Girish

A PROJECT REPOERT ON

MOTIVATION MEASURES AT KASHI VISHWANATH STEELS LIMITED IN THE YEAR 2009

Submitted For Partial Fulfillment Of The Requirement for the Degree of

MASTER OF BUSINESS ADMINISTRATION SESSION (2008-2010) Submitted By: GIRISH CHANDRA SHARMA MBA III SEMESTER Roll no. 08160500015 Enrollment No.08160500015

Submitted To: MS. TRIPTI MUDGAL Lecturer (Mgmt dept.)

INSTITUTE OF MANAGEMENT AND TECHNOLOGY, Bazpur Road, Kashipur, U.S.NAGAR (UTTARAKHAND)

(Approved By AICTE: Affiliated to Uttarakhand Technical University, Dehradun)

INDEX

Contents:

Page no

 Certificate of the Company

i

 Preface

ii

 Acknowledgement

iii

 Student Declarations

X

iv

Chapter 1: Introduction  Objective of Study

…………………………………………….

1

 Scope of Study

……………………………………… ……...

2

 Period of Study

……………………………………………….

3

 Research Methodology …………………………………………  Limitation of Study ……………………………………………….

4

Chapter 2: Organizational Profile  Company Profile

5

 Organizational Structure

13

 Production Process

14

 Products

15

 Vision and Mission  SWOT Analysis

16

Chapter 3: Conceptual Framework  Concept of Motivation

18

 Objectives of Motivation

22

 Types of motivation

23

 Steps of Motivation

24

 Process

26

 Motivation Tools

27

 Importance of motivation

31

Chapter 4: Analysis and Findings

33

Chapter 5: Conclusion

40

Chapter 6: Recommendations

41

Chapter 7: Bibliography

43

Chapter 8: Annexure

45

PREFACE

There is more than one factor at work, which can ensure the true compaction of project report. It is not the idea held on certain topic that matter but it is a complete psychological process and there for requires and in depth knowledge of the process of a project. “No learning can be completed without practice.” When we study in the classroom it clears our picture about the field of the area, but it proves to be useful or thoughtful when it is applied in practice field. Now the time has changed practical knowledge for management student is must to qualify as a potential manager. It is for this reason that summer training is prescribed as a part of syllabus for Bachelor of Business Administration This project has been completed in seven week. The aim of this training is to get knowledge about Personnel Management and Industrial relations. During the training period, I was with KASHI VISHWANATH STEELS and was assigned the project work of

“MOTIVATION MEASURES”. The main purpose was to get practical knowledge.

ACKNOWLEDGEMENT

This report has made possible through direction and cooperation of various person for whom I wish to express my sincere appreciation and gratitude. I would like to avail this opportunity to express my deep sense of gratitude and thanks to Mr. D.N. Yadav the H R Manager, of Kashi Vishwanath Steels Pvt. Ltd. and other family members of KVSL for suggesting and helping in exploring of ideas, constructive criticism and his co operation in presentation of report. I am grateful to KVSL limited for making the learning opportunity available. At last, but not the least, I express my sense of gratitude to Mr. Rajhans Shrivastava for his constant encouragement to complete this project. I am also thankful to my friends who with their valuable advice and support have contributed for the success of this study.

My sincere gratitude to my parents for their great help in the completion of this study. Finally I thank all those who have directly indirectly helped me in completion this study.

DECLARATION OF STUDENT

This project has been undertaken as a partial fulfillment of the requirements of the award of degree of Master of Business Administration of Uttarakhand Technical University, Dehradun. This project was executed after the 2nd semester of M.B.A. curriculum under the supervision of Ms. Tripti Mudgal. Further I declared that this project is my original work and the analysis purpose only. This project has not been presented in any seminar or submitted elsewhere for the award of any degree or diploma.

Counter Signed By:

Girish Chandra Sharma

CHAPTER – 01

Objectives of Study Scope Period Research Methodology Limitations

OBJECTIVES OF STUDY

Objectives of study are as:--

To study the motivational needs To analyze use of the product from KVSL To Understand Personal Management, Industrial Relation. To relate the theoretical knowledge of Motivation Theory to actual work in the field of training. To know about the motivation procedure of the KVSL.

