Description
Motivation is a psychological feature that arouses an organism to act towards a desired goal and elicits, controls, and sustains certain goal-directed behaviors. It can be considered a driving force; a psychological one that compels or reinforces an action toward a desired goal.
Hr Project on Employee Motivation in Anglo French Textiles Limited TABLE OF CONTENTS
CHAPTER TITLE PAGE NO
ABSTRACT LIST OF TABLE LIST OF CHART
2 3 5
1
INTRODUCTION 1.1 Profile of an organization 1.2 Need for the Study REVIEW OF LITERATURE OBJECTIVES OF THE STUDY RESEARCH METHODOLOGY DATA ANALYSIS AND INTERPRETATION FINDINGS OF THE STUDY SUGGESTION & RECOMMENDATION 7.1 Conclusion
7 12 13 19 20 24 59
2 3 4 5 6
7
62
8
LIMITATIONS AND SCOPE OF THE STUDY
65
9
ANNEXURE 9.1Questionnaire 9.2Bibliography
67 71
1
ABSTRACT
This project is entitled “Employee Motivation” with reference to “Anglo French Textiles Limited”. This company is located at Cuddalore RoadPondicherry.
In this company there are 2600 employees including the staff members. For this study, I have choosen 100 as sample size. . This study helps to know the satisfaction level of employees with the motivational factors used by the company. This project had been undertaken by me to find out the needs and wants of the employees. Under this Study a questionnaire which constituted questions relating to the employees expectation. The gathered data had been critically analyzed relating to employee motivations.
2
LIST OF TABLE TABLE NO
1
TITLE
Motivation to employees
PAGE NO
18
2
Satisfied with motivation
19
3
Interest towards job for employees
20
4
Motivated employee increase productivity
21
5
Recognition for performance
22
6
Continuous feedback for performance
23
7
Employees to measure performance
24
8
Facilities to employees
25
9
Medical and insurance facility is motivated
26
10
Satisfied with the basic
27
3
Needs 11 Monetary reward to employees 12 Organisation provides monetary reward 13 Activities motivates Employees 30 29 28
14
Employee as part of team
31
15
Career development for employees
32
16
Training programmed to improve productivity
33
17
Encourage employee to work
34
18
Organisation collects employee opinion
35
19
Hygiene factor in job satisfaction 20 Job enrichment provides true motivation
36
37
21
Best performance of employee in year
38
22
Proud to be member of organisation
39
.
4
LIST OF CHART TABLE NO
1
TITLE
Motivation to employees
PAGE NO
18
2
Satisfied with motivation
19
3
Interest towards job for employees
20
4
Motivated employee increase productivity
21
5
Recognition for performance
22
6
Continuous feedback for performance
23
7
Employees to measure performance
24
8
Facilities to employees
25
9
Medical and insurance facility is motivated
26
10
Satisfied with the basic needs
27
5
11
Monetary reward to employees
28
12
Organisation provides monetary reward
29
13
Activities motivates employees
30
14
Employee as part of team
31
15
Career development for employees
32
16
Training programmed to improve productivity
33
17
Encourage employee to work
34
18
Organisation collects employee opinion
35
19
Hygiene factor in job satisfaction
36
20
Job enrichment provides true motivation
37
21
Best performance of employee in year
38
22
Proud to be member of organisation
39
6
1. INTRODUCTION 1.1 COMPANY PROFILE
This project involves a study on “Employee Motivation” in Anglo French Textiles Limited. The main objective of this study is to know the level of satisfaction of each employee in the company. For this purpose 100samples are collected in relating to various motivational factors used by the company.
The analysis includes finding out the needs and expectations from the employees to reinforce the motivational factors that they are already used by the Company.
“A Motivation Scenario employed in Anglo French Textiles at Pondicherry”.Motivation
is derived from the Word “Motive” means any idea,need, emotion or organic state prompts a man to action.Motive is an internal factor that integrates a behavior.As the motive is within theIndividual,it is necessary to study needs,emotions etc., in order to motivate him to work.
Motivation is a process if getting the needs of the people realized with a view to induces them to work for the accomplishment of organization objectives.Indeed,Motivation is nothing but an action of inducement.Motivation is a behavioral concept. It seeks to understand why people behave as they do.
HISTORY :
The Anglo French Textiles is a unit of Pondicherry Textiles Corporation Limited. It is Government of Pondicherry undertaking and it is one of the largest composite textile mills in Southern India.
7
It was started by Mr.RODIER in the year 1898 and was incorporated in England in the year 1898.It celebrated its centaury in 1998.In the beginning Africa,Australia,Europe were the prominent buyers from Anglo French Textile now it shows the main interest in the area of export and nearly local market. The company was managed by different and various agencies of different periods. The mill was expanded with additional machines and export of cloths received great attention unfortunately in 1983 the mill faced financial and labour problems. The management found it very difficult to run this situation gace way to selling of the mill it Shri.JATIA and SOMINA group of Bombay at that time the mill was sacing financial crisis due to mismanagement and some problems.
This lead to stoppage of operation in the mills and ultimately the mill stopped its function from 1983 and was closed.
Employee continues to work without wages for about six months loping prosperity but vain slowly the employees strength. It was not working for 3 years since 1983.
This affected about 7000 families in the union territory of Pondicherry and also the economy of the state was affected the people and trade union. The press and the politicians voice at various forms to reopen the mill and the government of Pondicherry came forward to undertake the mill in the year 1986.At that time the formed Pondicherry textile corporation and from that time onwards their mill become government mill. In the beginning there were 6500 employees in all the units.
PRESENT CONTEXT OF AFT:
Now, there are 3 units with total employee?s strength of 4000.The Company has planned to modernize and install new machinery. It plans to produce superfine quality fabric for export. The company has also set up a “quality term” in which key executive member. The main objectives of the “quality term” are to get qualification certificate like ISO 9002 or EN 29000with this dedicated team. The Anglo French Textile 8
managementwould surelyenter 21stcentuary as the pride of Pondicherry.Since its development are manifold and materialistic.
DEPARTMENT OF AFT:
The Various Department of AFT are as follows (A)Production Department:
1. Spinning Department-Blow room, Carding& Spinning 2. Weaving Department-Loom Shed 3. Warehouse Department-Examining, Packing& Baling 4. Processing Department-Bleaching, Printing& Dyeing
(B)Service Department:
1. Marketing Department 2. Finance & Accounts Department 3. Purchase & Stores 4. Quality Assurance 5. Engineering 6. Personnel
(C) Service Sections:
1. EDP 2. Internal Audit 3. Costing 4. Canteen 5. Dispensary 6. Security 7. Transport & Automobile 8. Horticulture
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9. Garment Factory
(D) Raw Material:
1. Cotton 2. Polyester
ABOUT THE PRODUCTS
The following products are presently manufactured in Anglo French Textiles Limited.,(PTC)Pondicherry. 1. Cotton Clothes 2. Pant & Shirt Clothes 3. Towels 4. Screen Clothes 5. Uniforms 6. Bed Spread 7. Pillow Covers
OBJECTIVES OF THE COMPANY:
The main objective of the company can be generally started as the manufacturing and selling of cotton yarn & Cotton fabrics. ? ? ? ? ? To manufacture and market cotton yarns. To manufacture and market cotton fabrics. To manufacture garments and uniforms for various agencies and service organization. To protect the interest of the employees through welfare measures. To modernize the mills and its systems including computerization.
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FUNCTIONS OF PERSONNEL MANAGEMENT AND HRD DEVELOPMENT:
? Recruitment ? Training & Development ? Wage &Salary Administration ? Labor Welfare Measures ? Health & Safety Management ? Industrial Relation Management ? Compliance of Statutory Requirement ? Disciplinary Proceedings ? Carrier Planning & Development
QUALITY POLICY OF AFT:
Anglo French Textile is committed to meet the requirements of its customers and continually improve its products services by technological up gradation and enriching the resources with perpetual review of the quality system.
SAFETY MEASURES:
Anglo French Textiles has a full fledged safety department to monitor the safety in the factory, the company has been a recipient of the state.
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1.2 NEED FOR THE STUDY
The needs for the study are given below such as follows. ? ? ? ? To study and know the employee motivation scenario in “Anglo French Textiles Limited”. To know the employees satisfied level with the motivation factors undertaken by the company. To identify how the organization motivates the employees. To measure the level of performance before and after motivation to find out the improvement factors for motivating the employees.
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REVIEW OF LITERATURE:
MOTIVATION: Some people perform the same type of job more efficiently then others some find it. ?
More rewarding and interesting than others and some enjoy it more than others. At any given point of time people vary in the extent to which they are willing to direct their energies to the attainment of goals due to differences in motivation.
DEFINITION: Motivation can be traced to be Latin word” Moves” which means “to move”. The term motivation means to accelerate to boost and to direct the behavior of a person for achieving success. __Bert son and Steiner (1984) state “A motive is inner state tear energies (or moves) and directs (or) channels behaviors towards goals”. ___Motivation is the inner state that causes an individual to behave in a way that ensures the accomplishment of some goal. __According to viteles “Motivation represents an unsatisfied need which creates a state of tension or disequilibrium, causing the individual to move in a goal directed pattern towards restoring a state of equilibrium, by satisfying the need”.
TYPES OF NEEDS: There are three types of needs. ? Primary Motives ? General Motives ? Secondary Motives
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1.Primary Motives: The use of the term primary does not imply that this group of motives always takes precedence the general and secondary motives. Although the precedence of primary motives is implied in some motivation theories there are many situations in which the general and secondary predominate over primary motives.
Examples are fasting for a religious social or political cause. In both cases learned secondary motives are stronger than unlearned primary motives.
2.General Motives:
A separate classification for general motives is not always given. Yet such a category seems necessary because there are a number of motives which lie in the gray area between the primary and secondary classifications. To be included in the general category, a motive must be unlearned but not physiologically based.
