TABLE OF CONTENTS

CHAPTER

PARTICULARS

PAGE NO.

1.

INTRODUCTION COMPANY

7-21

2.

INTRODUCTION TO TOPIC

22-34

OBJECTIVE OF THE STUDY

OF

THE

3.

35-36

RESEARCH METHODOLOGY

4.

37-39

DATA ANALYSIS & INTERPRRETATION

40-48

5.

FINDINGS AND SUGGESTIONS

6.

49-52

LIMITATIONS AND CONCLUSION

7.
53

BIBLOGRAPHY

54-57

QUESTIONNAIRE

INTRODUCTION TO NEL

Indian economy is an agriculturist economy. Agriculture production plays a very important

role in the prosperity of the country. As the limited and the production in increasing at a
tremendous rate, it is very necessary to increase production and only way to increase to
production is to do intensive cultivation with the use of chemical fertilizers.

The development of the fertilizer industry is of great importance to our National economy
as; the primary occupation of 70% of the countrymen is agriculture. And for a good yield
fertilizer play, an important role. The increase in the fertilizer industry shall lead to
development of agriculture which will further lead to rise in per capital income of the people
due to increased yield and high quality. The efficiency of this industry would help the
country to earn more of foreign exchange by exporting more and high quality of grains and
other agricultural products.

Fertilizer industry on our country has expanded significance to fulfill nation's hopes and
aspirations for self-efficiency in food grains.The fertilizer industry has played a key role in
rushing an era of plenty of food grain by translating into realty "Green Revolution" in the
country from an utterly unsatisfactory situation prevailing on the food grain font Indian
continues to be the third largest producer and consumer in the world.
HISTORY OF THE COMPANY

Company was incorporated on 23rd August 1974 for setting up two Fuel Oil /

LSHS based Urea plants at Panipat & Bathinda with annual capacity of 5.11 LMT

each which commenced production in the year 1979. Nangal plant of Fertilizer

Corporation of India was also merged with NFL in 1978 (with present annual

installed capacity of 4.785 LMT of Urea) after re-organization of FCI group of

plants. Subsequently first inland gas based plant on HBJ gas pipe line was set

up by the company at Vijaipur in district Guna (Madhya Pradesh) with reassessed

annual capacity of 8.65 LMT which commenced commercial production in July

1988 and thereafter the capacity of this plant was doubled by commissioning of

its expansion plant in the year 1997. In line with the directives of Gol, the

company revamped its three Fuel Oil plants at Panipat, Bathinda & Nangal for
changeover of its feedstock from Fuel Oil to eco-friendly fuel i.e. natural gas with

a total investment of Rs. 4066 core during the year 2013 which not only reduced

the energy consumption / carbon footprints but also helped in reducing the

subsidy burden on Gol. The company also revamped its both the plants at

Vijaipur in the year 2012 for capacity augmentation and energy saving which has

enabled the company to produce Urea beyond re-assessed capacity of the plants

to improve the profitability of the company. The present annual installed capacity of the
company is 35.68 LMT of Urea.

NFL is the 2nd largest producer of Urea in the country with a total share of 15.5% and
largest Urea producer amongst public sector Urea producing companies.

NFL has an authorized capital of Rs 1000 crore and a paid up capital of Rs. 490.58 crore
out of which Government of India holds 89.71% shares and

10.29% shares are held by financial institutions & others.

NFL is engaged in producing and marketing of Neem Coated Urea, BioFertilizers (solid &
liquid) and other allied Industrial products like Ammonia, Nitric Acid, Ammonium Nitrate,
Sodium Nitrite and Sodium Nitrate. NFL, during 2015-16 has also commenced
multiplication program for production of quality seeds for wheat, soybean, paddy etc. for
sale in NFL's own brand.

The Company also has a Bio-Fertilizer plant at Vijaipur with an annual capacity of 100
tones of solid (lignite based) and 125 KL of liquid Bio-Fertilizers where three strains of Bio-
Fertilizers (Solid & liquid) viz. PSB, Rhizobium and Azotobacter are produced. These Bio-
Fertilizers are sold in various states of the country.

