Msil

Mysore Sales International Limited
Belgaum Institute of Management Studies (BIMS) 1
Executive summary
A study report on Impact of Motivation on Employee Performance.
Project consists employee motivation survey:
It provides a channel for employees to communication their views on wide range of
issues in total confidence.
Employee satisfaction survey is conducted to find out the motivation level of the
employee performance at My sore Sales International Limited.
The other objective is to find out the areas of low motivation be taken to improve
employee level where corrective actions can be taken to improve employee motivation.
For this purpose a sample 100 employees was selected and survey was done with the help
of questionnaire and the results are analyzed for all the employees using percentage
method.
Based on this analysis, observations, given HR will be taking corrective actions to
improve motivation level of the employees.

INTRODUCTION
EMPLOYEES MOTIVATION AND THEIR PERFORMANCE
What is Employee Motivation?
Employee‟s motivation refers to offering more and better training that contributes
to the employee‟s career and goal.
In the other words employees‟ motivation is a sir phase process beginning from
the inner state of need deficiency and ending with the need fulfillment.
“Motivation is the result of processes, internal or external to the individual that
arouse enthusiasm and to pursue certain course of action”.
“Motivation is how behaviors get started, is energized is sustained, is directed, is
stopped and what kind of subjective reaction is present in the organization while all this
is going on”.

Employees Motivation Model
Employee’s Motivational Challenges
Identifies need
One reason why motivation is a difficult job is that the work force is changing
employee‟s join the organization with different needs and expectations. Rein values
belief background, lifestyles, perceptions and attitudes are different.
Motivating employees is also more challenging at a time when the tines have
dreamtime changes the jobs that employee‟s portion,
Need
Deficiency
Search and
Choice of
strength
Goal directed
behaviors
Re-evolution
of need
Reward or
Punishment
Evolution of
performance
Reassesses
need
deficiencies
Performance
Search for ways
to satisfy need
Receives either
reward or
punishment
Engages in goal
direct behavior
Employees

THEORIES OF MOTIVATION
1. Early theories,
 Scientific Management.
 Human relation Model.
1. Scientific Management:
Scientist management is the name given to a philosophy and set of methods and
techniques that stressed the scientific study and organization of work at the operational
level for the purpose of increasing efficiently several luminaries contributed their ideas to
the philosophy of scientific management but the movements is more associates with
F.W.Taylor who is remembered as the father of scientific management.
Scientific Management had contributes several techniques which are relevant
today. The techniques are:-
 Scientific Method of doing work.
 Planning the task.
 Standardization.
 Division of work.
 Time and Motion studies.
2. Human Relation Model:
Eventually it becomes clear that the assumption that workers were primarily
motivated by money was inadequate. Elton mayo and others human relations researches
found that the society contact which the workers had at work places was also important
and that the boredom and repetitiveness of tasks were themselves factors in reducing

motivation. The managers should motivate employees by acknowledging these social
needs and by making they feel useful and important.
As a result employees were given some freedom to make their own decisions on
their jobs more information was provided too the employees about. The managers
intentions and about the operations of the organization in the scientific managements
model, workers had been expect to accept the managements authority in action for high
wages. In the human relations model, workers were expected to accept the management
authority because supervisors treated them with consideration and were affective to their
needs.
Two Factor theories:
Another very popular theory of motivation is that proposed by psychologist
Frederick her berg. This factor model which is variously termed the two-factor theory has
been widely accepted by managers concerned with the problem of human behavior at
work.
There are the distinct aspects of the motivation hygiene theory. The first and the
more basic part of the model represent a formally started theory of work behavior and the
second aspect of her berg‟s work as focused upon the behavioral consequences of
enrichment and job realization Programs.
Responses obtained from this critical incident method were intrusting. It was
revealed that factors which made respondents feel good were totally different from those
which made them feel bad.

Intrinsic factors, such as achievements, recognition, the work itself,
responsibility, advancement and growth seems to be related to the job satisfaction these
factors one variously know as motivators.
According to her berg satisfaction and dissatisfaction are not opposite poles of
one dimension there are two separate dimension satisfaction is affected by the motivators
and desertification by hygiene factors. This is the key idem and it has important
implication for managers.
To achieve motivation managers should cape with both statistics and
dissatisfaction improve hygiene factors dissatisfaction is seemed from the minds is
created for motivation. Managers should be realistic and should not aspect motivation by
only improving the „Hygienic‟ work environment.
The satisfaction of payment needs deeds not produce contentment instead, it
unleashes a new series of discontents. The secondary needs now being to acquire the
power of motivate do not step wanting after physics logical needs are fulfills; they need
in succeeding safety, love, esteem and self realistic.
1. Physics logical Needs:-
The most basic powerful obvious at all human needs is the need for the physical
survival. Included in this group are the need to feed, drink, oxygen, sleep, progestin from
extreme temporally and sensory. Similarly, . these physiological drivers are directly
collected with the biological maintenance of the organism and motivated by higher and
needs.

2. Safety Need:-
Once physic logical needs are not, another set of motives called safety or security
needs, become motives. The primate motivating face hence is to ensure a reasonable
degree of continuity and structure and predictability is one environment mask suggestions
that the safety needs are most readily observed in infants and young children because of
them relative helpless and dependence of adults.
Safety needs exert influence beyond childhood. The pentene for second incant,
the acquisition of insurance and owning, one‟s our house may be regarded as motivated
in part by safety seeking at least in part, elegies and philosophic belief systems may disc
be interacted safety seeking.
3. Social Needs:-
Social needs are also called belonging and the love need, these constitute the third
level in the hierarchy of needs. These needs anise when physical logical and safety needs
are satisfied. An individual motivated on these level legs to affection relationship with
others normally, to a place in his or her fairly and or of the sentence group. Group to the
individual accordingly the person will feel keenly the pangs of loneliness, social,
friendliness and rejection, especially when induced by the absence of the friends &
relatives.

4. Self esteem need: -
Next in mastoids hierarchy are esteem or egoistic needs mastoids classified these
needs into two subsiding gets self respect and esteem from others. The former includes
such things as design for complete, confidence, personal strength and capable of
masteries tasks and challenging in late. Esteem from other includes prestige, recognition,
acceptance, attention, starts and reputation. In this case in divided needs to be appreciated
for what they can do.
Satisfaction of the self –esteem needs generates feeling and attitudes of self-
confidence, work, strength, capability and of being useful and incessant in the world. In
the work place self- esteem needs to job title, might pay increases peen/ supervisory,
recognition , challenging work, responsibility , and publicity in company publications.
5. Self- actualization needs:-
Finally, if all the earlier four level needs are satisfied, the need for self
actualization comes to the fore. Maslow‟s characterized self- actualization as of
becoming. The person who has achieved this highest – level presses towards to full use
and exploitation of this talent capacities and potentials. In other words, to self- actualize
is to become to reach peak.
The need for self-actualization is distinctive, in that it is never fully satisfied. It
appeared to remain important. The more apparent satisfaction of it is a person obtains, the
more important to need for more seems to become.