3.Secondary motives:
Secondary motives are most important. The motives of hunger and thirst are not dominant Amount people living – in the economically developed world. Some examples of secondary motives are power, achievement and status. Every person in a responsible position in business, education and act may exhibit a need for power. MOTIVATION AND MORALE: Motivation and morale in industry are often used interchangeably; though they are referred as two different kinds of phenomena. Motivation refers to the propensity toward a particular behavioral pattern to satisfy a need or deficiency. Morale describes an employee?s attitudes, feelings and judgment about his work, peers, supervisors, subordinates and his organization. A highly motivated employee may not have high morale, through motivation to some degree provides potential for morale.
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THEORIES OF MOTIVATION: The importance of motivation to human life and work can be judged by the number of theories that have been propounded to explain people?s behavior. They explain human motivation through human needs and human nature. Prominent among these Theories and particularly relevant to us are Maslows Need Hierarchy Theory, McGregor?s Theory „x? and „y? and Hertzberg, Motivation Hygiene Theory.
We shall discuss three important theories in detail as follows; 1. Maslows Need Hierarchy Theory 2. McGregor Theory „x? and „y? and 3. Hertzberg Two Factor Theory
1.MASLOW NEED HIERARCHY THEORY:
Maslow theory is significant because it encompasses all human needs and classifies them into five neat all-inclusive categories. There are give need-clusters.
(a)Physiological Needs: Physiological needs are basic to life viz.., thirst, and companionship among others. They are relatively independent of each other and in some areas can be identified with a specific location in the body. These needs are cyclic. In other words they are satisfied for a short period: then they reappear. Every human being wants to fulfill their basic needs that are survival needs like food, water and shelter and sex. once these basic needs are satisfied to the degree needed for the sufficient and comfortable operation of the body, then the other levels of needs become important and start acting as motivators. (b)Safety and Security needs: Safety needs also called security needs, find expression in such series as economies security and protection from physical dangers and a desire for an orderly and predictable world. Like physiological needs, these become in active once they are satisfied.
15
These the physiological needs are gratified, the safety and security needs become predominant. These are the needs for self-preservation as against physiological needs which are for survival; these needs include those of security, stability, freedom from anxiety and a structured and ordered environment. (c)Love and Social needs: These needs include the desire for love companionship and friendship these needs reflect persons desire to be accepted by others. Social needs refer to belongingness. All individuals want to associate with others to gain acceptance and to give and receive friendship from them. People do not work for money alone but also for companionship. Cohesive informal groups indicate that employees have found an outlet for their social needs. (d)Esteem needs: Esteem needs refer to a desire for firmly-based high evaluation from others for self respect and self esteem. They include those needs which indicate self confidence, achievement, competence, knowledge and independence. The need for esteem is to attain recognition from others which would induce a feeling of self-worth and self-confidence in the individual. It is an urge for achievement, prestige, status and power, self-respect is the internal recognition. The respect from others is the external recognition. (e)Self –Actualization needs: Self Actualization needs refer to self-fulfillment. The term “Self-Actualization” was coined by a Kurt Goldstein and means to become actualized in what one is potentially good at. The last need is the need to develop fully and to realize ones capacities and potentialities to the fullest extent possible, whatever these capacities and potentialities may be. This is the highest level of need in maslow?s hierarchy and is activated as a motivator when all other assignments that allow for creativity and opportunities for personal growth and Advancement.
16
2. THEORY X AND THEORY Y: Douglas McGregor proposed two distinct views of human beings. One basically Negative, labeled theory x and other basically positive, labeled theory y.
Under theory x, the four negative assumptions held by managers are: 1. Employees inherently dislike work and whenever possible will attempt to avoid it. 2. Since employees dislike work, they must be coerced, controlled, or threatened with punishments to achieve goals. 3. Employees will avoid responsibilities and seek formal direction whenever possible. 4. Most workers place security about all other factors associated with work and will display little ambition. In contrast to these negative views about the nature of human beings, McGregor Listed the four positive assumptions that he called theory Y.: 1. Employees can view work as being as natural as rest or play. 2. People will exercise self-direction and self-control if they are committed to the objectives. 3. The average person can learn to accept even seek responsibility. 4. The ability to make innovative decisions is widely dispersed throughout the Population and is not the sole province of those in management positions.
3. HERZBERG TWO FACTOR THEORY: According to Hertzberg, man has two different: categories of needs, which are essentially independent of each other and affect behavior in different ways. When people feel happy about their job, there an extra-in job, and also it increase the job satisfaction.
Fredrick Hertzberg two factor theories concludes that certain factors in the work place result in job satisfaction, while others do not, but if absent lead to dissatisfaction.
17
He distinguished between: Hygiene Factors: ? Wages ? Salary ? Company policies ? Interpersonal Relation with Peers ? Job Security ? Supervisors Technical Hygiene factors present dissatisfaction in the organization. According to him, hygiene factors are very necessary to maintain the human resources of an organization.
Motivational Factors: ? Job itself ? Recognition ? Achievement ? Responsibility ? Growth and Advancement
These factors are interrelated and are positively related to motivation. According To Hertzberg job promotions, higher responsibilities, participation in central decision making are all signals of growth and advancement of employee in the organization.
18
3. OBJECTIVES OF THE STUDY
? To identify the different ways in the organization to motivate the employees. ? To find out the factors that affect the employee?s motivation provided by an organization. ? To know how motivation creates job satisfaction among the Employees. ? To identify the significance of motivation that has an impact on productivity. ? To identify the factors which bring high level of satisfaction.
19
4.RESEARCH METHODOLOGY
Research methodology is way to systematically solve the research problem. It is a plan of action for a research project and explains in detail how data are collected and analyzed. Research Methodology may be understood as a science of studying how research is done scientifically. It can cover a wide range of studies from simple description and investigation to the construction of sophisticated experiment.
A clear objective provides the basis of design of the project. Since the main objective of this study is to identify the customers preference, expectation and perception. It was decided to use descriptive research design include, surveys and fact-findings enquires of different kinds, which found out to be the most suitable design in order to carry out the project.
MEANING OF RESEARCH: Research is an art of scientific investigation. The advanced learner?s dictionaries of current English lay are down the meaning of research as, “a careful investigation (or) inquiry especially through search for new facts in any branch of knowledge”. Redmen and Mary define research as a “systematic effort to gain knowledge”.
RESEARCH DESIGN : A Research design is plan that specifies the objectives of the study, method to be adopted in the collection of the data, tools in analysis of data and helpful to frame hypothesis. “A research design is the arrangement of condition for collection and analysis of data in a manner that aims to combine relevance to research purpose with economy in procedure”. Research design is needed because it facilitates the smooth sailing of the various project operations, thereby making the project as efficient as possible yielding maximal information with minimal expenditure of effort time and money. Also it minimizes bias and maximizes the reliability of the data collected.
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NATURE AND SOURCE OF DATA :
Primary data: The data which are collected afresh for the first time and thus happen to be original in character is called primary data. The primary data was collected from the employees of AFT Limited through a direct structured questionnaire. Respondent has filled the questionnaire.
Secondary data: The data which have already been collected and analyzed by someone else is called secondary data. The secondary data was used mainly to support primary data. Company profiles, websites, magazines, articles were used widely.
SAMPLING SIZE AND TECHNIQUE: Type of universe: The first step in developing any sample is clearly defining the set of objectives, technically called the universe, to be studied. Here the universe is the employees of AFT Limited Size of sample: It refers to the number if items to be selected from the universe to constitute a sample. Here 100 employees of AFT Limited in Pondicherry were selected as size of sample.
Sample design: When population elements are selected for inclusion in the sample based on the case of access, it is called convenience sampling method for the convenience of the researcher.
Questionnaire construction: In constructing questionnaire, care was taken to investigate the difficulties that the respondent may face while answering them. It was prepared keeping in view the objective of the study. During the constructing care was taken to avoid questions, which may lead
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misinterpretation. The question thus constructed was a structured one so as to collect al the relevant information. The questions were arranged in a logical order/sensible sequence. The Questionnaire consists of a variety of questions presented to the employees for their response. Dichotomous questions and multiple choice questions were used in constructing the questionnaire.
STATISTICAL TOOLS USED: To arrange and interpret the collected data the following statistical tools were used. 1. Percentage Method. 2. Chi – square Analysis.
Percentage Method: The percentage method was extensively used for findings various details. It is used for making comparison between two or more series of data. It can be generally calculated.
Percentage of employees is given by (Number of employees favorable/total employees) × 100
Chi – Square Analysis: Chi –square analysis in statistics to test the goodness of fit to verify the distribution of observed data with assumed theoretical distribution. Therefore, it is a measure to study the divergence of actual and expected frequencies. It makes no assumptions about the population being sampled. The quantity ?2 (chi- square) describes the magnitude of discrepancy between theory and observation. If ?2 is zero, it means that the observed and expected frequency completely coincides. The greater the value of ?2, the greater would be the discrepancy between observed and expected frequencies. The formula for computing Chi – Square (?2) is as follows ?2 = ?{(O-E)^2 /E}
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The calculated value of ?2 is compared with the table of ?2 for given degrees of freedom at specified level of significance. If the calculated value of ?2 is greater than the table value then the difference between theory and observation is considered to be significant. On the other hand, if the calculated value of ?2 les than the table value then the difference between theory and observation is not considered to be significant. The degrees of freedom is (n – 1) where „n? is number of observed frequencies.
