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Study of motivation strategy used by weaving units owner to motivate employees A PROJECT REPORT ON “MOTIVATION STRATEGIC USED BY WEAVING UNITS OWNER TO MOTIVATE EMPLOYEES.”

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Study of motivation strategy used by weaving units owner to motivate employees

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EXECUTIVE SUMMARY INTRODUCTION:Motivation is one of the most important factors affecting human behavior & performance. Motivation refers to the way in which urges, drives, desires, aspirations, strivings, or needs direct, control or explain the behavior of human beings. The weaving units owner are also motivating employee to engage in work behavior by ensuring that a channel to satisfy the motive becomes available & accessible to the individual. Motivation is essential to be successful in any endeavor you undertake. It can be positive or negative, subtle or obvious, tangible or intangible. It is very important in workplaces as it plays a key role in the effective performance of employees. In industry, managers play a significant role in employee motivation. They use different motivation techniques to improve productivity, thereby promoting cooperation between employees and employers.

COMPARISON FOR VARIOUS MOTIVATIONS STRATEGIC FOR WEAVING UNITS OWNER:Weaving units’ owner is used to different motivation strategic used by motivated employee. Some of weaving units’ owner is applied to financial motivation. It is provided bonus, insurance, free medical service etc. comparing non-financial motivation strategic like delegation of authority & responsibility, participation, recognition & power etc. Some other extrinsic motivation strategic applied weaving units owner is to increase in wages, health insurance, rest period etc.

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OBJECTIVES 1. To study & understand which strategy used by weaving units owner. 2. To identify most effective strategy for motivating employees.

METHODOLOGY I have collected data from the 150 weaving unit owners by conducting personal survey in Surat.

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INTRODUCTION OF INDUSTRY INTRODUCTION OF WEAVING;Weaving is an ancient craft. Various types of weaving are found in the country in which it gained popularity and prominence. For example, silk and cotton fabric weaving, wool weaving could be mentioned. Different states in India are known for different types of weaving. The following list of sites will provide a complete and comprehensive gamut of information on weaving, the traditional weaving patterns of Meghalaya, the exquisite weaving art of HimachalPradesh. Weaving is a process in which threads are turned into clothes. This textile of weaving is ancient in nature and the process of weaving is described in this site in details. Since weaving is an ancient art and craft, different trends of weaving were followed in different countries. The site provides a history of weaving that developed through centuries in all over the world. It also describes weaving as an industry. Weaving is the process of making cloth, rugs, blankets, and other products by crossing two sets of threads over and under each other. Weavers use threads spun from natural fibers like cotton, silk, and wool and synthetic fibers such as nylon and Orlon. But thin, narrow strips of almost any flexible material can be woven. People learned to weave thousands of years ago using natural grasses, leafstalks, palm leaves, and thin strips of wood. Today weaving ranks as a major industry in many countries. Weaving is often completed on high speed looms. But weaving is not limited to cloth and textile products. Weaving plays an important part in the manufacture of screens, metal fences, and rubber tire cord. Craft workers also use varied fibers to weave baskets and hats.

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A BRIEF HISTORY OF WEAVING:Weaving is the systematic interlacing of two or more sets of elements usually, but not necessarily, at right angles, to form a coherent structure. No one knows when or where the weaving process actually began, but as far back as there are relics of civilized life, it is thought that weaving was a part of developing civilizations. Because of the perishable nature of textile goods, information found about the beginning stages of weaving is sketchy, and tracing the development of textiles is a difficult task and a tremendous challenge. Due to nature's hazards of erosion, climatic conditions, insects, and fire, few examples of early woven fabrics survived. Therefore, much of what is written about primitive weaving is based on speculation. There are, however, certain circumstances under which remnants of fabrics have survived: arid regions, bog lands, sealed tombs, and extremely cold areas. Because of these artifacts, we are fortunate to have some examples of early textiles and weaving tools. The everyday needs of our prehistoric ancestors probably led them to create objects using fiber as a medium. It is thought that ancient humans instinctively used weaving as an aid in their quest for basic needs of food, shelter, and clothing. It is not unlikely that people might have realized the possibilities of the woven structure after observing spider webs, birds' nests, or the construction of a beaver's dam. These findings probably led to the interlacing of twigs or vines, and resulted in netting which surely assisted humans in catching fish and trapping game. In addition, by using twining or braiding techniques, it is likely that primitive people learned to make mats to cover floors of huts, which helped insulate against dampness or cold. Eventually, people used weaving skills to make exterior coverings for shelters, so they would be somewhat protected from harsh weather and/or from predators.

