“A STUDY ON EMPLOYEE MOTIVATION IN
IGP ENGINEERS
PRIVATE LIMITED”
Submitted to UNIVERSITY OF MADRAS In partial fulfillment of the requirements for the award Of DEGREE OF BACHELOR OF BUSINESS ADMINISTRATION SUBMITTED BY KOKILA.S (09BBA36) UNDER THE GUIDANCE OF MRS.JENELIN KAMALAM, M.B.A, M. Phil.,
Established in 1915 Reaccredited with NAAC with grade A DEPARTMENT OF MANAGEMENT STUDIES WOMENS CHRISTIAN COLLEGE CHENNAI- 600 006 2011-2012
BONAFIDE CERTIFICATE
This is to certify that the project work under the title “A STUDY ON EMPLOYEE MOTIVATION IN IGP ENGINEERS PRIVATE LIMITED” is a bonafide record of work done by Kokila. S (09BBA36) (09BBA3 6) final year student of Bachelor of Business Administration, Women‟s Christian College, Chennai- 600 006 in partial fulfillment of the requirement for the award of Degree of Bachelor of Business Administration, University of Madras for academic year 20112012
Faculty guide
Head of the Department
Mrs. JENELIN KAMALAM M.B.A.,M.Phil.
.
Dr. Mrs. Anita Rajendran MBA, M.A., M.Com., Ph.D
Submitted for the viva-voce examination to be held on
Internal examiner
External examiner
DECLARATION
I hereby declare that the project entitled “A study on employee motivation in IGP Engineers Private Limited Limited”” has been prepared during the year 2011-2012 under the guidance of Mrs. Jenelin Kamalam M.B.A.,M.Phil., WOMEN‟S CHRISTIAN COLLEGE, CHENNAI
This is an original work and has not been submitted to any other university or institution for valuation.
Date:
Place:
Signature of the Student
ACKNOWLEDGEMENT
First of all I thank our almighty god sincerely for his presence which enabled me to finish this project successfully.
I express my sincere thanks to Dr. (Mrs.) Ridling Margaret Waller, P rincipal of Women‟s Christian College, Chennai, and Dr. (Mrs.) Anita Rajendran, Head of the Department, Department of Management studies for their valuable co-operation and help to prepare this project.
I also express my heart-felt gratitude to Mr. Y. Hariharan, General Manager in IGP Engineers Private Limited, Chennai for enlightening me in various aspects of the project
I wish to take this opportunity to express my deep sense of gratitude to Mrs. Jenelin kamalam, my faculty guide for her invaluable guidance in this endeavor. I sincerely thank her for the suggestions given to prepare this project.
Finally it is my foremost duty to thank all my respondents, who helped me to complete my field work without which this project would not have been possible.
SYNOPSIS
The project work entitled a STUDY ON EMPLOYEE MOTIVATION with special reference to IGP Engineers pvt ltd, is mainly conducted to identify the factors which will motivate the employees and the organizational functions in IGP Engineers pvt 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 th e „will to work‟ among the subordinates. It should also be remembered that a worker may be immensely capable of doing some work; nothing can be achieved if he is not willing to work. A manager has to make appropriate use of motivation to enthuse the employees to follow them. Hence this studies also focusing on the employee motivation among the employees of Hewitt Associates.
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.
TABLE OF CONTENTS S. NO
CONTENTS
PAGE NO.
LIST OF TABLES LIST OF CHARTS CHAPTER-1 1.1
COMPANY PROFILE CHAPTER-2
2.1
NEED FOR THE STUDY
2.2
OBJECTIVES OF THE STUDY
2.3
SCOPE OF THE STUDY
2.4
RESEARCH METHODOLOGY
2.5
LIMITATIONS OF THE STUDY CHAPTER-3
3.1
CONCEPTUAL REVIEW CHAPTER-4
4.1
ANALYSIS AND INTERPRETATION CHAPTER-5
5.1
FINDINGS CHAPTER-6
6.1
SUGGESTIONS AND RECOMMENDATIONS
6.2
CONCLUSIONS
6.3
ANNEXURE
6.4
BIBLIOGRAPHY
S.NO
LIST OF TABLES
4.1
TABLE SHOWING THE AGE OF RESPONDENTS
4.2
TABLE SHOWING THE EXPERIENCE OF THE RESPONDENTS
4.3
TABLE SHOWING THE EDUCATION OF THE RESPONDENTS
4.4
TABLE SHOWING THE SALARY INCREMENTS GIVEN TO THE RESPONDENTS
4.5
TABLE SHOWING THE FINANCIAL INCENTIVES MOTIVATES MORE THAN NON-FINANCIAL INCENTIVES
4.6
TABLE SHOWING THE LEVEL OF SATISFACTION WITH REGARDS TO SALARY
4.7
TABLE SHOWING THE SATISFACTION LEVEL OF EMPLOYEES WITH THEIR BREAK TIMINGS
