Summer Training Project Report

On
“EMPLOYEE MOTIVATION AND EMPOWERMENT IN HONDA MOTORS”

Submitted to
INSTITUTE OF MANAGEMENT SCIENCES
In partial fulfillment of
Requirements for the award of Degree of
Bachelor of Business Administration

Submitted by: Supervisor:

ABHINAV DHAR Ms. DIVYA JAMWAL

Roll No. 608550010

 INTRODUCTION
An issue which usually generates a great deal of attention from most managers, administrators and those
involved in Human Resources Management is the issue of how to successfully motivate employee. While it is
true that aspects like staff recruitment, controlling, managing, leading, and many more are of great importance
to the success of an organization, Employee Motivation is generally considered a core element in running a
successful business.

In the organizational setting the word “Motivation” is used to describe the drive that impels an individual to work. A
truly motivated person is one who “wants” to work. Both employees and employers are interested in understanding
motivation if employees know what strengthens and what weakens their motivation, they can often perform more
effectively to find more satisfaction in their job. Employers want to know what motivates their employees so that they
can get them to work harder. The concept of motivation implies that people choose the path of action they follow.
 WHAT MOTIVATES EMPLOYEES?

Every person has a different reason for going to work. These reasons are as individual as
whichever person you may ask. But all of the reasons for working share a common thread. We all
obtain something from work we need. There is much discussion about the value of extrinsic
motivation (monetary and other material rewards) versus intrinsic motivation where people re
driven by what’s inside them. not by the trappings of success. Whereas I recognize how critical
extrinsic motivation is–we all need to be rewarded fairly for the job that we do-in my experience
the most effective factors relating to employee motivation are related to intrinsic motivation:
 COMPANY PROFILE
Honda is the world’s largest manufacturer of two wheelers, recognized over the world as the symbol of Honda
Two Wheelers, the ‘Wings’ arrived in India as Honda Motorcycle and Scooter India Pvt. Ltd. (HMSI), a 100%
subsidiary of Honda Motor Company Ltd., Japan, in 1999. Since its establishment in 1999 at Manesar, District
Gurgaon, Haryana, Honda has lived up to its reputation of offering the highest quality products at the most
reasonable price. Despite being one of the youngest players in the Indian two-wheelers market, Honda has
become the largest two-wheeler manufacturer as well as the second largest two-wheelers company in India

Honda is also the fastest growing company in country today. With a host of facilities under its wings, the first factory
of HMSI is spread over 52 acres including a covered area of about 100,000 sq. meters in Manesar, District Gurgaon,
Haryana with an annual capacity of 1.65 million units. To meet the ever-increasing demands of the products,
Honda Mission, Vision & Values
Mission Statement
“A dynamic growth oriented company through market leadership, excellence in quality and service and maximizing
export, ensuring attractive returns to equity holders, rewarding associates according to their ability and performance,
fostering a network of engineers and researchers ensuing unique contribution to the development of the industry,
customer satisfaction and protection of the environment by producing emission friendly green products as a good
corporate citizen fulfilling its social responsibilities in all respects.”

Vision Statement
“Market leader in the motorcycle industry, emerging as a global competitive centre of production and exports.”

Values
The Honda Philosophy
Total Quality Management
New Honda Circles
 RESEARCH METHODOLOGY
Research is an art of scientific investigation. It is defined as “A careful investigation or enquiry especially through
search for new facts in any branch of knowledge.”
Research methodology is considered as the nerve of the field work or any project. Without proper well organized
research plan, it is impossible to complete the project and reach to any conclusion. The project was based on the
survey plan. The main objective of survey was to collect appropriate data, which work as a box for drawing
conclusion and getting result.
Therefore, research methodology is the way to systematically solve the research problem. Research methodology not
only talks of the methods but also logic behind the methods used in the context of a research study and it explains
why a particular method has been used in the preference of the other methods.

Definition:
“Marketing research is a systematic gathering, recording and analysis of marketing problem to facilitate decision
making”.
Coundif & Still

“Marketing research is a systematic problem analysis, model building and fact finding for the purpose of important
decision making and control in the marketing of goods and services.”

Phillip Kotler
OBJECTIVES OF STUDY

 To study the employee motivation and empowerment at Honda Motors.

 To study the various HR Policies of Honda Motors, Jammu.

SCOPE OF THE STUDY

1. The study is intended to evaluate motivation of the employees.

2. The organization can achieve the efficiency also to develop a good

organizational culture.
 SAMPLING METHOD
Researcher has been selected through convent sampling method.

A convenience sample is a type of non-probability sampling method where the sample is

taken from a group of people easy to contact or to reach. For example, standing at a mall
or a grocery store and asking people to answer questions would be an example of a
convenience sample. This type of sampling is also known as grab sampling or availability
sampling. There are no other criteria to the sampling method except that people be
available and willing to participate. In addition, this type of sampling method does not
require that a simple Random sample is generated, since the only criteria is whether the
participants agree to participate[1]
DATA COLLECTION AND SAMPLE SELECTION:
40 respondents from Diamond Honda Gangyal (J&K) were collected by using
sampling. A schedule was designed for employees to obtain information
regarding the objectives of the study. Research also concluded interview
schedule for collection of data.

