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TO STUDY THE IMPORTANCE OF MONETARY AND NON-MONETARY INCENTIVES FOR MANAGERS IN TATA INDICOM (Term Paper towards the fulfillment of the assessment in the subject of Principle of Management)
NATIONAL LAW UNIVERSITY,JODHPUR
Submitted to :Dr. Archi Mathur Faculty of Management National Law University, Jodhpur
Submitted By:Pankaj Rathi BBA LLB(Hons) RollNo-.869 Semester- 1st
S.no Particulars * * * 1. 2. 3. 4. 5. 6. 7. 8. 9. * * * Executive Summary Objectives Research Methodology Introduction-Monetary and Non-monetary incentives Types of incentives Company profile – Tata Indicom Core values of Tata Tata Indicome – product profile Data tabulation Analysis Conclusions Recommendations Limitations Annexures Bibliography Page 3 4 5 6 9 10 11 14 15 25 27 28 29 30 34
In spite of theoretical knowledge gained through classroom study, a person is Incomplete if not subjected to practical exposure of real corporate world and the challenges and problems that one has to face at the actual work place.In this context the study has been taken to make the person aware of happening of the real business world. The project entitled „TO STUDY THE IMPORTANCE OF MONETARY AND NONMONETARY INCENTIVES FOR MANAGERS‟ with the special reference to TATA INDICOM LIMITED has been done in JODHPUR as a PROJECT WORK of BBA program and it helped me in understanding the impact of incentives in the performance of managers as well as that of organisation . It also gave me a chance to have an interaction with people at real workplace who are working at different positions with different authorities and responsibilities.The generosity & the patience of these people for spending their valuable time for having discussions and interactions has also been a rich experience for me. The study was made to formulate a manual by collecting relevant information about the contents with the help of Questionnaire survey and face to face interaction with the MANAGERS of TATA INDICOM as well from the valuable information & suggestions provided by the members of TI itself (people from different departments and the sales force members). Secondary data was collected from the other manuals provided by the HR department and website of the company. The final outcome of the study is various schemes of rewards and recognitions for staff and officers of TATA INDICOM, which will help them in getting motivated and improvising their performances at work place.
To identify the impact of the above mentioned incentives on managers productivity.4 OBJECTIVES OF THE STUDY The objectives of this study are as follows: To ascertain the extent of managers attitude towards monetary and nonmonetary incentives in the course of their work. To identify and analyses various incentives that can be offered to satisfy the needs of managers. . To priorities the incentives as per managers‘ likening in the work place.
which are selected a fresh and thus happen to be original in character. After giving through brain storming session. That was the reason that at most care was taken while defining various parameters of the problem. newspaper. Choose for investigation because a problem well defined is halfsolved. A questionnaire was designed major emphasis of which was gathering new ideas or insight so as to determine and bind out solution to the problems. Primary data is the first hand data. RESEARCH APPROACH The research approach is used survey method which is a widely used method for data collection and best suited for descriptive type of research survey includes research instrument like questionnaire which can be structured and unstructured. . DATA COMPLETION AND ANALYSIS After the data has been collected. Secondary data has been taken from internet. magazines and companies web sites.5 RESEARCH METHODOLOGY It is well known fact that the most important step in research process is to define the problem. DATA SOURCE Research included gathering both Primary and Secondary data. objectives were selected and the set on the base of these objectives. The primary data is collected through questionnaire. Secondary data are those which has been collected by someone else and which already have been passed through statistical process. it was tabulated and findings of the project are presented followed by analysis and interpretation to reach certain conclusions.
