A STUDY ON EMPLOYEE MOTIVATION

CHAPTER-1

1.1 INTRODUCTION
The project work entitled a STUDY ON EMPLOYEE MOTIVATION with special reference to Videocon Industries ; research is mainly conducted to identify the factors which will motivate the employees and the organizational functions in Videocon Ltd

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 µwill 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 Videocon Industries

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¶s are presented through tables and charts.

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A STUDY ON EMPLOYEE MOTIVATION

1.2 RESEARCH PROBLEM
The research problem here in this study is associated with the motivation of employees of VIDEOCON. There are a variety of factors that can influence a person¶s level of motivation; some of these factors include 1. The level of pay and benefits,

2. The perceived fairness of promotion system within a company, 3. Quality of the working conditions, 4. Leadership and social relationships, 5. Employee recognition 6. Job security 7. career development opportunities etc.
Motivated employees are a great asset to any organisation. It is because the motivation and Job satisfaction is clearly linked. Hence this study is focusing on the employee motivation in the

organisation. The research problem is formulated as follows:

³What are the factors which help to motivate the employees?

1.3 SIGNIFICANCE OF THE STUDY
The study is intended to evaluate motivation of employees in the organization. A good motivational program procedure is essential to achieve goal of the organization. If efficient motivational programmes of employees are made not only in this particular organization but also any other organization; the organizations can achieve the efficiency also to develop a good organizational culture.

Motivation has variety of effects. These effects may be seen in the context of an individual¶s physical and mental health, productivity, absenteeism and turnover. Employee delight has to be managed in more than one way. This helps in retaining and nurturing the true believers

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A STUDY ON EMPLOYEE MOTIVATION

³who can deliver value to the organization. Proliferating and nurturing the number of ³true believers´ 1is the challenge for future and present HR managers.

This means innovation and creativity. It also means a change in the gear for HR polices and practices. The faster the organizations nurture their employees, the more successful they will be. The challenge before HR managers today is to delight their employees and nurture their creativity to keep them a bloom.

This study helps the researcher to realize the importance of effective employee motivation. This research study examines types and levels of employee motivational programmes and also discusses management ideas that can be utilized to innovate employee motivation. It helps to provide insights to support future research regarding strategic guidance for organizations that are both providing and using reward/recognition programs.

1.4 OBJECTIVES OF THE STUDY
1.4.1 Primary objective 1. To study the important factors which are needed to motivate the employees. 1.4.2 Secondary Objective.

1. To study the effect of monetary and non-monetary benefits provided by the organization on the employee¶s performance. 2. To study the effect of job promotions on employees. 3. To learn the employee¶s satisfaction on the interpersonal relationship exists in the organization.

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A STUDY ON EMPLOYEE MOTIVATION

4. To provide the practical suggestion for the improvement of organization¶s performance.

1.5 RESEARCH HYPOTHESIS
A hypothesis is a preliminary or tentative explanation or postulate by the researcher of what the researcher considers the outcome of an investigation will be. It is an informed/educated guess. It indicates the expectations of the researcher regarding certain variables. It is the most specific way in which an answer to a problem can be stated.

Research hypotheses are the specific testable predictions made about the independent and dependent variables in the study. Hypotheses are couched in terms of the particular independent and dependent variables that are going to be used in the study. The research hypothesis of this study is as follows.

Ho: There is no significant relationship between incentives and employee¶s performance. Ho: There is no significant relationship between career development opportunities and the extent of employee motivation Ho: There is no significant relationship between performance appraisal system and the extent of motivation. Ho: There is no significant relationship between interpersonal relationship in the organization and extent of motivation.

. A defeated questionnaire was carefully prepared and specially numbered. The questions were arranged in proper order, in accordance with the relevance.

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A STUDY ON EMPLOYEE MOTIVATION

CHAPTER 2

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

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

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

2.1 The concept of motivation

5

Motive can be known by studying his needs and desires. 3. there is some stimulus behind it . According to Edwin B Flippo. There will be good human relations in the organization as friction among the workers themselves and between the workers and the management will decrease. The following results may be expected if the employees are properly motivated. 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. to give their loyalty to the group. 2.3 Significance of Motivation Motivation involves getting the members of the group to pull weight effectively. need or emotion that prompts a man in to action. There is no universal theory that can explain the factors influencing motives which control mans behavior at any particular point of time. ³Motivation is the process of attempting to influence others to do their work through the possibility of gain or reward. In general. 6 . This will also result in increased productivity. The workers will cooperate voluntarily with the management and will contribute their maximum towards the goals of the enterprise. 1. 4. The rates of labor¶s turnover and absenteeism among the workers will be low.Stimulus is dependent upon the motive of the person concerned. the different motives operate at different times among different people and influence their behaviors. Whatever may be the behavior of man. 2.2 Definition of Motivation. 2.A STUDY ON EMPLOYEE MOTIVATION The word motivation has been derived from motive which means any idea. The process of motivation studies the motives of individuals which cause different type of behavior. The workforce will be better satisfied if the management provides them with opportunities to fulfill their physiological and psychological needs. to carry out properly the purpose of the organization.

2. 6. Feed back 2. Course of action 4. J. There will be increase in the quantity and quality of products.5 Theories of Motivation. Result ±Positive/Negative 5. Tension 3. Wastage and scrap will be less. The number of complaints and grievances will come down. Particularly in case of persons who satisfy the other needs.5. Six major approaches that have led to our understanding of motivation are Mcclelland¶s Achievement Need Theory. Two factor Theory.S. 1979).A STUDY ON EMPLOYEE MOTIVATION 5. They set more difficult but achievable goals for themselves because success with easily achievable goals hardly provides a sense of achievement.1 McClelland¶s Achievement Need Theory. Vrooms Expectation Theory. According to McClelland¶s there are three types of needs. 1. This need is the strongest and lasting motivating factor. Need for Power (n Pow) 7 . Need for Achievement (n Ach). Better quality of products will also increase the public image of the business. Accident will also be low. Identification of need 2. Understanding what motivated employees and how they were motivated was the focus of many researchers following the publication of the Hawthorne study results (Terpstra. Behavior Modification theory. They are constantly pre occupied with a desire for improvement and lack for situation in which successful outcomes are directly correlated with their efforts.4 Motivation Process. Adam¶s Equity Theory. 2. Abraham H Mallows need hierarchy or Deficient theory of motivation.