Registered office:-

Scope Complex, Core-111, 7-Institutional Area, Lodhi Road, New Delhi-110003

Corporate office

A-11, Sector -24, District Gautam Budh Nagar,

Noida (U.P) 201301

PRODUCTION PERFORMANCE

NATONAL FERTILIZERS LIMITED (NFL) has recorded its best ever operational by
producing 38.10 lakh urea with an overall capacity utilization of 118% during 2016-17. The
previous best production of 37.99 lakh achieved during 2015-16. The company has also
made record production and sale of industrial product including nitric acids & ammonium
nitrate wroth around Rs.169 core.

In addition to urea, NFL also important and sold DAPS & Bentonitesulphur to farmers
during 2016-17 with the objective of providing all agriculture input to farmers under a roof.
With a record urea sales of over 37.50 lakh joined by 2, 14, 000of DAP.

PRODUCT

Agronomical trial on Paddy and Wheat crops with Neem coated Urea as source of
Nitrogen has produced significantly higher yield at research and farm level. Looking into
the potential of Neem Coated Urea and its acceptance by the farmers, Ministry of
Agriculture in July 2004, included the Neem Coated Urea in FCO. The use of Neem
Coated Urea has been found to improve the uptake of N, P and K significantly. Since 2008
the, Ministry of Chemicals and Fertilizers allowed Neem Coated Urea manufacturer to sell
NCU at 5% above the MRP, to recover the cost of coating, however cost of Neem kernel
Oil and production as such of Neem Coated Urea has increased significantly. As per
recent notification dated 25.05.2015 all the urea producers in country shall now be
producing 100% urea as NCC in order to improve crop productivity and reduce the
subsidy. Balanced use Nitrogen, Phosphorous, Potassium along with the requirements of
secondary and micronutrient increase the yield at economic level. Of the three major
Nutrients Nitrogen, Phosphorous and Potash, nitrogen has received the maximum
attention because of many reasons. Nitrogen gets easily converted to available forms from
various types of fertilizers that are being applied for crop nutrition. Also nitrogen in Nitrate
form is highly mobile and get lost through the process of leaching especially under
irrigated conditions. Nitrogen is also lost in the process of de-nitrification where the nitrate
form is back converted into Nitrogen and Ammonia and lost to atmosphere.

There are many references available on Nitrogen that indicates that the recovery of
nitrogen under irrigated and submerged condition is hardly 35% due to various kind of
loses it is subjected to such as de-nitrification, ammonia volatilization and leaching. In the
world 50% of nitrogen is supplied through Urea and the scenarios in India are no different.
In order to keep the nitrogen losses at minimum level, agricultural scientist have come out
with various agronomical recommendations,to reduce these loses. The prevalent
recommendations are split application, band placement, and deep placement using the
see drill. All these practices make available the right quantities of requirement at the place
of absorption. Application of bigger granules of urea retards the dissolution.In addition to
agronomical practices, various kind of nitrification inhibitors such as Nitrapyrin (N-Serve)
and Terrazole (Dwett) were developed in USA. These Nitrification agents are very
expensive and add to the already high cost of crop production in India.

NEEM COATED UREA

Production of Neem Coated Urea at NFL

National Fertilizers Limited, in the year 2002, standardized the techniques for production of
Neem Coated Urea in situ, at its Panipat Unit. Since then many changes have been made
in the process and applicant solution, to have a uniform and consistent coating of Neem oil
on urea prills, to maintain the concentration of Neem oil content as per the specification
prescribed in FCO. Based upon the results

KISAM

of extensive field trial where Neem Coated urea was found to be agronomical superior to
normal prilled urea, NFL became the first company in India that was granted the
permission to produce and market the Neem Coated Urea, vide Govt of India Notification
No S.0.807 (E) dated 9 July 2004.Today the company has facilities at all its 3 Units namely
Nangal, Bathinda, Panipat and Vijaipur, for production of Neem Coated Urea. Neem
coated urea produced at these production facilities is marketed in all the 14 States where
the company is marketing its Urea.

BIO-FERTILIZER

Bio-fertilizers are used to supplement chemical fertilizers as also to maintain soil fertility;
besides the following:-

1. Bio-Fertilizers are supplement to Chemical Fertilizers.

05.02.2011

15

2. Bio-Fertilizers are cheap and can reduce the cost of cultivation,

3. Fix Biological Nitrogen in the soil, which is readily available to the plant.

4. Increase crop yield by 4-5% on an average.

5. Improve soil properties and sustain soil fertility.

6. Provides plant nutrient at low cost and useful for the consecutive crops.

BENTONITE SULPHUR

Bentonite Sulphur is straight Sulphatic fertilizer containing Sulphur and Bentonite clay. The
Sulphur present is 90% in these fertilizers and is the highest among other category of
Sulphated fertilizers. This makes Bentonite Sulphur more effective in terms of supplying
Sulphur to Crops.

