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Project final

  1. 1. DECLARATIONI hereby declare that the Project Report “STUDY OF SOCIAL SECURITY ANDWELFARE SECURITY FOR EMPLOYEE” submitted to Saraswati Institute ofManagement & Technology, Gadarpur . It s the original work done by meand the information providedin the study is authentic to the best of myknowledge.This study has not been submitted to any other institute oruniversity for the award of any other degree.Signature SignatureMs. Gunjan Srivastava Jyoti Kumari(Project Guide) (Student) Signature Puja Johri (H.O.D. Management Department)
  2. 2. ACKNOWLEDGEMENTThe success of this project depends upon the contributions of many people, especiallythose who shared their precious and valuable time in giving thoughtful suggestions toimprove our work.We would like to extend our sincere feelings towards our project guide Ms. GunjanSrivastava whose continuance guidance made this project a great success. Weespecially thank our institute called Saraswati Institute of Management &Technology, which gave us this golden opportunity to prove ourselves by doingsomething which is blend of both practical and theory.Very special thanks to our Honorable H.O.D. Puja Johri and some students & peoplewho shared their opinion with us. 2
  3. 3. PREFACEBBA is a stepping-stone to the management carrier and to develop good manager it isnecessary that the theoretical must be supplemented with exposure to the realenvironment. Theoretical knowledge just provides the base and it’s not sufficient toproduce a good manager that’s why practical knowledge is needed. Therefore theproduct is an essential requirement for the student of BBA. This project not only helpsthe student to utilize his skills properly learn field realities but also provides a chance tothe organization to find out talent among the budding managers in the very beginning. Inaccordance with the requirement of BBA course, I have project on the topic“ENHANCEMENT OF THE EMPLOYEE MOTIVATION FOR THE ORGANIZATION”. Themain objective of the project was to motivate the employee understand the currentscenario in organization. The information regarding the project was collected throughthe questionnaire formed by me which was filled by the customers there. 3
  4. 4. Contents: 4
  6. 6. 6
  8. 8. The project work entitled a “ENHANCEMENT OF THE EMPLOYEEMOTIVATION FOR THE ORGANIZATION” with special reference to RSBTransmissions (I) Ltd., Pantnagar (Uttrakhand).This project is mainly conductedto identify the factors which will motivate the employees and the organizationalfunctions in RSB Transmissions (I) Ltd., Pantnagar.Management’s basic job is the effective utilization of human resources forachievements of organizational objectives. The personnel management isconcerned with organizing human resources in such a way to get maximumoutput to the enterprise and to develop the talent of people at work to the fullestsatisfaction. Motivation implies that one person, in organization context amanager, includes another, say an employee, to engage in action by ensuringthat a channel to satisfy those needs and aspirations becomes available to theperson. In addition to this, the strong needs in a direction that is satisfying tothe latent needs in employees and harness them in a manner that would befunctional for the organization.Employee motivation is one of the major issues faced by every organization. It isthe major task of every manager to motivate his subordinates or to create the‘will to work’ among the subordinates. It should also be remembered that aworker may be immensely capable of doing some work; nothing can be achievedif he is not willing to work. A manager has to make appropriate use ofmotivation to enthuse the employees to follow them. Hence this studies alsofocusing on the employee motivation among the employees of RSB TransmissionIndustries Ltd. The data needed for the study has been collected from the employees throughquestionnaires and through direct interviews. Analysis and interpretation hasbeen done by using the statistical tools and data’s are presented through tablesand charts. 8
  10. 10. SIGNIFICANCE OF THE STUDYThe study is intended to evaluate motivation of employees in the organization. Agood motivational program procedure is essential to achieve goal of theorganization. If efficient motivational programmers of employees are made notonly in this particular organization but also any other organization; theorganizations can achieve the efficiency also to develop a good organizationalculture. Motivation has variety of effects. These effects may be seen in thecontext of an individual’s physical and mental health, productivity, absenteeismand turnover. Employee delight has to be managed in more than one way. Thishelps in retaining and nurturing the true believers “who can deliver value to theorganization. Proliferating and nurturing the number of “true believers”1is thechallenge for future and present HR managers.This means innovation and creativity. It also means a change in the gear for HRpolices and practices. The faster the organizations nurture their employees, themore successful they will be. The challenge before HR managers today is todelight their employees and nurture their creativity to keep them a bloom. Thisstudy helps the researcher to realize the importance of effective employeemotivation. This research study examines types and levels of employeemotivational programmers and also discusses management ideas that can beutilized to innovate employee motivation. 10
