MET COLLEGE OF MANAGEMENT STUDIESA PROJECT ONA STUDY ON IMPACT
OF MOTIVATIONAL FACTORS ON EMPLOYEE PERFORMANCEIN THE SUBJECTHUMAN
RESOURCE MANAGEMENTSUBMITTED BYNAMES ROLL NOTANVI RAWAT 95SAMIR
SHAIKH 104KUNAL PUNJABI 94 VIJAY PANDEY 88 DEVENDERA GOWDA 75 TEJAS
CHHEDA 66
UNDER THE GUIDANCE OFPROF. ARCHANA DANDEKAR KOLIFORMASTER IN
FINAANCIAL MANGEMENT (SEMESTER - II)YEAR: 2014-17CONTENT
Sr. No.PARTICULARSPage No.
1DEFINITION
2DEVELOPMENT OF MARKETING CONCEPT
3WHAT DO MARKETER DO?
4THE MARKETING ENVIORMENT
5CONSUMER AND BUYER BEHAVIOUR
6SEGMENTING , POSITIONING AND TARGETING
7FORTUNIE HINGS ON COOKIES
8CONCLUSION
9RECOMMENDATION
10BIBLOGRAPHY
INTRODUCTIONHuman Resource Management is a management function
that helps organizations to recruit, select, train, and develop
members in an organization.Only human resource management is
obviously one function which is concerned with peoples dimension in
organization. All major activities in the working life of an
employee, that is from the time of employees entry into the
organization to the time employees leaves the organization all the
activities come under the purview of human resource management.The
activities are human resource management are human resource
planning, job analysis, job design, recruitment, selection,
orientation and placement, training and development, performance
appraisal and job evaluation, employee and executive remuneration,
motivation and communication, welfare, safety and health,
industrial relations.
Employee MotivationNature of HRMHRMEmployee HiringEmployee &
Executive RemunerationEmployee MaintenanceIndustrial
RelationsProspects OfHRM
1. Societal objectives- to be ethically and socially responsible
to the needs and challenges of society while minimizing the
negative impact.1. Organizational objectives- to serve the
organization with its primary objectives and bring about overall
organizational effectiveness.1. Functional objectives-to maintain
the departments contribution at a level where it serves the
organizations needs tailoring the department according to the
requirement of the organization.1. Personal objectives- to assist
employees in achieving their personal goals. If these goals of
employees are met it helps the organization to maintain, retain and
motivate the employees.
Motivation
1.1 Introduction:-Motivation is an important factor which
encourages persons gives their best performance and help in
reaching enterprise goals. A strong positive motivation well
enables the increased output of employees but a negative motivation
will reduce their performance. In order to make any managerial
decision really meaningful. It is necessary to convert it in to an
effective action, which the manager accomplishes by motivating his
subordinates. To motivate means to produce goals oriented behavior
since increase in productivity is the ultimate goal of every
industrial organization, motivation of employees at all levels is
the most critical and baffling function of the management. Almost
every human problem the manager faces throughout the firm has
motivational elements. Definition of motivation:-The term
motivation has been derived from Latin word-Movers which mean to
move. In our languages of management it implies something that
energies an individuals or a group of individuals to work.W.G.SCOTT
Motivation means a process of stimulating people to action to
accomplish desired goals. BREECH says Motivation is a general
inspirational process which gets the members of the team to pull
their weight effectively, to give their loyalty to the group, to
carryout properly the tasks that they accepted and generally to
play an effective part in the job that the group has
undertaken.Nature of Motivation
Motivation is a psychological concept that generates with in an
individual. It is an inner felling which energies a person to work
more. The emotions or desires of a person prompt him for doing a
particular work. Man has innumerable wants to satisfy & there
are unsatisfied needs of a person which disturb his equilibrium.
All the wants can not be satisfied at one time where one is
satisfied other may emerge. Satisfaction of wants is an unending
process. Hence, motivation is also unending process. A person moves
to fulfill his unsatisfied needs by containing his energies. There
are dormant energies in a person which are activated by canalizing
them into actions. A man works to achieve some individual goals.
