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Osram naman Document Transcript

  • 1. INDEXCertificateDeclarationAcknowledgement TABLE OF CONTENTSCHAPTER Title Page No. CHAPTER- 1 1.1 Introduction to industry 1 1.1.1 Competitors of Osram in India 2 A. Philips Electric company 2-3 B. Havells India Ltd. 4-5 C. Surya Global Ltd. 6 1.2 Introduction to Osram 7 1.2.1Management of Osram 1.2.2 Osram in India 8-9 1.2.3 Osram India Pvt. Ltd. 10 1.2.4 Company Profile 12 1.2.5 History of Osram 13 1.2.6 Vision ,Mission & Values of 14-16 Osram 1.2.7 List of Awards 17-18 1.2.8 Description of Products 19-22 2.1 Introduction to the topic 23CHAPTER- 2 2.2 Motivation as a concept 23 2.3 Nature of Motivation 23 2.4 Objective of Motivation 24 2.5 Types of Motivation 25-26 2.6 Importance of Motivation 27 2.7 Steps of Motivation 28-29 1
  • 2. 2.8 Motivational Theories 30-31 2.9 Techniques of Motivation 32-33 2.10 Motivation & Performance 34 2.11 Prevailing system of 35 Motivation in Osram 2.11.1 Financial Motivators 35 2.11.2 Non-Financial Motivators 35-38CHAPTER- 3 3.1 Research Methodology 39 3.2 Objective of study 39 3.3 Research Designs 39-40 3.4 Data Collection 40 3.5 Scope of study 41 3.6 Justification of study 41 3.7 Limitation 41CHAPTER - 4 4.1 Data Analysis & Interpretation 42-56CHAPTER- 5 5.1 Findings 57-58 5.2 Suggestion 59 5.3 Conclusion 60BibliographyQuestionnaire 2
  • 3. LIST OF TABLES Sr. no Description Page. No Table: 4.1 Percentage of Satisfied & Dis- 42 satisfied employees for working grade. Table: 4.2 Working environment in the 43 organization. Table: 4.3 Percentage of response of 45 employees for dyadic relationship. Table: 4.4 Frequency of meetings 46 organized by senior. Table: 4.5 Attention towards employees suggestions. 48 Table: 4.6 Satisfaction regarding salary 49 package. Table: 4.7 Satisfaction with employees 50 benefit and Welfare.Table: 4.8 Percentage of response for the 52 adequacy of Training programmes. Table: 4.9 Percentage of response for Job 53 rotation programs.Table: 4.10 Percentage of response for 55 disbursement of rewards. 3
  • 4. LIST OF FIGURES Sr. No. Description Page. No.Fig: 4.1 Percentage of Satisfied & Dis-satisfied 42 employees for working grade.Fig: 4.2 Working environment in the 44 organization.Fig: 4.3 Percentage of response of employees 45 for dyadic relationship. Frequency of meetings organized by 47Fig: 4.4 senior.Fig: 4.5 Attention towards employees 48 suggestions.Fig: 4.6 Satisfaction regarding salary package. 49Fig: 4.7 Satisfaction with employees benefit 51 and Welfare. Percentage of response for the 52Fig: 4.8 adequacy of Training programmes.Fig 4.9 Percentage of response for Job 54 rotation programs.Fig: 4.10 Percentage of response for 55 disbursement of rewards. 4
  • 5. 1.1 INTRODUCTION TO INDUSTRYThe lighting industry begins with invention of lamp by Edison in 1879. Edison invented lamp,gas lighting and established the lightning industry. Incandescent lamps was developed in theera to make light by using electricity to heat a thin strip of material (called a filament) until itgets hot enough to glow. Between the years 1878 and 1892 the electric light industry grow interms of installed lights but shrinked in terms of company competition as both Thomas Edisonand George Westinghouse determined to control the industry and its advancement.At that time following companies dominated the market.  American electric company  Brush electric company  Edison electric light company  Edison & swan united electric light company  General electric company  Swan electric light company  Westinghouse Electric CompanyThe emerging market of India is now also switching to energy-saving lamps. The researchmagazine “Pictures of the Future” reports that Osram has become the world’s first lampmanufacturer to participate in a United Nations climate protection program that involvesexchanging used light bulbs for energy-efficient lighting units.The CFL lamps will lower electricity bills in hundreds of thousands of Indian households,while helping to stabilize the power outage-prone Indian power grid and reduce CO2emissions. In return for providing this replacement service, Osram receives emissioncertificates from the UN that the company can sell as it wishes. 5
  • 6. 1.1.1 Competitors of Osram in IndiaAs lightning industry has a vast coverage for the purpose of out line of the Industry a fewcompanies has been chosen for this work.A) Philips Electrical company (India) pvt. ltd.Philips started operations in India at Kolkata (Calcutta) in 1930. Established as “PhilipsElectrical Co. (India) Pvt. Ltd”, the company comprised a staff of 75 and was a sales outlet forPhilips lamps imported from overseas. In keeping with the Philips philosophy of promoting theindustrial development of emerging economies, Philips India set up its first Indian lamp-manufacturing factory in 1938 in Kolkata. Subsequently, Philips decided to produce radioreceivers in India to make this product readily and widely available to the Indian consumer. In1948, after the Second World War, Philips started manufacturing radios in Kolkata. The firstvalve-based Philips set was well received by the consumers. This was a major turning point forPhilips India, and marked the beginning of the companys subsequent growth in the world ofelectronics. In 1957, the company is converted into a public limited company, renamed“Philips India Ltd.” In 1965 (3 April), the millionth Philips radio is manufactured in India. Inthe same year Philips pioneers the concept of son-et-lumiere shows in India with theinstallation of such a lighting and electro-acoustic system at the Red Fort in Delhi. In 1970 anew consumer electronics factory is started in Pimpri near Pune. Come 1982, Philips bringscolour television transmission to India with the supply of four outdoor broadcast vans toDoordarshan during the IX Asian Games. The company also completes a prestigious turnkeyproject by handling the lighting and electro-acoustic installations of stadia built specially for 6
  • 7. the IX Asian Games. In 1983, Philips launches the Compact Disc and revolutionizes the waythe world listens to music. In 1985, Philips inaugurates its consumer electronics factory at SaltLake, Kolkata.1993 sees Philips launching its domestic appliance business in India and in 1995Philips introduces compact fluorescent lamps into the country. In 1996, the Philips SoftwareCentre is established in Bangalore. In 1998, Philips launches Flat Televisions and CD-recorders - both firsts in India. As is seen, throughout the 1900’s Philips continued to bring theIndian consumer new and innovative products backed by the latest technology and bearing therenowned Philips stamp of quality. Philips Lighting is a leading provider of solutions andapplications for both professional and consumer markets. The Lighting sector is dedicated tointroducing innovative end-user-driven and energy-efficient solutions and applications forlighting, based on a thorough understanding of the customer needs, both in public and privatecontext with the new lighting technologies, such as LED technology, and the increasingdemand for energy efficient solutions, Philips will continue shaping the future withgroundbreaking new lighting applications. Philips address lighting needs in a full range ofenvironments - indoors (homes, shops, offices, schools, hotels, factories, and hospitals) as wellas outdoors (public places, residential areas and sports arenas). Philips also meet peoples needson the road, by providing safe lighting in traffic (car lighting and street lighting). 7
