A STUDY ON EMPLOYEE’S MOTIVATION IN EMAMI LIMITED SUMMER PROJECT REPORT Submitted by A. SUDHA Register No: 27348347 UNDER THE GUIDANCE OF Mrs. R.VITHYA Faculty Department of Management Studies in partial fulfilment for the award of the degree MASTER OF BUSINESS ADMINISTRATION DEPARTMENT OF MANAGEMENT STUDIES SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE
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A STUDY ON EMPLOYEE’S MOTIVATION IN
EMAMI LIMITED
SUMMER PROJECT REPORT
Submitted by
A. SUDHA
Register No: 27348347
UNDER THE GUIDANCE OF
Mrs. R.VITHYA
Faculty
Department of Management Studies
in partial fulfilment for the award of the degree
MASTER OF BUSINESS ADMINISTRATION
DEPARTMENT OF MANAGEMENT STUDIES
SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE
PONDICHERRY UNIVERSITY
PUDUCHERRY
SEPTEMBER-2007
SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE
PONDICHERRY UNIVERSITY
DEPARTMENT OF MANAGEMENT STUDIES
BONAFIDE CERTIFICATE
This to certify that the project work entitled “A STUDY ON EMPLOYEES
MOTIVATION” in “EMAMI LIMITED METTUPALYAM , PUDUCHERRY”
is a bonafide work done by A. SUDHA [REG.NO 27348347] in partial fulfillment of
the requirement for the award of Master of Business Administration by Pondicherry
University during the academic year 2007 – 2008.
GUIDE HEAD OF DEPARTMENT
Viva-Voce Examination held on
EXTERNAL EXAMINER
1.
2.
TABLE OF CONTENTS
CHAPTER TITLE PAGE NO
LIST OF TABLES
LIST OF CHARTS
i
iii
I INTRODUCTION
1.1 Profile of Organization
1.2 Process of manufacture
1.3 Organization chart
1
4
7
II REVIEW OF LITERATURE 8
III OBEJECTIVES 19
IV RESEARCH METHODOLOGY 20
V DATA ANALYSIS AND INTERPRETATION 23
VI1. FINDINGS OF THE STUDY
2. SUGGESTION AND RECOMMENDATIONS
41
42
VII CONCLUSIONS 43
VIII1. LIMITATIONS OF THE STUDY
2. SCOPE FOR THE FUTHER STUDY
44
45
ANNEXURE
ACKNOWLEDGEMENT
I am extremely grateful to Our Principal Dr. V.S.K.
VENGATACHALAPATHY to provide necessary and essential facilities to do this
project report.
I express our sincere thanks and deep sense of gratitude to our Head of
Department Mr. S. JAYAKUMAR, Department of Management Studies for
providing me with an opportunity to study and to do this report.
I express a deep sense of gratitude to my Guide Mrs. VIDHYA Department of
Management Studies, for his encouragement, support and guidance to complete this
project work successfully.
I convey my heartiest thanks to T. R. RAJAN GENERAL MANAGER,
EMAMI LIMITED METTUPALAYAM , Pondicherry, who kindly granted
permission to do this project report in his esteemed organization.
Finally, I express our sincere thanks and deep sense of gratitude to my parents
and friends for giving timely advice in all the ways and in all aspects for doing the
project
ABSTRACT
The scope of the present study was analysis on factors enhancing Employees
Motivation of Emami Limited, Mettupalyam, Puducherry. The objective was to study
employee motivation and motivation factors.
The motivation factors are employee involvement, training, working condition
and job security ect. my population near 215 and I use random sampling method to
select the sample. My sample size is 100. The data was collect by using printed
questionnaires.
After the data collection, analysis port was done with the help of statistical
tool. The result of the project was the entire employees were getting effective
encouragement. The company was all ready giving sufficient level of motivation.
For this motivation level the company got better response from employee.
Suppose if the company was ready to increase employee motivation, it will help to
enhance company’s predication level. And also it will help to improve employee
loyalty. Deefiantly it totally eradicate employee turnover.
LIST OF TABLE
S.no TABLE NAME Page No
5.1 Table showing respondents sex 23
5.2 Table showing of the Respondents age 24
5.3 Table showing Educational Qualification of the Respondents 25
Motivation comes in many different forms. Motivation is the reason why people do
what they do. Without motivation, many chores and tasks would be difficult to
accomplish or achieve. Some people may be motivated from within and outside
sources to aid them in achieve their goals will not be needed. For others, things like
rewards, praise and benefits are the reasons why they are motivated in the first place.
