a study on - g sivaramakrishnan - paid

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International Journal of Human Resource

Management & Research (IJHRMR)

ISSN 2249-6874

Vol 2 Issue 2 June 2012 11-22

TJPRC Pvt. Ltd.,

A STUDY ON EMPLOYEES MOTIVATION IN PLASTIC INDUSTRIES

1

G. SIVARAMAKRISHNAN &2

S.PRATHEEP

1Professor MBA Department, Karpagam College of Engineeting, Coimbatore, Tamil Nadu, India.

2Research Scholar, Karpagam University, Coimbatore-641 021, India.

ABSTRACT

Motivation is the action that impels or urges an individual to assume an attitude generally

favorable toward his work leading him to perform satisfactorily.

It concerns the study urges, drives, impulses, preferences, aspirations etc., of people at work,

who if satisfy, tend to promote and maintain high morale. Motivation is a productivity factor in industry.

Motivating a worker is to create a need and desire on that part of the skill set of a worker to better his

present performance. Motivation concerns itself with the will to work.

KEYWORDS : Plastic Industries, Motivation, HR.

INTRODUCTION

Motivation means inspiring persons to do work with a zeal for the accomplishment of objectives

of organization. Motivation is an important function which a manager has to perform for getting things

done from the people. According to Stephen P. Robbin, motivation is the willingness to exert high

levels of efforts towards organization goals conditioned by the effort ability to satisfy some individual

need.

The need for and importance of motivation can be improved with multiplicity of justification as follows.

1. Organizations are run by people hence, managers cannot afford to avoid a concern with humanbehavior at work is because the motivated employees are more productive and quality conscious

than apathetic ones.

2. Motivation as a pervasive concept affects and is also affected by a host of factors in theorganization milieu. It enables managers to understand why people behave as the behave

ELEMENTS OF GOOD MOTIVATION SYSTEM

1. Productivity2. Competition3. Flexibility

PROBLEMS OF MOTIVATION IN PLASTIC INDUSTRY

Motivation is a less of management and more of psychological social problems


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G. Sivaramakrishnan & S.Pratheep 12

1. Problem of implementation2. Problems of elements:

The motivation The worker to be motivated Motivation system and Motivation circumstances

a) Limitations of employeeb) Motivation -an Internal Instinct

Considering the above problem which is still prevailing in spite of several concepts and systems that are

available only suggests the research gap and the study on EMPLOYEE MOTIVATION IN ERODE

PLASTIC INDUSTRIES is worth a study.

RESEARCH METHODOLOGY

RESEARCH DESIGN

Research design adopted for the study is Descriptive Research

POPULATION PROFILE

The total of employees working in erode plastic industries is 250. It includes both male and

female workers with the age limit of 20-40 with both the marital status of married and unmarried and

their educational qualifications relates to SSLC, PLUS TWO, DIPLOMA, GRADUATE. The experience

relate to 1-3yrs, 3-5yrs and above 5yrs.

SAMPLING DESIGN

Totally 150 employees have been selected for the purpose of the study. The convenience

sampling technique is used in this study.

DATA COLLECTION METHOD

Opinion survey method is used for this study.

DATA COLLECTION TOOL

Questionnaire is the tool used for the data collection.

OBJECTIVES OF THE STUDY

1. To identify the level of motivations among employees in erode plastic industry.2. To ascertain the employees opinion regarding work environment.3. To measure the employee satisfaction level on welfare measure.


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A Study on Employees Motivation in Plastic Industries13

4. To offer suggestions, so as to improve the motivation level of employees.SCOPE OF STUDY

1. The study would help us to know the satisfaction level of employees.2. The study helps in knowing the satisfaction with respective the motivation of employee in

giving the at most betterment in their profession.

3. In addition the study paves a close view on the roles of human resource management inmotivating the employees.

LIMITATION OF THE STUDY

1. The study is based only on employees attitude and opinion and they may change.2. The findings of the study are based on assumption that the respondents have divulged correct

information.

3. There was no frequent availability of employees in organization. They where busy, within day-to-day work process.

4. Time is the major constraint.Table-1: Table Showing the Age Group of Respondents

Age No. Of Respondents Percentage Of The

Respondents

21-30yrs 69 46%31-40yrs 42 28%

Above 40yrs 39 26%

total 150 100

From the above table, 46% of the respondents are age group of 21-30, 28% of the respondents are age

group of 31-40, 26% of the respondents are age group of above 40 yrs.

Chart-1


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Table-2: Table Showing the Martial Status of the Respondents

Martial Status No Of Respondents Percentage Of The

RespondentsMarried 96 64.0%

Unmarried 54 36.0%

Total 150 100%

From the above table 64% of the respondents are married, 36% of the respondents are unmarried persons.

Chart-2: Chart Showing the Martial Status of the Resondents

Table-3: Table Showing the Family of the Respondents

Family Size No Of Respondents Percentage Of The

Respondents

Below 3 24 16%

3-5 92 61.3%5-7 34 22.7%

Total 150 100%

From the above table, 16% of the respondents are below 3 family size, 61.3% are of the respondents are

3-5 family size, 22.7% of the respondents are 5-7 family size.


