1. Summer Internship Project Report
ON
MOTIVATIONAL LEVEL IN RETAIL SECTOR
AT FLFL (Central)
BY
SHEKHAR KUSHWAHA
2014MBAI009
Under the supervision of
Dr. UPASANA SINGH
Faculty Guide
(Submitted in the partial fulfilment of the requirement for the BBA degree)
Institute of Management
JK Lakshmipat University
2016

2. Declaration
I hereby declare that the project report entitled “MOTIVATIONAL LEVEL IN
RETAIL SECTOR at FLFL (Central)” is an original work developed and
submitted by me under the guidance of Dr. Upasana Singh.
Shekhar Kushwaha
2014mbai009

3. ACKNOWLEDGEMENT:-
The satiation and euphoria that accompanythe successfulcompletionof
the projectwould be incomplete without the mention of the people who
made it possible.
I would like to take the opportunity to thank and express my deep sense of
gratitude to my faculty guide Dr. Upasana Singh for his valuable time
guidance and also to my corporate mentor Nidhi Sharma(regional HR).I am
greatly indebted to him for providing his valuable guidance at all stages of
the study and also Mr. Prashant Dixit for his advice constructive
suggestions,positive and supportive attitude and continuous
encouragement,without which it would not have been possibleto complete
the project.
I owe my wholehearted thanks and appreciation to the entire staff of future
lifestyle fashion Ltd at Central. For their cooperationand assistance during
the course of my project
I hope that I can build upon the experience and knowledge that I have
gained and make a valuable contribution towards the industry in coming
future.

4. List of Contents
Project Contents Page No.
1. Executive Summary
2. Industry Overview
3. Objective
4. Data Collection
5. Analysis
6. Observations
7. Suggestions

5. EXECUTIVE SUMMARY
I have done my major projecton Employee Motivation factor in FLFL and for
doing research work I chose Future lifestyle fashion ltd. In central format
Jaipur.
The report is all about the experience & practical knowledge during the 6
weeks of Summer Internship under HR (Human Resources) of FLFL at
Central format.
.
The study is done on the employee motivational factor in Central
Format, refers to the mechanism through which employeesget motivated in
different ways by which employee get best out of them that helps the
organization to earn maximum profit.
For on motivational factor the information has been
collected from the employees through interview questionnaire. Sample size
of collecting date is 55 from which44 are male and 9 are female.My research
works going to help the organization to know that what motivates the
employees to work in that organization and because of our research this
industry may focus on that part from which employees get less motivated,
and also help to get maximum productivity from employeesfrom which they
are maximum motivated.
The main observation formotivating employeesis that the FLFL takes
responsibility to motivate every level of employees to get best out of them.

6. Retail sector
Retail is the processof selling consumergoods and /or services to
consumergoods and or services to customerthough multiple channels of
distribution to can a profit. Demand is created through diverse target
markets and promotional tactics, satisfying consumerwants and through a
lean supply chain. In the2000s an increasing amount of retailing is done
online using electronic payment and delivery via a counter or postal mail.
Retailing includes subordinated services such as delivery.
The term “retail” is also applied where a services provider services the
needs of a large number of individuals, such as for the public. Shop may be
on residential streets, streets with few or no house, or in a shopping mall.
Shopping streets may be for pedestrians only.
Retail comes from the old French word tailor, which means “to cut off clip
pare, divide” in term of tailoring (365), it was first record as a noun with the
meaning of a “sale in small quantities” in 1433 (from the middle French
retail, “piece cut off,sherd, scrap, paring”). Like in French, the word retail in
both Dutch and German also refers to sale of small quantities of items.
RETAIL IN INDIA
The Indian retail industry has emerged as one of the most dynamic and
fast-paced industries due to the entry of several new players. It accounts
for over 10 per cent of the country’s Gross Domestic Product(GDP) and
around 8 per cent of the employment.India is the world’s fifth-largest global
destination in the retail space.
 Market Size
The Boston Consulting Group and Retailers Associationof India
published a report titled, ‘Retail 2020:Retrospect,Reinvent, Rewrite’,
highlighting that India’s retail market is expected to nearly double to
US$ 1 trillion by 2020 from US$ 600 billion in 2015,driven by income