4.8
TABLE SHOWING THE MOTIVATION LEVEL OF EMPLOYEES WITH REGARDS TO GOOD WORKING CONDITIONS
4.9
TABLE SHOWING THE RATING OF QUALITYOF SERVICES BY THE CUSTOMERS
4.10
TABLE SHOWING THE COMMUNICATION OF ISSUES TO THE CUSTOMERS BY THE COMPANY
4.11
TABLE SHOWING COMMUNICATION OF ISSUES BY THE CUSTOMERS TO THE COMPANY
4.12
TABLE SHOWING THE FREQUENCY IN FACING PROBLEMS BY THE CUSTOMERS WITH THE COMPANY COMPANY
4.13
TABLE SHOWING THE RECTIFICATION OF PROBLEMS WHEN COMMUNICATED
4.14
TABLE SHOWING THE EFFORTS TAKEN BY THE COMPANY IN SOLVING ISSUES AND PROBLEMS
4.15
TABLE SHOWING THE FREQUENCY OF PROBLEMS FACED BY CUSTOMERS DUE TO COMMUNICATION GAP
4.16
TABLE SHOWING DURATION OF TIME TAKEN TO SOLVE PROBLEMS DUE TO COMMUNICATION GAP
4.17
TABLE SHOWING THE RATING OF PERFORMANCE BY THE COMPANY
P.NO
S.NO
LIST OF CHARTS
4.1.1
CHART SHOWING THE AGE OF CUSTOMERS
4.2,1
CHART SHOWING EXPERIENCE OF CUSTOMERS IN THE INDUSTRY
4.3.1
CHART SHOWING THE CONCEPT OF FREIGHT FORWARDING
4.4.1
CHART SHOWING COMPLICATIONS IN FREIGHT FORWARDING PRACTICES
4.5.1
CHART SHOWING THE SATISFACTION OF TERMS AND CONDITIONS
4.6.1
CHART SHOWING THE SATISFACTION OF THE CUSTOMERS FOR THE SERVICES AVAILED AVAILED FROM THE COMPANY
4.7.1
CHART SHOWING THE FREQUENT USAGE OF SERVICES BY THE CUSTOMERS
4.8.1
CHART SHOWING RECOMMENDATION TO FRIENDS AND PEERS
4.9.1
CHART SHOWING THE RATING IN QUALITY OF SERVICE
4.10.1
CHART SHOWING SHOWING COMMUNICATION OF ISSUES ISSUES TO THE CUSTOMERS CUSTOMERS BY THE COMPANY
4.11.1
CHART SHOWING SHOWING COMMUNICATION OF ISSUES ISSUES BY THE CUSTOMERS TO THE COMPANY
4.12.1
CHART SHOWING SHOWING THE FREQUENCY FREQUENCY IN FACING PROBLEMS PROBLEMS BY THE CUSTOMER WITH THE COMPANY
4.13.1
CHART SHOWING RECTIFICATION OF PROBLEMS WHEN COMMUNICATED
4.14.1
CHART SHOWING SHOWING THE EFFORTS TAKEN BY THE COMPANY COMPANY IN SOLVING ISSUES AND PROBLEMS
4.15.1
CHART SHOWING SHOWING THE FREQUENCY FREQUENCY OF PROBLEM FACED BY THE CUSTOMERS DUE TO COMMUNICATION GAP
4.16.1
CHART SHOWING SHOWING DURATION DURATION OF TIME TAKEN BY THE COMPANY TO SOLVE THE PROBLEMS DUE TO COMMUNICATION GAP
4.17.1
CHART SHOWING SHOWING THE RATING RATING OF PERFORMANCE OF THE COMPANY BY THE CUSTOMERS
P.NO
CHAPTER-1
COMPANY PROFILE
IGP GROUP
The IGP Group of companies was established in 1955, and today it provides over 50 products and services. The group's products are well accepted both in the domestic as well as in the international
markets.
The group's manufacturing facilities are spread over 13 factories. These factories use state of the art manufacturing techniques and are equipped with up to date testing facilities to provide good quality products to their customers. IGP Engineers Pvt. Ltd, INSAP Engineers Pvt. Ltd, ARUDRA Engineers Pvt. Ltd, CORI Engineers Pvt. Ltd, LONESTAR Industries & V.P. Engineers are all ISO Accredited Companies. IGP group cultivates long term relationships with their customers through custom designed world class products and services.
IGP ENGINEERS PVT LTD
IGP Engineers is the flagship company of the IGP group. A pioneer in sealing technology, IGP is a leading manufacturer and exporter of all types of industrial gaskets including Spiral Wounds, Ring Joints, Cam profiles, Insulation gasket kits and Monolithic Insulation Joints. Established in the year 1955, they have more than 55 years of experience in the industry and are continuously growing and evolving with the most sophisticated technology. Leading by example and not compromising on quality, IGP Engineers is the first Indian gasket company to get the ISO/API accreditation. The Corporate Headquarters, Engineering, Manufacturing and Marketing facilities are at Chennai, India. They also have their marketing offices at Mumbai, New Delhi and Kolkata in India. IGP has a global customer base and their products are exported to 43 countries worldwide. This includes countries like UK, US, Norway and Germany to name a few. The main focus is on Oil & Gas, Power industry, Refineries and Petro chemical industries. Inhouse Machine Building, Tooling and Computer Aided Design add strength to their company.
