Description
Philosophical debates have arisen over the present and future use of technology in society, with disagreements over whether technology improves the human condition or worsens it.
Project on Motivation of the Employees in Syrma Technology Private Limited
INTRODUCTION
MOTIVATION: Motivation is a general term used to describe the process of starting, directing, and maintaining physical and psychological activities. The word motivation comes from the Latin word movere “to move”. All behavior is in some way motivated. The motivation refers to states within an individual that drives his behavior towards some goals.
DEFINITION: “Something that moves the person to action and continues him in the course of action already initiated.”
OBJECTIVES OF MOTIVATION: • It is a bare fact that most of us use only a small portion of our mental and physical abilities. • To exploit the unused potential in people, they are to be motivated. • Such exploitation results in greater efficiency, higher production and better standard of living of the people.
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NATURE OF MOTIVATION: • It is a psychological concept. It is based on human needs which generate within an individual. • Motivation is total, not piece-meal. A person cannot be motivated in parts, an employee is an indivisible unit and his needs are interrelated. • Motivation is an continuous process. It is not a time-bound programme or touch-and-go affair. Human needs are infinite. • Motivation causes goal-directed behavior. • Motivation may be financial or non financial. Financial incentives include pay, allowances, bonus and perquisites. Non financial incentives consist of recognition, praise, responsibility, participation in decision making, challenging job etc. • Motivation is a complex process.
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OBJECTIVES
This study is carried out ? To find out whether the existing motivational techniques are satisfactory to the employees. ? To know the opinion of the employees working condition, job security wage structure, monetary rewards etc in Syrma technology. ? To find out whether the motivation reflects on the relationship with superiors and peers. ? To know the opinion of the employees relationship with superiors and coworkers. ? To find out whether the motivation leads to greater performance. ? To offer other suggestions to management to improve the motivational factors among the employees.
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LIMITATIONS OF THE STUDY
The research has been studied for short period. Certain respondents were averse to give necessary information. Some of the respondent misleaded the researcher by giving preconceived notion. All the respondents were so busy that the researcher found it difficult to acquire the data’s.
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SCOPE OF STUDY
This study is to interpret the satisfaction of the employees in the existing motivational techniques in SYRMA TECHNOLOGY PRIVATE LIMITED, TAMBARAM SANITORIUM”. It consists of relevant and useful analysis regarding job satisfaction. This is a true representation of the entire population in the organisation.
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CHAPTER ARRANGEMENTS
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Chapter 1 contains Introduction, Statement of problem, Objectives, Limitations of study, Scope of study.
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Chapter 2 contains Research Methodology and Review of literature about the motivational techniques.
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Chapter 3 contains Company profile and Organisational structure.
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Chapter 4 contains Data analysis & interpretation and the findings.
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Chapter 5 contains Recommendations & Suggestions and the conclusion
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RESEARCH METHODOLGY
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.
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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.
SAMPLE SCHEME
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The number of sample size selected was 100 for this study which includes both technical and non technical employees. Simple random sampling is used as sampling techniques for this study.
PERIOD OF STUDY The study was carried out for a period of 3 months.
METHOD OF DATA COLLECTION
The data were collected from the employees of SYRMA TECHNOLOGY PRIVATE LIMITED.
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 Syrma Technology through a direct structured questionnaire. Respondent has filled the questionnaire.
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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 Syrma Technology Pvt Ltd. Size of sample: It refers to the number if items to be selected from the universe to constitute a sample. Here 100 employees of Syrma Technology Pvt Ltd in Chennai were selected as size of sample. Sample design:
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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.
TOOLS OF ANALYSIS
Statistical tool: These are tools, which helps to analyze the collected data. This analysis contains various approaches like comparisons, detecting, accuracy, estimation etc. in my survey I applied some statistical tool for analyzing raw data
The tools used for analysis are 1. Simple percentage
2. Chi-square test
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3. Anova-one way classification model 4. Weighted average method
STATISTICAL FORMULA
PERCENTAGE ANALYSIS Percentage refers to a special kind of ratio. Percentages are used in making comparison between two or more series of data. Percentages can also used to compare the relative terms, the distribution of two or more series of data. The easy and simplicity of calculating, the general understanding of its purpose and the universal applicability of the percent static have made it most widely and standardized tool in researchers. Percentage analysis formula:
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Number of Respondents Percentage = -----------------------------------Total number of population * 100
WEIGHTED AVERAGE METHOD The term weights stands for the relative importance of different items. The formula for computing weight average is Weighted average method = Sub weight Sample size
ANNOVA-ONE WAY CLASSIFICATION The analysis of variance is a method which separates the variation ascribable to one set of causes from the variation ascribable to other set. The total variation is split up into the following two components: (a) Variation within the subgroups of samples (b) Variation between the subgroups of the samples The technique of analysis of variance is referred to as ANOVA. A table showing the source of variation, the sum of squares, degrees of freedom, mean square (variance) and the formula for the F-ratio is known as ANOVA TABLE. F-statistic = Variance between the samples Variance within the samples
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CORRELATION ANALYSIS Correlation is a statistical tool which studies the relationship between two variables, and correlation analysis involves various methods and techniques used for studying and measuring the extent of the relationship between two variables. Correlation analysis enables a marketing manager to estimate cost, sales and other variables on the basis of other series that costs, sales and prices may be functionally related. Correlation may be classified as 1) positive and negative 2) simple, multiple and partial 3) linear and non-linear.