Anger is one emotion that can also aid people in becoming more motivated when it is
in a positive way. .
For many people, getting mad is the start of motivation. For example, if you are on a
diet and gain weight instead of losing, you feel angry. This anger can often motivate
you to try harder and work more to accomplish your goals. If you failed to get a job
you really wanted, you may feel angry enough to do something about it, such as
getting a better education. Anger can be either good or bad for motivation.
When someone is motivated to make changes or to do something because he or she is
mad, it can cause drastic changes. Everyone experiences anger in their home lives, at
work, and even on the roads driving in the car. When you are able to understand your
anger and the anger of others, you may be able to channel that anger into something
positive. Anger is a powerful emotion and with that energy, you can use it
productively. It could even be possible to help motivate others when theareanger. .
With the right focus and energy, it is possible to use anger to handle conflict
productively, recognize what angers you and why and use that for motivation. Anger
can make it very difficult for people to stay happy. It can also make marriages and
family life miserable. When people harbor anger, it can destroy every kind of
relationship in a person's life. In addition, anger leads to stress. When you have
learned to turn that anger into beneficial motivation, you can break the
The first step in turning your anger into positive motivation, it is important to
understand why you are angry. When you understand the source of your anger you
can turn that into positive energy. For example, if you are angry because you cannot
lose five pounds, you can use that to motivate yourself into trying harder, eating right
or even exercising more. Anger alone will not help you process information
efficiently. It will also prevent you from realizing the real reason why you are mad.
As soon as you understand that, you can work to make a difference in your own .
The next step in turning your emotions into motivation is to stay focused. You will
need to remember why you feel upset and set goals to help you achieve your goals.
When people use their anger as positive motivation, they also need to remember what
their initials goals are. This is especially important when tackling a long-term goal
such as cleaning out a house or when you want to stop smoking. It is often beneficial
to make a list of goals and keep them handy when you are feeling frustrated. Marking
off your small achievements on your list can help you actually see what you have
accomplished over a period of time. Many goals will take a long time to accomplish
so it is important to not become frustrated and take your time when you feel
motivated.
One thing to remember when you are angry is to use your energy for positive
motivation. It best to stop and think about any decision you will make when you are
mad. Many bad choices are made when people feel upset or angry. The goal to using
your anger as motivation is to find positive ways to channel that energy. When people
become angry and act on the spur of the Motivation comes in many forms and when
you feel strong emotions, you can often motivate yourself. Using anger to benefit
yourself when you need motivation can help you let go of anger and benefit you life
in more ways than one.
Written by Chrissy S.
Sunday, 29 October 2006
Five Simple Techniques to Keep You Motivated to Achieve Your Dream
Everyone sets goals for themselves. Every person has dreams, perhaps to get in
shape, earn more income, spend more time with the family, or go on a big vacation.
Dreams and goals are an aspect of every person's life. Without them, we would have
nothing to look forward to, and have no motivation. There are ways to help keep
yourself motivated to achieve your dreams,
Motivation is why we do what we do. It is what keeps us working at accomplishing
tasks in order to reach our goals and it prompts us daily to work towards that
destination. Each person is motivated for different reasons, even if they have the same
goal in sight. For people who are intrinsically motivated, they have the power from
within to make changes and work towards their goals. They do not rely on outside
forces to help them achieve their dreams. Others are motivated by extrinsic reasons.
These are people who look to outside forces for the motivation to help them achieve
their goals. It could be money, praise or other rewards. Most people are motivated by
a combination of the two. The way to accomplish your goals is to find what motivates
you and use
The first technique needed to make your dreams come true is to set goals for yourself.
If you jot down the steps you feel are needed to achieve the end result, it will be
easier for you to take those steps one at a time. Visualize your goal through writing or
by pictures. If you want to lose weight, use a journal to write down each step you will
take every day to bring about that result. Find a picture of an outfit or a bathing suit
you want to be able to get into, and mentally picture yourself in it. This technique can
be used to accomplish even smaller goals, such as cleaning out a closet. Write down
the steps you need to take and cross one or two small steps off your list every day.
Find a picture of the way your want your closet to look when you are finished and
hang it where you can't miss it. Visualizing your goal will keep your mind clearly
focused on what you want to accomplish and will help keep you motivated without
bogging you down.