In an organization, self actualization needs correlate to desire for expellees one
self needs jobs advances, an important idea successfully managing a unit and the like by
biers aware of self-actualizations needs of subordinate, managers can use a use of a
variety of approach‟s email subordinate to achieve personal as well as organizational
goal.
Achievement of Employees Motivation Theory:
1. Need for achievements.
2. Need for power
3. Need for affiliation.
1. Need for achievements:
Employees with a high need for achievements derive satisfaction, from reaching
their get gorals. Succeeding at a task is important to the high achieve. Although, people
with a high need for achievements one often wealth‟s their wealth comes from their
ability to achieve goals. In the most societies, goal achievement is rewarded financially
high achieves are not motivated by the money. Money is the indicator of their
achievement high achiever prefer immediate feed back on their performance, and their
generally undertake task of the modulate difficultly rather than there that are very easy.
2. Need for Power:
The employees exhibitory the needs for the power derive satisfaction from the
ability to control others. Actual achievement of gents is less important than the means by
which goals are achieves satisfaction is derived from biers in positives of influence and
central individual with a high power satisfaction from biers in positives of influence and
central.

3. Need for affiliation:
Individuals exhibitory this need as a dominant motive derive satisfaction from
social and inter personal ties and to get close to people psychologically competent and
those who are their friends. High power affiliation individuals will choose their friends.
Important of employees motivation
1. Motivated employees are always looking for better ways to do job. These
statements can apply to carpeted strategies and to production works, when people
actively seek new way of doing things.
2. A motivated employees, generally, is more quality this is the whether we are
talking about a top managers spending extra time on data and their and analytic
for a report.
3. Highly motivated employees are more productivity of Japanese workers and the
fact that fewer workers are needed to produce an automobile in Japan than else
where is well known a pane.
4. Every organization requires Human Resource in addition to finance and the
physical resource for it to function.
5. Motivation as a concept represents a highly complex penance that affects, and
affected by a multitude of facts of the organization. A comprehensive
understanding of the way in which an organization functions. Requires that
increasing attention be directed towards the questions if why people behaves the
way they do.

By all means at the end of the questionnaire invite and allow space for any other
comments', or better still try to guide respondents towards a particular question.
On which point, wherever it is necessary to ask an open-ended question, use the words 'what' and
'how' rather than 'why', if you want to discover motives and reasons. What and How will focus
respondents on the facts objectively, whereas 'why' tends to focus respondents on defending
themselves.

LITERATURE REVIEW
Introduction of Employee Motivation.
The Key measures of organization are :
 Employee retention
 Productivity
 Employees satisfaction on base of work performance.
All the above results are obtained only if the employees that is the heart of the
organization are satisfied. Because satisfied employees find to be more productive,
creative & committed to their employees.
Employees Motivation Theory
1. Maslow‟s theory of Motivation.
2. Cherbourg‟s Motivation theory.
3. „X‟ and „Y‟ factor motivation theory.
The Motivational issues are : -
1. Work : The work should make employees believe that the work they are doing is
important.
2. Achievement : All employees want to do good job and make use & their talent.
3. Recognition : Employees should be rewarded for high performance by bonus or
at least praising their efforts.

4. Responsibility : Employees should be given enough freedom or power to carry
out their task. They should have ownership of work & be given challenge work.
5. Advancement : Loyalty & performance should be rewarded by providing
opportunities for career development.
Statement of the problem
Since the employees worth performance is not as per the expectation, to keep
motivation as a parameter to identify the employee satisfaction / dissatisfaction towards
employee motivation in the organization.
Management problem:
Management is facing problem of employee performance in their
organization. According to the management employees performance is below
expectation, to find out the root cause for this problem.
Research problem:
A study on employee performance MSIL, by considering motivation is main
parameter.
Purpose of the Study.
To know the employees motivation and their performance in MSIL Bangalore.
And study the satisfaction level of employees towards motivation.

Scope of the Study : -
The Study will help to know the impact of employees motivation on their
performance in the organization.
The study will help to know the on what bases the employees are motivated in the
organization.
The study reveal satisfaction level of the employees towards their work in the
organization.
Limitations:
The study was been restricted at MSIL.
The questions asked as regards to employees were answered hesitantly or were
just avoided
The findings are purely based on the in formation that has been provided by the
company and the workers.
Objectives of the study :
To conduct survey of employees perceived opinion about the motivation on
employee‟s performance in the organization.
The suggest factor needed to improve the employee motivation and their
performance.
To study impact of motivation on employees performance.
To recommend the company regarding improvement in employee motivation

CHAPTER – II
ORGANIZATIONAL PROFILE
The Government of Karnataka a pioneer in industrial promotional growth felt the
need of an organization to manage the marketing need of an organization to manage the
marketing needs of growth industries in the state on March 1966. A unique concept of
marketing enterprise in the public section was born in Bangalore, Mysore Sales
International Limited.
Since than MSIL has grown from a humble grading to a vibrant multi product,
multidimensional and export house. Offering a wide range of product and service the
changing consumer profit has mould the activities of terms business house‟s marketing if
enter new challenging field than by diversifying its operation and bordering its horizon
the company now with a national marketing presence has crossed an annual turn over of
2000 billion.
Looking back in the late 60‟s much was a novel concept in the public sector a
centralize marketing unit for the numerous state owned industry with a house advertising
agency marketing consultants and agency limited. It provide the comprehensive range of
marketing service.
By the late 70‟s MSIL had already established its capabilities in a diverse range of
product and service. And its field of operation began to extend beyond marketing.
Over the years MSIL has managed a number of special products be it‟s the
distribution of imported cement. During a nation wide export of while rice during the
surplus year.

The manufacturing and distribution of books and school children and the
government of state lottery the management of Bangalore Air Cargo Complex as
custodian or customer cargo for the operation.
In the recent time MSIL has entered the consumer durable market with his higher
purchase scheme MSIL home and with the MSIL tools and Travels, when there was need
for distribution steaming the leaker distribution in the state it was once again MSIL which
roste the occasion and with its wide network it has carried out task effectively.
This is MSIL today and organization with is Asian wide Marketing, and the
export house of government of Karnataka.
The corporate office of MSIL is at Bangalore with 5 Branches offices that is
Bangalore, Calcutta, Delhi, Mumbai, Chennai, the company has 29 depot within the
states and 20 deputes all over the country.
Board of Director
Sl.
No.
Name Official Address
1 Meera Saksena, IAS
Managing Director
Mysore Sales International Ltd. “ MSIL House"
No.36, Cunningham Road
Bangalore-560 052
2 N.Gokulram, IAS
Director
Principal secretary to Govt
Finance Department
Govt of Karnataka
Vidhanasoudha
Bangalore-560 001
3 Sobha Nambisan, IAS
Director
Chairperson and Managing Director of
Karnataka State Industrial Investment &
Development Corporation. Ltd.,
Khanija Bhavan

Race Course Road
Bangalore-560 001
4 K. M Shivakumar, IAS
Director
Principal Secretary to Govt. Commerce and
Industries Dept., Govt of Karnataka,
Vikasa Soudha
Bangalore-560 001
5 Dr Rajkumar Khatri,
IAS
Director
Commissioner for Industrial
Development & Director of Industries &
Commerce,
Khanija Bhavan
Race Course Road
Bangalore-560 001
Branches
1. Hitanand –2,3rd
Floor
26/12 Lavelle road Bangalore
2. Arun chambers
Tardeo main road Mumbai –4000034
3. 5th
Floor Shantiniketan
8, Comac Street Calcutta 100016.
4. Khaviraj Complex –480
Mount Road, Nandanm
Chennai 600035
5. C-4 2nd
floor state emporium
Building Baba Kharak Sigh
Marg New Delhi -110011

Overseas officer
199 Piccadilly
London Wivan
U.K.
Back Ground
1. Date of Incorporation 17/03/1966
2. Government Company
3. Authrid share capital Rs.400 laths
4. Subscribed and paid
Up share capital Rs. 60 lacs
5. Man power 687 well-trained work force
6. No. of division 9
7. No of Branches 4
8. No of Sales office 28
9. Reserve of Surplus Rs.7127.83 lacs
Departmentation :-
Departmentation refers to the normal structure of the organization composed of
various departments, managerial position and the relationship composed of various
departments, managerial position and the relationship to each other. It is efficient and

effective grouping of the jobs in to meaningful work units to cooperate numerous jobs all
for expenditions accomplishment of the organization is objective.
MSIL has adopted an effective way of departmentation for the smooth and
effective functioning of the organization.
The various departments of MSIL:-
 Administration department
 Personnel / HR department
 Finance and accounts department
 Estate department
 Security department
 Marketing and sales department
 EDP department
1) Administration department :-
 The department is concerned with administrative function like handling of paper
works involving data capture, information retrieval processing and recording data.
 Payment of telephone bills
 Maintenance and upkeep of offices equipments like our conditions, telephones,
compecter.
 This departments also gives importance to the cleanliness of the entire office
premises by keeping in neat and clean.

