Pepsi Co Presentation Report
Pepsi Co Presentation Report
ACKNOWLEDGEMENT
I would like to convey may gratitude in this phase to those responsible persons who have
rendered endless effort for the competition of this project work, which is the spontaneous
overflow of powerful feelings. Here an attempt is made to present essential concept of
training and development for the purpose of career advancement program in consists with
corporate objective.
A lot of individuals of PepsiCo who have rendered their helping hand to me in completing
this study. I take this opportunity to thank all of them.
I am also grateful to Mr. Dev Narayan Sarkar (General Manager) and Mr. Sandeep
Chatterjee (Area Manager) of PepsiCo without whom I really don‘t able to complete my
project. They had specially contributed his precious time despite of his busy schedule to guide
in all the respect of this study. I would like to also mention the name of Rajdeep Sengupta,
for all kind of help and guidance given to me during the project.
Signature:
Date:-
-------------------------------
(Bijayan Saha)
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PREFACE
The two month project report is for partial fulfillment of the course (B.B.A Hons.) curriculum
of the University Of Burdwan.
In this present day the marketing universe has undergone tremendous changes, which gave
birth to a lot of business problems. In this global economy marketing management and
different department of a concern has to meet these problems, challenges of managing the
charge, achieve the prosperity through marketing innovation.
I have done my project report in the place of Kasba which is in Kolkata during two months.
In the project report all the data are chronologically sequenced. There are many other tools
that are used. Lots of marketing efforts is to be practiced.
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CONTENTS
1. Introduction
Company Profile
PepsiCo Headquarters
Company History
Financial Highlights
Mission & Vision
Values & Philosophy
Brands & Products
Competitors and its Analysis
2. Need for Study
3. Objective of the Study
4. Scope of the Study
5. Research Methodology
6. Limitation of the Study
7. Conceptual Review
Definition
Objectives
Importance
Factors
Concept
Types
Theories
Strategies
8. Analysis
SOWT Analysis
PEST Analysis
Poter’s Five Forces Model
9. Data analysis and Interpretation
10. Findings
11. Suggestion And Recommendation
12. Conclusion
13. Questionnaire
14. Bibliography
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Introduction
Company Profile:-
PepsiCo Inc. is an American multinational food and beverage corporation
headquartered in Purchase, New York, United States, with interests in the
manufacturing, marketing and distribution of grain-based snack foods,
beverages, and other products. PepsiCo was formed in 1965 with the merger of
the Pepsi-Cola Company and Frito-Lay, Inc. PepsiCo is a global food and
beverage leader with net revenues of more than $65 billion and a product
portfolio that includes 22 brands that generate more than $1 billion each in
annual retail sales. PepsiCo has since expanded from its namesake product Pepsi
to a broader range of food and beverage brands, the largest of which include an
acquisition of Tropicana in 1998 and a merger with Quaker Oats in 2001—which
added the Gatorade brand to its portfolio. PepsiCo is a world leader in
convenient foods and beverages, with 2013 revenues of more than $66 billion
and 278,000 employees (2012). Its world renowned brands are available in
nearly 200 countries and territories. Based on net revenue, PepsiCo is the second
largest food and beverage business in the world. Within North America, PepsiCo
is ranked (by net revenue) as the largest food and beverage business. PepsiCo is
organized into four business units: PepsiCo Americas Foods (PAF), which
includes Frito-Lay North America (FLNA), Quaker Foods North America
(QFNA) and all of its Latin American food and snack businesses (LAF);
PepsiCo Americas Beverages (PAB), which includes all of its North American
and Latin American beverage businesses; PepsiCo Europe, which includes all
beverage, food and snack businesses in Europe, and PepsiCo Asia, Middle East
and Africa (AMEA), which includes all beverage, food and snack businesses in
AMEA. Its four business units are comprised of six segments: FLNA, QFNA,
LAF, PAB, Europe, and AMEA. It manufactures markets and sells a range of
salty, convenient, sweet and grain-based snacks, carbonated and non-carbonated
beverages, dairy products and other foods. PepsiCo‘s main businesses – Quaker,
Tropicana, Gatorade, Frito-Lay and Pepsi-Cola – make hundreds of enjoyable
foods and beverages that are loved throughout the world. PepsiCo‘s people are
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PepsiCo India:
PepsiCo entered India in 1989 and has grown to become the country‘s largest
selling food and beverages companies. Gurgaon is the India Headquarters of
PepsiCo. PepsiCo India and its partners have invested more than U.S. $700
million since the company was established in the country in 1989. PepsiCo has
37 bottling plants in India, of which 16 are company owned and 21 are
franchisee owned. PepsiCo Frito Lay snack divisions have 3 state of the art
plants. In India, PepsiCo provides direct employment to 4,000people and indirect
employment to 60,000 people including suppliers and distributors.