Skinner conducted his researches among rats and school children. This results in formation of informal groups or social circle. Need for affiliation (n Aff) It is the related to social needs and creates friendship.5. A.2 Behavioral Modification Theory.3 Abraham H Maslow Need Hierarchy or Deficient theory of Motivation. In the industrial situation. while it negative application tends autocratic style.H Maslow and Frederick Heizberg. The crux of Maslow¶s theory is that human needs are arranged in hierarchy composed of five categories. whose published works are the ³Bible of Motivation´. Although Maslow himself did not apply his theory to industrial situation. More immediate is the reward and stimulation or it motivates it.5. He found that stimulus for desirable behavior could be strengthened by rewarding it at the earliest. According to this theory people behavior is the outcome of favorable and unfavorable past circumstances. Maslow starts with the formation that man is a wanting animal with a 8 . this relevance of this theory may be found in the installation of financial and non financial incentives. Power motivations positive applications results in domestic leadership style. Withdrawal of reward incase of low standard work may also produce the desired result.A STUDY ON EMPLOYEE MOTIVATION It is the desire to control the behavior of the other people and to manipulate the surroundings. This theory is based on learning theory. The lowest level needs are physiological and the highest levels are the self actualization needs. However. The intellectual basis for most of motivation thinking has been provided by behavioral scientists. it has wide impact for beyond academic circles. 2. Douglous Mac Gregor has used Maslow¶s theory to interpret specific problems in personnel administration and industrial relations. researches show that it is generally more effective to reward desired behavior than to punish undesired behavior. 2.

1) The above five basic needs are regarded as striving needs which make a person do things. Hierarchy of needs. the main needs of men are five. As the lower needs are satisfied. This resembles the standard economic theory of diminishing returns. The second is more helpful in indicating how the satisfaction of the higher needs is based on the satisfaction of lower 9 .A STUDY ON EMPLOYEE MOTIVATION hierarchy of needs of which some are lower ins scale and some are in a higher scale or system of values.as Motivators. Higher needs cannot be satisfied unless lower needs are fulfilled. They are physiological needs. as shown in order of their importance. safety needs. A satisfied need is not a motivator. social needs. The hierarchy of needs at work in the individual is today a routine tool of personnel trade and when these needs are active. ego needs and self actualization needs. higher needs emerge. they act as powerful conditioners of behavior. The first model indicates the ranking of different needs. SelfActualization Ego Needs Social Needs Safety Needs Physiological Needs Fig (2.

self confidence. pay practices and to an extent with physical condition of the job.A STUDY ON EMPLOYEE MOTIVATION needs.g. Ego or Esteem Needs: . measure of social security. He feels the need to love and be loved and the need to belong and be identified with a group. The individual want to assured. competence etc. clothing and shelter. need for achievement. These physical needs must be equated with pay rate. Such needs are generally met by safety laws. the need to be free from danger.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. It also shows how the number of person who has experienced the fulfillment of the higher needs gradually tapers off. by participation in management and by fulfillment of workers urge for self expression. However close relationship can be built up with at least some fellow workers. respect and prestige in the work group or work place such as is conferred by the recognition of ones merit by promotion. misfortune. either from other people or from environment. Social needs: . Some of the needs relate to ones esteem e. On the job. once his bodily needs are satisfied. knowledge.These needs are reflected in our desire for status and recognition. protective labor laws and collective agreements. Every employee wants too feel that he is wanted or accepted and that he is not an alien facing a hostile group. Physiological or Body Needs: . old age etc as also against industrial injury.. that they are secure and will continue to be satisfied for foreseeable feature.The individual move up the ladder responding first to the physiological needs for nourishment. The safety needs may take the form of job security. Safety: . security against disease.The next in order of needs is safety needs. In a large organization it is not easy to build up social relations. 10 . this means praise for a job but more important it means a feeling by employee that at all times he has the respect of his supervisor as a person and as a contributor to the organizational goals.

Reward may be either positive or negative. directed. If the employee perceives inequity. voluntary resignation.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. X assumptions are conservative in style Assumptions are modern in style. reduced quality. self oriented.5. the more negative the reward the less likely the employee will be motivated.S Adams Equity Theory Employee compares her/his job inputs outcome ratio with that of reference.5 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.6 Two Factor Theory Douglas McGregor introduced the theory with the help of two views. People must be coerced or controlled to do work to achieve the objectives. 2. increased absenteeism. Conversely.5. detached and creative. People prefer to be directed Y Theory y 11 People view work as being as natural as play and rest . 1964). 2. 2. she/he will act to correct the inequity: lower productivity.5.4 J. 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. The more positive the reward the more likely the employee will be highly motivated. He becomes growth oriented. X Theory y y y Individuals inherently dislike work.A STUDY ON EMPLOYEE MOTIVATION Self realization or Actualization needs: .

an incentive is a means of motivation.7 Incentives An incentive is something which stimulates a person towards some goal. 2. or they feel that what they are learning is morally significant. self-actualization and responsibility. INCENTIVES Financial Incentives Non-financial incentives 12 . In organizations. He is never fully satisfied. both financial and non financial incentives may be used by the management to motivate the workers. Intrinsic motivation occurs when people are internally motivated to do something because it either brings them pleasure. increase in incentive leads to better performance and vice versa. the other need need arises. 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) 2. It activates human needs and creates the desire to work. If one need is satisfied. Non financial motivators are those which are not associated with monetary rewards. 2.6 Types of Motivation. bonus. Financial incentives or motivators are those which are associated with money. the management should try to satisfy their needs.1 Need for Incentives Man is a wanting animal. For this purpose. retirement benefits etc. fringe benefits. Thus. He continues to want something or other. they think it is important. In order to motivate the employees.A STUDY ON EMPLOYEE MOTIVATION y People will exercise self direction and control towards achieving objectives they are committed to y People learn to accept and seek responsibility. They include intangible incentives like ego-satisfaction. They include wages and salaries.7.

