A STUDY ON EMPLOYEE’S MOTIVATION IN

EMAMI LIMITED

SUMMER PROJECT REPORT

Submitted by

A. SUDHA

Register No: 27348347

UNDER THE GUIDANCE OF

Mrs. R.VITHYA

Faculty

Department of Management Studies

in partial fulfilment for the award of the degree

MASTER OF BUSINESS ADMINISTRATION

DEPARTMENT OF MANAGEMENT STUDIES

SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE

PONDICHERRY UNIVERSITY

PUDUCHERRY

SEPTEMBER-2007

SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE

PONDICHERRY UNIVERSITY

DEPARTMENT OF MANAGEMENT STUDIES

BONAFIDE CERTIFICATE

This to certify that the project work entitled “A STUDY ON EMPLOYEES

MOTIVATION” in “EMAMI LIMITED METTUPALYAM , PUDUCHERRY”

is a bonafide work done by A. SUDHA [REG.NO 27348347] in partial fulfillment of

the requirement for the award of Master of Business Administration by Pondicherry

University during the academic year 2007 – 2008.

GUIDE HEAD OF DEPARTMENT

Viva-Voce Examination held on

EXTERNAL EXAMINER

1.

2.

TABLE OF CONTENTS

CHAPTER TITLE PAGE NO

LIST OF TABLES

LIST OF CHARTS

i

iii

I INTRODUCTION

1.1 Profile of Organization

1.2 Process of manufacture

1.3 Organization chart

1

4

7

II REVIEW OF LITERATURE 8

III OBEJECTIVES 19

IV RESEARCH METHODOLOGY 20

V DATA ANALYSIS AND INTERPRETATION 23

VI1. FINDINGS OF THE STUDY

2. SUGGESTION AND RECOMMENDATIONS

41

42

VII CONCLUSIONS 43

VIII1. LIMITATIONS OF THE STUDY

2. SCOPE FOR THE FUTHER STUDY

44

45

ANNEXURE

ACKNOWLEDGEMENT

I am extremely grateful to Our Principal Dr. V.S.K.

VENGATACHALAPATHY to provide necessary and essential facilities to do this

project report.

I express our sincere thanks and deep sense of gratitude to our Head of

Department Mr. S. JAYAKUMAR, Department of Management Studies for

providing me with an opportunity to study and to do this report.

I express a deep sense of gratitude to my Guide Mrs. VIDHYA Department of

Management Studies, for his encouragement, support and guidance to complete this

project work successfully.

I convey my heartiest thanks to T. R. RAJAN GENERAL MANAGER,

EMAMI LIMITED METTUPALAYAM , Pondicherry, who kindly granted

permission to do this project report in his esteemed organization.

Finally, I express our sincere thanks and deep sense of gratitude to my parents

and friends for giving timely advice in all the ways and in all aspects for doing the

project

ABSTRACT

The scope of the present study was analysis on factors enhancing Employees

Motivation of Emami Limited, Mettupalyam, Puducherry. The objective was to study

employee motivation and motivation factors.

The motivation factors are employee involvement, training, working condition

and job security ect. my population near 215 and I use random sampling method to

select the sample. My sample size is 100. The data was collect by using printed

questionnaires.

After the data collection, analysis port was done with the help of statistical

tool. The result of the project was the entire employees were getting effective

encouragement. The company was all ready giving sufficient level of motivation.

For this motivation level the company got better response from employee.

Suppose if the company was ready to increase employee motivation, it will help to

enhance company’s predication level. And also it will help to improve employee

loyalty. Deefiantly it totally eradicate employee turnover.

LIST OF TABLE

S.no TABLE NAME Page No

5.1 Table showing respondents sex 23

5.2 Table showing of the Respondents age 24

5.3 Table showing Educational Qualification of the Respondents 25

5.4 Table showing martial status 26

5.5 Table showing respondents experience 27

5.6 Table showing respondents work 28

5.7 Table showing respondents satisfied 29

5.8 Table showing respondents remuneration satisfied 30

5.9 Table showing respondents outing with the family 31

5.10 Table showing respondents feasible working hours 32

5.11 Table showing respondents relation with the worker team 33

5.12 Table showing respondents level of performance after motivation 34

5.13 Table showing respondents level of interest in motivation 35

5.14 Table showing respondents job security in the organization 36

5.15 Table showing respondents level off the job training 37

5.16 Observed count for CHI-SQUARE 38

5.17 Expected count for CHI-SQUARE 39

LIST OF CHART

S.no CHART NAME Page No

5.1 Respondents of sex 23

5.2 Age of respondents 24

5.3 Educational Qualification 25

5.4 Martial status 26

5.5 Year of experience 27

5.6 Nature of work 28

5.7 Most of the respondents satisfied 29

5.8 Level of remuneration 30

5.9 Outing with the family 31

5.10 Feasible working hours 32

5.11 Relation with the work team 33

5.12 Level of performance after motivation 34

5.13 Level of interest in motivation 35

5.14 Job security in the organization 36

5.15 Level off the job training 37

CHAPTER – I

INTRODUCTION

PROFILE OF THE COMPANY

HISTORY OF THE COMPANY

Emami was started in 1974 due to efforts of SHRI RADHE SHYAM

AGARWAL and SHRI. RADHE SHYAM GOENKA who was fuelled by zeal to

succeed a business ventures. They found a company to manufacture and market the

cosmetics and toiletries. Encouraged by success in cosmetics emami entered into

paper, engineering, plastic, ayurvedic medicines. From a single company, emami

through take over, the most significant being the acquisition of himani ltd speedily

grew into the new successful emami group of companies.

