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Motivation

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  • 1. TABLE OF CONTENTSCHAPTER TITLE PAGE NO ABSTRACT 2 LIST OF TABLE 3 LIST OF CHART 5 INTRODUCTION 1 1.1 Profile of an organization 7 1.2 Need for the Study 12 2 REVIEW OF LITERATURE 13 3 OBJECTIVES OF THE STUDY 19 RESEARCH METHODOLOGY 4 20 DATA ANALYSIS AND INTERPRETATION 5 24 FINDINGS OF THE STUDY 6 59 SUGGESTION & RECOMMENDATION 7 7.1 Conclusion 62 LIMITATIONS AND SCOPE OF THE STUDY 8 65 ANNEXURE 9.1Questionnaire 67 9 9.2Bibliography 71 1
  • 2. ABSTRACTThis project is entitled “Employee Motivation” with reference to “Anglo French TextilesLimited”. This company is located at Cuddalore RoadPondicherry.In this company there are 2600 employees including the staff members. For this study, Ihave choosen 100 as sample size..This study helps to know the satisfaction level of employees with the motivational factorsused by the company. This project had been undertaken by me to find out the needs andwants of the employees. Under this Study a questionnaire which constituted questionsrelating to the employees expectation. The gathered data had been critically analyzedrelating to employee motivations. 2
  • 3. LIST OF TABLE TABLE NO TITLE PAGE NO 1 Motivation to employees 18 2 Satisfied with motivation 19 3 Interest towards job 20 for employees 4 Motivated employee 21 increase productivity 5 Recognition for 22 performance 6 Continuous feedback for 23 performance 7 Employees to measure 24 performance 8 Facilities to employees 25 9 Medical and insurance 26 facility is motivated10 Satisfied with the basic 27 Needs11 Monetary reward to 28 employees 3
  • 4. 12 Organisation provides 29 monetary reward13 Activities motivates 30 Employees14 Employee as part of team 3115 Career development for 32 employees16 Training programmed to 33 improve productivity17 Encourage employee 34 to work18 Organisation collects 35 employee opinion19 Hygiene factor in job 36 satisfaction 20 Job enrichment provides 37 true motivation21 Best performance of 38 employee in year22 Proud to be member of 39 organisation . 4
  • 5. LIST OF CHARTTABLE NO TITLE PAGE NO 1 Motivation to employees 18 2 Satisfied with motivation 19 3 Interest towards job 20 for employees 4 Motivated employee 21 increase productivity 5 Recognition for 22 performance 6 Continuous feedback for 23 performance 7 Employees to measure 24 performance 8 Facilities to employees 25 9 Medical and insurance 26 facility is motivated 10 Satisfied with the basic 27 needs 11 Monetary reward to 28 employees 5
  • 6. 12 Organisation provides 29 monetary reward13 Activities motivates 30 employees14 Employee as part of team 3115 Career development for 32 employees16 Training programmed to 33 improve productivity17 Encourage employee 34 to work18 Organisation collects 35 employee opinion19 Hygiene factor in job 36 satisfaction20 Job enrichment provides 37 true motivation21 Best performance of 38 employee in year22 Proud to be member of 39 organisation 6
  • 7. 1. INTRODUCTION 1.1 COMPANY PROFILEThis project involves a study on “Employee Motivation” in Anglo French TextilesLimited. The main objective of this study is to know the level of satisfaction of eachemployee in the company. For this purpose 100samples are collected in relating tovarious motivational factors used by the company. The analysis includes finding out the needs and expectations from the employees toreinforce the motivational factors that they are already used by the Company.“A Motivation Scenario employed in Anglo French Textiles at Pondicherry”.Motivationis derived from the Word “Motive” means any idea,need, emotion or organic stateprompts a man to action.Motive is an internal factor that integrates a behavior.As themotive is within theIndividual,it is necessary to study needs,emotions etc., in order tomotivate him to work.Motivation is a process if getting the needs of the people realized with a view to inducesthem to work for the accomplishment of organization objectives.Indeed,Motivation isnothing but an action of inducement.Motivation is a behavioral concept. It seeks tounderstand why people behave as they do.HISTORY :The Anglo French Textiles is a unit of Pondicherry Textiles Corporation Limited. It isGovernment of Pondicherry undertaking and it is one of the largest composite textilemills in Southern India. It was started by Mr.RODIER in the year 1898 and was incorporated in England in theyear 1898.It celebrated its centaury in 1998.In the beginning Africa,Australia,Europe 7
  • 8. were the prominent buyers from Anglo French Textile now it shows the main interest inthe area of export and nearly local market.The company was managed by different and various agencies of different periods. Themill was expanded with additional machines and export of cloths received great attentionunfortunately in 1983 the mill faced financial and labour problems. The managementfound it very difficult to run this situation gace way to selling of the mill it Shri.JATIAand SOMINA group of Bombay at that time the mill was sacing financial crisis due tomismanagement and some problems. This lead to stoppage of operation in the mills and ultimately the mill stopped itsfunction from 1983 and was closed. Employee continues to work without wages for about six months loping prosperity butvain slowly the employees strength. It was not working for 3 years since 1983.This affected about 7000 families in the union territory of Pondicherry and also theeconomy of the state was affected the people and trade union. The press and thepoliticians voice at various forms to reopen the mill and the government of Pondicherrycame forward to undertake the mill in the year 1986.At that time the formed Pondicherrytextile corporation and from that time onwards their mill become government mill. In thebeginning there were 6500 employees in all the units.PRESENT CONTEXT OF AFT: Now, there are 3 units with total employee‟s strength of 4000.The Company hasplanned to modernize and install new machinery. It plans to produce superfine qualityfabric for export. The company has also set up a “quality term” in which key executivemember. The main objectives of the “quality term” are to get qualification certificate likeISO 9002 or EN 29000with this dedicated team. The Anglo French Textilemanagementwould surelyenter 21stcentuary as the pride of Pondicherry.Since itsdevelopment are manifold and materialistic. 8