for motivation is a skill which can and must be learnt. thus: y Job performance =f(ability)(motivation) Ability in turn depends on education.Workers participation.8 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. There are many options and an uninitiated manager may not even know where to start.Competition .Opportunities for growth 2.Suggestion system.so with people. This is essential for any business to survive and succeed. There are broadly seven strategies for motivation. On the other hand motivation can be improved quickly. Are they born with the self-motivation or drive? Yes and no. . Whether it is to excel on the workshop floor or in the 'ivory tower' they must be motivated or driven to it. Bonus Medical reimbursement Insurance Housing facility Retirement benefits.Job security . experience and training and its improvement is a slow and long process. it will drink only if it's thirsty . Performance is considered to be a function of ability and motivation. either by themselves or through external stimulus. They will do what they want to do or otherwise motivated to do. If no. there are broadly seven strategies for motivation. .A STUDY ON EMPLOYEE MOTIVATION - Wages and Salaries. As a guideline. they can be motivated. .Praise Knowledge of result . y y Positive reinforcement / high expectations Effective discipline and punishment 13 .Group recognition .

Microwave ovens and many other home appliances. Consumer electronics In India the group sells consumer products like Colour Televisions. Washing Machines. CHAPTER-3 3. Air Conditioners. 14 . there is a gap between an individual¶s actual state and some desired state and the manager tries to reduce this gap. Refrigerators. selling them through a Multi-Brand strategy with the largest sales and service network in India. Motivation is. making it the largest consumer electronic and home appliance companies in India. 2011 has ranked Videcon as the 42nd most trusted brand in India among the top 300 brands.A STUDY ON EMPLOYEE MOTIVATION y y y y y Treating people fairly Satisfying employees needs Setting work related goals Restructuring jobs Base rewards on job performance Essentially. Since 1998. it has expanded its operations globally. COMPANY PROFILE The Videocon group has an annual turnover of 4 billion USD. in effect. a means to reduce and manipulate this gap. especially in the Middle East Today the group operates through six key sectors: The Brand Trust Report.

operating in Mexico. of Innovative handsets ranging from Basic Colour FM phones to High End Android Devices. DTH In 2009. And in February 2011. Videocon Mobile Phones launched the revolutionary concept of ZERO paise per second with pre-bundled simcards of Videocon mobile services along with 7 of its Handset Models. Videocon offered LCD & TVs with built-in DTH satellite receiver with sizes 19" to 42". Air tel Digital Tv and Reliance's BIG TV providing only the set top box. As a pioneering offer in the Indian DTH market. Italy. Oil and gas An important asset for the group is its Ravva oil field with one of the lowest operating costs in the world producing 50. Poland and China. called 'd2h'. Tata Sky. Videocon has ever since launched a no.A STUDY ON EMPLOYEE MOTIVATION Mobile phones In November 2009 Videocon launched its new line of Mobile Phone.000 barrels of oil per day. Colour picture tube glass Videocon is one of the largest Glass manufacturers in the world. Videocon launched its DTH product. This concept in the DTH service is relatively new in the presence of other players like ZEE tv's Dishtv. 15 .

³To delight and deliver beyond expectation«´: the end This segment not only underlines the importance of the ultimate goal . Although textbook strategy has its uses. improved technology. reproducing it in verbatim for the real world would be foolish because of the absence of 16 . but also of intermediate processes and principals.the customer.A STUDY ON EMPLOYEE MOTIVATION Telecommunication Videocon Telecommunications Limited has license for mobile service operations across India. They are expected to cease operations on 2nd May 2012.customer satisfaction (µdelight¶) and ultimate target .´ A breakdown of the statement above reveals a µmeans and end¶ approach. which have contributed to building a robust. Supreme Court has revoked their license in connection with a spectrum scam. it is only by taking recourse to advance planning and strategy that a business can hope to survive. Vision & Mission ³To delight and deliver beyond expectation through ingenious strategy. intrepid entrepreneurship. innovative products. ³«through ingenious strategy«´: the means In the cutthroat world of today. It launched its services on 7 April 2010 in Mumbai. dependable Videocon value chain (µdeliver¶). As a result of its focus on developing loyal customers and reliable associates. insightful marketing and inspired thinking about the future. Videocon is able to exceed expectations. where the end is articulated at the beginning with the means linked to it.

innovation and customisation are the tools Videocon uses to stay ahead of the competition.thus. Rapid advances have only fuelled this phenomenon. a spontaneity and improvisation that is flexible enough for scenarios both imaginable and unimaginable. it has become the bare minimum in recent years. Videocon¶s ingenious manoeuvres are actually flexi-strategy that abstracts from shifting ground conditions and decides game-plans. or sometimes changes the rules of the game. This is because higher the obstacles. A strategy that Videocon banks on a lot. ³«innovative products«´: the means Product development. ³«improved technology«´: the means Technology is no more a premium input. fetching extraordinary returns. This is because a continuous stream of innovative products excites the market and enhances brand recall. This means that those with deeper insights into the elusive mind of the buyer are likely to dominate. Videocon is reinforcing marketing strengths to read 17 . ³«intrepid entrepreneurship«´: the means An enterprise with the odds stacked against it makes great business sense. The only requirement is a bold and confident attitude willing to brave the odds. Videocon¶s foray into oil and gas is a bold and intrepid endeavour that arises from immense faith on the surefooted competence of the company¶s in-house managerial talent. ³«insightful marketing«´: the means The market share battle scene has long shifted from technology and processes to the psyche of the customer. especially on the domestic front.A STUDY ON EMPLOYEE MOTIVATION textbook conditions. Thus. there is a need for a bounded rationality. Videocon is extremely vigilant in shunting out dated technology and replacing it with the best-in-class offers of the times. lower the number of players likely to be active in that field .