Emami has already opened offices and trades representatives in many parts of

the world, is actively engaged in sealing joint ventures in tough profit areas with

renowned profit nations.

MILE STONES OF EMAMI LTD:-

The Emami Brand name:-

The initial years of struggle found its rewards with adaptation of the brand

name Emami the success with the name was instant. Today it is the most cherished

asset of the group.

1978 Himami limited acquired:-

Himani was a 70 years old company with a number of reputed cosmetic

products, it faced a hard time and its operation began to suffer. The emami group saw

a winner in the name of himani and took over the company. Today the successful

boroplus cream is from himani, a pioneer in herbal cosmetics in the country.

BOROPLUS LAUNCHED-

After years of experimentation, boroplus antiseptic cream was launched. For

years antiseptic cream were strong perfumed, thick and oily-sadly old fashioned.

Boroplus revolutionized the entire antiseptic cream concept. It was the first

and the only antiseptic cream to be delightfully perfumed, light and non-greasy- a

totally a modern product. Its wide acclaim has made it the undisputed leader in the

herbal antiseptic cream. This herbal antiseptic cream sells over 5 million tubes

annually and is the no. 1 Indian market.

1983 into paper manufacturing-

Emami group strong believing that success is eventual ventures into paper

industry by establishing a paper mill of almost sophistication at balasore for

manufacturing quality writing and printing papers. Recently the group has taken over

a terminated paper mill-gulmohar paper mill and with its intense business insight put

it back on its feet.

1983 Group enters plast

Sensing success in the fields of plastics, the group incorporation classic plastic

private limited which manufactures blow moulding containers and bottles for the

cosmetics industries and jerry cans for oil companies.

Exports to ERSTWHILE USSR-

Due to Emami’s overwhelming success in India, its products received ready

acceptance in Russia. It is also being continuously exported to Middle East, south

East Asia and countries of EEC.

1984 AWARENESS OF SOCIAL RESPONSIILITY-The Emami group realizing

its social responsibility began two trusts-Bansilal Janki Devi Agarwal trust and Kesar

dev Ratni Devi Goenka trust to generate funds for social and medical needs.

1993 into health care-

The emami group has taken a giant step into a field not ventured by them so

for the fields of medicine. The former frank rose limited is now a member of emami

group, and manufactures ethical life saving drugs.

1995 CRI TIPS-

CRI limited stormed to eminence and today is recognized as the undisputed

leader in manufacturing tips and refills for ballpoint pen in India.

1997 AMRI HOSPITALS-

A joint section with government of west Bengal provides quality health care at

affordable cost.

1999- Landmark – Emami shopper’s city-

Landmark is the buyer’s delight, kolkata’s pride. It has a comprehensive

bookshop. Apart, there is a music section, stationery items including gift items,

greeting cards, magazines, music, cd-roms sections and a coffee shop all under one

roof.

Mission:-

To sharpen consumers’ insight to understand and meet their needs with value

added differentiated products that are safe, effective and fast.

To integrate dealers, distributors, retailers and suppliers into the Emami

family, thereby strengthening their ties with the company.

To recruit, develop and motivate the best talents in the country and provide

them with an environment that is demanding and challenging.

To strengthen and foster in the employees, strong emotive feelings of owners

with the company.

To uphold the principles of corporate governance and move towards

decentralization to generate long term maximum returns for all stake owners.

To contribute whole-heartedly towards the environment and society and to

emerge as a model corporate citizen.

To bring down the political boundaries, bridge the seas and emerge as a

significant player in the markets world wide to globalize in terms.

VISSION:-

A company, with the help of nature, caters to the consumer’s needs and their inner

cravings for dreams of better life in the fields of personal health care, both in India

and through out the world.

EMAMI COMPANY PRODUCTS: -

Emami range of products are more than 20 products and is spread across the

various products categories of personal, beauty and health care segments resulting in

product visibility and brand recall. The company’s products are sold under the Emami

and himani brands.

EMAMI: -

1) Beauty secrets by madhuri

a. Cream

b. Talcum powder

c. Shampoo

d. Three-in-one oil.

2) Golden beauty superfine talc.

3) Shadi palace sandalwood talc.

4) Herbal Glycerin soap.

5) Mentho plus balm.

6) Naturally fair.

a. Herbal fairness talc.

b. Cream

Cold cream.

Intensive fairness cream with pearls.

7) Odisi talc

Sprit of man

a. Passion wood

After shave lotion.

Shaving cream.

b. Wild forest

After shave lotion.

Shaving cream.

9) Vanishing cream

10) Classic Elegance (Blue moon/fiery red)

11) Habit toothpaste

Neem

Fluoride

Gel

Nirog Dant Powder lal.

12) All days’ beauty cream.

13) Fair and handsome.

14) Fair and team.

15) Fair and Ageless.

Future strategy: -

Company’s business plan for international market comprises of the following

key factors.

Investment in potential markets for key brands leading to higher

possibility of returns in terms of turnover and market development in the

long run.

Adding new products for various keys markets.

Customizations of product offerings under the same brand – clubbing

of familiar products under the same brand.

Manufacturing facilities in high tariff markets to make prices more

consumers – friendly.

Acquisition – in certain markets, company may consider buying

existing brands instead of trying to build one.

