Motivation

TABLE OF CONTENTS
CHAPTER 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

ABSTRACT

This project is entitled “Employee Motivation” with reference to “Anglo French Textiles
Limited”. This company is located at Cuddalore RoadPondicherry.

In this company there are 2600 employees including the staff members. For this study, I
have choosen 100 as sample size.
.
This study helps to know the satisfaction level of employees with the motivational factors
used by the company. This project had been undertaken by me to find out the needs and
wants of the employees. Under this Study a questionnaire which constituted questions
relating to the employees expectation. The gathered data had been critically analyzed
relating to employee motivations.

2

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 motivated
10 Satisfied with the basic 27
Needs
11 Monetary reward to 28
employees

3

12 Organisation provides 29
monetary reward
13 Activities motivates 30
Employees

14 Employee as part of team 31

15 Career development for 32
employees
16 Training programmed to 33
improve productivity
17 Encourage employee 34
to work
18 Organisation collects 35
employee opinion
19 Hygiene factor in job 36
satisfaction
20 Job enrichment provides 37
true motivation
21 Best performance of 38
employee in year
22 Proud to be member of 39
organisation

.

4

LIST OF CHART
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 motivated
10 Satisfied with the basic 27
needs
11 Monetary reward to 28
employees

5

12 Organisation provides 29
monetary reward
13 Activities motivates 30
employees

14 Employee as part of team 31

15 Career development for 32
employees
16 Training programmed to 33
improve productivity
17 Encourage employee 34
to work
18 Organisation collects 35
employee opinion
19 Hygiene factor in job 36
satisfaction
20 Job enrichment provides 37
true motivation
21 Best performance of 38
employee in year
22 Proud to be member of 39
organisation

6

1. INTRODUCTION

1.1 COMPANY PROFILE

This project involves a study on “Employee Motivation” in Anglo French Textiles
Limited. The main objective of this study is to know the level of satisfaction of each
employee in the company. For this purpose 100samples are collected in relating to
various motivational factors used by the company.

The analysis includes finding out the needs and expectations from the employees to
reinforce the motivational factors that they are already used by the Company.
“A Motivation Scenario employed in Anglo French Textiles at Pondicherry”.Motivation
is derived from the Word “Motive” means any idea,need, emotion or organic state
prompts a man to action.Motive is an internal factor that integrates a behavior.As the
motive is within theIndividual,it is necessary to study needs,emotions etc., in order to
motivate him to work.

Motivation is a process if getting the needs of the people realized with a view to induces
them to work for the accomplishment of organization objectives.Indeed,Motivation is
nothing but an action of inducement.Motivation is a behavioral concept. It seeks to
understand why people behave as they do.

HISTORY :

The Anglo French Textiles is a unit of Pondicherry Textiles Corporation Limited. It is
Government of Pondicherry undertaking and it is one of the largest composite textile
mills in Southern India.
It was started by Mr.RODIER in the year 1898 and was incorporated in England in the
year 1898.It celebrated its centaury in 1998.In the beginning Africa,Australia,Europe

7

were the prominent buyers from Anglo French Textile now it shows the main interest in
the area of export and nearly local market.

The company was managed by different and various agencies of different periods. The
mill was expanded with additional machines and export of cloths received great attention
unfortunately in 1983 the mill faced financial and labour problems. The management
found it very difficult to run this situation gace way to selling of the mill it Shri.JATIA
and SOMINA group of Bombay at that time the mill was sacing financial crisis due to
mismanagement and some problems.

This lead to stoppage of operation in the mills and ultimately the mill stopped its
function from 1983 and was closed.

Employee continues to work without wages for about six months loping prosperity but
vain 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 the
economy of the state was affected the people and trade union. The press and the
politicians voice at various forms to reopen the mill and the government of Pondicherry
came forward to undertake the mill in the year 1986.At that time the formed Pondicherry
textile corporation and from that time onwards their mill become government mill. In the

beginning 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 has
planned to modernize and install new machinery. It plans to produce superfine quality
fabric for export. The company has also set up a “quality term” in which key executive
member. The main objectives of the “quality term” are to get qualification certificate like
ISO 9002 or EN 29000with this dedicated team. The Anglo French Textile
managementwould surelyenter 21stcentuary as the pride of Pondicherry.Since its
development are manifold and materialistic.

