A Study On Employee Motivation Final Yr BBA

“A STUDY ON EMPLOYEE MOTIVATION IN IGP ENGINEERS
PRIVATE LIMITED”
Submitted to
UNIVERSITY OF MADRAS
In partial fulfillment of the requirements for the award
Of
DEGREE OF BACHELOR OF BUSINESS ADMINISTRATION
SUBMITTED BY
KOKILA.S
(09BBA36)
UNDER THE GUIDANCE OF
MRS.JENELIN KAMALAM, M.B.A, M. Phil.,
Established in 1915
Reaccredited with NAAC with grade A
DEPARTMENT OF MANAGEMENT STUDIES
WOMENS CHRISTIAN COLLEGE
CHENNAI- 600 006
2011-2012
BONAFIDE CERTIFICATE
This is to certify that the project work under the title “A STUDY ON EMPLOYEE
MOTIVATION IN IGP ENGINEERS PRIVATE LIMITED” is a bonafide record of work done
by Kokila. S (09BBA36) final year student of Bachelor of Business Administration, Women’s
Christian College, Chennai- 600 006 in partial fulfillment of the requirement for the award of
Degree of Bachelor of Business Administration, University of Madras for academic year 2011-
2012
Faculty guide Head of the Department

Mrs. JENELIN KAMALAM Dr. Mrs. Anita Rajendran
M.B.A.,M.Phil. . MBA, M.A., M.Com., Ph.D
Submitted for the viva-voce examination to be held on
Internal examiner External examiner

DECLARATION
I hereby declare that the project entitled “A study on employee motivation in IGP
Engineers Private Limited” has been prepared during the year 2011-2012 under the guidance of
Mrs. Jenelin Kamalam M.B.A.,M.Phil., WOMEN’S CHRISTIAN COLLEGE, CHENNAI
This is an original work and has not been submitted to any other university or institution
for valuation.
Date:
Place: Signature of the Student

ACKNOWLEDGEMENT
First of all I thank our almighty god sincerely for his presence which enabled me to finish this
project successfully.
I express my sincere thanks to Dr. (Mrs.) Ridling Margaret Waller, Principal of Women’s
Christian College, Chennai, and Dr. (Mrs.) Anita Rajendran, Head of the Department,
Department of Management studies for their valuable co-operation and help to prepare this
project.
I also express my heart-felt gratitude to Mr. Y. Hariharan, General Manager in IGP Engineers
Private Limited, Chennai for enlightening me in various aspects of the project
I wish to take this opportunity to express my deep sense of gratitude to Mrs. Jenelin kamalam,
my faculty guide for her invaluable guidance in this endeavor. I sincerely thank her for the
suggestions given to prepare this project.
Finally it is my foremost duty to thank all my respondents, who helped me to complete my field
work without which this project would not have been possible.
SYNOPSIS
The project work entitled a STUDY ON EMPLOYEE MOTIVATION with special reference to
IGP Engineers pvt ltd, is mainly conducted to identify the factors which will motivate the
employees and the organizational functions in IGP Engineers pvt ltd.
Management’s basic job is the effective utilization of human resources for achievements of
organizational objectives. The personnel management is concerned with organizing human
resources in such a way to get maximum output to the enterprise and to develop the talent of
people at work to the fullest satisfaction. Motivation implies that one person, in organization
context a manager, includes another, say an employee, to engage in action by ensuring that a
channel to satisfy those needs and aspirations becomes available to the person. In addition to
this, the strong needs in a direction that is satisfying to the latent needs in employees and harness
them in a manner that would be functional for the organization.
Employee motivation is one of the major issues faced by every organization. It is the major task
of every manager to motivate his subordinates or to create the ‘will to work’ among the
subordinates. It should also be remembered that a worker may be immensely capable of doing
some work; nothing can be achieved if he is not willing to work. A manager has to make
appropriate use of motivation to enthuse the employees to follow them. Hence this studies also
focusing on the employee motivation among the employees of Hewitt Associates.
The data needed for the study has been collected from the employees through questionnaires and
through direct interviews. Analysis and interpretation has been done by using the statistical tools
and data’s are presented through tables and charts.
TABLE OF CONTENTS
S. NO CONTENTS PAGE NO.
LIST OF TABLES
LIST OF CHARTS
CHAPTER-1
1.1 COMPANY PROFILE
CHAPTER-2
2.1 NEED FOR THE STUDY
2.2 OBJECTIVES OF THE STUDY
2.3 SCOPE OF THE STUDY
2.4 RESEARCH METHODOLOGY
2.5 LIMITATIONS OF THE STUDY
CHAPTER-3
3.1 CONCEPTUAL REVIEW
CHAPTER-4
4.1 ANALYSIS AND INTERPRETATION
CHAPTER-5
5.1 FINDINGS
CHAPTER-6
6.1 SUGGESTIONS AND

RECOMMENDATIONS
6.2 CONCLUSIONS
6.3 ANNEXURE
6.4 BIBLIOGRAPHY
S.N LIST OF TABLES P.NO
O
4.1 TABLE SHOWING THE AGE OF RESPONDENTS
4.2 TABLE SHOWING THE EXPERIENCE OF THE RESPONDENTS
4.3 TABLE SHOWING THE EDUCATION OF THE RESPONDENTS
4.4 TABLE SHOWING THE SALARY INCREMENTS GIVEN TO THE