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Archeologists believe that basket making and weaving were probably the first "crafts" developed by humans. Once primitive people learned ways of creating a woven structure, the possibilities were endless: netting, coverings for huts, containers for goods, carriers for the young, rugs, blankets, hammocks, pouches, body coverings. Along with our ancestors' ongoing quest for survival, there is evidence of an unconstrained desire by humans to embellish the objects created. The use of natural dyes on reeds or the combination of varying sizes and colors of weaving elements to create patterns, was likely an an attempt to express individualism and an aesthetic sensibility. Human beings naturally have a strong compulsion to be creative, and our records show that this trait was prevalent in our ancestors' lives thousands of years ago. Research indicates that cultures on every continent devised crude looms and methods of making webs, and further study tells that us there was great similarity in the looms constructed and in the weavings produced.

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INTRODUCTION OF MOTIVATION:Motivation can be defined in a number of ways. Generally, it is defined as a driving force that initiates and directs behavior. In other words, motivation is a kind of internal energy which drives a person to do something in order to achieve something. It is a temporal or dynamic state within a person which is not concerned with his/her personality. There are different types of motivation such as achievement motivation, affiliation motivation, competence motivation, power motivation, and attitude motivation. Motivation is based on three specific aspects such as the arousal of behavior, the direction of behavior, and persistence of behavior. Arousal of behavior involves what activates human behavior and direction of behavior is concerned with what directs behavior towards a specific goal. Persistence of behavior is concerned with how the behavior is sustained. Motivation is essential to be successful in any endeavor you undertake. It can be positive or negative, subtle or obvious, tangible or intangible. It is very important in workplaces as it plays a key role in the effective performance of employees. In industry, managers play a significant role in employee motivation. They use different motivation techniques to improve productivity, thereby promoting cooperation between employees and employers.

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MEANING OF MOTIVATION:The term motivation has been derived from the word motive. Motive is anything that initiates or sustains (continue) activity. It is an inner state that energizes activates or moves & that directs or channels behavior towards goals. Motive is a psychological force within an individual that sets him in motion. Motivation is a general inspirational process which gets the members of the team to pull their weights effectively, to give loyalty to the group, to carry out properly the task that they have accepted & generally to play an effective part, in the job that the group has undertaken. Motivation is the process of giving direction a person’s inner drives & actions towards certain goals & committing his energies to achieve these goals. It involves a chain reaction starting with felt needs, resulting in motivates which give rise to tension which causes action towards goals. It is the process of stimulating people to strive willingly towards the achievement of organizational goals.

DEFINITION OF MOTIVATION:Buchanan defines motivation as follows: "Motivation is a decision-making process, through which the individual chooses the desired outcomes and sets in motion the behaviour appropriate to them". “Motivation refers to the way in which urges, drives, desires, aspirations, strivings, or needs direct, control or explain the behavior of human beings.”

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THEORIES OF MOTIVATION:1) ABRAHAM MASLOW’S “NEED HIERARCHY THEORY” :

As per his theory these needs are:  PHYSIOLOGICAL NEEDS:-

These are important needs for sustaining the human life. Food, water, warmth, shelter, sleep, medicine and education are the basic physiological needs which fall in the primary list of need satisfaction. Maslow was of an opinion that until these needs were satisfied to a degree to maintain life, no other motivating factors can work.

 SECURITY OR SAFETY NEEDS:-

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These are the needs to be free of physical danger and of the fear of losing a job, property, food or shelter. It also includes protection against any emotional harm.

 SOCIAL NEEDS:Since people are social beings, they need to belong and be accepted by others. People try to satisfy their need for affection, acceptance and friendship.