CHI-SQUARE ANALYSIS
Chi-square (? ) Where O E -
2
=
( O ? E)
E
2
The observed frequency The expected frequency
Expected frequency formula
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E
-
( Row total ) ( Column total )
Grandtotal
Degree of freedom: (r – 1) (c – 1) Where r c Rules • If the chi square value is less than table value then accept the null hypothesis. • If the chi square value is greater than table value then reject the null hypothesis. Number of rows Number of columns
REVIEW OF LITERATURE
MOTIVATION: Motivation is a general term used to describe the process of starting, directing, and maintaining physical and psychological activities. The word motivation comes from the Latin word movere “to move”. All behavior is in some way motivated. The motivation refers to states within an individual that drives his behavior towards some goals.
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The important task before every manager is to secure optimum performance from each of his subordinates. Motivation is a process of including and instigating the subordinates to put in their best. Motivation is influenced significantly by the needs of a person and the extents to which these have been fulfilled. To motivate the subordinates, the manager must, therefore, understand their needs. DEFINITION OF MOTIVATION: Motivation may be defined as “something that moves the person to Action and continues him in the course of action already initiated.” W.G. SCOTT has defined motivation as a process of stimulating people to action to accomplish desired goals.
EDWIN B.FLIPPO defined motivation as the process of attempting to influence others to do your will through the possibility of gain or reward.
MOTIVATIONAL MODEL
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Need Deficiency
Search and choice of strategy
Goal Directed Behaviour
Revaluation of needs
Rewards or Punishment
Evaluation of Performance
NEED FOR MOTIVATION
? It leads to job satisfaction of the workers which will reduce absenteeism and
increases turnover.
? It will create better industrial relations in the enterprises. ? It also the foster team spirit among the workers and their loyalty to the work
group.
? Effective motivation succeeds not only in having an accepted but also in
gaining a determination to see that it is executed efficiently and effectively.
? It will get people on your side and they’ll want to help you. Piss them off
and they’ll do everything they can to screw you over.
TYPES OF NEEDS: There are three types of needs.
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? Primary Motives ? General Motives ? Secondary Motives 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
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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 CHARACTERISTICS OF MOTIVATION
? Motivation deals with workers on the psychological plane. Effective
performance on the part of workers can be said to be the result of their abilities backed by proper motivation.
? A motivational device which promises fulfillment of some needs of workers
and not others will fall shorts to its objectives of looking total commitment of workers.
? A worker will perform the desired activity only so long as he sees his action
as a means of continued fulfillment of his strongly felt needs.
? Motivation may be provided in several ways depending upon the needs,
emotions and sentiments of workers.
? Motivation cannot be a time-bound process. Not it can be a touch-and-go
affair.
? To keep the workers continuously engaged in the planned activities, they
must be kept in a state of continued animated tension by means of unfolding before them ever new avenues for the satisfaction of their limitless needs.
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IMPORTANCE OF MOTIVATION The increased attention towards motivational is justified by several reasons;
? Motivated employees are always looking for better ways to do a job. ? A motivated employee generally is more quality oriented. ? Highly motivated workers are more productive than apathetic workers.
Finally, many organization are now beginning to pay increasing attention to develop their employees as future resources upon which they can draw as they grow and develop. FACTOR INFLUENCING INDIVIDUAL MOTIVATION IN ORGANISATION
Attitudes
Goals
Motivation
Beliefs
Needs
Values
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MOTIVATING FACTORS
? Some managers try to motivated employees through the use of rewards,
punishments and formal authority. But, motivation is much more complicated than that.
? It involves the ideas of family, teamwork, growth, learning, other benefits
and the like the employees do not enjoy a routine, monotonous role of being log in the wheel. They prefer taking risk, making decision and delivering the goods.
? Innovation and creativity have come to be crucial needs for executives
today. They like to be listened for the suggestions and new ideas.
? Employees look forward for the development of new skills rather than
security of jobs in an organization. Training and development programmes also provided to break from the daily routine and work pressure.
? Today’s employees, therefore, want to add to themselves as they make
valuable contributions to their organization.