PepsiCo Headquarters:-
Company History:-
The recipe for Pepsi (the soft drink), was first developed in the 1880s by a
pharmacist and industrialist from New Bern, North Carolina,named Caleb
Bradham – who called it "Pepsi-Cola" in 1898. As the cola developed in
popularity, he created the Pepsi-Cola Company in 1902 and registered a patent
for his recipe in 1903.The Pepsi-Cola Company was first incorporated in the
state of Delaware in 1919.The company went bankrupt in 1931 and on June 8 of
that year, the trademark and syrup recipe was bought by Charles Guth who
owned a syrup manufacturing business in Baltimore, Maryland. Guth was also
the president of Loft, Incorporated, a leading candy manufacturer, and he used
the company's labs and chemists to reformulate the syrup. He further contracted
to stock the soda in Loft's large chain of candy shops and restaurants, which
were known for their soda fountains, used Loft resources to promote Pepsi, and
moved the soda company to a location close by Loft's own facilities in New
York City. In 1935, the shareholders of Loft sued Guth for his 91% stake of
Pepsi-Cola Company in the landmark Guth v. Loft Inc. Loft won the suit and on
May 29, 1941 formally absorbed Pepsi into Loft, which was then rebranded as
Pepsi-Cola Company that same year. (Loft restaurants and candy stores were
spun off at this time.) In the early 1960s, the company product line expanded
with the creation of Diet Pepsi and purchase of Mountain Dew.In 1965, the
Pepsi-Cola Company merged with Frito-Lay, Inc. to become PepsiCo, Inc., the
company it is known as at present. At the time of its foundation, PepsiCo was
incorporated in the state of Delaware and headquartered in Manhattan, New
York. The company's headquarters were relocated to its still-current location of
Purchase, New York in 1970, and in 1986 PepsiCo was reincorporated in the
state of Carolina. PepsiCo was the first company to stamp expiration
dates,starting in March 1994.
Between the late-1970s and the mid-1990s, PepsiCo expanded via acquisition of
businesses outside of its core focus of packaged food and beverage brands;
however it exited these non-core business lines largely in 1997, selling some,
and spinning off others into a new company named Tricon Global Restaurants,
which later became known as Yum! Brand, Inc. PepsiCo also previously owned
several other brands that it later sold so it could focus on its primary snack food
and beverage lines, according to investment analysts reporting on the
divestments in 1997.Brands formerly owned by PepsiCo include: Hut,
Taco, Subway, KFC, Hot 'n Now, East Side Mario's, D'AngeloSandwich
Shops, Chevys Fresh Mex, California Pizza Kitchen, Stolichnaya (via
licensed agreement), Wilson Sporting Goods and North American Van Lines.
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Financial Highlights:-
“Running a company for the long term is like driving a car in a race that has no end.”
Mission:
Vision:
―Our vision is put into action through programs and a focus on environmental
stewardship, activities to benefit society, and a commitment to build shareholder
value by making PepsiCo a truly sustainable company.‖
Our Values & Philosophy are a reflection of the socially and environmentally
responsible company we aspire to be. They are the foundation for every business
decision we make.
Our Commitment:
We are committed to delivering sustained growth through empowered people
acting responsibly and building trust.
What It Means:-
Sustained Growth:
Sustained growth is fundamental to motivating and measuring our success. Our
quest for sustained growth stimulates innovation, places a value on results, and
helps us understand whether today's actions will contribute to our future. It is
about the growth of people and company performance. It prioritizes both making
a difference and getting things done.
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Empowered People:
Empowered people means we have the freedom to act and think in ways that we
feel will get the job done, while adhering to processes that ensure proper
governance and being mindful of company needs beyond our own.
Responsibility and Trust:
Responsibility and trust form the foundation for healthy growth. We hold
ourselves both personally and corporately accountable for everything we do. We
must earn the confidence others place in us as individuals and as a company. By
acting as good stewards of the resources entrusted to us, we strengthen that trust
by walking the talk and following through on our commitment to succeeding
together.