In fertilizers, besides N, P, K nutrients, Sulphur is the 4th major plant nutrient. Sulphur is an
essential component in the synthesis of amino acids required

to manufacture Proteins. Sulphur is also required for production of chlorophyll and

utilization of phosphorus and other essential nutrients.
Advantages of using Bentonite Sulphur (BS) for different crops

Increases soil acidity or lower soil pH for alkaline soils

Increases nitrogen utilization, phosphate and micronutrient uptake

→Resist leaching until converted to sulphate form

- Growth rate of roots improves ensuring that, the plant extracts maximum amount of
nutrients from the soil

- Increases Oil content of groundnuts and other oil seeds, improves quality and quantity of
pulses.

Production of Bentonite Sulphur at NFL

In Dec 2017, 25000 MTPA Bentonite Sulphur Plant was commissioned at NFL Panipat
Unit. The manufactured product meets the FCO specifications as follows:

Vision

To be a leading Indian company in fertilizers and beyond, with commitment to all

stakeholders.

Mission

A dynamic organization committed to serve the farming community and other customers to
their satisfaction through timely supply of fertilizers and other products & services;
continually striving to achieve the highest standards in quality, safety, ethics,
professionalism, energy, conservation with a concern for ecology and maximizing returns
to stakeholders".

Shri Manoj Mishra

Chairman & Managing Director

1 National Fertilizers Ltd. Corporate Office, Noida-201301 (U.P) Phone: 0120-2412383

Fax: 0120-2412384 E-mail: cmd@nfl.co.in

Shri D S Ahuja

2 National Fertilizers Ltd. Corporate Office, Noida-201301 (U.P) Phone: 0120-2414087

Fax: 0120-2414088 E-mail : dt@nfl.co.in

Director (Technical)
3 Shri Virendra Nath Datt National Fertilizers Ltd. Corporate Office, Noida-201301 (U.P)
Phone: 0120-2412316 Fax : 0120-2412201 E-mail: dm@nfl.co.in

Shri Yash Paul Bhola National Fertilizers Ltd. Corporate Office, Noida-201301 (U.P)
Phone: 0120-2414085 Fax: 0120-2414086 E-mail: df@nfl.co.in 4

Shri Dharam Pal

5 Additional Secretary, Department of Fertilizers, Ministry of Chemicals & Fertilizers, New

Delhi.

Shri Partha Sarthi Sen Sharma Joint Secretary, Department of Fertilizers, Ministry of
Chemicals & Fertilizers, New Delhi. 6

Director (Marketing)

Director(Finance)

Government Nominee Director

Government Nominee Director

HUMAN RESOURCE

The Corner stone of NFL's meritorious track record is its human resource. At NFL, we
firmly believe that our employees are our most valued resources.

NFL has always been a forerunner in the fertilizer sector and this has been made possible
through the company's thrust on human resources development.

NFL offers a host of exciting career/opportunity to dynamic/young/qualified individuals in

Production/Maintenance/Marketing/Finance and Human Relations. NFL has three
induction levels Management Trainees/Technicians & Operator Apprentices & Commercial
Apprentices. Developmental and functional programs based on training needs, as judged
in the area of updation of technical supervisory and managerial skills alongwith specialized
requirements from time to time.

The services which have been developed in the area of Training and Development within
the organization are readily available to other organizations within the laid policies and
procedures of the Company.

Caring Organization

The Company's concern for its employees is reflected through its efforts in the area of
health, safely and welfare of its employees. NFL not only meets the statutory obligations,
but has undertaken numerous voluntary measures beyond the statutory requirements. The
Company has well equipped hospitals, canteens recreation clubs, housing facilities,
schools and safe working environment. The onus of NFL's high production levels lies on
harmonious and cordial industrial

23
relations at all its manufacturing Units. The Company has not lost even a single manday
on this account.

To cater to the needs of training and development, NFL has a well defined and well
designed training plan. Major activities undertaken by HRD are:

Recruitment and Training of Trainees at various levels viz. officers, supervisors and
workers.

Organizing of developmental and functional programs based on training needs, as judged

in the area of updation of technical, supervisory and managerial skills longwith specialized
requirements from time to time.