This will include job satisfaction. money not only satisfies psychological needs but also the security and social needs. Money has been recognized as a chief source of satisfying the needs of people. there are some other stimuli which can drive a person to better. and pride for accomplishment. Incentives are something which are given in addition to wagers. Incentive is an act or promise for greater action. To psychologically satisfy a person which leads to job satisfaction. Money is also helpful to satisfy the social needs by possessing various material items. 3. 6. Therefore. 4. Monetary incentives can be of following types: . Human resources play a crucial and vital role in the development of the organization. To enhance commitment in work performance. Besides monetary incentive. Therefore. It is a natural thing that nobody acts without a purpose behind. Therefore. job promotion. Incentives provide a spur or zeal in the employees for better performance. incentives really can sometimes work to accomplish the goals of a concern. It is also called as a stimulus to greater action. the only factor that represents a potential competitive advantage is "human resources and how these resources are managed and utilized". financial resources.Those incentives which satisfy the subordinates by providing them rewards in terms of rupees. It means additional remuneration or benefit to an employee in recognition of achievement or better work. Therefore. a hope for a reward is a powerful incentive to motivate employees. 2. 5. To inculcate zeal and enthusiasm towards work. in many factories. While all these are important for organizational effectiveness. To be successful employee's satisfaction is very much important for the organizations growth and to satisfy the employees‟ needs incentives are must . Therefore. To shape the behavior or outlook of subordinate towards work.6 MONETARY AND NON-MONETARY INCENTIVES In an organization many things are required to be in order of effective: a method for producing a product or service. The need of incentives can be many:1. a way of marketing whatever products or services that are created. 7. To increase productivity. management has to offer the following two categories of incentives to motivate employees:1. To drive or arouse a stimulus work. and human resources. But what does incentive mean ? we should understand it first. job security. various wage plans and bonus schemes are introduced to motivate and stimulate the people to work. Monetary incentives. To get the maximum of their capabilities so that they are exploited and utilized maximally.
Other performance-related pay: e. Security of service. This also helps since he is very far off from mental tension and he can give his best to the enterprise. The incentives which cannot be measured in terms of money are under the category of ―Non. Pensions – becoming less common and generous. he will put maximum efforts to achieve the objectives of the enterprise. these are common for most managerial positions (e. d. Commission: payment based on the value of sales achieved. b. Shares and options: less common in small businesses. Whenever a manager has to satisfy the psychological needs of the subordinates. Small businesses tend not to offer pension benefits. he makes use of non-financial incentives. f.actualization needs of employees.g. Praise or recognition. 2. Piece-rate pay: pay per item produced – becoming less common e. very common in small businesses where employees are paid per hour.monetary incentives‖. Payroll Manager) b. staff uniforms etc. bonuses for achieving targets g.7 a. contributions to travel costs.The praise or recognition is another non. Sometimes praise becomes more effective than any other incentive.financial incentive which satisfies the ego needs of the employees. Non.Besides the monetary incentives. . Salaries: fixed amounts per month or year for performing a role. If his job is secured. c. Accountant. there are certain nonfinancial incentives which can satisfy the ego and self.financial incentives can be of the following types:- a. Time-rate pay: pay based on time worked. Non-monetary incentives.g. The employees will respond more to praise and try to give the best of their abilities to a concern. these include staff discounts. but popular in businesses whose shares are traded on stock markets i.Job security is an incentive which provides great motivation to employees. Benefits in kind (“fringe benefits”) – very common in businesses of all kinds.
This can be done by increasing his responsibilities.monetary incentive in which the job of a worker can be enriched. they feel satisfied and contented and they become more committed to the organization. Promotion opportunities. This also is helpful to motivate the employees to feel important and they can also be in search for innovative methods which can be applied for better work methods. Suggestion scheme.8 c. A combination of financial and nonfinancial incentives help together in bringing motivation and zeal to work in a concern. This also helps in the greatest motivation of the efficient employees. . increasing the content and nature of the work. This inculcates a spirit of participation in the employees. This ultimately helps in growing a concern and adapting new methods of operations. This can be done by publishing various articles written by employees to improve the work environment which can be published in various magazines of the company. giving him an important designation.Job enrichment is another non. The above non.The organization should look forward to taking suggestions and inviting suggestion schemes from the subordinates. This way efficient worker can get challenging jobs in which they can prove their worth. d.financial tools can be framed effectively by giving due concentration to the role of employees. e. If the employees are provided opportunities for the advancement and growth.Promotion is an effective tool to increase the spirit to work in a concern. Job enrichment.
9 Job Enrichment Suggestion System Security Of Service Non Monetary Incentives Praise Recognisation Promotion Opportunity Commission Pensions Share and Option Performance Related Pay Salaries Price Rate Pay Fringe Benefit Monetary Incentives Time Rate Pay .
com Key people Products Parent Divisions Website . Tata (Chairman) Srinath Narasimhan (MD) Wireless Telephone Internet Television Tata Group Tata Indicom (CDMA) Tata DoCoMo (GSM) Virgin Mobile India (CDMA/GSM) Tatateleservices. India Mr. Ratan N.10 COMPANY PROFILE TATA INDICOM Type Industry Founded Founder(s) Headquarters Private Telecommunications 1996 Ratan Tata Mumbai.