  • 9. DEPARTMENT OF AFT:The Various Department of AFT are as follows (A)Production Department: 1. Spinning Department-Blow room, Carding& Spinning 2. Weaving Department-Loom Shed 3. Warehouse Department-Examining, Packing& Baling 4. Processing Department-Bleaching, Printing& Dyeing(B)Service Department: 1. Marketing Department 2. Finance & Accounts Department 3. Purchase & Stores 4. Quality Assurance 5. Engineering 6. Personnel(C) Service Sections: 1. EDP 2. Internal Audit 3. Costing 4. Canteen 5. Dispensary 6. Security 7. Transport & Automobile 8. Horticulture 9. Garment Factory 9
  • 10. (D) Raw Material: 1. Cotton 2. PolyesterABOUT THE PRODUCTS The following products are presently manufactured in Anglo French Textiles Limited.,(PTC)Pondicherry. 1. Cotton Clothes 2. Pant & Shirt Clothes 3. Towels 4. Screen Clothes 5. Uniforms 6. Bed Spread 7. Pillow CoversOBJECTIVES OF THE COMPANY:The main objective of the company can be generally started as the manufacturing andselling of cotton yarn & Cotton fabrics.  To manufacture and market cotton yarns.  To manufacture and market cotton fabrics.  To manufacture garments and uniforms for various agencies and service organization.  To protect the interest of the employees through welfare measures.  To modernize the mills and its systems including computerization. 10
  • 11. FUNCTIONS OF PERSONNEL MANAGEMENT AND HRDDEVELOPMENT:  Recruitment  Training & Development  Wage &Salary Administration  Labor Welfare Measures  Health & Safety Management  Industrial Relation Management  Compliance of Statutory Requirement  Disciplinary Proceedings  Carrier Planning & DevelopmentQUALITY POLICY OF AFT:Anglo French Textile is committed to meet the requirements of its customers andcontinually improve its products services by technological up gradation and enriching theresources with perpetual review of the quality system.SAFETY MEASURES:Anglo French Textiles has a full fledged safety department to monitor the safety in thefactory, the company has been a recipient of the state. 11
  • 12. 1.2 NEED FOR THE STUDYThe needs for the study are given below such as follows. To study and know the employee motivation scenario in “Anglo French Textiles Limited”. To know the employees satisfied level with the motivation factors undertaken by the company. To identify how the organization motivates the employees. To measure the level of performance before and after motivation to find out the improvement factors for motivating the employees. 12
  • 13. REVIEW OF LITERATURE:MOTIVATION: Some people perform the same type of job more efficiently then others some find it. More rewarding and interesting than others and some enjoy it more than others. At any given point of time people vary in the extent to which they are willing to direct their energies to the attainment of goals due to differences in motivation.DEFINITION:Motivation can be traced to be Latin word” Moves” which means “to move”.The term motivation means to accelerate to boost and to direct the behavior of a personfor achieving success.__Bert son and Steiner (1984) state “A motive is inner state tear energies (or moves) anddirects (or) channels behaviors towards goals”.___Motivation is the inner state that causes an individual to behave in a way that ensuresthe accomplishment of some goal.__According to viteles “Motivation represents an unsatisfied need which creates a stateof tension or disequilibrium, causing the individual to move in a goal directed patterntowards restoring a state of equilibrium, by satisfying the need”.TYPES OF NEEDS: There are three types of needs.  Primary Motives  General Motives  Secondary Motives 13
  • 14. 1.Primary Motives: The use of the term primary does not imply that this group of motives always takesprecedence the general and secondary motives. Although the precedence of primarymotives is implied in some motivation theories there are many situations in which thegeneral and secondary predominate over primary motives. Examples are fasting for a religious social or political cause. In both cases learnedsecondary motives are stronger than unlearned primary motives.2.General Motives: A separate classification for general motives is not always given. Yet such a categoryseems necessary because there are a number of motives which lie in the gray areabetween the primary and secondary classifications. To be included in the generalcategory, a motive must be unlearned but not physiologically based.3.Secondary motives:Secondary motives are most important. The motives of hunger and thirst are notdominant Amount people living – in the economically developed world. Some examplesof secondary motives are power, achievement and status. Every person in a responsibleposition in business, education and act may exhibit a need for power.MOTIVATION AND MORALE: Motivation and morale in industry are often used interchangeably; though they arereferred as two different kinds of phenomena. Motivation refers to the propensity towarda particular behavioral pattern to satisfy a need or deficiency. Morale describes anemployee‟s attitudes, feelings and judgment about his work, peers, supervisors,subordinates and his organization. A highly motivated employee may not have highmorale, through motivation to some degree provides potential for morale. 14