  • 8. B) Havell’s India ltd.Havells India Ltd. is a billion-dollar-plus organization, and is one of the largest & Indiasfastest growing electrical and power distribution equipment manufacturer with productsranging from Industrial & Domestic Circuit Protection Switchgear, Cables & Wires, Motors,Fans, Power Capacitors, CFL Lamps, Luminaires for Domestic, Commercial & Industrialapplications, Modular Switches, & Bathfittings covering the entire gamut of household,commercial and industrial electrical needs.Havells owns some of the prestigious global brands like Crabtree, Sylvania, Concord,Luminance, Linolite, & SLI Lighting.With 91 branches / representative offices and over 8000 professionals in over 50 countriesacross the globe, the group has achieved rapid success in the past few years. Its 8 state-of-the-art manufacturing plants in India located at Haridwar, Baddi, Noida, Sahibabad, Faridabad,Bhiwadi, Alwar, Neemrana, and 7 state-of-the-art manufacturing plants located across Europe,Latin America & Africa churn out globally acclaimed products. Havells is a name synonymouswith excellence and expertise in the electrical industry. Its 20000 strong global distributionnetwork is prompt to service customers.The company has acquired a number of International certifications, like BASEC, CSA,KEMA, CB, CE, ASTA, CPA, SEMKO, SIRIUM (Malaysia), SPRING (Singapore), TSE(Turkey), SNI (Indonesia) and EDD (Bahrain) for various products. Today, Havells and itsbrands have emerged as the preferred choice of electrical products for discerning individualsand industrial consumers both in India and abroad.In an attempt to transform itself from an industrial product company to a consumer productscompany, Havells launched consumer electrical products such as CFLs, Fans, ModularSwitches & Luminaires. The company has been consistent in its brand promotion with 8
  • 9. sponsorship of Cricket events like T20 World Cup, India-Australia Series and IPL Season 1and 2. The company has also taken the initiative to reach directly to the consumers through"Havells Galaxy" – a one stop shop for all electrical and lighting needs.Social and environmental responsibility has been at the forefront of Havells operatingphilosophy and as a result the company consistently contributes to socially responsibleactivities. For instance, the company is providing mid-day meal in government schools inAlwar district, covering 15000 students per day. Besides this company has acquired land forconstructing a larger kitchen with all the modern facilities to serve freshly cooked food to50000 students in the area. Havells runs a mobile Medical Van, equipped with a trained doctorand necessary medicines in the rural areas of Delhi & NCR for the very poor and needyvillagers. Havells also set up free medical check-up camps. In the past also, the company hasgenerously contributed to the society during various national calamities like the Bihar Flood,Tsunami and Kargil National Relief Fund etc.The essence of Havells success lies in the expertise of its fine team of professionals, strongrelationships with associates and the ability to adapt quickly and efficiently, with the vision toalways think ahead. 9
  • 10. C) Surya Global ltdSurya is one of the foremost corporate conglomerates in the country. It is already a Rs. 8000Million (178million US $ ) enterprise , and has set a target of Rs. 10000 Million (222 millionUS $ ) by the year 2002.Suryas products run across both industrial and household segment. Surya is the only lightingcompany of India with 100% backward integration. It is the single largest manufacturingcompany of Lamps in the country. The company also has one of the biggest steel tubemanufacturing units in Asia. Surya maintains its leadership in the export of fluorescent tubesand has achieved high brand visibility in over 45 countries. Surya has also rightfully earned itsplace as a global player in the steel pipe industry. The company is one of the pioneers in thisindustry to have assimilated the concept of total quality management. No wonder, Suryapossesses two state-of-the-art plants at Malanpur and Kashipur for lighting products set up in1984 and 1992 respectively. Both the plants have deservedly won ISO 9002 certification.Surya GLS also conforms to prestigious European safety standard "CE".Surya Roshni has two subsidiaries abroad i.e. Surya Roshni, Inc. (incorporated in the state ofNew York, U.S.A) and Surya Roshni (H K) Ltd., HongKong . 10
  • 11. 1.2 INTRODUCTION TO OSRAMOSRAM India is one of the leading lamp manufactures in the country. The innovative range ofOSRAM comprises over 5000 lighting products. These products are available across thecountry from our sales offices and through our wide network of dealers/distributors.Currently OSRAM India has 43500 employees and turnover of Euros 4.6 billion approximately(to the end of September). The company is a pioneer of innovative and high quality products inGeneral Lighting, Display Optics, Electronic Control Gear and Light Emitting Diodes (LEDs).Lamps and lighting systems from OSRAM provide the basis for a beautiful view of things,ensure safety and comfort, allowing for the efficient use of resources. For more than 100 years,OSRAM has been "passionate about intelligent light". As a globally operating company, wealso explicitly encourage socially and environmentally responsible policies around the world -as well as sponsoring art and culture at home and abroad. 11
  • 12. 1.2.1 MANAGEMENT OF OSRAM.Martin Goetzeler (CEO) Johannes Närger (CFO) Claus Regitz (CTO) Charlie Jerabek 12
  • 13. (President and CEO of OSRAM SYLVANIA) Kurt Gerl(CSO & Executive Vice President HR) 13
  • 14. 1.2.2 OSRAM IN INDIAOSRAM India is a young & vibrant company and started its operation in India in early 1994, itis wholly owned subsidiary of Osram Gmbh, Germany, which in turn is a group company ofSiemens AG, Germany.With in one year of Osram entering India, the local manufactures of compact fluorescent lampswas commenced, followed by acquisition of ECE lamp division in oct 98, expanding the localproduction range to incandescent- and fluorescent lamps. Very soon Osram India will also belocally producing slim, energy efficient Tri-phosphor Lumilux plus Fluorescent lamps.OSRAM India is one of the leading lamp manufactures in the company. Light from Osramshines in all 32 states and union terrotories, currently Osram India has 1200 employees andsales of over I billion. The company is a pioneer of innovative products in General Lighting,Automative Lighting, Photo Optics and Electronic Control Gear.The OSRAM plant in Sonepat is the fourth in India and the seventh in the world to be awardedthe Best4 (Business Excellence Sustainability Task) Integrated Management certification by 14
  • 15. RINA. This indicates compliance with international standards ISO 9001(quality), ISO 14001(environment), OHSAS 18001 (health and safety) and SA 8000 (social accountability).1.2.3 OSRAM India Pvt. Ltd. SonepatThe plant of OSRAMzx India Pvt. Ltd. Sonepat was established by Birla Group of companyas ECE Industries Sonepat in the year 1973 in collaboration with M/s Tungsram, Hungary. It issituated 45 km from Delhi, in industries-oriented environment of Sonepat (Haryana).In Oct. 1998, ECE Industries Ltd. Sonepat was taken over by OSRAM India Pvt. Limited awholly owned subsidiary of OSRAM GmbH. OSRAM India Pvt. Ltd. having its registered atNew Delhi, was primarily formed for sales and marketing operations in India. The companyhas got three regional offices at Bombay, Calcutta & Banglore in addition to 14 otherdistribution centers. The total turnover of OSRAM India Pvt. Ltd. were worth Rs.42 crore inacquisition, innovation and expansion has been regular feature of this plant. Currently a highspeed CFL manufacturer line and slim tube manufacture line have been brought from(Germany). With this new induction, total investment at this to approximately Rs.100 crore. 15
  • 16. 1.2.4 COMPANY PROFILEOSRAM GmbH is one of the three leading lamp manufacturers in the word with it’sheadquarter at Munich (Germany). It is a company working with strong international outlook,competent and farsighted management, and team spirit working, among 43500 employeesthroughout the world.The world wide sales for the year 2008 amount to approximately Rs 16,000 crore. Of this hugeamount, 88% was earned outside Germany, which emphasizes the company’s stronginternational existence.Today OSRAM is 103 years young the history of this world present giant can be traced back toyear 1919, when three companies - AEG, Siemens & Halske AG, and Duetsche Gasgluhlicht(Auer Gasellschaft) - pooled their resources for producing filament lamps.Today, Siemens AG is the sole stakeholder in OSRAM GmbH. The OSRAM trademark wasregistered back in 1906, making it one of the oldest internationally recognized trade names.The name OSRAM had been derived from "OSMIUM" and "WOLFRAM" the two Germanwords for metals required for manufacturing the filaments.The division with largest turnover is general Lighting. Innovation products as halogen lamps,compact fluorescent lamps, and metal halide lamps continue to show healthy growth. OSRAMis today worlds largest manufacturer of automotive lamps. It has also an excellent position inthe field of photo optic lamps.As an ISO – 9002 certified company; OSRAM has got 51 production facilities in 18 countries,catering the needs of customers in 146 countries. The company was awarded the technicalOscar in March 1988 by the academy of motion picture arts and science for the invention andcontinuous improvement in HMI lamps for the professional motion pictures. Currently, 16