2) Personal / HR Department:-
 MSIL always ensures that the people looking for the company are always
physically and normally fit and complete.
 It develops / involves policies and procedures and communicates to its employees.
 It takes care of salary / wages preparation maintenance of attendance, leave and
personnel records.
 This departments ensures the security and salary of the organization by
interfacing the security department.
3) Finance and Accounts Departments :-
 It manages the finance of the company like raising capital, loan etc.
 The A/c function records all the financial transactions and maintenance, proper
A/c of income expenses.
 It also takes care of the payroll. Preparation on 2 processing of same for the
employees of the organization every month.
 This department provides the relevant infinities to the auditors in preparation of
annual balance sheet profit and account etc.
 It provides the organization with statistical dates by calculation various financial
ratios.
 It has its brands all over the major functional divisions of the organization.

4) Estate Department:-
The estate department of MSIL is responsible for overall maintenance of the use
of space. The maximizes productivity and effectives may be advised at minimum cost it
also sees to the payment of the office premises with good interior decoration and lighting
comfortable seating etc.
5) Security Departments :-
The department of MSIL insures the physical security of the organizational assets.
It also sees to the safe custody of goods at various godowns stores and departments
located at different places.
The departments ensures the observers of safety precautions / measures to avoid
accidents shifts timings for the security personnel is planned and organized by this
department. If required round the clock security is also organized by this department.
6) EDP Department :-
The department deals with computerizations operation of the task in some field
like processing of payroll or any of the finance and accounts functions.
7) Marketing / Sales departments :-
This department of MSIL culture the need of the customers function such as
marketing research, advertisement, sales promotions and corporate communication as
part of the department. This department is the core department of entire organization.

Objective of the company: -
1. To Carry all kinds of agency business
2. To carry in guarantee and indemnity business relating to any product.
3. To buy sell import manipulate prepare merchandiser of all kind & generally to
carry on business as merchants, imports & exports.
4. To establish offices, go downs showrooms, exhibition and galleries, factories and
repairing center and part of the word
5. To act agents broken and trustees for any person of a company.
6. to promote commerce in relation to industrial undertaking in Indian & Abroad,
7. To carry on the business of manufactures of and dealers in

Growth and development of the organization:-
MSIL has operational division as below:
1. Consumer products divisions:
Mills consumer product division operates in their challenging area along with
most popular brands. This division is the part handled prestises product such as
Mysore sandal soap point, detergents powder &all ranges of toilet soap &
detergents.
2. Industrial Product division
MSIL has made several products organizing both the government & private sector
current division market power capacitors control panel water heater & chemical
products.
3. Lottery division
In the year 1970‟s when the Government of Karnataka decided to start a lottery
scheme MSIL called up to again before interpreting new scheme had to change its
strategy accept their product was carefully analys today the Karnataka State
lottery enjoys the reputation of being in the country.
Leather dresses counters fanners master of leather goods.
4. Paper Division: -
In the year 1997, MSIL interested with the production and distribution of
government subside red notebooks. In Karnataka MSIL Authorities to convert
paper to note book and distribute the small all oven the state at fixed rate the
sources of this back operation was encouraged MSIL to introduce many other

office stationary such as pen, pen, crayons, MK. Jams and page and all variety of
paper typing ribbon etc.
5. Liquor division:
Liquors division established in the year 1989 opuntes through a network a sales
located in district of all over Karnataka. This helps to effective channels of
distribution of India media liquor in state
6. Tour and Travel division
MSIL entered the travel business with the opening of an office exclusively to
canter the traveling requirement for all the government off
7. Hire purchase division
MSIL constantly looking around for diversifying it‟s activities. After the study of
the Market condition. The company entered hire package activities during the
year 1988.
Home Maker hire purchase scheme caters to the growing needs of consumer
durable for government employees. TV‟s refrigerator, vaccum cleaners on other
household items as well as the two wheelers and reputed brands are made a
available on easy installment and at reasonable interest rate, thousands of homes
are benefited by this easy scheme.

ORGANISATION CHART
Managing Director
Director Marketing
General
Manager
Industrial
Product
GM
Chit
Fund
GM
Finance
GM
HRD
GM
Lottery
GM
Tours &
Travels
Air
Cargo
GM
Consumer
Products
Deputy
General Manager
Deputy
Manager
Assistant
Manager
Supervisor
Representative
Assistants
Attenders

Vision :
To be a global leader in marketing industry.
Mission :
 To be the leading technology partner to the customer and enabling them to
achieve higher success through prudent software solution.
 To create the ability to observe the changes and technology by forecasting over
unable assets „ people‟ and facilitate in self actualization.
 To deliver quality solution and exceed customer expectation by adding significant
value to our solution.
MAN POWER OF THE ORGANISATION
 MSIL is very established in India. Its head office is at Bangalore.
 The total number of employees working at MSIL are 676.
 Number of employees working at head office are 558
 Number of employees working at the branch office are 156.
Employees are classified into two groups :-
Group A:-
Managing Director, Executive, Director, General Manager & his deputy.
Group B:-
Supervisors, Clerks, Sub staff and worker etc.

MSIL MEMORANDAM
Company Name : Mysore Sales International Limited
Company : Public Sector Undertaking (PSU)
Established : March 1966
Branch Office : Mumbai, Delhi, Chennai, Bangalore
Overseas Office : London
Address : MSIL House,
36, Cunningham Road,
Bangalore – 560 052,
Phone : 080-2264021
Fax : 080-2256709
MSIL Products
LIST OF ITEMS COMPANY DEALS IN
Arrack Detergents Liquor Books
School Bags Slates Erasers Files Wax Crayons
Paper/Pins clips Instruments
boxes
Scales Ink tubes Computer
stationery
Lekhak paper
wrappers
Sharpeners Telecom
powders
Vishwa
products
Chocolates
Carbon papers Soaps KPTCL
Stationery
Solar water
heater
Teak wood oil
Consumer Handicrafts Crayons Sandal wood Synthetic

durables oil wrapper
Power
capacitors
Calico Jewelleries Rectified spirit Writing deep
papers
Vidya Note
Books
Tele printers Color isolate
pencils
Mineral water
QUALITY POLICY
 Honoring every commitment mode
 Providing prompt and proactive customer service
 Ensuring high quality in all its products and services
 Motivating and involving everyone in the organization for active participation
towards continuous improvement in its activities.
 Sampling :
Total shop floor workers of the company that is 50 employees are treated as
sample for this study, as the work force is less complete enumeration method is used. To
get 100% response.
Sampling size: 100
Sampling method : Random sampling

Data Collection method :
The information necessary for this survey is collected by tapping primary and
secondary source :
Primary sources :- 1) Questionnaire
2) Personal interaction
Secondary sources : 1) Provides reports on employee satisfaction.
2) Related information from Internet
3) Books and Publications
Procedure : The questionnaire was personally given to each employee, and responses
were noted down.
Research Design :
In research design of this project the study was conducted using survey method. I
took all the 50 employees as sample and took their responses using the research
instruments as questionnaire; personal interview is conducted for this study and is
restricted to only employees of MSIL, Bangalore.
Data Analysis :
Data analysis was made based on questionnaire. Graphs have been used to know
the level of satisfaction of the employees towards welfare measures. This analysis is
helpful in recommending improvements in welfare measures.