Videocon extrapolates future trends on the basis of current changes in technology and preferences as well as sheer gut feel. The company has perfected its practice almost into an art form with some calculated gambles like oil and gas proving to be absolute money-spinners Milestones: 18 . Fine-tuned business instincts are worth their weight in gold. ³«inspired thinking about the future.A STUDY ON EMPLOYEE MOTIVATION better the pulse of the market and help create products that map perfectly into customer preferences. lots of it.´: the means The future is unpredictable. but not doing anything about it is fraught with grave risk.

Study/Analyse Customer¶s demands and changing needs. and Design/Develop products suitable for Indian climatic conditions as well as same for Export market. Its focus on developing existing technologies and product engineering innovation. and y Introduction of unique "SMART TV" with a platform for "Internet TV" to enjoy Live Chatting. 19 . y Introduction of LED TV with "Nano Pixels" for immense picture performance and razor slim design. Benefits derived from the R & D Activities during the accounting year 2009-10: y y Development of high end products. FPDs. With the R & D centers working non-stop. The Company continues to give utmost importance to R & D. aimed at improving production efficiency leading to lowering cost of production. your Company launched several products in CTVs. Browsing . Video Conferencing . refrigerators and fully automatic washing machines during the accounting year 2009-10. Email Access . Gurgaon.A STUDY ON EMPLOYEE MOTIVATION Research & Development The Company aims to inspire consumers around the world with innovation and fun through its unique combination of technology and entertainment based on its consumer electronics and home appliances businesses. Blue Tooth Connectivity and many more applications to make LCD TV a real "SMART TV". Introduction of Integrated Digital TV ( iDTV) with a built in DTH facility with MPEG 4 DVB-S2 Digital signal. R & D activities include: y y y Market Trend analysis. and in China with skilled engineers/experts working continuously on new products development. The Company has R & D centers located at Aurangabad.

y "UV cleaning" technique eliminates any bacteria contents in clothes. and leading to effective utilization of power resources. R&D has developed: y Star Rated Products in Consumer Electronics and Home Appliances: This technology offers energy savings of 15% of power consumption approximately to the benefit of consumers. y Introduction of further paint less product with a unique Hot and Cold Technology for moulding of part: This helps to reduce pollution generated due to hazardous chemicals used in plastic paints and its process. 20 . y "Centre Water Fall Technology" for Dolphin washing machine: This technology saves water when directed to spin side. y New concept for PCM (pre-Coated Material) finish with floral design for Refrigerators. y Introduced "3D LED TV" which enhances the viewing experience. y Introduction of State Of Art technology ± Ioniser: It is a first time introduction in Indian market to kill the bacteria and offer hygienic fruits and vegetables. R & D activities carried out in various consumer electronic products and benefits derived from these activities: Televisions: y Introduced new "Titanium LED" Series with NANOPIX Engine with 120Hz refresh rate and FULL HD 1080P resolution. y State of art technology LED illumination in Refrigerators: This gives better illumination with lowest energy consumption.A STUDY ON EMPLOYEE MOTIVATION To align the Global needs and Company¶s Vision of being committed to "Eco Logic": Technology for Sustainable Life. Customer can enjoy the high glossy finish with ultimate scratch resistance.

00. With Multi Function Monitor concept in LCD TV and USB / Multi Media connectivity the viewer can enjoy maximum connectivity to the Digital World.30 Degree).A STUDY ON EMPLOYEE MOTIVATION y Introduced "Titanium". y Introduction of Blue Tooth Function in TV enables a user to transfer photos/songs stored on his mobile to TV sets wirelessly. With the multimedia port user can watch photos/movies/ songs stored in USB device. With this unique picture quality improvement algorithm. Conventional remote operates only when it is keep in line with TV sets (+/. Its Natural Easy View Panel provides ultra wide viewing angle with enhanced picture quality and antireflective coating to make black more darker with low reflection for very clear images. y y y Introduced touch control function in CRT TV segment. it reproduces e 1 Billion display colour for more natural. y "Titanium" series of LCD TV has a DVBS (Digital Video Boosting Station) with 1. Introduced SRS technology in LED Series to improve the acoustic performance of sets.000: 1 Super Contrast Ratio to give crisper image and dramatic picture quality. vivid and true to life colours. It has an advance function of "Energy Meter" for efficient energy utilization while viewing. 21 . y Introduced unique RF remote control technology in its product where customer can operate TV from any angle (360 degree). With boot capture logo function user can view his family photo every time when TV is switched on. "Hurricane" and "Tornado" Series of LCD TV with FULL HD 1080p resolution: It has a unique feature of DCRe (Digital Cinema Reality Engine). Its 10 Bit advanced Scalar Video Data processing gives the flicker free images & optimal video fidelity to provide most natural and Cinema Quality video Images. Introduced "Hot and Cold" moulding technology in TV. PIP (Picture in Picture) feature enables the user to watch TV programme and movie simultaneously.

e. y Introduction of 3 & 4 Star Rated Refrigerators. High End Home Theatre and new range of LCD TV¶s.A STUDY ON EMPLOYEE MOTIVATION y y y y Introduced "MAGNNUM" LCD Series with unique metallic finish and glass front. which has given cutting edge solution for the competitors on the price factor. with high energy efficient compressors. Powercool. PCM-Precoated material. Refrigerators: y Developed new range of Direct Cool as well as Frost Free refrigerators like Ecocool. which strengthen our market position in Direct Cool range. y Developed 4 & 5 Star Rated refrigerators with new exterior finish i. y Introduction of new looks of refrigerators. y Introduction of new economic series of Direct Cool Refrigerator as "Bharat Series". Nutricool Plus. 22 . Deofresh. y Introduction of new base stand with smart VEGI TRAY which is unique and give convenience to customer in day to day usage. y Enhanced Frost Free refrigerator series with introduction of LED & LEDi technology. Ecocool Plus. y Introduction of the products on health platform with Deodorizer which gives the solution to remove the odour created by rotten vegetables and fruits. Introduced new range of products viz : Universal Media player. Solar Mobile Charger. Ecofresh. Nutricool. Introduced "Titanium iye" LCD series with brush finish. Introduced new segment of 14" Ultra Slim TV in market.