The products are designed and engineered to customer specifications by a team of highly motivated people. Gaskets are supplied for both project installations and maintenance replacements. Customers rely on them for the best quality products and services provided in a competitive, timely and efficient manner. The gaskets are popularly known under the brand name
ARUDRA ENGINEERS
Arudra Engineers an ISO 9001:2008 certified Company is a member of IGP group of Companies based in Chennai, India. It is the manufacturer of specialty chemicals and pure potassium bromated acid, corrosion inhibitors for various acids.
CORI ENGINEERS PVT LTD
CORI belongs to the IGP group of companies based in Chennai (Madras), India. It is known for Rubber Expansion joints, Rubber Moulded Components and Rubber Lining service for anticorrosive and abrasion resistance applications. Established 50 Years ago, the IGP group has carved a niche in the industrial scene in the country. CORI specializes in the field of Rubber Products and Services activities for over 25 years. They have 3 manufacturing units for rubber products with complete infrastructure and essential testing facilities. The products of CORI are marketed in the brand name CORIRUBBER
LONESTAR INDUSTRIES
LONESTAR INDUSTRIES, a part of IGP Group, are professionally managed Engineering Organization based at Chennai, India. LONESTAR INDUSTRIES with more than two decades of existence, experience and expertise have complete facilities to Design, Engineer, Manufacture and Test and Supply all types of Metal Expansion Joints / Bellows. They are the largest manufacturer in this field in India by value and volume. They enjoy the Status of Dependability from several Customers / Users spread across the nation and also overseas.
INSAP ENGINEERS
INSAP Engineers PVT Ltd is a leading manufacturer of Hose Assemblies in India, for over three decades. Their hose assemblies have been used as original fitment by M/s Bharat Earth movers Ltd. (Komatsu, Wabco), Ashok Leyland Ltd., Caterpillar (India).Pvt.Ltd., L&T Case Ltd., Revathy Equipments Ltd., Ingersoll Rand, L&T-Demag and many other OEMs. INSAP is a leading international supplier of Hydraulic fittings and Adaptors, and caters to many assemblers. With connection across the country and around the world, the company has expertise and experience to fulfill orders promptly and precisely, regardless of the location. INSAP currently maintains huge stock of end fittings and offers faster deliveries. The entire line of product is backed with unparalleled customer service, technical assistance, prompt shipment of product and commitment to sell through assemblers / distributors. No one knows fittings better than the people at "INSAP". Their years of experience and dedication give the company an edge that very few suppliers can offer.
VP ENGINEERS
VP Engineers started its journey in the name of VALQUA PRODUCTS, in 1984, as an Injection Moulding arm of IGP Group of Companies, under the dynamic leadership of Founder of IGP Group of Companies, Late Shri. V. Narayanaswamy. With the Vision of their Chairman of IGP Group of Companies Mr. V. Krishnaswamy, VP Engineers evolved as an Engineering Enterprise picking every nuances in the art of Manufacturing Products using Different Manufacturing processes with different materials in Metal, Plastic & Rubber. VP Engineers continuously aims to provide products & serv ices of customers‟ needs. A consistently innovative organization always brings out new products & services keeping with the pulse of the end users. VP Engineers‟ products match the quality standards of Japanese with the German precision at Indian Price.
PRODUCTS OF IGP GROUP:
SPIRAGET industrial gaskets manufactured by IGP Engineers Private Limited are market leaders in their category in India.
CORIRUBBER Rubber Expansion joints, Anti Vibration Mounts and Rubber Linings are increasingly popular.
LONESTAR metal expansion joints are leading players in the Expansion joint industry.
INSAPFLEX hose assemblies are very popular with heavy vehicle and Earth Moving Equipment manufacturers.
ARUDRA is well known for its conveyor equipment and bullet cleaning of condensers.
ARUCHEM has made great strides in high pressure boiler cleaning.
Plastic injection moulding facilities at VP Engineers are on par with the best in the country.
CHAPTER-2
2.1: NEED FOR THE STUDY
Motivation is an important tool in the hands of the manager for inspiring the work force and making them to do work with enthusiasm and willingness .If it‟s an important function of the management to motivate the people working in the organization to perform the work assigned to them effectively and efficiently. The management has to understand the Human behavior if it has to provide maximum motivation to the personnel. Motivation is something that moves a person into action and continues him in the course of action enthusiastically. The role of Motivation is to develop and intensify the desire in every member of organization to work effectively and efficiently in his position. The main aim of this study is to find out the employee motivation in IGP Private ltd, Chennai as motivation is an important factor which increases the desire willingness and enthusiasm in workers, to apply their great potentialities for the achievement of common goals.
2.2: OBJECTIVES OF THE STUDY Primary objective:
To study the motivation level of employees.
Secondary Objectives:
To study the effectiveness of the techniques adopted by the company in employee motivation.
To study about the benefits and facilities provided to the employees.
To learn the employee‟s satisfaction on the interpersonal relationship exists in the organization.
2.3: SCOPE OF THE STUDY
It is always essential for a concern to access its strategies and reshape its destiny. It is necessary for every organization to study the different aspects that affects the organization development. Every study has a clear and specific scope. The scope of this study is limited to IGP Engineers Pvt. Ltd. In this survey the emphasis is on the motivation of employees. The scope of the study involves the preparation of questionnaire and data of the company.