RESPONDENTS
4.5 TABLE SHOWING THE FINANCIAL INCENTIVES MOTIVATES MORE

THAN NON-FINANCIAL INCENTIVES
4.6 TABLE SHOWING THE LEVEL OF SATISFACTION WITH REGARDS TO

SALARY
4.7 TABLE SHOWING THE SATISFACTION LEVEL OF EMPLOYEES WITH

THEIR BREAK TIMINGS
4.8 TABLE SHOWING THE MOTIVATION LEVEL OF EMPLOYEES WITH

REGARDS TO GOOD WORKING CONDITIONS
4.9 TABLE SHOWING THE RATING OF QUALITYOF SERVICES BY THE

CUSTOMERS
4.10 TABLE SHOWING THE COMMUNICATION OF ISSUES TO THE

CUSTOMERS BY THE COMPANY
4.11 TABLE SHOWING COMMUNICATION OF ISSUES BY THE CUSTOMERS

TO THE COMPANY
4.12 TABLE SHOWING THE FREQUENCY IN FACING PROBLEMS BY THE

CUSTOMERS WITH THE COMPANY
4.13 TABLE SHOWING THE RECTIFICATION OF PROBLEMS WHEN

COMMUNICATED
4.14 TABLE SHOWING THE EFFORTS TAKEN BY THE COMPANY IN

SOLVING ISSUES AND PROBLEMS
4.15 TABLE SHOWING THE FREQUENCY OF PROBLEMS FACED BY

CUSTOMERS DUE TO COMMUNICATION GAP
4.16 TABLE SHOWING DURATION OF TIME TAKEN TO SOLVE PROBLEMS

DUE TO COMMUNICATION GAP
4.17 TABLE SHOWING THE RATING OF PERFORMANCE BY THE COMPANY
S.N LIST OF CHARTS P.N

O O
4.1.1 CHART SHOWING THE AGE OF CUSTOMERS
4.2,1 CHART SHOWING EXPERIENCE OF CUSTOMERS IN THE INDUSTRY
4.3.1 CHART SHOWING THE CONCEPT OF FREIGHT FORWARDING
4.4.1 CHART SHOWING COMPLICATIONS IN FREIGHT FORWARDING

PRACTICES
4.5.1 CHART SHOWING THE SATISFACTION OF TERMS AND CONDITIONS
4.6.1 CHART SHOWING THE SATISFACTION OF THE CUSTOMERS FOR THE

SERVICES AVAILED FROM THE COMPANY
4.7.1 CHART SHOWING THE FREQUENT USAGE OF SERVICES BY THE

CUSTOMERS
4.8.1 CHART SHOWING RECOMMENDATION TO FRIENDS AND PEERS
4.9.1 CHART SHOWING THE RATING IN QUALITY OF SERVICE
4.10. CHART SHOWING COMMUNICATION OF ISSUES TO THE CUSTOMERS