  12. 12. OBJECTIVE OF THE STUDYPrimary ObjectiveTo study the important factors which are needed to motivate the employees.Secondary Objective • To study the effect of monetary and non-monetary benefits provided by the organization on the employee’s performance. • To study the effect of job promotions on employees. • To learn the employee’s satisfaction on the interpersonal relationship exists in the organization. • To provide the practical suggestion for the improvement of organization’s performance. 12
  13. 13. HYPOTHESIS 13
  14. 14. HYPOTHESISA hypothesis is a preliminary or tentative explanation or postulate by theresearcher of what the researcher considers the outcome of an investigation willbe. It is an informed/educated guess. It indicates the expectations of theresearcher regarding certain variables. It is the most specific way in which ananswer to a problem can be stated.Research hypotheses are the specific testable predictions made about theindependent and dependent variables in the study. Hypotheses are couched interms of the particular independent and dependent variables that are going tobe used in the study. The research hypothesis of this study is as follows. 14
  15. 15. • There is no significant relationship between incentives and employee’s performance.• There is no significant relationship between career development opportunities and the extent of employee motivation• There is no significant relationship between performance appraisal system and the extent of motivation.• There is no significant relationship between interpersonal relationship in the organization and extent of motivation. 15
  17. 17. DEFINITION OF RESEARCHResearch is defined ashumanactivity based onintellectualapplication intheinvestigation of matter . The primary purpose for applied researchisdiscovering,interpreting, a n d t h e developmentof methods and systems fortheadvancement of humanknowledgeon a wide variety of scientific matters ofour world and the universe. Research can use thescientific method, butneed not doso.TYPES OF RESEARCH Qualitative research:-Qualitative research allows you to explore perceptions,attitudes andmotivations and to understand how they are formed. It providesdepth ofinformation which can be used in its own right or to determinewhatattributes will subsequently be measured in quantitative studies.Quantitative research :- Quantitative research is descriptive and provides harddata on the numbers of people exhibiting certain behaviours, attitudes, etc. Itprovides information in breadth and allows you to sample large numbers of thepopulation. It is, however, structured and does not yield the reasons behind behaviour or whypeople hold certain attitudes. Techniquescommonly used in HE/FE includepostal surveys (particularly appropriate in the case of student populations wherename and address information isavailable), telephone surveys (appropriate for surveys of employers), on- line or web-based surveys (very cost-effective for r e a c h i n g a u d i e n c e s w h e r e e - m a i l p e n e t r a t i o n i s h i g h , s u c h a s s t u d e n t s a n d university/college staff) and mystery shopping (in this case to test quantifiableaspects of the service). 17
  18. 18. RESEARCH DESIGN Plan outlining how information is to be gathered for an a s s e s s m e n t o r evaluation that includes identifying the data gathering method(s) , the instrumentst o b e u s e d / c r e a t e d , h o w t h e i n s t r u m e n t s w i l l b e ad m i n i s t e r e d , a n d h o w t h e information will be organized and analyzed. DATA COLLECTION Data collection is a term used to describe a process ofp r e p a r i n g a n d collectingdata- for example as part of aprocess improvementor similar project.A method of data collection in which the situation of interest is watched and therelevant facts, actions and behaviors are recorded PRIMARY DATA COLLECTION METHODS In primary data collection, you collect the data yourself using methods suchas interviews and questionnaires. The key point here is that the data you collectisunique to you and your research and, until you publish, no one else has access to . SECONDARY DATA COLLECTION METHODS 18
  19. 19. All methods of data collection can supply quantitative data (numbers, statisticsor financial) or qualitative data (usually words or text). Quantitative data may often be presented in tabular or graphical form. Secondary data is data thathas already been collected by someone else for a different purpose to yours. LITERATURE REVIEW 19