Delight to watch and efficient in use. Digi-Marine and Digi-Ocean. This has other features like Hand Wash. y Digi-Aqua and Digi-Pacific series of 5. y Features like Magic Filter for Dolphin and Atlantic series.0kg Spring with Decorative Transparent Panels. y Introduced India¶s first UV light technology Washing Machine. and Introduction of Black colour refrigerators Washing Machines: y Developed a higher capacity Washing Machines to be offered to Indian market with Hand Wash and UV light technology. 8 Water levels. LCD Display. Atlantic. Child lock feature resulting in less water consumption.A STUDY ON EMPLOYEE MOTIVATION To enhance the brand image.5 kg FA Washing Machines with 8 Wash Programs. 23 . which are better lint collectors and user friendly. for user convenience. Delay Time setting etc. Developed Dolphin. 8 Water levels. y y Developed 6kg SA Washing Machine "Aqua and Pacific". y Introduced SA 7. Child lock feature and Special Air Dry features.0kg SA Washing Machines with Gear Drive for improved wash ability and efficiency.0kg FA Machines with 8 Wash Programs. Marine series of 7. the Company re-engineered number of models with new packing design such as: y y 50 Powder coated models with catchy & smooth colours. Roller Coster Pulsator. y Introduced Digi-Wave and Digi-Atlantic series of 6. y Centre Water Fall Technology for Dolphin which saves water when directed to spin side. centre water fall & Chrome Knobs.

5Kg FA TILT Drum Careen Plus with Direct Drive Motor: This has advanced features like Sterilization program. keeps skin glowing with its antioxidant property hence keeps the user fresh and vibrant. DVD player etc (LG/SS/Philips/Videocon/Akai etc) thereby providing multiple solutions with a single remote. y Focusing on Environmental friendly technologies: R&D is working on series of FA & SA machines which are energy efficient. 24 .A STUDY ON EMPLOYEE MOTIVATION y Introduction of designer Floral patterns with blazing top colours which will give attractive look to Washing Machine in the 6kg & above FA category. Set top box. y Developed multi utility Universal Remote: This remote can operate AC (Videocon brand) and CE products like LCD/LED TV. y Added the Gold Fin Evaporator for enhanced reliability and durability of A: The indoor unit cooling coil is coated with Gold anti corrosive agent which keeps the cooling coil in excellent and efficient working condition for a long time. Aero Wash technology and self cleaning of Tub. use lesser water and detergents. It moderates the compressor performance as per need and adjusts compressor rotation to operate with minimum power input. y Developed 6. hereby saving more than 40% power saving than the conventional AC. y Introduced Vitamin C filter: This Filter dispenses Vitamin C charged ions with the cool air. This has multi spin speed. Thereby boosts immunity. y Introduced Digi Dolphin Dlx with Direct Drive technology along with enhanced features like "Do It Yourself" program. Air Conditioners: y Introduced highly technological AC DC inverter AC: Thishas efficiency better than even current 5 star as stated and set by Bureau of Energy Efficiency (BEE). 8 Water levels and dynamic soak features.

the Company shall continue to focus on all the areas mentioned earlier and also aims to offer new technologies and processes to provide better products at affordable prices to the customers. The Company proposes the following R & D activities in near future: y y To bring in features of various products together. Continuous upgradation of technologies for better features. y Developed a range of touch screen microwaves which cooks better keeping food nutrients intact with multi stage & express cooking. Snacks. With this all the oil and food particles can be cleaned easily. This function gives you alarm after completion of half cycle to turn your food in Grill Model. This way the odour does not mix with next recipe and makes it healthy and tasty. pre-programmed menu enables microwave to do all the functions with a single touch. y Added Deodorizer feature which helps in removing post cooking odour from microwave. y Developed an Anti Bacterial Cavity to retard the growth of bacteria and make your food healthy to eat. Beverages.A STUDY ON EMPLOYEE MOTIVATION Microwave Ovens: y Introduction of Auto Cook Recipe Function with categorization like Sweets. Meals. y Introduced Lemon Clean feature to remove all odour after cooking. and 25 . Future Plan of Action: In near future. For the ease of cooking. better quality and improved reliability for reduce/low prices. Even if some food particle is left over in Microwave Oven no microbial growth sustains due to anti bacterial cavity. y Developed Sensi Grill Function which senses the cooking cycle in between of cycle to turn over and give a home cooking taste. etc.

26 .A STUDY ON EMPLOYEE MOTIVATION y Reducing the electricity consumption for consumer electronics and home appliances.

1.A STUDY ON EMPLOYEE MOTIVATION CHAPTER-4 4.1) INTERPRETATION The table shows that 58% of the respondents are satisfied with the support they are getting from the HR department.1 Response about the support from the HR department SL NO PARTICULAR 1 2 3 4 5 Highly satisfied Satisfied Neutral Dissatisfied Highly satisfied Total NUMBER OF RESPONDENTS 18 29 3 0 0 50 (Table 4. ANALYSIS AND INTERPRETATION OF DATA 4.1 DESCRIPTIVE STATISTICS 4. 27 .1) 70 60 50 40 30 20 10 0 Highly Satisfied Satisfied Netural Dissatisfied highly Dissatisfied 6 0 0 36 Series1 58 PERCENTAGE 36 58 6 0 0 100 (Chart 4.

1.2) PERCENTAGE 54 40 6 0 0 100 Management is interested in motivating the employees 60 50 40 40 30 20 10 0 Strongly Agree Agree Netural Disagree Strongly Disagree 3 0 0 Series1 54 (Chart 4.A STUDY ON EMPLOYEE MOTIVATION 4. 28 .2) INTERPRETATION The table shows that 54% of the respondents are strongly agreeing that the management is interested in motivating the employees.2 Management is interested in motivating the employees SL NO PARTICULAR 1 2 3 4 5 Strongly Agree Agree Neutral Disagree Strongly Disagree Total NUMBER OF RESPONDENTS 27 20 3 0 0 50 (Table 4.