? Just as employees have a need for challenges work involving risk they also
need to be forgiven for and mistake made in the process. Employee’s fee motivated any perform better when mistakes are forgiven of ignored.
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FINANCIAL INCENTIVES Financial incentive is concerned directly of indirectly with money. Factors such as Wages, Salary, Bonuses, Profit-sharing, Leave with pay, Medical facility, Insurance, Housing facility, Retirement benefit and the like are individual under this type of motivation. Money is a means through which one can satisfy higher order needs. NON FINANCIAL INCENTIVES: Non-financial motivation is not connected with monetary rewards. They are psychic rewards of the rewards of enhanced position that can be secured in the work organization. Some of the most commonly used non-financial motivation is, ? Appraisal, praise, and prestige ? Status and pride ? Competition ? Delegation of authority0 ? Participation
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? Job security ? Job enlargement ? Job rotation ? Job loading ? Job enrichment ? Quality of work life
TYPES OF MOTIVATION: • Positive motivation - Involves proper of recognition employee of employee’s efforts the and goal
appreciation achievement.
contribution
towards
- Improve the standard of performance, lead to good team spirit, and a sense of cooperation. • Negative motivation - Based on force, fear and threats. - The fear of punishment Threatened with demotion, dismissed, lay-off, pay cut etc.
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• Extrinsic motivation - include higher pay, retirement benefits, rest periods, holidays, profit sharing schemes, health and medical insurance, vacation etc. • Intrinsic motivation - Praise, recognition, responsibility, esteem, power, status,
participation etc.
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.
THEORIES OF MOTIVATION:
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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
? 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.
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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.
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.
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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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? 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. 2.
Employees can view work as being as natural as rest or play. People will exercise self-direction and self-control if they are committed to the objectives.
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3. 4.
The average person can learn to accept even seek responsibility. The ability to make innovative decisions is widely dispersed throughout the Population and is not the positions. sole province of those in management
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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.
He distinguished between: Hygiene Factors: ? Wages ? Salary ? Company policies ? Interpersonal Relation with Peers ? Job Security ? Supervisors Technical
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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.
COMPANY PROFILE
Syrma provides global OEM’s unique partnership opportunities to reduce product development costs and deliver globally competitive electronic manufacturing services through leveraging Syrma’s contract engineering and manufacturing services teams. Syrma, along with the resources of the Tandon Group companies have a 30 year legacy of creating innovative manufacturing and
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fulfillment solutions for global end markets, with unique business models to enable OEM’s to grow their presence in the rapidly expanding India market. Syrma is the manufacturing arm of the Tandon Group. We specialize in collaborative design (CDM) and manufacturing of med/high mix and flexible volume electronic products. In addition we offer precision component technology and manufacturing for RFID tags and magnetic products. We provide these services to OEMs in the following market segments:
• • • •
Industrial Medical Defense Telecommunitions
Company History of Syrma and the Tandon Group Syrma has a long heritage of continuous technology and manufacturing innovation. This has helped Syrma and the Tandon Group companies expand their presence worldwide and lead to servicing marquee customers such as Compaq,
Dell, IBM, Apple and Western Digital. Some of the products manufactured over the years have included: Disk Drives, Memory Modules, Power Supplies / Adapters, DC Motors, Fiber Optic Assemblies & a variety of electronic components.
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Today Syrma and the Tandon Group have developed an infrastructure that uniquely positions it to assist global customers to explore the growth opportunity presented by India’s vast domestic market. Manufacturing services include:
? ? ? ? ?
Advanced process and manufacturing technology Product Launch/NPI DFx Services / Collaborative design and product development services PCBA and systems integration Precision electromechanical assembly expertise
Tandon Group Companies Linking a design and manufacturing service solution to the specialized fulfillment capabilities of the several Tandon Group companies can enable a highly competitive and differentiable solution for YOUR Company’s products. Defense Market Manufacturing and Fulfillment Solutions Memory Electronics MEPL is a Licensed Manufacturer of Defense Equipments, approved by Ministry of Defense, Govt.of India. This group company has manufacturing units
in Nasik and Mumbai, Memory Electronics Pvt. Ltd. (MEPL) offers total state of the art solutions to customers in the field of Defense Electronics.
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Wireless Communications Manufacturing and Fulfillment Solutions 3G Wireless Communications 3G Wireless is a wholly subsidiary of Memory Electronics focused on providing turnkey communication solutions. The 3G team serves as a consultancy capable of providing a one stop shop for all wireless communication requirements. Its services encompass the entire process from defining the requirements to product selection, installation, value added services and repair / maintenance. Syrma Technology’s Engineering services enable customers to leverage their internal innovation capabilities - offering a win-win proposition - OEM’s intellectual property is protected while leveraging our design capabilities to lower their costs and improve the time to market for new products. 1. Accelerate market entry 2. Reduce product costs 3. Reduced product development costs
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Manufacturing Services Syrma is a leader in providing manufacturing and integrated supply chain services with focus towards the India market. Syrma’s services include engineering, manufacturing and Integration / sales support in several India market verticals.