7. growth, urbanization and attitudinal shifts. The report adds that while
the overall retail market is expected to grow at 12 per cent per
annum, modern trade would expand twice as fast at 20 per cent per
annum and traditional trade at 10 per cent. Retail spending in the top
seven Indian cities amounted to Rs 3.58 trillion (US$ 53.7 billion),
with organized retail penetration at 19 per cent as of 2014.Online
retail is expected to be at par with the physical stores in the next five
years.
India’s direct selling industry increased 6.5 per cent in FY2014-15 to Rs
7,958 crore (US$ 1.19 billion) and is expected to reach a size of Rs 23,654
crore (US$ 3.55 billion) by FY2019-20,as per a joint report by India Direct
Selling Association(IDSA) and PHD.
Retail industry can be classified into two broad categories – organized retail
and unorganized retail.
According to the Global Retail DevelopmentIndex2012,India ranks fifth
among the top 30 emerging markets for retail. The recent announcement
by the Indian government with Foreign Direct Investment(FDI) in retail,
especiallyallowing 100% FDI in single brands and multi-brand FDI has
created positive sentiments in the retail sector.
EmergingAreas
 Apparel and fashion
 Fashion & Lifestyle
 Food & Beverage retail
 Pharmaceutical Retail
 E-commerce or E-tailing
Factors driving growth are:
 Emergence of nuclear families
 Falling real estate prices

8.  Growing trend of double-income households
 Increase in disposable income and customeraspiration
 Increase in expenditure for luxury items
 Large working population
 Low share of organized retailing
 Growing liberalization of the FDI policy in the past decade
Future Group
Future Group understands the soul of Indian consumers. As one of India’s retail pioneers with
multiple retail formats, we connect a diverse and passionate community of Indian buyers, sellers
and businesses. The collective impact on business is staggering: Around 300 million customers
walk into our stores each year and choose products and services supplied by over 30,000 small,
medium and large entrepreneurs and manufacturers from across India. And this number is set to
grow.
Future Group employs 36,000 people directly from every section of our society. We source our
supplies from enterprises across the country, creating fresh employment, impacting livelihoods,
empowering local communities and fostering mutual growth.
We believe in the ‘Indian dream’ and have aligned our business practices to our larger objective
of being a premier catalyst in India’s consumption-led growth story. Working towards this end,
we are ushering positive socio-economic changes in communities to help the Indian dream fly
high and the ‘Sone Ki Chidiya’ soar once again. This approach remains embedded in our ethos
even as we rapidly expand our footprints deeper into India.
Future Group's operating companies sorted by targeted markets
Retail
 Future Retail Ltd
 Future Lifestyle Fashion Ltd
 Future Consumer Enterprise Limited

9. Financial Services
 Future Capital Holdings (for internal financial services)
 Future Generali Life Insurance
 Future Generali General Insurance
 Future Ventures
Other Services
 Future Innoversity
 Future Supply Chains
 Future Brands
 Future Learning
Future Group retail services sorted by operating companies
 Food Bazaar
 FBB (Fashion @ Big Bazaar)
 Hometown
 E Zone
 Food hall
 FutureBazaar.com(e-retailing)
 Easy day
 Big Bazaar
Future Lifestyle Fashion Ltd
 Central
 Brand Factory
 Planet Sports
Future lifestylefashionltd.-central
CentralJaipur established on 3rd
September2010 in 210500 sq feet
area.And carpetarea is 170000sq. feet .with employees270 people,
future group‘s centralformathas gone in for a makeover form a