1 BY THE COMPANY
4.11. CHART SHOWING COMMUNICATION OF ISSUES BY THE CUSTOMERS

1 TO THE COMPANY
4.12. CHART SHOWING THE FREQUENCY IN FACING PROBLEMS BY THE

1 CUSTOMER WITH THE COMPANY
4.13. CHART SHOWING RECTIFICATION OF PROBLEMS WHEN

1 COMMUNICATED
4.14. CHART SHOWING THE EFFORTS TAKEN BY THE COMPANY IN

1 SOLVING ISSUES AND PROBLEMS
4.15. CHART SHOWING THE FREQUENCY OF PROBLEM FACED BY THE

1 CUSTOMERS DUE TO COMMUNICATION GAP
4.16. CHART SHOWING DURATION OF TIME TAKEN BY THE COMPANY TO

1 SOLVE THE PROBLEMS DUE TO COMMUNICATION GAP
4.17. CHART SHOWING THE RATING OF PERFORMANCE OF THE COMPANY
1 BY THE CUSTOMERS
CHAPTER-1
COMPANY PROFILE
IGP GROUP
The IGP Group of companies was established in 1955, and today it provides over 50 products
and services. The group's products are well accepted both in the domestic as well as in the
international markets.
The group's manufacturing facilities are spread over 13 factories. These factories use state of the
art manufacturing techniques and are equipped with up to date testing facilities to provide good
quality products to their customers.
IGP Engineers Pvt. Ltd, INSAP Engineers Pvt. Ltd, ARUDRA Engineers Pvt. Ltd, CORI
Engineers Pvt. Ltd, LONESTAR Industries & V.P. Engineers are all ISO Accredited Companies.
IGP group cultivates long term relationships with their customers through custom designed
world class products and services.
IGP ENGINEERS PVT LTD
IGP Engineers is the flagship company of the IGP group. A pioneer in sealing technology, IGP is
a leading manufacturer and exporter of all types of industrial gaskets including Spiral Wounds,
Ring Joints, Cam profiles, Insulation gasket kits and Monolithic Insulation Joints. Established in
the year 1955, they have more than 55 years of experience in the industry and are continuously
growing and evolving with the most sophisticated technology. Leading by example and not
compromising on quality, IGP Engineers is the first Indian gasket company to get the ISO/API
accreditation.
The Corporate Headquarters, Engineering, Manufacturing and Marketing facilities are at
Chennai, India. They also have their marketing offices at Mumbai, New Delhi and Kolkata in
India. IGP has a global customer base and their products are exported to 43 countries worldwide.
This includes countries like UK, US, Norway and Germany to name a few.
The main focus is on Oil & Gas, Power industry, Refineries and Petro chemical industries. In-
house Machine Building, Tooling and Computer Aided Design add strength to their company.
The products are designed and engineered to customer specifications by a team of highly
motivated people.
Gaskets are supplied for both project installations and maintenance replacements. Customers rely
on them for the best quality products and services provided in a competitive, timely and efficient
manner.
The gaskets are popularly known under the brand name
ARUDRA ENGINEERS
Arudra Engineers an ISO 9001:2008 certified Company is a member of IGP group of Companies
based in Chennai, India. It is the manufacturer of specialty chemicals and pure potassium
bromated acid, corrosion inhibitors for various acids.
CORI ENGINEERS PVT LTD
CORI belongs to the IGP group of companies based in Chennai (Madras), India. It is known for
Rubber Expansion joints, Rubber Moulded Components and Rubber Lining service for anti-
corrosive and abrasion resistance applications.
Established 50 Years ago, the IGP group has carved a niche in the industrial scene in the country.
CORI specializes in the field of Rubber Products and Services activities for over 25 years. They
have 3 manufacturing units for rubber products with complete infrastructure and essential testing
facilities.
The products of CORI are marketed in the brand name CORIRUBBER
LONESTAR INDUSTRIES
LONESTAR INDUSTRIES, a part of IGP Group, are professionally managed Engineering

Organization based at Chennai, India.
LONESTAR INDUSTRIES with more than two decades of existence, experience and expertise
have complete facilities to Design, Engineer, Manufacture and Test and Supply all types of
Metal Expansion Joints / Bellows.
They are the largest manufacturer in this field in India by value and volume. They enjoy the
Status of Dependability from several Customers / Users spread across the nation and also
overseas.
INSAP ENGINEERS
INSAP Engineers PVT Ltd is a leading manufacturer of Hose Assemblies in India, for over
three decades. Their hose assemblies have been used as original fitment by M/s Bharat Earth
movers Ltd. (Komatsu, Wabco), Ashok Leyland Ltd., Caterpillar (India).Pvt.Ltd., L&T Case
Ltd., Revathy Equipments Ltd., Ingersoll Rand, L&T-Demag and many other OEMs.
INSAP is a leading international supplier of Hydraulic fittings and Adaptors, and caters to many
assemblers. With connection across the country and around the world, the company has expertise
and experience to fulfill orders promptly and precisely, regardless of the location. INSAP
currently maintains huge stock of end fittings and offers faster deliveries.
The entire line of product is backed with unparalleled customer service, technical assistance,
prompt shipment of product and commitment to sell through assemblers / distributors. No one
knows fittings better than the people at "INSAP". Their years of experience and dedication give
the company an edge that very few suppliers can offer.
VP ENGINEERS
VP Engineers started its journey in the name of VALQUA PRODUCTS, in 1984, as an Injection
Moulding arm of IGP Group of Companies, under the dynamic leadership of Founder of IGP
Group of Companies, Late Shri. V. Narayanaswamy. With the Vision of their Chairman of IGP
Group of Companies Mr. V. Krishnaswamy, VP Engineers evolved as an Engineering Enterprise
picking every nuances in the art of Manufacturing Products using Different Manufacturing
processes with different materials in Metal, Plastic & Rubber.
VP Engineers continuously aims to provide products & services of customers’ needs. A

consistently innovative organization always brings out new products & services keeping with the
pulse of the end users. VP Engineers’ products match the quality standards of Japanese with the
German precision at Indian Price.
PRODUCTS OF IGP GROUP:
 SPIRAGET industrial gaskets manufactured by IGP Engineers Private Limited

are market leaders in their category in India.
 CORIRUBBER Rubber Expansion joints, Anti Vibration Mounts and Rubber
Linings are increasingly popular.
 LONESTAR metal expansion joints are leading players in the Expansion joint
industry.
 INSAPFLEX hose assemblies are very popular with heavy vehicle and Earth
Moving Equipment manufacturers.
 ARUDRA is well known for its conveyor equipment and bullet cleaning of
condensers.
 ARUCHEM has made great strides in high pressure boiler cleaning.
 Plastic injection moulding facilities at VP Engineers are on par with the best in
the country.
CHAPTER-2
2.1: NEED FOR THE STUDY
Motivation is an important tool in the hands of the manager for inspiring the work force and
making them to do work with enthusiasm and willingness .If it’s an important function of the
management to motivate the people working in the organization to perform the work assigned to
them effectively and efficiently. The management has to understand the Human behavior if it has
to provide maximum motivation to the personnel. Motivation is something that moves a person
into action and continues him in the course of action enthusiastically. The role of Motivation is
to develop and intensify the desire in every member of organization to work effectively and
efficiently in his position.
The main aim of this study is to find out the employee motivation in IGP Private ltd, Chennai as
motivation is an important factor which increases the desire willingness and enthusiasm in
workers, to apply their great potentialities for the achievement of common goals.
2.2: OBJECTIVES OF THE STUDY
Primary objective:
 To study the motivation level of employees.
Secondary Objectives:
 To study the effectiveness of the techniques adopted by the company in employee

motivation.
 To study about the benefits and facilities provided to the employees.
 To learn the employee’s satisfaction on the interpersonal relationship exists in the
organization.
2.3: SCOPE OF THE STUDY
It is always essential for a concern to access its strategies and reshape its destiny. It is necessary
for every organization to study the different aspects that affects the organization development.
Every study has a clear and specific scope.
The scope of this study is limited to IGP Engineers Pvt. Ltd. In this survey the emphasis is on the
motivation of employees. The scope of the study involves the preparation of questionnaire and
data of the company.