SCOPE OF STUDY

This is a preliminary study on motivation where the researcher has tried to collect some raw data on employee motivation and understand employees. This study is limited to only educationists. The sample is only fifty and generalizations will not be justified. It is however a small attempt to collect primary data on motivation and see how it works in real life situation. To know the potential areas for performing the Motivation needs. This is also important since. If company will perform further Motivation it can concentrate on only potential areas to save its precious time and money.

PERIOD OF STUDY

This project has been undertaken by me because it was challenges. Since companies in its launching stage of new products KVSL TMT Powercon given to steel and to know the view of the people about the product.

This project was executed after the 2 nd semester at Kashi Vishwanath Steels Limited Kashipur.

RESEARCH METHODOLOGY

Methodology of the study refers to the method used to collect the required data for research works. The data required has been collect from following sources:--

PRIMARY DATA: Primary data through interview with the workers and executives

using

structured

Questionnaire.

I

had

distributed

questionnaires among the 100 employees and got response from 74 employees.

SECONDARY DATA:  LIBRARY RESEARCH: A number of books on MOTIVATION were

referred to collect theoretical background of MOTIVATION.

 RECORD OF THE COMPANY: This helps me to get details

regarding the history of the company.

 COMPANY WEBSITE

LIMITATIONS

1: Seven weeks are not sufficient to cover the various aspect outlines in study because the area of research is wide and span of time was very short. So it was not possible to go deep in study. . 2: Personal survey method is highly expensive method as well as time consuming. Being a student it is not possible to spend much money because institution is also deprives me from stipend 3: During survey I found that some people (Employee & Executives) refused in answering first of all because they had no interest in such sort of work what consumed their precious time or some more reason, but after being conceived or mentioned by me they ready to give answer.

CHAPTER – 02

Introduction Management System Organizational Structure Production Process Products SWOT Analysis

INTRODUCTION Kashi Vishwanath Steels Limited is the flagship company of the KVS group and has been involved in steel manufacturing for decade. Its production facilities include three induction furnaces and two rolling mills. A renowned name in steel rolling, its foundation is laid on unmatched quality, durability and trust. KVS is one of the leading manufacturer and supplier of TMT BARS, CTD BARS, ANGLES, CHANNELS and FLATES. During the last completed financial year 2008-2009, the company clocked a turnover of Rs. 130 crores. The following figure show the growth trend that company has been following the last two years.

ABOUT THE COMPANY Kashi Vishwanath Steels Ltd. is an ISO 9001, ISO 14001, OHSAS 18001 company, is among very few companies of North India which posses both ISO certificate, was established in October 1986 with no. of product less than 10. But that times little child KVSL has been grown up, and now a big name in Steel Manufacturing field. KVSL has a variety of products and list goes to more than 60, which show that in a span of less than 20 years, nos. of products have been increased

up to 5 times. The entire products have a very good reputation in the customers, both as well as domestic and government sectors.

KVSL not only produces final products but it also has a Melting Division itself where we produce INGOT which is used to produce all the products. As company itself produces Ingot hence the quality of that Ingot is remarkably good. In laboratory all the required tests whether chemical or mechanical, are conducted under the guidance of highly qualified Professionals under ISO guidance. All the equipments and procedures which are use to conduct Chemical as well as Mechanical tests on raw materials used in Melting division to produce Ingot. On produced Ingot and on final products KVSL are ISO approved. KVSL not only produces but it also keeps an eye on safety as well as Environment conditions and maintain standard to reduce pollution and to increase safety conditions and this is the reason why KVSL hold ISO:14001.

A COMPANY IS KNOWN BY TWO THINGS

“IT’S COMMITMENT TO QUALITY AND ITS COMMITMENT TO IT’S CUSTOMERS WITHOUT EITHER OF THEM NO COMPANY CAN HOPE TO SUCCEED”

LOCATION

Kashi Vishwanath Steels Ltd. in Kashipur that is a well known industrial area in state of Uttrakhand having its own kind of importance in the map of India. Kashipur, Haldwani, Kotdwar, Haridwar, etc. heaving their importance in the field of religion, international tourism, national security and economic development of hilly region in pollution free environment. Kashipur has placed an importance role in the industrial and agriculture development of the state of Uttrakhand.

Kashipur about 225 Kms from Delhi, 400 Kms from Lucknow, 150 Kms from Bareilly and 210 Kms from Dehradun, the capital of Uttrakhand. Hilly area of Utttrakhand start from Kashipur onward and the city of Kashipur, situated in Tarai, is the link between hills and plains, thus heaving ideal location advantage for such a manufacturing unit.