Next, enlist the support of others to help you fulfill your dreams. Tell everyone
around you what you want to achieve and surround yourself with positive people that
can encourage you every day to reach your goal. If you want to quit smoking, talk to
others that have successfully done so, and they can help you through the roughest
times. Stay away from those that can pull you down, or encourage Another technique
you can call on in order to accomplish your goals is to reward yourself. A reward
down the line can rev up almost anyone's motivation to work on a task. When you
have cleaned out that closet, reward yourself by buying a nice storage system for the
closet. You can also help others as a reward. Once you've lost weight, give those
clothes you won't be using to a shelter. Or, when you finally stop smoking, use that
money you would have bought cigarettes with, and start a savings account for your
kids. You will feel motivated by rewarding yourself and others and know that you
have helped yourself and those around you in the process.
You can also help yourself achieve your goals by setting up a timetable for
accomplishing the necessary tasks along the way. For long-term goals, you may not
be able to accomplish them quickly. Some achievements take weeks or months. Give
yourself a realistic time frame to accomplish the necessary steps to your goal, and
work a little each day toward the end result. Mark off every step on your calendar that
brings you closer to your goal so you can monitor your accomplishments.
Finally, when you are working hard to accomplish your dreams, you can stay
motivated by keeping your expectations realistic. Accept the fact that you are bound
to have a few setbacks and try not to worry about a few bumps in the road. Achieving
your goals can be difficult, and if you get frustrated with setbacks, you are more
likely to give up. Instead of doing that, give yourself a break, literally. Promise
yourself you'll get back to working on your goals and do not beat yourself up if you
have one bad day. Stay motivated and just vow to pick up the pieces and start all over
again the next day.
FAQ ABOUT EMPLOYEE MOTIVATION
Written by Shelly B.
Friday, 15 September 2006
The success of your company depends on the people who work for you. By
working hard and exhibiting all their talents, your employees play a critical part in
keeping your customers satisfied. This is where employee motivation is critical. It
is the boss's responsibility to motivate employees which in turn will allow them an
overall better outlook on their job and will encourage them to strive to do their
jobs to the best of their ability.
One of the hardest and most important things that a employer can do is to hang on
to good employees, not just manage them. Motivation is a key aspect in keeping
employees happy and to creating a positive work environment. The ways to
motivate your employees will differ depending on who you ask, there are so many
viewpoints that are all different and the majority of the answers are right ones. A
manager should realize the there are many ways that one can be motivated and be
open to suggestions about how to do this. Considering each person is different, it
makes sense that the ways in which a person is motivated will differ also. One
mistake that is commonly made when trying to broaden employee motivation is to
over-do it. Do not distribute unearned praise to employees since this can prompt
other employees to feel negatively about their own performance.
Many may believe that motivation is a matter of giving gifts or verbal praise.
Some may even think that a raise is a way of motivating employees. While these
things are important, there is much more to motivation. There are several ways to
motivate an employee that are genuine and deserved. Giving an employee a pat on
the back, or mentioning their achievements in a memo or letter are good ways to
motivate. The key is to know your employees well enough to give them what they
really yearn for. It could be time off, a vacation, a raise, or even just some simple
praise.
Ultimately, these types of motivation will result in a better quality of work from
your employees as well as a better working relationship between you both. Not to
mention a better outlook on the job through the eyes of the employee himself. All
of these things will also lead to better customer relationships, since a happy
employee tends to make a customer feel more welcome and appreciated. This will
lead to higher sales, which is the ultimate goal in any business
A person can benefit from motivation in so many ways. Motivation will assist to
achieve personal goals or possibly goals set by you, the manager. There are times
when goals can appear unattainable. This is when the right employee motivation
tactic can make all the difference since it is likely to give the employee that extra
boost of confidence. This will also help them to push Gaining a more decisive
outlook on the task or job is a direct outcome of the right employee motivation
happy as well. This sounds like an easy thing to do, however when your
employees are not happy, it shows. Motivating employees to see the good in the
work that they do everyday and to see how they are helping someone is a great
way to make your employees and your customers gain a positive perspective of
your business. If your company is stuck in a "rut" it may be time for a change.
Perhaps a change in the scenery or a change in the way the entire company is run.
Who will have better ideas on how to achieve this than the people who work there
everyday? Asking employees for their input is another way to motivate
employees. The power to change is a hard thing to grasp, however with the right
motivation; your employees will likely become Motivating employees builds self
esteem. Self esteem is crucial to the productivity of your employees. You want
employees who believe in themselves and the power to do great things for your
company. By handing down some well deserved motivation, you will increase self
esteem in your employees and at the same time be making an important move for
the betterment of your company.