Organizational chart-

The process of the organization is basically the managerial function which

involves the dividing and grouping of the activities the dividing and grouping of the

activities of the enterprise and establishing the authority relationship on them.

Organization is the structural framework for carrying out the functions of planning,

decision – making, control, communication, motivation, etc.

The usual way of depicting a formal organization is by means of an

organization chart. It is a snapshot of an organization at a particular point in time that

shows the flow of authority, responsibility and communication among various

departments that are located at different levels of the hierarchy. The company lines on

this chart show who is accountable to whom and who is in change of what

department, the chart has, however, certain limitation. It cannot show certain

important aspects about the organization’s structures. There are as under

1. It does not indicate who has the greater degree of responsibility and

authority at each managerial level.

2. People often read into the chart meaning that are not intended. For e.g.,

employees may infer status and power according to one’s distances on the

chart from the chief executive box.

3. It does not indicate the organization’s informal relationship and channels

of communication.

ORGANISATION CHARTS

Management team of emami Ltd-

This talented group of hard core professionals, dream from various disciplines

like finance, marketing, production, human resource department, research, legal

affairs, export lend their expertise to the brain thrust of emami groups activities.

The management team has fully devoted itself to understand and cope with the

vision of the board and thereby fulfill its objectives and goals.

They work in union, share the work burden and enjoy the reward of

interdependence.

Management team-

The core management team of the Emami group comprises of

Mr. A.V. Agarwal, Brand director.

Mr. P. Sureka, Brand director.

Mr. Mohan Goenka, Brand director.

Mr. Prashant Goneka, Brand director.

Mr. H.V. Agarwal, Brand director.

Mr. Dhiraj Agarwal, media director.

Mr. Ashok Dasgupta, president – operation.

Mr. Hari Gupta, president – Business development.

Mr. R.d. Daga, Chief legal affairs.

Mr. R.k. Surana, sr. Vice president – Commercial.

Mr. N.H. Bhansil, Sr. Vice president – Finance and Accounts.

Mr. S. Rajagopalan, Sr. Vice president – Pondicherry.

Mr. A.B. Mukherjee, Vice president – operation and planning.

Dr. N.M. Sundar, Vice president – Technical.

Mr. A. Ghosh, Vice president – Sale.

Mr. D. Podder, Vice president – Co-ordination.

Mr. Pradeep srivastav, Vice president – Exports.

Mr. Samir Kr. Mandal – General Manager – System.

Mr. A.K. Joshi, Company Secretary.

Mr. Manoj Agar weal – General Manager – International Auditor.

Ms. Punita Kalra, General Manager – Hari division.

Mr. Surajit Chakra borty, General manager – oversea operation.

Mr. T.R. Rajan, General Manager – Production. Pondicherry.

Mr. A. Rajput, General manager- Ayurvedic operation.

Mr. Goutam Dhar, Deputy General manage

Mr. Partho Basu, Sr, manager – Purchase.

Mr. S. Mallhostra, manager – sales training.

CHAPTER - II

REWIEW OF LITERATURE

Employee Motivation-The 8 BasicsBy Martin Hawort

Building a team of motivated people in your business is vital to get the very best

results, but so many managers focus on the 'ra-ra-ra', rather than the important things -

the things that make people feel comfortable in their working environment. Here are

eight that you might want to have a think about:

1. TheWeather

Is it too hot, or too cold. Your people need an environment which is, like

Goldilocks said, 'Just right'. So is the office too stuffy in summer? Or too icy

in winter? Is it draughty? Do people get wet when accepting deliveries,

because the outside roof leaks? Literally make sure that external factors are as

they wish.

2. TheBreaks

Sometimes working in a day-to-day job can get boring and exhausting. So

people need to know when their breaks are and that they wil be able to take

them - it's not that complicated. Yet often, they just aren't able to have this

basic courtesy in place. Planning and caring for your people's needs is vital.

It's what you would want for yourself, isn't it?

3. Holidays

And vacations/holidays are important too - some would say it's the most

important thing on the working year calendar. So enable this to happen, when

they need to know, so that they can plan their invaluable time away from the

business and refresh.

4. BeingHeard

You people need you to listen to then and hear them - really hear what they

are saying and respond with action and/or acknowledgement. Be out there

creating good, open relationships with your people and take in what they say -

what's important to them - and deliver solutions to make conditions great.

5. AchievableGoals

By being really, really clear about what you expect from your employees, you

will set the scene for committed staff. Through knowing exactly what their

performance should look like to be judged excellent, by you, gets buy-in, big-

time. So be clear, give them the resources to achieve success and they will be

well onside.

6. BeingThanked

As they do a good job for you each day - tell them. It's easy - just say 'Thank

You'! Appreciation for achieving success, especially when it's from the boss is

so important. So recognising excellent performance, even for small tasks, cost

nothing and takes but a moment - worth building into your day job activities -

every day!

7. Challenge

People like to do new things, to explore, to seek out and utilise their potential,

Sometimes this means they will have to be 'stretched' in what they do. With a

helping hand, to support, coach and grow the skills of your people, you are

setting in place a keen, ambitious and ready-for-the-next-experience star in the

making. So find new ways to develop them.

8. Security

In today's business climate, it isn't always easy to build the best future

consistently - things change too much, too quickly. But you can go some way

to ensure that it is a safe place to be. With this level of security, your people

will loosen up and feel capable of being with you, rather than against. It is a

measure of your own leadership as to how well this works.