Measuring tool :
For this study I considered questionnaire of 5 point likert scale for collecting data.
I used the following criteria for assessing data;
Strongly agree (SA) … 1
Agree (A) … 2
Neither Agree/nor Disagree (N) … 3
Disagree (D) … 4
Strongly disagree (SD) … 5

CHAPTER – III
RESULTS AND DISCUSSION WITH GRAPHS AND CHARTS
1. Employees are motivated very much in the organization
Frequency Percent Valid
Percent
Cumulative Percent
Valid "Strongly
Agree"
27 27.0 27.0 27.0
"Agree" 55 55.0 55.0 82.0
"Disagree"12 12.0 12.0 94.0
"Neither
Agree Nor
Disagree'
6 6.0 6.0 100.0
Total 100 100.0 100.0
"Neither Agree Nor D
"Disagree"
"Agree"
"StronglyAgree"
Frequency
60
50
40
30
20
10
0
6
12
55
27
Analysis:
From the above the table can be showed that 27% respondents are strongly agreed and
55% agreed that employees are motivated in the organization. 12% disagreed and 6%
respondents are neither agreed nor disagreed.

Interpretation :
Hence the table interpreted that more number of respondents that 55% respondents are
agreed that they are motivated in the organization. And the 6% respondents are neither
agreed nor disagreed that they are motivated in the organization.
2. I am happy with the employee motivation techniques in the
organization
Frequenc
y
Percent Valid
Percent
Cumulative
Percent
Valid "Strongly
Agree"
15 15.0 15.0 15.0
"Agree" 65 65.0 65.0 80.0
"Disagree
"
15 15.0 15.0 95.0
"Neither
Agree
Nor
Disagree'
5 5.0 5.0 100.0
Total 100 100.0 100.0
"Disagree"
"Agree"
"StronglyAgree"
Frequency
70
60
50
40
30
20
10
0 5
15
65
15
Analysis:
From the above table it can be noted that 15% respondents were strongly
agreed with employees motivation techniques in the organization 65% respondents are
just agreed and 15% were disagreed and 5% neither agreed nor disagreed and strongly
disagreed in the organization.

Interpretation :
Hence from the above table it can be interpreted that more number of respondents that
65% of respondents agreed that they were happy with the employees motivation
techniques in the organization. And 5% of respondents are neither agreed nor disagreed .
3. I am satisfied with employee training programs in the organization
"Disagree"
"Agree"
"StronglyAgree"
Frequency
70
60
50
40
30
20
10
0
19
65
15
Frequenc
y
Percent Valid
Percent
Cumulative
Percent
Valid "Strongly
Agree"
15 15.0 15.0 15.0
"Agree" 65 65.0 65.0 80.0
"Disagree
"
19 19.0 19.0 99.0
"Neither
Agree
Nor
Disagree'
1 1.0 1.0 100.0
Total 100 100.0 100.0

Analysis :
From the above table can be noted that 15% respondents were strongly agreed
with employee training programs and 65% are agreed and 19% disagreed and 1%
respondents are neither agreed nor disagreed with training programs conducted in the
organization .
Interpretation :-
Hence from the above table it can be interpreted that 65% respondents are just
agreed and less number of respondents that 1% are neither agreed nor disagreed with
employees training programs in the company.
4) Composition package in the organization is satisfactory.
Frequenc
y
Percent Valid
Percent
Cumulati
ve
Percent
Valid "Strongly
Agree"
28 28.0 28.0 28.0
"Agree" 56 56.0 56.0 84.0
"Disagree
"
13 13.0 13.0 97.0
"Neither
Agree
Nor
Disagree'
3 3.0 3.0 100.0
Total 100 100.0 100.0

"Disagree"
"Agree"
"StronglyAgree"
Frequency
60
50
40
30
20
10
0 3
13
56
28
Analysis : -
From the above table it can be showed that 28% respondents are strongly agreed
with the compensation package in the organization 56% agreed and 13% disagreed and
3% respondents are neither agreed nor disagreed.
Interpretation : -
Hence the table can be interpreted that more number of respondents that is 56%
respondents were satisfied with compensation provided by the organization. And 3%
respondents are not satisfied with compensation.

5. Employees are given adequate leave facilities
Frequenc
y
Percent Valid
Percent
Cumulati
ve
Percent
Valid "Strongly
Agree"
31 31.0 31.0 31.0
"Agree" 54 54.0 54.0 85.0
"Disagree
"
12 12.0 12.0 97.0
"Neither
Agree
Nor
Disagree'
3 3.0 3.0 100.0
Total 100 100.0 100.0
"Disagree"
"Agree"
"StronglyAgree"
Frequency
60
50
40
30
20
10
0 3
12
54
31
Analysis :-
The above table it can be noted that 31% respondents strongly agreed that they
got adequate leave facilities provided by company. 54% agreed and 12% disagreed and
3% are neither agreed nor disagreed. With their adequate leave facilities.

Interpretation :-
Hence the above table it can be interpreted that more number of respondents that
54% respondents were got adequate leave facilities provided by the company. And less
number of respondents that 3% of respondents are not getting the adequate leave facilities
in the company.
6. Work environment is satisfactory in the organization.
Frequenc
y
Percent Valid
Percent
Cumulative
Percent
Valid "Strongly
Agree"
25 25.0 25.0 25.0
"Agree" 57 57.0 57.0 82.0
"Disagree
"
11 11.0 11.0 93.0
"Neither
Agree
Nor
Disagree'
7 7.0 7.0 100.0
Total 100 100.0 100.0
"Disagree"
"Agree"
"StronglyAgree"
Frequency
60
50
40
30
20
10
0
7
11
57
25

Analysis :-
The table can be showed that 25% respondents are strongly agreed with their
work environment in the organization and 57% respondents are just agreed and 11%
respondents are disagreed and 7% respondents are neither agreed nor disagreed with their
work environment .
Interpretation :-
Hence from the above table it can be interpreted that 57% respondents were
satisfied with their work environment in the organization. And 7% respondents are not
satisfied their work environment.
7. Employees are given scope for career development.
Frequenc
y
Percent Valid
Percent
Cumulative
Percent
Valid "Strongly
Agree"
24 24.0 24.0 24.0
"Agree" 50 50.0 50.0 74.0
"Disagree
"
20 20.0 20.0 94.0
"Neither
Agree
Nor
Disagree'
6 6.0 6.0 100.0
Total 100 100.0 100.0

"Disagree"
"Agree"
"StronglyAgree"
Frequency
60
50
40
30
20
10
0
6
20
50
24
Analysis : -
Above the table can be noted that 24% respondents are strongly agreed and 50%
respondents are agreed with scope given by the organization for career development .
And 20% disagreed and 6% respondents are neither agreed nor disagreed.
Interpretation :-
Hence from the above table interpreted that more number of respondents that 50%
respondents are agreed that scope given by the organization for career development. And
less number of respondents that 6% are neither agreed nor disagreed.

