have to be different. Here are some types
of motivation:
 Achievement –
This is the motivation of a person to attain goals. The longing for achievement is
inherent in every man, but not all persons look to achievement as their motivation. They
are motivated by a goal. In order to attain that goal, they are willing to go as far as
possible. The complexity of the goal is determined by a person's perception.

To us, the terms "simple" and "complex" are purely relative. What one-person thinks is
an easy goal to accomplish may seem to be impossible to another person. However, if
your motivation is achievement, you will find that your goals will grow increasingly
complex as time goes by.
 Socialization –
Some people consider socialization to be their main motivation for actions. This is
especially evident in the situation of peer pressure. Some people are willing to do
anything to be treated as an equal within a group structure. The idea of being accepted
among a group of people is their motivation for doing certain things.
 Incentive motivation –
This motivation involves rewards. People who believe that they will receive rewards
for doing something are motivated to do everything they can to reach a certain goal.
While achievement motivation is focused on the goal itself, incentive motivation is
driven by the fact that the goal will give people benefits. Incentive motivation is used
in companies through bonuses and other types of compensation for additional work.
By offering incentives, companies hope to raise productivity and motivate their
employees to work harder.
 Fear motivation –
When incentives do not work, people often turn to fear and punishment as the next tools.
Fear motivation involves pointing out various consequences if someone does not follow
a set of prescribed behavior. This is often seen in companies as working hand-in-hand
with incentive motivation. Workers are often faced with a reward and punishment
system, wherein they are given incentives if they accomplish a certain goal, but they are
given punishments when they disobey certain policies.
 Change motivation-

Sometimes people do things just to bring about changes within their immediate
environment. Change motivation is often the cause of true progress. People just become
tired of how things are and thus, think of ways to improve it.
 Natural Motivations-
Motivation is the most common type of motivation and happens the most often. It is the
motivation people get when naturally motivated.
 Fear motivations-
Fear Motivation happens often within the workforce when under pressure to complete a
task.
 Booster motivations-
Booster Motivations is normally self-driven to overcome a task you have set yourself.
Methods of Motivation
There are as many different methods of motivating employees today as there are
companies operating in the global business environment. Still, some strategies are
prevalent across all organizations striving to improve employee motivation. The best
employee motivation efforts will focus on what the employees deem to be important. It
may be that employees within the same department of the same organization will have
different motivators. Many organizations today find that flexibility in job design and
reward systems has resulted in employees' increased longevity with the company,
improved productivity, and better morale.

 Empowerment –
Giving employees more responsibility and decision- making authority increases their
realm of control over the tasks for which they are held responsible and better equips
them to carry out those tasks. As a result, feelings of frustration arising from being held
accountable for something one does not have the resources to carry out are diminished.
Energy is diverted from self-preservation to improved task accomplishment.
 Creativity and Innovation –
At many companies, employees with creative ideas do not express them to management
for fear that their input will be ignored or ridiculed. Company approval and toeing the
company line have become so ingrained in some working environments that both the
employee and the organization suffer. When the power to create in the organization is
pushed down from the top to line personnel, employees who know a job, product, or
service best are given the opportunity to use their ideas to improve it. The power to
create motivates employees and benefits the organization in having a more flexible
work force, using more wisely the experience of its employees, and increasing the
exchange of ideas and information among employees and departments. These
improvements also create an openness to change that can give a company the ability to
respond quickly to market changes and sustain a first mover advantage in the
marketplace.
 Learning –
If employees are given the tools and the opportunities to accomplish more, most will
take on the challenge. Companies can motivate employees to achieve more by
committing to perpetual enhancement of employee skills. Accreditation and licensing
programs for employees are an increasingly popular and effective way to bring about
growth in employee knowledge and motivation. Often, these programs improve
employees' attitudes toward the client and the company, while bolstering self-
confidence. Supporting this assertion, an analysis of factors which influence
motivation-to-learn found that it is directly related to the extent to which training
participants believe that such participation will affect their job or career utility. In other
words, if the body of knowledge gained can be applied to the work to be accomplished,