  20. 20. LITERATURE REVIEWRensis Likerthas called motivation as the core of management. Motivation isthe core of management. Motivation is an effective instrument in the handsof the management in inspiring the work force .It is the major task of everymanager to motivate his subordinate or to create the will to work among thesubordinates .It should also be remembered that the worker may beimmensely capable of doing some work, nothing can be achieved if he is notwilling to work .creation of a will to work is motivation in simple but truesense of term.Motivation is an important function which very manager performs foractuating the people to work for accomplishment of objectives of theorganization .Issuance of well conceived instructions and orders does notmean that they will be followed .A manager has to make appropriate use ofmotivation to enthuse the employees to follow them. Effective motivationsucceeds not only in having an order accepted but also in gaining adetermination to see that it is executed efficiently and effectively. In order to motivate workers to work for the organizational goals, themanagers must determine the motives or needs of the workers and providean environment in which appropriate incentives are available for theirsatisfaction .If the management is successful in doing so; it will also besuccessful in increasing the willingness of the workers to work. This willincrease efficiency and effectiveness of the organization .There will be betterutilization of resources and workers abilities and capacities. 20
  21. 21. The concept of motivation The word motivation has been derived from motive which means any idea,need or emotion that prompts a man in to action. Whatever may be thebehaviour of man, there is some stimulus behind it .Stimulus is dependentupon the motive of the person concerned. Motive can be known by studyinghis needs and desires.There is no universal theory that can explain the factors influencing motiveswhich control mans behaviour at any particular point of time. In general, thedifferent motives operate at different times among different people andinfluence their behaviours. The process of motivation studies the motives ofindividuals which cause different type of behaviour.Definition of MotivationAccording to Edwin B Flippo, “Motivation is the process of attempting toinfluence others to do their work through the possibility of gain or reward.Significance of Motivation Motivation involves getting the members of the group to pull weighteffectively, to give their loyalty to the group, to carry out properly thepurpose of the organization. The following results may be expected if theemployees are properly motivated. • The workforce will be better satisfied if the management provides them with opportunities to fulfill their physiological and psychological needs. The workers will cooperate voluntarily with the management and will contribute their maximum towards the goals of the enterprise. 21
  22. 22. • Workers will tend to be as efficient as possible by improving upon their skills and knowledge so that they are able to contribute to the progress of the organization. This will also result in increased productivity. • The rates of labour’s turnover and absenteeism among the workers will be low. • There will be good human relations in the organization as friction among the workers themselves and between the workers and the management will decrease. • The number of complaints and grievances will come down. Accident will also be low. • There will be increase in the quantity and quality of products. Wastage and scrap will be less. Better quality of products will also increase the public image of the business.Motivation Process • Identification of need • Tension • Course of action • Result –Positive/Negative • Feed backTheories of Motivation 22
  23. 23. Understanding what motivated employees and how they were motivated wasthe focus of many researchers following the publication of the Hawthornestudy results (Terpstra, 1979).Six major approaches that have led to our understanding of motivation are 1. McClelland’s Achievement Need Theory 2. Behavior Modification theory 3. Abraham H Mallows need hierarchy or Deficient theory of motivation 4. J.S. Adam’s Equity Theory 5. Vroom Expectation Theory 6. Two factors Theory• McClelland’s Achievement Need Theory: According to McClelland’s there are three types of needs a. Need for Achievement: This need is the strongest and lasting motivating factor. Particularly in case of persons who satisfy the other needs. They are constantly pre occupied with a desire for improvement and lack for situation in which successful outcomes are directly correlated with their efforts. They set more difficult but achievable goals for themselves because success with easily achievable goals hardly provides a sense of achievement. b. Need for Power: It is the desire to control the behavior of the other people and to manipulate the surroundings. Power motivations positive applications results in domestic leadership style, while it negative application tends autocratic style. c. Need for affiliation: It is the related to social needs and creates friendship. This results in formation of informal groups or social circle. 23