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Syrma is helping OEMs become more competitive in the emerging India market We are India market specialists and can accelerate OEM’s introduction of new products to the India market. A Powerful Edge for Productivity Syrma increases your responsiveness and efficiency so you can deliver greater value to your customers. As your partner we: ? Manage your manufacturing operations ? Streamline the entire product life cycle ? Improve your productivity ? Give you a competitive edge
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RFID Passive tags manufacturer: RFID Cards, Labels, Wrist band, Key Fobs, ISO, Clamshell, Laundry, Glass cards provider. RFID or "Radio Frequency Identification" technology relies on radio signals for transmission of information. It’s most basic application is the identification of people, animals, goods, and miscellaneous objects. Due to its numerous advantages over other identification systems, RFID systems are replacing bar codes, optical character recognition, biometry, contact cards etc.
cater Syrma in tune with the growing RFID Market is building a Design and Development Center to to the needs of its elite Customers.
Some of the RFID Tags include: ? Wrist Bands ? Key Fobs ? Clamshell Cards ? ISO Cards ? Molded Tags ? Epoxy Potted Tags ? Nail Tags ? Laundry Tags ? Clear Discs ? Transponders/ Inlays ? Glass Tags/ Tube Tags
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Apart from the above we design and manufacture tags for specific applications. ? High temperature ? Harsh environment ? Waste management ? Pigeon racing ? Sports timing ? For metal environment (on metal tag) ? Tamper proof ? Pallet tracking ? Labels ? Jewelry management
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ORGANISATION STRUCTURE
PRESIDENT
GM HR & ADMIN
HEAD FINANCE
GM OPERATION S
GM SALES & MARKETING
GM ENGG TOOLING CALIBERATION
HEAD FACILITIES & MR
HEAD HR
HEAD MIS
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HEAD QA
HEAD PROCESS
HEAD MATRL, EXIM, PPC
HEAD PRODN, MAGNETICS, RFID
HEAD PRODN VOICE COILS
ORGANISATION STRUCTURE ANTENNA
PRESIDENT
VP BUSINESS DEVELOPMENT
Sr. GENERAL MANAGER
VENDOR DEVELOPMENT
PROGRAM MANAGER
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MANAGER QA
MANAGER PRODUCTION
MANAGER ENGINEERING
HEAD MATERIALS
DATA ANALYSIS AND INTERPRETATION
TABLE 1: SATISFACTION REGARDING MOTIVATION GIVEN BY SUPERIORS
FACTORS Agree Disagree I don’t know Total
NO OF RESPONDENTS 86 6 8 100 Source: computed
PERCENTAGE 86 6 8 100
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From the above table it is found that 86% of the respondents are satisfied regarding motivation given by the superiors and 6% are not satisfied with the motivation given by superiors.
CHART 1: SATISFACTION REGARDING MOTIVATION GIVEN BY SUPERIORS
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8% 6%
Agree Disagree 86% I don't know
TABLE 2: SATISFACTION REGARDING THE EXISTING MOTIVATIONAL TECHNIQUE
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FACTORS Highly satisfied Satisfied Satisfied to some extent Dissatisfied Highly dissatisfied Total
NO OF RESPONDENTS 10 48 34 4 4 100
PERCENTAGE 10 48 34 4 4 100
Source: computed From the above table it is clear that 10% of respondents are highly satisfied, 48% are satisfied, 34% are satisfied to some extent, 4% are dissatisfied, 4% are highly dissatisfied regarding the existing motivational techniques.
CHART 2: SATISFACTION REGARDING THE EXISTING MOTIVATIONAL TECHNIQUE
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50 45 R E S P O N D E N T S 40 35 30 25 20 15 10 5 0 Highly satisfied 10
48
34
Highly satisfied Satisfied satisfied to some extent Dissatisfied No opinion
4
4
Satisfied
satisfied to some extent FACTORS
Dissatisfied
No opinion
TABLE 3: PERCENTAGE OPINION OF RESPONDENTS IN IMPROVING EXISTING MOTIVATIONAL TECHNIQUES
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FACTORS 0-5 % 6-30 % 31-60% 61-80% 81-100% Total
NO OF RESPONDENTS 16 30 30 12 12 100
PERCENTAGE 16 30 30 12 12 100
Source: computed From the above table it is clear that 16% of the respondents need 0-5% level, 30% of the respondents need 6-30% level, 30% of the respondents need 31-60% level, 12% of the respondents need 61-80% level and 12% of the respondents need 81-100% level of improvement in existing motivation techniques.