10. seamlessmall to a departmentalstore,with specialfocus on private
labels.
According to jitendernathpatrinationalhead marketing,central,
future group.“A mall is a differentanimal with a differentexperience
and we are moving away from this concept,initially consumerwere
confusedaboutcentralstood for as we had taken the route of
seamlessmall but today we would rather perceived as a departmental
store offering affordable mid-levelbrands in the lifestyle space.
Central is retail Departmental retail chain operated by Future Retail
Limited, the operating company of Future Group which also runs another
popular hypermarket chain, Big Bazaar.
Central has outlets in Ahmedabad,Bangalore, Bhubaneswar, Cochin,
Hyderabad, Pune, Nashik, Mangalore, Mumbai, Navi Mumbai, New Delhi,
Vadodara, Gurgaon, Indore, Nagpur, Patna, Jaipur, Surat, Visakhapatnam,
and Bhubaneswar. It has a clothes and food chain with 3 Amigos,Slam
bay, Baskin Robbins among many others and has three main restaurants
like Bombay Blues and CopperChimney. BangaloreCentral is a shopping
mall, situated in Bangalore, India. Spread over 120,000 sq.ft. (11,000 m2
).,
it is situated on Residencyroad, off M G Road. Another Bangalore Central
mall was started in 9th Block, Jahangir. Another Bangalore Central mall
(Soul Space Spirit) was started at Bellandur Junction which was opened on
24 March 2011,Bellandur. Mangalore Central,situated in Forum Fizz Mall
is spread over 75,000 sq. ft. (7,000 m2
).
Central will be pitted against retailer such as shoppers stopand lifestyle
offerthe latest brand and style with more affordable price points to suit the
consumer.

11. Scope and objective
The main objectives of the study are as follows:
 To understand the factor of engagement at FLFL
 To understand the employee perceptionof work environment

12. DATA COLLECTION
The study: - the study was done on the motivational process followed at future
lifestyle fashion ltd-central
Tools for Data Collection:- for on motivational process theinformation has been
collected fromthe industry guide and from employees through interview
questionnaireand rest other information has been collected fromthe industry
guide itself.
Methodology: - The analysis was based on information obtained through
observation, interview and interaction with the industry guide and employees. On
the basis of the collected information, employee engagement and employee
benefits are analyzed and an insight is developed for understanding its
effectiveness. We have performed SWOTanalysis of engagement activity to
review, identify the challenges and suggestsome measurefor its improvement.
On the basis of the responsereceived fromemployees, percentage analysis has
been done to identify the factors personalas well as professionalof leaving the
organization. The opinion of employees who are in the organization regarding
work environmentincludes behavior of supervisor, interdepartmentaland
interpersonalrelationship analyzed frompercentage analysis. For the research,
the entire strategy was studied through personalinteraction with the former
employees and also the interaction with industry guide.
I have used both the primary and secondary method of date collection questioner
to be filled form100 employees of futuregroup on satisfied randomsampling
basis and .

13. Data analysis
Table no- 5.4 Table shows the work of span of the respondent.
Above table shows that 68% percent (n=36) respondent belongs to working span of 1 to 5, group
of percent 32% (n=17) respondent belongs more than 5 years.
Table no- 5.5 Table shows present salary and increment of the respondent
Above table shows that75% percent (n=3944) respondent happy with present salary and
increment and group of percent 6% (n=6) have a belief that they are not getting proper
increment.
68%
32%
work span
1 – 5 years
6 – 10 years
75%
15%
4%
0% 6%
present salaryand increment
Strongly agree
Agree
Uncertain
Disagree
Strongly disagree

14. Table no-5.6 Table shows financial or financially related reward systemin my
organization.
Above table shows that 47% (n=25) respondent satisfy with reward system-group of percent
11% (n=6) are not satisfy with reward system
Table no- 5.7 Table shows working conditions are clean, pleasant & safe of respondent.
Above table shows that 55% percent (n=29) respondent satisfy with the working condition at
central and-group of percent 8% (n=4) are not satisfied with working condition.
55%24%
7%
6%
8%
working conditions & Hygiene.
Strongly agree
Agree
Uncertain
Disagree
Strongly disagree
23%
47%
15%
4% 11%
financial related reward system
Strongly agree
Agree
Uncertain
Disagree
Strongly disagree