Motivation theories

Traditional theory 'X'

This can best be ascribed to Sigmund Freud who was no lover of people, and

was far from being optimistic. Theory X assumes that people are lazy; they hate work

to the extent that they avoid it; they have no ambition, take no initiative and avoid

taking any responsibility; all they want is security, and to get them to do any work,

they must be rewarded, coerced, intimidated and punished. This is the so-called 'stick

and carrot' philosophy of management. If this theory were valid, managers will have

to constantly police their staff, whom they cannot trust and who will refuse to

cooperate. In such an oppressive and frustrating atmosphere, both for the manager and

the managed, there is no possibility of any achievement or any creative work. But

fortunately, as we know, this is not the case.

Theory 'Y' - Douglas McGregor

This is in sharp contrast to theory 'X'. McGregor believed that people want to

learn and that work is their natural activity to the extent that they develop self-

discipline and self-development. They see their reward not so much in cash payments

as in the freedom to do difficult and challenging work by themselves. The managers

job is to 'dovetail' the human wish for self-development into the organizations need

for maximum productive efficiency. The basic objectives of both are therefore met

and with imagination and sincerity, the enormous potential can be tapped.

Does it sound too good to be true? It could be construed, by some, that Theory

'Y' management is soft and slack. This is not true and the proof is in the 'pudding', for

it has already proved its worth in the USA and elsewhere. For best results, the persons

must be carefully selected to form a homogeneous group. A good leader of such a

group may conveniently 'absent' from group meetings so they can discuss the matters

freely and help select and 'groom' a new leader. The leader does no longer hanker

after power, lets people develop freely, and may even (it is hoped) enjoy watching the

development and actualization of people, as if, by themselves. Everyone, and most of

all the organization, gains as a result.

Written by Chad Cook   

Sunday, 17 December 2006

The Ins and Outs on Motivation when you're Mad

Motivation comes in many different forms. Motivation is the reason why people do

what they do. Without motivation, many chores and tasks would be difficult to

accomplish or achieve. Some people may be motivated from within and outside

sources to aid them in achieve their goals will not be needed. For others, things like

rewards, praise and benefits are the reasons why they are motivated in the first place.

Anger is one emotion that can also aid people in becoming more motivated when it is

in a positive way. .

For many people, getting mad is the start of motivation. For example, if you are on a

diet and gain weight instead of losing, you feel angry. This anger can often motivate

you to try harder and work more to accomplish your goals. If you failed to get a job

you really wanted, you may feel angry enough to do something about it, such as

getting a better education. Anger can be either good or bad for motivation.

When someone is motivated to make changes or to do something because he or she is

mad, it can cause drastic changes. Everyone experiences anger in their home lives, at

work, and even on the roads driving in the car. When you are able to understand your

anger and the anger of others, you may be able to channel that anger into something

positive. Anger is a powerful emotion and with that energy, you can use it

productively. It could even be possible to help motivate others when theareanger. .

With the right focus and energy, it is possible to use anger to handle conflict

productively, recognize what angers you and why and use that for motivation. Anger

can make it very difficult for people to stay happy. It can also make marriages and

family life miserable. When people harbor anger, it can destroy every kind of

relationship in a person's life. In addition, anger leads to stress. When you have

learned to turn that anger into beneficial motivation, you can break the

The first step in turning your anger into positive motivation, it is important to

understand why you are angry. When you understand the source of your anger you

can turn that into positive energy. For example, if you are angry because you cannot

lose five pounds, you can use that to motivate yourself into trying harder, eating right

or even exercising more. Anger alone will not help you process information

efficiently. It will also prevent you from realizing the real reason why you are mad.

As soon as you understand that, you can work to make a difference in your own .

The next step in turning your emotions into motivation is to stay focused. You will

need to remember why you feel upset and set goals to help you achieve your goals.

When people use their anger as positive motivation, they also need to remember what

their initials goals are. This is especially important when tackling a long-term goal

such as cleaning out a house or when you want to stop smoking. It is often beneficial

to make a list of goals and keep them handy when you are feeling frustrated. Marking

off your small achievements on your list can help you actually see what you have

accomplished over a period of time. Many goals will take a long time to accomplish

so it is important to not become frustrated and take your time when you feel

motivated.

One thing to remember when you are angry is to use your energy for positive

motivation. It best to stop and think about any decision you will make when you are

mad. Many bad choices are made when people feel upset or angry. The goal to using

your anger as motivation is to find positive ways to channel that energy. When people

become angry and act on the spur of the Motivation comes in many forms and when

you feel strong emotions, you can often motivate yourself.  Using anger to benefit

yourself when you need motivation can help you let go of anger and benefit you life

in more ways than one.

Written by Chrissy S.   

Sunday, 29 October 2006

Five Simple Techniques to Keep You Motivated to Achieve Your Dream

Everyone sets goals for themselves. Every person has dreams, perhaps to get in

shape, earn more income, spend more time with the family, or go on a big vacation.

Dreams and goals are an aspect of every person's life. Without them, we would have

nothing to look forward to, and have no motivation. There are ways to help keep

yourself motivated to achieve your dreams,

Motivation is why we do what we do. It is what keeps us working at accomplishing

tasks in order to reach our goals and it prompts us daily to work towards that

destination. Each person is motivated for different reasons, even if they have the same

goal in sight. For people who are intrinsically motivated, they have the power from

within to make changes and work towards their goals. They do not rely on outside

forces to help them achieve their dreams. Others are motivated by extrinsic reasons.