CHART 3: PERCENTAGE OPINION OF RESPONDENTS IN IMPROVING EXISTING MOTIVATIONAL TECHNIQUES
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30 25 R E S 20 P O N 15 D E N 10 T S 5 0 0 - 5%
30
30
16 12 12 0 - 5% 5 - 30% 31 -60% 61 - 80% 81 - 100%
5 - 30%
31 -60% FACTORS
61 - 80%
81 - 100%
TABLE 4: RESPONDENTS SATISFACTION REGARDING REWARDS
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RESPONSES Yes No Total
NO OF RESPONDENTS 60 40 100
PERCENTAGE 60 40 100
Source: computed From the above table it is clear that 60% of the respondents are satisfied and 40% of the respondents are not satisfied regarding rewards.
CHART 4: RESPONDENTS SATISFACTION REGARDING REWARDS
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40%
Yes No
60%
TABLE 5:
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OPINION OF RESPONDENTS IN OBTAINING ENCOURAGEMENT
RESPONSES Yes No Total
NO OF RESPONDENTS 80 20 100
PERCENTAGE 80 20 100
Source: computed From the above table it is clear that 80% of the respondents are satisfied and 20% of the respondents are not satisfied in obtaining encouragement.
CHART 5: OPINION OF RESPONDENTS IN OBTAINING ENCOURAGEMENT
50
20%
Yes No
80%
TABLE 6: OPINION ABOUT REWARD AND PRODUCTIVITY
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RESPONSES Agree Disagree I don’t know Total
NO OF RESPONDENTS 80 8 12 100
PERCENTAGE 80 8 12 100
Source: computed From the above table it is clear that 80% of the respondents have agreed, 8% of respondents have disagreed and 12% of the respondents are said i don’t know that rewards leads to high productivity.
CHART 6: OPINION ABOUT REWARD AND PRODUCTIVITY
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12%
8%
Agree Disagree I don't know
80%
TABLE 7: OPINION OF EMPLOYEES TOWARDS JOB
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SATISFACTION FACTORS Interesting work Career development Recognition Others Total NO OF RESPONDENTS 38 40 16 6 100 PERCENTAGE 38 40 16 6 100
Source: computed From the above table it is observed that 38% of the respondents are opinion that interesting work gives job satisfaction, 40% of respondents consider career development as the most important factors which gives job satisfaction, 16% of respondents said that recognition gives job satisfaction and the rest of the 6% of respondents are view that some other factors also job satisfaction.
CHART 7: OPINION OF EMPLOYEES TOWARDS JOB SATISFACTION
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38
40
40 R E S P O M D E N T S 35 30 25 20 15 10 5 0 Interesting Career Recognition work development FACTORS Others
6 16
Interesting work Career development Recognition Others
TABLE 8: EMPLOYEES EXPECTATION REGARDING JOB
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EXPECTATION Maximise the earning Desire for more leisure Greater security More interesting work Career development Total
NO OF RESPONDENTS 16 10 8 20 46 100 Source: computed
PERCENTAGE 16 10 8 20 46 100
From the above table it is clear that 16% of respondents expect maximizing their earning, 10% of respondents expect desire for more leisure in their job, 8% of respondents expect greater security in their job, 20% of respondents expect more interesting work in their job and 46% of respondents expect career development in their job.
CHART 8: EMPLOYEES EXPECTATION REGARDING JOB
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46
50 45 40 35 30 25 20 15 10 5 0
RESPONDENTS
20 16 10 8
Maximize earning Desire for more leisure Greater Security More interesting Career development
Maximize earning
Desire for more leisure
Greater Security
More interesting
Career development
FACTORS
TABLE 9: INFLUENCE OF MOTIVATION ON BEHAVIOUR AT WORK AND RELATIONSHIP WITH SUPERIORS AND PEERS
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RESPONSES YES NO TOTAL
YES 78 6 84
NO 16 0 16
TOTAL 94 6 100
To test whether the employees accepts that the motivation influence behaviour at work and reflects on the relationship with superiors and peers, we use chi square test.
HYPOTHESIS Ho : The motivation influence behaviour at work and reflects on the relationship with superiors and peers H1 : The motivation does not influence behaviour at work and reflects on the relationship with superiors and peers
CHI SQUARE TABLE
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O 78 16 6 0
E 78.96 15.04 5.04 0.96
O-E -0.96 0.96 0.96 -0.96
(O-E)2 0.922 0.922 0.922 0.922
(O-E)2/E 0.012 0.061 0.183 0.960
Calculated ?2 = (O-E) 2 / E = 1.216 Degrees of freedom = n – 1 = 4 – 1 = 3 The tabulated value for ?2 for 3 degree of freedom at 5% level = 7.815 Since calculated ?2 is lesser than the tabulated ?2, we accept the null hypothesis.