SAMPLING DESIGN

Sampling techniques - Non probability sampling (Convenience)

Sample unit - Employees
Sample size - 40 respondents
Method - Structured Questionnaire.
Data analysis method - Pie chart, Percentage.
Area of survey - Gangyal (J&K)
 RESEARCH DESIGN
Research design is the set of methods and procedures used in collecting and analyzing measures of
the variables specified in the problem research. The design of a study defines the study type and sub-
type research problem, hypotheses, independent and dependent variables, experimental design, and,
if applicable, data collection methods and a statistical analysis plan.
This study is descriptive in nature.

Descriptive research
It is well structured. It can be complex a high degree of scientific skill on the demanding a high degree of scientific skill on the
part of the researcher. It can be taken in certain circumstances. When the researcher is interested in knowing the characteristic
of certain groups such as age, sex, education level, occupation or income a descriptive study may be necessary.
 TOOLS OF DATA COLLECTION

 Primary tool: Interview schedule

 Secondary tool: Library, books, journals, internet, newspaper,
magazines.
 DATA ANALYSIS

AND INTERPRETATION
Q1.GENDER OF THE RESPONDENTS

Gender Frequency Percentage

Male 31 77.5%

Female 9 22.5%

Total 40 100%

INTERPRETATION

Above table shows that 77% percent (n=31) respondent belongs to a male-group of percent 23%
(n=9)
Q2.AGE OF THE RESPONDENTS

Age Frequency Percentage

18-25 yrs 8 20%
26-35 yrs 15 37.5%
36-45 yrs 11 27.5%
Above 45 yrs 6 15%
Total 40 100%

INTERPRETATION:

Above table shows that 20% percent (n=08) respondent belongs to age-group of 18 -25, 37.5% percent
(n=15) belongs to age-group of 26-35, 27.5% percent (n=11) belongs to age-group of 36-45 while 15%
percent (n=6) belongs to age-group of above 45 years.
Q3. EXPERIENCE IN THE ORGANISATION

Experience Frequency Percentage

1-5 yrs 14 35%

6- 10 yrs 12 30%

11-15 yrs 9 22.5%

Above 15 yrs 5 12.5%

Total 40 100%

INTERPRETATION:

Above table shows that 35% percent (n=14) respondent belongs to age-group of 1 – 5years, 30%
percent (n=12) belongs to age-group of 6 – 10 years, 22.5% percent (n=9) belongs to age-group of 11 –
15 years, while 12.5% percent (n=5) belongs to age-group of above 15 years
 Q4.ARE YOU CONVINCED WITH THE PRESENT SALARY AND INCREMENT IN
THE ORGANISATION?

Employee response Frequency Percentage

Strongly agree 4 10%
Agree 27 67.5%
Uncertain 3 7.5%
Disagree 4 10%
Strongly disagree 2 5%
Total 40 100%

INTERPRETATION:

Above table shows that 10% percent (n=4) respondent with strongly agree, 67.5% percent (n=27)
respondent with agree, 7.5% percent (n=3) respondent with uncertain,10% percent (n=4) respondent with
disagree,5% percent (n=2) respondent with strongly agree.
Q5.ARE YOU AGREED WITH FINANCIAL OR FINANCIALLY RELATED REWARD
SYSTEM IN THE ORGANIZATION?

Employee response Frequency Percentage

Strongly agree 2 5%
Agree 22 55%
Uncertain 5 12.5%
Disagree 8 20%
Strongly disagree 3 7.5%
Total 40 100%

INTERPRETATION:
Above table shows that 5% percent (n=2) respondent with strongly agree, 55%percent (n=22) respondent
with agree, 12.5%percent (n=5) respondent with uncertain,20% percent (n=8) respondent with
disagree,7.5% percent (n=3) respondent with strongly disagree
 Q6.ARE WORKING CONDITIONS CLEAN, PLEASANT & SAFE FOR RESPONDENT?

Employee response Frequency Percentage

Strongly agree 67.5 65.5%
Agree 27.5 27.5%
Uncertain 0 0%
Disagree 5 5%
Strongly disagree 0 0%
Total 40 100%

INTERPRETATION

Above table shows that 67.5% percent (n=27) respondent with strongly agree, 27.5%percent (n=11) respondent
with agree, 0%percent (n=0) respondent with uncertain,5% percent (n=2) respondent with disagree,0% percent
(n=0) respondent with strongly disagree.
Q7.ARE YOU AGREED WITH THE WELFARE FACILITIES PROVIDED BY THE COMPANY?