  • 17. company is spending 4% of its turnover R&D activities. It is at top in Europe and secondlargest lamp producer in North America (as OSRAM SYLVANIA). In addition to Europe andNorth America, Asia is one of the most important growth centers for OSRAMs innovationproducts. Specially, in 1994 Indian subcontinent become a potential market for energy efficientlighting products. So, due to strong urge to explore the market here, OSRAM GmbH set upOSRAM India Pvt. Ltd. in 1994 for sales and marketing operations. The company has 100%foreign equity.1.2.5 History of Osram86.924: This was the register number in the Trademark Directory, the start of an exciting storyin the history of German industry. It is one of the most traditional brand names in the world,synonymous with light around the globe and first saw the light of day one hundred years ago.On April 17, 1906 the brand name of OSRAM was entered in the Trademark Directory of theImperial Patent Office in Berlin.Who would have thought 103 years ago that one day OSRAM will produce with more than38.000 employees worldwide in about 49 production facilities in 19 countries sales of 4.3billion euros? Who would have thought hundred years ago, that the electronic in light sources -not exclusively in light emitting diodes (LED) and other opto-semiconductor products - willplay a bigger role in the lighting market?The brand name of OSRAM was "born" in 1906 and registered by the Deutsche Gasglühlicht-Anstalt (also known as Auer-Gesellschaft). The world famous name from 1906 was createdfrom the names of the two materials that were needed at the time to produce filaments -initially Osmium and later Wolfram (or tungsten as it is now more commonly known).13 years later (on July 1, 1919) it became part of a company name: OSRAM Werke GmbHKommanditgesell- schaft. At the time, Auer-Gesellschaft, AEG and Siemens & Halske AGcombined their lamp production activities; since 1978 Siemens has been the sole shareholder. 17
  • 18. In 1919, the world famous picture logo with the light bulb also made its first appearance.Today, the stylised lamp in our picture logo is a symbol not only for light but also for goodideas and our passion for intelligent light.In 1985 OSRAM integrates as the first manufacturer the electronic ballasts (ECG). TodayOSRAM Dulux EL Longlife energy-saving lamps last ten years or more. And consume up to80% less energy than ordinary light bulbs.1.2.6 Vision, Mission and ValuesVision: - The expectations and targets of company are reflected in its policy and continuousefforts for expanding its share in the market. The OSRAM India Vision 2005 proves to be thestatement of its goals and would shape its future in India. The highlights of OSRAM IndiaVision 2005 are: - OSRAM No.-2 in lamps business in India. - OSRAM India sales over INR 3 billion. - OSRAM India leader in CFL, FO and ECG. - OSRAM the most respected brand name in the country. - OSRAM products available in all parts of India. - Cost leadership in halogen, TS Luminux, CFL, NAV super and HQL.Mission:- - Better Technology - Better Quality - Better Tomorrow 18
  • 19. VALUES OF THE COMPANY a. Customer Satisfaction. b. Commitment to Total Quality. c. Cost and Time Consciousness. d. Innovation and Creativity. e. Trust and Team Spirit. f. Respect for the Individual Integrity. g. Customer Satisfaction. h. Commitment to Total Quality.Transforming VISION into REALITY  Team of highly motivated and entrepreneurial staff with continuous learning and training.  Product availability at competitive cost through local world-class production of focus items of high quality.  Brand awareness via mass media a point of sale and innovative image through seminars and technical workshop.  Total quality management.  Widespread sales and distribution network to cover the entire country and make OSRAM lamps available in over 100000 retail outlets.  Our passion of customer satisfaction withholding out motto “We won’t let you down”. 19
  • 20. QUALITY POLICYManagement is committed to  The company provide best quality and service to the customers from the beginning.  The company strive for continuous improvement and show zero tolerance to defects.  The company set priorities and are consistent in achieving our targets.  The company focus is driven by the customers` expectations.  The company encourage and honor initiative, creativity and commitment.  The company build on the capabilities of each other and value working in teams.SAFETY POLICYOSRAM has always focused on high product quality & the health & safety of the customer andits products. The new directive on the product safety, which came into force on jan 15, 2004creates the same condition in all EU member states & standardises the safety requirementrelating to products. The directives promises greater safety and transparency for the consumer. 20
  • 21. To meet our obligation arising from this directive, the company provide information on ourproducts on themselves, on the packaging and on the leaflets enclosed with the products.Because there are so many different language in the EU we use.1.2.7 LIST OF AWARDSThe awards we have already received recognising our activities show that responsibleenvironmental protection pays in many ways.May 2004 - Presentation of the Bavarian Energy Award by the Ministry of Trade andCommerce for the sustainable energy concept in the production of LEDs. 21
  • 22. July 2003 – OSRAM shape the future of lightIn the corporate culture of OSRAM Opto Semiconductors, the most important characteristic isinnovation. It provide a workplace atmosphere in which innovation is encouraged offering theemployees the freedom to develop new lighting solutions. The experience of working in ahighly creative atmosphere, each day coupled with the intuition, inspiration and enthusiasm ofevery individual ensures that our lighting ideas are always a step ahead.vironment Award by the City of Regensburg. 22
  • 23. Osram Opto Semiconductors is a member of the Bavarian Environmental Pact.Its goal is to raise the ability of business to innovate and to promote environmentally soundeconomic growth following the principle of sustainability1.2.8 DESCRIPTION OF PRODUCTSOsram India Pvt. Ltd. has taken over lamp division of ECE industries limited satiated atSonepat (Haryana) on Oct 1998. Osram India Pvt. Limited is now owner of the factory. Heredifferent luminary products are manufactured in the following plants:-PRODUCT OF GLASS PLANT (1) Glass shells - 60 mm round and 60 mm mushroom (2) Tubular shells - 36.2 mm to 38 mm diameter.PRODUCT OF LAMP PLANT (1) Fluorescent tubes - 02 feet and 04 feetPRODUCT OF COIL PLANT 23
  • 24. (1) Filament and lead in wireNow total production of fluorescent of fluorescent tubes is about 900000 tubes per month anddifferent kinds of GLS production is about 3100000 bulbs per month.PRODUCTS OF GLS PLANT (1) BC, CC, GLS - 25W, 100W (230 volts) (2) BC, SC, GLS, MW - 150W, 200W (250 volts) (3) ES, SC, GLS, HW - 300W, 500W (250 volts) Incandescent lamps Tungsten halogen lamps Compact fluorescent lamps/Energy saving lamps Fluorescent lamps High intensity discharge (HID) lamps Special lamps Display and signal lamps and lamps for traffic light installations 24
  • 25. LED systems Automotive lamps Display/Optic UNDER CONSTRUCTION Control gears LuminairesHome LightingIncandescent lamps count as so-called temperature emitters. The coil, consisting of tungstenwire is brought to glow through an electrical current and thus will gleam. Incandescent lampsare dimmable without restrictions and possess a life duration of about 1000 hours. Thiscorresponds to 1 year at the typical burning rate of 2 hours/day in a private household. - Incandescent lamps - Tungsten Halogen lamps - Energy-Saving LampsLuminairesOur fundamental knowledge on the interaction of lamps and electronical control gear leads tothe exemplary luminaries of OSRAM. Result of our development are luminaries with morecomfort, more security and less energy consumption. And a timelessly beautiful design. This is 25