INFERENCE: The motivation influence behaviour at work and reflects on the relationship with superiors and peers
TABLE 10:
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FACTORS LEVELLING TO GREATER PERFORMANCE
RESPONSES Ability Training Motivation Good supervision All Total
NO OF RESPONDENTS 10 20 32 20 18 100
PERCENTAGE 10 20 32 20 18 100
Source: computed From the above table it is observed that 10% of respondents feel that ability alone gives greater performance, 20% of respondents feel that training only leads to greater performance, 32% of the respondents feel that motivation leads to greater performance, 20% of the respondents feel that good supervision leads to greater performance and 18% of the respondents feel that the ability, training, motivation, good supervision leads to greater performance.
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CHART 10: FACTORS LEVELLING TO GREATER PERFORMANCE
35 30 25 RESPONDENTS 20 15 10 5 0 Ability Training 10 20
32
20 18
Ability Training Motivating Good supervision All
Motivating FACTORS
Good supervision
All
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TABLE 11: RESPONDENTS OPINION ABOUT CHARACTERISTICS OF MOTIVATION ENVIRONMENT WEIGHTAGE RANK Understanding effort & performance level Participation of employees in decision making Providing greater opportunity for growth Recognition 5 1 2 4 4 2 1 4 3 3 1 6 2 4 3 0 1 5 16 WEIGHTAG E TOTAL 300 3.00 3 AVERAGE RANK
2 0 2 6 1 8
1 4 3 2 2 8 1 2
2 0 2 4 1 8 2 4
2 2 1 0 1 4 2 4
14
284
2.84
4
8
358
3.58
1
22
306
3.06
2
Rewards and appreciation
1 2
28
256
2.56
5
Formula = Xi*Wi+Wj+……………..Xn*Wn/N Xi = No. of opinion polled in particular parameter Wi = Weight given for particular rank N = Total no. of respondents
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TABLE 12: SATISFACTION WITH THE BASIC NEEDS GIVEN BY THE COMPANY FACTORS NO OF RESPONDENTS 22 56 20 2 0 Total 100 Source: computed From the above table it is observed that 22% of respondents are highly satisfied with the basic needs providing by the company, 56% of respondents are satisfied, 20% of respondents are satisfied to some extent and 2% of respondents are dissatisfied. PERCENTAGE
Highly satisfied Satisfied Satisfied to some extent Dissatisfied No opinion
22 56 20 2 0 100
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CHART 12: SATISFACTION WITH THE BASIC NEEDS GIVEN BY THE COMPANY
50 45 40 RESPONDENTS 35 30 25 20 15 10 5 0 Highly satisfied
22
46
Highly satisfied Satisfied
20
satisfied to some extent Dissatisfied No opinion
2 0
Satisfied
satisfied to Dissatisfied some extent FACTORS
No opinion
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TABLE 13: RESPONDENTS OPINION THAT MEDICAL FACILITY AND INSURANCE MOTIVATES TO THEM
RESPONSES Yes No Total
NO OF RESPONDENTS 60 40 100
PERCENTAGE 60 40 100
Source: computed From the above table it is observed that 60% of respondents are opinion that medical and insurance facility provided is highly motivated to them.
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CHART 13: RESPONDENTS OPINION THAT MEDICAL FACILITY AND INSURANCE MOTIVATES TO THEM
40%
Yes No
60%
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TABLE 14: RESPONDENTS SATISFACTION WITH MOTIVATIONAL ATTRIBUTES GIVEN BY THE COMPANY
RESPONSES
NO OF RESPONDENTS 78 22 100
PERCENTAGE
Yes No Total
78 22 100
Source: computed From the above table it is clear that 78% of the respondents are satisfied with the motivational attributes given by the concern.
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CHART 14: RESPONDENTS SATISFACTION WITH MOTIVATIONAL ATTRIBUTES GIVEN BY THE COMPANY
22%
Yes No
78%
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TABLE 15: ACCEPTANCE REGARDING INCREASE IN PRODUCTIVITY THROUGH MOTIVATION
RESPONSES
NO OF RESPONDENTS 44 52 4 100 Source: computed
PERCENTAGE
To a large extent To some extent Not at all Total
44 52 4 100
From the above table it is observed that 44% of respondents accept to a large extent regarding increase in productivity through motivated, 53% of respondents accept to some extent and 4% of respondents not accept.