2.4: RESEARCH METHODOLOGY
The procedures by which researchers go about their work of describing, explaining and
predicting phenomena are called methodology. Methods comprise the procedures used for
generating, collecting and evaluating data. Methods are ways of obtaining information useful for
assessing explanations.
RESEARCH DEFINITION:
The definition of research given by Creswell is "Research is a process of steps used to
collect and analyze information to increase our understanding of a topic or issue". It consists of
three steps: Pose a question, collect data to answer the question, and present an answer to the
question.
Research Design:
The type of research chosen for the study is descriptive research. In descriptive research various
parameters will be chosen and analyzing the variations between these parameters. This was done
with an objective to find out the motivation level of the employees.
Data Sources:
The data collected for the study is mainly through the distribution of questionnaire; to be precise
the data collected for study was both primary and secondary sources.
Primary Data:
Primary data is the information collected for the first time; there are several methods in which
the data is complied. In this project it was obtained by mean of questionnaires. Questionnaire
was prepared and distributed to the employees.
Secondary Data:
Secondary data needed for conducting research work were collected from company
websites, library and search engines.
Research Instrument:
In this study the primary data was collected by survey technique. In this we distributed the
questionnaires to the respondents. The researcher structured the questionnaire in the form of:
1. Close Ended Questions
2. Multiple Choice Questions
Questionnaire:
A questionnaire is a sheet of paper containing questions relating to contain specific aspect,
regarding which the researcher collects the data. Because of their flexibility the questionnaire
method is by far the most common instrument to collect primary data. The questionnaire is given
to the respondent to be filled up.
Sampling Design:
Sampling design is to clearly define set of objective, technically called the universe to be studied.
Sampling technique used is simple random sampling method.
Sample Size:
This refers to the number of items to be selected from the universe to constitute a sample. The
sample size for this study was taken as 50.
Statistical Tools Used:

The data collected was analyzed by employing the following statistical technique:
Percentage analysis:
Percentage refers to special kind of ration. It is used in making comparison between two or more
series of data. It is used to describe relationship. It is used to analyses the data. Bar charts, pie
charts were used to explain tabulation clearly.
Formula:
Percentage (%) = number of respondents
X 100
Total number of respondents
2.5: LIMITATIONS OF THE STUDY:
 As the respondents were busy with their work, it was difficult for the researcher to
meet the respondents and gain information.
 The study was limited to a short period only.
 The data depends totally on the respondent’s view, which may be biased.
 In this study the sample size is 50.
 The findings of the study cannot be applied to all other fields since it lacks
external validity.
CHAPTER-3
CONCEPTUAL REVIEW
3.1: MOTIVATION:
DEFINITION
“Employee motivation is a reflection of the level of energy, commitment, and creativity that a
company's workers bring to their jobs.”
"Psychological forces that determine the direction of a person's behavior in an organization, a

person's level of effort and a person's level of persistence". G. Jones and J. George from the book
"Contemporary Management."
OBJECTIVES
Main Objectives of Employee Motivation are as follows:
1. The purpose of motivation is to create condition in which people are willing to work with
zeal, initiative. Interest, and enthusiasm, with a high personal and group moral
satisfaction with a sense of responsibility.
2. To increase loyalty against company.
3. For improve discipline and with pride and confidence in cohesive manner so that the goal
of an organization are achieved effectively.
4. Motivation techniques utilized to stimulate employee growth.
5. For the motivation you can buy man’s time. Physical presence at a given place.
6. You can even buy a measured number of skilled muscular motions per hour or day.
7. Performance results from the interaction of physical, financial and human resource.
8. For the achieving a desired rate of production.

IMPORTANCE OF EMPLOYEE MOTIVATION
 The workforce will be better satisfied if the management provides them with
opportunities to fulfill their physiological and psychological needs. The workers will
cooperate voluntarily with the management and will contribute their maximum towards
the goals of the enterprise.
 Workers will tend to be as efficient as possible by improving upon their skills and
knowledge so that they are able to contribute to the progress of the organization. This will
also result in increased productivity.
 The rates of labor’s turnover and absenteeism among the workers will be low.
 There will be good human relations in the organization as friction among the workers
themselves and between the workers and the management will decrease.
 The number of complaints and grievances will come down. Accident will also be low.
 There will be increase in the quantity and quality of products. Wastage and scrap will be
less. Better quality of products will also increase the public image of the business.
FACTORS THAT MOTIVATES EMPLOYEES
Empowerment:
Feeling trusted and empowered is a tremendous motivator.
Growth:
Feeling that they are growing and developing personally
Inclusion:
‘To belong’ is a fundamental need, whether as a member of a family, peer group, network, team
or company. It’s human nature to want to be on the inside, not the outside.
Purpose:
Today people care more about what happens tomorrow, and want to contribute to ensuring the
future of our children, and the health of our communities and planet.
Trust:
The fabric that holds it all together and makes it real is trust.
MOTIVATION CONCEPTS
Intrinsic motivation
Intrinsic motivation refers to motivation that is driven by an interest or enjoyment in the task
itself, and exists within the individual rather than relying on any external pressure. Intrinsic
Motivation is based on taking pleasure in an activity rather working towards an external reward.
Extrinsic motivation
Extrinsic motivation refers to the performance of an activity in order to attain an outcome,