  24. 24. • Behavioral Modification Theory: According to this theory people behavior is the outcome of favorable and unfavorable past circumstances. This theory is based on learning theory. Skinner conducted his researches among rats and school children. He found that stimulus for desirable behavior could be strengthened by rewarding it at the earliest. In the industrial situation, this relevance of this theory may be found in the installation of financial and non financial incentives. More immediate is the reward and stimulation or it motivates it. Withdrawal of reward in case of low standard work may also produce the desired result. However, researches show that it is generally more effective to reward desired behavior than to punish undesired behavior.• Abraham H Maslow Need Hierarchy or Deficient theory of Motivation : The intellectual basis for most of motivation thinking has been provided by behavioral scientists, A.H Maslow and Frederick Heizberg, whose published works are the “Bible of Motivation”. Although Maslow himself did not apply his theory to industrial situation, it has wide impact for beyond academic circles. Douglous Mac Gregor has used Maslow’s theory to interpret specific problems in personnel administration and industrial relations. The crux of Maslow’s theory is that human needs are arranged in hierarchy composed of five categories. The lowest level needs are physiological and the highest levels are the self actualization needs. Maslow starts with the formation that man is a wanting animal with a hierarchy of needs of which some are lower ins scale and some are in a higher scale or system of values. As the lower needs are satisfied, higher needs emerge. Higher needs cannot be satisfied unless lower needs are fulfilled. A satisfied need is not a motivator. This resembles the standard economic theory of diminishing returns. The hierarchy of needs at work in the individual is today a routine tool of personnel trade and when these needs are active, they act as powerful conditioners of behavior- as Motivators. Hierarchy of needs; the main needs of men are five. They are physiological needs, safety needs, social needs, ego needs and self actualization needs, as shown in order of their importance. Self- Actualization Ego Needs Social Needs 24
  25. 25. Safety Needs Physiological NeedsThe above five basic needs are regarded as striving needs which make aperson do things. The first model indicates the ranking of different needs.The second is more helpful in indicating how the satisfaction of the higherneeds is based on the satisfaction of lower needs. It also shows how thenumber of person who has experienced the fulfillment of the higher needsgradually tapers off.• Physiological or Body Needs: The individual move up the ladder responding first to the physiological needs for nourishment, clothing and shelter. These physical needs must be equated with pay rate, pay practices and to an extent with physical condition of the job.• Safety: - The next in order of needs is safety needs, the need to be free from danger, either from other people or from environment. The individual want to assured, once his bodily needs are satisfied, that they are secure and will continue to be satisfied for foreseeable feature. The safety needs may take the form of job security, security against disease, misfortune, old age etc as also against industrial injury. Such needs are generally met by safety laws, measure of social security, protective labor laws and collective agreements.• Social needs: - Going up the scale of needs the individual feels the desire to work in a cohesive group and develop a sense of belonging and identification with a group. He feels the need to love and be loved and the need to belong and be identified with a group. In a large organization it is not easy to build up social relations. However close relationship can be built up with at least some fellow workers. Every employee wants too feel that he is wanted or accepted and that he is not an alien facing a hostile group. 25