29 .3 The type of incentives motivates you more SL NO PARTICULAR 1 2 3 Financial Incentives Non financial Incentives Both Total NUMBER OF RESPONDENTS 15 9 26 50 (Table 4.3) PERCENTAGE 30 18 52 100 The type of incentives motivates you more 30% Financial Incentives 52% 18% Non Financial Incentives Both (Chart 4.3) INTERPRETATION The table shows that 52% of the respondents are expressing that both financial and non financial incentives will equally motivate them.A STUDY ON EMPLOYEE MOTIVATION 4.1.

4 Satisfaction with the present incentives scheme SL NO PARTICULAR 1 2 3 4 5 Highly satisfied Satisfied Neutral Dissatisfied Highly satisfied Total NUMBER OF RESPONDENTS 18 29 3 0 0 50 (Table 4.A STUDY ON EMPLOYEE MOTIVATION 4. 30 .4) PERCENTAGE 36 58 6 0 0 100 Satisfaction with the present incentives provided by the organization 70% 60% 50% 40% 30% 20% 10% 0% Highly Satisfied Satisfied Netural Dissatisfied highly Dissatisfied 6% 0% 0% 36% 58% (Chart 4.1.4) INTERPRETATION The table shows that 58% of the respondents are satisfied with the present incentive scheme of the organization.

5) Eagerness of the company in acknowledging the work of employees 70% 60% 50% 40% 30% 20% 10% 0% Strongly Agree Agree Netural Disagree Strongly Disagree 6% 0% 0% 36% 58% NUMBER OF RESPONDENTS 18 29 3 0 0 50 PERCENTAGE 54 58 6 0 0 100 (Chart 4.5 The company is eagerness in recognizing and acknowledging employee¶s work SL NO PARTICULAR 1 2 3 4 5 Strongly Agree Agree Neutral Disagree Strongly Disagree Total (Table 4. 36% strongly agreed and only 6% showed neutral response.5) INTERPRETATION From the study.A STUDY ON EMPLOYEE MOTIVATION 4. 31 .1. 58% of employees agreed that the company is eager in recognizing and acknowledging their work.

1.1 Periodical increase in salary SL NO PARTICULAR 1 2 3 4 5 Strongly Agree Agree Neutral Disagree Strongly Disagree Total NUMBER OF RESPONDENTS 12 23 3 9 3 50 (Table 4.6.6) INTERPRETATION The table shows 46% of employees agree that there is a periodical increase in the salary. 32 .A STUDY ON EMPLOYEE MOTIVATION 4.6) PERCENTAGE 24 46 6 18 6 100 Periodical increase in salary 50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% 46% 24% 18% 6% 6% Series1 Strongly Agree Agree Netural Disagree Strongly Disagree (Chart 4.

33 .1.7) NUMBER OF RESPONDENTS 15 18 11 3 3 50 PERCENTAGE 30 36 22 6 6 100 Job security exist in the company 40% 35% 30% 25% 20% 15% 10% 5% 0% Strongly Agree Agree Netural Disagree Strongly Disagree 6% 6% 22% 30% 36% (Chart 4.A STUDY ON EMPLOYEE MOTIVATION 4.6.7) INTERPRETATION The table shows 35% of employees agree with good job security exist in the company.2 Job Security existing in the company. SL NO PARTICULAR 1 2 3 4 5 Strongly Agree Agree Neutral Disagree Strongly Disagree Total (Table 4.

3 Good relations with the co-workers.6. 34 . SL NO PARTICULAR 1 2 3 4 5 Strongly Agree Agree Neutral Disagree Strongly Disagree Total NUMBER OF RESPONDENTS 15 27 8 0 0 50 (Table 4.8) INTERPRETATION The table shows 54% of the respondents agree that they have good relations with co-worker.A STUDY ON EMPLOYEE MOTIVATION 4.1.8) PERCENTAGE 30 54 16 0 0 100 Good relations with co-workers 60% 50% 40% 30% 30% 20% 10% 0% 0% Strongly Agree Agree Netural Disagree Strongly Disagree 0% 16% 54% (Chart 4.

35 . SL NO PARTICULAR 1 2 3 4 5 Strongly Agree Agree Neutral Disagree Strongly Disagree Total NUMBER OF RESPONDENTS 10 23 8 6 3 50 (Table 4.4 Effective performance appraisal system.9) PERCENTAGE 20 46 16 12 6 100 Effective performance appraisal system.1.9) INTERPRETATION The table shows 46% of the respondents agree to effective performance appraisal system existing in the company. 50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% Strongly Agree Agree Netural Disagree Strongly Disagree 20% 16% 12% 6% 46% (Chart 4.6.A STUDY ON EMPLOYEE MOTIVATION 4.

1.10) PERCENTAGE 18 52 18 6 6 100 Effective promotional opportunities in present job 60% 50% 40% 30% 20% 10% 0% Strongly Agree 18% 52% 18% 6% 6% Agree Netural Disagree Strongly Disagree (Table 4. 36 .10) INTERPRETATION The table shows 52% of the respondents agree with effective promotional opportunities in their present job.6. SL NO PARTICULAR 1 2 3 4 5 Strongly Agree Agree Neutral Disagree Strongly Disagree Total NUMBER OF RESPONDENTS 9 26 9 3 3 50 (Table 4.5 Effective promotional opportunities in present job.A STUDY ON EMPLOYEE MOTIVATION 4.

A STUDY ON EMPLOYEE MOTIVATION 4.6.11) PERCENTAGE 30 46 6 12 6 100 Good safety measures existing in the organization.11) INTERPRETATION The table shows 46% of the respondents agree that there is a good safety measure existing in the company.1. 50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% 46% 30% 12% 6% 6% Strongly Agree Agree Netural Disagree Strongly Disagree (Chart 4. 37 .6 Good safety measures existing in the organization. SL NO PARTICULAR 1 2 3 4 5 Strongly Agree Agree Neutral Disagree Strongly Disagree Total NUMBER OF RESPONDENTS 15 23 3 6 3 50 (Table 4.