2.4: RESEARCH METHODOLOGY The procedures by which researchers go about their work of describing, explaining and predicting phenomena are called methodology. Methods comprise the procedures used for generating, collecting and evaluating data. Methods are ways of obtaining information useful for assessing explanations.
RESEARCH DEFINITION:
The definition of research given by Creswell is "Research is a process of steps used to collect and analyze information to increase our understanding of a topic or issue". It consists of three steps: Pose a question, collect data to answer the question, and present an answer to the question.
Research Design:
The type of research chosen for the study is descriptive research. In descriptive research various parameters will be chosen and analyzing the variations between these parameters. This was done with an objective to find out the motivation level of the employees.
Data Sources:
The data collected for the study is mainly through the distribution of questionnaire; to be precise the data collected for study was both primary and secondary sources.
Primary Data:
Primary data is the information collected for the first time; there are several methods in which the data is complied. In this project it was obtained by mean of questionnaires. Questionnaire was prepared and distributed to the employees.
Secondary Data:
Secondary data needed for conducting research work were collected from company websites, library and search engines.
Research Instrument:
In this study the primary data was collected by survey technique. In this we distributed the questionnaires to the respondents. The researcher structured the questionnaire in the form of: 1. Close Ended Questions 2. Multiple Choice Questions
Questionnaire:
A questionnaire is a sheet of paper containing questions relating to contain specific aspect, regarding which the researcher collects the data. Because of their flexibility the questionnaire method is by far the most common instrument to collect primary data. The questionnaire is given to the respondent to be filled up.
Sampling Design:
Sampling design is to clearly define set of objective, technically called the universe to be studied. Sampling technique used is simple random sampling method.
Sample Size:
This refers to the number of items to be selected from the universe to constitute a sample. The sample size for this study was taken as 50.
Statistical Tools Used:
The data collected was analyzed by employing the following statistical technique: Percentage analysis:
Percentage refers to special kind of ration. It is used in making comparison between two or more series of data. It is used to describe relationship. It is used to analyses the data. Bar charts, pie charts were used to explain tabulation clearly.
Formula:
Percentage (%) =
number of respondents X 100 Total number of respondents
2.5: LIMITATIONS OF THE STUDY:
As the respondents were busy with their work, it was difficult for the researcher to meet the respondents and gain information.
The study was limited to a short period only.
The data depends totally on the respondent‟s view, which may be biased.
In this study the sample size is 50.
The findings of the study cannot be applied to all other fields since it lacks external validity.
CHAPTER-3
CONCEPTUAL REVIEW
3.1: MOTIVATION:
DEFINITION
“Employee motivation is a reflection of the level of energy, commitment, and creativity that a company's workers bring to their jobs.” "Psychological forces that determine the direction of a person's behavior in an organization, a person's level of effort and a person's level of persistence". G. Jones and J. George from the book "Contemporary Management."
OBJECTIVES Main Objectives of Employee Motivation are as follows: 1. The purpose of motivation is to create condition in which people are willing to work with zeal, initiative. Interest, and enthusiasm, with a high personal and group moral satisfaction with a sense of responsibility. 2. To increase loyalty against company. 3. For improve discipline and with pride and confidence in cohesive manner so that the goal of an organization are achieved effectively. 4. Motivation techniques utilized to stimulate employee growth. 5. For the motivation you can buy man‟s time. Physical presence at a given place. 6. You can even buy a measured number of skilled muscular motions per hour or day. 7. Performance results from the interaction of physical, financial and human resource. 8. For the achieving a desired rate of production.
IMPORTANCE OF EMPLOYEE MOTIVATION
The workforce will be better satisfied if the management provides them with opportunities to fulfill their physiological and psychological needs. The workers will cooperate voluntarily with the management and will contribute their maximum towards the goals of the enterprise.
Workers will tend to be as efficient as possible by improving upon their skills and knowledge so that they are able to contribute to the progress of the organization. This will also result in increased productivity.
The rates of labor‟s turnover and absenteeism among the workers will be low.
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 number of complaints and grievances will come down. Accident will also be low.
There will be increase in the quantity and quality of products. Wastage and scrap will be less. Better quality of products will also increase the public image of the business.
FACTORS THAT MOTIVATES EMPLOYEES Empowerment:
Feeling trusted and empowered is a tremendous motivator. Growth:
Feeling that they are growing and developing personally Inclusion:
„To belong‟ is a fundamental need, whether as a member of a family, peer group, network, team or company. It‟s human nature to want to be on the inside, not the outside.
Purpose:
Today people care more about what happens tomorrow, and want to contribute to ensuring the future of our children, and the health of our communities and planet. Trust:
The fabric that holds it all together and makes it real is trust.