  • 15. THEORIES OF MOTIVATION: The importance of motivation to human life and work can be judged by the number oftheories that have been propounded to explain people‟s behavior. They explain humanmotivation through human needs and human nature. Prominent among these Theories andparticularly relevant to us are Maslows Need Hierarchy Theory, McGregor‟s Theory „x‟and „y‟ and Hertzberg, Motivation Hygiene Theory.We shall discuss three important theories in detail as follows;1. Maslows Need Hierarchy Theory2. McGregor Theory „x‟ and „y‟ and3. Hertzberg Two Factor Theory1.MASLOW NEED HIERARCHY THEORY: Maslow theory is significant because it encompasses all human needs and classifiesthem into five neat all-inclusive categories. There are give need-clusters.(a)Physiological Needs: Physiological needs are basic to life viz.., thirst, and companionship among others. Theyare relatively independent of each other and in some areas can be identified with aspecific location in the body. These needs are cyclic. In other words they are satisfied fora short period: then they reappear. Every human being wants to fulfill their basic needs that are survival needs like food,water and shelter and sex. once these basic needs are satisfied to the degree needed forthe sufficient and comfortable operation of the body, then the other levels of needsbecome important and start acting as motivators.(b)Safety and Security needs: Safety needs also called security needs, find expression in such series aseconomies security and protection from physical dangers and a desire for an orderly andpredictable world. Like physiological needs, these become in active once they aresatisfied. 15
  • 16. These the physiological needs are gratified, the safety and security needs becomepredominant. These are the needs for self-preservation as against physiological needswhich are for survival; these needs include those of security, stability, freedom fromanxiety and a structured and ordered environment.(c)Love and Social needs: These needs include the desire for love companionship and friendship these needsreflect persons desire to be accepted by others.Social needs refer to belongingness. All individuals want to associate with others to gainacceptance and to give and receive friendship from them. People do not work for moneyalone but also for companionship. Cohesive informal groups indicate that employeeshave found an outlet for their social needs.(d)Esteem needs: Esteem needs refer to a desire for firmly-based high evaluation from others for selfrespect and self esteem. They include those needs which indicate self confidence,achievement, competence, knowledge and independence. The need for esteem is to attain recognition from others which would induce a feeling ofself-worth and self-confidence in the individual. It is an urge for achievement, prestige,status and power, self-respect is the internal recognition. The respect from others is theexternal recognition.(e)Self –Actualization needs: Self Actualization needs refer to self-fulfillment. The term “Self-Actualization” wascoined by a Kurt Goldstein and means to become actualized in what one is potentiallygood at.The last need is the need to develop fully and to realize ones capacities and potentialitiesto the fullest extent possible, whatever these capacities and potentialities may be. This isthe highest level of need in maslow‟s hierarchy and is activated as a motivator when allother assignments that allow for creativity and opportunities for personal growth andAdvancement. 16
  • 17. 2. THEORY X AND THEORY Y: Douglas McGregor proposed two distinct views of human beings. One basicallyNegative, labeled theory x and other basically positive, labeled theory y.Under theory x, the four negative assumptions held by managers are:1. Employees inherently dislike work and whenever possible will attempt to avoid it.2. Since employees dislike work, they must be coerced, controlled, or threatened withpunishments to achieve goals.3. Employees will avoid responsibilities and seek formal direction whenever possible.4. Most workers place security about all other factors associated with work and will display little ambition. In contrast to these negative views about the nature of human beings, McGregor Listedthe four positive assumptions that he called theory Y.:1. Employees can view work as being as natural as rest or play.2. People will exercise self-direction and self-control if they are committed to theobjectives.3. The average person can learn to accept even seek responsibility.4. The ability to make innovative decisions is widely dispersed throughout the Populationand is not the sole province of those in management positions.3. HERZBERG TWO FACTOR THEORY: According to Hertzberg, man has two different: categories of needs, which areessentially independent of each other and affect behavior in different ways. When peoplefeel happy about their job, there an extra-in job, and also it increase the job satisfaction. Fredrick Hertzberg two factor theories concludes that certain factors in the work placeresult in job satisfaction, while others do not, but if absent lead to dissatisfaction. 17