Foods
PepsiCo‘s foods division Frito-Lay is the leader in the branded salty snack
market. All its products are free of trans-fat and MSG. It manufactures Lay’s
potato chips; Cheetos extruded snacks, Uncle Chipps and traditional snacks
under the Kurkure and Lehar brands. The company‘s high-fibre breakfast
cereal, Quaker Oats and low-fat and roasted snack options like Aliva increase
the number of healthy choices available to consumers.
Cheetos
Kurkure
Lay’s
Lehar Namkeen
Quaker Oats
Uncle Chipps
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Beverages
PepsiCo India‘s expansive portfolio includes iconic refreshment
beverages Pepsi, 7UP, Nimbooz, Mirinda, Slice and Mountain Dew, in
addition to low-calorie options such as Diet Pepsi, hydrating and nutritional
beverages such as Aquafina drinking water, isotonic sports drink Gatorade and
fruit juices such as Tropicana and Tropicana 100%.
7UP
Aquafina
Duke's
Gatorade
Mirinda
Mountain Dew
Nimbooz
Pepsi
Slice
Tropicana
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Soft drinks, more popularly known as sodas, are not exactly referred to as items
of necessity. Sodas stand between liquor and juice. Those who are too young to
drink beer but think fruit juice is too juvenile will go on to sodas.
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PepsiCo merged with The Quaker Oats Company in 2001. Quaker's power-
packed line of popular brands expands companies‘ portfolio with a wide range of
healthy food choices.
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Gatorade sports drinks were acquired by the Quaker Oats Company in 1983 and
became a part of PepsiCo with the merger in 2001. Gatorade is the first isotonic
sports drink. Created in 1965 by researchers at the University of Florida for the
school's football team, "The Gators," Gatorade is now the world's leading sports
drink.
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Other Brands:-
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PepsiCo
The PepsiCo challenge (to archrival Coca-Cola) never loses its fizz for the
world‘s #2 carbonated soft drink maker. Pepsi products are available in 200-plus
countries; the US generates 50% of the sales. The company operates its own
bottling plants and distribution facilities.
Analysis
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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.
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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.
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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:
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:
Sampling Design:
Sample Size:
This refers to the number of items to be selected from the universe to constitute a
sample. This ample size for this study was taken as 50.
Percentage analysis:
Formula:
---------------------------------------- X 100
Conceptual Review
-: Motivation:-
Definition:
Employee motivation describes an employee's basic enthusiasm about work and
incentives given to accomplish work. Motivating employees about work is the
blend of satisfying the employee's requirements and prospect from work and
workplace factors that facilitate employee motivation.
Objectives:
Main Objectives of Employee Motivation are as follows:
3. For improve discipline and with pride and confidence in cohesive manner
so that the goal of an organization are achieved effectively.
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.
Motivation Concept:
Motivation is the driving force that causes the flux from desire to will in life. For
example: a flower with no water still desires for water to sustain life; however,
due to its incapability to move and get water, the flower cannot will for water,
hence, suffering from a break in the driving force of motivation; it is not to say,
however, that, necessarily, the flower lacks the driving force; therefore, all life
can said to have, at its very minimal, the igniting spark of motivation. It can be
considered a psychological state that compels or reinforces an action toward a
desired goal. For example, hunger is a motivation that elicits a desire to eat.
Motivation has been shown to have roots in physiological, behavioral, cognitive,
and social areas. Motivation may be rooted in a basic impulse to optimize well-
being, minimize physical pain and maximize pleasure. It can also originate from
specific physical needs such as eating, sleeping or resting, and sex.
Motivation is an inner drive to behave or act in a certain manner. These inner
conditions such as wishes, desires and goals, activate to move in a particular
direction in behavior.
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 external pressures or a desire for reward. Intrinsic motivation has been
studied since the early 1970s.The phenomenon of intrinsic motivation was first
acknowledged within experimental studies of animal behavior. In these studies,
it was evident that the organisms would engage in playful and curiosity driven
behaviors in the absence of reward. Intrinsic motivation is a natural motivational
tendency and is a critical element in cognitive, social, and physical development.
Extrinsic motivation:-
Extrinsic motivation refers to the performance of an activity in order to attain an
outcome, whether or not that activity is also intrinsically motivated. Extrinsic
motivation comes from outside of the individual. Common extrinsic motivations
are rewards (for example money or grades) for showing the desired behavior,
and the threat of punishment following misbehavior. Competition is in an
extrinsic motivator because it encourages the performer to win and to beat
others, not simply to enjoy the intrinsic rewards of the activity. A cheering
crowd and the desire to win a trophy are also extrinsic incentives.