Unity: We must work cohesively with our colleagues across the Group and with our customers and partners around the world. This requires us to grow aggressively in focused areas of business. understanding and mutual cooperation. show respect. shareholders and the community. compassion and humanity for our colleagues and customers around the world. and always work for the benefit of the communities we serve. Our heritage of returning to society what we earn evokes trust among consumers. The TATA name is a unique asset representing leadership with trust. . Everything we do must stand the test of public scrutiny. sensitive to the countries. Responsibility: We must continue to be responsible. Leveraging this asset to enhance Group synergy and becoming globally competitive is the route to sustained growth and long-term success. The five core TATA values underpinning the way we do business are: Integrity: We must conduct our business fairly. employees. to which the Group brings a unique set of capabilities. These values continue to direct the Group‘s growth and businesses. This heritage is being continuously enriched by the formalization of the high standards of behaviour expected from employees and companies‖. always ensuring that what comes from the people goes back to the people many times over. with honesty and transparency. Excellence: We must constantly strive to achieve the highest possible standards in our dayto-day work and in the quality of the goods and services we provide.11 CORE VALUES OF TATA PURPOSE : At the TATA Group ― our purpose is to improve the quality of life of the communities we serve. communities and environments in which we work. Understanding: We must be caring. FIVE CORE VALUES The TATA Group has always sought to be a value-driven organization. We do this through leadership in sectors of national economic significance. building strong relationships based on tolerance.
039 employees worldwide and more than 3. Tata Teleservices is the pioneer of the CDMA 1x technology platform in India. through its joint venture with NTT DOCOMO of Japan. The company's network has been rated as the 'Least Congested' in India for five consecutive quarters by the Telecom Regulatory Authority of India through independent surveys.12 TATA INDICOM – PROFILE • Brand Name: TATA Indicom • Network: CDMA 2000-1x • Network Coverage: 20 Telecom circles • Subscriber base: > 2 million • Market Share: 8 -10% • Subscriptions: Post Paid. TATA DOCOMO arises out of the Tata Group's strategic alliance with Japanese telecom major NTT DOCOMO in November 2008. It launched mobile operations in January 2005 under the brand name Tata Indicom and today enjoys a pan-India presence through existing operations in all of India's 22 telecom Circles. The company has rolled out GSM services in . ESTABLISHMENT: Incorporated in 1996. over 363. The Tata Group had revenues of around USD 70. and includes over 90 companies. it is headquartered in Mumbai.8 billion in Financial Year 2008-09. Pre Paid .5 million shareholders. JOINT VENTURE: Tata Teleservices Limited now also has a presence in the GSM space. The company is also the market leader in the fixed wireless telephony market. and offers differentiated products and services under the TATA DOCOMO brand name. internet facility Tata Teleservices Limited spearheads the Tata Group's presence in the telecom sector. It has embarked on a growth path since the acquisition of Hughes Tele. TATA DOCOMO has received a pan-India license to operate GSM telecom services—and has also been allotted spectrum in 18 telecom Circles.com (India) Ltd [renamed Tata Teleservices (Maharashtra) Limited] by the Tata Group in 2002.
public booth telephony. being the first to pioneer the per-second tariff option—part of its 'Pay for What You Use' pricing paradigm. CEO of the Year and Best Quality of Service. Tokyo-based NTT DOCOMO is one of the world's leading mobile operators—in the Japanese market.000 towers. used by over 50 per cent of the country's mobile phone users. Wireless TT Info-Services Limited. TTSL's bouquet of telephony services includes mobile services. and Business Standard award for 'Most Innovative Brand of the Year'. Best Company. Tata Teleservices' industry-best and innovative offerings have gained industry-wide recognition and the Year 2010 saw TTSL add many notable accolades to its name. and has already redefined the very face of telecom in India. with a bouquet of telephony services encompassing Mobile Services. Tata Teleservices Ltd.13 17 of India's 22 telecom Circles in less than a year and the company plans to launch pan-India operations by the end of FY 2010-11. Wireless Desktop Phones. and Quippo Telecom Infrastructure Limited—with the combined entity kicking off operations with 18. and received 8 awards at the World HRD Conference.net. In December 2008. The company also received 3 awards at the Telecom Operator Awards 2010 from Tele. the combined entity has a portfolio of nearly 35. wireless desktop phones. Today. serves nearly 70 million customers in more than 450. wireline services and enterprise solutions. including 5th Best Employer in India. the company is the clear market leader. thereby becoming the largest independent entity in this space—and with the highest tenancy ratios in the industry.000 towns and villages across the country. Public Booth Telephony and Wireline Services.000 towers. TTSL was named The Best Emerging Markets Carrier by Telecom Asia. Today. . EMERGING MARKET PLAYER: Over the last few months. along with Tata Teleservices (Maharashtra) Ltd. Tata Teleservices announced a unique reverse equity swap strategic agreement between its telecom tower subsidiary. TATA DOCOMO marks a significant milestone in the Indian telecom landscape.