Imparting of training to people from other organisations within India and abroad.

Formulate policies regarding manpower deployment on hire to other organisations within

India and abroad.

The services which have been developed in the area of Training and Development within
the organisation are readily available to other organisations within the laid policies and
procedures of the Company.

INTRODUCTION TO THE TOPIC

INTRODUCTION

The project work entitled a STUDY ON EMPLOYEE MOTIVATION with special reference
to Hyderabad Industries Ltd; Thrissur is mainly conducted to identify the factors which will
motivate the employees and the organizational functions in Hyderabad Industries Ltd,
Thrissur.

Management's basic job is the effective utilization of human resources for achievements of
organizational objectives. The personnel management is concerned with organizing
human resources in such a way to get maximum output to the enterprise and to develop
the talent of people at work to the fullest satisfaction. Motivation implies that one person, in
organization context a manager, includes another, say an employee, to engage in action
by ensuring that a channel to satisfy those needs and aspirations becomes available to the
person. In addition to this, the strong needs in a direction that is satisfying to the latent
needs in employees and harness them in a manner that would be functional for the
organization.

Employee motivation is one of the major issues faced by every organization. It is the major
task of every manager to motivate his subordinates or to create the 'will to work' among
the subordinates. It should also be remembered that a worker may be immensely capable
of doing some work; nothing can be achieved if he is not willing to work. A manager has to
make appropriate use of motivation to enthuse the employees to follow them. Hence this
studies also focusing on the employee motivation among the employees of Hyderabad
Industries Ltd.
The data needed for the study has been collected from the employees through
questionnaires and through direct interviews. Analysis and interpretation has been done by
using the statistical tools and data are presented through tables and charts.

MEANING OF MOTIVATION

A willingness to expend energy to achieve a goal or reward. It is a force that activates

dormant energies and sets in motion the action of the people. It is the function that kindles
a burning passion for action among the human beings of an organisation.

Motivation implies any emotion or desire which so condition one's will that the individual is
properly led into action.

MEANING OF EMPLOYEE MOTIVATION

Employee motivation is a factor, or factors, that cause's an employee to pursue work tasks
or goals. It's what causes you to act in a certain way. Two theories of motivation and
intrinsic motivation. Extrinsic motivation involves the use of external factors to influence
employee behaviour, such as rewards and punishments.

Employee motivation is the level of effort, commitment and energy that a company's
workers bring to their jobs. Motivation is the key to achieving extraordinary results. The
trick for employers is to figure out how to inspire employee motivation at work.

DEFINATION OF EMPLOYEE MOTIATION

According to G. Jones: -

"Motivation is a process that starts with a physiological or psychological deficiency or need

that activates behaviour or a drive that aimed at a goal or an incentive."

According to Edwin B Filippo: -

"Motivation is the process of attempting to influence others to do their work through the
possibility of gain or reward".

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, Improving overall efficiency. Reducing cost of operations,

Leads to achievement of organizational goals

The goals of an enterprise can be achieved only when the following factors take place: -
.

There is best possible utilization of resources,

There is a co-operative work environment,

The employees are goal-directed and they act in a purposive manner,

Goals can be achieved if co-ordination and co-operation takes place simultaneously which
can be

effectively done through motivation. 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, Disincentives for inefficient employees.

In order to build a cordial, friendly atmosphere in a concern, the above steps should be
taken by a manager. This would help in:

Effective co-operation which brings stability,

Industrial dispute and unrest in employees will reduce,

The employees will be adaptable to the changes and there will be no resistance to the
change,

This will help in providing a smooth and sound concern in which individual interests will

coincide with the organizational interests,

This will result in profit maximization through increased productivity. Leads to stability of
work force

Stability of workforce is very important from the point of view of reputation and goodwill of
a concern. The employees can remain loyal to the enterprise only when they have a
feeling of participation in the management. The skills and efficiency of employees will
always be of advantage to employees as well as employees. This will lead to a good public
image in the market which will attract competent and qualified people into a concern. As it
is said, "Old is gold" which suffices with the role of motivation here, the older the people,
more the experience and their adjustment into a concern which can be of benefit to the
enterprise.

Significance of Motivation

Motivation involves getting the members of the group to pull weight effectively, to give their
loyalty to the group, to carry out properly the purpose of the organization. The following
results may be expected if the employees are properly motivated.