  • 26. how our lighting ideas conquer various application areas in known OSRAM quality.Automotive LightingWe are number 1 in the world in automotive lamps. The Automotive Lighting divisioncontributed 16 percent to OSRAM sales during the year under review 2004. For this reason thisdivision is our second largest business sector. The product range includes 400 lamp types forcars, trucks, motorcycles and bikes, manufactured in America, Europe and China.General LightingThe General Lighting section is a real heavyweight at OSRAM with 51 percent of sales. Fromfactory buildings to department stores, from mines to oil platforms, from housing to the street:all are covered by General Lighting. - Tungsten Halogen Lamps - Compact Fluorescent Lamps - Fluorescent Lamps - High pressure discharge lamps - UV/IRElectronic Control GearOSRAM develops and manufactures electronic control gear (ECG) for the various types of 26
  • 27. lamps in order to provide optimal functionality of each lamp/control gear system:QUICKTRONIC for fluorescent lamps, HALOTRONIC for low voltage tungsten halogenlamps and POWERTRONIC for high pressure discharge lamps.Display / Optic LightingThe lamps of our Display/Optic division thus set standards of entertainment and architainmentlighting in the fields of video, data and cinema projection, as well as in diverse specialapplications - from the production of micro-chips to the navigation lights in airport runways.2.1 INTRODUCTION TO TOPICMotivation is an important factor which encourages persons to give their best performance andhelp in reaching enterprise goals. A strong positive motivation well enables the increasedoutput of employees but a negative motivation will reduce their performance.In order to make any managerial decision really meaningful. It is necessary to convert it into aneffective action, which the manager accomplishes by motivating his subordinates. To motivatemeans to produce goals oriented behavior since increase in productivity is the ultimate goal ofevery industrial organization, motivation of employees at all levels is the most critical andbaffling function of the management. Almost every human problem the manager facesthroughout the firm has motivational elements. 27
  • 28. 2.2 Motivation : As a conceptThe term motivation has been derived form Latin word-Movers which means to move. In ourlanguages of management it implies something that energies an individuals or a group ofindividuals to work.W.G. SCOTT “ Motivation means a process of stimulating people to action to accomplishdesired goals”BREECH says “ Motivation is a general inspirational process which gets the members of theteam to pull their weight effectively, to give their loyalty to the group, to carry out properly thetasks that they accepted and generally to play an effective part in the job that the group hasundertaken”.2.3 Nature of MotivationMotivation is a psychological concept that generates within an individual. It is a inner fellingwhich energizes a person to work more.  The emotions or desires of a person prompt him for doing a particular work.  Man has innumerable wants to satisfy & three are unsatisfied needs of a person which disturb his equilibrium. All the wants cannot be satisfied at one time where one want is satisfied other may emerge. Satisfaction of wants is an unending process. Hence, motivation is also an unending process.  A person moves to fulfill his unsatisfied needs by containing his energies.  There are dormant energies in a person which are activated by channelising them into actions.  A man works to achieve some individual goals. After the goal is achieved he is no longer interested in work. Goal means satisfaction of needs. Therefore, it is very essential for the management to know the goals or motives or needs of each individual, so that they may be pushed to work by directing them towards achievement of their goals.2.4 Objective of Motivation 28
  • 29. 1. The purpose of motivation is to create conditions, in which people are willing to work with zeal,initiative , interest and enthusiasm with a high personal and group moral satisfaction, with a sense of responsibility, loyalty and discipline and with pride and confidence in a most cohesive manner so that the goals of an organization are achieved effectively. 2. Motivational techniques are utilized to stimulate employee growth, 3. He said “ you can buy a man’s time, you can buy a man’s physical presence at a given place; you cannot even buy a measured number of skilled muscular motions per hour or day, but you cannot but enthusiasm, you cannot buy initiative , you cannot buy loyalty, you cannot buy devotions of hearts, minds and souls. You have to ear these things. 4. If a manager wants to get work done by his employees, he may either hold out a promise of a reward for them for doing work in a better or improved way, or he may constrain them, by instilling fear in them or by using force, to do the desired work. In other words, he may utilize a positive or a negative motivation. Both these types are widely used by management.2.5 Types of MotivationWhen a manager wants to get more work from his subordinates then he will have to motivatethem for improving their performance. They will either be offered incentives for more work, ormay be in the shape of rewards, better reports, recognition etc, or he may in still fear in them oruse force for getting desired work. The following are the types of motivation. 1. Positive Motivation :- Positive Motivation is based or reward. The workers are offered incentives for achieving the desired goals. The incentives may be in the shape of more pay, promotion, recognition of work etc. according to Peter Drucker , the “ Real and positive motivators are responsible for placement, high standards of 29
  • 30. performance,information adequate for self control and the participation of the workers as responsible citizen in the plant community. Incentive motivation is the “ pull” mechanism.2. Negative Motivation :- Negative or fear motivation is based on force or fear. Fear causes employees to act in a certain way. In case, workers do not act accordingly then they may be punished with demotions or lay offs. The fear act as a “push” mechanism. Moreover it may result in lower productivity because it tends to dissipate such human assets as loyality, co-operation and esprit de corps. Moreover, the imposition of punishment frequently results is frustration among those punishment, leading to the development of mal adaptive behavior.3. Extrinsic Motivation:- It is concerned with external motivators which employees enjoy-pay,promotion, status, benefits,retirement plans, health insurance schemes, hodiday and vacations etc. by and large these motivations are associated with financial rewards.4. Intrinsic Motivation:- On the other hand, is concerned with the” feeling of having accomplished something worth while, “ i.e. the satisfaction one gets after doing one’s work well. Praise, responsibility, recognition , esteem,power,status, competition and participation are examples of such motivation.5. Self Motivation:- before one can motivate others one must motivate oneself. One must overcome a certain amount of one’s nature interia. One of the most common deterrents to human action is that of tired feeling. This tired feeling is due to emotional reactions within oneself. The thing that effect the conscious mind and are generally known as anxiety are : • Monotonous work. • Driven by boss. • Bad physical conditions. • Financial troubles. • Under constant strain. 30
  • 31. 6. Group Motivation:- The motivation of a group is an important as self- motivation, A group can be motivated by improving human relations and dealing with people in a human being, by encouraging people to feel involvement in there work and by giving them an opportunity to improve there performance and by complimenting or praising them. In dealing with others, it must be borne in mind there the greatest returns can be obtained when each member of a group is properly motivated.2.6 IMPORTANCE OF MOTIVATIONManagement tries to utilize all the sources of production in a best possible manner. This canbe achieved only when employees cooperate in this task. Efforts should be made to motivateemployees for contributing their maximum. The efforts of management will not bear fruit if theemployees are not encouraged to work more the following is the importance of motivation. • Motivated employees are always looking for better ways to do a job. It is the responsibility of the mangers to make employees look for better ways of doing their jobs. • Motivated employees will put maximum efforts for achieving organizational goals. Better performance will also result in higher productivity. The cost of production can also be brought down if productivity is raised. The employees should be offered more incentive for increasing their performance. Motivation will act as a stimulate for improving the performance of employees. 31