then the acquisition of that knowledge will be a worthwhile event for the employee and
employer.
 Quality of Life –
The number of hours worked each week by American workers is on the rise, and many
families have two adults working those increased hours. Under these circumstances,
many workers are left wondering how to meet the demands of their lives beyond the
workplace. Often, this concern occurs while at work and may reduce an employee's
productivity and morale.
Companies that have instituted flexible employee arrangements

have gained motivated employees whose productivity has increased. Programs
incorporating flextime, condensed workweeks, or job sharing, for example, have been
successful in focusing overwhelmed employees toward the work to be done and away
from the demands of their private lives. All motivation ultimately comes from within a
person. Monetary Incentive - For all the championing of alternative motivators,
money still occupies a major place in the mix of motivators. The sharing of a company's
profits gives incentive to employees to produce a quality product, perform a quality
service, or improve the quality of a process within the company. What benefits the
company directly benefits the employee. Monetary and other rewards are being given
to employees for generating cost-savings or process-improving ideas, to boost
productivity and reduce absenteeism. Money is effective when it is directly tied to an
employee's ideas or accomplishments. Nevertheless, if not coupled with other,
nonmonetary motivators, its motivating effects are short- lived. Further, monetary
incentives can prove counterproductive if not made available to all members of the
organization.

 Other Incentives –
Study after study has found that the most effective motivators of workers are
nonmonetary. Monetary systems are insufficient motivators, in part because
expectations often exceed results and because disparity between salaried individuals
may divide rather than unite employees. Proven nonmonetary positive motivators foster
team spirit and include recognition, responsibility, and advancement. Managers, who
recognize the "small wins" of employees, promote participatory environments, and treat
employees with fairness and respect will find their employees to be more highly
motivated. One company's managers brainstormed to come up with 30 powerful
rewards that cost little or nothing to implement. The most effective rewards, such as
letters of commendation and time off from work, enhanced personal fulfillment and
self-respect. Over the longer term, sincere praise and personal gestures are far more
effective and more economical than awards of money alone. In the end, a program that
combines monetary reward systems and satisfies intrinsic, self- actualizing needs may
be the most potent employee motivator.
Factors for Lack of Motivation in the Workplace
A drop in staff motivation can become contagious if the cause is not identified and
addressed. Management needs to be conscious of employee motivation, and that means
being able to identify the factors that cause a lack of motivation in the workplace.
Become familiar with the factors that can degrade staff motivation and design plans to
combat these productivity killers.
Rumors
The important thing to remember about rumors is that they are not always wrong. Some
rumors have basis in fact, but that does not make them good for employee morale. An
employee that hears a rumor that she may be laid off experiences an instant drop in
motivation. To deal with the problem of rumors in the workplace, it is important for
management to share important information with the staff in a timely manner. This
helps employees to feel confident that management will address rumors and encourages
staff members to wait on information from the company before acting on a rumor.

Inadequate Job Skills
Employees are motivated to succeed at jobs for which they feel prepared and properly
trained. Before moving an employee into a position of greater responsibility or before
allowing any changes to an employee's job duties, be certain that employee has had the
training needed to get started. Putting an employee in a position where she feels she has
inadequate job skills will erode the employee's confidence and stifle any motivation to
succeed.
Goal Flaws
Employees are not motivated by the notion that their hard work will make company
owners and executives rich, the more internalized a company's goals sound, the less
motivated employees are to fulfill those goals. The company needs to focus on the
customer and give employees a chance to feel as though it has done something
substantial to help the customer. For example, develop a referral program that
encourages customers that have recently purchased products to recommend other
people that your sales professionals can call on. The company and sales staff benefit
from the increase in business, but the sales staff also gets to see the appreciation of past
clients in the form of potential new business.
Overwork
Employees that are overworked are likely to lose motivation regardless of how much
overtime pay they are receiving. If you know a period is coming where extra hours will
need to be worked, develop a schedule in advance and give your employees ample
warning so they can prepare in their personal life. Make sure the staff schedule still
allows employees to spend time with their families and get away from the stress of
working too much.