12) INTERPRETATION The table shows 46% of the respondents agree that the performance appraisal activities are helpful to get motivated. 38 .7 Performance appraisal activities are helpful to get motivated.6. SL NO PARTICULAR 1 2 3 4 5 Strongly Agree Agree Neutral Disagree Strongly Disagree Total (Table 4.A STUDY ON EMPLOYEE MOTIVATION 4.12) NUMBER OF RESPONDENTS 9 23 6 3 9 50 PERCENTAGE 18 46 12 3 18 100 Performance appraisal activities are helpful to get motivated 50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% Strongly Agree Agree Netural Disagree Strongly Disagree 18% 12% 6% 18% 46% (Chart 4.1.

1.6.8 Support from the co-worker is helpful to get motivated SL NO PARTICULAR 1 2 3 4 5 Strongly Agree Agree Neutral Disagree Strongly Disagree Total (Table 4.13) INTERPRETATION The table shows 58% of the respondents agree that the support from the co-worker is helpful to get motivated.13) NUMBER OF RESPONDENTS 12 29 0 6 3 50 PERCENTAGE 20 46 0 12 6 100 Support from the co-worker is helpful to get motivated 70% 60% 50% 40% 30% 20% 10% 0% 0% Strongly Agree Agree Netural Disagree Strongly Disagree 24% 12% 6% 58% (Chart 4.A STUDY ON EMPLOYEE MOTIVATION 4. 39 .

1.A STUDY ON EMPLOYEE MOTIVATION 4.4.6.9 Career development opportunities are helpful to get motivated SL NO PARTICULAR 1 2 3 4 5 Strongly Agree Agree Neutral Disagree Strongly Disagree Total (Table No.14) NUMBER OF RESPONDENTS 10 26 2 4 8 50 PERCENTAGE 20 52 4 8 16 100 60% 52% 50% 40% 30% 20% 20% 10% 0% Strongly Agree Agree Neutral Disagree Strongly Disagree 8% 4% 16% (Chart 4. 40 .14) INTERPRETATION The table shows 52% of the respondents agree that the career development opportunities are helpful to get motivated.

41 .A STUDY ON EMPLOYEE MOTIVATION 4.15) INTERPRETATION The table shows that the 42% of the respondent is responding that increase in salary will motivate them the most.1.15) NUMBER OF RESPONDENTS 21 15 3 5 6 50 PERCENTAGE 42 30 6 10 12 100 12% 10% 6% 30% 42% Salary increase Promotion Leave Motivational talk Recognition (Chart 4. SL NO PARTICULAR 1 2 3 4 5 Salary increase Promotion Leave Motivational talk Recognition Total (Table 4.7 Factors which motivates you the most.

16) INTERPRETATION The table shows 64% of the respondents responded that incentives and other benefits will influence their performance 42 .A STUDY ON EMPLOYEE MOTIVATION 4.1.8 Incentives and other benefits will influence your performance SL NO PARTICULAR 1 2 3 Influence Does not influence No opinion Total (Table 4.16) NUMBER OF RESPONDENTS 32 12 6 50 PERCENTAGE 64 24 12 100 12% 24% Influence Does not influence 64% No opinion (Chart 4.

2 INFERENTIAL STATISTICS 43 .17) INTERPRETATION The table shows 94% of the respondents agree that they the Management involve them in decision making which are connected to your department. 4.9 Management involves you in decision making which are connected to your department.1.A STUDY ON EMPLOYEE MOTIVATION 4. SL NO PARTICULAR 1 2 3 Yes No Occasionally Total NUMBER OF RESPONDENTS 47 0 3 50 (Table 4.17) PERCENTAGE 94 0 6 100 0% 6% 94% Yes No Occasionally (Chart 4.

(2-tailed) Sum of Squares and Cross-products Covariance N ** Correlation is significant at the 0.573 . Ho: There is no significant relationship between career development opportunities and the extent of employee motivation 44 .A STUDY ON EMPLOYEE MOTIVATION Ho: There is no significant relationship between incentives and employee¶s performance.265 50 Employee performance .500 50 Sig.265 50 1 .50 Std. Deviation . Inference: Since the Correlation is significant at the 0.655(**) .000 13. (2-tailed) .000 13.72 1.707 Correlations N 50 50 Incentives Employee performance Incentives Pearson Correlation 1 Sig. Incentives Employee performance Mean 1. H1: There is significant relationship between incentives and employee¶s performance.500 .01 level (2-tailed) the null hypothesis that is ³There is no significant relationship between incentives and employee¶s performance´ is rejected and an alternative hypothesis is framed.000 .655(**) .000 .080 and Cross-products Covariance .328 N 50 Pearson Correlation . 24.01 level (2-tailed). Sum of Squares 16.

A STUDY ON EMPLOYEE MOTIVATION Mean career development opportunities extent of motivation 3. Deviation 1.071 50 . Mean 45 Std.70 3. (2-tailed) Sum of Squares and Crossproducts Covariance N ** Correlation is significant at the 0.000 52.111 1.500 1.317 N 50 45 Correlations career development extent of opportunities motivation career development opportunities Pearson Correlation 1 . H1: There is significant relationship between career development opportunities and the extent of employee motivation Ho: There is no significant relationship between performance appraisal system and the extent of motivation.035 1. 52.184 45 1 .01 level (2-tailed).184 45 . 76.311 1.909(**) .000 52. N . Inference: Since the Correlation is significant at the 0.111 1. (2-tailed) Sum of Squares and Crossproducts Covariance N extent of Pearson motivation Correlation Sig.734 45 Sig.01 level (2-tailed) the null hypothesis that is ³There is no significant relationship between career development opportunities and the extent of employee motivation´ is rejected and an alternative hypothesis is framed.36 Std.909(**) .