  • 32. • A motivated employees,generally , is more quality oriented. This is true weather we are talking about a top manager spending extra time on data gathering & analysis for a report. • Highly motivated workers are more productive than apathetic workers. The productivity of workers becomes a question of the management’ ability to motivate its employees.An appreciation of the nature of the motivation is highly useful for manager. • A good motivational system will create job satisfaction among employees. The employees will try to contribute their maximum and management will offer them better service condition and various other incentives.There will be an atmosphere of confidence among employees and employers. It will lead to better industrial relations. • Every organization requires human resources in addition to financial and is significant to the organizations. o People must be attracted not only to join the organization but also to remain in it. o people must perform the task for which they are hired and must do so in a dependable manner. o People must go beyond their dependable role performance and engage in some form of creative , spontaneous and innovative behaviour at work2.7 STEPS OF MOTIVATION The management should concentrate on two things to motivate its employees. 1. Working method of motivation i.e. it should determined as to what ought to be done. 2. The tools of motivation i.e. it should be determined as to when and how a job is to be done. 1. Knowledge of position of employees :- 32
  • 33. First of all knowledge should be obtained regarding the needs of the employees who are to be motivated. Different persons have different needs. So , different methods are to be used for motivating different persons. Both the individuals and the group should be kept in mind while assessing the conditions. 2. Development of tools of motivation :- After obtaining the knowledge of the employees needs managers should do the job of selecting and using specific tools or techniques of motivation. The managers should determine the following issues through their own experience of others and through the experience of others and through the experience of the personnel department. a) Which employee is to be motivated and by which technique of motivation ? b) Under what conditions is hello/she to be motivated ?3 Selection of tools of motivation :- Selection of tools of motivation is a difficult task. Following observation are to be madefor the purpose a) Who is to be motivated ? b) Which technique succeeded or failed in the past ? c) Are requisite efficiency, means and time needed for the use of that technique available or not ?Thus, after the determination of the technique its use should be considered. It should bedecided as to when and how the motivation is to be used. The employees should immediatelyget the reward or appreciation can spoil the effect of motivation.4 Communication media :- The technique of motivation should be brought into thenotice of employees. Communication media should be good enough for this purpose. If the 33
  • 34. management cannot communicate its viewpoint to the employees, it cannot motivate them aswell.5 Follow up action :- The manager should assess, from time to time,whether the employees have been motivated or not through a technique of motivation. If onetechnique fails, others can be made use of. This type of assessment can bring to light theshortcomings of present technique by removing its shortcomings.2.8 MOTIVATIONAL THEORIES1. Maslow needs hierarchy :- Motivation is influenced by the needs of a person.There is a priority of certain needs over others. The importance of needs will influence thelevel of motivation. A.H.Maslow has categorized human needs into five categories. b) Physiological :-Hunger, thirst, shelter, sex & other needs. c) Safety :- includes security, and protection from physical and emotional harm. d) Social :- includes affection, belongingness, acceptance and friendship. 34
  • 35. e) Esteem :- includes internal esteem factors such as self –respect, authority and achievement and esteem factors such as status, recognition and attention. f) Self actualization :- The drive to become what one is capable of becoming; includes growth, achieving one’s potential and self fulfillment.2 Motivation Hergber’s theory :- He gives two factor theory of motivation. First factors includes company policy and administration,technical supervision, inter- personal relations with supervisor, salary, status, job security and personal life . These factors were found to be only dissatisfied and not motivators. These are hygiene factors. Second type of factor is motivational factor,which includes achievements, recognition,advancements work itself,possibilities of personal growth, responsibility . According to this theory,attention should be given to the job content to motivate the employees of the organization.3 X & Y Theory :- After viewing the way in which managers dealt with employees , Mc. Gregor concluded that a manager’s view of the nature of human being is based on certain grouping of assumptions. He proposed two distinct view of human being, one basically negative theory X which assumes that the employees dislike work are lazy, dislikes responsibility and must be coerced to perform and the other basically positive labeled theory Y which assumes that employees like work are creative, seek responsibility and can exercise, self direction. Mc Gregor himself held to the belief that theory Y assumptions are more valid than theory X. Therefore he proposed such ideas as participation , decision making, responsible and challenging job and good group relations as approaches that would maximize an employee’s job motivation. As, already mentioned, Maslow’s need hierarchy theory states that every human being there exits hierarchy of five needs- physiological, safety, social, esteem and self actualization and as each is sequentially satisfied , the need becomes dominant. From the stand point of motivation, if you want to motivate someone, you need to understand at what level in hierarchy that person currently is and then focus on satisfying those needs at above that level. 35
  • 36. Different needs dominate different people at different time, workers will be dominated by lower order needs like physiological , safety and social needs while on the other hand staff members who’s lower order needs like esteem and self actualization needs. The staff members who’s lower order needs like esteem and self actualization needs. The reason behind this difference can be variable such as education, family background and cultural environment. But the important aspect, which should be taken care, is fulfillment of desired needs at every level. If the organization fails to fulfill needs of its employees ultimately it results in non-fulfillment or targeted results. For example to fulfill esteem needs ( particularly recognition needs ) an employee work hard to bring better results out of his work. He leaves no stone unturned in achieving the set target in the best possible manner. In return of this hard and dedicated labour the employee looks forward to have recognition within the department and in the organization as a whole. The recognition encourages the employee to put more of his labour in fulfilling the task still in the better way. Apart from this he also becomes an example for others. As a result they are to motivate. On the contrary, if this employee not rewarded appropriately that will result in lower morale and employee will not repeat this enthusiastic behavior again, simultaneously effecting the organization target. So in the present scenario, this is responsibility of HR department to find out what are various need of employees, what are the policies and procedures from which the employees are not satisfied and accordingly suitable steps should be taken to boost the morale of employee.2.9 Techniques of motivationEvery management tries to spacing certain motivational techniques which can be employed forimproving performance of its employees. The techniques may not be similarly useful in alltypes of concern. Some techniques may be suitably employed in one concern, others may beuseful in another concern and so on. Motivational techniques may be of two types i.e. financialand non-financial.Financial motivators 36