Techniques of Employee Motivation
Here are some motivations techniques that will help to get staff re-energised and
engaged at work. To begin with, make sure you have the right conditions in place so
that your work culture supports motivation.
Make sure you offer:
 Fair pay and conditions

 A comfortable, safe, working environment
 Opportunities for employees to socialize and make friends
 clearly defined work responsibilities and goals
 Education and training opportunities
 Career opportunities
As a manager, you play a key role in building on a solid foundation and motivating
employees. Remember that 70% of people leave their boss, not the company.
So what can you do to make sure that employees are switched on at work?
Here are some practical motivation techniques that you can use to improve motivation
in your workplace:
1. Treat Employees as Individuals

Do you make assumptions about what motivates your employees? Some are likely to
be career focused, but others may see their work as a place to make friends and earn
money. Find out what motivates employees outside of work. Some enjoy a challenge
such as a sporting activity; others may like to be on committees so they can use their
organizational skills. Use their innate talents in the workplace where possible to keep
them motivated. Set goals which stretch their abilities. Make goals SMART - specific,
measurable, achievable, relevant and time framed.

2. Treat Employees with Respect
Get to know your employees on a personal level, and offer support when needed, even
if it is only to listen to their concerns. Ask your employees for their opinions where
possible, for example if you are changing systems or introducing new equipment. Being
involved in decision making is one of the best motivation techniques. Catch your
employees doing something well and praise them - and if you do this in front of others,
it makes the employee feel even better. Giving employees recognition for their efforts
will motivate them to repeat the process.
3. Provide Opportunities for Employee Learning and Dev4. lament
Encourage a learning climate, through structured on-the-job training programs, job

transfers, inter-disciplinary projects and support for further education. Aim to have your
employees constantly learning new skills and gaining new knowledge. This will reduce
the level of stagnation that can easily occur in a business. Promote from within where
feasible - and invest the time and support in developing employees so they can take on
new opportunities. Some managers worry that by offering a high level of training to
employees, they may leave the business for better opportunities elsewhere.
Remember this allows other employees to rise up and take their place!
Also the word will spread that you are a good employer - which may encourage a higher
caliber of external job applicants.
4. Make the Workplace a Fun Place
Having fun is one of the best motivation techniques. And small things can make all the
difference.
 bringing sweets to team meetings

 sharing non-business news through e.g. newsletters
 arranging activities such as lunchtime yoga sessions
 surprising employees with a birthday cake
 asking the employees for their opinion on what would make the workplace a fun
place!

Morale Boosters
Measuring Morale
There's only one way to know how good morale really is in your company: ask the
people who work there.
Street Smarts: The Tournament
Morale took a real beating this fall. But there's nothing that lifts the spirits like some
friendly competition.
Revving Up the "P" Word (Productivity) Though productivity is often defined in

numbers, it relies very heavily upon people and their attitudes.
Leading in Hard Times

CHAPER 4
DATA ANALYSIS
Analysis and interpretation
1) Gender
Gender Frequency Percentage (%)

Male 14 28%
Female 36 72%
Gender
26%
74%
male female
Interpretation:
Above graph shows that 72% employees are female and only 28% are male.
This shows that the majority of the employees in Swarna latex industries are female.

2) Data related to age wise distribution of the employees.
Age Frequency Percentage

20 -30 years 24 48%
30_40 years 17 34%
40-50 years 9 18%
Above 50 years - -
Age
0%
18%
48%
34%
20-30 years 30-40 years 40-50 years 50 and more
Above table shows that 48% respondent belongs to age group of 20-30 year, 34% belongs to
age group 30-40 year, 18% belongs to 40-50 years.
This shows that majority of the workers are belongs to age of 20-30 years.

3) Data related to the education qualification of the employees.
Education Frequency Percentage

Below SSLC 19 38%
SSLC 08 16%
PUC 18 36%
Degree 05 10%
Education
40% 38%
36%
35%
30%
25%
20%
16%
15%
10%
10%
5%
0%
below sslc sslc puc degree
Above graph shows that 38% of employee’s education qualification is below sslc, 36% of
employee’s education qualification is puc and 16% of employee’s education qualification sslc.
10% of employee’s education qualification degree.
This states that maximum number of employees in Swarna latex industry are educated.