  • 18. He distinguished between:Hygiene Factors:  Wages  Salary  Company policies  Interpersonal Relation with Peers  Job Security  Supervisors Technical Hygiene factors present dissatisfaction in the organization. According to him, hygiene factors are very necessary to maintain the human resources of an organization. Motivational Factors:  Job itself  Recognition  Achievement  Responsibility  Growth and Advancement These factors are interrelated and are positively related to motivation. According To Hertzberg job promotions, higher responsibilities, participation in central decision making are all signals of growth and advancement of employee in the organization. 18
  • 19. 3. OBJECTIVES OF THE STUDY To identify the different ways in the organization to motivate the employees. To find out the factors that affect the employee‟s motivation provided by an organization. To know how motivation creates job satisfaction among the Employees. To identify the significance of motivation that has an impact on productivity. To identify the factors which bring high level of satisfaction. 19
  • 20. 4.RESEARCH METHODOLOGY Research methodology is way to systematically solve the research problem. It is a planof action for a research project and explains in detail how data are collected and analyzed.Research Methodology may be understood as a science of studying how research is donescientifically. It can cover a wide range of studies from simple description andinvestigation to the construction of sophisticated experiment. A clear objective provides the basis of design of the project. Since the main objectiveof this study is to identify the customers preference, expectation and perception. It wasdecided to use descriptive research design include, surveys and fact-findings enquires ofdifferent kinds, which found out to be the most suitable design in order to carry out theproject.MEANING OF RESEARCH: Research is an art of scientific investigation. The advanced learner‟s dictionaries of currentEnglish lay are down the meaning of research as, “a careful investigation (or) inquiry especiallythrough search for new facts in any branch of knowledge”. Redmen and Mary define researchas a “systematic effort to gain knowledge”.RESEARCH DESIGN : A Research design is plan that specifies the objectives of the study, method to beadopted in the collection of the data, tools in analysis of data and helpful to framehypothesis. “A research design is the arrangement of condition for collection and analysisof data in a manner that aims to combine relevance to research purpose with economy inprocedure”. Research design is needed because it facilitates the smooth sailing of the variousproject operations, thereby making the project as efficient as possible yielding maximalinformation with minimal expenditure of effort time and money. Also it minimizes biasand maximizes the reliability of the data collected. 20
  • 21. NATURE AND SOURCE OF DATA :Primary data:The data which are collected afresh for the first time and thus happen to be original in characteris called primary data. The primary data was collected from the employees of AFT Limited through a directstructured questionnaire. Respondent has filled the questionnaire.Secondary data:The data which have already been collected and analyzed by someone else is called secondarydata.The secondary data was used mainly to support primary data. Company profiles, websites,magazines, articles were used widely.SAMPLING SIZE AND TECHNIQUE:Type of universe:The first step in developing any sample is clearly defining the set of objectives,technically called the universe, to be studied. Here the universe is the employees of AFTLimitedSize of sample:It refers to the number if items to be selected from the universe to constitute a sample. Here 100employees of AFT Limited in Pondicherry were selected as size of sample.Sample design:When population elements are selected for inclusion in the sample based on the case ofaccess, it is called convenience sampling method for the convenience of the researcher.Questionnaire construction:In constructing questionnaire, care was taken to investigate the difficulties that therespondent may face while answering them. It was prepared keeping in view the objectiveof the study. During the constructing care was taken to avoid questions, which may lead 21
  • 22. misinterpretation. The question thus constructed was a structured one so as to collect al therelevant information. The questions were arranged in a logical order/sensible sequence.The Questionnaire consists of a variety of questions presented to the employees for theirresponse. Dichotomous questions and multiple choice questions were used in constructingthe questionnaire.STATISTICAL TOOLS USED:To arrange and interpret the collected data the following statistical tools were used. 1. Percentage Method. 2. Chi – square Analysis.Percentage Method: The percentage method was extensively used for findings various details. It isused for making comparison between two or more series of data. It can be generallycalculated. Percentage of employees is given by (Number of employees favorable/total employees) × 100Chi – Square Analysis: Chi –square analysis in statistics to test the goodness of fit to verify thedistribution of observed data with assumed theoretical distribution. Therefore, it is ameasure to study the divergence of actual and expected frequencies. It makes noassumptions about the population being sampled. The quantity χ2 (chi- square) describesthe magnitude of discrepancy between theory and observation. If χ2 is zero, it means thatthe observed and expected frequency completely coincides. The greater the value of χ2,the greater would be the discrepancy between observed and expected frequencies. The formula for computing Chi – Square (χ2) is as followsχ2 = ε{(O-E)^2 /E} 22