  • 37. Financial motivators may be in the form of more wages, salaries, profit sharing, leave with pay,medical reimbursement bonus, company paid insurance of any other things that may be givento employees for performance. Money is the most important motivator to people who areyoung and raising their families. For some persons money remains to be a motivator and forothers it may never be. Besides all money can motivate people if their wages are related totheir performance.Non-financial motivatorsThese motivators are in the nature of better status, recognition, participation, job security etc.Some of these motivators are discussed here:  Recognition :- Every person wants his work to be recognized by his superiors. When he knows that his performance is known to his boss then he will try to improve it more and more. The recognition may be in the form of a word of praise, a pat on the back, a word of praise, a latter of appreciation, entry in annual confidential report etc. There may also be awards, certificates plaque etc. The recognition may be for better output, saving the time, improving quality of products, suggestions for better ways of doing things etc  Participation :- Participation has been considered a good technique for motivation. It implies physical and mental involvement of people in decision making process. It satisfies ego and self esteem of persons. They feel important when asked to made suggestions in their field of activity.  Status :- It refers to a social status of a person and it satisfies egoistic needs. A management may create some status symbols in the organization. This can be done by way of giving various facilities to the persons. These may be superior furniture, carpets on the flood, attachment of peons, personal assistant etc. To get these facilities a person will have to show a certain amount of performance. When a person achieves certain facilites then he tries to get better status by working more. In this way status needs act as motivator. 37
  • 38.  Competition :- In some organizations competition is used as a motivator. Various persons are given certain objectives and everybody tries to achieve them head of others. There may be praises, appreciation letters, financial incentives to those who reach the goals first. The competitions encourages persons to improve their performance. Job Enrichment :- Job enrichment has been recognized as an important motivator by various researches. The job is made more important and challenging for the workers, may be given wide latitude in deciding about their work methods. The employees will also perform the management functions of planning and control so far as the work is concerned. 38
  • 39. 2.10 MOTIVATION AND PERFORMANCEMotivation is necessary for work performance because if people do not feel inclined to engagethemselves in work behaviour, they will not put it necessary efforts to perform well. However,performance of an individual in the organization depends on a variety of factors besidesmotivation. Therefore, it is desirable to identify various factors which affect individualperformance and the role that motivation plays in this.Factors affecting individual Performance :-Observation show that (1) various individuals perform differently in the same work situations,and (2) the same individual performs differently in different work situation. We can derivefrom that individual performance depends on the following factors. 1. Motivation of individual. 2. his sense of competence, 3. his ability 4. his role perception and 5. organization resources. Motivation Ability Role Perception Performance Reward Organisational Sense of resources Competence 39
  • 40. 2.11 PREVAILING SYSTEM OF MOTIVATIONIN OSRAMGiven the complexities of human behaviour, existence of multiple needs and goals amongemployees, differences in the priorities of individual goals and differential expectations , it isimperative that the strategies to be adopted for motivating employees should be multiprongedand multifaceted.Motivational techniques may be classified into two categories i.e. financial and non-financial .2.11.1 Financial MotivatorsFinancial motivators may be in the form of more wages and salaries, bonus, profit sharing,leave with pay , medical reimbursements, company paid insurance of any other things that maybe given to employees for performance. Money is most important motivator to people who areyoung and raising their families than to those who have allinged at a stage when money needsare less. Money needs go on changing from time to time. A person may be satisfied withmodest house at one time. He may like to have a comfortable house late on, For some personsmoney remains to be a motivator and for others it may never be.2.11.2 Non- Financial MotivatorsUnder non- financial motivators the employees is not given more money. He is rather givenmore chances of promotion , job security , respect and appreciation under non-financialincentives. Thus , non financial incentives include all those factors which do not give directlymore money to the employee, no matter indirectly he may be receiving financial benefits.Modern managers make use of all types of motivators i.e. positive , negative, financial , nonfinancial.Motivational techniques are utilized to stimulate employee growth. The purpose of motivationis to develop conditions in which people are willing to work with zeal,interest and enthusiasm. 40
  • 41. Though the various techniques adopted by OSRAM COMPANY, for the upliftment ofemployees through motivation is not up to mark but in accordance to various motivation is notup to mark but in accordance to various organization it can be competitive.  Self Motivation :- In OSRAM self motivation exists to a great extent, the urge or desire that should come form within the individuals exists in the employees of the organization. The employees believe in themselves that they are capable of performing the given task smartly and efficiently arrives from with in the individuals not from some one else.  Incentive Motivation :- An ‘incentive or ‘reward’ can be anything that attracts a workers attention and stimulates him to work, when the question comes of incentive motivation, the answer cannot be said to be a perfect one but satisfactory. It is said that people work for incentives in the form of P’s which are as follows Praise. Prestige. Promotion.  Praise :- The first motivator praise exists to a great extent in OSRAM COMPANY. Everytime an employee does the work upto the mark,a word of praise is being given and the employee feel like performing the next task with much more enthusiasm.  Promotion :- The employees in OSRAM COMPANY are promoted on the regular basis. The promotion is not generally based on experience but on work done basis and hence acts as one of the techniques of motivation.There are various schemes, policies, contributions and compensation for the employees working in the organization. 41
  • 42.  Marriage Gift Scheme :- With a view to promote cordial relations with the employees , the company has been giving gifts on the occasions of marriages of either the employees themselves or their dependent children under Marriage Gift Schemes. The scale of gifts, which are in the form of a gift cheques varies from level to level. Wages and Salary :- One of the most important technique of motivation is an appropriate wage and salary. The salary given to the employees are in accordance to their work and job. Late sitting Allowance :- The employees in OSRAM COMPANY also get late sitting / overtime allowance. Washing Allowance :- The employees in OSRAM COMPANYS gets washing allowance on monthly basis. Bonus :- Generally 15% bonus is given to the employees earning below Rs. 3500 p.m. on their basic pay. Suggestions and Reward Schemes:- This scheme was introduced by the management to create an environment in which employees are encouraged and motivated to give constructive suggestions for improving the overall profitability of the company. The management believes that employees have tremendous capability and desire to make the company prosper in every field and to encourage them to make more and more efforts,the suggestions and reward scheme is being introduced. 42