  26. 26. • Ego or Esteem Needs: - These needs are reflected in our desire for status and recognition, respect and prestige in the work group or work place such as is conferred by the recognition of ones merit by promotion, by participation in management and by fulfillment of workers urge for self expression. Some of the needs relate to ones esteem e.g.; need for achievement, self confidence, knowledge, competence etc. On the job, this means praise for a job but more important it means a feeling by employee that at all times he has the respect of his supervisor as a person and as a contributor to the organizational goals. • Self realization or Actualization needs: - This upper level need is one which when satisfied provide insights to support future research regarding strategic guidance for organization that are both providing and using reward/recognition programs makes the employee give up the dependence on others or on the environment. He becomes growth oriented, self oriented, directed, detached and creative. This need reflects a state defined in terms of the extent to which an individual attains his personnel goal. This is the need which totally lies within oneself and there is no demand from any external situation or person.• J.S Adams Equity Theory: Employee compares her/his job inputs outcome ratio with that of reference. If the employee perceives inequity, she/he will act to correct the inequity: lower productivity, reduced quality, increased absenteeism, voluntary resignation.• Vrooms Expectation Theory: Vroom’s theory is based on the belief that employee effort will lead to performance and performance will lead to rewards (Vroom, 1964). Reward may be either positive or negative. The more positive the reward the more likely the employee will be highly motivated. Conversely, the more negative the reward the less likely the employee will be motivated.• Two Factor Theories: Douglas McGregor introduced the theory with the help of two views; X assumptions are conservative in style Assumptions are modern in style. X Theory • Individuals inherently dislike work. 26
  27. 27. • People must be coerced or controlled to do work to achieve the objectives. • People prefer to be directed Y Theory • People view work as being as natural as play and rest • People will exercise self direction and control towards achieving objectives they are committed to • People learn to accept and seek responsibility.Types of Motivation Intrinsic motivation occurs when people are internally motivated to dosomething because it either brings them pleasure, they think it is important, orthey feel that what they are learning is morally significant. Extrinsic motivationcomes into play when a student is compelled to do something or act a certainway because of factors external to him or her (like money or good grades)Incentives 27
  28. 28. An incentive is something which stimulates a person towards some goal. Itactivates human needs and creates the desire to work. Thus, an incentive is ameans of motivation. In organizations, increase in incentive leads to betterperformance and vice versa. • Need for Incentives Man is a wanting animal. He continues to want something or other. He is never fully satisfied. If one need is satisfied, the other need need arises. In order to motivate the employees, the management should try to satisfy their needs. For this purpose, both financial and non financial incentives may be used by the management to motivate the workers. Financial incentives or motivators are those which are associated with money. They include wages and salaries, fringe benefits, bonus, retirement benefits etc. Non financial motivators are those which are not associated with monetary rewards. They include intangible incentives like ego-satisfaction, self-actualization and responsibility. 28
  29. 29. Motivation is the key to performance improvementThere is an old saying you can take a horse to the water but you cannot force itto drink; it will drink only if its thirsty - so with people. They will do what theywant to do or otherwise motivated to do. Whether it is to excel on the workshopfloor or in the ivory tower they must be motivated or driven to it, either bythemselves or through external stimulus. Are they born with the self-motivationor drive? Yes and no. If no, they can be motivated, for motivation is a skill whichcan and must be learnt. This is essential for any business to survive andsucceed. Performance is considered to be a function of ability and motivation,thus: • Job performance =f(ability)(motivation)Ability in turn depends on education, experience and training and itsimprovement is a slow and long process. On the other hand motivation can beimproved quickly. There are many options and an uninitiated manager may noteven know where to start. As a guideline, there are broadly seven strategies formotivation. There are broadly seven strategies for motivation. • Positivereinforcement / high expectations • Effective discipline and punishment •Treating people fairly • Satisfying employees needs • Setting work related goals• Restructuring jobs • Base rewards on job performance essentially, there is agap between an individual’s actual state and some desired state and themanager tries to reduce this gap. Motivation is, in effect, a means to reduce andmanipulate this gap. 29