8

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

(D) Raw Material:

1. Cotton
2. Polyester

ABOUT 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 Covers

OBJECTIVES OF THE COMPANY:

The main objective of the company can be generally started as the manufacturing and
selling 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

FUNCTIONS OF PERSONNEL MANAGEMENT AND HRD
DEVELOPMENT:
 Recruitment
 Training & Development
 Wage &Salary Administration
 Labor Welfare Measures
 Health & Safety Management
 Industrial Relation Management
 Compliance of Statutory Requirement
 Disciplinary Proceedings
 Carrier Planning & Development

QUALITY POLICY OF AFT:
Anglo French Textile is committed to meet the requirements of its customers and
continually improve its products services by technological up gradation and enriching the
resources with perpetual review of the quality system.

SAFETY MEASURES:
Anglo French Textiles has a full fledged safety department to monitor the safety in the
factory, the company has been a recipient of the state.

11

1.2 NEED FOR THE STUDY

The 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

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 person
for achieving success.

__Bert son and Steiner (1984) state “A motive is inner state tear energies (or moves) and
directs (or) channels behaviors towards goals”.
___Motivation is the inner state that causes an individual to behave in a way that ensures
the accomplishment of some goal.

__According to viteles “Motivation represents an unsatisfied need which creates a state
of tension or disequilibrium, causing the individual to move in a goal directed pattern
towards 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

1.Primary Motives:
The use of the term primary does not imply that this group of motives always takes
precedence the general and secondary motives. Although the precedence of primary
motives is implied in some motivation theories there are many situations in which the
general and secondary predominate over primary motives.

Examples are fasting for a religious social or political cause. In both cases learned
secondary motives are stronger than unlearned primary motives.

2.General Motives:

A separate classification for general motives is not always given. Yet such a category
seems necessary because there are a number of motives which lie in the gray area
between the primary and secondary classifications. To be included in the general
category, a motive must be unlearned but not physiologically based.

3.Secondary motives:

Secondary motives are most important. The motives of hunger and thirst are not
dominant Amount people living – in the economically developed world. Some examples
of secondary motives are power, achievement and status. Every person in a responsible
position 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 are
referred as two different kinds of phenomena. Motivation refers to the propensity toward
a particular behavioral pattern to satisfy a need or deficiency. Morale describes an
employee‟s attitudes, feelings and judgment about his work, peers, supervisors,
subordinates and his organization. A highly motivated employee may not have high
morale, through motivation to some degree provides potential for morale.

14

THEORIES OF MOTIVATION:

The importance of motivation to human life and work can be judged by the number of
theories that have been propounded to explain people‟s behavior. They explain human
motivation through human needs and human nature. Prominent among these Theories and
particularly 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 Theory
2. McGregor Theory „x‟ and „y‟ and
3. Hertzberg Two Factor Theory

1.MASLOW NEED HIERARCHY THEORY:

Maslow theory is significant because it encompasses all human needs and classifies
them 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. They
are relatively independent of each other and in some areas can be identified with a
specific location in the body. These needs are cyclic. In other words they are satisfied for
a 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 for
the sufficient and comfortable operation of the body, then the other levels of needs
become important and start acting as motivators.

(b)Safety and Security needs:
Safety needs also called security needs, find expression in such series as
economies security and protection from physical dangers and a desire for an orderly and
predictable world. Like physiological needs, these become in active once they are
satisfied.

15

These the physiological needs are gratified, the safety and security needs become
predominant. These are the needs for self-preservation as against physiological needs
which are for survival; these needs include those of security, stability, freedom from
anxiety and a structured and ordered environment.

(c)Love and Social needs:
These needs include the desire for love companionship and friendship these needs
reflect persons desire to be accepted by others.
Social needs refer to belongingness. All individuals want to associate with others to gain
acceptance and to give and receive friendship from them. People do not work for money
alone but also for companionship. Cohesive informal groups indicate that employees
have found an outlet for their social needs.