PROPOSED EXPANSION PLAN The company now proposes to increase its Ingot production capacity by adding fourth induction melting furnace. The company also proposes to increase the production capacity of its rolling mill by making suitable adding to the plant and machinery. FUTURE PLANS The company has always believed in planning for the future in order to attain continuous growth. Part from the proposed expansion plan for the existing steel manufacturing unit and keeping in line with the above said policy, the company has plan enter into the field of HYDEL power generation. A body has already been put in response to invitation by the government of Uttrakhand, which is under an active consideration of the authorities. FISCAL INCENTIVES Honorable prime minister, during the visit of Uttrakhand from March 29th to 31st 2002 has inter alias made an announcement that tax and central excise concession to attract investment on the industrial sector will be worked out for the special category state including Uttrakhand. In accordance with the said announcement, Ministry Of Commerce &

Industry (Department of Industrial Policy & Promotion) Memorandum no 1(10)2001-NER dated January 7th 2003 outline the incentives available to new industrial unit in the state of Uttrakhand and to the existing unit on their substantial expansion. As the company’s manufacturing unit is located in the eligible area notified for the purpose and it’s undertook substantial expansion of manufacturing capacity, it is eligible for the declared fiscal incentives, which apart from other incentives, includes-

 100% outright excise duty exemption for a period of ten years

from the commencement of commercial production. The company has already received a letter to that effect from the Central Excise Authorities.  100% income tax exemption for initial period of five years and

thereafter 30% for companies and 25% for other than companies for a future period of five years for the entire state of Uttrakhand from the date of commencement of commercial production.  All new industries in the notified location would be eligible for a

capital investment subsidy @ 15% of their investment in plant and machinery subject to a ceiling of Rs.30 lacks. The company has already applied for the grant of capital subsidy and application is under active consideration of the authorities.

MANAGEMENT SYSTEM

QUALITY MANAGEMENT SYSTEM The existing plant of the company has a well established quality management system in place with has been certified to confirm the requirement of ISO: 9001. The company is a licensee of BIS and is a licensed under of ISI mark of quality for its complete range of products.

ENVIORNMENT MANAGEMENT SYSTEM The company has a state environment policy and a established environment management system which has also been certified to conform to the requirements of ISO: 14001

HEALTH AND SAFETY SYSTEM KVSL is committed to employee’s safety. It has established the safety management system OHSAS-18001: 1991 duly approved

by IROS vide their certificate No. IRQS/0640526dated August 3rd , 2006.

TRUE QUALITY SPRING FROM THE SEED OF EXCELLENCE KVSL believes in perfection and excellence. Control on quality begins from the selection of the raw material till the final production eliminating all the possibilities of inconsistency in quality. The company possesses well equipped R&D department with latest testing monitoring facilities. Captive production of Pencil Ingot is done under vigilant quality control with the best available raw material to suit each rolled section, approved by bureau of Indian standard I.S: 2830. KVSL is committed to customer satisfaction. It has established the Quality Management System duly approved by IROS for ISO: 9001: 9002 vide their certificate no. IRQS/021164 on September 20, 2002.

WORKING HAND-IN-HAND WITH ENVIORNMENT The use of state-of-art equipment with the inbuilt safeguard monitoring and control system helps to keep a check on environmental pollution. Reduction of waste and induction of useful recycling of reduces are treated as priority areas. The group is also responsible for the development of a small forestry;

the entire working campus is covered with trees and plants.

The environment management system of KVSL has been found to confirm to the environment management system standard ISO: 14001:

1996 by IQRS vide their certificate No. IQRS/033010 dated January 22, 2003.

SPREADING WIDE: OUR MARKET NETWORK KVSL has a galaxy of more than 360 dealers in different cities of the state of Uttrakhand, U.P, Delhi, Himachal, Haryana, Chandigarh, Punjab, Rajastan, and Madhyapardesh. A close coordination among the dealer, customer and management is maintained by KVSL’s qualified professional marketing team. Research & design standard organization (RDSO) and military engineering services (MES), the two institutions representing India Railways and Indian defense services respectively, which are known for strict adherence to quality norms, have also included the product of company in the approved list of vendors.