8. Medical, transport and canteen facilities are satisfactory in the
organization.
Percent
Cumulative
Percent
Valid "Strongly
Agree"
27 27.0 27.0 27.0
"Agree" 40 40.0 40.0 67.0
"Disagree"23 23.0 23.0 90.0
"Neither
Agree Nor
Disagree'
8 8.0 8.0 98.0
"Strongly
Disagree"
2 2.0 2.0 100.0
Total 100 100.0 100.0
"StronglyDisagree"
"Disagree"
"Agree"
"StronglyAgree"
Frequency
50
40
30
20
10
0
8
23
40
27
Analysis:-
The table can be noted that the 27% respondents are strongly agreed and 40%
respondents are agreed that they are satisfied with the medical, transport and canteen
facilities provided by the organization. And the 23% respondents are disagreed 8%
respondents are neither agreed nor disagreed and 2% strongly disagreed.

Interpretation :-
Hence the table can be interpreted that 40% respondents are just agreed that they
satisfied with medical, transport & canteen facilities provided by the organization. But
the 2% respondents are not satisfied these all facilities provided by company.
9. Employees are encouraged to participate in decision –making
process.
Frequenc
y
Percent Valid
Percent
Cumulative
Percent
Valid "Strongly
Agree"
11 11.0 11.0 11.0
"Agree" 41 41.0 41.0 52.0
"Disagree
"
39 39.0 39.0 91.0
"Neither
Agree
Nor
Disagree'
7 7.0 7.0 98.0
"Strongly
Disagree"
2 2.0 2.0 100.0
Total 100 100.0 100.0
"StronglyDisagree"
"Disagree"
"Agree"
"StronglyAgree"
Frequency
50
40
30
20
10
0
7
39
41
11

Analysis :-
The table can be showed that 11% respondents were agreed that employees
encouraged regarding participate decision making process in the organization. 41%
respondents agreed and the 39% disagreed and 7% are neither agreed nor disagreed and
the2% are strongly disagreed.
Interpretation :-
From the above table can be interpreted that the more number of respondents that
41% respondents are just agreed that employees encouraged regarding participate
decision making process in organization. And less number of respondents are strongly
disagreed decision making process in the organization.
10. Superiors are co-operative and support subordinates in the work
Frequenc
y
Percent Valid
Percent
Cumulative Percent
Valid "Strongly
Agree"
27 27.0 27.0 27.0
"Agree" 55 55.0 55.0 82.0
"Disagree
"
12 12.0 12.0 94.0
"Neither
Agree
Nor
Disagree'
6 6.0 6.0 100.0
Total 100 100.0 100.0

"Disagree"
"Agree"
"StronglyAgree"
Frequency
60
50
40
30
20
10
0
6
12
55
27
Analysis-:
From the above table can be noted that the 27% respondents are strongly agreed
that the superiors are co-operative and support subordinates in the organization.55%
respondents are agreed 12% are disagreed and 6% respondents neither agreed nor
disagreed .
Interpretation :-
Hence table can be interpreted that the 55% respondents are agreed that the
superiors are co-operative and support subordinates in the work. But the 6% respondents
are neither agreed nor disagreed because of subordinates are not co-operating with them.

11. Communication is both upward and down ward in the organization.
Frequenc
y
Percent Valid
Percent
Cumulative
Percent
Valid "Strongly
Agree"
16 16.0 16.0 16.0
"Agree" 56 56.0 56.0 72.0
"Disagree
"
16 16.0 16.0 88.0
"Neither
Agree
Nor
Disagree'
10 10.0 10.0 98.0
"Strongly
Disagree"
2 2.0 2.0 100.0
Total 100 100.0 100.0
"StronglyDisagree"
"Disagree"
"Agree"
"StronglyAgree"
Frequency
60
50
40
30
20
10
0
10
16
56
16
Analysis :-
The table can be noted that the 16% respondents are strongly agreed and 56%
respondents are agreed that communication is both upward and down ward in the
organization. And the 16% respondents are disagreed 10% neither agreed nor disagreed
and 2% respondents and strongly disagreed.

Interpretation :-
Hence table can be interpreted that the more number of respondents that 56%
respondents are just agreed with their communication is both upward and downward in
the organization. But the 2% respondents strongly disagreed with their communication.
12. Employees are paid additional compensation on their over time work
Frequenc
y
Percent Valid
Percent
Cumulative
Percent
Valid "Strongly
Agree"
27 27.0 27.0 27.0
"Agree" 56 56.0 56.0 83.0
"Disagree
"
12 12.0 12.0 95.0
"Neither
Agree
Nor
Disagree'
5 5.0 5.0 100.0
Total 100 100.0 100.0
"Disagree"
"Agree"
"StronglyAgree"
Frequency
60
50
40
30
20
10
0
5
12
56
27

Analysis :-
From the above table can be noted that the 27% respondents strongly agreed that
employees are paid additional compensation on their over-time work. 56% agreed and
12% disagreed 5% respondents are neither agreed nor disagreed with their additional
compensation on their over-time work.
Interpretation :-
Hence the table can be interpreted that the more number of respondents that 56%
respondents are agreed that employees are paid additional compensation on their over -
time work. 5% respondents are neither agreed nor disagreed.
13. Bonus and other monitory incentives are paid are satisfactory to the
employees.
Percent
Cumulative
Percent
Valid "Strongly
Agree"
31 31.0 31.0 31.0
"Agree" 49 49.0 49.0 80.0
"Disagree
"
14 14.0 14.0 94.0
"Neither
Agree
Nor
Disagree'
4 4.0 4.0 98.0
"Strongly
Disagree"
2 2.0 2.0 100.0
Total 100 100.0 100.0

"StronglyDisagree"
"Disagree"
"Agree"
"StronglyAgree"
Frequency
60
50
40
30
20
10
0 4
14
49
31
Analysis :
From the table can be noted that the 31% respondents are strongly agreed that
they satisfied bonus and other monitory incentives are paid to employees in the
organization. 49% respondents agreed 14% disagreed and 4% neither agreed and 2%
strongly disagreed.
Interpretation :-
The table can be interpreted that the 49% respondents are agreed that they
satisfied with bonus and other monitory incentives are paid to employees in the
organization. 2% respondents are not satisfied with these facilities in the organization.

14. Performance appraisal system is a motivating factor in the
organization.
Frequenc
y
Percent Valid
Percent
Cumulative
Percent
Valid "Strongly
Agree"
22 22.0 22.0 22.0
"Agree" 51 51.0 51.0 73.0
"Disagree
"
13 13.0 13.0 86.0
"Neither
Agree
Nor
Disagree'
12 12.0 12.0 98.0
"Strongly
Disagree"
2 2.0 2.0 100.0
Total 100 100.0 100.0
"StronglyDisagree"
"Disagree"
"Agree"
"StronglyAgree"
Frequency
60
50
40
30
20
10
0
12
13
51
22
Analysis :-
The table can be noted that 22% respondents are strongly agreed that performance
appraisal system is a motivation factor in the organization. 51% agreed 13% disagreed
12% neither agreed and 2% disagreed.