4) Data related to the work of span of the employees.
Experience Frequency Percentage (%)
0-1 years 03 6%
1-5 years 30 60%
5-10 years 16 32%
10-15 years 01 2%
15 and above - -
work of span
70%
60%
50%
40%
30% 60%
20%
32%
10%
6%
0% 2%
o-1 year 1-5 year 5-10 year 10-15 year 15 and above
o-1 year 1-5 year 5-10 year 10-15 year 15 and above
Interpretation
Above graph shows that 60% of employees work of span is 1-5 years, 32% of employees
work of span is 5-10 years, 6% of employees are freshers and only 2% of employees work of
span is 10-15 years.
This states majority of employees work of span is between 1-5 years.

5) Data related to the type of activity motivates the employee
Attributes Frequency Percentage

Bonus 43 86%
Incentives 05 10%
Promotions 02 4%
Appreciation letters - -
promotional activity
10% 4%
incentives
promotion
appriciation letters
bonus
86%
Interpretation:
Above graph shows that 86% of employees are motivated by bonus, 10% of employees are
motivated by incentives and other 4% of employees are motivated by promotions.
This clearly states that the majority of employees motivates by bonus provided in Swarna
latex industries.

6) Data related to employee promotion in last six month
Attributes Number of employees Percentage
No 49 98%
Yes 01 2%
promotion in last six month
98%
2%
YES NO
Interpretation
Above table shows that 98% employees are not promoted in last 6 month and other 2% of
employees are promoted in last 6 month.
This clearly shows that very low % of employees promoted in last 6 month.

7) Data related to Satisfaction level of incentives
Employee response Frequency Percentage

Highly satisfied 20 40%
Satisfied 29 58%
Dis satisfied 01 2%
Highly dis satisfied - -
Satisfaction with the incentives
satisfied , 58%
Highly satisfied ,
40%
Highly dis satisfied,

Dis satisfied , 2% 0
Highly satisfied satisfied Dis satisfied Highly dis satisfied
Interpretation
The above graph shows that 58% of employees are satisfied by the incentives and 40% of
employees highly satisfied by the incentives and other 2% of employees are dis satisfied by the
incentives.
This clearly states that maximum number of employees are satisfied with the incentives
provided in the in Swarna latex industry.

8) Data related to Factors which motivates the employees
Attributes No of employees Percentage

Salary hike 23 46%
leaves 18 36%
Bonus 08 16%
Promotion 01 2%
factor which motivate employee

50%
45%
40%
35%
30%
25%
46%
20%
36%
15%
10%
16%
5%
0% 2%
salary hike leves promotion bonus
salary hike leves promotion bonus
Interpretation
Above graph shows that 46% of employees are motivated by salary hike 36% of employees
are motivated by leaves 16% of employees motivated by bonus and another 2% of employees
are motivated by promotions.
This states that the maximum number of employees are motivated salary provided in the
organization.

9) Data related to employee Involvement in decision making
Employee response Frequency Percentage

Yes 20 40%
No 30 60%
IVOLVEMENT IN DECISION MAKING

yes no
40%
60%
Interpretation
The graph shows that 40% of employees are involved in decision another 60% of employees
are not involved in decisions.
This states that majority of decisions are taken by the top-level management of the
organization.

10) Views and opinion considered when decision is made

Always 02 4%
Rarely 23 46%
Never 25 50%
`
views and opinion of the employee
4%
50%
46%
always rarely never
Interpretation
Above graph shows that 50% of employees said that their views and opinions are always taken
by the management but 46% of employees says that the views and opinion are rarely taken by
the organization.
This states that majority of employee’s views and opinion are taken in decision making
process.

11) Data related to Satisfaction level of canteen facilities

Yes 48 96%
No 02 4%-
CANTEEN FACILITIES
4%
96%,
Interpretation:
Above chart shows that 96% of employees are satisfied with canteen facilities provided by the
company only 2% of employees are not satisfied with canteen facilities provided by the Swarna
latex industry.
This states that the majority of employees satisfied by the canteen facilities provided by the
company.

12) Data related to satisfaction of retirement and stock program
Yes 22 44%
No 28 56%
retirement and stock program
60% 56%
50%
44%
40%
30%
20%
10%
0%
yes no
yes no
Interpretation
Above graph shows that 44% of employees are satisfied with retirement and stock program
and 56% of employees are not satisfied with the stock program of the company.
This shows that the maximum number of employees are not satisfied.