which then contradicts intrinsic motivation. Extrinsic motivation comes from outside of the
individual. Common extrinsic motivations are rewards like money and grades, coercion and
threat of punishment. Competition is in general extrinsic because it encourages the performer to
win and beat others, not to enjoy the intrinsic rewards of the activity. A crowd cheering on the
individual and trophies are also extrinsic incentives.
Social psychological research has indicated that extrinsic rewards can lead to over justification
and a subsequent reduction in intrinsic motivation. In one study demonstrating this effect,
children who expected to be (and were) rewarded with a ribbon and a gold star for drawing
pictures spent less time playing with the drawing materials in subsequent observations than
children who were assigned to an unexpected reward condition. For those children who received
no extrinsic reward, Self-determination theory proposes that extrinsic motivation can be
internalized by the individual if the task fits with their values and beliefs and therefore helps to
fulfill their basic psychological needs.
TYPES OF EMPLOYEE MOTIVATION
Understanding employee motivation is necessary to the success of a company. By knowing what

encourages an employee to do his or her job, a company will be able to implement different
policies to increase the performance of the workers.
In order to understand employee motivation, one must realize that people are different. This
means that different things motivate different employees.
Achievement
One type of employee motivation is achievement. In this type of employee motivation, the
worker is driven by the goal itself. This in a sense is like climbing a mountain because the
mountain is there.
Employers often make use of this by presenting challenges to the employees.
In making use of this type of employee motivation employers often include incentives such as a
promotion or cash. However, for the employees, the incentive is only a bonus to the
achievement.
Advancement
For some employees, their motivation is the prospect of rising up in the ranks of the corporation.
They work hard in order to catch the eye of the boss and probably get a promotion. This type of
employee motivation is characterized by ambition.
Of course, there are times when this type of employee motivation can be dangerous. Sometimes,
superiors may find their jobs in danger because of an advancement-motivated employee.
However, if handled properly, an employee whose motivation is advancement can be the best in
the business. As such, this type of employee motivation should be handled carefully.
Pressure
Some employees work harder under pressure. This employee motivation is rarely manifested
consciously in a worker. It is often the case that an employee unknowingly piles pressure on him
or her and this pressure pushes them to work harder.
Sometimes, pressure is used by and employee to see just how far he or she would be able to go.
However, this type of employee motivation can have some very negative results, considering the
fact that every person has a limit. In fact, it often ends up in a breakdown of some sort.
Fear
This is one of the most commonly used employee motivation techniques. Employees are often
threatened with termination if they fail to meet certain objectives. Of course, if an employee does
not handle pressure very well, this type of employee motivation technique could be detrimental
to his or her work performance.
The key to the best employee motivation technique is balance. You need to understand that
people have different preferences. Since it is virtually impossible to meet every employee’s
motivation needs, you must develop a technique that incorporates all of the elements of
employee motivation. In doing so, you will be able to ensure your company’s continued growth.
CHAPTER-4
DATA ANALYSIS AND
INTERPRETATION
Table 4.1.1: Age of the respondents
S. No Options No. of respondents Percentage (%)

1. Below 25 9 18
2. 25 to 35 29 58
3. 36 to 40 5 10
4. 41 and above 7 14
Total 50 100
INFERENCE:
The above table inferred the age of the respondents. 58% of the employees fall under the age
group of 25-30, 18% of the employees fall under 25, 14% of employees fall under 41 and above
and 10% employees fall under the age group of 36-40.

Chart 4.2.1: Age of the respondents
30
25
20
15
10
0
Below 25 25 to 35 36 to 40 41 and above
Table 4.1.2: Experience of the respondents

1. Below 1 year 4 8
2. 1 to 4 year 25 50
3. 5 to 10 year 13 26
4. Above 10 years 8 16
Total 50 100
INFERENCE:
The above table shows the experience of the respondents. 50% of the employees have attained
1-4 year of experience , 26% of the employees have attained 5-10 years of experience, 16% of
employees are have experience above 10 years and 8% of them are below 1 year.
Chart 4.2.2: Experience of the respondents
Above 10 years
5 to 10 year
1 to 4 year
Below 1 year
0 5 10 15 20 25
Table 4.1.3 Education of the respondents:

1. UG 23 46
2. PG 24 48
3. Others 3 6
Total 50 100
INFERENCE:
The above table inferred the education of the respondents. 48% of the respondents have
completed PG, 46% of the respondents have completed UG, 6% of the respondents have not
completed.
Chart 4.2.3: Education of the respondent
25
20
15
10
0
UG PG Others
Table 4.1.4: Employee motivation with regard to increments given to
employees
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE

1 Strongly agree 12 24
2 Agree 32 64
3 Neither agree nor disagree 4 8
4 Strongly disagree 2 4
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows about the motivation level of the employees regarding the salary
increments given to them. 64% of the employees agree with it, 24% of the employees strongly
agree, 8% of them are neutral and 4% strongly disagree.
CHART: 4.2.4: Employee motivation with regard to increments given to

employees
35
30
25
20
15
10
5
0
Table.4.1.5: Financial incentives motivates more than non-financial
NO. OF
1 Strongly Agree 0 0
2 Agree 28 56
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows about the types of incentives that motivates the employees financial or
non-financial. 56% of the employees agree with it, 28% of the employees are neutral, 16% of
them strongly disagree.
CHART 4.2.5: Financial incentives motivates more than non-financial

Strongly Agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree
Table.4.1.6: Satisfaction with regard to salary drawing at present
NO. OF
2 Agree 34 68
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows about the level of satisfaction with regard to salary given to them. 68%
of the employees agree with it, 20% of them are neutral, 8% strongly disagree and 4% of the
employees strongly agree.
CHART:4.2.6: Satisfaction with regard to salary drawing at present

Strongly agree
Agree
Strongly disagree
Disagree
Table.4.1.7: Satisfaction with regard to lunch breaks, rest breaks, and leaves
provided
NO. OF
2 Agree 34 68
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows about the satisfaction level of employee with their break timings. 68%
of the employees agree with it, 24% of them are neutral and 8% of the employees strongly agree.
CHART:4.2.7: Satisfaction with regard to lunch breaks, rest breaks, and leaves
provided
Strongly agree
Agree
Strongly disagree
Disagree
Table.4.1.8: Table showing good physical working conditions providing in the

organization.
NO. OF
2 Agree 36 72
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the motivation level of the employees with regard to good working
conditions of the organization. 72 % of the employees agree with it, 20% of them are neutral and
8% of the employees strongly agree.
CHART:4.2.8: Good physical working conditions are provided in the

organization.
Strongly agree
Agree
Strongly disagree
Disagree
Table.4.1.9: Opinion of the employees with regard to job security
NO. OF
2 Agree 36 72
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the opinion of the respondents on job security. 72% of the employees
agree with it, 8% of them are neutral and 20% of the employees strongly agree.
CHART:4.2.9: Opinion of the employees with regard to job security

Strongly agree
Agree
Strongly disagree
Disagree
Table.4.1.10: Retirement benefits available are sufficient.
NO. OF
2 Agree 30 60
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the opinion regarding retirement benefits provided by organization. 60%
of the employees agree with it, 16% of them are neutral and 24% of the employees strongly
agree.
CHART:4.2.10: Retirement benefits available are sufficient.

Strongly agree
Agree
Strongly disagree
Disagree
Table.4.1.11: Satisfaction with regard to Medical benefits provided.
NO. OF
2 Agree 32 64
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows opinion of the respondents regarding medical benefits. 64% of the
employees agree with it, 24% of them are neutral and 12% of the employees strongly agree.
CHART:4.2.11: Satisfaction with regard to Medical benefits provided.

Strongly agree
Agree
Strongly disagree
Disagree
Table.4.1.12: Table showing Visibility with top management.
NO. OF
2 Agree 38 76
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the opinion of the employee’s relationship with the top manager. 76% of
the employees agree with it, 12% of them are neutral and 12% of the employees strongly agree.
CHART:4.2.12: Chart showing Visibility with top management.

Strongly agree
Agree
Strongly disagree
Disagree
Table.4.1.13: Table showing superior recognizes the work done in the

organization.
NO. OF
2 Agree 30 60
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows opinion of the employee about the recognition of him from the superior.
60% of the employees agree with it, 24% of them are neutral and 16% of the employees strongly
agree.
CHART:4.2.13: Chart showing superior recognizes the work done in the

organization.
Strongly agree
Agree
Strongly disagree
Disagree
Table.4.1.14: Table showing the job gives good status in the organization.
NO. OF
2 Agree 34 68
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the status the employee gets from the job. 68% of the employees agree
with it, 8% of them are neutral and 24% of the employees strongly agree.
CHART:4.2.14: Chart showing the job gives good status in the organization..
Strongly agree
Agree
Strongly disagree
Disagree
Table.4.1.15: Satisfaction with regards to responsibility and role in my work.
NO. OF
2 Agree 38 76
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the satisfaction of the employee with the responsibility and the role of
his work. 76% of the employees agree with it, 4% of them are neutral and 20% of the employees
strongly agree.
CHART:4.2.15: Satisfaction with regards to responsibility and role in my

work.
40
35
30
25
20
15
10
5
0
Table.4.1.16: Table showing the quality of the relationships in the informal

workgroup.
NO. OF
2 Agree 44 88
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the relationship in the informal work group. 88% of the employees agree
with it, 12% of them are neutral.
CHART:4.2.16:Chart showing the quality of the relationships in the informal

workgroup.
45
40
35
30
25
20
15
10
5
0
Table.4.1.17: Satisfaction with regard to support from the HR department.
NO. OF
2 Agree 36 72
4 Disagree 4 8
Total 50 100
INFERENCE:
The above table showing the satisfaction level of the respondents regarding the support
provided by the HR department. 72% of the employees agree with it, 12% of them are neutral
and 8% of the employees strongly agree.
CHART:4.2.17: Satisfaction with regard to support from the HR department.