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CHART 15: ACCEPTANCE REGARDING INCREASE IN PRODUCTIVITY THROUGH MOTIVATION
44
45 40 35 30 25 20 15 10 5 0
42
RESPONDENTS
To a large extent To some extent Not at all
4
To a large extent
To some extent FACTORS
Not at all
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TABLE 16: PROVISION OF MONETARY REWARDS
RESPONSES Yes No Total
NO OF RESPONDENTS 76 24 100
PERCENTAGE 76 24 100
Source: computed From the above table it is observed that 76% of the respondents accept regarding monetary rewards to them.
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CHART 16: PROVISION OF MONETARY REWARDS
24%
Yes No
76%
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TABLE 17: SATISFACTION REGARDING THE EXISTING MOTIVATIONAL TECHNIQUE
SATISFIED DPT HIGHLY SATISFIED SATISFIED TO SOME EXTENT Production 6 14 4 0 DISSATISFIED NO OPINION
0
Stores
6
14
6
0
0
Purchase
0
8
8
4
4
Accounts
0
14
12
0
0
Total
12
50
30
4
4
To test whether the employees in SYRMA TECHNOLOGY have significant difference with existing techniques we use ANOVA one way test.
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HYPOTHESIS Ho There is no significant difference between the satisfactions level of existing techniques. H1 There is significant difference between the satisfactions level of existing techniques. Correction factor = (T)2/N = (100)2/20 = 500
Total sum of squares = (72+652+140+16+16) – C.F = 896-500 = 396 Sum of squares between satisfaction levels = [(12)2 /4 + (50)2 /4 + (30)2 / 4 + (4)2 /4 + (4)2 /4] – C.F = [36+625+225+4+4] – 500 = 394 Sum of squares within satisfaction level = (Total sum of squares – sum of square between Satisfaction level) = 396 – 394 =2
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ANOVA SOURCE OF VARIATION DEGREE OF FREEDOM BETWEEN SATISFACTION LEVEL WITHIN SATISFACTION LEVEL 15 2 0.133 4 394 98.5 SUM OF SQUARES VARIANCE F RATIO
740.6
Calculated Value
= 740.6
Tabulated value for (V1= 4, V2= 15) At 5% level of significance = 3.06 Calculated value > tabulated value Hence, we reject null hypothesis. There is significant difference between the satisfaction level of existing techniques.
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SUMMARY OF FINDINGS
? The research reveals that 86% of the respondents are satisfied regarding motivation given by the superiors and 6% are not satisfied with the motivation given by superiors. ? From this analysis it is found that 10% of respondents are highly satisfied, 48% are satisfied, 34% are satisfied to some extent, 4% are dissatisfied, 4% are highly dissatisfied regarding the existing motivational techniques. ? From this study it is found that 16% of the respondents need 0-5% level, 30% of the respondents need 6-30% level, 30% of the respondents need 31-60% level, 12% of the respondents need 61-80% level and 12% of the respondents need 81-100% level of improvement in existing motivation techniques. ? The researcher found that 60% of the respondents are satisfied and 40% of the respondents are not satisfied regarding rewards. ? The research reveals that 80% of the respondents are satisfied and 20% of the respondents are not satisfied in obtaining encouragement.
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? From this study it is found that 80% of the respondents have “agreed”, 8% of respondents have “disagreed” and 12% of the respondents are said “i don’t know” that rewards leads to high productivity ? The researcher found that 38% of the respondents are opinion that interesting work gives job satisfaction, 40% of respondents consider career development as the most important factors which gives job satisfaction, 16% of respondents said that recognition and the rest of the 6% of respondents are view that some other factors also job satisfaction. ? The study reveals that 16% of respondents expect maximizing their earning, 10% of respondents expect desire for more leisure in their job, 8% of respondents expect greater security in their job, 20% of respondents expect more interesting work in their job and 46% of respondents expect career development in their job. ? It is found that the motivation influence behavior at work and reflects on the relationship with superior and peers.
? From the study it is found that 10% of respondents are opinion ability, 20% of respondents are opinion training only, 32% of the respondents are opinion motivation, 20% of the respondents are opinion good
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supervision and 18% of the respondents feel that the ability, training, motivation, good supervision leads to greater Performance.
? The researcher reveals that 22% of respondents are highly satisfied with the basic needs providing by the company, 56% of respondents are satisfied, 20% of respondents are satisfied to some extent and 2% of respondents are dissatisfied.
? It is found that 60% of respondents are opinion that medical and insurance facility provided is highly motivated to them.
? It is found that 78% of the respondents are satisfied with the motivational attributes given by the concern.
? The researcher reveals that 44% of respondents accept to a large extent regarding increase in productivity through motivated, 53% of respondents accept to some extent and 4% of respondents not accept.
? From the study it is found that 76% of the respondents accept regarding
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monetary rewards to them.
RECOMMENDATIONS AND SUGGESTIONS
? In syrma technology pvt ltd the management can provide transfer for the employees in which they can go to some other places and work for a certain period. ? In syrma technology pvt ltd, 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 performance well during the training period and during the work time. ? The organization can give training programmed in systematic programmed for the employee to improve the productivity level in the concern.