  31. 31. EVOLUTION OF INDUSTRYRSB, more than being a successful first generation business enterprise, is athrobbing and passionate story of its people, values and indomitable spirit offaith and innovation. It is the story of an ever-growing vibrant family that isfounded on ethics, anchored on humanism, energized by passion, driven by thespirit of excellence and above all is in quest for immortality.RSB is a fast growing global engineering organization with business interestranging from design to manufacturing of aggregates and systems related tocommercial vehicles, passenger cars, construction and farm equipments and awide variety of automotive and off-highway equipments.The brothers, R. K. Behera and S. K. Behera, from a humble beginning, scriptedthe story of the RSB in 1975 at Jamshedpur. Three decades later, headquarteredat Pune, it has grown into a pulsating institution with manufacturing setups atJamshedpur, Pune, Dharwad, Chennai, Pantnagar, Cuttack, Homer (USA) andBelgium (Europe). 31
  32. 32. RSB comprises of four different companies, namely, RSB Transmissions (I) Ltd.,RSB Transmissions North America Inc. (Formerly known as Miller BrothersManufacturing), I-Design Engineering Solutions Ltd. and Ivitesse TechnologiesPvt. Ltd.All RSB manufacturing units are ISO/ TS16949, ISO: 14001 and OHSAS: 18001certified. HistoryIn 1975, Mr. R. K. Behera, a young mechanical engineer from NIT, Jamshedpur,hailing from a humble service oriented middle class family, shunned the securityof a job and plunged into the hurly burly of high-risk and high-reward businessarena and founded International Auto in Jamshedpur with 15 people and 500square feet of workspace. 32
  33. 33. Inspired and motivated by the benevolent ideals of the legendry JRD andobsessed with an incorrigible and irrepressible passion to create a world classindustrial edifice, R. K. Behera along with his brother S. K. Behera set aboutmeticulously crafting the present-day RSB enterprise brick by brick.Toughened by the early trials and tribulations and propelled by nothing-is-impossible spirit of the Behera brothers, RSB has now blossomed into apulsating and throbbing global engineering institution in automotive componentsand systems and construction equipment aggregates.RSB now boasts of manufacturing facilities in six different locations in India andone in the USA with 85,000 square metres of workspace. Latest technologiesand human resources are working together around the world passionately tocreate an enduring institution.Founder and Chairman Mr. R. K. Behera, Co-Founder and Managing Director Mr.S. K. Behera and Joint Managing Director Mr. Sailendra Behera now spearheadRSB.All RSB manufacturing units are ISO / TS16949, ISO: 14001 and OHSAS: 18001certified. 33
  34. 34. MISSION AND VISIONVisionTo be amongst the most admired organizations with a significant globalpresence.MissionTo be the market leader by providing customer delight through world-classquality, service and cost-effectiveness in a progressive, innovative andchallenging environment. We endeavour to provide an enriching, rewarding andenvironment friendly work experience to our employees in an achievement-based, high-performance culture. We will provide maximum satisfaction to allour stakeholders.Mission Auto VerticalBe a socially responsible leading manufacturer of Transmission components andSystems and fulfil prosperity of all Stakeholders. 34
  35. 35. Philosophy and Human FaceKnowledge Enterprise:We strongly believe that the power of knowledge and information is supremeand these are the most precious assets of an institution. They enable optimumdecision-making, inspire innovation, increase responsiveness, reduce costs,improve performance and ultimately confer competitive edge. To build aknowledge enterprise we constantly encourage and provide opportunities to allour employees to unlearn and relearn to sharpen their innate capacity andremain perpetually relevant to the organization and the society. Learning is anendless mission across the Group so that it is imbued with an innate capacity tocontinually reinvent itself to remain relevant to the different times.Benevolent Creative Leadership:We echo deep concern for our employees. We practice fair employeeengagement and disengagement practices and emphasize on empowerment ofpeople, creating a culture of trust and honest and above all encourage a mindsetin pursuit of excellence. The tenets of our leadership are anchored on sensitivity,openness, encouragement, forgiveness and discipline.Road to Perfection is Endless:We firmly believe that all human endeavours will always have scope forimprovement. That is why 100-metre sprint record is regularly broken andEverest repeatedly scaled in lesser time. As an institution, we are perpetuallyrestless to improve and innovate. To encourage innovation, we consciouslypractice out-of-the box or blue ocean thinking. We aim to attain the statuswhere lateral thinking is all pervasive and automatic. 35
  36. 36. Corporate Social Responsibility:We are very passionate about preserving environment and developing humancapital in our immediate neighbourhood in our own little way. Socialresponsibility and obligation is a valuable goal for us rather than being a mereself-serving business means.Milestones 36
  37. 37. Partners 37