MOTIVATION CONCEPTS Intrinsic motivation
Intrinsic motivation refers to motivation that is driven by an interest or enjoyment in the task itself, and exists within the individual rather than relying on any external pressure. Intrinsic Motivation is based on taking pleasure in an activity rather working towards an external reward. Extrinsic motivation
Extrinsic motivation refers to the performance of an activity in order to attain an outcome, which then contradicts intrinsic motivation. Extrinsic motivation comes from outside of the individual. Common extrinsic motivations are rewards like money and grades, coercion and threat of punishment. Competition is in general extrinsic because it encourages the performer to win and beat others, not to enjoy the intrinsic rewards of the activity. A crowd cheering on the individual and trophies are also extrinsic incentives. Social psychological research has indicated that extrinsic rewards can lead to over justification and a subsequent reduction in intrinsic motivation. In one study demonstrating this effect, children who expected to be (and were) rewarded with a ribbon and a gold star for drawing pictures spent less time playing with the drawing materials in subsequent observations than children who were assigned to an unexpected reward condition. For those children who received no extrinsic reward, Self-determination theory proposes that extrinsic motivation can be internalized by the individual if the task fits with their values and beliefs and therefore helps to fulfill their basic psychological needs.
TYPES OF EMPLOYEE MOTIVATION Understanding employee motivation is necessary to the success of a company. By knowing what encourages an employee to do his or her job, a company will be able to implement different policies to increase the performance of the workers. In order to understand employee motivation, one must realize that people are different. This means that different things motivate different employees.
Achievement
One type of employee motivation is achievement. In this type of employee motivation, the worker is driven by the goal itself. This in a sense is like climbing a mountain because the mountain is there. Employers often make use of this by presenting challenges to the employees. In making use of this type of employee motivation employers often include incentives such as a promotion or cash. However, for the employees, the incentive is only a bonus to the achievement. Advancement
For some employees, their motivation is the prospect of rising up in the ranks of the corporation. They work hard in order to catch the eye of the boss and probably get a promotion. This type of employee motivation is characterized by ambition. Of course, there are times when this type of employee motivation can be dangerous. Sometimes, superiors may find their jobs in danger because of an advancement-motivated employee. However, if handled properly, an employee whose motivation is advancement can be the best in the business. As such, this type of employee motivation should be handled carefully.
Pressure
Some employees work harder under pressure. This employee motivation is rarely manifested consciously in a worker. It is often the case that an employee unknowingly piles pressure on him or her and this pressure pushes them to work harder. Sometimes, pressure is used by and employee to see just how far he or she would be able to go. However, this type of employee motivation can have some very negative results, considering the fact that every person has a limit. In fact, it often ends up in a breakdown of some sort. Fear
This is one of the most commonly used employee motivation techniques. Employees are often threatened with termination if they fail to meet certain objectives. Of course, if an employee does not handle pressure very well, this type of employee motivation technique could be detrimental to his or her work performance. The key to the best employee motivation technique is balance. You need to understand that people have different preferences. Since it is virtually impossible to meet e very employee‟s motivation needs, you must develop a technique that incorporates all of the elements of employee motivation. In doing so, you will be able to ensure your company‟s continued growth.
CHAPTER-4
DATA ANALYSIS AND INTERPRETATION
Table 4.1.1: Age of the respondents
S. No
Options
No. of respondents
Percentage (%)
1.
Below 25
9
18
2.
25 to 35
29
58
3.
36 to 40
5
10
4.
41 and above
7
14
Total
50
100
INFERENCE:
The above table inferred the age of the respondents. 58% of the employees fall under the age group of 25-30, 18% of the employees fall under 25, 14% of employees fall under 41 and above and 10% employees fall under the age group of 36-40.
Chart 4.2.1: Age of the respondents
30
25
20
15
10
5
0 Below 25
25 to 35
36 to 40
41 and above
Table 4.1.2: Experience of the respondents
S. No
Options
No. of respondents
Percentage (%)
1.
Below 1 year
4
8
2.
1 to 4 year
25
50
3.
5 to 10 year
13
26
4.
Above 10 years
8
16
Total
50
100
INFERENCE:
The above table shows the experience of the respondents. 50% of the employees have attained 1-4 year of experience , 26% of the employees have attained 5-10 years of experience, 16% of employees are have experience above 10 years and 8% of them are below 1 year.
Chart 4.2.2: Experience of the respondents
Above 10 years
5 to 10 year
1 to 4 year
Below 1 year
0
5
10
15
20
25
Table 4.1.3 Education of the respondents:
S. No
Options
No. of respondents
Percentage (%)
1.
UG
23
46
2.
PG
24
48
3.
Others
3
6
Total
50
100
INFERENCE:
The above table inferred the education of the respondents. 48% of the respondents have completed PG, 46% of the respondents have completed UG, 6% of the respondents have not completed.
Chart 4.2.3: Education of the respondent
25
20
15
10
5
0 UG
PG
Others
Table 4.1.4: Employee motivation with regard to increments given to employees NO. OF S.NO
PARTICULARS
RESPONDENTS
PERCENTAGE
1
Strongly agree
12
24
2
Agree
32
64
3
Neither agree nor disagree
4
8
4
Strongly disagree
2
4
5
Disagree
0
0
Total
50
100
INFERENCE: INFERENCE: The above table shows about the motivation level of the employees regarding the salary increments given to them. 64% of the employees agree with it, 24% of the employees strongly agree, 8% of them are neutral and 4% strongly disagree.