After the goal is achieved he is no longer interested in work. Goal
means satisfaction of needs. Therefore, it is very essential for
the management to know the goals or motives or needs of each
individual, so that they may be pushed to work by directing them
towards achievement of their goals.
Objective of motivation
The purpose of motivation is to create conditions, 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, loyalty and with pride and confidence in
a most cohesive manner so that the goals of an organizational are
achieved effectively.Motivational techniques are utilized to
stimulate employee growth; this was indicated by Clarence Francis
when he was chairman of general foods. He said you can buy a mans
time, you buy a mans physical presence at a given place, you cannot
even buy a measured number of skilled muscular motions per hour or
day, but you cannot but enthusiasm, you cannot buy initiative, you
cannot but loyalty, you cannot buy devotions of hearts, minds and
souls. You have to ear these things. If a manager wants to get work
done by his employees, he may either hold out a promise of a reward
for them for doing work in a better or improved way, or he may
constrain them, by instilling fear in them or by using force, to do
the desired work. In other words, he may utilize a positive or a
negative motivation. Both these types are widely used by
management.
Types of Motivational
When a manager wants to get more work from his subordinates then
he will have to motivate them for improving their performance. They
will either be offered incentives for more work, or may be in the
shape of rewards, better reports, recognition etc, or he may in
still fear in them or use force for getting desired work. The
following are the types of motivational.1. Positive Motivation: -
Positive Motivation is based or reward. The workers are offered
incentives for achieving the desired goals. The incentives may be
in the shape of more pay, promotion, recognition of work etc.
according to peter Drucker, the Real and positive motivators are
responsible for placement, high standards of performance,
information adequate for self control and the participation of the
workers as responsible citizen in the plant community. Incentive
motivation is the pull mechanism.2. Negative Motivation: - Negative
or fear motivation is based on force or fear. Fear causes employees
to act in a certain way. In case, workers do not act accordingly
then they may be punished with demotions or lay offs. The fear act
as a push mechanism. Moreover it may result in lower productivity
because it tends to dissipate such human assets as loyalty,
co-operation and esprit de corps. Moreover, the imposition of
punishment frequently result is frustration among those
punishments, leading to the development of mal adaptive behavior.3.
Extrinsic Motivation :- is concerned with external motivators which
employees enjoy-pay, promotion, status, benefits, retirement plans,
health insurance schemes, holiday and vacations etc. by and large
these motivations are associated with financial rewards.
4. Intrinsic motivation: - On the other hand, is concerned with
the feeling of having accomplished something worth while, i.e. the
satisfaction one gets after doing ones work well. Praise,
responsibility, recognition, esteem, power, status, competition and
participation are examples of such motivation.5. Self motivation: -
before one can motivate others one must motivate oneself. One must
overcome a certain amount of ones nature interia. One of the most
common deterrents to human action is that of tired feelings. This
thing that effect the conscious mind are generally known as anxiety
are : Monotonous work Driven by boss Bad physical conditions
Financial troubles Under constant strain
6. Group motivation :- The motivation of a group is an important
as self-motivation, A group can be motivated by improving human
relations and dealing with people to feel involvement in their work
and by giving them an opportunity to improve there performance and
by complimenting or praising them. In dealing with others, it must
be borne in mind there the greatest returns can be obtained when
each member of a group is properly motivated.
IMPORTANCE OF MOTIVATION
Management tries to utilize all the sources of production in a
best possible manner. This can be achieved only when employees
cooperate in this task. Efforts should be made to motivate
employees for contributing their maximum. The efforts of management
will not bear fruit if the employees are not encouraged to work
more the followings is the importance of motivation:- Motivated
employees are always looking for better ways to do a job. It is the
responsibility of the managers to make employees look for better
ways of doing their jobs. Motivated employees will put maximum
efforts for achieving organizational goals. Better performance will
also result in higher productivity. The cost of production can also
be brought down if productivity is raised. The employees should be
offered more incentive for increasing their performance. Motivation
will act as a stimulate for improving the performance of employees.