  38. 38. The Group has entered into various technological agreements like: • Technical collaboration with Eugen Klein GmbH, Germany for propeller Shaft • Pressure Die Casting and Continuously Variable Transmission Systems • I-Design - Partners for Prototyping and Designing • ivitesse Technologies - Partners for IT Solutions and ERP 38
  40. 40. SamplingSample Size : 50Sample Frame : PantnagarSampling Method : Simple Random SamplingConstraints : Time, No. of respondent, biased opinionSurvey : Questionnaire 1. Response about the support from the HR departmentINTERPRETATION 40
  41. 41. The table shows that 58% of the respondents are satisfied with the supportthey are getting from the HR department 2. Management is interested in motivating the employeesINTERPRETATIONThe table shows that 54% of the respondents are strongly agreeing that themanagement is interested in motivating the employees. 41
  42. 42. 3. The type of incentives motivates you more 42
  43. 43. INTERPRETATIONThe table shows that 52% of the respondents are expressing that bothfinancial and non financial incentives will equally motivate them. 4. Satisfaction with the present incentives scheme 43
  44. 44. INTERPRETATIONThe table shows that 58% of the respondents are satisfied with the presentincentive scheme of the organization. 44
  45. 45. 5. The Company is eagerness in recognizing and acknowledging employee’s work. 45
  46. 46. INTERPRETATION58% of employees agreed that the company is eager in recognizing andacknowledging their work, 36% strongly agreed and only 6% showed neutralresponse. 6. Periodical increase in salary 46
  47. 47. INTERPRETATIONThe table shows 46% of employees agree that there is a periodical increasein the salary 7. Job Security existing in the company 47
  48. 48. INTERPRETATIONThe table shows 35% of employees agree with good job security exist in thecompany. 48
  49. 49. 8. Good relations with co-workersINTERPRETATION 49
  50. 50. The table shows 54% of employees agree with Good relations with co-workers. 9. Effective performance appraisal system 50
  51. 51. INTERPRETATIONThe table shows 54% of employees agree to effective performance appraisalsystem. 51
  52. 52. 10. Effective promotional opportunities in present’s jobINTERPRETATIONThe table shows 25% of respondents agree with effective promotionalopportunities in their present job 52
  53. 53. 11. Good safety measures existing in the organization 53
  54. 54. INTERPRETATIONThe table shows 46% of respondents agree that is good safety measuresexisting in the organization. 12. Support from co-worker is helpful to get motivated 54
  55. 55. INTERPRETATIONThe table shows 58% of respondents agree that the support from co-workeris helpful to get motivated. 13. Career development opportunities are helpful to get motivated 55
  56. 56. INTERPRETATIONThe table shows 52% of respondents agree that the career developmentopportunities are helpful to get motivated. 56
  57. 57. 14. Factors which motivates you the most 57
  58. 58. INTERPRETATIONThe table shows 42% of the respondents are responding that increase insalary will motivate them the most. 15. Incentives and other benefits will influence their performance. 58
  59. 59. INTERPRETATIONThe table shows 64% of the respondents responded that incentives and otherbenefits will influence their performance. 59
  60. 60. 16. Management involves you in decision making which are connected to your department.INTERPRETATIONThe table shows 94% of the respondents agree that management involvethem in decision making which are connected to your department. 60
  61. 61. SUMMARY 61
  62. 62. SUMMARY This document aims at providing employees and management members withthe information that can be beneficial both personally and professionally.Every business enterprise has multiple objectives including of adequate profitfor payment of a reasonable rate of return to the owners and for investmentin business through satisfaction of customers, maintenance of a contendedworkforce and creation of a public image. The basic job of management ofany business is the effective utilization of available human resources,technological, financial and physical resources for the achievement of thebusiness objectives. This project entitled as “ Enahancement of Employee motivation for theorganisation” was done to find out the factors which will motivate theemployees. The study undertakes various efforts to analyze all of them ingreat details. The researcher in this project at the outset gives the clear ideaof the entire department existing in the company. From the study, theresearcher was able to find some of the important factors which motivate theemployees. Factors like financial incentives and non financial inventive,performance appraisal system, good relationship with co-workers,promotional opportunities in the present job, employee participation indecision making are very much effect the level employee motivation. It isalso clear from the study that the company is so eager in motivating theiremployees and their present effort for it so far effective.The human resources can play an important role in the realization of theobjectives. Employees work in the organization for the satisfaction of theirneeds. If the human resources are not properly motivated, the managementwill not be able to accomplish the desired results. Therefore, humanresources should be managed with utmost care to inspire, encourage andimpel them to contribute their maximum for the achievement of the businessobjectives. 62