These are people who look to outside forces for the motivation to help them achieve

their goals. It could be money, praise or other rewards. Most people are motivated by

a combination of the two. The way to accomplish your goals is to find what motivates

you and use

The first technique needed to make your dreams come true is to set goals for yourself.

If you jot down the steps you feel are needed to achieve the end result, it will be

easier for you to take those steps one at a time. Visualize your goal through writing or

by pictures. If you want to lose weight, use a journal to write down each step you will

take every day to bring about that result. Find a picture of an outfit or a bathing suit

you want to be able to get into, and mentally picture yourself in it. This technique can

be used to accomplish even smaller goals, such as cleaning out a closet. Write down

the steps you need to take and cross one or two small steps off your list every day.

Find a picture of the way your want your closet to look when you are finished and

hang it where you can't miss it. Visualizing your goal will keep your mind clearly

focused on what you want to accomplish and will help keep you motivated without

bogging you down.

Next, enlist the support of others to help you fulfill your dreams. Tell everyone

around you what you want to achieve and surround yourself with positive people that

can encourage you every day to reach your goal. If you want to quit smoking, talk to

others that have successfully done so, and they can help you through the roughest

times. Stay away from those that can pull you down, or encourage Another technique

you can call on in order to accomplish your goals is to reward yourself. A reward

down the line can rev up almost anyone's motivation to work on a task. When you

have cleaned out that closet, reward yourself by buying a nice storage system for the

closet. You can also help others as a reward. Once you've lost weight, give those

clothes you won't be using to a shelter. Or, when you finally stop smoking, use that

money you would have bought cigarettes with, and start a savings account for your

kids. You will feel motivated by rewarding yourself and others and know that you

have helped yourself and those around you in the process.

You can also help yourself achieve your goals by setting up a timetable for

accomplishing the necessary tasks along the way. For long-term goals, you may not

be able to accomplish them quickly. Some achievements take weeks or months. Give

yourself a realistic time frame to accomplish the necessary steps to your goal, and

work a little each day toward the end result. Mark off every step on your calendar that

brings you closer to your goal so you can monitor your accomplishments.

Finally, when you are working hard to accomplish your dreams, you can stay

motivated by keeping your expectations realistic. Accept the fact that you are bound

to have a few setbacks and try not to worry about a few bumps in the road. Achieving

your goals can be difficult, and if you get frustrated with setbacks, you are more

likely to give up. Instead of doing that, give yourself a break, literally. Promise

yourself you'll get back to working on your goals and do not beat yourself up if you

have one bad day. Stay motivated and just vow to pick up the pieces and start all over

again the next day.

FAQ ABOUT EMPLOYEE MOTIVATION

Written by Shelly B.   

Friday, 15 September 2006

The success of your company depends on the people who work for you. By

working hard and exhibiting all their talents, your employees play a critical part in

keeping your customers satisfied. This is where employee motivation is critical. It

is the boss's responsibility to motivate employees which in turn will allow them an

overall better outlook on their job and will encourage them to strive to do their

jobs to the best of their ability.

One of the hardest and most important things that a employer can do is to hang on

to good employees, not just manage them. Motivation is a key aspect in keeping

employees happy and to creating a positive work environment. The ways to

motivate your employees will differ depending on who you ask, there are so many

viewpoints that are all different and the majority of the answers are right ones. A

manager should realize the there are many ways that one can be motivated and be

open to suggestions about how to do this. Considering each person is different, it

makes sense that the ways in which a person is motivated will differ also. One

mistake that is commonly made when trying to broaden employee motivation is to

over-do it. Do not distribute unearned praise to employees since this can prompt

other employees to feel negatively about their own performance.

Many may believe that motivation is a matter of giving gifts or verbal praise.

Some may even think that a raise is a way of motivating employees. While these

things are important, there is much more to motivation. There are several ways to

motivate an employee that are genuine and deserved. Giving an employee a pat on

the back, or mentioning their achievements in a memo or letter are good ways to

motivate. The key is to know your employees well enough to give them what they

really yearn for. It could be time off, a vacation, a raise, or even just some simple

praise.

Ultimately, these types of motivation will result in a better quality of work from

your employees as well as a better working relationship between you both. Not to

mention a better outlook on the job through the eyes of the employee himself. All

of these things will also lead to better customer relationships, since a happy

employee tends to make a customer feel more welcome and appreciated. This will

lead to higher sales, which is the ultimate goal in any business

A person can benefit from motivation in so many ways. Motivation will assist to

achieve personal goals or possibly goals set by you, the manager. There are times

when goals can appear unattainable. This is when the right employee motivation

tactic can make all the difference since it is likely to give the employee that extra

boost of confidence. This will also help them to push Gaining a more decisive

outlook on the task or job is a direct outcome of the right employee motivation

happy as well. This sounds like an easy thing to do, however when your

employees are not happy, it shows. Motivating employees to see the good in the

work that they do everyday and to see how they are helping someone is a great

way to make your employees and your customers gain a positive perspective of

your business. If your company is stuck in a "rut" it may be time for a change.

Perhaps a change in the scenery or a change in the way the entire company is run.

Who will have better ideas on how to achieve this than the people who work there

everyday? Asking employees for their input is another way to motivate

employees. The power to change is a hard thing to grasp, however with the right

motivation; your employees will likely become Motivating employees builds self

esteem. Self esteem is crucial to the productivity of your employees. You want

employees who believe in themselves and the power to do great things for your

company. By handing down some well deserved motivation, you will increase self

esteem in your employees and at the same time be making an important move for

the betterment of your company.