With the right motivation employees will become more likely to motivate and
help others. They will learn to manage their own development within the
company. This will result in less work for What are some common reasons why
we fail to motivate our employees? There are times when motivation is needed but
merely isn't given. This can be the result of management whom is not aware of the
power of motivation, or even due to mangers who simply.
Often times we can not control the area in which we work, however inadequate
equipment to complete a job creates a serious lack of motivation by employees.
Just like you delight in coming home to an inviting, clean, warm home, your
employees want to come to a clean, inviting office. Updating equipment and
creating an atmosphere in which your employees can thrive is an excellent way to
motivate them, however it is one of the most commonly over looked ways to
motivate.
Try to motivate your employees for only a short period. I am sure that you will see
results that you have only dreamed of.
CHAPTER – III
Objectives:
1. To identify the various motivation factors and find suitable one
2. To analyse how motivation created a job satisfaction among the employee
3.To study motivation facilities provided by the concern
4.To identify which motivational factor influence job morale
5.To give suggestion to improve employee motivation in this organization
CHAPTER - IV
RESEARCH METHODOLOGY
4.1 Research
The advanced learner’s dictionary of current English as “a careful investigation
or inquiry especially through search for new facts in any branch of knowledge”.
Redman and more define research as a “systematized efforts to gain new
knowledge”
Research design:
A plan of proposed study prepared by a researcher stating the research
activities to be performed in this proposed study before he undertakes his research
work is called “Research Design”.
Sample size:
100 respondents were selected for the survey in the various departments.
4.2 Data used:
Both primary data and secondary are used in this study
Sources of data:
1. primary data
2. Secondary data
1. Primary data:
Primary data were collected through survey from the employees using
the questionnaire helps to recognize the employee’s perception regarding their jobs
and to find out the job performance in the company as well as the job.
2. Secondary data:
Secondary data needed for conducting this research work were
collected from brochures of the company and employee profile books internet and
various journals ect.
4.3 Data collection method:
A survey method is used to collect the data.
Type of question:
The following are the type of questions which are used in this research.
1. Dichotomous question
Dichotomous question are type of question normally, two option such as
yes/no.
2. Multiple choice questions:
This type of questions more than two options to express the employee’s view.
Defining the population:
The total employees working in the organization is 215
Sampling plan:
Out of 215 employees this study was carried out taking into the account of only
100 employees.
Filed-work
The field work of study was done at EMAMI LIMITED METTUPALYAM
PUDUCHERRY.
Period of survey:
The period of survey was nearly 1 month.
4.3 Description of statistical tool used:
According to this project, there will be two statistical
Tools are used. There are
1) Percentage analysis:
The percentage method was extensively used for analysis and
Interpretation. It can be generally calculated as follow:
Number of respondents favorable
_________________________ X 100
Total No. of respondents
2. Chi-Square Test:
Chi-square test to compare the relationship between the two variables.
Formula
2
= (O-E)
_______
E
O- Observed value
E- Expected value
There are many situations in which it is not possible to make any rigid
assumption about the distribution of the population from which samples are being
drawn.
CHAPTER - V
DATA ANALYSIS AND INTERPRETATION
RESPONDANTS OF SEX
TABLE NO: 5.1
INFERENCE
From the above table 30%of respondents are male 70% of female
CHART NO: 5.1
S.No Sex Frequency Percent
1.Male 30 30
2.Female 70 70
Total 100 100
RESPONDANTS OF SEX
AGE OF RESPONDENTS
TABLE NO: 5.2
AGE OF RESPONDENTS
INFERENCE
The industrial sector workers are working in different age group starting from 20to 60
years. So the age factors of worker determine their involvement. The above table points out
that most of the respondents (23.0%) are in the age group of 50 and above 29.0% of
respondents are in the age of42% years
CHART NO: 5.2
S.No Age Frequency Percent
1. 20-25 6 6
2. 30-35 42 42
3. 25-30 29 29
4. 40-50 23 23
Total 100 100
TABLE NO: 5.3
EDUCATIONALQUALIFICATION
INFERENCE
From the above table 92% of respondents are 10 th/12th 8% of diploma,
postgraduate 0%, undergraduate 0% and Other 0%.