  63. 63. 63
  64. 64. FINDINGS 64
  65. 65. FINDINGSThe findings of the study are follows • The RSB Transmission (I) Limited has a well defined organization structure. • There is a harmonious relationship is exist in the organization between employees and management. • The employees are really motivated by the management. • The employees are satisfied with the present incentive plan of the company • Most of the workers agreed that the company is eager in recognizing and acknowledging their work. • The study reveals that there is a good relationship exists among employees. • Majority of the employees agreed that there job security to their present job. • The company is providing good safety measures for ensuring the employees safety. • From the study it is clear that most of employees agrees to the fact that performance appraisal activities and support from the co- workers in helpful to get motivated. 65
  66. 66. • The study reveals that increase in the salary will motivates the employees more.• The incentives and other benefits will influence the performance of the employees 66
  67. 67. SUGGESTIONS 67
  68. 68. SUGGESTIONSThe suggestions for the findings from the study are follows • Most of the employees agree that the performance appraisal activities are helpful to get motivated, so the company should try to improve performance appraisal system, so that they can improve their performance. • Non financial incentive plans should also be implemented; it can improve the productivity level of the employees. • Organization should give importance to communication between employees and gain co-ordination through it. • Skills of the employees should be appreciated. • Better carrier development opportunities should be given to the employees for their improvement. • If the centralized system of management is changed to a decentralized one, then there would be active and committed participation of staff for the success of the organization 68
  69. 69. 69
  71. 71. LIMITATIONS OF THE STUDYThe limitations of the study are the following• The data was collected through questionnaire. The responds from the respondents may not be accurate.• The sample taken for the study was only 50 and the results drawn may not be accurate.• Since the organization has strict control, it acts as another barrier for getting data.• Another difficulty was very limited time-span of the project.• Lack of experience of Researcher. 71
  72. 72. 72
  73. 73. CONCLUSION 73
  74. 74. CONCLUSION The study concludes that, the motivational program procedure in RSBTransmissions (I) Ltd., Pantnagar (Uttrakhand) is found effective but nothighly effective. The study on employee motivation highlighted so manyfactors which will help to motivate the employees. The study was conductedamong 50 employees and collected information through structuredquestionnaire. The study helped to findings which were related with employee motivationalprograms which are provided in the organization. The performance appraisalactivities really play a major role in motivating the employees of theorganization. It is a major factor that makes an employee feels good in hiswork and results in his satisfaction too. The organization can still concentrateon specific areas which are evolved from this study in order to make themotivational programs more effective. Only if the employees are properlymotivated- they work well and only if they work well the organization is goingto benefit out it. Steps should be taken to improve the motivational programsprocedure in the future. The suggestions of this report may help in thisdirection. 74
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  77. 77. SCOPE FOR FUTURE RESEARCHThe present study on employee motivation helps to get clear picture aboutthe factors which motivates the employees. This in turn helps themanagement to formulate suitable policy to motivate the employees. Hence,the motivational level of the employees may also change.The factors that motivate the employees may change with change in timebecause the needs of employees too change with change in time. Socontinuous monitoring and close observation of factors that motivate theemployees is necessary to maintain a competent work force. Only with acompetent work force an organization can achieve its objective. Moreover,human resource is the most valuable asset to any organization. A furtherstudy with in dept analysis to know to what extent these factors motivate theemployees is required 77
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  81. 81. a. Business Standard b. Times of India2)Websites a. http://www.rsbglobal.com3)Books a. RESEARCH METHODOLOGY - C.R.Kothari b. OPERATION RESEARCH - Vittal 81