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Chart-3

Table-4: Table Showing the Educational Qualification of the Respondents

Education No Of Respondents Percentage Of The

Respondents

S.S.L.C-Plus Two 36 24.0%

Diploma 37 24.7%

Graduate 77 51.3%

Total 150 100%

From the above table 24% of the respondents are S.S.L.C-Plus two, 24.7% of the respondents are

diploma, 51.3% of the respondents are graduate.


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Chart-4: Chart Showing the Educational Qualification of the Respondents

Table-5: Table Showing the Experience of the Respondents

Experience No Of Respondents Percentage Of The

Respondents

1-3 Years 29 19.3%

3-5years 33 22.0%

Above 5 Years 88 58.7%

Total 150 100%

From the above table 19.3% of the respondents are 1 to 3 years experience, 22% of the respondents are

3-5 years experience, 58.7% of the respondents are above 5 years experience.


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Chart-5: Chart Showing the Experience of the Respondents

Table-6: Table Showing the Perceiving the Job of the Respondents

Perceiving The Job No Of Respondents Percentage Of The

Respondents

Challenging 42 28.0%

Routine 32 21.3%

Interesting 42 28.0%

Boring 34 22.7%

Total 150 100.0%

From the above table 28% of the respondents are challenging job, 21.3% of the respondents are routine,

28% of the respondents are the perceiving interesting job, 22.7% of the respondents are boring the job.


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Chart-6: Chart Showing the Perceiving the Job of the Respondents

Table-7: Table Showing the Satisfaction of Motivational Factors of the Respondents

Satisfaction On Motivational

Factors

No Of Respondents Percentage Of The

Respondents

Yes 99 66.0%

No 51 34.0%

Total 150 100.0%

From the above table 66% of the respondents are say Yes, 34% of the respondents are say no about the

satisfaction on motivational factors.


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Chart-7: Chart Showing the Satisfaction of Motivational Factors of the Respondents

Table-8: Table Showing the Motivating Technique Increase Productivity of the Respondents

Motivating Technique Increase

Productivity

No Of Respondents Percentage Of The

Respondents

Yes 137 91.3%

No 13 8.7%

Total 150 100.0%

From the above table 91.3% of the respondents are say Yes, 8.7% of the respondents are say no about the

motivating techniques increase productivity.


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Chart-8: Chart Showing the Motivating Technique Increase Productivity of the Respondents

Table-9: Table Showing Freedom for Suggestions of the Respondents

Freedom For Suggestions No Of Respondents Percentage Of

The Respondents

Partially Agree 32 21.3%

Disagree 6 4.0%

Agree 56 37.3%

Strongly Agree 56 37.3%

Total 150 100.0%

From the above table 21.3% of the respondents are partially agree,4% of the respondents are

disagree,37.3% of the respondents are agree,37.3% of the respondents are strongly agree about the

freedom for suggestions.

Table-10: Table Showing the Basis of Promotion of the Respondents

Basis Of Promotion No Of Respondents Percentage Of The Respondents

Performance 48 32.0%

Seniority 33 22.0%

Both 69 46.0%

Total 150 100.0%


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From the above table 32% of the respondents are performance, 22% of the respondents are seniority

base, 46% of the respondents are both about the basis of promotion methods.

FINDINGS AND SUGGESTIONS

FINDINGS

1. Majority 46% of the respondents are 21-30 years of the age group of the respondents.2. Majority 64% of the respondents are married.3. Majority 61.3% of the respondents are 3 to 5 family size.4. Majority 51.3% of the respondents are graduate.5. Majority 58.7% of the respondents are above 5 years experience.6. Majority 28% of the respondents have challenging job and interesting job.7. Majority 66% of the respondents are expressed satisfaction on motivational factors.8. Majority 91.3% of the respondents expressed that motivating techniques increase productivity.9. Majority 37.3% of the respondents are agreed and strongly agree freedom from suggestions.10. Majority 46% of the respondents are both about the basis of promotion methods.11. Majority 40% of the respondents feel that the work place and facilities is good.12. Majority 40% of the respondents are satisfied with welfare measures.13. Majority 26% of the respondents are satisfied promotion with the motivational factors.14. Majority 69.3% of the respondents agreed that the welfare measures are effective.15. Majority 68% of the respondents feel that the grievances handling measures followed in

organization.

16. Majority 36.7% of the respondents expressed satisfaction on their job.SUGGESTIONS

1. The Plastic Industries can improve their good relationship with superior and subordinates.2. The Plastic Industries can provide additional transport facility for employees.3. The Plastic Industries can reduce the employees work to improve the employees satisfaction

level.

4. The company can improve their motivational factors of employees.


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REFERENCES

1. R S Selvaragaveni, Human Resources Management, Himalaya Publishing Co. New Delhi,Edition 2008

2. Stephen P.Robbins, Human Resources Management, Eastern Economy Edition 20093. http://en.wikipedia.org

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