14 TATA INDICOM – PRODUCT PROFILE .
15 DATA TABULATION Q.1 Are you satisfied with your present job ? Satisfaction to Job 30% Yes No 70% .
3 How did you get into present position ? To get into present positon by Direct Appointment.4 Do you have incentive scheme in your organisation ? INCENTIVE SCHEME IN ORGANISATION Yes. 50% Transfer.16 Q. 30% Promotion Transfer Direct Appointment Q. 20% Promotion. 100% Yes No .
6 Do you think incentives are necessary for managers‘ good performance ? Yes.7 Which particular form of incentives you feel better ? Type of Incentives Non-Monetary 40% Monetary Non-Monetary Monetary 60% . 100% Yes No Q.17 Q.
8 What motivate you to work happily and efficiently ? (Give rank ) Attributes Good Pay Promotion Less Supervision Good Working Condition 1st 4 1 2 3 2nd 2 5 2 1 3rd 1 4 2 3 4th 3 4 3 12 10 3 4 1 3 2 4 2 4 4th rank 3rd rank 3 8 6 2nd rank 1st rank 5 2 2 1 4 3 2 1 Good pay Promotion Less supervision Good working condition 0 .18 Q.
9 Do you feel that salary being offered at Tata Indicom is sufficient to lead a Satisfied life ? 20% Yes 50% No Can't say 30% Q. Highly Satisfied . 60% Highly Satisfied Satisfied Not Satisfied .in the Tata Indicom Not Satisfied 20% Satisfied. 20% .10 Give your opinion about Financial assistance to loans.Bonus etc.19 Q.
20 Q.11 Which type of monetary incentives motivate you more? (Give rank in order of priorities [1-6 ] Attributes Pay & Allowance Profit Sharing Bonus Commission Retirement Benefit Productivity linked with salary 1st 4 1 2 1 1 1 2nd 3 4 1 1 1 3rd 2 3 2 2 1 4th 2 1 2 3 2 5th 1 3 2 2 2 6th 1 1 2 3 3 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% 1 2 1 1 2 1 3 2 2 2 6th rank 5th rank 4th rank 3 3 2 3 2 4 3 2 3 4 1 2 1 Pay / Profit Sharing Allowance Bonus 1 Commission 1 Retirement Benefits 1 Productivity linked with salary incentives 1 1 2 2 1 3rd rank 2nd rank 1st rank .
Of respondent Status Organisation structure Career advancement Challenging job Employees recognition Job security Employees participation Employees empowermnet 1 2 3 1 1 2 - 1 1 1 1 1 3 1 1 2 4 1 1 1 1 1 1 2 1 1 2 2 - 1 1 2 2 2 2 2 1 1 2 3 1 3 1 3 3 1 1 2 3 1 2 10 9 1 1 2 1 2 3 2 1 2 8 7 6 5 4 3 2 1 0 3 1 2 1 4 1 1 2 2 2 1 1 3 2 1 1 1 1 1 1 2 1 3 3 1 3 3 8th rank 7th rank 2 1 6th rank 5th rank 2 2 2 1 1 1 1 4th rank 3rd rank 1 1 1 1 2nd rank 1st rank .21 Q.12 Which type of non-monetary incentives you think better for you ? (Give rank [1-8] ) 1st 2nd 3rd 4th 5th 6th 7th 8th Attributes No.
Staff Retention STAFF RENTENTION Yes.22 Q. 90% 2. Managers satisfaction MANAGERS SATISFACTION No. 30% Yes No . 70% No.13 Does incentive serve these goals ? 1. 10% Yes No Yes.
70% . Acheivement of Business Goal ACHEIVEMENT OF BUSINESS GOAL No. 20% Yes Yes. 80% No 4. 30% Yes No Yes.23 3. Performance Improvement PERFORMANE IMPROVEMENT No.
80% .24 5. Feeling of Belongingness among Managers FEELING OF BELONGINGNESS 20% Yes No Yes.