CHART NO: 5.3
S.No Qualification Frequency Percent
1. 10th/12th 92 92
2. Diploma 88
3 Postgraduate 00
4 Undergraduate 0 0
5 Others 0 0
Total 100 100
TABLE NO: 5.4
MARTIAL STATUS
INFERENCE
From the above table 69% of respondents are married 31% of respondents are
unmarried
CHART NO: 5.4
S.NoMartialstatus
Frequency Percent
1. Married 69 69
2. Unmarried 31 31
Total 100 100
YEAR OF EXPERIENCE
TABLE NO: 5.5
S.NoYear of
experienceFrequency F
re
Percent
1. 1-5yrs 1212
12
2. 5-10yrs 6161
61
3. 10-15yrs 2727
27
4 above 15 0 0
Total 100100
100
INFERENCE
The above table shows that, most of the respondents (27.0%) have
experienced 10-15yrs, 61.0% of respondents have experienced 5-10yrs and 12.0% of
respondents have experienced 1-5yrs
CHART NO: 5.5
NATURE OF WORK
TABLE NO: 5.6
S.No Work Frequency Percent
1. Technical 6 6
2. Non-technical 94 94
Total 100 100
YEAR OF EXPERIENCE
INFERNECE
The above table shows that most of the respondents 6% of technical, and
94% of non-technical.
CHART NO: 5.6
MOST OF THE RESPONDENTS SATISFIED
TABLE NO: 5.7
NATURE OF WORK
INFERENCE
The table 76% respondents are satisfied 24% of highly satisfied,
dissatisfied 0% respondents and highly dissatisfied 0% respondents
CHART NO: 5.7
S.No Satisfied Frequency Percent
1. Highly -dissatisfied 24 24
2. Satisfied 76 76
3 Dissatisfied 0 0
4 Highly dissatisfied 0 0
Total 100 100
MOST OF THE RESPONDENTS SATISFIED
LEVEL OF
REMUNERATION
TABLE NO: 5.8
INFERNECE
From the above table 29% of the respondents say the level of remuneration
excellent. 69% of respondents is good.2% respondents say the level of
remuneration is fair
CHART NO: 5.8
S.No Remuneration Frequency Percent
1. High 29 29
2. Below 69 69
3. No-opinion 2 2
Total 100 100
LEVEL OF REMUNERATION
OUTING WITT THE FAMILY
TABLE NO: 5.9
S.NoOuting
with the family
Frequency Percent
1. Yes 61 61
2. No 39 39
Total 100 100
INFERENCE
From the above table it is found that 61% respondents are satisfied.39% respondents
CHART NO: 5.9
FEASIBLE WORKING HOURS
TABLE NO: 5.10
OUTING WITH THE FAMILY
INFERENCE
From the above table shows that 55% of respondents.20% of respondents
and 25% of respondent
CHART NO: 5.10
S.No Working hours Frequency Percent
1. 9a.m to 5p.m 55 55
2. 8a.m to 4p.m 20 20
3. Shifts 25 25
Total 100 100
FEASIBLE WORKING HOURS
RELATION WITH THE WORKER TEAM
TABLE NO: 5.11
S.No Relation with workers Frequency Percent
1. Excellent 70 70
2. Good 27 27
3. Poor 2 2
4 Very poor 1 1
Total 100 100
INFERENCE
From the table 70% of respondents is excellent.27% of respondents good.2%
of respondents is poor and 1% of respondents of very poor.
CHART NO: 5.11
LEVEL OF PERFORMANCE AFTER MOTIVATION
TABLE NO: 5.12
INFERENCE
S.No Performance Frequency Percent
1. Excellent 32 32
2. Satisfactory 68 68
3 Poor 0 0
Total 100 100
From the above table 32% of respondents say the level of performance is
good. 68% of respondents say the level of performance is excellent, 0% of
respondents is poor
CHART NO: 5.12
LEVEL OF INTEREST IN MOTIVATION
CHART NO: 5.13
INFERENCE
From the above table 100% of the respondents are interest in motivation.
S.No INTEREST IN MOTIVATION Frequency Percent
1. YES 100 100
2 No 0 0
Total 100 100
CHART NO: 5.13
JOB SECURITY IN THE ORGANIZATION
TABLE NO: 5.14
INFERENCE From the above table 100% of the respondents say that job security in the organization
CHART NO: 5.14
S.No Job security Frequency Percent
1. Yes 100 100
2 No 0 0
Total 100 100
LEVEL OFF THE JOB TRAINING
TABLE NO: 5.15
INFERENCE
From the above table 100% of respondents say that the level of job training has
increased to a large extent.