ESTEEM NEEDS:-

According to Maslow, once people begin to satisfy their need to belong, they tend to want to be held in esteem both by themselves and by others. This kind of need produces such satisfaction as power, prestige status and self-confidence. It includes both internal esteem factors like self-respect, autonomy and achievements and external esteem factors such as states, recognition and attention.  NEED FOR SELF-ACTUALIZATION:-

Maslow regards this as the highest need in his hierarchy. It is the drive to become what one is capable of becoming; it includes growth, achieving one’s potential and self-fulfillment. It is to maximize one’s potential and to accomplish something. 2) “THEORY X AND THEORY Y” OF DOUGLAS MCGREGOR:-

The first is basically negative, which falls under the category X and the other is basically positive, which falls under the category Y. After viewing the way in which the manager dealt with employees, McGregor concluded that a manager’s view of the nature of human beings is based on a certain grouping of assumptions and

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that he or she tends to mold his or her behavior towards subordinates according to these assumptions.  UNDER THE ASSUMPTIONS OF THEORY X:-

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Employees inherently do not like work and whenever possible, will attempt to avoid it.

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Because employees dislike work, they have to be forced, coerced or threatened with punishment to achieve goals.

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Employees avoid responsibilities and do not work fill formal directions are issued.

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Most workers place a greater importance on security over all other factors and display little ambition.

 IN CONTRAST UNDER THE ASSUMPTIONS OF THEORY Y:-

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Physical and mental effort at work is as natural as rest or play.

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People do exercise self-control and self-direction and if they are committed to those goals.

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Average human beings are willing to take responsibility and exercise imagination, ingenuity and creativity in solving the problems of the organization.

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That the way the things are organized, the average human being’s brainpower is only partly used.

On analysis of the assumptions it can be detected that theory X assumes that lower-order needs dominate individuals and theory Y assumes that higher-order needs dominate individuals. An organization that is run on Theory X lines tends to be authoritarian in nature, the word “authoritarian” suggests such ideas as the “power to enforce obedience” and the “right to command.” In contrast Theory Y

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organizations can be described as “participative”, where the aims of the organization and of the individuals in it are integrated; individuals can achieve their own goals best by directing their efforts towards the success of the organization. However, this theory has been criticized widely for generalization of work and human behavior 3) MCCLELLAND’S THEORY OF NEEDS :-

David McClelland has developed a theory on three types of motivating needs: a. Need for Power b. Need for Affiliation c. Need for Achievement a) NEED FOR POWER:-

Basically people for high need for power are inclined towards influence and control. They like to be at the center and are good orators. They are demanding in nature, forceful in manners and ambitious in life. They can be motivated to perform if they are given key positions or power position.

B) NEED FOR AFFILIATION:In the second category are the people who are social in nature. They try to affiliate themselves with individuals and groups. They are driven by love and faith. They like to build a friendly environment around themselves. Social recognition and affiliation with others provides them motivation.

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C) NEED FOR ACHIEVEMENT:People in the third area are driven by the challenge of success and the fear of failure. Their need for achievement is moderate and they set for themselves moderately difficult tasks. They are analytical in nature and take calculated risks. Such people are motivated to perform when they see at least some chances of success.

McClelland observed that with the advancement in hierarchy the need for power and achievement increased rather than Affiliation. He also observed that people who were at the top, later ceased to be motivated by this drives.

IMPORTANCE OF MOTIVATION Motivation is important in management to account of the following reasons: I. HIGHER EFFICIENCY:-

A good motivational system, releases the immense latent talents pad abilities of employees. It converts ability to work into will work. Motivated employees make higher contribution, towards the realization of organization goals. On the other hand, poorly motivated people can nullify the soundest organization. Motivation is an effective instrument in the hands of management for maximizing the efficiency & effectiveness of an organization & for securing the optimum utilization of resources. It deter mines the level of employee performance. II. LOW ABSENTEEISM & TURNOVER:-

Motivation leads to job satisfaction & high morale due to which labour unrest; labour absenteeism & turnover are reduced. Motivated employees have higher

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commitment & loyalty to the organization. They stay longer & are more punctual. All these factors ensure stability in the work force. Thus, a team of motivated employees is the most valuable asset of an organization. Motivation also promotes self- discipline. III. FACILITIES CHANGE:-

Effective motivation helps to overcome resistance to change & negative attitudes on the part of employees. Motivated employees are receptive to new developments. They learn better & they themselves suggest appropriate changes. Motivation sets, the tone of organization. The problem of motivation is the key to management in action.

IV. HUMAN RELATIONS:A high level of motivation, results in harmonious relations between employer & the employees. Sound industrial relation ensures industrial harmony & peace. Employee morale & discipline are like to be high. Motivation improves acceptance & compliance of orders & instructions.