  • 43.  Production Incentive Scheme :- This scheme was introduced for motivating the workers. Under this targets for production on per day basis are set, when the targets are achieved the workers are accordingly awarded. • Employee of the year and Employee of the Month :- Employee of the year and employee of the month are choosen on the basis of quality of production and behavioural aspects. This helps in motivating worker as they get monetary as well as non-monetary awards, which gives them recognition and praise. • Conveyance Facility /Allowance :- The company provides conveyance facility to female workers from industrial establishment to their place of residence and male workers get conveyance.Other financial motivators designed by OSRAM COMPANY includes • Leave with pay includes casual + Sick + earned leaves . • Attendance Allowance. • House Rent Allowance. • Conveyance Allowance. • Conveyance Reimbursement. • Child Education Allowance. • City Compensatory Allowance. • Newspaper/Periodicals Reimbursemnet. • Society Funds helps in providing loans. • Provident Fund. • Employees State Insurance Corporation Scheme. • Death Relief Fund. 43
  • 44. 3.1 RESEARCH METHODOLOGYMeaning of research:Research Methodology is a way to systematically solve the research problem. In it, step-by-step methods are followed to solve a particular problem. It refers to a search for knowledge. Itcan also be defined as a scientific and systematic search for pertinent information on a specifictopic. In fact, research is an art of “scientific investigation”.3.2 OBJECTIVE OF STUDYMAIN OBJECTIVE: To study motivation level of employees in Osram.SUB OBJECTIVES: • To study various factors and aspects of motivation. • To analyze working style followed by higher authorities and their communication with employees. • To study the working environment prevailing in Osram. • To study the interpersonal relationship between the various levels of the organizations. • To study satisfaction of employees on the pay package provided by Osram. • To study proportion of attrition rate in Osram. • To study job rotation practices. • To study relation between work and reward. • To provide data for deciding the action plan to enhance motivation of employees.3.3 RESEARCH DESIGN 44
  • 45. Research Design is the way in which the research is carried out. It works as a blue print.Research Design is the arrangement of conditions for the collection and analysis of data in amanner that aims to combine relevance to the research purpose with economy in procedure.  Type of research design: descriptive research design is used in the study. As questionnaire is used as a tool to collect the data. The major purpose of selecting descriptive research is the description of state of affairs, as it exists at present. The main characteristic of this method is that the researcher has no control over the variables. A reporter can only report what has happened or what is happening.  Sampling: Deliberate sampling is used to collect sample. This states that on the choice of reporter the respondents are chosen.  Sample Size: 100 employees are chosen.  Sample characteristics: Blue collar and white collar employees are chosen in equal proportion.  Area of research: Osram Sonepat unit is selected for research.3.4 DATA COLLECTION  Primary Data  Secondary DataThe study is based on both primary and secondary data.a) Primary Data:- Primary data are those data , which is originally collected afresh.In this project, Questionnaire Method has been used for gathering required information.However, some assistance was provided to respondents in filling it.b) Secondary Data: - Secondary Data are those data which are already collected and storedand which has been passed through statistical research.In this project, secondary data has been collected from following sources:- 45
  • 46.  Various motivational records to study schemes and policies adopted by the company  Books  Journal  websites3.5 SCOPE OF STUDYThe study covers the area of motivation, quality of work life, job satisfaction, workingconditions. For future research following topics can be worked upon with review of abovetopics. • A study on wage and salary administration • Analysis of gap for training and development. • Career planning3.6 JUSTIFICATION OF STUDYThe project is done to touch every pillar of HR in a best possible manner so as to get practicalexposure to HR issues and to study the prevailing culture and climate of the organization. Thisstudy has really made me to understand meaning of culture and climate in an organization.This project has also been useful to me for the purpose of getting experience of strategies tomotivate the employees. It is necessary for a budding manger to get acquaintance withmanufacturing environment before joining any industry. This industry exposure through mysummer training has proved add on to my experience.3.7 LIMITATION OF THE STUDYThere were few limitations which were encountered during the project. They are as follows. 46
  • 47. • Some of the respondents were not genuinely helpful, co-operative and responsive. They were hesitant to fully disclose the information with the researcher. • Most of the employees were busy, due to some work of the organization. • A certain degree of fear and devotion towards the organization was major obstacle while conducting the project. • For some employees the questionnaire was a source of showing their frustration. • Latest data and reports concerned for the project was limited in OSRAM .4.1 DATA ANALYSIS & INTERPRETATIONQ.1 Are you satisfied with the existing Working conditions, Cleanliness & sanitationfacilities.FACTORS SATISFIED DIS-SATISFIEDWORKING AMBIENCE 74 26CLEANLINESS 76 24SANITATION 32 68 Table :-( 4.1) Percentage of Satisfied & Dis-satisfied employees for working grade 47
  • 48. Fig.(4.1) Percentage of Satisfied & Dis-satisfied employees for working gradeInterpretationThe above figure depicts that 74% of the employees are satisfied with the working conditionsand cleanliness. 68% of the employees are dissatisfied with sanitation facilities.76% of theemployees are satisfied with cleanliness facilities. Therefore, Osram has a good workingenvironment.Q.2 How do you find working environment in Organization. 48
  • 49. Factors Formal Semi Formal InformalWorking 28 70 2environment in theorganization TABLE:-(4.2) Working environment in the organization 49
  • 50. Fig: (4.2) Working environment in the organizationInterpretations: Above diagram depicts that 28% employees says that working environmentin the company is formal. 70% employees says that working environment in the company issemi formal. 2% employees says that working environment in the company is informal.Therefore Osram has favorable facilities for the employees. 50
  • 51. Q.3 Do you Feel free to discuss problems to your boss directly.Factors Yes No Up to some extentFeel free to discuss 84 16 0problems to theirboss directly TABLE:-(4.3) Percentage of response of employees for dyadic relationship Fig:-(4.3) Percentage of response of employees for dyadic relationship 51
  • 52. Interpretations : Above figure states that 84% of the employees feel free to discuss problemsto their boss directly . 16%do not feel free to discuss problems to their boss directly. ThereforeOsram enjoys good dyadic relationships for smooth working.Q.4 Do you think that the frequency of meetings organized by your senior areappropriate. ?Factors Yes No Up to some extentFrequency of 70 30 0meetings organizedby your seniorsappropriate TABLE:-(4.4) Frequency of meetings organized by senior 52
  • 53. Fig.:(4.4) Frequency of meetings organized by seniorInterpretation: Above states that 70% of the employees think that frequency of meetingorganized by their superior is appropriate. 30% of the employees think that frequency ofmeeting organized by their superior is not appropriate. Overall frequency of meetings isappropriate where employees can communicate with their boss and other members.Q.5 Do boss pay attention towards employees suggestions? 53
  • 54. Factors Yes No Up to some extentAttention of boss 70 30 0towards employeessuggestions TABLE:-(4.5) Attention towards employees suggestions Fig.:(4.5) Attention towards employee’s suggestionsInterpretation: The figure states that 70% of the employees think that their boss pay attentiontowards their suggestions. Whereas 30% of the employees think that their boss does not payattention towards their suggestions. Therefore suggestions are welcome in Osram from 54