A motivated employees, generally, is more quality oriented. This is
true weather we are talking about a top manager spending extra time
on data gathering & analysis for a report. Highly motivated
workers are more productive than apathetic workers. The
productivity of workers becomes a question of the managements
ability to motivate its employees. An appreciation of the nature of
the motivation is highly useful for managers. A good motivational
system will create job satisfaction among employees. The employees
will try to contribute their maximum and management will offer them
better service conditions and various other incentives. There will
be an atmosphere of confidence among employees and employers. It
will lead to better industrial relations.
Every organization requires human resource in addition to
financial and is significant to the organizations.a) People must be
attracted not only to join the organization but also to remain in
it.b) People must perform the task for which they are hired and
must do so in a dependable manner.c) People must go beyond their
dependable role performance and engage in some form of creative,
spontaneous and innovative behaviour at work.
STEPS OF MOTIVATION
The management should concentrate on two things to motivating
its employees.1. Working method of motivation i.e., it should be
determined as to what ought to be done.2. The tools of motivation
i.e. it should be determined as to when and how a job is to be
done.
1. knowledge of position of employees:-First of knowledge should
be obtained regarding the needs of the employees who are to be
motivated. Different persons have different needs. So, different
methods are to be used for motivated different persons. Both the
individuals and the groups should be kept in mind while assessing
the conditions.2. Development of tools of motivation :- After
obtaining the knowledge of the employees needs managers should do
the job of selecting and using specific tools or techniques of
motivation. The managers should determine the following issues
through their own experience of others and through the experience
of others and through the experience of the personnel department.a)
Which employee is to be motivated and by which technique of
Motivation?b) Under what conditions is hello/she to be
motivated?
3. Selection of tools of motivation:-Selection of tools of
motivation is a difficult task. Following observation are to be
made for the purpose1. Who is to be motivated?2. Which technique
succeeded or failed in the past?3. Are requisite efficiency, means
time needed for the use of that technique available or not?Thus,
after the determination of the technique its use should its should
be considered. It should be decided as to when and how the
motivation is to be used. The employees should immediately get the
reward or appreciation can spoil the effect of motivation.4.
communication media:-The technique of motivation should be brought
into the notice of employees. Communication media should be good
enough for this purpose. If the management cannot communicate its
viewpoint to the employees, it cannot motivate them as well. 5.
Follow up action: - The manager should assess, from time to time,
whether the employees have been motivated or not through a
technique of motivation. If one Technique fails others can be made
use of. This type of assessment can bring to Light the shortcomings
of present technique by removing its shortcoming.
THEORIES OF EMPLOYEE MOTIVATION The main theoretical approaches
to employee motivation are as follows:1. Need fulfillment theory.2.
Equity theory.3. Equity discrepancy theory
1) Maslow needs hierarchy: - Motivation is influenced by the
needs of a person. There is a priority of certain needs over
others. The importance of needs will influence the level of
motivation. A.H.Maslow has categorized human needs into five
categories.
a) Physiological:-Hunger, thirst, shelter, sex & other
needs.b) Safety: - includes security, and protection from physical
and emotional harm.c) Social:- includes affection, belongingness,
acceptance and friendship.d) Esteem:- includes internal esteem
factor such as self-respect, authority and achievement and esteem
factors such as status, recognition and attention.e)
Self-actualization:- The drive to become what one is capable of
becoming includes growth, achieving ones potential and
self-fulfillment.2) Motivation Hergbers theory: - He gives two
factor theory of motivation. First factors include company policy
and administration, technical supervision, inter-personal relations
with supervisor, salary, status, job security and personal life.
These factors were found to be only dissatisfied and not
motivators. These are hygiene factors. Second type of factor is
motivational factor, which includes achievements, recognition;
advancements work itself, possibilities of personal growth,
responsibility. According to this theory, attention should be given
to the job content to motivate the employees of the organization.3)
X & Y Theory: - After viewing the way in which managers dealt
with employees, Mc. Gregor concluded that a managers view of the
nature of human being is based on certain grouping of assumptions.