837 50 Since the Correlation is significant at the 0.000 1.01 level (2-tailed). H1: There is significant relationship between performance appraisal system and the extent of motivation. Inference: Extent of Motivation .000 products Covariance 1. (2-tailed) .000 products Covariance 1.000 73. 90.40 2. Sum of Squares and Cross64.143 1.490 50 1 .355 50 50 Correlations performance appraisal system Performance Pearson 1 appraisal system Correlation Sig.A STUDY ON EMPLOYEE MOTIVATION Deviation Performance appraisal system Extent of Motivation 2.01 level (2-tailed) the null hypothesis that is ³There is no significant relationship between performance appraisal system and the extent of motivation´ is rejected and an alternative hypothesis is framed.306 N 50 Extent of Pearson .000 1. Ho: There is no significant relationship between interpersonal relationship in the organization and extent of motivation. (2-tailed) .000 Sum of Squares and Cross73. 46 .962(**) Motivation Correlation Sig.490 N 50 ** Correlation is significant at the 0.60 1.962(**) .

253 50 H1: There is significant relationship between interpersonal relationship in the organization and extent of motivation. (2-tailed) . Sum of Squares and Cross22.01 level (2-tailed). 61. Employee relations Extent of motivation .658 N 50 ** Correlation is significant at the 0. Deviation .658 50 1 . 47 .260 . (2-tailed) .119 N 50 50 Correlations Employee relations Pearson 1 Correlation Sig.000 32.01 level (2-tailed) the null hypothesis that is ³There is no significant relationship between interpersonal relationship in the organization and extent of motivation.877(**) motivation Correlation Sig.A STUDY ON EMPLOYEE MOTIVATION Mean Employee relations Extent of motivation 1.000 Sum of Squares and Cross32.18 Std. Inference: Since the Correlation is significant at the 0.260 products Covariance .670 1.380 1.020 products Covariance .877(**) .´ is rejected and an alternative hypothesis is framed.86 2.449 N 50 Extent of Pearson .

A STUDY ON EMPLOYEE MOTIVATION CHAPTER-5 5. encourage and impel them to contribute their maximum for the achievement of the business objectives. Factors like financial incentives and non financial inventive. The study undertakes various efforts to analyze all of them in great details. promotional opportunities in the present job. technological. Employees work in the organization for the satisfaction of their needs. the researcher was able to find some of the important factors which motivate the employees. From the study. financial and physical resources for the achievement of the business objectives. The researcher in this project at the outset gives the clear idea of the entire department existing in the company. Therefore. 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 management will not be able to accomplish the desired results. human resources should be managed with utmost care to inspire. 48 . employee participation in decision making are very much effect the level employee motivation. performance appraisal system. Every business enterprise has multiple objectives including of adequate profit for payment of a reasonable rate of return to the owners and for investment in business through satisfaction of customers. maintenance of a contended workforce and creation of a public image. This project entitled as ³Employee motivation´ was done to find out the factors which will motivate the employees. If the human resources are not properly motivated. The basic job of management of any business is the effective utilization of available human resources. The human resources can play an important role in the realization of the objectives. good relationship with co-workers.1 SUMMARY This document aims at providing employees and management members with the information that can be beneficial both personally and professionally.

Most of the workers agreed that the company is eager in recognizing and acknowledging their work. y y The study reveals that increase in the salary will motivates the employees more. y y y The employees are really motivated by the management. The employees are satisfied with the present incentive plan of the company.A STUDY ON EMPLOYEE MOTIVATION 5. There is a harmonious relationship is exist in the organization between employees and management. The company is providing good safety measures for ensuring the employees safety. y y y y The study reveals that there is a good relationship exists among employees. From the study it is clear that most of employees agrees to the fact that performance appraisal activities and support from the coworkers in helpful to get motivated. 49 . Majority of the employees agreed that there job security to their present job.2 FINDINGS The findings of the study are follows y y The Videocon industries has a well defined organization structure. The incentives and other benefits will influence the performance of the employees.

then there would be active and committed participation of staff for the success of the organization 50 . y Organization should give importance to communication between employees and gain co-ordination through it.3 SUGGESTIONS The suggestions for the findings from the study are follows y Most of the employees agree that the performance appraisal activities are helpful to get motivated. Better carrier development opportunities should be given to the employees for their improvement. y Non financial incentive plans should also be implemented.A STUDY ON EMPLOYEE MOTIVATION 5. y If the centralized system of management is changed to a decentralized one. so that they can improve their performance. y y Skills of the employees should be appreciated. it can improve the productivity level of the employees. so the company should try to improve performance appraisal system.

y y y y The sample taken for the study was only 50 and the results drawn may not be accurate. it acts as another barrier for getting data.A STUDY ON EMPLOYEE MOTIVATION 5. The responds from the respondents may not be accurate. 51 . Lack of experience of Researcher. Since the organization has strict control. Another difficulty was very limited time-span of the project.4 LIMITATIONS OF THE STUDY The limitations of the study are the following y The data was collected through questionnaire.

they work well and only if they work well the organization is going to benefit out it. The suggestions of this report may help in this direction. The study on employee motivation highlighted so many factors which will help to motivate the employees. Steps should be taken to improve the motivational programs procedure in the future. The organization can still concentrate on specific areas which are evolved from this study in order to make the motivational programs more effective.A STUDY ON EMPLOYEE MOTIVATION 5. The study helped to findings which were related with employee motivational programs which are provided in the organization. the motivational program procedure in VIDEOCON INDUSTRIES is found effective but not highly effective. Only if the employees are properly motivated. 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 study was conducted among 50 employees and collected information through structured questionnaire.5 CONCLUSION The study concludes that. 52 .

So continuous monitoring and close observation of factors that motivate the employees is necessary to maintain a competent work force. Hence. 53 . A further study with in dept analysis to know to what extent these factors motivate the employees is required. This in turn helps the management to formulate suitable policy to motivate the employees.A STUDY ON EMPLOYEE MOTIVATION 5. Moreover. Only with a competent work force an organization can achieve its objective. the motivational level of the employees may also change.6 SCOPE FOR FUTURE RESEARCH The present study on employee motivation helps to get clear picture about the factors which motivates the employees. The factors that motivate the employees may change with change in time because the needs of employees too change with change in time. human resource is the most valuable asset to any organization.