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5. DATA ANALYSIS AND INTERPRETATIONS Percentage Method
Table 1: Motivation to Employees: Particulars No of Respondents Percentage
Yes
75
75
No
25
25
Total
100
100
INFERENCES: From the above table shows that 75% of respondents say that the company provides motivation to the employees, only 25%of respondents say no that the company did not provide motivation to employees. Chart 1:
80
70 60 50 40 30 20 10 0
75
25
Motivation to Employees
Yes
No
24
Table 2:Satisfied with Motivation:
Particulars
No of Respondents
Percentage
Yes
68
68
No
32
32
Total
100
100
INFERENCES: From the above table shows that 68% of the respondents are satisfied with the motivation that the company provides, only 32% of respondents are not satisfied with the motivation
Chart 2: 70 60 50 40 30 20 10 0 Yes No 32
Satisfied with the Motivation
68
25
Table 3: Interest towards Job for employees:
Particulars
No of Respondents
Percentage
Yes
56
56
No
44
44
Total
100
100
INFERENCES: From the above table show that 56% of respondents says that motivation creates Interest towards a job for employees & 44% of respondents says no that theMotivation does not create interest towards a job.
Chart 3: 60 50 40 30 20 10 0
Motivation Creates Interest towards job
56 44
Yes
No
26
Table 4: Motivated employee increase productivity: Particulars No of Respondents Percentage
To Large Extent
54
54
24 To Some Extent 22 Not at All Total 100
24
22
100
INFERENCES: From the above table shows that 54% of respondents say that motivated employee will increase the productivity level to large extent & 24% of respondents say it to some extent & 22% says that not at all the motivated employee will increase the Productivity level.
Chart 4:
27
60 50 40 30 20 10 0
54
24
22
Highly Motivated employee…
To Large Extend
To some Extend
Not at All
28
Table 5: Recognition for Performance: Particulars No of Respondents Percentage
Yes
54
54
No
46
46
Total
100
100
INFERENCE: From the above table shows that 54% of respondents say that organization provide Recognition for performance & 46% of respondents says no that organization does not provide recognition for performance.
Chart 5: 54 52 50 48 46 44 42 Yes No
Recognition for your performance
29
Table 6: Continuous feedback for Performance: Particulars No of Respondents Percentage
To Large Extent
36
36
To Some Extent
34
34
Not at All
30
30
Total
100
100
INFERENCES: From the above table shows that 36% of respondents says that manager gives Continuous feedback about the performance to large extent, 34% of respondents Says to some extent, 30% of respondents says not at all. Chart 6: 36 35 34 33 32 31 30 29 28 27 To Large Extend To Some Extend Not at All
Feedback about your Performance
30
Table 7: Employees to Measure Performance:
Particulars
No of Respondents
Percentage
Yes
55
55
No
45
45
Total
100
100
INFERENCES: From the above table shows that 55% of respondents says yes that the company Teach employees to measure their own performance & 45% of respondents says no that the company does not teach employees to measure their own performance.
Chart 7:
31
60 50 40 30
55 45
Employee to measure own performance
20
10 0 Yes No
Table 8: Facilities to Employees: Particulars No of Respondents Percentage
32
Insurance
43
43
Medical
25
25
Transport
__
__
Canteen
32
32
Total
100
100
INFERENCES: From the above table shows that organization provides facilities to employees that 43% of respondents say Insurance, 25% of respondents says medical &32% of respondents says canteen & there is no transport for the employees.
Chart 8:
45 40 35 30 25 20 15 10 5 0 43 32 25
Facilities to the Employees
0 Insurance Medical Transport Canteen
33
Table 9: Medical and Insurance facility is motivated:
Particulars
No of Respondents
Percentage
Yes
65
65
No
35
35
Total
100
100
INFERENCES:
34
From the above table shows that 65% of respondents says yes that medical facility & Insurance provided by company is highly motivate & 35% of respondents says no that it is not motivate for them. Chart 9:
70 60 50 40 30 20 10 0
65
35
Medical & Insurance
Yes
No
Table 10: Satisfied with the basic needs: Particulars No of Respondents Percentage
Highly Satisfied
34
34
Satisfied
26
26
No opinion
18
18
Dissatisfied
12
12
Highly Dissatisfied
10
10
35
Total
100
100
INFERENCES: From the above table shows that 34% of respondents are highly satisfied with basic needs, 26% of respondents are satisfied, 18% of respondents says no opinion, 12% of Respondents are dissatisfied, 10% of respondents are highly dissatisfied with basic needs.
Chart 10:
35
30 25 20 15 10 5 0 Highly Satisfied No opinion Highly Dissatisfied
Basic Needs
36
Table 11: Monetary Reward to Employees:
Particulars
No of Respondents
Percentage
Yes
32
32
No
68
68
Total
100
100
INFERENCES:
37
From the above table shoes that 32% of respondents says yes that company gives monetary reward to employees, 68% of respondents says no that company does not give monetary reward to employees. Chart 11:
70 60 50 40 30 20 10 0 Yes 32
68
Monetary reward to the Employees
No
Table 12: Organisation provides Monetary Reward: Particulars No of Respondents Percentage
Gifts
56
56
Cash Awards
25
25
Allowances
19
19
Total
100
100
38
INFERENCES: From the above table shows that monetary reward the organization provides for the Employees is 56% of respondents say gifts, 25% of respondents say cash awards, and 19% of respondents say allowances.
Chart 12:
60 50 40 30 20 10 0
56
25 19
Monetary Reward
Gifts
Cash Awards Allowances
39
Table 13: Activities motivates employees:
Particulars
No of Respondents
Percentage
Monetary Reward
15
15
Job Promotion
30
30
Job Security
55
55
Transfer
__
__
Total
100
100
40
INFERENCES: From the above table shows that the activities which motivates them is 15% of Respondents says monetary reward,30% of respondents says Job promotion &55% of respondents says Job security & the company does not provide transfer For them. Chart 13:
60 50 40 30 20 10 0 Monetary Job Reward Promotion Job Security Transfer
Activities Motivates
41
Table 14: Employee as part of Team:
Particulars
No of Respondents
Percentage
Yes
54
54
No
46
46
Total
100
100
INFERENCES: From the above table shows that 54% of respondents say yes that the company makes the employee as part of team & 46% of respondents says no that the company does not make the employee as part of team. Chart 14:
42
54 52 50 48 46 44 42
54
46
Employee as a part of Team
Yes
No
Table 15: Career Development for Employees:
43
Particulars
No of Respondents
Percentage
Yes
45
45
No
55
55
Total
100
100
INFERENCES: From the above table shows that 45% of respondents says yes organization gives Importance to career development for employees & 55% of respondents says no that The organization does not gives importance to career development for employees.
Chart 15:
60 50 40 30 20 10 0 Yes 45
55
Career Development
No
Table 16:Training Programmed to improve Productivity:
44
Particulars
No of Respondents
Percentage
To Large Extent
54
54
To Some Extent
32
32
Not at All
14
14
Total
100
100
INFERENCES: From the above table shows that 54% of respondents say organization gives Training programmed to improve productivity to large extent, 32% of respondents Says to some extent & 14% of respondents says not at all. Chart 16: 60 50 40 30 20 10 0 To Large Extend To Some Not at All Extend 14 32
Training Programmed to improve Productivity
54
45
Table 17:Encourage employee to work: Particulars No of Respondents Percentage
To Large Extent
55
55
To Some Extent
33
33
Not at All
12
12
Total
100
100
46
INFERENCES: From the above table shows that 55% of respondents say that manager encourage Employee to work independently to large extent, 33% of respondents say to some Extent & 12% of respondents say not at all. Chart 17: 60 50 40 30 20 10 0 To Large Extend To Some Extend Not at All 12 33
Manager Encourage Employees
55
47
Table 18:Organization collect employee opinion:
Particulars
No of Respondents
Percentage
Suggestion Box
56
56
Weekly Meetings
25
25
Monthly Meetings
19
19
Total
100
100
INFERENCES: From the above table shows that organization collects the employee opinion through 56% of respondents says suggestion box, 25% of respondents says Weekly meetings & 19% of respondents says monthly meetings.
Chart 18:
48
60 50 40 30 20 10 0
56
25 19
Organisation collect employee opinion
Suggestion Box
Weekly Meetings
Monthly Meetings
Table 19: Hygiene factor in Job Satisfaction:
Particulars
No of Respondents
Percentage
Job Security
27
27
Promotion
23
23
Working Conditions
38
38
Pay and Allowances
12
12
Total
100
100
INFERENCES: From the above that shows that hygiene factor will result in Job satisfaction through 27% of respondents says job security, 23% of respondent?s saysPromotion, 38% of respondents says working conditions, 12% of respondents Says pay & allowances. Chart 19:
49
40 35 30 25 20 15 10 5 0 Job Security Promotion Working Condition Pay & Allowance
Job Satisfaction
50
Table 20: Job Enrichment provides true motivation: Particulars No of Respondents Percentage
Yes
53
53
No
47
47
Total
100
100
INFERENCES: From the above table shows that 53% of respondents say yes that job enrichment Provide true motivation & 47% of respondents say no that job enrichment does not provide true motivation.
Chart 20:
53 52 51 50 49 48 47 46 45 44
53
Job Enrichment
47
Yes
No
51
Table 21: Best performance of employee in year: Particulars No of Respondents Percentage
Yes
25
25
No
75
75
Total
100
100
INFERENCES: From the above table shows that 25% of respondents say yes organization Select best performance of employee in year & 75% of respondents says no that organization does not select best performance of employee in year.
Chart 21:
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80 70 60 50 40
75
Best Performance
30
20 10 0
25
Yes
No
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Table 22: Proud to be member of organization:
Particulars
No of Respondents
Percentage
Yes
83
83
No
17
17
Total
100
100
INFERENCES: From the above table shows that 83% of respondents are proud to be the member of the organization & 17% of respondents are not proud to be the member of the Organization . Chart 22: 90 80 83
70
60 50 40 30 20 10 0 Yes No
Proud to be the member of the Organization
17
CHI-SQUARE TEST
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NULL HYPOTHESIS Ho: To find out there is significant links between Gender and activities motivated them in the organization.