He proposed two distinct view of human being, one basically
negative theory X which assumes that the employees dislike work are
lazy, dislikes responsibility and must be coerced to perform and
the other basically positive labeled theory Y which assumes that
employees like work are creative, seek responsibility and can
exercise, self direction. Mc Gregor himself held to the belief that
theory Y assumptions are more valid than theory X. therefore he
proposed such ideas as participation decision making, responsible
and challenging job and good group relation as approaches that
would maximize an employees job motivation. As, already mentioned,
Maslows need hierarchy theory states that every human being there
exist hierarchy of five needs-physiological, safety, social, esteem
and self actualization and as each is sequentially satisfied, the
need becomes dominant. From the stand point of motivation, if you
want to motivate someone, you need to understand at what level in
hierarchy that person currently is and then focus on satisfying
those needs at above that level.Different needs dominant different
people at different time, workers will be dominated by lower order
needs like physiological, safety and social needs while on the
other hand staff members whos lower order needs like esteem and
self actualization needs. The reason behind this difference can be
variable such as education, family background and cultural
environment. But the important aspect, which should be taken care,
is fulfillment of desired needs at every level. If the
organizational fails to fulfill needs of its employees ultimately
it results in non-fulfillment or targeted result. For example to
fulfill esteem needs (particularly recognition needs) an employee
work hard to bring better result out of his work. He leaves no
stone unturned in achieving the set target in the best possible
manes. In return of this hard and dedicated labour the employee
looks forward to have recognition within the department and in the
organization as a whole. The recognition encourages the employee to
put more of his labour in fulfilling the task still in the better
way. Apart from this he also becomes an example for others. As a
result they are to motivate. On the contrary, if this employee not
rewarded appropriately that will result in lower morale and
employee will not repeat this enthusiastic behavior again,
simultaneously effecting the organizational target. So in the
present scenario, this is responsibility of HR department to find
out what are various needs of employees, what are the policies and
procedures from which the employees are not satisfied and
accordingly suitable steps should be taken to boost the morale of
employee. MONEY AS A MOTIVATOR
The importance of money as a motivator has been consistently
downgraded by most behavioral scientists. They prefer to point out
the value of challenging jobs, goals, and participation on
decisions making, feedback, cohesive work teams, and other non
monetary factors as stimulants to employee motivation. We agree
otherwise here that money is the crucial incentives to work
motivation. As a medium can purchase the numerous, need-satisfying
things they desire. Furthermore, money also performs the function
of a scorecard, by which employees assess the value that the
organization places on their services and by which employees can
compare their value to others. Money improved in employees
performance.
MONEY DOESNT MOTIVATES MOST EMPLOYEES TODAY Money can motivate
some people under some conditions, so the issue is not really
whether or not money can motivate. The answer to that is it can!
the more relevant question is does money motivate most employees in
the workforce today to higher performance? The answer to this
question, well argue, is No.For money to motivate an individuals
performance, certain conditions must be met. First, money must be
important to the individuals. Second, money must be perceived by
the individual as being a direct reward for performance. Third, the
marginal amount of money offered for the individual, as being
significant must perceive the performance. Finally, management must
have the discretion to reward high performers with more money.Money
is not important to all employees. High achievers for instance, are
intrinsically motivated. Money should have impact on these people.
Similarly, money is relevant to those individuals with strong
lower-order needs, but for most of the workforce, lower-order needs
are substantially satisfied.Money would motivate if employees
perceived a string linkage between performance and rewards in
organizations, unfortunately, pay increase are far more often
determined by levels of skills and experience, community pay
standards, the ational cost of living index, and the organizations
current and future financial prospects than by each employees level
of performance.So might be theoretically capable of motivating
employees to higher levels of performance, but most managers are
not given enough flexibility to do much about it.