Interpretation:-
Hence the table interpreted that the more number of respondents that 51%
respondents are agreed that performance appraisal system is a motivation factor in the
organization. But less number of respondents that 2% are strongly disagreed.
15.Non –monitory benefits are provided in the organization.
Frequenc
y
Percent Valid
Percent
Cumulative
Percent
Valid "Strongly
Agree"
23 23.0 23.0 23.0
"Agree" 49 49.0 49.0 72.0
"Disagree
"
15 15.0 15.0 87.0
"Neither
Agree
Nor
Disagree'
13 13.0 13.0 100.0
Total 100 100.0 100.0
"Disagree"
"Agree"
"StronglyAgree"
Frequency
60
50
40
30
20
10
0
13
15
49
23

Analysis :-
From the above table can be noted that 23% respondents strongly agreed with
non-monitory benefits provided in the organization. And 49% respondents disagreed and
15% neither agreed nor disagreed 4% strongly disagreed.
Interpretation:-
The table can be interpreted that the more number of respondents that 44%
respondents are agreed with non monitory benefits are provided in the organization.
16. I am satisfied with the non-monitory benefits like, promotion
transfer appreciation job recognition etc.
Frequenc
y
Percent Valid
Percent
Cumulative
Percent
Valid "Strongly
Agree"
17 17.0 17.0 17.0
"Agree" 54 54.0 54.0 71.0
"Disagree
"
19 19.0 19.0 90.0
"Neither
Agree
Nor
Disagree'
10 10.0 10.0 100.0
Total 100 100.0 100.0

"Disagree"
"Agree"
"StronglyAgree"
Frequency
60
50
40
30
20
10
0
10
19
54
17
Analysis :-
From the above table can be noted that the 17% strongly agreed and 54%
respondents are agreed that they satisfied with non –monitory benefits like, promotion
transfer appreciation, job recognition. 19% respondent are disagreed 10% neither agreed
nor disagreed.
Interpretation -:
From the table can be noted that more number of respondents that 54%
respondents are disagreed with non-monitory benefits like, promotion, transfer,
appreciation, job recognition. And 10% of respondents are neither agreed nor disagreed
with their non monitory benefits.

17. Newly appointed employees is undergoing and induction program
always to himself with he organization climate.
"StronglyDisagree"
"Disagree"
"Agree"
"StronglyAgree"
Frequency
50
40
30
20
10
0
4
9
23
45
19
Percent
Cumulative
Percent
Valid "Strongly
Agree"
19 19.0 19.0 19.0
"Agree" 45 45.0 45.0 64.0
"Disagree
"
23 23.0 23.0 87.0
"Neither
Agree
Nor
Disagree'
9 9.0 9.0 96.0
"Strongly
Disagree"
4 4.0 4.0 100.0
Total 100 100.0 100.0

Analysis :-
From the above table can be stated that 19% respondents are strongly agreed.
Induction program in the organization. 45%agreed and 23% disagreed 9% neither agreed
nor disagreed and 4% respondents are strongly disagreed with induction program in
organization.
Interpretation :-
Hence the table can be interpreted that the 45% respondents are agreed with
induction program in the organization. But the 4% respondents of strongly disagreed
with induction program in organization.

18. Recreational facilities are a part of employees motivation and are
encouraged in the organization.
Percent
Cumulative
Percent
Valid "Strongly
Agree"
11 11.0 11.0 11.0
"Agree" 44 44.0 44.0 55.0
"Disagree
"
29 29.0 29.0 84.0
"Neither
Agree
Nor
Disagree'
12 12.0 12.0 96.0
"Strongly
Disagree"
4 4.0 4.0 100.0
Total 100 100.0 100.0
"StronglyDisagree"
"Disagree"
"Agree"
"StronglyAgree"
Frequency
50
40
30
20
10
0
4
12
29
44
11
Analysis:
The table can be stated that 11% respondents are agreed that recreational
facilities are a part of motivation in the organization. 44% disagreed 29% agreed and
12% of respondents neither agreed nor disagreed 4% strongly disagreed.

Interpretation :-
Hence the table can be interpreted that 36% respondents are agreed that
recreational facilities are part of motivation in the organization.
19. Employees are paid wage and salary in time and it is purely on their
performance
"Disagree"
"Agree"
"StronglyAgree"
Frequency
50
40
30
20
10
0
8
20
46
26
Percent
Cumulative
Percent
Valid "Strongly
Agree"
26 26.0 26.0 26.0
"Agree" 46 46.0 46.0 72.0
"Disagree
"
20 20.0 20.0 92.0
"Neither
Agree
Nor
Disagree'
8 8.0 8.0 100.0
Total 100 100.0 100.0

Analysis -
The table can be noted that the 26% respondents strongly agreed 46% agreed that
employees are paid wage and salary in time and it is purely based on their performance.
20% disagreed and 8% neither agreed nor disagreed.
Interpretation :-
The table interpreted that more number of respondents that 46% respondents that
employees are paid wage and salary in time and it is purely based on their performance.
And 8% respondents are strongly disagreed with paid wage and salary .
20. Overall I am satisfied with the employees motivational techniques in
the organization
Percent
Cumulativ
e Percent
Valid "Strongly
Agree"
16 16.0 16.0 16.0
"Agree" 57 57.0 57.0 73.0
"Disagree
"
19 19.0 19.0 92.0
"Neither
Agree
Nor
Disagree'
8 8.0 8.0 100.0
Total 100 100.0 100.0

"Disagree"
"Agree"
"StronglyAgree"
Frequency
60
50
40
30
20
10
0
8
19
57
16
Analysis :-
From the above table can be stated that 16% respondents strongly agreed and 57%
are agreed that they satisfied with motivational techniques in the organization. 19%
disagreed and 8% respondents are neither agreed nor disagreed.
Interpretation :-
Hence the table can be interpreted that 57% respondents are satisfied with
motivational techniques in the organization. But the 8% of respondents are not satisfied
with the motivational technique in organization.

Findings
1. 11% of respondents are strongly agreed 41% of respondents are agreed with
employees are encouraged to participate in decision –making process. 39% of
respondents are disagreed and 2% are neither agreed nor disagreed above to the point.
By this way we can stated that 55% of respondents are agreed with that employees
are encouraged to participate in decision – making process in the organization.
2. 19% of respondents are agreed 45% of respondents are agreed and the 23% of
respondents are disagreed and 9% are neither agreed nor disagreed with induction
program always to adjust themselves with the organizational climate. By this way it is
clear that 64% of respondents are agreed with induction program always to adjust
themselves with organization.
3. 11% of respondents are strongly agreed 44% are agreed that recreational facilities
are part of employee motivation and are encouraged in the organization. And the 29%
of respondents disagreed 12% of respondents are neither agreed nor disagreed and
the 4% of respondents are strongly disagreed above to the point. By this way we can
clear that the 55% of respondents are agreed with recreational facilities are parts of
employee motivation and are encouraged in the organization.

4. 27% of respondents are strongly agreed 40% are agreed with the Medical,
transport and canteen facilities are satisfactory in the organization. 23% of disagreed
and 8% of respondents neither agreed nor disagreed with above to the point. By this
way it clear that 67% of respondents are agreed with Medical, transport and canteen
facilities are satisfactory in the organization.
5. 26% of respondents are strongly agreed and 46% of respondents are agreed and
20% of respondents are disagreed and 8% are neither agreed nor disagreed that
employees are paid wage and salary in time and it is purely based on their
performance. It is clear that 72% of respondents are totally agreed with above point.
6. 15% respondents are strongly agreed and 65% are agreed that they are satisfied
with employee training programs in the company. And the 19% disagreed 1% neither
agreed nor disagreed above to the point. By this we can say that 80% respondents are
satisfied with the training program in organization.
7. 24% of respondents are strongly agreed 50% are agreed that employees are given
scope for career development. And the 20% disagreed 6% neither agreed nor
disagreed with above to the point. By this way it is clear that the 74% of respondents
are agreed with scope for career development.