9. Questionnaire was filled up by 10 managers of the Tata Indicom. it is also found that the managers that were well paid will increase in their performances. 2. 6. In non-monetary incentives Career advancement and Job security are two major influencing factor. Out of 10 managers 6 managers think monetary incentives as better & on the other hand 4 managers preferred non-monetary rewards as better incentives. From the data analyzed.bonus and allowances will also motivate managers attitudes towards work. through training. 3.25 ANALYSIS This project is totally based on the information collected within the company. Financial assistance provided by Tata Indicom to its managers is quite satisfactory. Only 50% of managers are satisfied with the salary provided which could be a major concern for the organisation as it is an important factor in motivating the employees. good working . more so. Out of 10 managers 3 managers gave first preference to career advancement and 2 managers chose job security as best incentive. Branch office – Jodhpur & of some other branches. 5.it might hamper organisation growth. 4. Within the company the main sources were the information provided by mangers of various departments . There is a slightly balance between the choice of monetary and non-monetary incentives. Hence on that basis only some analysis can be done. an organization may reduce cost and as well increases productivity. Most of the managers are satisfied with their present job but still some managers about 30% are not fully satisfied with their job. 10. which are as follows: 1. fringe benefit is another factor that may influence employees performances. 8. Profit sharing also emerged as one of the crucial factor in motivating managers to perform better. It is also find that the non-monetary incentives such as training and development in an organization have positive influences on managers performances. 7. All the mangers are in favour of incentives for better performance. the payment in form of salaries. About 50% managers got their present position by Promotion which shows that incentives are playing vital role in company‘s performance.
The study find that any promoted managers will increase his/her efforts and performances in work place and employee performance appraisal influences employees performance. medical facilities also facilitates effective performances.It can be detrimental for the organisation. employee welfare.These incentives will develop feeling of belongingness among managers and can be a crucial factor in reducing the employees turnover. However at the same time it also came into picture that managers are not inclined towards finding of challenging job. pension. When managers were asked to give one essential reason to continue to work for Tata Indicom then good salary and better working conditions came as reasons but at the same time some managers were also ready to quit the organisation if they would find any better salary package. 13. Most of the managers feel that if proper incentives are provided it will not only improve managers‘ productivity but also helps the organisation in achievement of business goal. . 11. 12. lastly the managers prefer monetary incentives to nonmonetary incentives.26 conditions in an organization will also improve managers performances.
. the term paper is concluded. staff welfare. scheme. higher morale and better co-ordination and training helps to reduce cost as it increases productivity. promotes goal congruency. In view of these findings. For Non-monetary incentives. Some of the main objectives of training employee include. the study there by conclude that there is clear relationship between monetary incentives and workers performance.27 CONCLUSION The Term Paper was a sincere attempt in the direction of understanding and evaluating the motivation activities as undertaken by Tata Indicom. good working conditions. promotion. lower labour turn over rate. the author has come across huge volume of material on the importance of monetary and non-monetary incentives. Lack of training increases absenteeism rate. Hence what is to be understood is that Like a child being given a chocolate cupcake and a big hug after cleaning her room. Throughout the research and drafting of this term paper. increase in productivity. good supervision. low output. Proper training is an another important aspect which the managers feel as a crucial factor in increasing the productivity of employees. fringe benefit and good pay motivate workers‘ performance most. medical facilities facilitates increases in employees‘ performances and employee‘ prefer monetary incentives to non-monetary incentives. pension. rewards and recognition can be powerful tools for employee motivation and performance improvement. poor quality and rejects and results in high unit cost. at the same time it is also found that one of the most important reason to be not satisfied with the present job by managers is in want of better salary. Hence.
Therefore. Non-monetary incentives should be tailored in line with monetary incentives in order to motivate managers to put in their best and at the same time. Promotion.28 RECOMMENDETION In any organization. the ability of the organization to attract and retain employees depend on how much monetary and non-monetary incentives. effective performance appraisal should be encouraged. promotion. the result is decrease productivity. incentives are a very sensitive issue not only to employer but also to the employees. This is important because manager’s satisfaction can motivate high performance. it is prepared to offer. this should be done without any fair of favour and bias mind. it is thereby recommend that Tata Indicom should strive to introduce a satisfactory incentives package to the managers. Therefore. . increases in salary bonus etc. organization should strive towards equity in the administration of monetary and non-monetary incentives. whenever managers‘ rating is being conducted. such as training. better pay fringe benefit and other social incentives are essential factor that motivate the employees to increase productivity. managers need adequate training to carry out their duties and managers that were promoted as well due will be motivated to increase its performances. Poor wages and salaries as well as poor working conditions is a constant source of frustration to managers. More so. and the higher level management should ensure effective performance appraisal. non-monetary incentives.
information provided might be biased. Thus proper corroborative research is required before taking any action based on the findings of the present study. 1) The data collected on the field considers a small sample only.29 LIMITATION OF THE STUDY While doing this project. In some cases. 2) 3) . respondents just filled the questionnaire hastily without giving proper thoughts to the questions to save their time. a few problems were faced which are mentioned below. Also a major part of the required information was not available due to a nondisclosure internal policy. therefore.