TECHNIQUES OF MOTIVATION
Every management tries to spacing certain motivational
techniques which can be employed for improving performance of its
employees. The techniques may not be similarly useful in all types
of concerns. Some techniques may be suitable employed in one
concern; others may be useful in another concern and so on.
Motivational techniques may be of two types i.e., financial and non
financial.Financial motivatorsFinancial motivators may be in the
form of more wages, salaries, profit-sharing, leave with pay,
medical reimbursement bonus, company paid insurance of any other
things that may be given to employees for performance. Money is the
most important motivator to people who are young and raising their
families. For some persons money remains to be a motivator and for
others it may never be. Besides all money can motivate people if
their wages are related to their performance.Non-financial
motivatorsUnder non financial motivators the employees is not given
more money. He, is rather given more chances of promotion, job
security, respect and appreciation under non financial incentives.
Thus, non-financial incentives include those factors which do not
indirectly he may be receiving financial benefits. Modern managers
make use of all types of motivators i.e., positive, negative,
financial, non-financial.Motivational techniques are utilized to
stimulate employee growth. The purpose of motivation is to develop
conditions in which people are willing to work with zeal, interest
and enthusiasm.
Incentives motivation:-An incentive or reward can be anything
that attracts a workers attention and stimulates him to work, when
the question comes of incentive motivation, the answer cannot be
said to be a perfect one but satisfactory. It is said that people
work for incentives in the form of Ps which are as follows:1.
Praise2. Prestige3. Promotion
Types of Motivational incentives and allowances
1. Marriage gift scheme:- with a view to promote cordial
relations with the employees, the company has been given gifts on
the occasions of marriages of either the employees themselves or
their dependent children marriage gift schemes.2. Wage and salary:-
one of the most important technique of motivation is an appropriate
wage and salary the salary given to the employees are in accordance
to their work and job.3. Medical reimbursement:- only those
employees are covered under this scheme which are not being covered
under the ESI scheme. Reimbursement of medical expenses to eligible
employees will be for: self, spouse, unmarried daughter, unemployed
son, dependent parents4. Suggestion and reward system:- This scheme
was introduced by the management to create an environment which
employees are encourage and motivate to give constructive
suggestions for improving the overall profitability of the company
the management believes that employees have tremendous capability
and desire to make the company prosper in every field.
5. Self motivation: - Self motivation exists to a great extent,
the urge or desire that should come from within the individuals
exists in the employees of the organization. The employees believe
in themselves that they are capable of performing the given task
smartly and efficiently, arrives from with on the individuals not
from someone else.6. Conveyance facility/allowance:-The Company
provides conveyance facility to female workers from industrial
establishment to their place of residence and male workers get
conveyance allowance. Leave with pay includes casual, sick, and
earned leaves Attendance allowance Conveyance allowance House rent
allowance Child education allowance Provident fund Employee state
insurance corporation scheme Appraisal, praise or recognition
ANALSIS AND INTERPRETATION
The data after collection has to be processed and analysis in
accordance with the outline laid down for the purpose at the time
of developing the research plan.This is essential for ensuring that
we have all relevant data for making contemplated comparison and
analysis. As has been stated above, the data is being collected
through questionnaire. Here the analysis is done through graphical
representation. The answer to the questionnaire will be evaluated
thoroughly and well show the complete Analysis of data. Finally, it
will provide the complete picture of results.
BASIC NEEDSANSWERS BASED ON QUESTIONAIRES
ParticularNo. of RespondentsPercentage
Strongly Agree1438
Agree1849
Neither Agree nor Disagree411
Disagree13
Strongly Disagree00
Total37100
INTERPRETATION: The analysis show that out of 100 people 38 %
people are strongly agree, 49 % people are agree, 11 % people are
Neither agree nor are disagree & 3 % Persons disagree with The
salary increments given to employees who do their jobs very well
motivates them.