QUALITY POLICY Kashi Vishwanath Steels Ltd. is committed to customer satisfaction by manufacturing a product which ensures “QUALITY” and “VALUE FOR MONEY”. The management believes that staying at the peak is more difficult than achieving it and therefore the entire KVSL team strives toward continuously upon the existing system and process to remain a market leader.

ORGANIZATION STRUCTURE Managing Director Director Technical Adviser Vice President

General

Personnel&

Finance &

Store &

Legal &

Marketing

Manager

Administration

Accounts

Purchase

liaison

& dispatch

-Melting Division

Assistance general

-Rolling

Manager

Manager

Division

P.R.O

Legal

-Quality

Assistant Manager

Control

Manager

-Engineering Cells

- Account officer

Marketing

- Accountants -Computer operator - Area managers Personnel Manager

Personnel

Security

Executive

Officer

Assistance Manager - Store Officer - Assistance Officer - Stores Assistance

Assistance Personnel

Guards

- sales exe. -Dispatch -Loading men

Officer

PRODUCTION PROCESS It is important to know the whole procedure of making steel right from the stage of miming of iron ore and coal up to the making of finished steel. Iron ore, Coal,

Blast furnace

Pig iron

Steel melting

Re-melting scrap

Kilns

Sponge Iron

Induction furnace

Steel

Billets Ingott

Slabs Rolling mills

Finished steel

PRODUCTS

KASHI Vishwanath Steels Pvt. Ltd., produce many types of steel products. The product offers a service to the consumers so as to satisfy their needs. The product provided by company suits the consumers and the mostly Indian consumer have a perception that KVSL provide genuine products in the form of TMT (Thermo Mechanical Treatment) The products produced by company are as:-TMT Powercon CTC Bars Square Round

Channel Angle Flats

SWOT ANALYSIS The overall evaluation of a company’s strength, weakness. opportunities and threats called SWOT analysis. Every company has some strength, weakness, opportunities and threats which they should know, and then to improve in the areas where it is weak and threads full advantage of the opportunities. One the basis of my survey I have done a small SWOT analysis of the company which is as follows:STRENGTH The strength of KVSL is its quality. The quality provided by company is very good. The people who using it appreciate the quality of its products.

Company’s new product KVSL Powercon is much better as compared to others. KVS TMT bars cheaper as compared to others. WEAKNESS Company does not trap builders. They do not advertisement their products on TV. Company does not provide TMT to every dealer.

OPPORTUNITY: Company has big portion of market, it can advantage of it for launching as KVS Powercon. It can take order directly from the builders and government organizations.

THREATS: Company is doing very well, but if a well established company like TATA will come than it can troubles. Dealers provide the product of that company to the consumers which give them max profit margin. Dealers do not give information about the product to the consumer. As company have very few advertisements therefore very few people that KVSL also produce TMT bars.

CHAPTER – 03

Meaning of motivation Objectives Steps Importance

MOTIVATION When one is fired from the belly and ready to take the difficult path to achieve their goals and targets, they are said to be motivated. And this is a strong feeling or urge. It is fired by internal, as well as external factors. Thus, when asked what is motivation? The answer is as simple as this: It is the driving force that keeps one going towards one goal. However, one needs to keep in mind that there are various factors that keep one motivated through life, and this varies from person to person. The factors are neither age specific, nor gender specific. They are simply case specific. According to various experts is depends on the needs that need to be fulfilled; and the desires one wishes to accomplish. According to universal expert consensus, motivation is behavior that is driven by a goal. This implies that one is diverted towards achieving the set targets, no matter what. These maybe simple need based targets such as food, clothing and shelter. Or then goals of

fame, recognition and prosperity. Or at the top of the rung the goal of self-realization. Each journey requires a driving force and this fuel for the human body is motivation. Motivation refers to the degree of readiness of an organism to pursue some designation goals, and implies the determination of the nature and locus of the forces, including the degree of readiness. One of the most important factors that lead one to their goals is the drive. This drive is known as motivation. It is a zest and determination with a kind of excitement that leads one to persevere to reach greater heights, in no matter what avenue of their life; be it – personal or professional. The drive may come from an internal or external source. The individual determines this. With every job these is one common problem that people face, which is getting stuck in the machine of time and routine. This leads to boredom, and is known to be a de-motivator by the experts. It is for this reason that human resource managers are asked to ensure that there are activities and varied ways and means to keep employees motivated from time to time. Today, the large multinational companies are taking stock of the problem and are doing all that they can to ensure that employees are happy and ever enthusiastic about their work. This is vital in order to get the maximum out of them and to keep employee burn out at bay. And ensuring this lies in the hands of the managers.