ALTERNATIVE HYPOTHESIS H1: To find out there is a significant links between Gender and activities motivated employees in the organization. PARTICULARS MONETARY REWARD JOB SECURITY JOB PROMOTION TOTAL
MALE
10
35
20
65
FEMALE
5
20
10
35
15
55
30
100
O
E
(O-E)2
(O-E)2/E
55
10
9.75
0.0625
6.410
35
35.75
0.5625
0.015
20
19.5
0.25
0.012
5
5.25
0.0625
0.011
20
19.25
0.5625
0.029
10
10.5
0.25
0.023
TOTAL
6.5
Calculated value of Chi-square = 6.5 Degree of freedom = (c-1) (r-1) = (3-1) (2-1) =2 The table value of chi-square for four degree of freedom at 5 percent level of significance is 5.991
Interpretation:
The calculated value of chi-square is much more than the table value. The result, thus, support the hypothesis and its can be concluded that the significant links between Gender and the activities which motivated the employees most.
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6. FINDINGS OF THE STUDY
? In overall employee in Anglo French Textiles Limited 75% of respondents say that the company provides motivation to the employees, only 25%of respondents says no that the company did not provide motivation to employees. ? 68% of the respondents are satisfied with the motivation that the company provides; only 32% of respondents are not satisfied with the motivation.
? 56% of respondents say that motivation creates interest towards a job for employees & 44% of respondents say no that the motivation does not create interest towards a job. ? 54% of respondents say that motivated employee will increase the productivity level to large extent & 24% of respondents say it to some extent & 22% says that not at all the motivated employee will increase the Productivity level. ? 54% of respondents says that organization provide Recognition for performance & 46% of respondents says no that organization does not provide recognition for performance. ? 36% of respondents say that manager gives Continuous feedback about the performance to large extent, 34% of respondents says to some extent, 30% of respondents say not at all. ? 55% of respondents say yes that the company teach employees to measure their own performance & 45% of respondents says no that the company does not teach employees to measure their own performance.
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? Organization provides facilities to employees that 43% of respondents say Insurance, 25% of respondents says Medical &32% of respondents says Canteen & there is no Transport for the employees. ? 65% of respondents say yes that Medical Facility &Insurance provided by company is highly motivate & 25% of respondents says no that it is not motivate for them. ? 34% of respondents are highly satisfied with basic needs, 26% of respondents are satisfied, 18% of respondents say no opinion, 12% of respondents are dissatisfied, and 10% of respondents are highly dissatisfied with basic needs. ? 32% of respondents say yes that company gives monetary reward to employees, 68% of respondents says no that company does not gives monetary reward to employees. ? Monetary reward the organization provides for the employees are 56% of respondents says Gifts, 25% of respondents say Cash Awards, 19% of respondents say Allowances. ? The activity which motivates them is 15% of respondents says Monetary Reward, 30% of respondents say Job Promotion &55% of respondents says Job Security & the company does not provide Transfer for them. ? 54% of respondents say yes that the company makes the employee as part of team & 46% of respondents say no that the company does not make the employee as part of team. ? 45% of respondents says yes organization gives importance to Career development for employees & 55% of respondents says no that the organization does not gives importance to Career development for employees.
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? 54% of respondents say organization gives Training programmed to improve productivity to large extent, 32% of respondents Says to some extent & 14% of respondents says not at all. ? 55% of respondents say that manager encourages employee to work independently to large extent, 33% of respondents say to some extent & 12% of respondents say not at all. ? Organization collects the employee opinion through 56% of respondents says Suggestion Box,25% of respondents says Weekly Meetings & 19% of respondents says Monthly Meetings. ? Hygiene factor will result in Job Satisfaction through 27% of respondents says Job Security,23% of respondents says Promotion,38% of respondents says Working Conditions,12% of respondents Says Pay & Allowances. ? 53% of respondents say yes that Job Enrichment provide true motivation & 47% of respondents say no that Job Enrichment does not provide true motivation. ? 25% of respondents says yes organization select best performance of employee in year & 75% of respondents says no that organization does not select best performance of employee in year. ? 83% of respondents are proud to be the member of the organization & 17% of respondents are not proud to be the member of the organization.
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7. SUGGESTIONS AND RECOMMENDATIONS
? The company can provide transport facility to the employees. The management can invest certain amount in transport and fulfill employee needs. It improves productivity and on time on duty in the concern. ? In AFT Limited the management can provide transfer for the employees in which they can go to some other places and work for a certain period.
? In AFT Limited, the organization is not giving more importance to the career development for the employees, so it basically affects the employee?s future. In that case the company should concentrates on career development for the Employees. ? The organization can select the best performance for every year in which it will make the employee to perform well during the training period and during the work time. ? The organization can give training programmed in systematic programmed for the employees to improve the productivity level in the concern.
? In the company the manager can give feedback for the employee?s regarding their performance in which the employees can correct their mistake and they can perform well during the work time. ? In the organization the manager can encourage the employees to work independently in which they can do their job well, and it will be motivating aspects for them.
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7.1 CONCLUSION
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The study conducted at Anglo French Textiles Limited deals with the “Employee Motivation ”. In this present situation, every organization should provide motivation to the employees. Employee motivation will help to increase performance standard of an employee as well as concern. In the duration of the project I have a lot of experience.
There are various factors that influence motivational factors such as salary, working conditions, training and job satisfaction. Motivation is the ultimate function of so many individuals attitudes together. It is very complex, complicated and personal experience. It is difficult to determine the relative importance of the factors influencing motivation as the importance varies with time and individuals. The motivation is the continuous process of the organization have come to conclusion that the employee motivation plays a significant role in modern organization
8.LIMITATIONS AND SCOPE OF THE STUDY
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8.1 LIMITATIONS:
? Some employees were having little difficulty in expressing the views even though the answer to the questions. ? Time period of this study is also very short. ? As the workers are not literate enough, it was difficult to get the responses from them. ? Employees of the company are not aware of whatis motivation means. ? Most of the employees didn?t come forward to give opinion about the management so only it didn?t provide me to derive a concrete solution. ? The study was limited only to one company i.e. AFT. ? The study is based on only 100 samples. ? The study only based on employs side. It is not covering the staffs.
8.2SCOPE:
? The present study aims to find out the level of workers motivation. ? The study explores the views expressed by the Respondents about the motivation and providing solutions in an attempt to develop a better system. ? The study is conducted taking into consideration only the workers of Anglo French Textiles Limited. ? The importance of studying employee motivation isto understand the internal satisfaction in the minds of every employee. ? The study helps to know some employees satisfaction level and some employee?s dissatisfaction level. ? The findings of this study help the company to implement the expectations from the employees.
? This
study helps the company to know whether the motivation undertaken is
strongly accepted and also to know the lacking in the employee motivation.
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9. ANNEXURE
9.1 QUESTIONARIES
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A STUDY ON EMPLOYEE MOTIVATION SCENARIO IN ANGLO FRENCH TEXTILES LIMITED
GENERAL INFORMATIONS:
NAME:
AGE:
GENDER:
MARITAL STATUS:
QUALIFICATION:
1. Below SSLC
2.Higher Secondary 3.Diploma
4.Degree Holder
EXPERIENCE:
1.5-10 Years
2.10-15 Years
3.15-20 Years
4.20-25 Years
SALARY:
1. Below 5000
2.5000- 10000
3.10000-15000
4.15000 & above
1. Does the company provide any motivation to the employees?
(a) Yes (b)No
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2. Are you satisfied with the motivation that the company provides?
(a)Yes
(b) No
3. Does the motivation create any interest towards a job for employees? (a)Yes (b) No
4. Do you think that a highly motivated employee will increase the productivity level?
(a)To Large Extent (b)To Some Extent (c)Not at All
5.Does the organisation provide recognition for your employees?
(a) Yes
(b)No
6. Does the manager give continuous feedback about your performance?
(a)Yes
(b) No
7. Does the company teach the employees how to measure their own performance?
(a)Yes
(b) No
8. Does the organization provide the following facilities to the employees?
(a)Insurance
(b) Medical
(c) Transport
(d) Canteen
9. Does the medical facility and the insurance provided by the company is highly motivate to you.?
(a)Yes
(b) No
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10. Are you satisfied with the basic needs?
(a)Highly Satisfied Dissatisfied
(b) Satisfied
(c) No opinion
(d) Dissatisfied
(e) Highly
11. Does the company give monetary reward to the employees?
(a)Yes
(b) No
12. What type of monetary reward does the organization provides for the employees?.
(a) Gifts
(b) Cash Awards
(c) Allowances
13. Which activities motivate you the most?
(a)Monetary Reward
(b) Job promotion
(c) Job security
(d) Transfer
14. Does the company make the employee as part of team?
(a)Yes
(b) No
15. Do you think that the organization gives importance to the career development for employees?
(a)Yes
(b) No
16. Does the organization give training programmed in systematic manner to improve productivity? (a) To Large Extent (b) To Some Extent (c) Not at All
17. Does the manager encourage employees to do your work independently?
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(a) To Large Extent
(b) To Some Extent
(c) Not at All
18. In which way does the organization collect the employee’s opinion?
(a) Suggestion Box
(b) Weekly Meetings
(c) Monthly Meetings
19. Which of the following hygiene factor will result in job satisfaction?
(a)Job security (b) Promotion (c) Pay and Allowances (d) Working Conditions
20. Does the job enrichment provide true motivation?
(a) Yes
(b) No
21. Whether the organization select the best performance of employee in the year?
(a)Yes
(b) No
22. Are you proud to be the member of the organization?
(a)Yes
(b) No
9.2 BIBLIOGRAPHY
1. Stephen P. Robbins & Seema Sanghi (2005) ORGANISATIONAL BEHAVIOUR, Dorling Kindersley (Indian) Pvt Ltd., New Delhi. 2. Bhagoliwal, T.N. (1992) PERSONNEL MANAGEMENT AND INDUSTRIAL RELATIONS, Sathitya bawan, Agra.
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3. HUMAN RESOURCE MANAGEMENT (2003), ICFAI center for management Research, Hyderabad. 4. Kothari, C.R.Research Methodology-Methods and Techniques.