15. Table no-5.8 Table shows welfare facilities provided by the company.
Above table shows that 53% percent (n=28) respondent happy with welfare facilities.
Table no-5.9 Table shows policies and procedures of respondent.
53%
45%
2%
0%
0%
walfarefacilities
Strongly agree
Agree
Uncertain
Disagree
Strongly disagree
47%
40%
13%
0% 0%
policies and procedures.
Strongly agree
Agree
Uncertain
Disagree
Strongly disagree

16. Above table shows that 47% percent (n=25) respondent are aware of polices and procedure and
group of percent 13% (n=7) are uncertain about the policies and procedures.
Table no 5.10 Table shows relation with my superior peer and subordinates of Respondent.
Above table shows that 26% percent (n=14) respondent having a good relation with their
subordinate and group of percent 2% (n=1) are not having a proper engagement with
subordinate.
Table no 5.11 Table shows supervisor take interest in our problem, wellbeing future
26%
21%
25%
26%
2%
relation with subordinate
Strongly agree
Agree
Uncertain
Disagree
Strongly disagree
49%
45%
2% 2% 2%
superviser take intrest in our problem
Strongly agree
Agree
Uncertain
Disagree
Strongly disagree

17. Above table shows that 29% percent (n=44) respondent says that supervisor take interest in their
problem and group of percent 2% (n=1) says that they don’t take interest in their problem.
Table no 5.12 Table shows setting and achieving challenging goal
Above table shows that 40% percent (n=21) respondent are able to set their their goal by self and
group of percent 2% (n=1) are not able to set their goals.
Table no 5.13 Table shows recognized and praised for my good performance
40%
36%
7%
15%
2%
setting and achieving challenging goal
Strongly agree
Agree
Uncertain
Disagree
Strongly disagree
40%
49%
2%
9%
0%
recognized & praised for my good
performance
Strongly agree
Agree
Uncertain
Disagree
Strongly disagree

18. Above table shows that 40% percent (n=21) respondent belief that they praised for their
performance and group of percent 9% (n=05) are belief that they are not getting any appraisal.
Table no 5.14 Table show performance appraisal &career development effective system
.
Above table shows that 34% percent (n=21) respondent belief that they praised for their
performance and group of percent 9% (n=05) are belief that they are not getting any appraisal.
Table no 5.15 Table show job has enough learning opportunities which will help me in
career advancement
34%
47%
8%
11%
0%
performanceappraisal
Strongly agree
Agree
Uncertain
Disagree
Strongly disagree
56%
40%
0% 2% 2%
job has enough learning opportunities
&career advancement
Strongly agree
Agree
Uncertain
Disagree
Strongly disagree

19. Above table shows that 56% percent (n=30) respondent belief that the job has enough learning
and group of percent 2% (n=01) are belief that the job don’t have enough learning.
Table no 5.16 Table show right opportunities in this organization for my personal growth and
promotion
Above table shows that 34% percent (n=18) respondent belief that they get right opportunity and
group of percent 4% (n=02) are belief that they have a strong disagree o the option that they
don’t get right opportunity.
Table no 5.17 Table show organization helps me in all possible way to know my
Above table shows that 89% percent (n=47) respondent strongly belief that the company help to
know their capabilities.
34%
32%
21%
9%
4%
opportunities in this organization for personal
growth and promotion
Strongly agree
Agree
Uncertain
Disagree
Strongly disagree
89%
9%
0% 2% 0%
organizationhelpus toknow me
Strongly agree
Agree
Uncertain
Disagree
Strongly disagree