V. CORPORATE IMAGE:A company that provides adequate opportunities its employees for the satisfaction of physical & psychological needs has a better image in the public people prefers to join & work in such an enterprise. This helps in recruiting qualified personnel & simplifies the staffing function.

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ROLE OF MOTIVATION Motivated employees are needed in our rapidly changing workplaces. Motivated employees help organizations

survive. Motivated employees are

more

productive. To be effective, managers need to understand what motivates employees within the context of the roles they perform. Of all the functions a manager performs, motivating employees is arguably the most complex. This is due, in part, to the fact that what motivates employee’s changes constantly

PURPOSE OF MOTIVATION The purpose of this study was to describe the importance of certain factors in motivating employees specifically, the study sought to describe the ranked Importance of the following ten motivating factors: (a) Job security (b) Sympathetic help with personal problems, (c) Personal loyalty to employees, (d) Interesting work, (e) Good working conditions, (f) Tactful discipline, (g) Good wages, (h) Promotions and growth in the organization, (i) Feeling of being in on things, and (j) Full appreciation of work done.

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TYPES OF MOTIVATION 1) ACHIEVEMENT MOTIVATION:-

It is the drive to pursue and attain goals. An individual with achievement motivation wishes to achieve objectives and advance up on the ladder of success. Here, accomplishment is important for its own shake and not for the rewards that accompany it. It is similar to ‘Kaizen’ approach of Japanese Management. 2) AFFILIATION MOTIVATION :-

It is a drive to relate to people on a social basis. Persons with affiliation motivation perform work better when they are complimented for their favorable attitudes and co-operation. 3) COMPETENCE MOTIVATION:-

It is the drive to be good at something, allowing the individual to perform high quality work. Competence motivated people seek job mastery, take pride in developing and using their problem-solving skills and strive to be creative when confronted with obstacles. They learn from their experience. 4) POWER MOTIVATION :-

It is the drive to influence people and change situations. Power motivated people wish to create an impact on their organization and are willing to take risks to do so.

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5) ATTITUDE MOTIVATION:-

Attitude motivation is how people think and feel. It is their self confidence, their belief in them, their attitude to life. It is how they feel about the future and how they react to the past.

6) INCENTIVE MOTIVATION:It is where a person or a team reaps a reward from an activity. It is “You do this and you get that”, attitude. It is the types of awards and prizes that drive people to work a little harder.

7) FEAR MOTIVATION:Fear motivation coercions a person to act against will. It is instantaneous and gets the job done quickly. It is helpful in the short run.

BASIC PRINCIPLES TO MOTIVATION 1. MOTIVATING EMPLOYEES STARTS WITH MOTIVATING

YOUR-SELF:It’s amazing how, if you hate your job, it seems like everyone else does, too. If you are very stressed out, it seems like everyone else is, too. Enthusiasm is contagious. If you're enthusiastic about your job, it's much easier for others to be, too. Also, if you're doing a good job of taking care of yourself and your own job, you'll have much clearer perspective on how others are doing in theirs.

Study of motivation strategy used by weaving units owner to motivate employees 2. ALWAYS

WORK

TO

ALIGN

GOALS

OF

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THE

ORGANIZATION WITH GOALS OF EMPLOYEES:As mentioned above, employees can be all fired up about their work and be working very hard. However, if the results of their work don't contribute to the goals of the organization, then the organization is not any better off than if the employees were sitting on their hands -- maybe worse off! Therefore, it's critical that managers and supervisors know what they want from their employees. These preferences should be worded in terms of goals for the organization. Identifying the goals for the organization is usually done during strategic planning. 3. KEY

TO SUPPORTING THE MOTIVATION OF YOUR

EMPLOYEES IS UNDERSTANDING WHAT MOTIVATES EACH OF THEM;Each person is motivated by different things. Whatever steps you take to support the motivation of your employees, they should first include finding out what it is that really motivates each of your employees. You can find this out by asking them, listening to them and observing them. 4. RECOGNIZE THAT SUPPORTING EMPLOYEE MOTIVATION

IS A PROCESS, NOT A TASK:Organizations change all the time, as do people. Indeed, it is an ongoing process to sustain an environment where each employee can strongly motivate themselves. If you look at sustaining employee motivation as an ongoing process, then you'll be much more fulfilled and motivated yourself.