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doc_155994316.docx
Motivation is a psychological feature that arouses an organism to act towards a desired goal and elicits, controls, and sustains certain goal-directed behaviors. It can be considered a driving force; a psychological one that compels or reinforces an action toward a desired goal.
Hr Project on Employee Motivation in Anglo French Textiles Limited TABLE OF CONTENTS
CHAPTER TITLE PAGE NO
ABSTRACT LIST OF TABLE LIST OF CHART
2 3 5
1
INTRODUCTION 1.1 Profile of an organization 1.2 Need for the Study REVIEW OF LITERATURE OBJECTIVES OF THE STUDY RESEARCH METHODOLOGY DATA ANALYSIS AND INTERPRETATION FINDINGS OF THE STUDY SUGGESTION & RECOMMENDATION 7.1 Conclusion
7 12 13 19 20 24 59
2 3 4 5 6
7
62
8
LIMITATIONS AND SCOPE OF THE STUDY
65
9
ANNEXURE 9.1Questionnaire 9.2Bibliography
67 71
1
ABSTRACT
This project is entitled “Employee Motivation” with reference to “Anglo French Textiles Limited”. This company is located at Cuddalore RoadPondicherry.
In this company there are 2600 employees including the staff members. For this study, I have choosen 100 as sample size. . This study helps to know the satisfaction level of employees with the motivational factors used by the company. This project had been undertaken by me to find out the needs and wants of the employees. Under this Study a questionnaire which constituted questions relating to the employees expectation. The gathered data had been critically analyzed relating to employee motivations.
2
LIST OF TABLE TABLE NO
1
TITLE
Motivation to employees
PAGE NO
18
2
Satisfied with motivation
19
3
Interest towards job for employees
20
4
Motivated employee increase productivity
21
5
Recognition for performance
22
6
Continuous feedback for performance
23
7
Employees to measure performance
24
8
Facilities to employees
25
9
Medical and insurance facility is motivated
26
10
Satisfied with the basic
27
3
Needs 11 Monetary reward to employees 12 Organisation provides monetary reward 13 Activities motivates Employees 30 29 28
14
Employee as part of team
31
15
Career development for employees
32
16
Training programmed to improve productivity
33
17
Encourage employee to work
34
18
Organisation collects employee opinion
35
19
Hygiene factor in job satisfaction 20 Job enrichment provides true motivation
36
37
21
Best performance of employee in year
38
22
Proud to be member of organisation
39
.
4
LIST OF CHART TABLE NO
1
TITLE
Motivation to employees
PAGE NO
18
2
Satisfied with motivation
19
3
Interest towards job for employees
20
4
Motivated employee increase productivity
21
5
Recognition for performance
22
6
Continuous feedback for performance
23
7
Employees to measure performance
24
8
Facilities to employees
25
9
Medical and insurance facility is motivated
26
10
Satisfied with the basic needs
27
5
11
Monetary reward to employees
28
12
Organisation provides monetary reward
29
13
Activities motivates employees
30
14
Employee as part of team
31
15
Career development for employees
32
16
Training programmed to improve productivity
33
17
Encourage employee to work
34
18
Organisation collects employee opinion
35
19
Hygiene factor in job satisfaction
36
20
Job enrichment provides true motivation
37
21
Best performance of employee in year
38
22
Proud to be member of organisation
39
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1. INTRODUCTION 1.1 COMPANY PROFILE
This project involves a study on “Employee Motivation” in Anglo French Textiles Limited. The main objective of this study is to know the level of satisfaction of each employee in the company. For this purpose 100samples are collected in relating to various motivational factors used by the company.
The analysis includes finding out the needs and expectations from the employees to reinforce the motivational factors that they are already used by the Company.
“A Motivation Scenario employed in Anglo French Textiles at Pondicherry”.Motivation
is derived from the Word “Motive” means any idea,need, emotion or organic state prompts a man to action.Motive is an internal factor that integrates a behavior.As the motive is within theIndividual,it is necessary to study needs,emotions etc., in order to motivate him to work.
Motivation is a process if getting the needs of the people realized with a view to induces them to work for the accomplishment of organization objectives.Indeed,Motivation is nothing but an action of inducement.Motivation is a behavioral concept. It seeks to understand why people behave as they do.
HISTORY :
The Anglo French Textiles is a unit of Pondicherry Textiles Corporation Limited. It is Government of Pondicherry undertaking and it is one of the largest composite textile mills in Southern India.
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It was started by Mr.RODIER in the year 1898 and was incorporated in England in the year 1898.It celebrated its centaury in 1998.In the beginning Africa,Australia,Europe were the prominent buyers from Anglo French Textile now it shows the main interest in the area of export and nearly local market. The company was managed by different and various agencies of different periods. The mill was expanded with additional machines and export of cloths received great attention unfortunately in 1983 the mill faced financial and labour problems. The management found it very difficult to run this situation gace way to selling of the mill it Shri.JATIA and SOMINA group of Bombay at that time the mill was sacing financial crisis due to mismanagement and some problems.
This lead to stoppage of operation in the mills and ultimately the mill stopped its function from 1983 and was closed.
Employee continues to work without wages for about six months loping prosperity but vain slowly the employees strength. It was not working for 3 years since 1983.
This affected about 7000 families in the union territory of Pondicherry and also the economy of the state was affected the people and trade union. The press and the politicians voice at various forms to reopen the mill and the government of Pondicherry came forward to undertake the mill in the year 1986.At that time the formed Pondicherry textile corporation and from that time onwards their mill become government mill. In the beginning there were 6500 employees in all the units.
PRESENT CONTEXT OF AFT:
Now, there are 3 units with total employee?s strength of 4000.The Company has planned to modernize and install new machinery. It plans to produce superfine quality fabric for export. The company has also set up a “quality term” in which key executive member. The main objectives of the “quality term” are to get qualification certificate like ISO 9002 or EN 29000with this dedicated team. The Anglo French Textile 8
managementwould surelyenter 21stcentuary as the pride of Pondicherry.Since its development are manifold and materialistic.
DEPARTMENT OF AFT:
The Various Department of AFT are as follows (A)Production Department:
1. Spinning Department-Blow room, Carding& Spinning 2. Weaving Department-Loom Shed 3. Warehouse Department-Examining, Packing& Baling 4. Processing Department-Bleaching, Printing& Dyeing
(B)Service Department:
1. Marketing Department 2. Finance & Accounts Department 3. Purchase & Stores 4. Quality Assurance 5. Engineering 6. Personnel
(C) Service Sections:
1. EDP 2. Internal Audit 3. Costing 4. Canteen 5. Dispensary 6. Security 7. Transport & Automobile 8. Horticulture
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9. Garment Factory
(D) Raw Material:
1. Cotton 2. Polyester
ABOUT THE PRODUCTS
The following products are presently manufactured in Anglo French Textiles Limited.,(PTC)Pondicherry. 1. Cotton Clothes 2. Pant & Shirt Clothes 3. Towels 4. Screen Clothes 5. Uniforms 6. Bed Spread 7. Pillow Covers
OBJECTIVES OF THE COMPANY:
The main objective of the company can be generally started as the manufacturing and selling of cotton yarn & Cotton fabrics. ? ? ? ? ? To manufacture and market cotton yarns. To manufacture and market cotton fabrics. To manufacture garments and uniforms for various agencies and service organization. To protect the interest of the employees through welfare measures. To modernize the mills and its systems including computerization.
10
FUNCTIONS OF PERSONNEL MANAGEMENT AND HRD DEVELOPMENT:
? Recruitment ? Training & Development ? Wage &Salary Administration ? Labor Welfare Measures ? Health & Safety Management ? Industrial Relation Management ? Compliance of Statutory Requirement ? Disciplinary Proceedings ? Carrier Planning & Development
QUALITY POLICY OF AFT:
Anglo French Textile is committed to meet the requirements of its customers and continually improve its products services by technological up gradation and enriching the resources with perpetual review of the quality system.
SAFETY MEASURES:
Anglo French Textiles has a full fledged safety department to monitor the safety in the factory, the company has been a recipient of the state.
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1.2 NEED FOR THE STUDY
The needs for the study are given below such as follows. ? ? ? ? To study and know the employee motivation scenario in “Anglo French Textiles Limited”. To know the employees satisfied level with the motivation factors undertaken by the company. To identify how the organization motivates the employees. To measure the level of performance before and after motivation to find out the improvement factors for motivating the employees.
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REVIEW OF LITERATURE:
MOTIVATION: Some people perform the same type of job more efficiently then others some find it. ?
More rewarding and interesting than others and some enjoy it more than others. At any given point of time people vary in the extent to which they are willing to direct their energies to the attainment of goals due to differences in motivation.
DEFINITION: Motivation can be traced to be Latin word” Moves” which means “to move”. The term motivation means to accelerate to boost and to direct the behavior of a person for achieving success. __Bert son and Steiner (1984) state “A motive is inner state tear energies (or moves) and directs (or) channels behaviors towards goals”. ___Motivation is the inner state that causes an individual to behave in a way that ensures the accomplishment of some goal. __According to viteles “Motivation represents an unsatisfied need which creates a state of tension or disequilibrium, causing the individual to move in a goal directed pattern towards restoring a state of equilibrium, by satisfying the need”.
TYPES OF NEEDS: There are three types of needs. ? Primary Motives ? General Motives ? Secondary Motives
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1.Primary Motives: The use of the term primary does not imply that this group of motives always takes precedence the general and secondary motives. Although the precedence of primary motives is implied in some motivation theories there are many situations in which the general and secondary predominate over primary motives.
Examples are fasting for a religious social or political cause. In both cases learned secondary motives are stronger than unlearned primary motives.
2.General Motives:
A separate classification for general motives is not always given. Yet such a category seems necessary because there are a number of motives which lie in the gray area between the primary and secondary classifications. To be included in the general category, a motive must be unlearned but not physiologically based.