With the right motivation employees will become more likely to motivate and

help others. They will learn to manage their own development within the

company. This will result in less work for What are some common reasons why

we fail to motivate our employees? There are times when motivation is needed but

merely isn't given. This can be the result of management whom is not aware of the

power of motivation, or even due to mangers who simply.

Often times we can not control the area in which we work, however inadequate

equipment to complete a job creates a serious lack of motivation by employees.

Just like you delight in coming home to an inviting, clean, warm home, your

employees want to come to a clean, inviting office. Updating equipment and

creating an atmosphere in which your employees can thrive is an excellent way to

motivate them, however it is one of the most commonly over looked ways to

motivate.

Try to motivate your employees for only a short period. I am sure that you will see

results that you have only dreamed of.

CHAPTER – III

Objectives:

1. To identify the various motivation factors and find suitable one

2. To analyse how motivation created a job satisfaction among the employee

3.To study motivation facilities provided by the concern

4.To identify which motivational factor influence job morale

5.To give suggestion to improve employee motivation in this organization

CHAPTER - IV

RESEARCH METHODOLOGY

4.1 Research

The advanced learner’s dictionary of current English as “a careful investigation

or inquiry especially through search for new facts in any branch of knowledge”.

Redman and more define research as a “systematized efforts to gain new

knowledge”

Research design:

A plan of proposed study prepared by a researcher stating the research

activities to be performed in this proposed study before he undertakes his research

work is called “Research Design”.

Sample size:

100 respondents were selected for the survey in the various departments.

4.2 Data used:

Both primary data and secondary are used in this study

Sources of data:

1. primary data

2. Secondary data

1. Primary data:

Primary data were collected through survey from the employees using

the questionnaire helps to recognize the employee’s perception regarding their jobs

and to find out the job performance in the company as well as the job.

2. Secondary data:

Secondary data needed for conducting this research work were

collected from brochures of the company and employee profile books internet and

various journals ect.

4.3 Data collection method:

A survey method is used to collect the data.

Type of question:

The following are the type of questions which are used in this research.

1. Dichotomous question

Dichotomous question are type of question normally, two option such as

yes/no.

2. Multiple choice questions:

This type of questions more than two options to express the employee’s view.

Defining the population:

The total employees working in the organization is 215

Sampling plan:

Out of 215 employees this study was carried out taking into the account of only

100 employees.

Filed-work

The field work of study was done at EMAMI LIMITED METTUPALYAM

PUDUCHERRY.

Period of survey:

The period of survey was nearly 1 month.

4.3 Description of statistical tool used:

According to this project, there will be two statistical

Tools are used. There are

1) Percentage analysis:

The percentage method was extensively used for analysis and

Interpretation. It can be generally calculated as follow:

Number of respondents favorable

_________________________ X 100

Total No. of respondents

2. Chi-Square Test:

Chi-square test to compare the relationship between the two variables.

Formula

2

= (O-E)

_______

E

O- Observed value

E- Expected value

There are many situations in which it is not possible to make any rigid

assumption about the distribution of the population from which samples are being

drawn.

CHAPTER - V

DATA ANALYSIS AND INTERPRETATION

RESPONDANTS OF SEX

TABLE NO: 5.1

INFERENCE

From the above table 30%of respondents are male 70% of female

CHART NO: 5.1

S.No Sex Frequency Percent

1.Male 30 30

2.Female 70 70

Total 100 100

RESPONDANTS OF SEX

AGE OF RESPONDENTS

TABLE NO: 5.2

AGE OF RESPONDENTS

INFERENCE

The industrial sector workers are working in different age group starting from 20to 60

years. So the age factors of worker determine their involvement. The above table points out

that most of the respondents (23.0%) are in the age group of 50 and above 29.0% of

respondents are in the age of42% years

CHART NO: 5.2

S.No Age Frequency Percent

1. 20-25 6 6

2. 30-35 42 42

3. 25-30 29 29

4. 40-50 23 23

Total 100 100

TABLE NO: 5.3

EDUCATIONALQUALIFICATION

INFERENCE

From the above table 92% of respondents are 10 th/12th 8% of diploma,

postgraduate 0%, undergraduate 0% and Other 0%.

CHART NO: 5.3

S.No Qualification Frequency Percent

1. 10th/12th 92 92

2. Diploma 88

3 Postgraduate 00

4 Undergraduate 0 0

5 Others 0 0

Total 100 100

TABLE NO: 5.4

MARTIAL STATUS

INFERENCE

From the above table 69% of respondents are married 31% of respondents are

unmarried

CHART NO: 5.4

S.NoMartialstatus

Frequency Percent

1. Married 69 69

2. Unmarried 31 31

Total 100 100

YEAR OF EXPERIENCE

TABLE NO: 5.5

S.NoYear of

experienceFrequency F

re

Percent

1. 1-5yrs 1212

12

2. 5-10yrs 6161

61

3. 10-15yrs 2727

27

4 above 15 0 0

Total 100100

100

INFERENCE

The above table shows that, most of the respondents (27.0%) have

experienced 10-15yrs, 61.0% of respondents have experienced 5-10yrs and 12.0% of

respondents have experienced 1-5yrs

CHART NO: 5.5

NATURE OF WORK

TABLE NO: 5.6

S.No Work Frequency Percent

1. Technical 6 6

2. Non-technical 94 94

Total 100 100

YEAR OF EXPERIENCE

INFERNECE

The above table shows that most of the respondents 6% of technical, and

94% of non-technical.