Study of motivation strategy used by weaving units owner to motivate employees 5. SUPPORT

EMPLOYEE

MOTIVATION

BY

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USING

ORGANIZATIONAL SYSTEMS:Don’t just count on cultivating strong interpersonal relationships with employees to help motivate them. The nature of these relationships can change greatly, for example, during times of stress. Instead, use reliable and comprehensive systems in the workplace to help motivate employees

MOTIVATIONAL FACTORS People are motivated by different things. Here is a list of some prominent factors:  Recognition  New challenges  Opportunities to meet new people  A chance to learn and develop new skills  Autonomy, being given extra responsibility  Clear goals; a chance to achieve tangible outcomes  Feeling involved  Status – a new title or privileges  Inspirational appeals, emotionally expressed vision

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IMPROVING EMPLOYEE MOTIVATION Here are 6 useful pointers on getting your employees enthused, productive, and ready to give their all:  BUILD A FOUNDATION:It’s important to build a solid foundation for your employees so they feel invested in the company. Tell them about the history of the business and your vision for the future. Ask them about their expectations and career goals, as well as how you can help them feel part of the team. When any new employee starts, make sure he or she receives a thorough welcome orientation.  CREATE A POSITIVE ENVIRONMENT:-

Promote an office atmosphere that makes all employees feel worthwhile and important. Don’t play favorites with your staff. Keep office doors open and let folks know they can always approach you with questions or concerns. A happy office is a productive office.

 PUT PEOPLE ON THE RIGHT PATH:Most employees are looking for advancement opportunities within their own company. Work with each of them to develop a career growth plan that takes into consideration both their current skills and future goals. If employees become excited about what’s down the road, they will become more engaged in their present work.

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 EDUCATE THE MASSES:Help employees improve their professional skills by providing on-the-job training or in-house career development. Allow them to attend workshops and seminars related to the industry. Encourage them to attend adult education classes paid for by the company.  ACKNOWLEDGE CONTRIBUTIONS:You can make a huge difference in employee morale simply by taking the time to recognize each employee’s contributions and accomplishments, large or small. Be generous with praise.

 PROVIDE INCENTIVES:Offer people incentives to perform well, either with something small like a gift certificate or something more substantial such as a performance-based bonus or salary increase. Give out “Employee of the Month” awards. Such tokens of appreciation will go far in motivating employees

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Study of motivation strategy used by weaving units owner to motivate employees

OBJECTIVES 1) To study & understand which strategy used by weaving units owner. 2) To identify most effective strategy for motivating employees.

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RESEARCH METHODOLOGY The research involves the number of interrelated activities which overlaps and do not rigidly follow in particular sequence. On the research our focus is not concentrated exclusively on one single activity or operation at any one particular point of time. Same is the case, with the research conducted by me from conducting study of motivation strategy use by weaving unit’s owners to motivate employees.

DEFINITION OF RESEARCH “Research is the process of collection, analysis and presentation of the certain data relevant to the subject of research. “ “The process of systematically obtaining accurate answer to significant & pertinent questions by the use of scientific method of gathering & interpreting information.”

Study of motivation strategy used by weaving units owner to motivate employees

RESEARCH PROCESS Formulating of research problem ↓ creating of research design ↓ Selection of sources of data ↓ Data collection techniques ↓ Sampling decisions ↓ Filed work to collect data ↓ Editing, classification & tabulation of data ↓ Analysis of data ↓ Preparation of research reports

1) FORMULATING OF RESEARCH PROBLEM:-

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The task of formulating or defining a research problem is the step of greatest importance in the entire research process. The problem to be investigated must be defined clearly and specifically so that the researcher can differentiate the relevant data from the unimportant data. Statement of problem determines the data to be collected, the characteristics of the data which are relevant relations between the variables that are to be determined, the choice of technique to be used in these explorations and the final of the report. The researcher has to remember that a problem well defined is a problem half-solved. A complete problem definition must specify each of the following:  UNITS OF ANALYSIS:-

I have studied owners of weaving units to motivate their workers in surat.  TIME AND SPACE BOUNDARIES:-

This explains the time and place of reference to be considered by the researcher. E.g. study of weaving unit owners used strategy to motivate workers in surat.  CHARACTERISTICS OF INTEREST:-

This identifies the focus of problem. E.g. rate of absenteeism, production loss, family security, job security, interpersonal relationship etc.