8. 16% of respondents are strongly agreed 57% are agreed that they are satisfied with
the employee‟s motivational techniques in the organization. 19% are disagreed and
8% are neither agreed nor disagreed above point. By this way it is clear that 73% of
respondents are agreed that they are satisfied with motivational techniques in the
organization.
9. 16% of respondent are strongly agreed 56% are agreed with that communication
is both upward and downward in the organization. And 16% of respondents are
disagreed 10% of respondents are neither agreed nor disagreed with above to the
point. By this way it is clear that 72% of respondents are agreed with that
communication is both upward and downward in the organization.
10. 17% of respondents are strongly agreed 54% that is 27 employees agreed 19%
are disagreed and 10% are the neither agreed nor disagreed that they are satisfied
with non-monitory benefits like, promotion, transfer, appreciation, job recognition . It
is clear that the 71% of respondents are agreed with the non-monitory benefits.

RECOMMENDATION
39% of respondents are disagreed with employees are encouraged to participate in
the organization. The organization have to encourage employees for participate
them in all activities in the organization
23% of respondents are disagreed with the medical, transport and canteen
facilities are satisfactory in the organization. The organizations have to provide
these all facilities for employee‟s motivation in the organization.
23% of respondents are disagreed that is newly appointed employee is undergoing
an induction program always to adjust himself with the organization. The
organization have to provide induction program for motivating employees in the
organizational climate.
19% of respondents are disagreed that they are not satisfied with the non-
monitory benefits like, promotion, transfer, appreciation, job recognition. So the
organization have to improve non monitory benefits.
20% of employees are disagreed that employees are given scope for career
development. The organization wants to give more scope to the employees for
career development in the organization.

Conclusion
Employees at My sore Sales International Limited satisfied with employee motivation
Provided by the organization, yet they need some improvements that is non-monitory
Benefits like promotion, transfer, appreciation, job recognition. And the management
Should provide medical, transport, and canteen facilities. And also the organization
Wants to provide training program.

CHAPTER IV
 Appendix :
I am pleased to introduce myself as a MBA Student of PEST‟s Belgaum Institute
of Management Studies (BIMS), Belgaum. This survey is being conducted to
know A Study on Impact of Motivation on Employee Performance. Your anonymity
is assured to your response in totality makes this survey successful. Please spare some
time to fill this questionnaire &help us in this survey.
Topic: A Study on Impact of Motivation on Employee Performance.
QUESTIONNAIRE
Name :
Age :
Gender :
Department :
Designation :
Questions based on various parameters, which measures motivation of an employee in an
organization.

Sl
No
Questions Strongly
Agree
Agree Disagree Neither
Agree
Nor
Disagree
Strongly
Disagree
1 Employees are motivated very much in
the organization
2 I am happy with the employee
motivation techniques in the
organization
3 I am satisfied with employee training
programs in the company
4 Compensation package in the
organization is satisfactory
5 Employees are given adequate leave
facilities
6 Work environment is satisfactory in the
organization
7 Employees are given scope for career
development
8 Medical, transport and canteen facilities
are satisfactory in the organization
9 Employees are encouraged to participate
in decision-making process
10 Superiors are cooperative and support
subordinates in the work
11 Communication is both upward and
downward in the organization
12 Employees are paid additional
compensation on their over-time work
13 Bonus and other monitory incentives are
paid and are satisfactory to the
employees
14 Performance appraisal system is a
motivating factor in the organization
15 Non-monitory benefits are provided in
the organization
16 I am satisfied with the non-monitory
benefits like, promotion, transfer,
appreciation, job recognition etc.

17 Newly appointed employee is
undergoing an induction program
always to adjust himself with the
organizational climate
18 Recreational facilities are a part of
employee motivation and are
encouraged in the organization
19 Employees are paid wage and salary in
time and it is purely based on their
performance
20 Overall I am satisfied with the
employee‟s motivational techniques in
the organization

Data Code Sheet
S.No. q1 q2 q3 q4 q5 q6 q7 q8 q9 q10 q11 q12 q13 q14 q15 q16 q17 q18 q19 q20
1 2 2 2 2 2 2 2 3 2 2 2 2 2 2 3 3 1 3 2 2
2 2 2 2 2 2 2 2 3 2 2 2 2 2 2 3 3 1 3 2 2
3 3 3 3 3 3 3 3 3 3 3 3 2 2 3 2 3 3 3 3 3
4 3 3 3 3 3 3 3 3 3 3 3 2 2 3 2 3 3 3 3 3
5 2 2 2 2 2 2 4 5 3 2 2 4 5 5 4 4 5 5 1 3
6 2 2 2 2 2 2 4 5 3 2 2 4 5 5 4 4 5 5 1 3
7 2 2 2 2 2 2 2 3 3 3 2 2 2 2 3 2 3 2 2 2
8 2 2 2 2 2 2 2 3 3 3 2 2 2 2 3 2 3 2 2 2
9 3 3 2 2 2 2 2 2 3 3 2 2 4 4 4 4 4 4 4 4
10 3 3 2 2 2 2 2 2 3 3 2 2 4 4 4 4 4 4 4 2
11 1 1 1 1 1 1 1 2 2 2 1 2 2 1 2 2 2 2 1 1
12 1 1 1 1 1 1 1 2 2 2 1 2 2 1 2 2 2 2 1 1
13 4 4 2 1 1 1 1 2 2 1 2 2 1 1 2 2 2 2 1 1
14 4 4 2 1 1 1 1 2 2 1 2 2 1 1 2 2 2 2 1 1
15 1 4 2 2 1 1 1 1 5 1 5 1 1 2 2 1 5 5 2 2
16 1 4 2 2 1 1 1 1 5 1 5 1 1 2 2 1 5 5 2 2
17 2 2 2 2 2 2 2 1 3 2 3 2 2 2 2 2 1 3 2 2
18 2 2 2 2 2 2 2 1 3 2 3 2 2 2 2 2 1 3 2 2
19 2 2 2 2 2 2 2 1 3 2 3 2 2 1 2 2 1 3 2 2
20 2 2 2 2 2 2 2 1 3 2 3 2 2 1 2 2 1 3 2 2
21 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2
22 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2
23 2 2 2 2 2 2 2 2 4 2 2 2 1 2 1 2 2 2 2 2
24 2 2 2 2 2 2 2 2 4 2 2 2 1 2 1 2 2 2 2 2
25 2 2 1 2 1 2 3 1 2 2 4 2 1 2 2 2 2 4 2 2
26 2 2 1 2 1 2 3 1 2 2 4 2 1 2 2 2 2 4 2 2
27 2 2 2 3 1 2 3 1 2 1 1 1 1 1 1 1 4 3 1 1
28 2 2 2 3 1 2 3 1 2 1 1 1 1 1 1 1 4 3 1 1
29 4 2 2 4 2 2 2 4 4 2 4 2 2 2 4 4 4 2 4 4
30 4 2 2 4 2 2 2 4 4 2 4 2 2 2 4 4 4 2 4 4
31 1 1 2 1 1 1 3 1 3 1 4 1 3 1 3 1 3 3 3 3
32 1 1 2 1 1 1 3 1 3 1 4 1 3 1 3 1 3 3 3 3
33 1 1 2 1 1 1 1 1 3 2 2 1 3 1 3 1 3 3 3 3
34 1 1 2 1 1 1 1 1 3 1 2 1 3 1 3 1 3 3 3 3
35 2 2 2 2 2 2 3 3 3 2 2 2 2 2 3 3 3 4 2 2
36 2 2 2 2 2 2 3 3 3 2 2 2 2 2 3 3 3 4 2 2
37 2 2 2 2 2 2 2 2 2 1 2 1 1 2 2 2 2 3 1 1
38 2 2 2 2 1 2 2 2 2 1 3 1 1 2 2 2 2 3 1 1
39 2 2 2 2 2 2 2 3 3 3 2 2 2 4 2 3 2 3 3 2
40 2 2 2 2 2 2 2 3 3 3 2 2 2 4 2 3 2 3 3 2
41 2 2 3 2 2 2 2 1 3 2 2 3 1 4 2 3 2 4 1 2
42 2 2 3 2 2 2 2 1 3 2 2 3 1 4 2 3 2 4 1 2
43 2 2 3 2 1 2 3 3 3 2 2 1 1 2 2 2 2 4 1 2
44 2 2 3 2 1 2 3 3 3 2 2 1 1 2 2 2 2 4 1 2