CHART NO: 5.6

MOST OF THE RESPONDENTS SATISFIED

TABLE NO: 5.7

NATURE OF WORK

INFERENCE

The table 76% respondents are satisfied 24% of highly satisfied,

dissatisfied 0% respondents and highly dissatisfied 0% respondents

CHART NO: 5.7

S.No Satisfied Frequency Percent

1. Highly -dissatisfied 24 24

2. Satisfied 76 76

3 Dissatisfied 0 0

4 Highly dissatisfied 0 0

Total 100 100

MOST OF THE RESPONDENTS SATISFIED

LEVEL OF

REMUNERATION

TABLE NO: 5.8

INFERNECE

From the above table 29% of the respondents say the level of remuneration

excellent. 69% of respondents is good.2% respondents say the level of

remuneration is fair

CHART NO: 5.8

S.No Remuneration Frequency Percent

1. High 29 29

2. Below 69 69

3. No-opinion 2 2

Total 100 100

LEVEL OF REMUNERATION

OUTING WITT THE FAMILY

TABLE NO: 5.9

S.NoOuting

with the family

Frequency Percent

1. Yes 61 61

2. No 39 39

Total 100 100

INFERENCE

From the above table it is found that 61% respondents are satisfied.39% respondents

CHART NO: 5.9

FEASIBLE WORKING HOURS

TABLE NO: 5.10

OUTING WITH THE FAMILY

INFERENCE

From the above table shows that 55% of respondents.20% of respondents

and 25% of respondent

CHART NO: 5.10

S.No Working hours Frequency Percent

1. 9a.m to 5p.m 55 55

2. 8a.m to 4p.m 20 20

3. Shifts 25 25

Total 100 100

FEASIBLE WORKING HOURS

RELATION WITH THE WORKER TEAM

TABLE NO: 5.11

S.No Relation with workers Frequency Percent

1. Excellent 70 70

2. Good 27 27

3. Poor 2 2

4 Very poor 1 1

Total 100 100

INFERENCE

From the table 70% of respondents is excellent.27% of respondents good.2%

of respondents is poor and 1% of respondents of very poor.

CHART NO: 5.11

LEVEL OF PERFORMANCE AFTER MOTIVATION

TABLE NO: 5.12

INFERENCE

S.No Performance Frequency Percent

1. Excellent 32 32

2. Satisfactory 68 68

3 Poor 0 0

Total 100 100

From the above table 32% of respondents say the level of performance is

good. 68% of respondents say the level of performance is excellent, 0% of

respondents is poor

CHART NO: 5.12

LEVEL OF INTEREST IN MOTIVATION

CHART NO: 5.13

INFERENCE

From the above table 100% of the respondents are interest in motivation.

S.No INTEREST IN MOTIVATION Frequency Percent

1. YES 100 100

2 No 0 0

Total 100 100

CHART NO: 5.13

JOB SECURITY IN THE ORGANIZATION

TABLE NO: 5.14

INFERENCE From the above table 100% of the respondents say that job security in the organization

CHART NO: 5.14

S.No Job security Frequency Percent

1. Yes 100 100

2 No 0 0

Total 100 100

LEVEL OFF THE JOB TRAINING

TABLE NO: 5.15

INFERENCE

From the above table 100% of respondents say that the level of job training has

increased to a large extent.

CHART NO: 5.15

S.No Job training Frequency Percent

1. Yes 100 100

2 No 0 0

Total 100 100

CHI-SQUARE TEST

1. ANALSIS USING CHI-SQUARE TEST.

2. ANALSIS TO FIND WHETHER THERE IS DIFFERENT BETWEEN THE OPINIONS OF RESPONDENTS.

3. HO-THERE IS NO SIGNIFICANT DIFFERENT BETWEEN LEVEL OF PERFORMANCE AFTER MOTIVATION AND SATISFIED REMUNERATION.

Observed frequency table:

SATISFIEDTotal

HIGHLYSATISFIED SATISFIED

LEVEL OF PERFORMANCE

AFTER MOTIVATION

EXCELLENT 15 17 32

SATISFACTORY 9 59 68

Total 24 76 100

To find the chi-square test

O E O-E (O-E)2 (O-E)/2

15 7.7 7.3 53.29 6.9207

9 16.3 -7.3 -53.29 -3.2693

17 24.3 -7.3 -53.29 -2.1930

59 51.7 7.3 53.29 1.0307

TOTAL 2.4891

Calculated table value =2.4891

Therefore

1. (O-e) 2 =2.4891

2. = (r-1) (c-1) d.f

= (2-1) (2-1) d.f

= 1 d.f

The statistical value for (r-1) (c-1) d.f at 5% level of signification is =3.841

Result: Therefore calculate value 2.4891 better than table’s value. 2.4891< 3.841 so we accept the null hypothesis (HO). Conclusion: So there is no dependability between level of performance after motivation and satisfaction level.

Expected frequency table:

SATISFIEDTotal

HIGHLYSATISFIED SATISFIED

LEVEL OF PERFORMANCE

AFTER MOTIVATION

EXCELLENT 7.7 24.3 32

SATISFACTORY 16.3 51.7 68

Total 24.0 76.0 100

To find the chi-square test

Calculated table value =2.4891

Therefore

1. (O-e) 2 =2.4892. = (r-1) (c-1) d.f = (2-1) (2-1) d.f

= 1 d.f

The statistical value for (r-1) (c-1) d.f at 5% level of signification is =3.841

Result: Therefore calculate value 2.4891 better than table’s value. 2.4891< 3.841 so we accept the null hypothesis (HO). Conclusion: So there is no dependability between level of performance after motivation and satisfaction level.