3.Secondary motives:
Secondary motives are most important. The motives of hunger and thirst are not dominant Amount people living – in the economically developed world. Some examples of secondary motives are power, achievement and status. Every person in a responsible position in business, education and act may exhibit a need for power. MOTIVATION AND MORALE: Motivation and morale in industry are often used interchangeably; though they are referred as two different kinds of phenomena. Motivation refers to the propensity toward a particular behavioral pattern to satisfy a need or deficiency. Morale describes an employee?s attitudes, feelings and judgment about his work, peers, supervisors, subordinates and his organization. A highly motivated employee may not have high morale, through motivation to some degree provides potential for morale.
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THEORIES OF MOTIVATION: The importance of motivation to human life and work can be judged by the number of theories that have been propounded to explain people?s behavior. They explain human motivation through human needs and human nature. Prominent among these Theories and particularly relevant to us are Maslows Need Hierarchy Theory, McGregor?s Theory „x? and „y? and Hertzberg, Motivation Hygiene Theory.
We shall discuss three important theories in detail as follows; 1. Maslows Need Hierarchy Theory 2. McGregor Theory „x? and „y? and 3. Hertzberg Two Factor Theory
1.MASLOW NEED HIERARCHY THEORY:
Maslow theory is significant because it encompasses all human needs and classifies them into five neat all-inclusive categories. There are give need-clusters.
(a)Physiological Needs: Physiological needs are basic to life viz.., thirst, and companionship among others. They are relatively independent of each other and in some areas can be identified with a specific location in the body. These needs are cyclic. In other words they are satisfied for a short period: then they reappear. Every human being wants to fulfill their basic needs that are survival needs like food, water and shelter and sex. once these basic needs are satisfied to the degree needed for the sufficient and comfortable operation of the body, then the other levels of needs become important and start acting as motivators. (b)Safety and Security needs: Safety needs also called security needs, find expression in such series as economies security and protection from physical dangers and a desire for an orderly and predictable world. Like physiological needs, these become in active once they are satisfied.
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These the physiological needs are gratified, the safety and security needs become predominant. These are the needs for self-preservation as against physiological needs which are for survival; these needs include those of security, stability, freedom from anxiety and a structured and ordered environment. (c)Love and Social needs: These needs include the desire for love companionship and friendship these needs reflect persons desire to be accepted by others. Social needs refer to belongingness. All individuals want to associate with others to gain acceptance and to give and receive friendship from them. People do not work for money alone but also for companionship. Cohesive informal groups indicate that employees have found an outlet for their social needs. (d)Esteem needs: Esteem needs refer to a desire for firmly-based high evaluation from others for self respect and self esteem. They include those needs which indicate self confidence, achievement, competence, knowledge and independence. The need for esteem is to attain recognition from others which would induce a feeling of self-worth and self-confidence in the individual. It is an urge for achievement, prestige, status and power, self-respect is the internal recognition. The respect from others is the external recognition. (e)Self –Actualization needs: Self Actualization needs refer to self-fulfillment. The term “Self-Actualization” was coined by a Kurt Goldstein and means to become actualized in what one is potentially good at. The last need is the need to develop fully and to realize ones capacities and potentialities to the fullest extent possible, whatever these capacities and potentialities may be. This is the highest level of need in maslow?s hierarchy and is activated as a motivator when all other assignments that allow for creativity and opportunities for personal growth and Advancement.
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2. THEORY X AND THEORY Y: Douglas McGregor proposed two distinct views of human beings. One basically Negative, labeled theory x and other basically positive, labeled theory y.
Under theory x, the four negative assumptions held by managers are: 1. Employees inherently dislike work and whenever possible will attempt to avoid it. 2. Since employees dislike work, they must be coerced, controlled, or threatened with punishments to achieve goals. 3. Employees will avoid responsibilities and seek formal direction whenever possible. 4. Most workers place security about all other factors associated with work and will display little ambition. In contrast to these negative views about the nature of human beings, McGregor Listed the four positive assumptions that he called theory Y.: 1. Employees can view work as being as natural as rest or play. 2. People will exercise self-direction and self-control if they are committed to the objectives. 3. The average person can learn to accept even seek responsibility. 4. The ability to make innovative decisions is widely dispersed throughout the Population and is not the sole province of those in management positions.
3. HERZBERG TWO FACTOR THEORY: According to Hertzberg, man has two different: categories of needs, which are essentially independent of each other and affect behavior in different ways. When people feel happy about their job, there an extra-in job, and also it increase the job satisfaction.
Fredrick Hertzberg two factor theories concludes that certain factors in the work place result in job satisfaction, while others do not, but if absent lead to dissatisfaction.
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He distinguished between: Hygiene Factors: ? Wages ? Salary ? Company policies ? Interpersonal Relation with Peers ? Job Security ? Supervisors Technical Hygiene factors present dissatisfaction in the organization. According to him, hygiene factors are very necessary to maintain the human resources of an organization.
Motivational Factors: ? Job itself ? Recognition ? Achievement ? Responsibility ? Growth and Advancement
These factors are interrelated and are positively related to motivation. According To Hertzberg job promotions, higher responsibilities, participation in central decision making are all signals of growth and advancement of employee in the organization.
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3. OBJECTIVES OF THE STUDY
? To identify the different ways in the organization to motivate the employees. ? To find out the factors that affect the employee?s motivation provided by an organization. ? To know how motivation creates job satisfaction among the Employees. ? To identify the significance of motivation that has an impact on productivity. ? To identify the factors which bring high level of satisfaction.
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4.RESEARCH METHODOLOGY
Research methodology is way to systematically solve the research problem. It is a plan of action for a research project and explains in detail how data are collected and analyzed. Research Methodology may be understood as a science of studying how research is done scientifically. It can cover a wide range of studies from simple description and investigation to the construction of sophisticated experiment.
A clear objective provides the basis of design of the project. Since the main objective of this study is to identify the customers preference, expectation and perception. It was decided to use descriptive research design include, surveys and fact-findings enquires of different kinds, which found out to be the most suitable design in order to carry out the project.
MEANING OF RESEARCH: Research is an art of scientific investigation. The advanced learner?s dictionaries of current English lay are down the meaning of research as, “a careful investigation (or) inquiry especially through search for new facts in any branch of knowledge”. Redmen and Mary define research as a “systematic effort to gain knowledge”.
RESEARCH DESIGN : A Research design is plan that specifies the objectives of the study, method to be adopted in the collection of the data, tools in analysis of data and helpful to frame hypothesis. “A research design is the arrangement of condition for collection and analysis of data in a manner that aims to combine relevance to research purpose with economy in procedure”. Research design is needed because it facilitates the smooth sailing of the various project operations, thereby making the project as efficient as possible yielding maximal information with minimal expenditure of effort time and money. Also it minimizes bias and maximizes the reliability of the data collected.
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NATURE AND SOURCE OF DATA :
Primary data: The data which are collected afresh for the first time and thus happen to be original in character is called primary data. The primary data was collected from the employees of AFT Limited through a direct structured questionnaire. Respondent has filled the questionnaire.
Secondary data: The data which have already been collected and analyzed by someone else is called secondary data. The secondary data was used mainly to support primary data. Company profiles, websites, magazines, articles were used widely.
SAMPLING SIZE AND TECHNIQUE: Type of universe: The first step in developing any sample is clearly defining the set of objectives, technically called the universe, to be studied. Here the universe is the employees of AFT Limited Size of sample: It refers to the number if items to be selected from the universe to constitute a sample. Here 100 employees of AFT Limited in Pondicherry were selected as size of sample.
Sample design: When population elements are selected for inclusion in the sample based on the case of access, it is called convenience sampling method for the convenience of the researcher.
Questionnaire construction: In constructing questionnaire, care was taken to investigate the difficulties that the respondent may face while answering them. It was prepared keeping in view the objective of the study. During the constructing care was taken to avoid questions, which may lead
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misinterpretation. The question thus constructed was a structured one so as to collect al the relevant information. The questions were arranged in a logical order/sensible sequence. The Questionnaire consists of a variety of questions presented to the employees for their response. Dichotomous questions and multiple choice questions were used in constructing the questionnaire.
STATISTICAL TOOLS USED: To arrange and interpret the collected data the following statistical tools were used. 1. Percentage Method. 2. Chi – square Analysis.
Percentage Method: The percentage method was extensively used for findings various details. It is used for making comparison between two or more series of data. It can be generally calculated.
Percentage of employees is given by (Number of employees favorable/total employees) × 100
Chi – Square Analysis: Chi –square analysis in statistics to test the goodness of fit to verify the distribution of observed data with assumed theoretical distribution. Therefore, it is a measure to study the divergence of actual and expected frequencies. It makes no assumptions about the population being sampled. The quantity ?2 (chi- square) describes the magnitude of discrepancy between theory and observation. If ?2 is zero, it means that the observed and expected frequency completely coincides. The greater the value of ?2, the greater would be the discrepancy between observed and expected frequencies. The formula for computing Chi – Square (?2) is as follows ?2 = ?{(O-E)^2 /E}
22
The calculated value of ?2 is compared with the table of ?2 for given degrees of freedom at specified level of significance. If the calculated value of ?2 is greater than the table value then the difference between theory and observation is considered to be significant. On the other hand, if the calculated value of ?2 les than the table value then the difference between theory and observation is not considered to be significant. The degrees of freedom is (n – 1) where „n? is number of observed frequencies.