13) Data related to work environment of the company

Excellent 2 4%
Very good 26 52%
Good 20 40%
Average 2 4%
work environment
52%
60%
40%
40%
20%
4% 4%
0%
excellent very good good average
Interpretation
above graph shows that only 52% of employees are says that environment of the company is
very good. 40% of employees are says that good, and 4%of employees are says that it’s
excellent and only 4% of employees are says that average.
This states that working environment of Swarna latex industries is very good.

14) Data related to Transport facility of the company
Attributes Frequency Percentage
Yes 48 96%
no 2 4%
transport facilities
4%
96%
yes no
Interpretation
Above graph shows that 96% of employees are satisfied with the transportation facilities
provided by the company. Only 4% of employees are not satisfied with the company
transportation facilities.
This states that majority of employees are satisfied with the transport facilities of the
organization.

15) Data related to the satisfaction of working hours
Attributes Number of Percentage

Employees
Yes 40 80%
No 10 20%
WORKING HOURS
20%
80%
Yes No
Interpretation:
Above graph shows that out of 50 employees 40 employees are satisfied with
the working hours and shifts only 10 employees are not comfortable with the working
hours.
This states that majority of employees are satisfied with the working hours and shifts
of the Swarna latex industry`

16) Data related to satisfaction level with the salary package

Highly satisfied 10 20%
Satisfied 31 62%
Dis satisfied 09 18%
Highly dis satisfied 0 -
70% SALARY PACKAGE

62%
60%
50%
40%
30%
20%
20% 18%
10%
0
0%
higly satisfied satisfied dis satisfied higly dis satisfied
Interpretation
Above graph shows that 62% of employees are satisfied by the salary package, 20%of
employees are highly satisfied by the salary package and 18% employees are not satisfied by
the salary package.
This states that maximum number of employees are satisfied by the overall salary package
provided by Swarna latex industry.

17) Rating of Swarna latex industry
* -
** -
*** 10 20%
**** 29 58%
***** 11 22%
ratings
70%
60% 58%
50%
40%
30%
22%
20%
20%
10%
0% 0%
0%
* ** *** **** *****
Interpretation
Above chart shows that 58% of employees are given 4* to the organization and 22% of
employees are given 5* to the organization and 20%of employees are given 3* to the
organization.
This clearly states that majority of employees are giving 4 * to the Swarna latex industry.

CHAPTER 5
FINDINGS AND SUGGESTIONS:
FINDINGS:
 “Swarna latex Industry” is a Proprietorship firm .
 I have found that female employees (72% ) are more in the “Swarna latex industry”.
 The 62% employees are Happy with the offered salary and working timings
 Most of the employees(52%) are happy with the working condition and environment
provided by the organization.
 Good relationship with the top-level management.
 Company has flexible timing to their employees.
 The employees are agreed with the working condition.
 In Swarna latex industry 50% employees are satisfied with their participation in
decision making.
 I find that (96%) employees are satisfied with the canteen facilities provided by the
Industry .
 86% Employees are satisfied with the bonus and incentives.
 Employees(56%) are happy with their retirement and stock program.
 I have found that employees are motivated by bonus (58%) and salary hike.
 There is no promotion in last 6 month.

SUGGESTIONS
 Company should provide training program to employees.

 Company should adopt new performance appraisal system to motivate employees.
 Company should increase retention rate of employees by encouraging them to continue
their career in Swarna latex.
 Company should give more importance to challenging work profile and clear career
path.
 It is better to have own vehicle, so that high transportation cost can be avoided. It will
be helpful in bringing raw material to the factory premises.
 The company should continue to maintain machinery by providing proper training to
the employees.
 A small amount of investment in advertisement may increase the sale of long run.
 As the unit exists under modern complex word. The firm has to show more
consideration towards labour welfare measures and company should provide more
facility to the workers.
 The organization can expand their business by diversifying its productions.
 There is no restroom facility for workers in the organization so the company should
make a facility of rest room.