  • 23. The calculated value of χ2 is compared with the table of χ2 for given degrees of freedom atspecified level of significance. If the calculated value of χ2 is greater than the table value thenthe difference between theory and observation is considered to be significant. On the otherhand, if the calculated value of χ2 les than the table value then the difference between theoryand observation is not considered to be significant. The degrees of freedom is (n – 1) where „n‟is number of observed frequencies. 23
  • 24. 5. DATA ANALYSIS AND INTERPRETATIONS Percentage MethodTable 1: Motivation to Employees:Particulars No of Respondents Percentage Yes 75 75 No 25 25Total 100 100INFERENCES: From the above table shows that 75% of respondents say that the company providesmotivation to the employees, only 25%of respondents say no that the company did notprovide motivation to employees.Chart 1: 80 75 70 60 50 40 Motivation to Employees 30 25 20 10 0 Yes No 24
  • 25. Table 2:Satisfied with Motivation:Particulars No of Respondents Percentage Yes 68 68 No 32 32Total 100 100INFERENCES: From the above table shows that 68% of the respondents are satisfied with themotivation that the company provides, only 32% of respondents are not satisfied with themotivationChart 2: 68 70 60 50 40 32 Satisfied with 30 the Motivation 20 10 0 Yes No 25
  • 26. Table 3: Interest towards Job for employees: Particulars No of Respondents Percentage Yes 56 56 No 44 44 Total 100 100 INFERENCES: From the above table show that 56% of respondents says that motivation createsInterest towards a job for employees & 44% of respondents says no that theMotivationdoes not create interest towards a job. Chart 3: 60 56 50 44 40 30 Motivation Creates Interest towards job 20 10 0 Yes No 26
  • 27. Table 4: Motivated employee increase productivity: Particulars No of Respondents Percentage To Large Extent 54 54 24 24 To Some Extent 22 22 Not at All Total 100 100INFERENCES: From the above table shows that 54% of respondents say that motivated employee willincrease the productivity level to large extent & 24% of respondents say it to some extent& 22% says that not at all the motivated employee will increase the Productivity level.Chart 4: 27
  • 28. 60 54504030 24 2220 Highly Motivated10 employee… 0 To To Not at Large some All Extend Extend 28
  • 29. Table 5: Recognition for Performance: Particulars No of Respondents Percentage Yes 54 54 No 46 46Total 100 100INFERENCE: From the above table shows that 54% of respondents say that organization provideRecognition for performance & 46% of respondents says no that organization does notprovide recognition for performance.Chart 5: 54 52 50 48 Recognition for your performance 46 44 42 Yes No 29
  • 30. Table 6: Continuous feedback for Performance: Particulars No of Respondents PercentageTo Large Extent 36 36To Some Extent 34 34 Not at All 30 30 Total 100 100INFERENCES: From the above table shows that 36% of respondents says that manager givesContinuous feedback about the performance to large extent, 34% of respondents Says tosome extent, 30% of respondents says not at all.Chart 6: 36 35 34 33 32 31 Feedback about your 30 Performance 29 28 27 To Large To Some Not at All Extend Extend 30
  • 31. Table 7: Employees to Measure Performance:Particulars No of Respondents Percentage Yes 55 55 No 45 45Total 100 100INFERENCES:From the above table shows that 55% of respondents says yes that the company Teachemployees to measure their own performance & 45% of respondents says no that thecompany does not teach employees to measure their own performance.Chart 7: 31
  • 32. 60 55 50 45 40 30 Employee to measure own performance 20 10 0 Yes NoTable 8: Facilities to Employees:Particulars No of Respondents Percentage 32
  • 33. Insurance 43 43 Medical 25 25 Transport __ __ Canteen 32 32 Total 100 100INFERENCES:From the above table shows that organization provides facilities to employees that 43%of respondents say Insurance, 25% of respondents says medical &32% of respondentssays canteen & there is no transport for the employees.Chart 8: 45 43 40 35 32 30 25 25 Facilities to the 20 Employees 15 10 5 0 0 Insurance Medical Transport Canteen 33
  • 34. Table 9: Medical and Insurance facility is motivated:Particulars No of Respondents Percentage Yes 65 65 No 35 35 Total 100 100INFERENCES: 34
  • 35. From the above table shows that 65% of respondents says yes that medical facility &Insurance provided by company is highly motivate & 35% of respondents says no that itis not motivate for them.Chart 9: 70 65 60 50 40 35 Medical & Insurance 30 20 10 0 Yes NoTable 10: Satisfied with the basic needs:Particulars No of Respondents PercentageHighly Satisfied 34 34Satisfied 26 26No opinion 18 18Dissatisfied 12 12Highly Dissatisfied 10 10 35
  • 36. Total 100 100INFERENCES: From the above table shows that 34% of respondents are highly satisfied with basicneeds, 26% of respondents are satisfied, 18% of respondents says no opinion, 12% ofRespondents are dissatisfied, 10% of respondents are highly dissatisfied with basic needs.Chart 10: 35 30 25 20 15 Basic Needs 10 5 0 Highly Satisfied No opinion Highly Dissatisfied 36
  • 37. Table 11: Monetary Reward to Employees:Particulars No of Respondents Percentage Yes 32 32 No 68 68Total 100 100INFERENCES: 37
  • 38. From the above table shoes that 32% of respondents says yes that company givesmonetary reward to employees, 68% of respondents says no that company does not givemonetary reward to employees.Chart 11: 68 70 60 50 40 32 Monetary reward to the 30 Employees 20 10 0 Yes NoTable 12: Organisation provides Monetary Reward: Particulars No of Respondents Percentage Gifts 56 56 Cash Awards 25 25 Allowances 19 19Total 100 100 38