1. The workforce will be better satisfied if the management provides them with
opportunities to fulfil their physiological and psychological needs. The workers will
cooperate voluntarily with the management and will contribute their maximum towards the
goals of the enterprise.

2. Workers will tend to be as efficient as possible by improving upon their skills and
knowledge so that they are able to contribute to the progress of the organization. This will
also result in increased productivity.

3. The rates of labour's turnover and absenteeism among the workers will be low.

4. There will be good human relations in the organization as friction among the workers
themselves

and between the workers and the management will decrease.

5. The number of complaints and grievances will come down. Accident will also be low.

6. There will be increase in the quantity and quality of products. Wastage and scrap will be
less. Better quality of products will also increase the public image of the business.

Types of Motivation

Intrinsic motivation occurs when people are internally motivated to do something because
it either brings them pleasure, they think it is important, or they feel that what they are
learning is morally significant.

Extrinsic motivation comes into play when a student is compelled to do something or act a
certain way because of factors external to him or her (like money or good grades)

Incentives

An incentive is something which stimulates a person towards some goal. It activates

human needs and creates the desire to work. Thus, an incentive is a means of motivation.
In organizations, increase in incentive leads to better performance and vice versa.

Need for Incentives

Man is a wanting animal. He continues to want something or other. He is never fully
satisfied. If one need is satisfied, the other need arises. In order to motivate the
employees, the management should try to satisfy their needs. For this purpose, both
financial and non-financial incentives may be used by the management to motivate the
workers. Financial incentives or motivators are those which are associated with money.
They include wages and salaries, fringe benefits, bonus, retirement benefits etc. Non-
financial motivators are those which are not associated with monetary rewards. They
include intangible incentives like ego-satisfaction, self-actualization and responsibility.

INCENTIVES

Financial Incentives Non-financial

incentives

Wages and Salaries.

Bonus

Medical reimbursement

Insurance

Competition

Group recognition

Job security

Praise

Knowledge of result - Retirement

Housing facility

benefits.

Suggestion system.

Opportunities for growth

Workers participation.

Motivation is the key to performance improvement

There is an old saying you can take a horse to the water but you cannot force it to drink; it
will drink only if it's thirsty - so with people. They will do what they want to do or otherwise
motivated to do. Whether it is to excel on the workshop floor or in the 'ivory tower' they
must be motivated or driven to it, either by themselves or through external stimulus. Are
they born with the selfimotivation or drive? Yes, and no. If no, they can be motivated, for
motivation is a skill which can and must be learnt. This is essential for any business to
survive and succeed.

Performance is considered to be a function of ability and motivation, thus:

Job performance =(ability)(motivation)

Ability in turn depends on education, experience and training and its improvement is a
slow and long process. On the other hand, motivation can be improved quickly. There are
many options and an uninitiated manager may not even know where to start. As a
guideline, there are broadly seven strategies for motivation.

There are broadly seven strategies for motivation.

Positive reinforcement/ high expectations

Effective discipline and punishment

Treating people fairly

Satisfying employees needs

Setting work related goals

Restructuring jobs

Base rewards on job performance

Essentially, there is a gap between an individual's actual state and some desired state and
the manager tries to reduce this gap. Motivation is, in effect, a means to reduce and
manipulate this gap.

Theories of Motivation

Understanding what motivated employ ees and how they were motivated was the focus of
many researchers following the publication of the Hawthorne study results (Terpstra,
1979). Six major approaches that have led to our understanding of motivation are
McClelland's Achievement Need Theory, Behaviour Modification theory; Abraham H
Mallows need hierarchy or Deficient theory of motivation. J.S. Adam's Equity Theory,
Vrooms Expectation Theory, Two factor Theory.

Needs

Behavior

Satisfaction

McClelland's Achievement Need Theory

According to McClelland's there are three types of needs;

Need for Achievement (n Ach)

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

ged for Power (n. Pow)

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

Need for affiliation (n Aff)

It is the related to social needs and creates friendship. This results in formation of informal
groups or social circle.

O Behavioural Modification Theory

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

More immediate is the reward and stimulation or it motivates it. Withdrawal of reward in
case of low standard work may also produce the desired result. However, researches
show that it is generally more effective to reward desired behaviour than to punish
undesired behaviour.