CHART: 4.2.4: Employee motivation with regard to increments given to
employees
35
30
25
20
15
10
5
0 Strongly agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree
Table.4.1.5: Financial incentives motivates more than non-financial non -financial NO. OF S.NO
PARTICULARS
RESPONDENTS
PERCENTAGE
1
Strongly Agree
0
0
2
Agree
28
56
3
Neither agree nor disagree
14
28
4
Strongly disagree
8
16
5
Disagree
0
0
Total
50
100
INFERENCE: INFERENCE: The above table shows about the types of incentives that motivates the employees financial or non-financial. 56% of the employees agree with it, 28% of the employees are neutral, 16% of them strongly disagree.
CHART 4.2.5: Financial incentives motivates more than non-financial
Strongly Agree Agree Neither agree nor disagree Strongly disagree Disagree
Table.4.1.6: Satisfaction Satisfaction with regard to salary salary drawing at present NO. OF S.NO
PARTICULARS
RESPONDENTS
PERCENTAGE
1
Strongly agree
2
4
2
Agree
34
68
3
Neither agree nor disagree
10
20
4
Strongly disagree
4
8
5
Disagree
0
0
Total
50
100
INFERENCE: INFERENCE: The above table shows about the level of satisfaction with regard to salary given to them. 68% of the employees agree with it, 20% of them are neutral, 8% strongly disagree and 4% of the employees strongly agree.
CHART:4.2.6: Satisfaction Satisfaction with regard to salary drawing at present
Strongly agree Agree Neither agree nor disagree Strongly disagree Disagree
Table.4.1.7: Satisfaction Satisfaction with regard to lunch breaks, breaks, rest breaks, and leaves leaves provided
NO. OF S.NO
PARTICULARS
RESPONDENTS
PERCENTAGE
1
Strongly agree
4
8
2
Agree
34
68
3
Neither agree nor disagree
12
24
4
Strongly disagree
0
0
5
Disagree
0
0
Total
50
100
INFERENCE: INFERENCE:
The above table shows about the satisfaction level of employee with their break timings. 68% of the employees agree with it, 24% of them are neutral and 8% of the employees strongly agree.
CHART:4.2.7: Satisfaction with with regard to lunch breaks, breaks, rest breaks, and leaves
provided
Strongly agree Agree Neither agree nor disagree Strongly disagree Disagree
Table.4.1.8: Table showing good physical working conditions providing in the organization. NO. OF S.NO
PARTICULARS
RESPONDENTS
PERCENTAGE
1
Strongly agree
4
8
2
Agree
36
72
3
Neither agree nor disagree
10
20
4
Strongly disagree
0
0
5
Disagree
0
0
Total
50
100
INFERENCE:
The above table shows the motivation level of the employees with regard to good working conditions of the organization. 72 % of the employees agree with it, 20% of them are neutral and 8% of the employees strongly agree.
CHART:4.2.8: Good physical working conditions are provided in the organization.
Strongly agree Agree Neither agree nor disagree Strongly disagree Disagree
Table.4.1.9: Opinion of the employees with regard to job security
NO. OF S.NO
PARTICULARS
RESPONDENTS
PERCENTAGE
1
Strongly agree
10
20
2
Agree
36
72
3
Neither agree nor disagree
4
8
4
Strongly disagree
0
0
5
Disagree
0
0
Total
50
100
INFERENCE:
The above table shows the opinion of the respondents on job security. 72% of the employees agree with it, 8% of them are neutral and 20% of the employees strongly agree.
CHART:4.2.9: Opinion of the employees with regard to job security
Strongly agree Agree Neither agree nor disagree Strongly disagree Disagree
Table.4.1.10: Retirement benefits available are sufficient. sufficient.
NO. OF S.NO
PARTICULARS
RESPONDENTS
PERCENTAGE
1
Strongly agree
12
24
2
Agree
30
60
3
Neither agree nor disagree
8
16
4
Strongly disagree
0
0
5
Disagree
0
0
Total
50
100
INFERENCE: INFERENCE: The above table shows the opinion regarding retirement benefits provided by organization. 60% of the employees agree with it, 16% of them are neutral and 24% of the employees strongly agree.
CHART:4.2.10: Retirement Retirement benefits available are sufficient.
Strongly agree Agree Neither agree nor disagree Strongly disagree Disagree
Table.4.1.11: Satisfaction Satisfaction with regard to Medical benefits provided.
NO. OF S.NO
PARTICULARS
RESPONDENTS
PERCENTAGE
1
Strongly agree
6
12
2
Agree
32
64
3
Neither agree nor disagree
12
24
4
Strongly disagree
0
0
5
Disagree
0
0
Total
50
100
INFERENCE: The above table shows opinion of the respondents regarding medical benefits. 64% of the employees agree with it, 24% of them are neutral and 12% of the employees strongly agree.
CHART:4.2.11: Satisfaction Satisfaction with regard to Medical benefits provided.
Strongly agree Agree Neither agree nor disagree Strongly disagree Disagree
Table.4.1.12: Table showing Visibility with top management.
NO. OF S.NO
PARTICULARS
RESPONDENTS
PERCENTAGE
1
Strongly agree
6
12
2
Agree
38
76
3
Neither agree nor disagree
6
12
4
Strongly disagree
0
0
5
Disagree
0
0
Total
50
100
INFERENCE: The above table shows the opinion of the employee‟s relationship with the top manager. 76% of the employees agree with it, 12% of them are neutral and 12% of the employees strongly agree.
CHART:4.2.12: Chart showing Visibility with top management. management.