  • 39. INFERENCES: From the above table shows that monetary reward the organization provides for theEmployees is 56% of respondents say gifts, 25% of respondents say cash awards, and19% of respondents say allowances.Chart 12: 60 56 50 40 30 25 19 Monetary Reward 20 10 0 Gifts Cash Allowances Awards 39
  • 40. Table 13: Activities motivates employees: Particulars No of Respondents PercentageMonetary Reward 15 15Job Promotion 30 30Job Security 55 55Transfer __ __Total 100 100 40
  • 41. INFERENCES: From the above table shows that the activities which motivates them is 15% ofRespondents says monetary reward,30% of respondents says Job promotion &55% ofrespondents says Job security & the company does not provide transfer For them.Chart 13: 60 50 40 30 Activities Motivates 20 10 0 Monetary Job Job Security Transfer Reward Promotion 41
  • 42. Table 14: Employee as part of Team:Particulars No of Respondents Percentage Yes 54 54 No 46 46Total 100 100INFERENCES:From the above table shows that 54% of respondents say yes that the company makes theemployee as part of team & 46% of respondents says no that the company does not makethe employee as part of team.Chart 14: 42
  • 43. 54 54 52 50 48 Employee as a part of 46 Team 46 44 42 Yes NoTable 15: Career Development for Employees: 43
  • 44. Particulars No of Respondents Percentage Yes 45 45 No 55 55Total 100 100INFERENCES: From the above table shows that 45% of respondents says yes organization givesImportance to career development for employees & 55% of respondents says no that Theorganization does not gives importance to career development for employees.Chart 15: 60 55 50 45 40 30 Career Development 20 10 0 Yes NoTable 16:Training Programmed to improve Productivity: 44
  • 45. Particulars No of Respondents PercentageTo Large Extent 54 54To Some Extent 32 32 Not at All 14 14 Total 100 100INFERENCES: From the above table shows that 54% of respondents say organization gives Trainingprogrammed to improve productivity to large extent, 32% of respondents Says to someextent & 14% of respondents says not at all.Chart 16: 60 54 50 40 32 30 Training Programmed to 20 improve Productivity 14 10 0 To Large To Some Not at All Extend Extend 45
  • 46. Table 17:Encourage employee to work: Particulars No of Respondents PercentageTo Large Extent 55 55To Some Extent 33 33 Not at All 12 12 Total 100 100 46
  • 47. INFERENCES:From the above table shows that 55% of respondents say that manager encourageEmployee to work independently to large extent, 33% of respondents say to some Extent& 12% of respondents say not at all.Chart 17: 60 55 50 40 33 30 Manager Encourage 20 Employees 12 10 0 To Large To Some Not at All Extend Extend 47
  • 48. Table 18:Organization collect employee opinion: Particulars No of Respondents Percentage Suggestion Box 56 56 Weekly Meetings 25 25 Monthly Meetings 19 19 Total 100 100INFERENCES:From the above table shows that organization collects the employee opinion through56% of respondents says suggestion box, 25% of respondents says Weekly meetings &19% of respondents says monthly meetings.Chart 18: 48
  • 49. 60 56 50 40 30 25 19 Organisation collect employee 20 opinion 10 0 Suggestion Weekly Monthly Box Meetings MeetingsTable 19: Hygiene factor in Job Satisfaction: Particulars No of Respondents Percentage Job Security 27 27 Promotion 23 23 Working Conditions 38 38 Pay and Allowances 12 12 Total 100 100INFERENCES: From the above that shows that hygiene factor will result in Job satisfaction through27% of respondents says job security, 23% of respondent‟s saysPromotion, 38% ofrespondents says working conditions, 12% of respondents Says pay & allowances.Chart 19: 49
  • 50. 403530252015 Job Satisfaction10 5 0 Job Security Promotion Working Pay & Condition Allowance 50
  • 51. Table 20: Job Enrichment provides true motivation: Particulars No of Respondents Percentage Yes 53 53 No 47 47 Total 100 100INFERENCES:From the above table shows that 53% of respondents say yes that job enrichment Providetrue motivation & 47% of respondents say no that job enrichment does not provide truemotivation.Chart 20: 53 53 52 51 50 49 48 Job Enrichment 47 47 46 45 44 Yes No 51
  • 52. Table 21: Best performance of employee in year: Particulars No of Respondents Percentage Yes 25 25 No 75 75 Total 100 100INFERENCES: From the above table shows that 25% of respondents say yes organization Select bestperformance of employee in year & 75% of respondents says no that organization doesnot select best performance of employee in year.Chart 21: 52
  • 53. 80 7570605040 Best Performance30 2520100 Yes No 53
  • 54. Table 22: Proud to be member of organization: Particulars No of Respondents Percentage Yes 83 83 No 17 17 Total 100 100INFERENCES: From the above table shows that 83% of respondents are proud to be the member of theorganization & 17% of respondents are not proud to be the member of the Organization. Chart 22: 90 83 80 70 60 50 Proud to be the 40 member of the Organization 30 20 17 10 0 Yes No CHI-SQUARE TEST 54
  • 55. NULL HYPOTHESIS Ho:To find out there is significant links between Gender and activities motivated them in theorganization.ALTERNATIVE HYPOTHESIS H1:To find out there is a significant links between Gender and activities motivatedemployees in the organization.PARTICULARS MONETARY JOB JOB TOTAL REWARD SECURITY PROMOTION MALE 10 35 20 65 FEMALE 5 20 10 35 15 55 30 100 O E (O-E)2 (O-E)2/E 55