Employee response Frequency Percentage

Strongly agree 11 27.5%

Agree 25 62.5%

Uncertain 1 2.5%

Disagree 3 7.5%

Strongly disagree 0 0%

Total 40 100%

INTERPRETATION
Above table shows that 27.5% percent (n=11) respondent with strongly agree, 62.5%percent (n=25) respondent
with agree, 2.5%percent (n=1) respondent with uncertain,7.5% percent (n=3) respondent with disagree,0% percent
(n=0) respondent with strongly agree.
 Q8.ARE YOU AGREED WITH THE POLICIES AND PROCEDURES OF THE COMPANY?

Employee response Frequency Percentage

Strongly agree 10 25%
Agree 22 55%
Uncertain 3 4.5%
Disagree 5 12.5%
Strongly disagree 0 0%
Total 40 100%

INTERPRETATION:
Above table shows that 25% percent (n=10) respondent with strongly agree, 55%percent (n=22) respondent with
agree, 7.5%percent (n=3) respondent with uncertain,12.5% percent (n=5) respondent with disagree,0% percent)
respondents with strongly disagree.
Q9. DOES THE “TOP MANAGEMENT” TAKE INTEREST IN YOUR PROBLEMS ?

Employee response Frequency Percentage

Strongly agree 7 17.5%
Agree 30 75.5%
Uncertain 3 7%
Disagree 0 0%
Strongly disagree 0 0%
Total 40 100%

INTERPRETATION
Above table shows that17% percent (n=7) respondent with strongly agree, 75%percent (n=35)
respondent with agree, 8%percent (n=3) respondent with uncertain,0%percent, disagree, strongly
disagree.
Q.10 ARE YOU RECOGNIZED AND PRAISED FOR YOUR GOOD PERFORMANCE?

Employee response Frequency Percentage

Strongly agree 5 12.5%
Agree 25 62.5%
Uncertain 3 7.5%
Disagree 7 17.5%
Strongly disagree 0 0%
Total 40 100%

INTERPRETATION:

Above table shows that 12% percent (n=5) respondent with strongly agree, 62%percent (n=25)
respondent with agree, 8%percent (n=3) respondent with uncertain18% percent (n=7)
respondent with disagree,0% percent) respondents with strongly disagree
Q.11 DOES YOUR ORGANIZATION HELPS YOU IN ALL POSSIBLE WAY ?

Employee response Frequency Percentage

Strongly agree 8 20%
Agree 28 70%
Uncertain 1 2.5%
Disagree 3 7.5%
Strongly disagree 0 0%
Total 40 100%

INTERPRETATION

Above table shows that 20% percent (n=8) respondent with strongly agree, 70%percent
(n=28) respondent with agree, 2.5%percent (n=1) respondent with uncertain7.5%percent
(n=3) respondent with disagree,0% percent(n=0) respondents with strongly disagree.
 FINDINGS

 Majority of respondent 67.5% (n=27) agree whit present salary and

increment.
 Majority of respondent 55% (n=222) agree whit financially related
reward system
 Majority of respondent 67.5 % (n=27) were strongly agree with working
condition.
 Majority of respondent 85 % (n=34) were relation with superior peers
and subordinates are good.
 Majority of respondent 75.5% (n=30) were supervisors take interest
in our problem.
 Majority of respondent 72.5 % (n=29) were enjoy setting and
achieving challenging goal.
 CONCLUSION
Motivation is psychological concept. Motivation is not a cause but rather the effect or result of
many going awry. Motivation drifters from person to person, industry to industry, level of
education age, nature of work etc. Motivation may be range from very high to very low.
By this study it is clear that various faction which influences motivation and productivity of the
employees each as Social Security measures, welfare facilities, salary status, Bonus, heath
condition, shift system and recognition of work are getting much importance

Several approaches to motivation are available. Early theories are too simplistic in their
approach towards motivation. The content theories. Maslow’s need hierarchy. Herzberg’s
two-factor model and alder’s erg approach are very popular
 SUGGESTIONS
• In the Diamond Honda employees feel that the salary structure is very good
but give amount is not satisfactory. 55%of the employees are satisfied by their
salary and increment, financial reward, as it is very low rate.
• The higher number of employees (85%) has given strongly agree. It means in
Diamond Honda the belongingness o employees are very good. They have a
good relationship with everyone
• 65% of employees are satisfied with recognition programs and performance appraisal
system. But 35%of the employee is still feelingthat the performance appraisal system and
recognition programmer are not proper. Hence HR department should know why the
employees are not satisfied whit the performance appraisal system and which type of
recognition program me they want in future.
• The higher numbers of employees have given positive response but still there is scope
for improvement.
• The HR department should make the job more challenging. Exciting and meaningful by
the factor like goal setting. Creative work, Job rotation and Skill diversity.
 LIMITATIONS

Time constraint was one of the limitations during the data collection.

Responses received were not free from respondent biases because of their
apprehension that it might affect their career.
THANK YOU