(d)Esteem needs:
Esteem needs refer to a desire for firmly-based high evaluation from others for self
respect 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 of
self-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 the
external recognition.

(e)Self –Actualization needs:
Self Actualization needs refer to self-fulfillment. The term “Self-Actualization” was
coined by a Kurt Goldstein and means to become actualized in what one is potentially
good at.
The last need is the need to develop fully and to realize ones capacities and potentialities
to the fullest extent possible, whatever these capacities and potentialities may be. This is
the highest level of need in maslow‟s hierarchy and is activated as a motivator when all
other assignments that allow for creativity and opportunities for personal growth and
Advancement.

16

2. THEORY X AND THEORY Y:

Douglas McGregor proposed two distinct views of human beings. One basically
Negative, 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 with
punishments 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 Listed
the 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 the
objectives.
3. The average person can learn to accept even seek responsibility.
4. The ability to make innovative decisions is widely dispersed throughout the Population
and 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 are
essentially independent of each other and affect behavior in different ways. When people
feel 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 place
result in job satisfaction, while others do not, but if absent lead to dissatisfaction.

17

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

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

4.RESEARCH METHODOLOGY

Research methodology is way to systematically solve the research problem. It is a plan
of 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 done
scientifically. It can cover a wide range of studies from simple description and
investigation to the construction of sophisticated experiment.

A clear objective provides the basis of design of the project. Since the main objective
of this study is to identify the customers preference, expectation and perception. It was
decided to use descriptive research design include, surveys and fact-findings enquires of
different kinds, which found out to be the most suitable design in order to carry out the
project.

MEANING OF RESEARCH:
Research is an art of scientific investigation. The advanced learner‟s dictionaries of current
English lay are down the meaning of research as, “a careful investigation (or) inquiry especially
through search for new facts in any branch of knowledge”. Redmen and Mary define research
as a “systematic effort to gain knowledge”.

RESEARCH DESIGN :
A Research design is plan that specifies the objectives of the study, method to be
adopted in the collection of the data, tools in analysis of data and helpful to frame
hypothesis. “A research design is the arrangement of condition for collection and analysis
of data in a manner that aims to combine relevance to research purpose with economy in
procedure”.
Research design is needed because it facilitates the smooth sailing of the various
project operations, thereby making the project as efficient as possible yielding maximal
information with minimal expenditure of effort time and money. Also it minimizes bias
and maximizes the reliability of the data collected.

20

NATURE AND SOURCE OF DATA :
Primary data:
The data which are collected afresh for the first time and thus happen to be original in character
is called primary data.
The primary data was collected from the employees of AFT Limited through a direct
structured questionnaire. Respondent has filled the questionnaire.

Secondary data:
The data which have already been collected and analyzed by someone else is called secondary
data.
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 AFT
Limited
Size of sample:
It refers to the number if items to be selected from the universe to constitute a sample. Here 100
employees 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 of
access, 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 the
respondent may face while answering them. It was prepared keeping in view the objective
of the study. During the constructing care was taken to avoid questions, which may lead

21

misinterpretation. The question thus constructed was a structured one so as to collect al the
relevant information. The questions were arranged in a logical order/sensible sequence.
The Questionnaire consists of a variety of questions presented to the employees for their
response. Dichotomous questions and multiple choice questions were used in constructing
the 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 is
used for making comparison between two or more series of data. It can be generally
calculated.

Percentage of employees is given by
(Number of employees favorable/total employees) × 100

Chi – Square Analysis:
Chi –square analysis in statistics to test the goodness of fit to verify the
distribution of observed data with assumed theoretical distribution. Therefore, it is a
measure to study the divergence of actual and expected frequencies. It makes no
assumptions about the population being sampled. The quantity χ2 (chi- square) describes
the magnitude of discrepancy between theory and observation. If χ2 is zero, it means that
the 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 follows
χ2 = ε{(O-E)^2 /E}

22

The calculated value of χ2 is compared with the table of χ2 for given degrees of freedom at
specified level of significance. If the calculated value of χ2 is greater than the table value then
the difference between theory and observation is considered to be significant. On the other
hand, if the calculated value of χ2 les than the table value then the difference between theory
and observation is not considered to be significant. The degrees of freedom is (n – 1) where „n‟
is number of observed frequencies.