CHAPTER - VI

O E O-E (O-E)2 (O-E)/2

15 7.7 7.3 53.29 6.9207

9 16.3 -7.3 -53.29 -3.2693

17 24.3 -7.3 -53.29 -2.1930

59 51.7 7.3 53.29 1.0307

TOTAL 2.4891

FINDINGS OF STUDY

Most of the respondents are female. Majority of the employee’s 10th/12th.

The majority of the respondents are satisfied with their remuneration.

Majority of the employee’s non-technical workers.

Most of the employees are satisfied with their level of performance after

motivation.

Motivation leads to create interest towards the job. Around 45%of the

employee’s say that the motivation creates interest towards the job.

Majority of respondents are satisfied with their job.

Most of the workers have excellent relationship with the workers team.

There is proper job security in their organization.

Most of respondents have excellent training programming in their organization

SUGGESTIONS AND RECOMMENDATION

At the outset it is understood that employee’s basic needs has to be fulfilled

with his salary. In this connection if his basic needs are fulfilled he can perform well

in his duty which helps in company’s development. So the company should

concentrate on financial motivation.

Secondly the highly experienced people, in other words old employees can be

given some recreation in their job so their work can be lessened so that they can

perform and get interest in their job.

The concern should arrange training programmed to the employees in

periodical interval. It will create efficiency of workers as well as efficiency of the

concern. From this study the employee satisfaction is an intangible asset of concern.

CHAPTER – VII

CONCLUSION

In today’s knowledge based economy, people are being called on take on

higher and more complex responsibilities. With increased responsibility, comes

higher impact on the organization’s success. Being able to identity the motivation

needs for success in a position has become critical. As a result, thousands of

organizations are viewing employee motivation as a strategy be managed and

developed.

There are various factor that influence motivational factor such as salary,

working conditions, training interpersonal relations and job satisfaction.

The findings of the study have reaffirmed that each one of these factors are

important in contributing to motivation, but none of them can be said as being more

important than the other.

Motivation is the ultimate function of so many individual attitudes taken

together. It is vary complex, complicated and personal experience. A number of

material and immaterial factors contribute

CHAPTER-VIII

1. LIMITATIONS

The study was limited to only one company i.e. Emami Ltd.

The study is based upon high population.

The time duration of the study is less than the expected.

Due to time constraint, motivation level of workers was studied only during the course of this project so that there was no scope for comparative analysis of data taking into account two different time period.

The study only based on employee side. It is not covering the staffs.

The project data can be valid up, hence there are chances of chances in the findings and result obtained.

2. SCOPE OF THE FUTHER STUDY

The important of studying employee’s motivation is to understand the internal

satisfaction in the minds of every employee. This study helps to know some

employees satisfaction level. The finding of this study helps the company to

implement the expectations from the employees.

The study helps the company to know whether the motivation undertaken are

strongly accepted and also to know the lacking in the employee motivation

BIBLIOGRAPHY

1. Stephen P.Robbins`& Seema Sanghi (2005) ORGANISATIONAL

BEHAVOUR, Dorling Kindersley (Indian) pvt. Ltd ., New Delhi.

2. Bhagoliwal, T.N. (1992) PERSONNEL MANAGEMENT AND

INDUSTRIAL RELATIONS, Sathitya bawan, Agra.

3. HUMAN RESOURCES MANAGEMENT (2003) ,ICFAI center for

Management Research, Hyderabad.

4. Kothari, C,R., RESAARCH METHODOLOGY _ METHODS AND

TECHNIQUES ,

5. Gupta .S.P, (2005) SATISTICAL METHODS, Sultan Chand & sons, New

Delhi.

ANNEXURE

AN ANALYSIS OF EMPLOYEES MOTIVATION

IN EMAMI LIMITED.

PUDUCHERRY.

QUESTIONNAIRE 1.Name : 2.Sex : male ( ) female ( )

3. Age : 20-25 ( ) 30-35 ( ) 25-30 ( ) 40-50 ( )

4. Qualification : 10th/12th ( ) Diploma ( ) postgraduate ( ) undergraduate ( ) others ( )

5.Martial status : married ( ) unmarried ( ) 6.Years of experience: 1-5yrs ( ) 5-10yrs ( ) 0-15 yrs( ) above 15 ( )

7.Nature of work :Technical ( ) Non-Technical ( )

8. Are you satisfied with your job?Highly satisfied ( ) satisfied ( )Highly dissatisfied ( ) Dissatisfied ( )

9. How far you are satisfied with your remunerationHigh ( ) Below ( ) No-Opinion ( )

10. Do you go outing with your familyYes ( ) No ( )

11. What is the feasible working hours expacted?1.9a.m to 5p.m ( )2.8 to 4 ( )3.shifts ( )

12. The relationship with the worker team?Excellent ( ) Good ( ) Poor ( ) very poor ( )

13. What is your level of performance after motivation?Excellent ( ) Poor ( ) Satisfied ( )

14. Do you get any interest when your motivator motivate you?Yes ( ) No ( )

15. Do you have job security in your organization?Yes ( ) No ( )

16. Does the company encourage by to off the job training?Yes ( ) No ( )