• Abraham H Maslow Need Hierarchy or Deficient theory of Motivation

The intellectual basis for most of motivation thinking has been provided by behavioural
scientists, H Maslow and Frederick Herzberg, whose published works are the "Bible of
Motivation". Although Maslow himself did not apply his theory to industrial situation, it has
wide impact for beyond academic circles. Douglas Mac Gregor has used Maslow's theory
to interpret specific problems in personnel administration and industrial relations.

The crux of Maslow's theory is that human needs are arranged in hierarchy composed of
five Categories. The lowest level needs are physiological and the highest levels are the
selfactualization needs, Maslow starts with the formation that man is a wanting animal with
a hierarchy of needs of

which some are lower ins scale and some are in a higher scale or system of values. As the
lower needs are satisfied, higher needs emerge. Higher needs cannot be satisfied unless
lower needs are fitfiled. A satisfied need is not a motivator. This resembles the standard
economic tea diminishing returns. The hierarchy of needs at work in the individual is today
a routine tool of personnel trade and when these needs are active, they act as powerful
conditioners of behaviour- as Motivators.

Hierarchy of needs; the main needs of men are five. They are physiological needs, safety
needs, social needs, ego needs and self-actualization needs, as shown in order of their
importance.

Ego Needs

Social Needs

Safety Needs

Physiological Needs

The above five basic needs are regarded as striving needs which make a person do
things. The first model indicates the ranking of different needs. The

second is more helpful in indicating how the satisfaction of the higher needs is based on
the satisfaction of lower needs. It also shows how the number of person who has
experienced the fulfilment of the higher needs gradually tapers off.

Physiological or Body Needs: - The individual moves up the ladder responding first to the

physiological needs for nourishment, clothing and shelter. These physical needs must be
equated with pay rate, pay practices and to an extent with physical condition of the job.

Safety: The next in order of needs is safety needs, the need to be free from danger, either
from other people or from environment. The individual want to assured, once his bodily
needs are satisfied, that they are secure and will continue to be satisfied for foreseeable
feature. The safety needs may take the form of job security, security against disease,
misfortune, old age etc. as also against industrial injury. Such needs are generally met by
safety laws, measure of social security, protective labour laws and collective agreements.

Social needs: Going up the scale of needs the individual feels the desire to work in a
cohesive group and develop a sense of belonging and identification with a group. He feels
the need to love and be loved and the need to belong and be identified with a group. In a
large organization it is not easy to build up social relations. However close relationship can
be built up with at least some fellow workers. Every employee wants to feel that he is
wanted or accepted and that he is not an alien facing a hostile group.

Ego or Esteem Needs: These needs are reflected in our desire for status and recognition,

respect and prestige in the work group or work place such as is conferred by the
recognition of one's merit by promotion, by participation in management and by fulfilment
of workers urge for self-expression. Some of the needs relate to one's esteem
g.; need for achievement, self-confidence, knowledge, competence etc. On the job, this
means praise for a job but more important it means a feeling by employee that at all times
he as the respect of his supervisor as a person and as a contributor to the organizational
goals.

Self-realization or Actualization needs: This upper level need is one which when satisfied
provide insights to support future research regarding strategic guidance for organization
that are both providing and using reward/recognition programs makes the employee give
up the dependence on others or on the environment. He becomes growth oriented, self-
oriented, directed, detached and creative. This need reflects a state defined in terms of the
extent to which an individual attains his personnel goal. This is the need which totally lies
within oneself and there is no demand from any external situation or person.

O J. S Adams Equity Theory

Employee compares her/his job inputs outcome ratio with that of reference. If the
employee perceives inequity, she/he will act to correct the inequity: lower productivity,
reduced quality, increased absenteeism, voluntary resignation.

Vrooms Expectation Theory

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

O Two Factor Theory

Douglas McGregor introduced the theory with the help of two views; X assumptions are
conservative in style Assumptions are modern in style.

X Theory

Individuals inherently dislike work.

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

Y Theory

People view work as being as natural as play and rest

People will exercise self-direction and control towards achieving objectives they are
committed to

People learn to accept and seek responsibility.

Motivation Process
1. Identification of need

2. Tension

3. Course of action

4. Result-Positive/Negative

5. Feed back

OBJECTIVES OF THE STUDY

To study about the important factors which are needed to motivate the employees. To
study about the employees are satisfied with the present incentives scheme.

To study about the effect of financial and non-financial benefits provided by the
organization on the employee's performance.