23

5. DATA ANALYSIS AND INTERPRETATIONS
Percentage Method
Table 1: Motivation to Employees:

Particulars No of Respondents Percentage

Yes 75 75

No 25 25

Total 100 100

INFERENCES:

From the above table shows that 75% of respondents say that the company provides
motivation to the employees, only 25%of respondents say no that the company did not
provide motivation to employees.
Chart 1:

80 75
70
60
50
40 Motivation to
Employees
30 25
20
10
0
Yes No

24

Table 2:Satisfied with Motivation:


Yes 68 68

No 32 32

Total 100 100

INFERENCES:

From the above table shows that 68% of the respondents are satisfied with the
motivation that the company provides, only 32% of respondents are not satisfied with the
motivation

Chart 2:

68
70
60
50
40
32 Satisfied with
30 the Motivation

20
10
0
Yes No

25

Table 3: Interest towards Job for employees:


Yes 56 56

No 44 44

Total 100 100

INFERENCES:
From the above table show that 56% of respondents says that motivation creates
Interest towards a job for employees & 44% of respondents says no that theMotivation
does 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

Table 4: Motivated employee increase productivity:


To Large Extent 54 54

24 24
To Some Extent

22 22
Not at All

Total 100 100

INFERENCES:

From the above table shows that 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.

Chart 4:

27

60 54
50
40
30 24 22
20 Highly
Motivated
10 employee…
0
To To Not at
Large some All
Extend Extend

28

Table 5: Recognition for Performance:


Yes 54 54

No 46 46

Total 100 100

INFERENCE:

From the above table shows that 54% of respondents say that organization provide
Recognition for performance & 46% of respondents says no that organization does not
provide recognition for performance.

Chart 5:

54

52

50

48 Recognition for your
performance
46

44

42
Yes No

29

Table 6: Continuous feedback for Performance:



To Some Extent 34 34

Not at All 30 30

Total 100 100

INFERENCES:

From the above table shows that 36% of respondents says that manager gives
Continuous feedback about the performance to large extent, 34% of respondents Says to
some 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

Table 7: Employees to Measure Performance:


Yes 55 55

No 45 45

Total 100 100

INFERENCES:

From the above table shows that 55% of respondents says 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.

Chart 7:

31

60 55

50 45

40

30 Employee to measure
own performance
20

10

0
Yes No

Table 8: Facilities to Employees:


32

Insurance 43 43

Medical 25 25

Transport __ __

Canteen 32 32

Total 100 100

INFERENCES:

From the above table shows that 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.

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

Table 9: Medical and Insurance facility is motivated:


Yes 65 65

No 35 35

Total 100 100

INFERENCES:

34

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 it
is not motivate for them.

Chart 9:

70 65

60

50

40 35
Medical & Insurance
30

20

10

0
Yes No

Table 10: Satisfied with the basic needs:


Highly Satisfied 34 34

Satisfied 26 26

No opinion 18 18

Dissatisfied 12 12

Highly Dissatisfied 10 10

35

Total 100 100

INFERENCES:

From the above table shows that 34% of respondents are highly satisfied with basic
needs, 26% of respondents are satisfied, 18% of respondents says no opinion, 12% of
Respondents 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

Table 11: Monetary Reward to Employees:


Yes 32 32

No 68 68

Total 100 100

INFERENCES:

37

From the above table shoes that 32% of respondents says yes that company gives
monetary reward to employees, 68% of respondents says no that company does not give
monetary reward to employees.

Chart 11:

68
70

60

50

40
32 Monetary reward to the
30 Employees

20

10

0
Yes No

Table 12: Organisation provides Monetary Reward:


Gifts 56 56

Cash Awards 25 25

Allowances 19 19

Total 100 100

38

INFERENCES:

From the above table shows that monetary reward the organization provides for the
Employees is 56% of respondents say gifts, 25% of respondents say cash awards, and
19% of respondents say allowances.