40
35
30
25
20
15
10
5
0
Table.4.1.18: Table showing fare amount of team spirit in the organization.
NO. OF
2 Agree 34 72
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the team spirit in the organization among the employees. 72% of the
employees agree with it, 20% of them are neutral and 12% of the employees strongly disagree.
CHART:4.2.18: Table showing fare amount of team spirit in the organization.

Strongly agree
Agree
Strongly disagree
Disagree
Table.4.1.19: Table showing the best performance in my job.
NO. OF
2 Agree 32 64
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the opinion of the employees about being the best at their job . 64% of
the employees agree with it, 4% of them are neutral and 32% of the employees strongly agree.
CHART:4.2.19: Table showing the best performance in my job.

35
30
25
20
15
10
5
0
Table.4.1.20: Table showing schedule of work with regard to job related

decision.
NO. OF
2 Agree 30 60
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table showing the satisfaction level of the respondents regarding the support
provided by the HR department . 60% of the employees agree with it, 24% of them are neutral
12% of the employees strongly agree and 4% of them strongly disagree.
CHART:4.2.20: Chart showing the best performance in my job.

Strongly agree
Agree
Strongly disagree
Disagree
Table.4.1.21: Table showing opportunities for advancement in this

organization.
NO. OF
2 Agree 44 88
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the opportunities available in the organization for advancement . 88% of
the employees agree with it, 12% of them are neutral.
CHART:4.2.21: Chart showing opportunities for advancement in this

organization.
45
40
35
30
25
20
15
10
5
0
CHAPTER-5
5.1: FINDINGS:
 The study found that 64% of employee motivation with regard to increments given to
employees
 About 56% of the employees agree that financial incentives motivate them than non-
financial incentives.
 68% employees are satisfied with salary drawings at present.
 68% employees are satisfied with regards to the lunch breaks, rest breaks and leaves
provided by the organization.
 Majority 72% of the employees agree good working conditions are provided in the
organization.
 Majority 72% of the respondents are satisfied with the opinion of the job securities
provided.
 Most of the respondents 60% agree that the retirement benefits available are sufficient.
 Most of the respondents 64% of them agree that the medical benefits provided are
satisfactory.
 Majority 76% of the respondents are satisfied with the responsibility and role of their
work.
 Majority 76% of the respondents visibility with top management are considered
important.
 Most of the respondents 60% feel superior recognizes work in the organization.
 68% of the respondents feels the job gives a good status in the organization
 76% of the respondents are satisfied with regard to responsibility and role they perform.
 Majority 88% of the respondents quality of relationship in informal workgroup.
 72% of respondents are satisfied with the support from the HR department.
 Majority of the respondents 72% shows fare amount of team spirit in the organization.
 Most of the respondents 64% show the best performance in their job.
 60% of the respondents feel schedule of work with regards to job related decisions.
 Majority 88% of the respondents opportunities for advancement in the organization.

CHAPTER-6
6.1: SUGGESTIONS AND RECOMMENDATIONS:
IGP Engineers pvt ltd has highly Motivated Employees. Motivation of employees can still be
increased so as to increase the efficiency and satisfaction of work. Some of the areas that can be
improved are:
 Employee- employer relations: The employer should make effort to talk to the employees
and share his/her view on various topics. Employer should encourage and support the
employee.
 Employee- employee relation: Only a few of the employees trust their co-workers,
therefore this area needs improvement. Group activities should be encouraged more so
that employees can work together and thus strengthen their relation. More informal
gatherings should be encouraged so that they can know each other.
 Few of the employees are not satisfied with the lunch breaks, rest breaks provided it can
be extended.
 Some of the employees are not satisfied with the relationship between the top
management they should be free to speak with their employees.
6.2: CONCLUSION
The motivational strategies used in IGP Engineers pvt ltd are very good. The employees are
found to be motivated and they are happy with the pay structure, benefits, work hours, freedom
to work etc. The organization has to be appreciated for keeping the employee highly motivated
and thereby helping them to meet personal as well as organizational goals.
6.3: QUESTIONNAIRE
PERSONAL DETAILS:
Name:
Age:
Gender:
Experience:
Designation:
Qualification:
Q.1. The salary increments given to employees who do their jobs very well motivates them.
a) Strongly agree b) Agree c) Neither agree nor disagree d) Disagree

e) Strongly disagree
Q.2. Financial incentives motivates me more than non financial incentives.

Q.3. I am satisfied with the salary I draw at present.

Q.4. I am satisfied with the lunch break, rest breaks and leaves given in the organization.

Q.5.Good physical working conditions are provided in the organization.

Q.6.The employees in the organization feel secured in their job.

Q.7.The retirement benefits available are sufficient.

Q.8.The medical benefits provided in the organization are satisfactory.

Q.9.Visibility with top management is important to me.
Q.10. I feel that my superior always recognizes the work done by me

Q.11.I feel that the job I do gives me a good status.
Q.12.I am satisfied with the responsibility and role that I have in my work
Q.13.The quality of the relationships in the informal workgroup is quite important to me.