ParticularNo. of RespondentsPercentage
Strongly Agree1232
Agree1849
Neither Agree nor Disagree514
Disagree13
Strongly Disagree13
Total37100
INTERPRETATION: The analysis show that out of 100 people 38 %
people are strongly agree, 49 % people are agree, 11 % people are
Neither agree nor are disagree & 3 % Persons disagree with The
salary increments given to employees who do their jobs very well
motivates them.
ParticularNo. of RespondentsPercentage
Strongly Agree00
Agree924
Neither Agree nor Disagree1130
Disagree1335
Strongly Disagree411
Total37100
INTERPRETATION: The analysis show that out of 100 people 38 %
people are strongly agree, 49 % people are agree, 11 % people are
Neither agree nor are disagree & 3 % Persons disagree with The
salary increments given to employees who do their jobs very well
motivates them.
ParticularNo. of RespondentsPercentage
Strongly Agree924
Agree2054
Neither Agree nor Disagree13
Disagree514
Strongly Disagree25
Total37100
INTERPRETATION: The analysis show that out of 100 people 38 %
people are strongly agree, 49 % people are agree, 11 % people are
Neither agree nor are disagree & 3 % Persons disagree with The
salary increments given to employees who do their jobs very well
motivates them.
SAFETY
ParticularNo. of RespondentsPercentage
Strongly Agree924
Agree2259
Neither Agree nor Disagree38
Disagree38
Strongly Disagree00
Total37100
INTERPRETATION: The analysis show that out of 100 people 38 %
people are strongly agree, 49 % people are agree, 11 % people are
Neither agree nor are disagree & 3 % Persons disagree with The
salary increments given to employees who do their jobs very well
motivates them.
ParticularNo. of RespondentsPercentage
Strongly Agree38
Agree719
Neither Agree nor Disagree1130
Disagree1130
Strongly Disagree514
Total37100
INTERPRETATION: The analysis show that out of 100 people 38 %
people are strongly agree, 49 % people are agree, 11 % people are
Neither agree nor are disagree & 3 % Persons disagree with The
salary increments given to employees who do their jobs very well
motivates them.
ParticularNo. of RespondentsPercentage
Strongly Agree514
Agree1643
Neither Agree nor Disagree719
Disagree719
Strongly Disagree25
Total37100
INTERPRETATION: The analysis show that out of 100 people 38 %
people are strongly agree, 49 % people are agree, 11 % people are
Neither agree nor are disagree & 3 % Persons disagree with The
salary increments given to employees who do their jobs very well
motivates them.
ParticularNo. of RespondentsPercentage
Strongly Agree25
Agree2157
Neither Agree nor Disagree822
Disagree411
Strongly Disagree25
Total37100
INTERPRETATION: The analysis show that out of 100 people 38 %
people are strongly agree, 49 % people are agree, 11 % people are
Neither agree nor are disagree & 3 % Persons disagree with The
salary increments given to employees who do their jobs very well
motivates them.
ESTEEM:
ParticularNo. of RespondentsPercentage
Strongly Agree822
Agree2362
Neither Agree nor Disagree25
Disagree38
Strongly Disagree13
Total37100
INTERPRETATION: The analysis show that out of 100 people 38 %
people are strongly agree, 49 % people are agree, 11 % people are
Neither agree nor are disagree & 3 % Persons disagree with The
salary increments given to employees who do their jobs very well
motivates them.
ParticularNo. of RespondentsPercentage
Strongly Agree719
Agree1643
Neither Agree nor Disagree719
Disagree514
Strongly Disagree25
Total37100
INTERPRETATION: The analysis show that out of 100 people 38 %
people are strongly agree, 49 % people are agree, 11 % people are
Neither agree nor are disagree & 3 % Persons disagree with The
salary increments given to employees who do their jobs very well
motivates them.
ParticularNo. of RespondentsPercentage
Strongly Agree616
Agree1849
Neither Agree nor Disagree411
Disagree822
Strongly Disagree13
Total37100
INTERPRETATION: The analysis show that out of 100 people 38 %
people are strongly agree, 49 % people are agree, 11 % people are
Neither agree nor are disagree & 3 % Persons disagree with The
salary increments given to employees who do their jobs very well
motivates them.