Chart 12:

60 56

50

40

30 25
19 Monetary Reward
20

10

0
Gifts Cash Allowances
Awards

39

Table 13: Activities motivates employees:


Monetary Reward 15 15

Job Promotion 30 30

Job Security 55 55

Transfer __ __

Total 100 100

40

INFERENCES:

From the above table shows that the activities which motivates them is 15% of
Respondents says monetary reward,30% of respondents says Job promotion &55% of
respondents 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

Table 14: Employee as part of Team:


Yes 54 54

No 46 46

Total 100 100

INFERENCES:

From the above table shows that 54% of respondents say yes that the company makes the
employee as part of team & 46% of respondents says no that the company does not make
the employee as part of team.

Chart 14:

42

54
54

52

50

48 Employee as a part of
46 Team
46

44

42
Yes No

Table 15: Career Development for Employees:

43


Yes 45 45

No 55 55

Total 100 100

INFERENCES:

From the above table shows that 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.

Chart 15:

60 55

50 45

40

30
Career Development

20

10

0
Yes No

Table 16:Training Programmed to improve Productivity:

44




Not at All 14 14

Total 100 100

INFERENCES:

From the above table shows that 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.

Chart 16:

60 54
50

40
32
30
Training Programmed to
20 improve Productivity
14
10

0
Extend Extend

45

Table 17:Encourage employee to work:




Not at All 12 12

Total 100 100

46

INFERENCES:

From the above table shows that 55% of respondents say that manager encourage
Employee 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
Extend Extend

47

Table 18:Organization collect employee opinion:


Suggestion Box 56 56

Weekly Meetings 25 25

Monthly Meetings 19 19

Total 100 100

INFERENCES:

From the above table shows that organization collects the employee opinion through
56% of respondents says suggestion box, 25% of respondents says Weekly meetings &
19% of respondents says monthly meetings.

Chart 18:

48

60 56

50
40
30 25
19 Organisation collect employee
20 opinion
10
0
Suggestion Weekly Monthly
Box Meetings Meetings

Table 19: Hygiene factor in Job Satisfaction:


Job Security 27 27

Promotion 23 23

Working Conditions 38 38

Pay and Allowances 12 12

Total 100 100

INFERENCES:

From the above that shows that hygiene factor will result in Job satisfaction through
27% of respondents says job security, 23% of respondent‟s saysPromotion, 38% of
respondents says working conditions, 12% of respondents Says pay & allowances.

Chart 19:

49

40
35
30
25
20
15 Job Satisfaction
10
5
0
Job Security Promotion Working Pay &
Condition Allowance

50

Table 20: Job Enrichment provides true motivation:


Yes 53 53

No 47 47

Total 100 100

INFERENCES:

From the above table shows that 53% of respondents say yes that job enrichment Provide
true motivation & 47% of respondents say no that job enrichment does not provide true
motivation.

Chart 20:

53
53
52
51
50
49
48 Job Enrichment
47
47
46
45
44
Yes No

51

Table 21: Best performance of employee in year:


Yes 25 25

No 75 75

Total 100 100

INFERENCES:

From the above table shows that 25% of respondents say 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.

Chart 21:

52

80 75
70
60
50
40
Best Performance
30 25
20
10
0
Yes No

53

Table 22: Proud to be member of organization:


Yes 83 83

No 17 17

Total 100 100

INFERENCES:

From the above table shows that 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
.
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

NULL HYPOTHESIS Ho:

To find out there is significant links between Gender and activities motivated them in the
organization.

ALTERNATIVE HYPOTHESIS H1:

To find out there is a significant links between Gender and activities motivated
employees 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

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 0.023

TOTAL 6.5

Calculated value of Chi-square = 6.5

Degree of freedom = (c-1) (r-1)
= (3-1) (2-1)
=2
The table value of chi-square for four degree of freedom at 5 percent level of significance
is 5.991

Interpretation:

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 Gender
and the activities which motivated the employees most.