Strongly agree Agree Neither agree nor disagree Strongly disagree Disagree
Table.4.1.13: Table showing superior recognizes the work done in the organization. NO. OF S.NO
PARTICULARS
RESPONDENTS
PERCENTAGE
1
Strongly agree
8
16
2
Agree
30
60
3
Neither agree nor disagree
12
24
4
Strongly disagree
0
0
5
Disagree
0
0
Total
50
100
INFERENCE:
The above table shows opinion of the employee about the recognition of him from the superior. 60% of the employees agree with it, 24% of them are neutral and 16% of the employees strongly agree.
CHART:4.2.13: Chart showing superior recognizes the work done in the organization.
Strongly agree Agree Neither agree nor disagree Strongly disagree Disagree
Table.4.1.14: Table showing the job gives good status in the organization. NO. OF S.NO
PARTICULARS
RESPONDENTS
PERCENTAGE
1
Strongly agree
12
24
2
Agree
34
68
3
Neither agree nor disagree
4
8
4
Strongly disagree
0
0
5
Disagree
0
0
Total
50
100
INFERENCE:
The above table shows the status the employee gets from the job. 68% of the employees agree with it, 8% of them are neutral and 24% of the employees strongly agree.
CHART:4.2.14: Chart showing the job gives good status in the organization..
Strongly agree Agree Neither agree nor disagree Strongly disagree Disagree
Table.4.1.15: Satisfaction Satisfaction with regards to responsibility responsibility and role in my work.
NO. OF S.NO
PARTICULARS
RESPONDENTS
PERCENTAGE
1
Strongly agree
10
20
2
Agree
38
76
3
Neither agree nor disagree
2
4
4
Strongly disagree
0
0
5
Disagree
0
0
Total
50
100
INFERENCE: The above table shows the satisfaction of the employee with the responsibility and the role of his work. 76% of the employees agree with it, 4% of them are neutral and 20% of the employees strongly agree.
CHART:4.2.15: Satisfaction Satisfaction with regards to responsibility responsibility and role in my work.
40
35
30
25
20
15
10
5
0 Strongly agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree
Table.4.1.16: Table showing the quality of the relationships in the informal workgroup.
NO. OF S.NO
PARTICULARS
RESPONDENTS
PERCENTAGE
1
Strongly agree
0
0
2
Agree
44
88
3
Neither agree nor disagree
6
12
4
Strongly disagree
0
0
5
Disagree
0
0
Total
50
100
INFERENCE: The above table shows the relationship in the informal work group. 88% of the employees agree with it, 12% of them are neutral.
CHART:4.2.16:Chart showing the quality of the relationships in the informal workgroup.
45
40
35
30
25
20
15
10
5
0 Strongly agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree
Table.4.1.17: Satisfaction Satisfaction with regard to support from the HR department.
NO. OF S.NO
PARTICULARS
RESPONDENTS
PERCENTAGE
1
Strongly agree
4
8
2
Agree
36
72
3
Neither agree nor disagree
6
12
4
Disagree
4
8
5
Strongly disagree
0
0
Total
50
100
INFERENCE:
The above table showing the satisfaction level of the respondents regarding the support provided by the HR department. 72% of the employees agree with it, 12% of them are neutral and 8% of the employees strongly agree.
CHART:4.2.17: Satisfaction with regard to support from the HR department.
40
35
30
25
20
15
10
5
0 Strongly agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree
Table.4.1.18: Table showing fare amount of team spirit in the organization.
NO. OF S.NO
PARTICULARS
RESPONDENTS
PERCENTAGE
1
Strongly agree
0
0
2
Agree
34
72
3
Neither agree nor disagree
10
20
4
Strongly disagree
6
12
5
Disagree
0
0
Total
50
100
INFERENCE: The above table shows the team spirit in the organization among the employees. 72% of the employees agree with it, 20% of them are neutral and 12% of the employees strongly disagree.
CHART:4.2.18: Table showing fare amount of team spirit in the organization.
Strongly agree Agree Neither agree nor disagree Strongly disagree Disagree
Table.4.1.19: Table showing the best performance in my job. NO. OF S.NO
PARTICULARS
RESPONDENTS
PERCENTAGE
1
Strongly agree
16
32
2
Agree
32
64
3
Neither agree nor disagree
2
4
4
Strongly disagree
0
0
5
Disagree
0
0
Total
50
100
INFERENCE: The above table shows the opinion of the employees about being the best at their job . 64% of the employees agree with it, 4% of them are neutral and 32% of the employees strongly agree.
CHART:4.2.19: Table showing the best performance in my job.
35
30
25
20
15
10
5
0 Strongly agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree
Table.4.1.20: Table showing schedule schedule of work with regard to job related decision.
NO. OF S.NO
PARTICULARS
RESPONDENTS
PERCENTAGE
1
Strongly agree
6
12
2
Agree
30
60
3
Neither agree nor disagree
12
24
4
Strongly disagree
2
4
5
Disagree
0
0
Total
50
100
INFERENCE: The above table showing the satisfaction level of the respondents regarding the support provided by the HR department . 60% of the employees agree with it, 24% of them are neutral 12% of the employees strongly agree and 4% of them strongly disagree.