Basically, in order to keep employees motivated there are 7 strategies that can be adopted, which are as follows: 1• Providing positive reinforcements for the tasks accomplished and setting higher goals to be achieved. 2• Setting down certain effective rules and regulations to be followed in the office. 3• Seeing that fair rules are set in the office. 4• Looking into employee needs and seeing that they are comfortable in their work environment. 5 • There should be work related goals set from time to time 6• There should be regular appraisals and platforms where employees can share their on the job experiences. 7• There should be consistent and constant on the job rewarding and incentives.

Motivation is built on three basic elements:

1. Motivation starts with a need, vision, dream or desire to achieve the seemingly impossible. Creativity is associated with ideas, projects and goals, which can be considered a path to freedom.

2. Develop a love-to-learn, become involved with risky ventures and continually seek new opportunities. Success is based on learning what works and does not work.

3. Developing the ability to overcome barriers and to bounce back from discouragement or failure. Achievers learn to tolerate the agony of failure. In any worthwhile endeavor, barriers and failure will be there. Bouncing back requires creative thinking as it is a learning process. In addition, bouncing back requires starting again at square one.

OBJECTIVES OF MOTIVATION The purpose of motivation is to create conditions in which people are willing to work with zeal , initiative, interest and enthusiasm, with a high personal moral satisfaction with a sense of responsibility, loyalty and discipline and with pride and confidence in a most cohesive manner so that the goals of an organization are achieved effectively.

Motivational techniques are utilized to stimulate employee growth. This was indicated by Clarence Francis when he was chairmen of General Foods. He said that men can buy a man’s time, you can buy a man’s physical presence at a given place, you can even buy a numbers of skilled employees; but you can not buy enthusiasm, you cannot buy loyalty; you cannot buy devotion of hearts, mind and soul. You have to earn these things.

TYPES OF MOTIVATION MOTIVATION

SELF MOTIVATION

GROUP MOTIVATION

OR ATTITUDE MOTIVATION

SELF MOTIVATION Before one can motivate another, one must motivate us. One must overcome a certain amount of one’s natural inertia. One of the most common deterrents to human action is that of a tired feeling. This tired feeling is due to emotional reaction within oneself. GROUP MOTIVATION The motivation of group is as important as self motivation. Others can be well motivated, when they are informed ideas, plans, inventions or systems. “Nothing can be done, no act can be undertaken, no decision made, no thinking process brought to a real conclusion unless and until the act of communication is made an inherent part of the

undertaking.” This communications of ideas, plant etc. can be made effectively when certain personal qualities have been developed.

STEPS IN MOTIVATION The following steps are adopted in motivation:--

STEP- 1

SIZING UP SITUATIONS REQUIRING MOTIVATION

STEP- 2

PREPARING A SET OF MOTIVATING TOOLS

STEP- 3

SELECTING AND APPLYING AN APPROPRIATE MOTIVATION

STEP- 4

FOLLOWING UP THE RESULTS OF THE APPLICATION

STEP -1This involves ascertaining motivational needs. All employees need motivation but of varying kinds and in varying degrees. For example, one may need proper facilities for the education of one’s children; other may want higher education for them. One may take pride in producing quality work; another may be interested only in quality. STEP -2This requires a selection of a specific tool pf motivation. An executive, from personal experience, from the experiences of others, and with the help for the personnel department, may draw up a list of the devices that may motivate different types of peoples under different circumstances. STEP -3The executive should decide about the words, the tone of voice, the gestures, etc. to be used and make a necessary rehearsal for their proper use. Besides, it has also to be considered where and when motivation is to be applied. The place and timing for this purpose are important.

STEP -4-

This involves the finding out of whether an individual has been motivated. If not, some other devices may be applied.

