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Mysore Sales International Limited 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 Belgaum Institute of Management Studies (BIMS) 1

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MAN POWER OF THE ORGANISATION

Mysore Sales International Limited

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?

Employees motivation refers to offering more and better training that contributes to the employees 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

Employees Motivational Challenges

Identifies need

One reason why motivation is a difficult job is that the work force is changing employees 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 employees portion,

THEORIES OF MOTIVATION

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 bergs 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, ones 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. Maslows 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 approachs email subordinate to achieve personal as well as organizational goal.

Achievement of Employees Motivation Theory:

Need for achievements.

Need for power

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 wealths 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

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.

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.

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.

Every organization requires Human Resource in addition to finance and the physical resource for it to function.

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

Maslows theory of Motivation.

Cherbourgs Motivation theory.

X and Y factor motivation theory.

The Motivational issues are : -

Work : The work should make employees believe that the work they are doing is important.

Achievement : All employees want to do good job and make use & their talent.

Recognition : Employees should be rewarded for high performance by bonus or at least praising their efforts.

Responsibility : Employees should be given enough freedom or power to carry out their task. They should have ownership of work & be given challenge work.

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 employees 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 houses 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 60s 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 70s 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 its 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, IASManaging Director

Mysore Sales International Ltd. MSIL House"No.36, Cunningham RoadBangalore-560 052

2

N.Gokulram, IASDirector

Principal secretary to Govt Finance Department Govt of KarnatakaVidhanasoudha Bangalore-560 001

3

Sobha Nambisan, IASDirector

Chairperson and Managing Director of Karnataka State Industrial Investment & Development Corporation. Ltd., Khanija BhavanRace Course Road Bangalore-560 001

4

K. M Shivakumar, IASDirector

Principal Secretary to Govt. Commerce and Industries Dept., Govt of Karnataka, Vikasa SoudhaBangalore-560 001

5

Dr Rajkumar Khatri, IASDirector

Commissioner for Industrial Development & Director of Industries & Commerce, Khanija BhavanRace Course RoadBangalore-560 001

Branches

Hitanand 2,3rd Floor

26/12 Lavelle road Bangalore

Arun chambers

Tardeo main road Mumbai 4000034

5th Floor Shantiniketan

8, Comac Street Calcutta 100016.

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: -

To Carry all kinds of agency business

To carry in guarantee and indemnity business relating to any product.

To buy sell import manipulate prepare merchandiser of all kind & generally to carry on business as merchants, imports & exports.

To establish offices, go downs showrooms, exhibition and galleries, factories and repairing center and part of the word

To act agents broken and trustees for any person of a company.

to promote commerce in relation to industrial undertaking in Indian & Abroad,

To carry on the business of manufactures of and dealers in

Growth and development of the organization:-

MSIL has operational division as below:

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.

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.

Lottery division

In the year 1970s 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 its 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. TVs 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 durables

Handicrafts

Crayons

Sandal wood oil

Synthetic 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

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

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.

I am happy with the employee motivation techniques in the organization

Frequency

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

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

Frequency

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.

Frequency

Percent

Valid Percent

Cumulative 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

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

Frequency

Percent

Valid Percent

Cumulative 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

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.

Frequency

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

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.

Frequency

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

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.

Frequency

Percent

Valid 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

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.

Frequency

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

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.

Superiors are co-operative and support subordinates in the work

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

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.

Frequency

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

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

Frequency

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

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.

Frequency

Percent

Valid 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

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.

Frequency

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

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.

Frequency

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

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.

Frequency

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

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.

Frequency

Percent

Valid 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.

Frequency

Percent

Valid 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

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

Frequency

Percent

Valid 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

Frequency

Percent

Valid Percent

Cumulative 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

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 employees 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 employees 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 PESTs 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 employees 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

K. Ashwathappa : Human Resource Management

P. Subharao : Human Resource & Personal Management

Website :

www.accel.team.com

www.answers.com

Receives either reward or punishment

Performance

Engages in goal direct behavior

Employees

Search for ways to satisfy need

Reassesses need deficiencies

Re-evolution of need

Reward or Punishment

Evolution of performance

Goal directed behaviors

Need Deficiency

Search and Choice of strength

Belgaum Institute of Management Studies (BIMS)69