  • 56. 10 9.75 0.0625 6.410 35 35.75 0.5625 0.015 20 19.5 0.25 0.012 5 5.25 0.0625 0.011 20 19.25 0.5625 0.029 10 10.5 0.25 0.023TOTAL 6.5 Calculated value of Chi-square = 6.5Degree of freedom = (c-1) (r-1) = (3-1) (2-1) =2The table value of chi-square for four degree of freedom at 5 percent level of significanceis 5.991Interpretation:The calculated value of chi-square is much more than the table value. The result, thus,support the hypothesis and its can be concluded that the significant links between Genderand the activities which motivated the employees most. 56
  • 57. 6. FINDINGS OF THE STUDY In overall employee in Anglo French Textiles Limited 75% of respondents say that the company provides motivation to the employees, only 25%of respondents says no that the company did not provide motivation to employees. 68% of the respondents are satisfied with the motivation that the company provides; only 32% of respondents are not satisfied with the motivation. 56% of respondents say that motivation creates interest towards a job for employees & 44% of respondents say no that the motivation does not create interest towards a job. 54% of respondents say that motivated employee will increase the productivity level to large extent & 24% of respondents say it to some extent & 22% says that not at all the motivated employee will increase the Productivity level. 54% of respondents says that organization provide Recognition for performance & 46% of respondents says no that organization does not provide recognition for performance. 36% of respondents say that manager gives Continuous feedback about the performance to large extent, 34% of respondents says to some extent, 30% of respondents say not at all. 55% of respondents say yes that the company teach employees to measure their own performance & 45% of respondents says no that the company does not teach employees to measure their own performance. 57
  • 58.  Organization provides facilities to employees that 43% of respondents say Insurance, 25% of respondents says Medical &32% of respondents says Canteen & there is no Transport for the employees. 65% of respondents say yes that Medical Facility &Insurance provided by company is highly motivate & 25% of respondents says no that it is not motivate for them. 34% of respondents are highly satisfied with basic needs, 26% of respondents are satisfied, 18% of respondents say no opinion, 12% of respondents are dissatisfied, and 10% of respondents are highly dissatisfied with basic needs. 32% of respondents say yes that company gives monetary reward to employees, 68% of respondents says no that company does not gives monetary reward to employees. Monetary reward the organization provides for the employees are 56% of respondents says Gifts, 25% of respondents say Cash Awards, 19% of respondents say Allowances. The activity which motivates them is 15% of respondents says Monetary Reward, 30% of respondents say Job Promotion &55% of respondents says Job Security & the company does not provide Transfer for them. 54% of respondents say yes that the company makes the employee as part of team & 46% of respondents say no that the company does not make the employee as part of team. 45% of respondents says yes organization gives importance to Career development for employees & 55% of respondents says no that the organization does not gives importance to Career development for employees. 58
  • 59.  54% of respondents say organization gives Training programmed to improve productivity to large extent, 32% of respondents Says to some extent & 14% of respondents says not at all. 55% of respondents say that manager encourages employee to work independently to large extent, 33% of respondents say to some extent & 12% of respondents say not at all. Organization collects the employee opinion through 56% of respondents says Suggestion Box,25% of respondents says Weekly Meetings & 19% of respondents says Monthly Meetings. Hygiene factor will result in Job Satisfaction through 27% of respondents says Job Security,23% of respondents says Promotion,38% of respondents says Working Conditions,12% of respondents Says Pay & Allowances. 53% of respondents say yes that Job Enrichment provide true motivation & 47% of respondents say no that Job Enrichment does not provide true motivation. 25% of respondents says yes organization select best performance of employee in year & 75% of respondents says no that organization does not select best performance of employee in year. 83% of respondents are proud to be the member of the organization & 17% of respondents are not proud to be the member of the organization. 59
  • 60. 7. SUGGESTIONS AND RECOMMENDATIONS The company can provide transport facility to the employees. The management can invest certain amount in transport and fulfill employee needs. It improves productivity and on time on duty in the concern. In AFT Limited the management can provide transfer for the employees in which they can go to some other places and work for a certain period. In AFT Limited, the organization is not giving more importance to the career development for the employees, so it basically affects the employee‟s future. In that case the company should concentrates on career development for the Employees. The organization can select the best performance for every year in which it will make the employee to perform well during the training period and during the work time. The organization can give training programmed in systematic programmed for the employees to improve the productivity level in the concern. In the company the manager can give feedback for the employee‟s regarding their performance in which the employees can correct their mistake and they can perform well during the work time. In the organization the manager can encourage the employees to work independently in which they can do their job well, and it will be motivating aspects for them. 60