PROCESS OF MOTIVATION

NEEDS

SELECTION OF GOALS AS PER ONE 扴 PERCEPTION

GOAL DIRECTED BEHAVIOUR

ACCOMPLISHMENT OF GOALS / SATISFACTION OF NEEDS

MOTIVATION TOOLS

INCENTIVES

FINANCIAL INCENTIVES

NON- FINANCIAL INCENTIVES

- Fulfillment of basic needs

- Recognisation

- Fulfillment of social needs

- Status

- Raising standard of living

- Job security

- Satisfying security needs

- Challenging work - Job Enrichment - Responsibility - Promotion - Competition

FINANCIAL INCENTIVES

Financial incentives are offered in the form of money or money’s worth. For example, wages, bonus, fright benefits are the some examples of financial motivation. Financial incentive is paid to satisfy the lover level needs. These motivation incentives are tangible we can see, touch and measure them. Role of financial incentives as Motivation are:-

1. fulfillment of basic needs Money acts as a stronger motivator to satisfy basic needs of men like “Roti, Kapra and Makan”. Beside it also help in fulfilling other basis needs such as Education, Medical facility etc.

2. Fulfillment of Social needs Money not only helps in satisfying basic needs but also social needs of human beings, because money is regarded as a symbol of power and status.

3. Raising the standard of living

Money also helps people in raising their standard of loving. A worker will work hard to earn more so as to raise his standard of living.

NON-FINANCIAL INCENTIVES

Financial incentives play an important role as Motivator. However they fail to act after a certain stage. The fulfill higher level needs such as ego, esteem, self actualization non-financial incentives are used to motivate the people at work. Following are the important types of nonfinancial incentives:-1. Recognisation Recognisation means acknowledging and appreciating the merit of a person. A person aspires for recognisation; it acts as a good motivator for example: a worker may be given a commendation certificate foe achieving a high target. This will encourage competition among employees to earn recognisation by working hard. 2. Status Status is regarded as a symbol of power and prestige. Worker’s promotion although at a slightly higher salary (even at the same salary) will motivate him to work to gain the status. 3. Job Security Job security is a good motivator. If an employee achieves a lifetime employment, it will give ensured secured income throughout his life.

However it may also act as a treat to motivation as the worker may become complacent when he knows that his job is secured. 4. Promotion Promotion means transferring an employee to a higher job involving greater responsibility with or without an increase in his pay. For example: a PGP may be promoted to the post of satisfies Vice Principal in the same pays scale or he may be prompted as a PGT in senior scale. Promotion is a good motivator to include employees to work hard. 5. Employee participation in management Employee participation in decision making is regarded as a good cooperation. In fact Theaory advocates employee participation. It encourages whole hearted co-operation involved in decision making. 6. Responsibility Responsibility is also a challenge for an employee. Some people prefer to take up responsibility. They consider it an opportunity to show their capabilities and outshine other colleagues. It also act as a good motivator as it satisfies their ego. 7. Challenging Work High achiever type of employees is highly motivated if they are assigned challenging work. It gives them an opportunity to show their capabilities and to outshine other colleagues.

IMPORTANCE OF MOTIVATION The problem of motivation is the key to management actions and in its executive for it is among chief tasks of the general manager. We may safely lay it down that the tone of an organization is the reflection on the motivation from the top. Following is the importance of motivation in an organization:1. Utilization of human resources Motivation induces men to work. It results in increased production and productivity. Some try to put their efforts to produce more and more for the benefit of the organization. 2. Utilization of other resources All resources except human resources can produce no results, unless men try to put them in action. By utilizing the other resources to the best of their efforts men should be motivated to carryout plans, policies, and programmers lay down by the organization. 3. Willingness to work Motivation influences the willingness of people to work and willingness comes from within. A man may have a capacity to work and he may be physically, mentally and technically lit for work but he may not be willing, to work.

4. Good labour relations In an organization all the members of the staff connect rate their efforts to achieve the objectives of the organization and carryout the plans in accordance with the policies and programmes laid down by the organization if the management introduces motivational plans. 5. Basis of co-operation In their zeal to produce more the members work as a team to pull the weigh effectively, to get their loyalty to the group and to the organization to carry out properly the activities allocated and generally to play an efficient part in achieving

the goals which the organization has

undertaken. 6. Importance of skill and knowledge All the members of an organization try to out be as efficient as possible and to improve upon their skill and knowledge so that they may be able to contribute to the progress of the organization as much as possible because they know that they will get what has been promised and ultimately they will be able to satisfy their personal as well as social needs. 7. Building human relations As the human concept of labour has changed and now labour is treated as human being, motivation builds human relations. This attitude contributes

towards motivating the people at the work. Workers are invited to participate in the decision-making function of the management.