Q. These schemes will be a great help to make their jobs more interesting and motivate them to perform better.1 Are you satisfied with your present job ? Yes [ ] No [ ] Q.A. target category are the officers and the staff MANAGERS within the branch. So I would need your help to know a few things about your company regarding this topic. I am working on a project IMPORTANCE OF MONETARY AND NON-MONETARY INCENTIVES FOR MANAGERS.JODHPUR.30 ANNUXRE QUESTIONNAIRE: NAME: DESIGNATION: NAME OF THE COMPANY: Sir.4 Do you have incentive scheme in your organisation ? Yes [ ] No [ ] .B in NATIONAL LAW UNIVERSITY. I am 1st year student pursuing B.B.2 Since when you are holding this job ? ________________________ Q. My aim is to prepare some rewards and recognition schemes for these employees as their jobs are monotonous and they do not receive any rewards and recognitions for their contribution. LL.3 How did you get into present position ? Promotion [ ] Transfer [ ] Direct Appointment [ ] If by Promotion then after how many years did you get it ? _____________________________________ Q. Madam.
_______________________________ 2.5 What are the various incentives scheme in your organisation ? Write any 3 scheme which you can rembember ? 1. 5. 2. Pay / Allowance Profit Sharing Bonus Commission Retirement Benefits Productivity linked with Salary incentives [ ] [ [ [ [ [ ] ] ] ] ] . ________________________________ 3.8 What motivate you to work happily and efficiently ? (Give rank ) Good pay Less supervision [ [ ] ] Promotion Good working condition [ [ ] ] Q.9 Do you feel that salary being offered at Tata Indicom is sufficient to lead a Satisfied life ? Yes [ ] No [ ] No Comment [ ] Q.7 [ ] No [ ] Which particular form of incentives you feel better ? Monetary [ ] Non-Monetary [ ] Q.Bonus etc. 6.10 Give your opinion about Financial assistance to loans.11 Which type of monetary incentives motivate you more? (Give rank in order of priorities [1-6 ] 1.6 Do you think incentives are necessary for managers‘ good performance ? Yes Q. 4.31 Q.in the Tata Indicom Highly Satisfied [ Not Satisfied [ ] ] Satisfied [ ] Q. ________________________________ Q. 3.
3. Employees participation 8.32 Q. Employees empower [ [ [ [ ] ] ] ] Does incentive serve these goals ? Yes No ] ] ] ] ] [ [ [ [ [ ] ] ] ] ] 1. 4. 2.15 If you know any incentives scheme other than written in questionnaire which you think can be good for improving performance . _________________________________ _________________________________ _________________________________ _________________________________ . 4. 4. 3. 5. 3.13 Which type of non-monetary incentives you think better for you ? (Give rank [1-8] ) Status Organisation climate Career advancement Challenging job [ [ [ [ ] ] ] ] 5. 2. 2.12 1. Job security 7. Employees recognization 6.14 What is the most important reason that make you to continue to work for Tata Indicom ? _____________________________________________________________________ _____________________________________________________________________ Q. 1. Managers satisfaction Staff Retention Performance Improvement Acheivement of Business Goal Feeling of Belongingness among Managers [ [ [ [ [ Q. Q.
16 Any suggestion would you like to give regarding monetary and non-monetary incentives ? _____________________________________________________________________ _____________________________________________________________________ Thank you .33 Q.
PRATICES‘ .tataindicom.com/doc/6521964/summer-training-report-on-bajaj-vshero-honda http://ebookbrowse.//www.BURTON GENE AND THAKUR MANAB WEBSITES REFFERED www.htm .com http.managementstudyguide.34 BIBLIOGRAPHY BOOKS REFFERED NCERT 12th CLASS – BUSINESS STUDIES (Part I) BUSINESS STUDIES BY POONAM GANDHI ‗MANAGEMENT TODAY.com/motivation_incentives.scribd.PRINCIPLES.com/rewards-and-recognition-schemes-for-staff-andofficers-of-hll-hindustan-lever-limited-by-monika-tikoo-hr-pdf-d94334739 http://www.
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