CHART:4.2.20: Chart showing the best performance in my job.
Strongly agree Agree Neither agree nor disagree Strongly disagree Disagree
Table.4.1.21: Table showing opportunities for advancement in this organization.
NO. OF S.NO
PARTICULARS
RESPONDENTS
PERCENTAGE
1
Strongly agree
0
0
2
Agree
44
88
3
Neither agree nor disagree
6
12
4
Strongly disagree
0
0
5
Disagree
0
0
Total
50
100
INFERENCE: The above table shows the opportunities available in the organization for advancement . 88% of the employees agree with it, 12% of them are neutral.
CHART:4.2.21: Chart showing opportunities for advancement in this organization.
45
40
35
30
25
20
15
10
5
0 Strongly agree
Agree
Neither agree nor disagree
Strongly di disagree
Disagree
CHAPTER-5
5.1: FINDINGS:
The study found that 64% of employee motivation with regard to increments given to employees
About 56% of the employees agree that financial incentives motivate them than nonfinancial incentives.
68% employees are satisfied with salary drawings at present.
68% employees are satisfied with regards to the lunch breaks, rest breaks and leaves provided by the organization.
Majority 72% of the employees agree good working conditions are provided in the organization.
Majority 72% of the respondents are satisfied with the opinion of the job securities provided.
Most of the respondents 60% agree that the retirement benefits available are sufficient.
Most of the respondents 64% of them agree that the medical benefits provided are satisfactory.
Majority 76% of the respondents are satisfied with the responsibility and role of their work.
Majority 76% of the respondents visibility with top management are considered important.
Most of the respondents 60% feel superior recognizes work in the organization.
68% of the respondents feels the job gives a good status in the organization
76% of the respondents are satisfied with regard to responsibility and role they perform.
Majority 88% of the respondents quality of relationship in informal workgroup.
72% of respondents are satisfied with the support from the HR department.
Majority of the respondents 72% shows fare amount of team spirit in the organization.
Most of the respondents 64% show the best performance in their job.
60% of the respondents feel schedule of work with regards to job related decisions.
Majority 88% of the respondents opportunities for advancement in the organization.
CHAPTER-6
6.1: SUGGESTIONS AND RECOMMENDATIONS:
IGP Engineers pvt ltd has highly Motivated Employees. Motivation of employees can still be increased so as to increase the efficiency and satisfaction of work. Some of the areas that can be improved are:
Employee- employer relations: The employer should make effort to talk to the employees and share his/her view on various topics. Employer should encourage and support the employee.
Employee- employee relation: Only a few of the employees trust their co-workers, therefore this area needs improvement. Group activities should be encouraged more so that employees can work together and thus strengthen their relation. More informal gatherings should be encouraged so that they can know each other.
Few of the employees are not satisfied with the lunch breaks, rest breaks provided it can be extended.
Some of the employees are not satisfied with the relationship between the top management they should be free to speak with their employees.
6.2: CONCLUSION
The motivational strategies used in IGP Engineers pvt ltd are very good. The employees are found to be motivated and they are happy with the pay structure, benefits, work hours, freedom to work etc. The organization has to be appreciated for keeping the employee highly motivated and thereby helping them to meet personal as well as organizational goals.
6.3: QUESTIONNAIRE
PERSONAL DETAILS:
Name: Age: Gender: Experience: Designation: Qualification:
Q.1. The salary increments given to employees who do their jobs very well motivates them.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree Q.2. Financial incentives motivates me more than non financial incentives.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree Q.3. I am satisfied with the salary I draw at present.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree Q.4. I am satisfied with the lunch break, rest breaks and leaves given in the organization.
a) Strongly agree e) Strongly disagree
b) Agree
c) Neither agree nor disagree
d) Disagree
Q.5.Good physical working conditions are provided in the organization.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree Q.6.The employees in the organization feel secured in their job.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree Q.7.The retirement benefits available are sufficient.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree Q.8.The medical benefits provided in the organization are satisfactory.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree Q.9.Visibility with top management is important to me.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
Q.10. I feel that my superior always recognizes the work done by me
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree Q.11.I feel that the job I do gives me a good status.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree Q.12.I am satisfied with the responsibility and role that I have in my work
a) Strongly agree e) Strongly disagree
b) Agree
c) Neither agree nor disagree
d) Disagree
Q.13.The quality of the relationships in the informal workgroup is quite important to me.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree Q.14.I am satisfied with the support from the HR department.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree Q.15.In this organization there is fair amount of team spirit.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree Q.16.I want to be the best at my own job.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree Q.17.I generally like to schedule my own work and to make job-related decisions with a minimum of supervision.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree Q.18. I find opportunities for advancement in this organization.
a) Strongly agree e) Strongly disagree
b) Agree
c) Neither agree nor disagree
d) Disagree
6.4: BIBLIOGRAPHY
Books:
Research methodology, C R Kothari from New Age Publication
Human Resources Management, K. Ashwathappa 4
Human Resources Management, V.S.P.Rao from Excel New Publication, New Delhi.
Website:
www.google.com
www.humanresources.hrvinet.com
www.scribd.com
www.wikipedia.com
www.igp-group.com
th
edition.