45 2 3 2 3 2 2 2 2 3 2 2 2 1 2 3 3 3 3 3 3
46 2 3 2 3 2 2 2 2 3 2 2 2 1 2 3 3 3 3 3 3
47 2 2 2 1 1 1 2 2 2 2 2 2 2 2 4 3 2 2 2 2
48 2 2 2 1 1 1 2 2 2 2 2 2 2 2 4 3 2 2 2 2
49 2 2 2 2 2 2 3 2 3 2 2 2 2 2 3 2 2 2 2 2
50 2 2 2 2 2 2 3 2 3 2 2 2 2 2 3 2 2 2 2 2
51 2 1 3 1 2 4 1 1 2 1 3 2 3 4 1 2 3 2 2 2
52 2 2 1 1 1 2 2 2 3 4 2 1 1 2 3 4 2 2 3 3
53 3 3 2 1 2 3 3 4 2 2 4 3 2 2 2 2 1 1 1 2
54 3 4 2 1 2 3 2 2 2 3 2 2 2 2 2 1 1 1 2 2
55 1 2 3 1 2 1 4 2 1 1 2 1 3 4 1 1 4 3 2 2
56 2 3 1 2 1 2 2 2 1 2 2 3 2 4 2 2 1 3 1 2
57 1 2 3 1 2 1 3 3 2 1 2 4 1 2 2 3 2 2 1 2
58 2 2 2 3 2 4 2 2 1 2 3 2 1 2 2 2 2 3 1 3
59 2 2 2 1 3 2 4 1 2 2 1 3 2 2 1 1 2 2 2 2
60 2 1 2 3 4 3 2 3 2 1 2 1 2 4 1 3 2 4 3 1
61 3 2 1 1 2 2 3 1 2 1 2 3 1 4 1 2 3 1 2 1
62 4 1 2 2 3 2 2 1 2 3 3 2 2 4 1 1 2 2 3 2
63 1 2 3 2 2 3 1 4 3 2 1 3 3 1 1 2 3 2 2 1
64 3 1 2 2 1 1 2 2 3 4 2 1 2 1 1 2 3 2 1 3
65 2 3 2 1 2 2 1 2 1 2 3 2 3 3 1 2 4 1 2 3
66 2 2 2 1 3 2 1 2 3 1 2 2 2 1 2 2 2 2 1 2
67 2 1 2 3 1 2 1 1 2 2 2 3 2 1 4 3 2 2 2 2
68 1 2 2 3 1 4 1 2 1 2 1 2 1 3 4 2 1 2 2 2
69 1 2 2 3 4 1 2 2 3 1 1 4 2 3 4 2 1 3 1 2
70 3 2 1 2 2 2 1 3 2 1 3 2 2 1 2 2 2 1 2 2
71 1 1 2 3 2 1 3 2 1 2 2 2 1 3 4 3 2 2 2 4
72 2 2 1 2 3 2 2 3 2 2 2 1 3 2 2 4 4 2 3 1
73 3 2 1 2 1 1 2 3 1 4 1 2 2 3 1 2 3 1 3 3
74 1 2 3 2 1 2 2 2 1 2 2 3 3 2 1 2 3 2 2 1
75 1 2 3 2 3 1 2 3 4 1 2 2 2 3 1 2 1 2 2 2
76 1 2 3 2 3 4 2 2 2 2 1 1 3 2 2 1 2 2 2 3
77 1 2 1 2 1 1 2 3 3 4 2 1 2 1 2 2 2 1 2 2
78 3 2 2 1 2 3 1 2 3 4 3 1 2 2 2 2 1 2 3 4
79 1 2 1 2 3 4 1 2 2 2 2 1 3 1 2 1 3 2 2 3
80 2 2 2 2 3 1 2 3 4 1 2 1 2 3 2 2 2 3 3 3
81 1 3 3 4 2 2 1 1 2 2 2 2 2 1 2 1 3 2 4 2
82 1 2 2 2 1 3 2 1 3 2 3 2 1 2 1 2 1 2 2 2
83 2 2 2 2 3 4 1 2 2 2 2 2 1 3 1 2 2 2 3 4
84 2 1 2 2 2 2 3 4 1 1 2 3 2 2 2 2 2 3 2 4
85 2 3 2 2 2 1 2 2 2 2 1 1 1 3 4 2 2 1 2 2
86 2 2 2 2 3 3 4 4 2 1 2 3 4 2 2 1 2 2 2 2
87 2 1 2 1 1 2 1 3 3 2 1 2 1 2 2 2 3 2 4 1
88 2 3 4 1 2 1 2 1 2 3 4 3 4 2 2 2 2 1 2 3
89 1 2 3 2 1 2 2 2 2 3 4 2 1 2 2 2 1 3 3 2
90 2 2 3 1 2 3 4 2 2 1 2 1 2 1 2 2 2 2 1 2
91 3 1 1 1 2 3 2 2 2 2 4 1 2 2 2 4 2 1 4 2

92 1 2 3 1 1 2 2 2 2 1 2 2 2 3 2 4 1 4 2 1
93 2 3 2 2 2 2 1 3 4 2 1 2 2 2 1 2 1 2 1 2
94 2 3 1 2 4 1 3 1 2 2 2 2 2 2 2 2 2 3 4 4
95 1 2 3 1 2 4 1 4 1 2 1 2 1 2 1 2 1 2 1 1
96 4 2 2 2 2 2 1 1 2 1 1 2 3 2 2 3 2 2 1 2
97 1 2 2 1 2 1 2 1 3 4 1 2 3 1 1 1 2 2 2 2
98 1 2 1 3 2 2 1 4 1 2 3 1 1 2 1 2 1 1 2 2
99 1 2 3 2 2 2 2 3 2 2 2 1 2 3 1 2 3 2 1 2
100 2 3 2 2 2 2 2 2 3 1 3 4 2 2 2 2 3 3 3 2

BIBLIOGRAPHY
1. K. Ashwathappa : Human Resource Management
2. P. Subharao : Human Resource & Personal Management
Website :
www.accel.team.com
www.answers.com

Msil

Recommended

Recommended

More Related Content

What's hot

What's hot (20)

Viewers also liked

Viewers also liked (7)

Similar to Msil

Similar to Msil (20)

Msil