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A Study On Employee Motivation Final Yr BBA
A Study On Employee Motivation Final Yr BBA
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
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:
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
LIST OF TABLES
LIST OF CHARTS
CHAPTER-1
CHAPTER-2
CHAPTER-3
CHAPTER-4
CHAPTER-5
5.1 FINDINGS
CHAPTER-6
6.2 CONCLUSIONS
6.3 ANNEXURE
6.4 BIBLIOGRAPHY
S.N LIST OF TABLES P.NO
O
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 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.
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 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 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.
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:
Secondary Objectives:
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.
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
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.
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.”
OBJECTIVES
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.
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.
7. Performance results from the interaction of physical, financial and human resource.
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.
Empowerment:
Growth:
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
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
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
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
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
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:
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
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
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly Agree 0 0
2 Agree 28 56
3 Neither agree nor disagree 14 28
4 Strongly disagree 8 16
5 Disagree 0 0
Total 50 100
INFERENCE:
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.
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly agree 2 4
2 Agree 34 68
3 Neither agree nor disagree 10 20
4 Strongly disagree 4 8
5 Disagree 0 0
Total 50 100
INFERENCE:
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
Table.4.1.7: Satisfaction with regard to lunch breaks, rest breaks, and leaves
provided
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly agree 4 8
2 Agree 34 68
3 Neither agree nor disagree 12 24
4 Strongly disagree 0 0
5 Disagree 0 0
Total 50 100
INFERENCE:
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
Neither agree nor disagree
Strongly disagree
Disagree
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly agree 4 8
2 Agree 36 72
3 Neither agree nor disagree 10 20
4 Strongly disagree 0 0
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the motivation level of the employees with regard to good working
conditions of the organization. 72 % of the employees agree with it, 20% of them are neutral and
8% of the employees strongly agree.
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly agree 10 20
2 Agree 36 72
3 Neither agree nor disagree 4 8
4 Strongly disagree 0 0
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the opinion of the respondents on job security. 72% of the employees
agree with it, 8% of them are neutral and 20% of the employees strongly agree.
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly agree 12 24
2 Agree 30 60
3 Neither agree nor disagree 8 16
4 Strongly disagree 0 0
5 Disagree 0 0
Total 50 100
INFERENCE:
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.
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly agree 6 12
2 Agree 32 64
3 Neither agree nor disagree 12 24
4 Strongly disagree 0 0
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows opinion of the respondents regarding medical benefits. 64% of the
employees agree with it, 24% of them are neutral and 12% of the employees strongly agree.
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly agree 6 12
2 Agree 38 76
3 Neither agree nor disagree 6 12
4 Strongly disagree 0 0
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the opinion of the employee’s relationship with the top manager. 76% of
the employees agree with it, 12% of them are neutral and 12% of the employees strongly agree.
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly agree 8 16
2 Agree 30 60
3 Neither agree nor disagree 12 24
4 Strongly disagree 0 0
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows opinion of the employee about the recognition of him from the superior.
60% of the employees agree with it, 24% of them are neutral and 16% of the employees strongly
agree.
Table.4.1.14: Table showing the job gives good status in the organization.
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly agree 12 24
2 Agree 34 68
3 Neither agree nor disagree 4 8
4 Strongly disagree 0 0
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the status the employee gets from the job. 68% of the employees agree
with it, 8% of them are neutral and 24% of the employees strongly agree.
CHART:4.2.14: Chart showing the job gives good status in the organization..
Strongly agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly agree 10 20
2 Agree 38 76
3 Neither agree nor disagree 2 4
4 Strongly disagree 0 0
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the satisfaction of the employee with the responsibility and the role of
his work. 76% of the employees agree with it, 4% of them are neutral and 20% of the employees
strongly agree.
INFERENCE:
The above table shows the relationship in the informal work group. 88% of the employees agree
with it, 12% of them are neutral.
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly agree 4 8
2 Agree 36 72
3 Neither agree nor disagree 6 12
4 Disagree 4 8
5 Strongly disagree 0 0
Total 50 100
INFERENCE:
The above table showing the satisfaction level of the respondents regarding the support
provided by the HR department. 72% of the employees agree with it, 12% of them are neutral
and 8% of the employees strongly agree.
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly agree 0 0
2 Agree 34 72
3 Neither agree nor disagree 10 20
4 Strongly disagree 6 12
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the team spirit in the organization among the employees. 72% of the
employees agree with it, 20% of them are neutral and 12% of the employees strongly disagree.
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly agree 16 32
2 Agree 32 64
3 Neither agree nor disagree 2 4
4 Strongly disagree 0 0
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the opinion of the employees about being the best at their job . 64% of
the employees agree with it, 4% of them are neutral and 32% of the employees strongly agree.
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly agree 6 12
2 Agree 30 60
3 Neither agree nor disagree 12 24
4 Strongly disagree 2 4
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table showing the satisfaction level of the respondents regarding the support
provided by the HR department . 60% of the employees agree with it, 24% of them are neutral
12% of the employees strongly agree and 4% of them strongly disagree.
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly agree 0 0
2 Agree 44 88
3 Neither agree nor disagree 6 12
4 Strongly disagree 0 0
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the opportunities available in the organization for advancement . 88% of
the employees agree with it, 12% of them are neutral.
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.
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.
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.
Q.4. I am satisfied with the lunch break, rest breaks and leaves given in the organization.
Q.17.I generally like to schedule my own work and to make job-related decisions with a
minimum of supervision.
Books:
Website:
www.google.com
www.humanresources.hrvinet.com
www.scribd.com
www.wikipedia.com
www.igp-group.com