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1) Achievement:-
This is the motivation of a person to attain goals. The longing for achievement is
inherent in every man, but not all persons look to achievement as their
motivation. They are motivated by a goal. In order to attain that goal, they are
willing to go as far as possible. The complexity of the goal is determined by a
person's perception.
To us, the terms "simple" and "complex" are purely relative. What one person
thinks is an easy goal to accomplish may seem to be impossible to another
person. However, if your motivation is achievement, you will find that your
goals will grow increasingly complex as time goes by.
2) Socialization:-
Some people consider socialization to be their main motivation for actions. This
is especially evident in the situation of peer pressure. Some people are willing to
do anything to be treated as an equal within a group structure. The idea of being
accepted among a group of people is their motivation for doing certain things.
3) Incentive motivation:-
This motivation involves rewards. People who believe that they will receive
rewards for doing something are motivated to do everything they can to reach a
certain goal. While achievement motivation is focused on the goal itself,
P a g e | 31
incentive motivation is driven by the fact that the goal will give people benefits.
Incentive motivation is used in companies through bonuses and other types of
compensation for additional work.
4) Fear motivation:-
When incentives do not work, people often turn to fear and punishment as the
next tools. Fear motivation involves pointing out various consequences if
someone does not follow a set of prescribed behavior. This is often seen in
companies as working hand-in-hand with incentive motivation. Workers are
often faced with a reward and punishment system, wherein they are given
incentives if they accomplish a certain goal, but they are given punishments
when they disobey certain policies.
5) Change motivation:-
Sometimes people do things just to bring about changes within their immediate
environment. Change motivation is often the cause of true progress. People just
become tired of how things are and thus, think of ways to improve it.
Theories of Motivation:
Understanding what motivated employees and how they were motivated was the
focus of many researchers following the publication of the Hawthorne study
results (Terpstra, 1979). There are some major approaches that have led to our
understanding of motivation, those are Mcclelland‘s Motivational Needs Theory,
Abraham H Mallows need hierarchyor Deficient theory of Motivation,
Herzberg‘s two-factor theory, and Alderfer‘s ERG theory.
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Physiological needs
Physiological needs are the physical requirements for human survival. If these
requirements are not met, the human body cannot function properly and will
ultimately fail. Physiological needs are thought to be the most important; they
should be met first.
Air, water, and food are metabolic requirements for survival in all animals,
including humans. Clothing and shelter provide necessary protection from
the elements.
Safety needs
In the absence of economic safety – due to economic crisis and lack of work
opportunities – these safety needs manifest themselves in ways such as a
preference for job security, grievance procedures for protecting the individual
from unilateral authority, savings accounts, insurance policies, reasonable
disability accommodations, etc.
Safety and Security needs include:
Personal security
Financial security
Health and well-being
Safety net against accidents/illness and their adverse impacts
Love and belonging
Deficiencies within this level of Maslow's hierarchy – due
to hospitalism, neglect, shunning, ostracism, etc. – can impact the individual's
ability to form and maintain emotionally significant relationships in general,
such as:
Friendship
Intimacy
Family
Esteem
Maslow states that while he originally thought the needs of humans had strict
guidelines, the "hierarchies are interrelated rather than sharply separated". This
means that esteem and the subsequent levels are not strictly separated; instead,
the levels are closely related.
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Self-actualization
"What a man can be, he must be.‖ This quotation forms the basis of the
perceived need for self-actualization. This level of need refers to what a person's
full potential is and the realization of that potential. Maslow describes this level
as the desire to accomplish everything that one can, to become the most that one
can be. Individuals may perceive or focus on this need very specifically.
In his two‐factor theory, Herzberg identifies two sets of factors that impact
motivation in the workplace:
what people really do in their jobs and make improvements, thus increasing
job satisfaction and performance.
Existence needs are desires for physiological and material well‐being. (In
terms of Maslow's model, existence needs include physiological and safety
needs)
even know where to start. As a guideline, there are broadly seven strategies for
motivation.
· Restructuring jobs
Essentially, there is a gap between an individual‘s actual state and some desired
state and the manager tries to reduce this gap. Motivation is, in effect, a means to
reduce and manipulate this gap.
Analysis
STRENGTH WEAKNESS
1. Extensive Distribution 1. Low Pricing.
Channel. 2. Weak brand awareness.
2. Successful marketing 3. Too low net profit
and advertising margin.
Campaigns. 4. Overdependence on
3. Proactive and Wal-Mart.
Progressive. 5. Questionable practices
4. Competency in mergers (using tap water but
and acquisitions. labeling it as mountain
5. Complementary spring water).
Product sales.