CONCLUSION
The study concludes that the motivation program conducted in Swarna latex is effective. The
study on employee motivation highlighted so many factors which will help to motivate the
employees. The study was conducted among 50 employees and collected from the structured
questionnaire.
The study helped me to study motivational strategies in practical way. This project titled
“Employee motivation” at SWRANA LATEX has been a knowledge gaining experience for
me by interacting with the workers of various departments. Biggest motivational factor we find
in the study is employee attitude towards monetary and non-monetary rewards which were
found to be positive and also job security given by SWARNA LATEX. Employees also have
high morale.
Motivated employees can lead to increased productivity and allow an organization to

archive higher level of output. Imagine having an employee who is not motivated at work.
Hence, we ca say that employee motivation is a critical aspect at the workplace which leads
to the performance of the department and even the company. Motivating employees needs to
be a regular routine to archive the company’s goal.

BIBLIOGRAPHY:
● Company Old Records
● Www.google.com
● Www.wikipedia.com
● Company magazines
● https://www.slideshare.net/JohnAp3/employee-motivation-for-mba-froject
● https://www.inc.com/encyclopedia/employee-motivation.html
● https://www.thebalancecareers.com/what-is-employee-motivation-1918108

ANNEXURE:
QUESTINNAIRE:
Sir/Madam,
I VINUTA G NAIK am student of GFGC College Honnavar pursuing my B.B.A I am under

project on “A STUDY ON EMPLOYEE MOTIVATION IN SWARNA LATEX INDUSTRY”
for which I need information through questionnaire.
Your co-operation is highly solicited to provide the relevant information. I assure that the
information will be kept confidential. This is purely for academic purpose and it has no
commercial interest.
NAME:
EDUCATION: SSLC ( ) PUC ( ) Degree ( ) PG ( ) Others ( )
DESIGNATION:
MARITIAL STATUS: Married ( ) Unmarried ( )
YOUR MONTHLY INCOME: a) 0-10000 ( ) c) 10000-15000 ( )
b) 15000-20000 ( ) d) Above 20000 ( )
CONTACT NO:
EMAIL ID:
1. Gender?
a) Male ( ) b) Female ( )
2. Age?
a) 20-30 year ( ) b) 30_40 year ( )
c) 40-50 year ( ) d)Above 50 year ( )
3. Since how many years do you have been working in this organization ?
a) 0-1 years ( ) b) 1-5 years ( )
c)5-10 years ( ) d) 10-15 years ( )
e) More than 15 years ( )
4. Which type of promotional activities motivates to you in the organization?

a) Incentives ( ) b) Promotions ( )

c)Appreciation letters ( ) d) Bonus ( )
5. Any promotion in last six month?

a) Yes ( ) b) No ( )
6. How far you are satisfied with the incentives provided by the organization?
a) Highly satisfied ( ) b) Satisfied ( )
c) Dis satisfied ( ) d) Highly dis satisfied ( )
7. Rate the statement “Top management is interested in motivating the employee?

a) Strongly agree ( ) b) Agree( )
b) Dis agree ( ) d) Strongly disagree ( )
8. Which of the following factor motivates you the most?

a) Salary hike() b) Promotion ( )
c) Leaves () d) Motivation talks ( )
e) Bonus ()
9. Do you think that incentives and other benefits will influence your performance?
a) Yes () b) No ( )
10. Does the top-level management involve you in decision making which are connected to
your Department?
a) Yes ( ) b) No( )
11. Do you feel your views and opinion are considered when decision is made?
a) Always () b) Rarely ( )
c) Never ()
12. Do you feel comfortable speaking your mind at this company?

a) Yes ( ) b) No( )
13. Are you satisfied with the canteen facilities of the company?
a) Yes ( ) b) No( )

14. The company retirement benefits and stock programs are important factors on your job?
a) Yes( ) b) No ( )
15. Are you satisfied with your working hours?
Yes ( ) b) No ( )
16. How do you feel the work environment?

a) Excellent ( ) b) Very good( )
c) Good() d) Average ( )
17. Do you have any transportation facility in your company?