Q.14.I am satisfied with the support from the HR department.

Q.15.In this organization there is fair amount of team spirit.

Q.16.I want to be the best at my own job.

Q.17.I generally like to schedule my own work and to make job-related decisions with a
minimum of supervision.

Q.18. I find opportunities for advancement in this organization.

6.4: BIBLIOGRAPHY
Books:
 Research methodology, C R Kothari from New Age Publication

 Human Resources Management, K. Ashwathappa 4th edition.
 Human Resources Management, V.S.P.Rao from Excel New Publication, New Delhi.
Website:
 www.google.com
 www.humanresources.hrvinet.com
 www.scribd.com
 www.wikipedia.com
 www.igp-group.com

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“A STUDY ON EMPLOYEE MOTIVATION IN IGP ENGINEERS

Faculty guide Head of the Department

Submitted for the viva-voce examination to be held on

Internal examiner External examiner

Place: Signature of the Student

S. NO CONTENTS PAGE NO.

1.1 COMPANY PROFILE

2.1 NEED FOR THE STUDY

2.2 OBJECTIVES OF THE STUDY

2.3 SCOPE OF THE STUDY

2.4 RESEARCH METHODOLOGY

2.5 LIMITATIONS OF THE STUDY

3.1 CONCEPTUAL REVIEW

4.1 ANALYSIS AND INTERPRETATION

6.1 SUGGESTIONS AND

4.1 TABLE SHOWING THE AGE OF RESPONDENTS

4.2 TABLE SHOWING THE EXPERIENCE OF THE RESPONDENTS

4.3 TABLE SHOWING THE EDUCATION OF THE RESPONDENTS

4.4 TABLE SHOWING THE SALARY INCREMENTS GIVEN TO THE

4.5 TABLE SHOWING THE FINANCIAL INCENTIVES MOTIVATES MORE

4.6 TABLE SHOWING THE LEVEL OF SATISFACTION WITH REGARDS TO

4.7 TABLE SHOWING THE SATISFACTION LEVEL OF EMPLOYEES WITH

4.8 TABLE SHOWING THE MOTIVATION LEVEL OF EMPLOYEES WITH

4.9 TABLE SHOWING THE RATING OF QUALITYOF SERVICES BY THE

4.10 TABLE SHOWING THE COMMUNICATION OF ISSUES TO THE

4.11 TABLE SHOWING COMMUNICATION OF ISSUES BY THE CUSTOMERS

4.12 TABLE SHOWING THE FREQUENCY IN FACING PROBLEMS BY THE

4.13 TABLE SHOWING THE RECTIFICATION OF PROBLEMS WHEN

4.14 TABLE SHOWING THE EFFORTS TAKEN BY THE COMPANY IN

4.15 TABLE SHOWING THE FREQUENCY OF PROBLEMS FACED BY

4.16 TABLE SHOWING DURATION OF TIME TAKEN TO SOLVE PROBLEMS

4.17 TABLE SHOWING THE RATING OF PERFORMANCE BY THE COMPANY

S.N LIST OF CHARTS P.N

4.1.1 CHART SHOWING THE AGE OF CUSTOMERS

4.2,1 CHART SHOWING EXPERIENCE OF CUSTOMERS IN THE INDUSTRY

4.3.1 CHART SHOWING THE CONCEPT OF FREIGHT FORWARDING

4.4.1 CHART SHOWING COMPLICATIONS IN FREIGHT FORWARDING

4.5.1 CHART SHOWING THE SATISFACTION OF TERMS AND CONDITIONS

4.6.1 CHART SHOWING THE SATISFACTION OF THE CUSTOMERS FOR THE

4.7.1 CHART SHOWING THE FREQUENT USAGE OF SERVICES BY THE

4.8.1 CHART SHOWING RECOMMENDATION TO FRIENDS AND PEERS

4.9.1 CHART SHOWING THE RATING IN QUALITY OF SERVICE

4.10. CHART SHOWING COMMUNICATION OF ISSUES TO THE CUSTOMERS

4.11. CHART SHOWING COMMUNICATION OF ISSUES BY THE CUSTOMERS

4.12. CHART SHOWING THE FREQUENCY IN FACING PROBLEMS BY THE

4.13. CHART SHOWING RECTIFICATION OF PROBLEMS WHEN

4.14. CHART SHOWING THE EFFORTS TAKEN BY THE COMPANY IN

4.15. CHART SHOWING THE FREQUENCY OF PROBLEM FACED BY THE

4.16. CHART SHOWING DURATION OF TIME TAKEN BY THE COMPANY TO

IGP ENGINEERS PVT LTD

The gaskets are popularly known under the brand name

CORI ENGINEERS PVT LTD

LONESTAR INDUSTRIES, a part of IGP Group, are professionally managed Engineering

VP Engineers continuously aims to provide products & services of customers’ needs. A

PRODUCTS OF IGP GROUP:

 SPIRAGET industrial gaskets manufactured by IGP Engineers Private Limited

 To study the motivation level of employees.

 To study the effectiveness of the techniques adopted by the company in employee

Every study has a clear and specific scope.

data of the company.

Statistical Tools Used:

"Psychological forces that determine the direction of a person's behavior in an organization, a