CHAPTER – 04

DATA ANALYSIS Q. 1 Do you think your job makes the best use of your abilities? a) Yes b) No c) Can’t Say Sample Size 50

Yes 27

No 13

Can’t Say 10

Sample Size 50 c 20% b 26%

a 54%

• Finding: - Majority of employees i.e. 54% thinks that their job

carriers out the best of their abilities. Q.2 Your job is highly motivating.

a) Agree

a b c

b) Disagree c) Can’t Say

Sample Size 50

a 25

b 15

c 10

Sample Size 50 c 20% b 30%

a 50%

a b c

• Finding: 50% of the employees find their job highly motivating.

Q.3 The jobs of the organization are realistic.

a) Agree b) Disagree c) Can’t Say

Sample Size 50

a 28

b 12

c 10

Sample Size 50 c 20% b 24%

a a 56%

b c

Finding: About 56% of the employees find their job realistic where as 245 don’t find their job realistic. Q.4 Your co- workers are highly motivated and hard working.

a) Agree b) Disagree c) Can’t Say

Sample Size 50

a 28

b 12

c 10

Sample Size 50 c 18%

b 36%

a 46%

a b c

Finding: 46% of the workers find their Co – workers do not feel so.

Q.5 Every new idea given by any of the employees is given due to some motivated Money schemes.

a) Agree b) Disagree c) Can’t Say

Sample Size 50

a 22

b 8

c 20

Sample Size 50 c 40%

a 44% b 16%

a b c

Finding: About 44%of the employees agree that every new idea given by them is due to a motivating money scheme.

Q.6 This job offers challenging opportunities. a) Agree

b) Disagree c) Can’t Say

Sample Size 50

a 28

b 14

c 8

Sample Size 50 c 16% b 28%

a a 56%

b c

Finding: 56% of the employees say that their job offers them challenging opportunities where as 28% do not agree it.

FINDINGS

1. Majority of employees i.e. 54% thinks that their job carries out the best of their abilities. 2. For 30% of the employees, job security is more important where as 24% of the employees find opportunity for advancement more important. 3. 50% of the employees find their job highly motivating. 4. About 56% of the employees find their job realistic, where as 24% don’t find their job realistic. 5. 46% of the workers find their Co-workers do not feel so. 6. About 44% of the employees agree that every new idea given by them is due to a motivating money scheme. 7. 56% of the employees say that their job offers them challenging opportunities, where as 24% do not agree to it. 8. For about 45% of the employees feel that financial technique is highly motivating.

CHAPTER – 05

CONCLUSION

From the study it was observed that most people said they were satisfied with their present job and will recommend other to join the organization yet almost 40% of the respondents have switched over than seven jobs. Designations are still a very important factor when it comes to motivation.

CHAPTER – 06

RECOMONDATIONS

1. The organization should try to make best use of the employee’s abilities and skills. 2. Organization should motivate the employees so as to create a sense of job responsibility in them. 3. Organization should build better understanding with

employees. 4. Organization should develop feeling in the employee “feel at home” by which he can work in a comfortable environment.

5. The employees should be hard working and helpful to their Coworkers. 6. The job should offer challenging opportunities to the employees so that they can be more creative and put their best. 7. Financial as well as non-financial, both types of schemes should be capable of motivating the employees.

CHAPTER – 07

BIBLIOGRAPHY

C.B. MAMORIA, S.V. GANKAR Personal Management, Mumbai Himalaya Publishing House, 2004

DR. N. MISHRA, DR. O.P.GUPTA Principal Of Business Management Sahitya Bhawan Publishers. Delhi Company website: www.Kvsl.in www. Google.com

CHAPTER – 08

Questionnaire

QUESTIONNAIRE Q. 1 Do you think your job makes the best use of your abilities?

a) Yes b) No c) Can’t Say

Q.2 Your job is highly motivating. a) Agree b) Disagree c) Can’t Say

Q.3 The jobs of the organization are realistic. a) Agree b) Disagree c) Can’t Say

Q.4 Your co- workers are highly motivated and hard working. a) Agree b) Disagree c) Can’t Say

Q.5 Every new idea given by any of the employees is given due to some motivated Money schemes. a) Agree

b) Disagree c) Can’t Say Q.6 This job offers challenging opportunities. a) Agree b) Disagree c) Can’t Say

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