To study about the Performance appraisal activities are helpful to get motivated.

To study about company, give the good safety measures existing in the organization.

To study about the Career development opportunities are helpful to get motivated.

To study about the effect of job promotions on employees in present job.

To study about the company, provide the practical suggestion for the improvement of
organization's performance.

RESEARCH METHODOLOGY

"Research is a common parlance refers to search for a new knowledge".

"Research is comprised defining and redefining problem, formulating hypothesis or

suggested solutions, collecting, organizing and evaluating data, making deductions and
reaching conclusions, and at last carefully the testing the conclusions and at last careful
testing the conclusion to determine whether they fit the formulating.

Aim of the study: The aim is to study the employee motivation by NFL.

RESEARCH DESIGN

INTRODUCTION

"Research design is a broad framework that states the total pattern of conducting research
project. It specifies objectives, data collection and analysis methods, time, costs,
responsibility, probable outcomes, and actions."
The word 'design' has various meanings. But, in relation to the subject concern, it is a
pattern or an outline of research project. It is the statement of essential elements of a
study that provides basic guidelines of conducting the project. It is same as the blue print
of architect's work.

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

METHOD OF DATA COLLECTION

DATA TO BE COLLECTED

Data collection is the process of gathering and measuring information on variable of

interest, in an established systematic fashion that enable one to answer stated research
questions, test hypotheses, and evaluate outcome.

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

The above primary data were collected through Reponses of employees given in the
questionnaire prepared for them.

SECONDARY DATA:-

The secondary data as it has always been important for the completion of any report
provides a reliable, suitable, adequate and specific knowledge. The standard cost report,
working sheets provide the knowledge and information regarding the relevant subject. For
this study, Scholar got data from Annual Report of previous years.

(8) DATA COLLECTION METHOD

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

Questionnaire for employees.

(b) SAMPLING TECHNIQUE

Initially, a rough draft was prepared keeping in mind the objective of the research. A pilot
study was done in order to know the accuracy of the questionnaire randomsamples was
used to convince selected the respondents.

(c) SAMPLING UNIT

The respondents who were asked to fill out questionnaire are the sampling unit. These
comprise of private employees.
(d) SAMPLING SIZE

The sampling size was restricted to only 50, comprised of mainly people from different
departments of NFL

(0) SAMPLING AREA

The area of the research was restricted to only NFL limited.

DATA ANALYSIS AND INTERPRETATION

Q.1 What type of incentives motivates you more?

SL NO

PARTICULAR

NO. OF RESPONDENTS

PERCENTAGE

Financial Incentives

15

30%

Non-financial Incentives

Both

18%

Total

26

52%

50

100%

2
30

25

Response

20

15

10

financial incentives

non-financial Incentives

both

INTERPRETATION

From the above data we can say that 52% of the respondents are expressing that both
financial and non-financial incentives will equally motivate them. And 30% financial
incentives and 18% non-financial incentives motivates the employees.

Q2 Are you agree with management interested in motivating the employees?

SL. NO.

PARTICULAR

NO. OF RESPONDENTS

PERCENTAGE

Strongly Agree

30

60%

Agree

20

40%
Disagree

Strongly Disagree

50

100%

Total

Response

35

30

25

20

15

10

30

strongly agree

agree

disagree

00% strongly disagree

INTERPRETATION

From the above data we can say that 60% of the respondents are strongly agree and 40%
respondents agree that the management is interested in motivating the employees.

Q.3 Are employees satisfied with the present incentives scheme?

SL NO

PARTICULAR

NO. OF RESPONDENTS

PERCENTAGE

Highly satisfied

21

42%

Satisfied

29

58%

Dissatisfied

0%

Highly dissatisfied

47

0%

INTERPRETATION
From the above information we can say that 58% of the respondents are satisfied with the
present incentive scheme of the organization. And 42% of the respondents are highly
satisfied with the present incentive of the organisation.

Q.4 Have an effective promotional opportunity in present job?

SL NO

PARTICULAR

NO. OF RESPONDENTS

PERCENTAGE

YES

20

25

40%

YES

50%

NO

10%

NO

0%

Total

50

100

30
Response

25

20

15

10

YES

YES

NO

NO

INTERPRETATION

From the above data, we can say that 50% of the respondents say Yes and 40% say Yes
or 10% say No of effective promotional opportunities in present job.