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 ENVIRONMENTAL CONDITIONS:-

This indicates the uniqueness and generality of the problem. The problem definition must specify the environment for which the weaving unit wants research results. It should also indicate the possible changes in the environment, so that results in highly motivated workers.

2) FORMULATING OF RESEARCH DESIGN:A research design gives the methods and procedures for conducting a particular study. The function of research design is to provide for the collection of relevant information (evidence), with minimum efforts, time and money. Broadly speaking, the research design can be grouped into three categories:  EXPLORATORY RESEARCH DESIGN:-

Exploratory research focuses on discovery of ideas and is generally based on secondary data. It is preliminary investigation with a flexible approach. This is because a researcher may have to change his focus as a result of new ideas and relationship among the variables.  DESCRIPTIVE RESEARCH DESIGN:-

Descriptive research is undertaken when the researcher has to get accurate description of a situation or relation between variables. This design tends to minimize bias and maximize the reliability of the data collected and analyzed. These are well structured

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 CAUSAL RESEARCH DESIGN:-

It is undertaken when a researcher wants to find out the cause-effect relationship between two or more variables. It is based on logical grounds. The main criterion of a good research design is that it must enjoy or solve the research problem.

3) SELECTION OF SOURCE OF DATA:After selection of research design, next step is to determine sources of data. There are two types of data sources:  Primary data and  Secondary data  PRIMARY DATA:-

I only preferred primary source of data. There are three basic methods of research:

Primary data collection method

Survey methods

 PERSONAL SURVEY

Observation methods

Experiments

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 MAIL SURVEY  TELEPHONIC SURVEY

1) SURVEY:The survey is the most common method of gathering information in the social sciences. It can be a face-to-face interview, telephone, or mail survey. In primary method, I used only Personal survey method. A personal interview is one of the best methods obtaining personal, detailed, or in-depth information. It usually involves a lengthy questionnaire that the interviewer fills out while asking questions. It allows for extensive probing by the interviewer and gives respondents the ability to elaborate their answers. A Telephone interviews are similar to face-to-Face interviews. They are more efficient in terms of time and cost, however, they are limited in the amount of indepth probing that can be accomplished, and the amount of time that can be allocated to the interview. A mail survey is generally the most cost effective interview method. The researcher can obtain opinions, but trying to meaningfully probe opinions is very difficult.  SECONDARY DATA :Secondary data is data which has been collected by individuals or agencies for purposes other than those of our particular research study. Secondary data is information gathered for purposes other than the completion of a research project. A variety of secondary information sources is available to the researcher gathering data on an industry, potential topic related information. data is also used to gain initial insight into the research problem.

Secondary

Study of motivation strategy used by weaving units owner to motivate employees I have used internet & different books on motivation for secondary data.

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4) DECISION ON DATA COLLECTION TECHNIQUE:-

A researcher should keep in mind the following factors while deciding on the data collection methods. Nature, scope and objectives of research, availability of funds and time and the precision needed. In primary data there are broadly two methods available and they are: A) OBSERVATION METHOD:-

This method suggests that data are collected through one’s observation. If the researcher is a keen observer, with integrity he would be in a position to observe and record data faithfully and accurately. While the observational method may be suitable in case of some studies, several things of interest such as attitudes, opinions, motivations and other intangible states of mind cannot be observed. Another aspect of this method is that it is non-reactive as data are collected unobtrusively without the direct participation of the respondent. This is a major advantage as the behaviour can be recorded without relying on reports from the respondents. B) SURVEY METHOD:-

Survey can be personal, telephonic and mail. The most commonly used methods in India are personal and mail survey. The researcher has to choose the kind of survey to be used for data collection. Telephonic survey is suitable when very limited and specific information is needed. Surveys based on personal interview are suitable when detailed information is to be collected. Sometimes combinations of two or more methods can also be used. Normally in survey method, structured questionnaire are prepared in advance to get the necessary information from the respondents. Whether it is personal or mail survey, a

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suitable questionnaire has to be designed and the questionnaire is pre-tested for its validity. There are various ways to collect data like observation forms, questionnaire and experience journals. But I used only questionnaire way to collect data. When I prepared a questionnaire, following decision is to be taken:  NUMBER OF QUESTIONS :I have prepaid 8 questions in questionnaire for related topic.  TYPES OF QUESTIONS :I prepaid questionnaire for two types of questions: 1. dichotomous questions 2. multiple option – single choice questions 1. DICHOTOMOUS QUESTIONS :Asking for answer like YES/NO e.g. ‘is there any goal given to your workers?’ YES/NO. 2. MULTIPLE OPTIONS – SINGLE CHOICE QUESTIONS :Asking for question for multiple options but single choice answer.  SEQUENCE OF QUESTIONS :1. Keep those questions at the beginning which specify the survey topic & purpose. 2. Keep sensitive question at end.