CHART NO: 5.15
S.No Job training Frequency Percent
1. Yes 100 100
2 No 0 0
Total 100 100
CHI-SQUARE TEST
1. ANALSIS USING CHI-SQUARE TEST.
2. ANALSIS TO FIND WHETHER THERE IS DIFFERENT BETWEEN THE OPINIONS OF RESPONDENTS.
3. HO-THERE IS NO SIGNIFICANT DIFFERENT BETWEEN LEVEL OF PERFORMANCE AFTER MOTIVATION AND SATISFIED REMUNERATION.
Observed frequency table:
SATISFIEDTotal
HIGHLYSATISFIED SATISFIED
LEVEL OF PERFORMANCE
AFTER MOTIVATION
EXCELLENT 15 17 32
SATISFACTORY 9 59 68
Total 24 76 100
To find the chi-square test
O E O-E (O-E)2 (O-E)/2
15 7.7 7.3 53.29 6.9207
9 16.3 -7.3 -53.29 -3.2693
17 24.3 -7.3 -53.29 -2.1930
59 51.7 7.3 53.29 1.0307
TOTAL 2.4891
Calculated table value =2.4891
Therefore
1. (O-e) 2 =2.4891
2. = (r-1) (c-1) d.f
= (2-1) (2-1) d.f
= 1 d.f
The statistical value for (r-1) (c-1) d.f at 5% level of signification is =3.841
Result: Therefore calculate value 2.4891 better than table’s value. 2.4891< 3.841 so we accept the null hypothesis (HO). Conclusion: So there is no dependability between level of performance after motivation and satisfaction level.
The statistical value for (r-1) (c-1) d.f at 5% level of signification is =3.841
Result: Therefore calculate value 2.4891 better than table’s value. 2.4891< 3.841 so we accept the null hypothesis (HO). Conclusion: So there is no dependability between level of performance after motivation and satisfaction level.
CHAPTER - VI
O E O-E (O-E)2 (O-E)/2
15 7.7 7.3 53.29 6.9207
9 16.3 -7.3 -53.29 -3.2693
17 24.3 -7.3 -53.29 -2.1930
59 51.7 7.3 53.29 1.0307
TOTAL 2.4891
FINDINGS OF STUDY
Most of the respondents are female. Majority of the employee’s 10th/12th.
The majority of the respondents are satisfied with their remuneration.
Majority of the employee’s non-technical workers.
Most of the employees are satisfied with their level of performance after
motivation.
Motivation leads to create interest towards the job. Around 45%of the
employee’s say that the motivation creates interest towards the job.
Majority of respondents are satisfied with their job.
Most of the workers have excellent relationship with the workers team.
There is proper job security in their organization.
Most of respondents have excellent training programming in their organization
SUGGESTIONS AND RECOMMENDATION
At the outset it is understood that employee’s basic needs has to be fulfilled
with his salary. In this connection if his basic needs are fulfilled he can perform well
in his duty which helps in company’s development. So the company should
concentrate on financial motivation.
Secondly the highly experienced people, in other words old employees can be
given some recreation in their job so their work can be lessened so that they can
perform and get interest in their job.
The concern should arrange training programmed to the employees in
periodical interval. It will create efficiency of workers as well as efficiency of the
concern. From this study the employee satisfaction is an intangible asset of concern.
CHAPTER – VII
CONCLUSION
In today’s knowledge based economy, people are being called on take on
higher and more complex responsibilities. With increased responsibility, comes
higher impact on the organization’s success. Being able to identity the motivation
needs for success in a position has become critical. As a result, thousands of
organizations are viewing employee motivation as a strategy be managed and
developed.
There are various factor that influence motivational factor such as salary,
working conditions, training interpersonal relations and job satisfaction.
The findings of the study have reaffirmed that each one of these factors are
important in contributing to motivation, but none of them can be said as being more
important than the other.
Motivation is the ultimate function of so many individual attitudes taken
together. It is vary complex, complicated and personal experience. A number of
material and immaterial factors contribute
CHAPTER-VIII
1. LIMITATIONS
The study was limited to only one company i.e. Emami Ltd.
The study is based upon high population.
The time duration of the study is less than the expected.
Due to time constraint, motivation level of workers was studied only during the course of this project so that there was no scope for comparative analysis of data taking into account two different time period.
The study only based on employee side. It is not covering the staffs.
The project data can be valid up, hence there are chances of chances in the findings and result obtained.
2. SCOPE OF THE FUTHER STUDY
The important of studying employee’s motivation is to understand the internal
satisfaction in the minds of every employee. This study helps to know some
employees satisfaction level. The finding of this study helps the company to
implement the expectations from the employees.
The study helps the company to know whether the motivation undertaken are
strongly accepted and also to know the lacking in the employee motivation
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