ParticularNo. of RespondentsPercentage
Strongly Agree822
Agree1643
Neither Agree nor Disagree616
Disagree514
Strongly Disagree25
Total37100
INTERPRETATION: The analysis show that out of 100 people 38 %
people are strongly agree, 49 % people are agree, 11 % people are
Neither agree nor are disagree & 3 % Persons disagree with The
salary increments given to employees who do their jobs very well
motivates them.
LOVE:
ParticularNo. of RespondentsPercentage
Strongly Agree719
Agree2259
Neither Agree nor Disagree514
Disagree38
Strongly Disagree00
Total37100
INTERPRETATION: The analysis show that out of 100 people 38 %
people are strongly agree, 49 % people are agree, 11 % people are
Neither agree nor are disagree & 3 % Persons disagree with The
salary increments given to employees who do their jobs very well
motivates them.
ParticularNo. of RespondentsPercentage
Strongly Agree514
Agree1849
Neither Agree nor Disagree514
Disagree719
Strongly Disagree25
Total37100
INTERPRETATION: The analysis show that out of 100 people 38 %
people are strongly agree, 49 % people are agree, 11 % people are
Neither agree nor are disagree & 3 % Persons disagree with The
salary increments given to employees who do their jobs very well
motivates them.
ParticularNo. of RespondentsPercentage
Strongly Agree411
Agree1849
Neither Agree nor Disagree616
Disagree616
Strongly Disagree38
Total37100
INTERPRETATION: The analysis show that out of 100 people 38 %
people are strongly agree, 49 % people are agree, 11 % people are
Neither agree nor are disagree & 3 % Persons disagree with The
salary increments given to employees who do their jobs very well
motivates them.
ParticularNo. of RespondentsPercentage
Strongly Agree1335
Agree1643
Neither Agree nor Disagree616
Disagree25
Strongly Disagree00
Total37100
INTERPRETATION: The analysis show that out of 100 people 38 %
people are strongly agree, 49 % people are agree, 11 % people are
Neither agree nor are disagree & 3 % Persons disagree with The
salary increments given to employees who do their jobs very well
motivates them.
SELF ACTUALIZATION:
ParticularNo. of RespondentsPercentage
Strongly Agree2362
Agree1027
Neither Agree nor Disagree38
Disagree13
Strongly Disagree00
Total37100
INTERPRETATION: The analysis show that out of 100 people 38 %
people are strongly agree, 49 % people are agree, 11 % people are
Neither agree nor are disagree & 3 % Persons disagree with The
salary increments given to employees who do their jobs very well
motivates them.
ParticularNo. of RespondentsPercentage
Strongly Agree1438
Agree1746
Neither Agree nor Disagree411
Disagree25
Strongly Disagree00
Total37100
INTERPRETATION: The analysis show that out of 100 people 38 %
people are strongly agree, 49 % people are agree, 11 % people are
Neither agree nor are disagree & 3 % Persons disagree with The
salary increments given to employees who do their jobs very well
motivates them.
ParticularNo. of RespondentsPercentage
Strongly Agree719
Agree1849
Neither Agree nor Disagree514
Disagree616
Strongly Disagree13
Total37100
INTERPRETATION: The analysis show that out of 100 people 38 %
people are strongly agree, 49 % people are agree, 11 % people are
Neither agree nor are disagree & 3 % Persons disagree with The
salary increments given to employees who do their jobs very well
motivates them.
ParticularNo. of RespondentsPercentage
Strongly Agree1232
Agree1746
Neither Agree nor Disagree616
Disagree25
Strongly Disagree00
Total37100
INTERPRETATION: The analysis show that out of 100 people 38 %
people are strongly agree, 49 % people are agree, 11 % people are
Neither agree nor are disagree & 3 % Persons disagree with The
salary increments given to employees who do their jobs very well
motivates them.
SUMMARY& CONCLUSIONS