20. Table no 5.18 Table show organization we are a given a chance to our present ourideas & the
same is give due weight age in decision making
Above table shows that 45% percent (n=24) respondent belief that the company is giving chance
to present their idea.
Table no 5.19 Table show management of our calls for active participation of the employee in
the day to day function of the organization
45%
51%
4% 0% 0%
organizationgives opportunityto
present our ideas
Strongly agree
Agree
Uncertain
Disagree
Strongly disagree
57%28%
9%
6%
0%
active participation of the employee in
the dat to day activity
Strongly agree
Agree
Uncertain
Disagree
Strongly disagree

21. Above table shows that 57% percent (n=30) respondent belief that organization use their
participation for day to day and group of percent 6% (n=03) are belief that they are not getting
any organization participation for day to day
Table no 5.20 Table show prestige of my organization outside company is good
Above table shows that 51% percent (n=27) respondent belief that the company has prestige
outside world and there are negligible who says that company don’t have prestige in outside
world.
Table no 5.21 Table shows I am getting maximum pleasure from my work
51%47%
2% 0% 0%
prestige of my organizationoutside
companyis good
Strongly agree
Agree
Uncertain
Disagree
Strongly disagree

22. Above table shows that nearly 70% percent (n=40) respondent says they get maximum pleasure
and group of percent 4% (n=02) are belief that they are not getting any pleasure
Table no 5.22 Table shows added authority and responsibility to present job will be more
interesting and rewarding
19%
56%
17%
4%
4%
I am getting maximumpleasure from my
work
Strongly agree
Agree
Uncertain
Disagree
Strongly disagree
6%
51%
15%
26%
2%
Added authority and responsibility to
present job will be more interestingand
rewarding
Strongly agree
Agree
Uncertain
Disagree
Strongly disagree

23. Above table shows that 51% percent (n=27) respondent belief that if organization add
responsibility and they get pleasure group of percent 26% (n=14) are belief that they are no
need of adding any responsibility.
Table no 5.23 Table shows authority toencourage juniors is quite common in my organization
Above table shows that 49% percent (n=26) respondent belief that the company encourage
fresher’s and group of percent 9% (n=05) are belief that company don’t encourage juniors.
23%
49%
13%
6%
9%
authority to encourage juniors organization
Strongly agree
Agree
Uncertain
Disagree
Strongly disagree

24. Table no 5.24 Table shows job content and responsibilities are appropriat
Above table shows that maximum percentage34% percent (n=18) respondent belief that their job
has responsibility and group of percent 25% (n=13) are belief that their job don’t have much
responsibility.
Table no 5.25 Table shows organization tries to make the job more challenging which
prevents us from getting bored on the job
34%
26%
15%
25%
0%
job contet and responsibilitiesare
appropriate
Strongly agree
Agree
Uncertain
Disagree
Strongly disagree
15%
66%
11%
8%
0%
organizationtries to make the job more
challenging
Strongly agree
Agree
Uncertain
Disagree
Strongly disagree

25. Above table shows that 66% percent (n=35) respondent belief that organization makes job
challenging and group of percent 8% (n=04) are belief that organization don’t make job
challenging.
Table no 5.26 Table shows appropriate workis given to me according to my skill and potential
Above table shows that 51% percent (n=27) respondent belief that they work is according to
their skill and group of percent 15% (n=08) are belief that their work is not according to their
skills.
23%
51%
11%
15%
0%
Appropriatework is given to me according
to my skill and potential
Strongly agree
Agree
Uncertain
Disagree
Strongly disagree

26. Table no 5.27 Table shows leadership also influences the level of motivation
Above table shows that 49% percent (n=26) respondent belief that their leader motivate them and
group of percent 2% (n=01) are belief that their leader do not motivate.
49%
38%
0% 11%
2%
leadership also influences the level of
motivation
Strongly agree
Agree
Uncertain
Disagree
Strongly disagree