23
5. DATA ANALYSIS AND INTERPRETATIONS Percentage Method
Table 1: Motivation to Employees: Particulars No of Respondents Percentage
Yes
75
75
No
25
25
Total
100
100
INFERENCES: From the above table shows that 75% of respondents say that the company provides motivation to the employees, only 25%of respondents say no that the company did not provide motivation to employees. Chart 1:
80
70 60 50 40 30 20 10 0
75
25
Motivation to Employees
Yes
No
24
Table 2:Satisfied with Motivation:
Particulars
No of Respondents
Percentage
Yes
68
68
No
32
32
Total
100
100
INFERENCES: From the above table shows that 68% of the respondents are satisfied with the motivation that the company provides, only 32% of respondents are not satisfied with the motivation
Chart 2: 70 60 50 40 30 20 10 0 Yes No 32
Satisfied with the Motivation
68
25
Table 3: Interest towards Job for employees:
Particulars
No of Respondents
Percentage
Yes
56
56
No
44
44
Total
100
100
INFERENCES: From the above table show that 56% of respondents says that motivation creates Interest towards a job for employees & 44% of respondents says no that theMotivation does not create interest towards a job.
Chart 3: 60 50 40 30 20 10 0
Motivation Creates Interest towards job
56 44
Yes
No
26
Table 4: Motivated employee increase productivity: Particulars No of Respondents Percentage
To Large Extent
54
54
24 To Some Extent 22 Not at All Total 100
24
22
100
INFERENCES: From the above table shows that 54% of respondents say that motivated employee will increase the productivity level to large extent & 24% of respondents say it to some extent & 22% says that not at all the motivated employee will increase the Productivity level.
Chart 4:
27
60 50 40 30 20 10 0
54
24
22
Highly Motivated employee…
To Large Extend
To some Extend
Not at All
28
Table 5: Recognition for Performance: Particulars No of Respondents Percentage
Yes
54
54
No
46
46
Total
100
100
INFERENCE: From the above table shows that 54% of respondents say that organization provide Recognition for performance & 46% of respondents says no that organization does not provide recognition for performance.
Chart 5: 54 52 50 48 46 44 42 Yes No
Recognition for your performance
29
Table 6: Continuous feedback for Performance: Particulars No of Respondents Percentage
To Large Extent
36
36
To Some Extent
34
34
Not at All
30
30
Total
100
100
INFERENCES: From the above table shows that 36% of respondents says that manager gives Continuous feedback about the performance to large extent, 34% of respondents Says to some extent, 30% of respondents says not at all. Chart 6: 36 35 34 33 32 31 30 29 28 27 To Large Extend To Some Extend Not at All
Feedback about your Performance
30
Table 7: Employees to Measure Performance:
Particulars
No of Respondents
Percentage
Yes
55
55
No
45
45
Total
100
100
INFERENCES: From the above table shows that 55% of respondents says yes that the company Teach employees to measure their own performance & 45% of respondents says no that the company does not teach employees to measure their own performance.
Chart 7:
31
60 50 40 30
55 45
Employee to measure own performance
20
10 0 Yes No
Table 8: Facilities to Employees: Particulars No of Respondents Percentage
32
Insurance
43
43
Medical
25
25
Transport
__
__
Canteen
32
32
Total
100
100
INFERENCES: From the above table shows that organization provides facilities to employees that 43% of respondents say Insurance, 25% of respondents says medical &32% of respondents says canteen & there is no transport for the employees.
Chart 8:
45 40 35 30 25 20 15 10 5 0 43 32 25
Facilities to the Employees
0 Insurance Medical Transport Canteen
33
Table 9: Medical and Insurance facility is motivated:
Particulars
No of Respondents
Percentage
Yes
65
65
No
35
35
Total
100
100
INFERENCES:
34
From the above table shows that 65% of respondents says yes that medical facility & Insurance provided by company is highly motivate & 35% of respondents says no that it is not motivate for them. Chart 9:
70 60 50 40 30 20 10 0
65
35
Medical & Insurance
Yes
No
Table 10: Satisfied with the basic needs: Particulars No of Respondents Percentage
Highly Satisfied
34
34
Satisfied
26
26
No opinion
18
18
Dissatisfied
12
12
Highly Dissatisfied
10
10
35
Total
100
100
INFERENCES: From the above table shows that 34% of respondents are highly satisfied with basic needs, 26% of respondents are satisfied, 18% of respondents says no opinion, 12% of Respondents are dissatisfied, 10% of respondents are highly dissatisfied with basic needs.
Chart 10:
35
30 25 20 15 10 5 0 Highly Satisfied No opinion Highly Dissatisfied
Basic Needs
36
Table 11: Monetary Reward to Employees:
Particulars
No of Respondents
Percentage
Yes
32
32
No
68
68
Total
100
100
INFERENCES:
37
From the above table shoes that 32% of respondents says yes that company gives monetary reward to employees, 68% of respondents says no that company does not give monetary reward to employees. Chart 11:
70 60 50 40 30 20 10 0 Yes 32
68
Monetary reward to the Employees
No
Table 12: Organisation provides Monetary Reward: Particulars No of Respondents Percentage
Gifts
56
56
Cash Awards
25
25
Allowances
19
19
Total
100
100
38
INFERENCES: From the above table shows that monetary reward the organization provides for the Employees is 56% of respondents say gifts, 25% of respondents say cash awards, and 19% of respondents say allowances.
Chart 12:
60 50 40 30 20 10 0
56
25 19
Monetary Reward
Gifts
Cash Awards Allowances
39
Table 13: Activities motivates employees:
Particulars
No of Respondents
Percentage
Monetary Reward
15
15
Job Promotion
30
30
Job Security
55
55
Transfer
__
__
Total
100
100
40
INFERENCES: From the above table shows that the activities which motivates them is 15% of Respondents says monetary reward,30% of respondents says Job promotion &55% of respondents says Job security & the company does not provide transfer For them. Chart 13:
60 50 40 30 20 10 0 Monetary Job Reward Promotion Job Security Transfer
Activities Motivates
41
Table 14: Employee as part of Team:
Particulars
No of Respondents
Percentage
Yes
54
54
No
46
46
Total
100
100
INFERENCES: From the above table shows that 54% of respondents say yes that the company makes the employee as part of team & 46% of respondents says no that the company does not make the employee as part of team. Chart 14:
42
54 52 50 48 46 44 42
54
46
Employee as a part of Team
Yes
No
Table 15: Career Development for Employees:
43
Particulars
No of Respondents
Percentage
Yes
45
45
No
55
55
Total
100
100
INFERENCES: From the above table shows that 45% of respondents says yes organization gives Importance to career development for employees & 55% of respondents says no that The organization does not gives importance to career development for employees.
Chart 15:
60 50 40 30 20 10 0 Yes 45
55
Career Development
No
Table 16:Training Programmed to improve Productivity:
44
Particulars
No of Respondents
Percentage
To Large Extent
54
54
To Some Extent
32
32
Not at All
14
14
Total
100
100
INFERENCES: From the above table shows that 54% of respondents say organization gives Training programmed to improve productivity to large extent, 32% of respondents Says to some extent & 14% of respondents says not at all. Chart 16: 60 50 40 30 20 10 0 To Large Extend To Some Not at All Extend 14 32
Training Programmed to improve Productivity
54
45
Table 17:Encourage employee to work: Particulars No of Respondents Percentage
To Large Extent
55
55
To Some Extent
33
33
Not at All
12
12
Total
100
100
46
INFERENCES: From the above table shows that 55% of respondents say that manager encourage Employee to work independently to large extent, 33% of respondents say to some Extent & 12% of respondents say not at all. Chart 17: 60 50 40 30 20 10 0 To Large Extend To Some Extend Not at All 12 33
Manager Encourage Employees
55
47
Table 18:Organization collect employee opinion:
Particulars
No of Respondents
Percentage
Suggestion Box
56
56
Weekly Meetings
25
25
Monthly Meetings
19
19
Total
100
100
INFERENCES: From the above table shows that organization collects the employee opinion through 56% of respondents says suggestion box, 25% of respondents says Weekly meetings & 19% of respondents says monthly meetings.
Chart 18:
48
60 50 40 30 20 10 0
56
25 19
Organisation collect employee opinion
Suggestion Box
Weekly Meetings
Monthly Meetings
Table 19: Hygiene factor in Job Satisfaction:
Particulars
No of Respondents
Percentage
Job Security
27
27
Promotion
23
23
Working Conditions
38
38
Pay and Allowances
12
12
Total
100
100
INFERENCES: From the above that shows that hygiene factor will result in Job satisfaction through 27% of respondents says job security, 23% of respondent?s saysPromotion, 38% of respondents says working conditions, 12% of respondents Says pay & allowances. Chart 19:
49
40 35 30 25 20 15 10 5 0 Job Security Promotion Working Condition Pay & Allowance
Job Satisfaction
50
Table 20: Job Enrichment provides true motivation: Particulars No of Respondents Percentage
Yes
53
53
No
47
47
Total
100
100
INFERENCES: From the above table shows that 53% of respondents say yes that job enrichment Provide true motivation & 47% of respondents say no that job enrichment does not provide true motivation.
Chart 20:
53 52 51 50 49 48 47 46 45 44
53
Job Enrichment
47
Yes
No
51
Table 21: Best performance of employee in year: Particulars No of Respondents Percentage
Yes
25
25
No
75
75
Total
100
100
INFERENCES: From the above table shows that 25% of respondents say yes organization Select best performance of employee in year & 75% of respondents says no that organization does not select best performance of employee in year.
Chart 21:
52
80 70 60 50 40
75
Best Performance
30
20 10 0
25
Yes
No
53
Table 22: Proud to be member of organization:
Particulars
No of Respondents
Percentage
Yes
83
83
No
17
17
Total
100
100
INFERENCES: From the above table shows that 83% of respondents are proud to be the member of the organization & 17% of respondents are not proud to be the member of the Organization . Chart 22: 90 80 83
70
60 50 40 30 20 10 0 Yes No
Proud to be the member of the Organization
17
CHI-SQUARE TEST
54
NULL HYPOTHESIS Ho: To find out there is significant links between Gender and activities motivated them in the organization.