OPPORTUNITY THREATS
1. Savory snacks 1. Change in consumer
consumption growth. taste.
2. Bottled water 2. Water scarcity.
consumption growth. 3. Decreasing gross profit
3. Increasing demand for margin.
healthy food and 4. Legal requirements to
beverages. disclose negative
4. Further expansion information on product
through acquisition. labels.
P a g e | 38
Threat of Substitute:-
Consumer‘s preference is the taste more than the cost.
Not many carbonated drink having the same taste as Pepsi-Cola other than
Coca-Cola.
Loyal customers.
INFERENCE:
The above table inferred the age of the respondents. 50% of the employees fall
under the age group of 25-35, 25% of the employees fall under the age group of
36-45, 16.67% of employees fall under the age group of 25 and rest 8.33%
employees fall under the age group of 46-55.
INFERENCE:
The above table shows the experience of the respondents. 16.67% of the
employees have attained below 1 year of experience, 25% of the employees have
attained 1-4 years of experience, 33.33% of employees have attained 5-10 years
of experience, and 25% of the employees have attained above 10 years of
experience.
25 25
16.67
3 4 3
2
INFERENCE:
The above table inferred the education of the respondents. 25% of the
respondents have completed their High School, 58.33% of the respondents have
completed their Bachelor Degree, and 16.67% of the respondents have
completed their Master Degree.
58.33
25
16.67
7
3 2
INFERENCE:
The above table shows about the motivation level of the employees regarding the
salary increments given to them. 16.67% of the employees are strongly agree
with it, 66.67% of the employees are strongly agree with it, and 16.67% of them
are neutral means neither agree nor disagree with it.
INFERENCE:
The above table shows about the level of satisfaction with regard to salary given
to them. 16.67% of the employees are strongly agree with it, 75% of them are
agree with it, and 8.33% of them are neutral .
0
Disagree
5
0
0
Strongly disagree
4
0
8.33
Neither agree nor disagree
3
1
75
Agree
2
9
16.67
Strongly Agree
1
2
P a g e | 47
INFERENCE:
The above table shows about the types of incentives that motivate the employees
financial or non-financial. 50% of the employees strongly agree with it, 41.67%
of the employees are agreeing with it, and 8.33% of them are neutral.
8% 0% 0%
50%
42%
P a g e | 48
INFERENCE:
The above table shows the opinion of the respondents on job security. 50% of
the employees are strongly disagreeing with it, 25% of them are disagree with it,
16.67% of the employees are neutral, and 8.33% of the employees are agree with
it..
50
16.67 25
00 18.33 2 6
3
Strongly Agree
agree Neither Strongly
agree nor disagree Disagree
disagree
1 2 3
4
5
P a g e | 49
2 Agree 7 58.33
4 Strongly 0 0
disagree
5 Disagree 0 0
INFERENCE:
The above table shows the opinion of the Good Physical working conditions are
provided in the organizations. 33.33% employees are strongly agreed with it,
58.33% employees are agreeing with it, and 8.33% employees are neutral.
58.33
33.33
4 7 8.33
1 0 0 0 0
1 Strongly 3 25
agree
2 Agree 7 58.33
4 Strongly 0 0
disagree
5 Disagree 0 0
INFERENCE:
The above table shows the opinion of the employee‘s relationship with the top
manager. 25% of the employees are strongly agreed with it, 58.33% of them are
agreed with it, and 16.67% of the employees are neutral.
1 Strongly 3 25
agree
2 Agree 7 58.33
4 Strongly 0 0
disagree
5 Disagree 0 0
INFERENCE:
The above table shows the status the employee gets from the job. 25% of the
employees are strongly agreed with it, 58.33% of them are agreed and 16.67% of
the employees are neutral.
0
Disagree
5
0
0
Strongly disagree
4
0
16.67
Neither agree nor disagree
3
2
58.33
Agree
2
7
25
Strongly agree
1
3
P a g e | 52
1 Strongly 7 58.33
agree
2 Agree 4 33.33
4 Strongly 0 0
disagree
5 Disagree 0 0
INFERENCE:
The above table shows the satisfaction of the employee with the responsibility
and the role of his work. 58.33% of the employees are strongly agreed with it,
33.33% of them are agreed, and 8.33% of the employees are neutral.
33%
59%
P a g e | 53
1 Strongly 3 25
agree
2 Agree 7 58.33
4 Strongly 0 0
disagree
5 Disagree 0 0
INFERENCE:
The above table shows the relationship in the informal workgroup. 25% of
the employees are strongly agreed with it, 58.33% employees are agreeing
with it, and 16.67% employees are neutral.