27. OBSERVATION
1. Personal information .
 Most of respondent 70 % (n=37) were belongs to age-group of 19-30 Years,
 Most of respondent36 % (n=19) had their educational qualification up to
H.S.C,
 Majority of the respondent68 % (n=36) works in span of (1-5) years.
2. Employee motivation information
 Majority of respondent 75% (n=39) strongly agree whit present salary and
increment.
 Majority of respondent 47% (n=25) agree whit financially related reward
system
 Majority of respondent 55 % (n=29) were strongly agree with working
condition.
 Majority of respondent 53 % (n=28) were strongly agree with welfare
facilities and. 45 % (n=24) were agree with welfare facilities
 Majority of respondent 26% (n=14) were relation with superior peers and
subordinates are good.
 Majority of respondent 49% (n=26) were supervisors take interest in our
problem.
 Majority of respondent 40 % (n=21) were enjoy setting and achieving
challenging goal.
 Majority of respondent 40% (n=26) were recognized and praised for my
good performance.

28.  Most of respondent 47 % (n=25) clear and effective system of performance
appraisal & career development.
 Majority of respondent 34% (n=18) agree whit right opportunities in this
organization for my personal growth and promotion.
 Majority of respondent 89% (n=47) were organization helps me in all
possible
.
 Majority of respondent 57% (n=30)strongly agree and 28% (n=15) agree for
management of our calls for active participation of the employee in the day
to day functions of the organization
 Most of respondent 51 % (n=27) strongly agree and 47% (n=25) agree were
organization outside company is good.
 Majority of respondent 56 % (n=30)I am getting maximum pleasure from
my work
 Majority of respondent 51% (n=27) were added authority and responsibility
to present job will be more interesting and rewarding.
 Most of respondent 49% (n=26) delegation of authority to encourage juniors
is quits common in my organization.
 Most of respondent 34% (n=18) were my job content and responsibilities are
appropriate for me.
 Majority of respondent 51% (n=27) were appropriate work is given to me
according to my skill and potential
 Most of respondent 49% (n=26) were strongly agree and 2% (n=1) for
disagree leadership also influences the level of motivation.

29. SUGGESTION
 In the future lifestyle fashion ltd. At central format employeesfeelthat
the salary structure is very good but give amount is not satisfactory.
47%of the employees are satisfied by their salary and increment,
financial reward. as it is very low rate
 The higher number of employees (75%) has given strongly agree. It
means in future lifestyle fashion ltd. At central format the
belongingness of employees are very good. They have a good
relationship with everyone.
 47% of employees are satisfied with recognition programs and
performance appraisal system. But 18%of the employee is still feeling
that the performance appraisal system and recognition programmer
are not proper.Hence HR departmentshould know why the employees
are not satisfied whit the performance appraisalsystem and which type
of recognition program me they want in future.
 The higher numbers of employees have given positive response but
still there is scope for improvement.
 The HR department should make the job more challenging. Exciting
and meaningful by the factor like goal setting. Creative work. Job
rotation. Skill diversity.

30. CONCLUSION
Motivation is an aspect which covers almost all the employee from the
managing directors to his peon. The motivation is a live issue for all.
Motivation is psychologicalconcept.Motivation is not a cause but rather the
effectorresult of many going awry. Motivation drifters from personto person,
industry to industry, level of education age, nature of work etc. Motivation
may be range from very high to very low.
By this study it is clear that various faction which influences motivation and
productivity of the employees each as Social Security measures, welfare
facilities, salary status, Bonus, heath condition, shift system and recognition
of work are getting much importance.
Several approaches to motivation are available. Early theories are too
simplistic in their approach towards motivation. The content theories.
Maslow’s need hierarchy that are very popular
To conclude employee motivation plays very important role in every
organization. Good employee motivation helps to success of the
organization. Unless an employee has poormotivation if always a possibility
of employee disharmony and also affect some thrumming of the
organization.
From the financial and nonfinancial reward system make motivation in
complete picture.Form this we learn that how we applied the conceptof
motivation for the progressive result of company.