  • 55. employees for the constant changes. It is here assumed that 30% who reports that theresuggestions are not accepted might be their suggestions are not relevant.Q.6 Are you satisfied with your salary package ?Factors Yes No.Satisfaction regarding 20 80salary package TABLE:-(4.6) Satisfaction regarding salary package 55
  • 56. Fig :( 4.6) Satisfaction regarding salary packageInterpretation: Above figure depicts that 20% of the employees are satisfied with their salarypackages. 80% of the employees are not satisfied with their salary package. Therefore Osramshould work on to increase the pay packages of employees despite of working environment ifpay package is not correct attrition rate shall be high and organization lacks quality employeesdue to the reason. 56
  • 57. Q.7 Are you satisfied with the benefit and welfare schemes introduced by thecompany?Factors Yes No.Satisfaction with employees 74 26benefit and Welfare TABLE:-(4.7) Satisfaction with employees benefit and Welfare 57
  • 58. Fig.:(4.7)Satisfaction with employees benefit and WelfareInterpretation: Above figure depicts that 74% of the employees are satisfied with employeesbenefit and welfare schemes. 26% of the employees are not satisfied with employees benefit 58
  • 59. and welfare schemes. Compensation part is a big lacuna in the organization therefore they arenot able to retain people despite of other facilities.Q8 Does the training programes conducted are adequate in number. ?Factors Yes NoAre the training 66 34programmes are adequate innumber. Table:-(4.8)Percentage of response for the adequacy of Training programmes 59
  • 60. Fig: (4.8) Percentage of response for the adequacy of Training programmesInterpretation: Above figure depicts that 66% of the employees states that the trainingprogrammes conducted are adequate in number. 34% of the employees think that the trainingprogrammes conducted are not adequate in number. Training gap is not analyzed properlywhich hampers the quality also.Q9 Should the job rotation program be carried out in a planned manner ? 60
  • 61. Factors Yes NOShould the job rotation 60 40programs be carried out in aplanned manners Table:- (4.9) Percentage of response for Job rotation programs 61
  • 62. Fig.:(4.9) Percentage of response for Job rotation programs. 62
  • 63. Interpretation: Above figure depicts that 60% of the employees states that job rotationprograms should be carried out in planned manner. 40% of the employees states that jobrotation programs should not be carried out in planned manner. Therefore from above responseit is stated that the facilities are good but nothing is added on enhance employee’sperformance.Q.10 Are employees rewarded according to their performance ? Factors Yes NO Are you 40 60 rewarded according to your performance Table:-(4.10) Percentage of response for disbursement of rewards 63
  • 64. Fig: (4.10) Percentage of response for disbursement of rewardsInterpretation: Above figure states that 40% of the employees states that they are rewardedaccording to their performance. But 60% of the employees state that they are not rewardedaccording to their performance. Compensation need to work upon. 64
  • 65. Findings  74% of the employees are satisfied with the working conditions and cleanliness. 68% of the employees are dissatisfied with sanitation facilities.76% of the employees are satisfied with cleanliness facilities. Therefore, Osram has a good working environment.  28% employees states that working environment in the company is formal. 70% employees states that working environment in the company is semi formal. 2% employees states that working environment in the company is informal. Therefore Osram has favorable facilities for the employees.  84% of the employees feel free to discuss problems to their boss directly . 16%do not feel free to discuss problems to their boss directly. Therefore Osram enjoys good dyadic relationships for smooth working. 65
  • 66.  70% of the employees think that frequency of meeting organized by their superior is appropriate. 30% of the employees think that frequency of meeting organized by their superior is not appropriate. Overall frequency of meetings is appropriate where employees can communicate with their boss and other members. 70% of the employees think that their boss pay attention towards their suggestions. Whereas 30% of the employees think that their boss does not pay attention towards their suggestions. Therefore suggestions are welcome in Osram from employees for the constant changes. It is here assumed that 30% who reports that there suggestions are not accepted might be their suggestions are not relevant. 20% of the employees are satisfied with their salary packages. 80% of the employees are not satisfied with their salary package. Therefore Osram should work on to increase the pay packages of employees despite of working environment if pay package is not correct attrition rate shall be high and organization lacks quality employees due to the reason. 74% of the employees are satisfied with employees benefit and welfare schemes. 26% of the employees are not satisfied with employees benefit and welfare schemes. Compensation part is a big lacuna in the organization therefore they are not able to retain people despite of other facilities. 66% of the employees states that the training programmes conducted are adequate in number. 34% of the employees think that the training programmes conducted are not adequate in number. Training gap is not analyzed properly which hampers the quality also. 60% of the employees states that job rotation programs should be carried out in planned manner. 40% of the employees states that job rotation programs should not be carried out in planned manner. Therefore from above response it is stated that the facilities are good but nothing is added on enhance employee’s performance. 40% of the employees states that they are rewarded according to their performance. But 60% of the employees state that they are not rewarded according to their performance. Compensation need to work upon. 66
  • 67. 5.2 SUGGESTIONS  Working conditions are appropriate up to an extent but still some improvements are required.  More temperature control systems should be installed at required places.  Conveyance facility should be for all the employees.  canteen facilities should be given.  To make improvements in state of cleanliness and sanitation sweepers should be instructed strictly to perform his/her duty.  Availability of more telephones in departments for effective communication.  The functioning of the management for the employees should be more transparent.  Employees should be paid equal to market rate. 67
  • 68.  Management should introduce new benefit and welfare schemes.  Special training programmers to be conducted within the country and abroad.  Employees educational background and qualification should be taken into consideration.  The performance appraisal should be either quarterly or half yearly rather than annually.  Job Rotation should be carried out in such a manner that the specialization of an employee is not affected i.e. should be exposure rather than transfer.  Salary packages needs main consideration to stop attrition rate.5.3 CONCLUSIONTo conclude the topic of my project. I would like to say the employee motivation is animportant aspect to be discussed & followed in every organization. As it is very important foreach & every organization. It is really helpful in the progress of employee of the organization.In OSRAM the employee motivational programme is effective & impressive to motivate theemployee of an organization. 68
  • 69. OSRAM is older manufacturing company in the lightning industry but it has not sustained ahigher position in the industry because of the reason that it don’t offer a competent salary in theindustry which hampers the performance also.Employee are motivated by surrounding environment of company but are dissatisfied by salaryand incentives offered, suggestion schemes, job rotation, career planning. The company lack oflatest data records and forecasting is not satisfactory.But despite of these entire conditions attrition rate is less because employee likes to associatewith the various material facilities provided by company.It was a very good experience for me to learn, so many new things in actual workingenvironment of an organization. From the findings of the study related issue should beresolved through prompt action in accordance of the organizational goal, so as to minimizeweakness & reinforce strength observed during the process. 69