56

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

 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

 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

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

The study conducted at Anglo French Textiles Limited deals with the “Employee
Motivation ”. In this present situation, every organization should provide motivation to
the employees. Employee motivation will help to increase performance standard of an
employee 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, working
conditions, training and job satisfaction. Motivation is the ultimate function of so many
individuals attitudes together. It is very complex, complicated and personal experience. It
is difficult to determine the relative importance of the factors influencing motivation as
the importance varies with time and individuals. The motivation is the continuous process
of the organization have come to conclusion that the employee motivation plays a
significant role in modern organization

8.LIMITATIONS AND SCOPE OF THE STUDY

62

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

9. ANNEXURE

9.1 QUESTIONARIES

64

A STUDY ON EMPLOYEE MOTIVATION SCENARIO IN
ANGLO FRENCH TEXTILES LIMITED

GENERAL INFORMATIONS:

NAME:

AGE:

GENDER:

MARITAL STATUS:

QUALIFICATION:

1. Below SSLC 2.Higher Secondary 3.Diploma 4.Degree Holder

EXPERIENCE:

1.5-10 Years 2.10-15 Years 3.15-20 Years 4.20-25 Years

SALARY:

1. Below 5000 2.5000- 10000 3.10000-15000 4.15000 & above

1. Does the company provide any motivation to the employees?

(a) Yes (b)No

65

2. Are you satisfied with the motivation that the company provides?

(a)Yes (b) No

3. Does the motivation create any interest towards a job for employees?

(a)Yes (b) No

4. Do you think that a highly motivated employee will increase the productivity level?

(a)To Large Extent (b)To Some Extent (c)Not at All

5.Does the organisation provide recognition for your employees?

(a) Yes (b)No

6. Does the manager give continuous feedback about your performance?

(a)Yes (b) No

7. Does the company teach the employees how to measure their own performance?

(a)Yes (b) No

8. Does the organization provide the following facilities to the employees?

(a)Insurance (b) Medical (c) Transport (d) Canteen

9. Does the medical facility and the insurance provided by the company is highly
motivate to you.?

(a)Yes (b) No

66

10. Are you satisfied with the basic needs?

(a)Highly Satisfied (b) Satisfied (c) No opinion (d) Dissatisfied (e) Highly
Dissatisfied

11. Does the company give monetary reward to the employees?

(a)Yes (b) No

12. What type of monetary reward does the organization provides for the employees?.

(a) Gifts (b) Cash Awards (c) Allowances

13. Which activities motivate you the most?

(a)Monetary Reward (b) Job promotion (c) Job security (d) Transfer

14. Does the company make the employee as part of team?

(a)Yes (b) No
15. Do you think that the organization gives importance to the career development for
employees?

(a)Yes (b) No

16. Does the organization give training programmed in systematic manner to improve
productivity?
(a) To Large Extent (b) To Some Extent (c) Not at All

17. Does the manager encourage employees to do your work independently?

67

(a) To Large Extent (b) To Some Extent (c) Not at All

18. In which way does the organization collect the employee’s opinion?

(a) Suggestion Box (b) Weekly Meetings (c) Monthly Meetings

19. Which of the following hygiene factor will result in job satisfaction?

(a)Job security (b) Promotion (c) Pay and Allowances (d) Working Conditions

20. Does the job enrichment provide true motivation?

(a) Yes (b) No

21. Whether the organization select the best performance of employee in the year?

(a)Yes (b) No

22. Are you proud to be the member of the organization?

(a)Yes (b) No

9.2 BIBLIOGRAPHY

1. Stephen P. Robbins & Seema Sanghi (2005) ORGANISATIONAL BEHAVIOUR,
Dorling Kindersley (Indian) Pvt Ltd., New Delhi.

2. Bhagoliwal, T.N. (1992) PERSONNEL MANAGEMENT AND INDUSTRIAL
RELATIONS, Sathitya bawan, Agra.

68

3. HUMAN RESOURCE MANAGEMENT (2003), ICFAI center for management
Research, Hyderabad.

4. Kothari, C.R.Research Methodology-Methods and Techniques.

69

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