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 WORDING OF QUESTION:1. Use simple words. 2. Define issue in detail. 3. Use unambiguous words. 4. Use words in proper context.

5) DETERMINING SAMPLING DESIGN AND SAMPLE SIZE:-

Another aspect which forms a part of research process is sampling plan which includes decision regarding following:  Whether to conduct sample survey  If it is a sample survey, then a choice is to be made between probability sampling and non-probability sampling.  To determine sample size, under the force of described time limits I was bound to conduct a sample survey. The sampling design chosen was nonprobability convenient sampling. As regards sample size is determined on basis of ad hoc approach keeping in consideration the cost and time restraints.  The sample size used for conducting the field survey at place of research was of 150 owners of grey weaving unit. 6) FIELD WORK TO DATA COLLECT:-

In this stage, I was personally connected to respondents during their free time. I went to most of weaving unit firms in Surat city for sample survey. Having prepared the questionnaire and selected the sample design and sample size, the next step is to organize and conduct field survey. Interviewing and the

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supervision of fieldwork are the two steps of conducting survey. The task of interviewing seems to be simple but in reality it is one of the most difficult tasks in research because respondent are generally hesitant in giving information. Supervision of fieldwork is also important to ensure proper and in time completion of survey. 7) ANALYSIS OF DATA:-

After the completion of field survey and receiving questionnaire, the next task is to aggregate the data in a meaningful manner. The number of tables is prepared to bring out the main characteristics of the data. In order to derive meaningful results from the statistical tables, the researcher may use the following steps.  To calculate relevant measures of central tendency, highlighting the major aspect of data.  To cross tabulate the data to ascertain some useful relationships.  To calculate the percentage & draw the diagram for relevant information. 8) PREPARING THE REPORT:-

Once the data have been tabulated, interpreted has to prepare a report including the findings of his research study and his recommendations. The report should have objectivity, clarity in presentation of ideas, use of charts and diagrams, etc. the layout of report should be as follows:

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 THE PRELIMINARY PAGES:-

This includes title and dates, acknowledgement and foreword.  The Main Text:-

This should have introduction, summary of findings, main report body and conclusion.  The End Matter:This includes appendixes, bibliography and index.

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Limitation  We have not enough time to do proper survey.  Owner’s inattention with the surveyor because of lack of time.  No proper response from the respondents less awareness about topic.

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ANALYSIS AND FINDINGS OF RESEARCH (1) On what basis do you select the workers? Experience basis 71.33 %

Knowledge basis 18.67 %

Other references 10 %

Selection

10% Experience basis

18.67%

Knowledge basis Other references

71.33%

 So from the above diagram we can see that most of the selections of the workers are done on the basis of their experience 71.33% and  Least on the basis of other person’s reference i.e. just 10 %.  18.67 workers are select on experience basis.

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(2) Is there any goal given to your workers?  Yes 100 %

No 0%

goal

0% Yes No 100%

 All the owner of the weaving unit gives different kind of goals to their workers. So, workers can be clear about what they have to do and produce.  All the owner of the weaving units goal like increasing productivity, less wastage of raw- material & better quality etc.

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(3) Which out of following objectives do you want work to fulfill?  Increase productivity 42 %

Better quality 28 %

Less wastage of R.M 30 %

various goals

30% 42%

Increase productivity Better quality Less wastage of R.M

28%

 42% owners have given goal of gaining higher productivity.  28% owners believe in quality products.  30% owners have less wastage of raw material. Now a day owners understand the benefit of saving of raw material so that their cost of production can be reduced and it becomes the profit of the owner In this competitive environment.