Q.5 Are you agreeing with Performance appraisal activities are helpful to get motivated?

SL NO

PARTICULAR

NO. OF RESPONDENTS

PERCENTAGE

Strongly Agree

18

36%

Agree

25

50%
INTERPRETATION

From the above data, we can say that 50% of the respondents agree and 36% of
respondents strongly agree to effective performance appraisal system existing in the
company. And 10% disagree or 4% strongly disagree of respondents to effective
performance appraisal system existing in the company.

Q.6 Has a company give the good safety measures existing in the organization?

SL

PARTICULAR

NO. OF RESPONDENTS

PERCENTAGE

NO

Yes

50

No

Total

50

100%

0%

100

INTERPRETATION

From the above data, we can say that 100% of the respondents say yes about is a good
safety measure existing in the company.

Q.7 Has a Career development opportunities are helpful to get motivated?

SL NO
PARTICULAR

NO. OF RESPONDENTS

PERCENTAGE

YES

25

50%

YES

15

NO

NO

52

30%

12%

8%

INTERPRETATION

From the above data, we can say that 50% of the respondents say Yes and 30% say Yes
that the career development opportunities are helpful to get motivated.

Q.8 What Factors are which motivates you the most?

SL NO

PARTICULAR
NO. OF RESPONDENTS

PERCENTAGE

Salary increase

21

42%

Promotion

15

30%

Leave

6%

Recognition

Total

50

12%

100%

Response

25

20

15

10
11..

salary increase

prmotion

leave

recognition

INTERPRETATION

From the above data, we can say that the 42% of the respondent is responding that
increase in salary and 40% in promotion, and 6% leave or 12% responding that
recognition will motivate them the most.

LIMITIONS AND SUGGESTIONS

LIMITATIONS OF THE STUDY

The limitations of the study are the following: -

The data was collected through questionnaire. The responds from the respondents may
not be accurate.

The sample taken for the study was only 50 and the results drawn may not be accurate.

Since the organization has strict control, it acts as another barrier for getting data.

SUGGESTIONS

The suggestions for the findings from the study are follows: -

Most of the employees agree that the performance appraisal activities are helpful to get
motivated, so the company should try to improve performance appraisal system, so that
they can improve their performance.

Non-financial incentive plans should also be implemented; it can improve the productivity
level of the employees.

Organization should give importance to communication between employees and gain

coordination through it.

Skills of the employees should be appreciated.

Better carrier development opportunities should be given to the employees for their
improvement.

If the centralized system of management is changed to a decentralized one, then there

would be active and committed participation of staff for the success of the organization

CONCLUSION

CONCLUSION

The study concludes that, the motivational program procedure in NFL, is found effective
but not highly 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 information through structured questionnaire. The study helped to findings
which were related with employee motivational programs which are provided in the
organization.

The performance appraisal activities really play a major role in motivating the employees
of the organization. It is a major factor that makes an employee feels good in his work and
results in his satisfaction too. The organization can still concentrate on specific areas
which are evolved from this study in order to make the motivational programs more
effective. Only if the employees are properly motivated- they work well and only if they
work well the organization is going to benefit out it. Steps should be taken to improve the
motivational programs procedure in the future.

QUESTIONNAIRE

Emplovee Detail:-

Name.

Age.

SEX.

Department.......

Phone no..

Education Qualification.

Q.1 Are you agree with management interested in motivating the employees?

Agree

Strongly agree

Disagree

Strongly disagree

Q.2 What type of incentives motivates you more?

Financial incentives
Non-financial incentives

Both

Q.3 Are employees satisfied with the present incentives scheme?

Highly satisfied

Satisfied

Dissatisfied

Highly dissatisfied

Q.4 Have an effective promotional opportunity in present job?

Agree

Strongly agree

Disagree

Strongly disagree

Q.5 Are you agreeing with Performance appraisal activities are helpful to get motivated?

Agree

Strongly agree

Disagree

Strongly disagree

Q.6 Has a company give the good safety measures existing in the organization?

Yes.

No

Q.7 Has a Career development opportunities are helpful to get motivated?

Agree

Strongly agree

Disagree

Strongly disagree

Q.8 What Factors are which motivates you the most?

Salary increase

Promotion

Leave

Recognition

BIBLIOGRAPHY

www.google.com

www.managementparadise.com

www.nfl.com www.indiaserver.com

www.magindia.com