a) Yes( ) b) No ( )
18. Rate your satisfaction level with the working culture of the organization?
a) Highly satisfied ( ) b) Satisfied( c)
c)Dis satisfied ( ) d) Highly dis satisfied( )
19. Are you satisfied with the overall salary package?

a) Highly satisfied () b) Satisfied ()
c) Dis satisfied () d)Highly dis satisfied ( )
20. How you rate your organization?

a) * ( ) b) ** ( )
c)*** ( ) d)**** ( )
e) ***** ( )
21. Any suggestions
Signature
Thank you

CHAPTER PARTICULAR
PAGE NO
EXEXUTIVE SUMMAERY
1 Introduction
Introduction about the internship 1
Topic chosen for the study 2
Problem statement 3
Objective of the study 4
Scope of the study 4
methodology adapted 5
Literature adopted 6
Limitation of the study 7
2 Industry and company profile

Industry profile 8-11
Company profile 12
Promoters 13
Vision and mission 13
Product profile 14
Areas of operation 15
Infrastructure facilities 15
Competitors information 16
Future growth and prospectus 17-21
Swot analysis 22
3 Theoretical background of the study 23-39
4 Data analysis and interpretation 40-56
5 Summary of findings, conclusion and suggestion

Summary of findings 57
Conclusion 58
Suggestion 59
6 Bibliography 60
7 Annexure 61-63

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STUDY ON EMPLOYEE MOTIVATION SWARNA LATEX INDUSTRIES

GFGC HONNAVAR Page | 1

TOPIC CHOOSEN FOR THE STUDY

GFGC HONNAVAR Page | 2

“Problem Statement is a Statement in which focusing on some variable. It provides opportunity

GFGC HONNAVAR Page | 3

OBJECTIVE OF THE STUDY

SCOPE OF THE STUDY

 The Study is intended to evaluate Motivation of Employees in the Organization.

GFGC HONNAVAR Page | 4

DATA COLLECTION METHODS:

There are total 83 Employees Working in the Organization.

SAMPLE AREA: The Research was Conducted in SWARNA LATEX INDUSTRIES

GFGC HONNAVAR Page | 5

Employee Motivation is Central to many Aspects of Industrial and organizational

GFGC HONNAVAR Page | 6

. LIMITATION OF THE SUDY

GFGC HONNAVAR Page | 7

ORIGIN OF THE INDUSTRY

ORIGIN AND GROWTH OF LATEX

HISTORY OF INDIAN LATEX INDUSTRY

GFGC HONNAVAR Page | 8

SCOPE OF THE MARKET IN INDIA

GFGC HONNAVAR Page | 9

GFGC HONNAVAR Page | 10

BACKGROUND OF SWARNA LATEX

GFGC HONNAVAR Page | 11

Name of the firm : Swarna latex industries

Name of the proprietor : Manjunath bhat

Year of established : Jan 2000

Address : Suvarngadde, .Holegadde , Kumta

Plant head : Mr. Raju naik

Size of unit : Small scale industry

Type of firm : Proprietorship

Products : Hand Gloves , finger caps

Working hour : 8 hour

Current turnover : 10 crore

Starting turnover when they start : 6000000

Total employees : 83. Male ( 23) female (60)

GFGC HONNAVAR Page | 12

VISION, MISSION AND QUALITY POLICY

To be market leader by providing customer delight through world-class quality, services

Quality assurance as a quality conscious company, SWARANA LATEX always

GFGC HONNAVAR Page | 13

• General purpose safety gloves

Types of gloves Price

Finger caps (per pack) 86

GFGC HONNAVAR Page | 14

 Land and building

 Availability of man power

GFGC HONNAVAR Page | 15

 SURL - Sri Lanka

GFGC HONNAVAR Page | 16

DRYING AND BEEDING

MANUFACTURING PROCESS CONSIST FOLLOWING STEPS

GFGC HONNAVAR Page | 17

GFGC HONNAVAR Page | 18

GFGC HONNAVAR Page | 19

GFGC HONNAVAR Page | 20

PRODUCTION MAINTANANCE PACKING ACCOUNTING MARKETING

SUPERVISORS SUPERVISORS SUPERVISORS

GFGC HONNAVAR Page | 21

 It is only one industry in North Canara district producing gloves.