  • 61. 7.1 CONCLUSION 61
  • 62. The study conducted at Anglo French Textiles Limited deals with the “EmployeeMotivation ”. In this present situation, every organization should provide motivation tothe employees. Employee motivation will help to increase performance standard of anemployee as well as concern. In the duration of the project I have a lot of experience.There are various factors that influence motivational factors such as salary, workingconditions, training and job satisfaction. Motivation is the ultimate function of so manyindividuals attitudes together. It is very complex, complicated and personal experience. Itis difficult to determine the relative importance of the factors influencing motivation asthe importance varies with time and individuals. The motivation is the continuous processof the organization have come to conclusion that the employee motivation plays asignificant role in modern organization 8.LIMITATIONS AND SCOPE OF THE STUDY 62
  • 63. 8.1 LIMITATIONS:  Some employees were having little difficulty in expressing the views even though the answer to the questions.  Time period of this study is also very short.  As the workers are not literate enough, it was difficult to get the responses from them.  Employees of the company are not aware of whatis motivation means.  Most of the employees didn‟t come forward to give opinion about the management so only it didn‟t provide me to derive a concrete solution.  The study was limited only to one company i.e. AFT.  The study is based on only 100 samples.  The study only based on employs side. It is not covering the staffs. 8.2SCOPE:  The present study aims to find out the level of workers motivation.  The study explores the views expressed by the Respondents about the motivation and providing solutions in an attempt to develop a better system.  The study is conducted taking into consideration only the workers of Anglo French Textiles Limited.  The importance of studying employee motivation isto understand the internal satisfaction in the minds of every employee.  The study helps to know some employees satisfaction level and some employee‟s dissatisfaction level.  The findings of this study help the company to implement the expectations from the employees.  This study helps the company to know whether the motivation undertaken is strongly accepted and also to know the lacking in the employee motivation. 63
  • 64. 9. ANNEXURE9.1 QUESTIONARIES 64
  • 65. A STUDY ON EMPLOYEE MOTIVATION SCENARIO IN ANGLO FRENCH TEXTILES LIMITEDGENERAL INFORMATIONS:NAME:AGE:GENDER:MARITAL STATUS:QUALIFICATION:1. Below SSLC 2.Higher Secondary 3.Diploma 4.Degree HolderEXPERIENCE:1.5-10 Years 2.10-15 Years 3.15-20 Years 4.20-25 YearsSALARY:1. Below 5000 2.5000- 10000 3.10000-15000 4.15000 & above1. Does the company provide any motivation to the employees?(a) Yes (b)No 65
  • 66. 2. Are you satisfied with the motivation that the company provides?(a)Yes (b) No3. Does the motivation create any interest towards a job for employees?(a)Yes (b) No4. Do you think that a highly motivated employee will increase the productivity level?(a)To Large Extent (b)To Some Extent (c)Not at All5.Does the organisation provide recognition for your employees?(a) Yes (b)No6. Does the manager give continuous feedback about your performance?(a)Yes (b) No7. Does the company teach the employees how to measure their own performance?(a)Yes (b) No8. Does the organization provide the following facilities to the employees?(a)Insurance (b) Medical (c) Transport (d) Canteen9. Does the medical facility and the insurance provided by the company is highlymotivate to you.?(a)Yes (b) No 66
  • 67. 10. Are you satisfied with the basic needs?(a)Highly Satisfied (b) Satisfied (c) No opinion (d) Dissatisfied (e) HighlyDissatisfied11. Does the company give monetary reward to the employees? (a)Yes (b) No12. What type of monetary reward does the organization provides for the employees?. (a) Gifts (b) Cash Awards (c) Allowances13. Which activities motivate you the most? (a)Monetary Reward (b) Job promotion (c) Job security (d) Transfer14. Does the company make the employee as part of team? (a)Yes (b) No15. Do you think that the organization gives importance to the career development foremployees? (a)Yes (b) No16. Does the organization give training programmed in systematic manner to improveproductivity? (a) To Large Extent (b) To Some Extent (c) Not at All17. Does the manager encourage employees to do your work independently? 67
  • 68. (a) To Large Extent (b) To Some Extent (c) Not at All18. In which way does the organization collect the employee’s opinion? (a) Suggestion Box (b) Weekly Meetings (c) Monthly Meetings19. Which of the following hygiene factor will result in job satisfaction? (a)Job security (b) Promotion (c) Pay and Allowances (d) Working Conditions20. Does the job enrichment provide true motivation? (a) Yes (b) No21. Whether the organization select the best performance of employee in the year? (a)Yes (b) No22. Are you proud to be the member of the organization? (a)Yes (b) No 9.2 BIBLIOGRAPHY1. Stephen P. Robbins & Seema Sanghi (2005) ORGANISATIONAL BEHAVIOUR,Dorling Kindersley (Indian) Pvt Ltd., New Delhi.2. Bhagoliwal, T.N. (1992) PERSONNEL MANAGEMENT AND INDUSTRIALRELATIONS, Sathitya bawan, Agra. 68
  • 69. 3. HUMAN RESOURCE MANAGEMENT (2003), ICFAI center for managementResearch, Hyderabad.4. Kothari, C.R.Research Methodology-Methods and Techniques. 69
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