ALTERNATIVE HYPOTHESIS H1: To find out there is a significant links between Gender and activities motivated employees in the organization. PARTICULARS MONETARY REWARD JOB SECURITY JOB PROMOTION TOTAL
MALE
10
35
20
65
FEMALE
5
20
10
35
15
55
30
100
O
E
(O-E)2
(O-E)2/E
55
10
9.75
0.0625
6.410
35
35.75
0.5625
0.015
20
19.5
0.25
0.012
5
5.25
0.0625
0.011
20
19.25
0.5625
0.029
10
10.5
0.25
0.023
TOTAL
6.5
Calculated value of Chi-square = 6.5 Degree of freedom = (c-1) (r-1) = (3-1) (2-1) =2 The table value of chi-square for four degree of freedom at 5 percent level of significance is 5.991
Interpretation:
The calculated value of chi-square is much more than the table value. The result, thus, support the hypothesis and its can be concluded that the significant links between Gender and the activities which motivated the employees most.
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6. FINDINGS OF THE STUDY
? In overall employee in Anglo French Textiles Limited 75% of respondents say that the company provides motivation to the employees, only 25%of respondents says no that the company did not provide motivation to employees. ? 68% of the respondents are satisfied with the motivation that the company provides; only 32% of respondents are not satisfied with the motivation.
? 56% of respondents say that motivation creates interest towards a job for employees & 44% of respondents say no that the motivation does not create interest towards a job. ? 54% of respondents say that motivated employee will increase the productivity level to large extent & 24% of respondents say it to some extent & 22% says that not at all the motivated employee will increase the Productivity level. ? 54% of respondents says that organization provide Recognition for performance & 46% of respondents says no that organization does not provide recognition for performance. ? 36% of respondents say that manager gives Continuous feedback about the performance to large extent, 34% of respondents says to some extent, 30% of respondents say not at all. ? 55% of respondents say yes that the company teach employees to measure their own performance & 45% of respondents says no that the company does not teach employees to measure their own performance.
57
? Organization provides facilities to employees that 43% of respondents say Insurance, 25% of respondents says Medical &32% of respondents says Canteen & there is no Transport for the employees. ? 65% of respondents say yes that Medical Facility &Insurance provided by company is highly motivate & 25% of respondents says no that it is not motivate for them. ? 34% of respondents are highly satisfied with basic needs, 26% of respondents are satisfied, 18% of respondents say no opinion, 12% of respondents are dissatisfied, and 10% of respondents are highly dissatisfied with basic needs. ? 32% of respondents say yes that company gives monetary reward to employees, 68% of respondents says no that company does not gives monetary reward to employees. ? Monetary reward the organization provides for the employees are 56% of respondents says Gifts, 25% of respondents say Cash Awards, 19% of respondents say Allowances. ? The activity which motivates them is 15% of respondents says Monetary Reward, 30% of respondents say Job Promotion &55% of respondents says Job Security & the company does not provide Transfer for them. ? 54% of respondents say yes that the company makes the employee as part of team & 46% of respondents say no that the company does not make the employee as part of team. ? 45% of respondents says yes organization gives importance to Career development for employees & 55% of respondents says no that the organization does not gives importance to Career development for employees.
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? 54% of respondents say organization gives Training programmed to improve productivity to large extent, 32% of respondents Says to some extent & 14% of respondents says not at all. ? 55% of respondents say that manager encourages employee to work independently to large extent, 33% of respondents say to some extent & 12% of respondents say not at all. ? Organization collects the employee opinion through 56% of respondents says Suggestion Box,25% of respondents says Weekly Meetings & 19% of respondents says Monthly Meetings. ? Hygiene factor will result in Job Satisfaction through 27% of respondents says Job Security,23% of respondents says Promotion,38% of respondents says Working Conditions,12% of respondents Says Pay & Allowances. ? 53% of respondents say yes that Job Enrichment provide true motivation & 47% of respondents say no that Job Enrichment does not provide true motivation. ? 25% of respondents says yes organization select best performance of employee in year & 75% of respondents says no that organization does not select best performance of employee in year. ? 83% of respondents are proud to be the member of the organization & 17% of respondents are not proud to be the member of the organization.
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7. SUGGESTIONS AND RECOMMENDATIONS
? The company can provide transport facility to the employees. The management can invest certain amount in transport and fulfill employee needs. It improves productivity and on time on duty in the concern. ? In AFT Limited the management can provide transfer for the employees in which they can go to some other places and work for a certain period.
? In AFT Limited, the organization is not giving more importance to the career development for the employees, so it basically affects the employee?s future. In that case the company should concentrates on career development for the Employees. ? The organization can select the best performance for every year in which it will make the employee to perform well during the training period and during the work time. ? The organization can give training programmed in systematic programmed for the employees to improve the productivity level in the concern.
? In the company the manager can give feedback for the employee?s regarding their performance in which the employees can correct their mistake and they can perform well during the work time. ? In the organization the manager can encourage the employees to work independently in which they can do their job well, and it will be motivating aspects for them.
60
7.1 CONCLUSION
61
The study conducted at Anglo French Textiles Limited deals with the “Employee Motivation ”. In this present situation, every organization should provide motivation to the employees. Employee motivation will help to increase performance standard of an employee as well as concern. In the duration of the project I have a lot of experience.
There are various factors that influence motivational factors such as salary, working conditions, training and job satisfaction. Motivation is the ultimate function of so many individuals attitudes together. It is very complex, complicated and personal experience. It is difficult to determine the relative importance of the factors influencing motivation as the importance varies with time and individuals. The motivation is the continuous process of the organization have come to conclusion that the employee motivation plays a significant role in modern organization
8.LIMITATIONS AND SCOPE OF THE STUDY
62
8.1 LIMITATIONS:
? Some employees were having little difficulty in expressing the views even though the answer to the questions. ? Time period of this study is also very short. ? As the workers are not literate enough, it was difficult to get the responses from them. ? Employees of the company are not aware of whatis motivation means. ? Most of the employees didn?t come forward to give opinion about the management so only it didn?t provide me to derive a concrete solution. ? The study was limited only to one company i.e. AFT. ? The study is based on only 100 samples. ? The study only based on employs side. It is not covering the staffs.
8.2SCOPE:
? The present study aims to find out the level of workers motivation. ? The study explores the views expressed by the Respondents about the motivation and providing solutions in an attempt to develop a better system. ? The study is conducted taking into consideration only the workers of Anglo French Textiles Limited. ? The importance of studying employee motivation isto understand the internal satisfaction in the minds of every employee. ? The study helps to know some employees satisfaction level and some employee?s dissatisfaction level. ? The findings of this study help the company to implement the expectations from the employees.
? This
study helps the company to know whether the motivation undertaken is
strongly accepted and also to know the lacking in the employee motivation.
63
9. ANNEXURE
9.1 QUESTIONARIES
64
A STUDY ON EMPLOYEE MOTIVATION SCENARIO IN ANGLO FRENCH TEXTILES LIMITED
GENERAL INFORMATIONS:
NAME:
AGE:
GENDER:
MARITAL STATUS:
QUALIFICATION:
1. Below SSLC
2.Higher Secondary 3.Diploma
4.Degree Holder
EXPERIENCE:
1.5-10 Years
2.10-15 Years
3.15-20 Years
4.20-25 Years
SALARY:
1. Below 5000
2.5000- 10000
3.10000-15000
4.15000 & above
1. Does the company provide any motivation to the employees?
(a) Yes (b)No
65
2. Are you satisfied with the motivation that the company provides?
(a)Yes
(b) No
3. Does the motivation create any interest towards a job for employees? (a)Yes (b) No
4. Do you think that a highly motivated employee will increase the productivity level?
(a)To Large Extent (b)To Some Extent (c)Not at All
5.Does the organisation provide recognition for your employees?
(a) Yes
(b)No
6. Does the manager give continuous feedback about your performance?
(a)Yes
(b) No
7. Does the company teach the employees how to measure their own performance?
(a)Yes
(b) No
8. Does the organization provide the following facilities to the employees?
(a)Insurance
(b) Medical
(c) Transport
(d) Canteen
9. Does the medical facility and the insurance provided by the company is highly motivate to you.?
(a)Yes
(b) No
66
10. Are you satisfied with the basic needs?
(a)Highly Satisfied Dissatisfied
(b) Satisfied
(c) No opinion
(d) Dissatisfied
(e) Highly
11. Does the company give monetary reward to the employees?
(a)Yes
(b) No
12. What type of monetary reward does the organization provides for the employees?.
(a) Gifts
(b) Cash Awards
(c) Allowances
13. Which activities motivate you the most?
(a)Monetary Reward
(b) Job promotion
(c) Job security
(d) Transfer
14. Does the company make the employee as part of team?
(a)Yes
(b) No
15. Do you think that the organization gives importance to the career development for employees?
(a)Yes
(b) No
16. Does the organization give training programmed in systematic manner to improve productivity? (a) To Large Extent (b) To Some Extent (c) Not at All
17. Does the manager encourage employees to do your work independently?
67
(a) To Large Extent
(b) To Some Extent
(c) Not at All
18. In which way does the organization collect the employee’s opinion?
(a) Suggestion Box
(b) Weekly Meetings
(c) Monthly Meetings
19. Which of the following hygiene factor will result in job satisfaction?
(a)Job security (b) Promotion (c) Pay and Allowances (d) Working Conditions
20. Does the job enrichment provide true motivation?
(a) Yes
(b) No
21. Whether the organization select the best performance of employee in the year?
(a)Yes
(b) No
22. Are you proud to be the member of the organization?
(a)Yes
(b) No
9.2 BIBLIOGRAPHY
1. Stephen P. Robbins & Seema Sanghi (2005) ORGANISATIONAL BEHAVIOUR, Dorling Kindersley (Indian) Pvt Ltd., New Delhi. 2. Bhagoliwal, T.N. (1992) PERSONNEL MANAGEMENT AND INDUSTRIAL RELATIONS, Sathitya bawan, Agra.
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3. HUMAN RESOURCE MANAGEMENT (2003), ICFAI center for management Research, Hyderabad. 4. Kothari, C.R.Research Methodology-Methods and Techniques.
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