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(4) Which steps you will take to reduce absenteeism among your workers?  Incentive 58.67 %

Threat 28 %

None 13.33 %

Reduce abseteeism

13%

28%

59%

Incentive Threat None

 Here, nearly 59 % of owners believe in motivating workers by giving them incentives.  28% owners are using threat theories to motivate workers that could affect adversely to the workers.  13% owners are some overtime bonus, insurance facilities etc.

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(5) Which advantage you have got by building good relations with your workers?  Reduce

Reduce

Better

absenteeism 20 %

turnover 12 %

discipline 13.33 %

All above

None

33.33 %

above 21.34 %

of

Good relatioship

21%

Reduce absenteeism

20%

Reduce turnover

12%

Better discipline All above

34%

13%

None of above

 33.33% weaving unit’s owner are believe that all points to the important for good relationship for employees.  20% owners are believed that reduce the absenteeism.  21.34% owners aren’t believed that all points to the important for good relationship for employees.  Most of the owners are getting advantage of giving incentives to their workers and creates good relations with them. So that they get benefit of reduced absenteeism, reduce employee turnover, better discipline at the work place etc.  It is also given by financial motivation, delegation of responsibility, health wages etc. to build good relationship.

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(6) Which types of financial motivation you give to your workers?  Vacation pay 82 %

Health wages 18 %

Bonus 0%

Other 0%

TYPE OF FINANCIAL MOTIVATION 0% 18%

0% Vacation pay Health wages Bonus Other 82%

 82% of the weaving unit’s owners are paid Vocational payee i.e. paid after three months to the worker who is working in the unit since three months and more.  18% of the weaving unit’s owners are paid health wages.

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(7) Which positive motivation do you give to your workers?  Delegation of authority Responsibility

Participation

42.67 %

decision 32 %

25.33 %

in

Various motivations

32% 42.67%

Delegation of authority Responsibility Participation in decision

25.33%

 42.67% owners have delegated authorities to the most senior worker in their unit that authorities could be choosing of their other employees.  And a quite 32% owner gets opinions in such production procedure related decision making.  25.33% weaving unit’s owner are to give responsibility of the workers.

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(8) Who super wises the activities of workers?  Owner 52 %

Super wiser 48 %

Super wise the activities of workers

48%

Owner

52%

Super wiser

 52% firm’s owner himself super wises the activities of the workers.  But quite equally 48% firms super wiser also controls the activities of the workers.

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CONCLUSION  From my research I come at the conclusion that most of the weavers have adopted financial motivation strategy to motivate their workers.  The main objective of the weavers is to increase productivity, Better quality product and maintain good relations with Workers.

SUGGESTION My suggestions to the weavers that, they can give job securities, better working conditions, social status, family security etc to motivate and maintain workers in the firm for the long time

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Study of motivation strategy used by weaving units owner to motivate employees

BIBLIOGRAPHY  REFERECE BOOKS:1. Principles of management L.M.Prasad 2. Principles of management T.Ramasamy

 WEBSITES:1. works.com/Theories-of-Motivation.html 2. http://en.wikipedia.org/wiki/Weaving 3. Works.com/motivation.html

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- QUESTIONNAIRE Respected sir, I am studying at xyz COLLEGE OF BUSINESS ADMINISTRATION, Surat. Conducting as survey on “motivation strategic used by weaving units owner to motivate employees.” I would be grateful, if you could answer the questionnaire below. The views conveyed by you will be used for academic purpose only. Answer for personal queries will be kept confidential. I thank you for sparing valuable time & for co-operation in this endeavor. Thank you Your faithfully abc. ________________________________________________________________ (1) On what basis do you select the workers? Experience basis Knowledge basis Other reference (2) Is there any goal given to your workers? Yes No (3) Which out of following objectives do you want work to fulfill? Increase productivity Better quality Less wastage of raw-material

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(4) Which steps you will take to reduce absenteeism among your workers? Incentive Threat None (5) Which advantage you have got by building good relations with your workers? Reduced absenteeism Better discipline

reduced turnover all of the above

None of the above (6) Which type of financial motivation you give to your workers? Vacation pay

health wages

Bonus

others

(7) Which positive motivation do you give to your workers? Delegation of authority

responsibility

Participation in decision making process (8) Who super wises the activities of workers? Owner Super wiser PERSONAL INFORMATION Owner name: - ____________________________________ Address:-___________________________________________ Firm’s name: - _______________________________________ Contact no: - ________________

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