The quality of the relationships in the informal
workgroup
17% 0%
58%
0%
25%
P a g e | 54
1 Strongly 0 0
agree
2 Agree 4 33.33
4 Strongly 6 50
disagree
5 Disagree 0 0
INFERENCE:
The above table shows the team spirit in the organization among the employees.
33.33% of the employees agree with it, 16.67% of them are neutral, and 50% of
the employees strongly disagree with it.
Disagree 0
5
Strongly disagree 6 50
4
Agree 4 33.33
2
Strongly agree 0
1
P a g e | 55
Findings
Suggestions and
Recommendations
Conclusions
There have been innumerable studies & research projects conducted by many an
organization but it can be easily concluded that no study showed that 100% of
employees in an organization were fully satisfied. It has always been tried to find
out the factors, which motivate the employees most. There has been no
satisfactory answer until today. Various researchers have been undertaken to find
out motivating factors but no generalization could be reached. The human nature
is so complex that it responds unpredictably at different times. The motivators
differ from time to time, place to place and situation to situation and person to
person. The same set of factors may motivate some persons but not at all, the
same factors may motivate the same person at a different time and so on. In my
project ―WINTER INTERNSHIP PROJECT REPORT BASED ON SALES
PERSON MOTIVATION IN PEPSICO.‖ I have studied the following points:
•Designation
•Working environment
•Performance appraisal
•Career development
•Recognition
•Communication
•Welfare schemes
Questionnaire
1. Name
-----------------------------------------------------------------
2. Age:
___ Less than 25 ___ 25 – 35 ___ 36 – 45 ___46 – 55 ___ More than 55
3. What is your highest level of education?
___ High School (O-level/A-level) ___ Diploma
___ Bachelor‘s Degree ___ Master‘s Degree
4. What is your position level?
___ Operative Employee ___ Supervisor ___ Manager
5. How long have you worked at your organization?
___ Less than 1 year ___ 1 - 3+ years ___ 4 - 6+ years
___ 7 - 9+ years ___ More than 10 years
6. What is your salary?
--------------------------------------------------------------------
7. Do you get your salary in proper time? ----Yes ----No
8. Are you satisfied with this salary regarding your responsibility? ---Yes ---No
9. What are the positive sides of your company?
--------------------------------------------------------------------------
10. What are the negative sides of your company?
--------------------------------------------------------------------------
11. What is your target you want to accomplish in this company?
--------------------------------------------------------------------------
12. How many times you full fill your target?
--------------------------------------------------------------------------
13. What are the disadvantages/problems you face on the way of your target
fulfillment?
--------------------------------------------------------------------------
14. What is the first word that comes to mind when you think about ‗incentive‘?
-------------------------------------------------------------------------------------------------
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-------------------------------------------------------------------------------------------------
17. The quantum of your target is-
Below expectations
Above expectations
18. Overall, how satisfied are you with this marketing job in this Company?
Satisfied
Extremely Satisfied
Extremely Dissatisfied
19. On a scale of 1 to 6, with 1 being the lowest and 6 being the highest level,
please rate your company.
-------------------------------------------------------------------------------------------------
20. How important are incentives in V. Unimportant 1 2 3 4 5 V. Important
Influencing your willingness to
Exert more effort in your job?
Directions: Please indicate how strongly you agree or disagree with the
statements.
Money motivates me to exert --- Strongly disagree 1 2 3 4 5 Strongly agree
more effort in my work.
Job security motivates me to --- Strongly disagree 1 2 3 4 5 Strongly agree
higher performance.
A positive working environment---Strongly disagree 1 2 3 4 5 Strongly agree
important for me to perform
well on my job.
Attractive benefit packages will---Strongly disagree 1 2 3 4 5 Strongly agree
boost my motivation to work
hard.
I believe having an effective ---Strongly disagree 1 2 3 4 5 Strongly agree
Internal communication channels
what it takes to bring about a
motivated workforce.
Bibliography
Books:
Sales and Distribution Management, Tapan K. Panda, Sunil Sahadev.
Human Resources Management, K. Ashwathappa.
Human Resources Management, V.S.P. Rao from Excel New Publication,
New Delhi.
Marketing Management, S.A. Sherlekar.
Websites:
www.google.com
www.humanresources.hrvinet.com
www.scribd.com
www.wikipedia.com
www.igp-group.com