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? 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. ? Interesting working environment can be created. ? Equal opportunities should be given to all. ? Update the working knowledge through lecture classes and group discussion.
CONCLUSION
The research on motivational techniques for the employees is done in Syrma Technology, Tambaram Sanatorium. The main objective of those research studies is attained and the researcher gained knowledge in the area of employee’s satisfaction towards the existing motivational techniques. During this research the employees have cooperated well and answered all the questions to the best of their knowledge. This research helped the researcher to gain practical experience on conducting surveys, application of statistical tests/tools. From this research, the researcher understands that the respondents give preference towards greater security and career development and it will be helpful
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to the higher authorities of Syrma Technology to take decisions for that. In this research, the responses are analyzed and interpreted through tables and charts. The major findings of this research are that the employees of Syrma Technology are highly satisfied with the existing motivational techniques.
BIBLIOGRAPHY
REFERENCE BOOKS:
?
Nirmal Singh, Human Relations and Organizational behavior, Deep and Deep Publications PVT Limited. Stephens P. Robbins and Timothy A. Judge, Organizational behavior, Prentice Hall of India (P) Limited. K. Aswathappa, (1998). Human Resource and Personnel Management, New Delhi. Tata Mc Graw Hill publishing company limited. C.R.Kothari, (2003). Research Methodology: Methods and Techniques. New Delhi. L.M. Prasad, (2004), Human Resource Management, and New Delhi: Sultan chand & sons.
?
?
?
?
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?
J. Tripathi and E.J. Mc Cormick, (1965). Human Resource Management and Personnel Management.
WEB SITES:
? ? ?
WWW.SCRIBD.COM WWW.SYRMA.COM WWW.GOOGLE.COM
QUESTIONNAIRE FOR JOB SATISFACTION
[This Data or Information collected will be kept as ‘Confidential’ and shall not be used or reproduced anywhere. It is meant only for the purpose of preparing MBA Research Study paper]
GENERAL INFORMATION: NAME: AGE: GENDER: MARITAL STATUS:
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QUALIFICATION: 1. Below SSLC EXPERIENCE: 1.5-10 Years SALARY: 1. Below 5000 2.5000- 10000 3.10000-15000 4.15000 & above 2.10-15 Years 3.15-20 Years 4.20-25 Years 2.Higher Secondary 3.Diploma 4.Degree Holder
QUESTIONS [Kindly put the tick mark against the selected answer in an Unbiased manner]
1. Do you agree that motivation from superior help in during your work better than earlier? Agree (b) disagree (c) I don’t know
2. Can u express your level of satisfaction with regarding the following motivational techniques? (a) (b) (c) Highly satisfied Somewhat satisfied Neither satisfied nor dissatisfied
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(d) (e)
Somewhat dissatisfied Highly satisfied
3. Does your organization offer any reward for excellent in job. Please specify the name and type of reward?
4. Do you want any improvement in the existing motivational techniques? Rate the level? (a) 0-5% (d) 61-80% (b) 5-30% (e) 81-100% (c) 31-60%
5. Are you satisfied with reward offered? (a) Yes Please specify reason: (b) no
6. Are you encouraged to get more rewards? (a) Yes (b) no
7. Do you agree with the statement “reward leads to high level of
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productivity and good quality work” (a) Agree (b) 8. Are you satisfied with the present job? (a) Yes (b) No (b) disagree (c) I don’t know
9. Please specify the factor which leads to job Satisfaction? (a) Interesting work (c) Recognition (b) Carrier development (d) any other specify
10. How do you expect your job to be? (a) Maximize earning (c) Greater security (e) Career development (b) Desire for more leisure (d) More interesting
11. Does motivation influence behavior at work? (a) Yes (b) No
12. Motivation reflects on the relationship with Superiors and peers. (a) Yes (b) 13. Which factor levels to greater performance? (a) Ability (c) Motivation (b) Training (d) Good supervision
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(b) No
(d) All the above
14. What characteristics should a motivation? Environment contains? Rank it. (a) (b) (c) (d) (e) Understanding effort & performance level Participation of employees in decision making Providing greater opportunity for growth Recognition Rewards and appreciation
15. Are you satisfied with the basic needs given by the company? (a) (b) (c) (d) (e) Highly satisfied Satisfied No opinion Dissatisfied Highly dissatisfied
16. Does the medical facility and the insurance provided by the company is highly motivate to you? (a)Yes (b) No
17. Are you satisfied with the motivational attributes given by the company? (a)Yes (b) No
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18. Do you think that a highly motivated employee will increase the productivity level? (a) To Large Extent (c) Not at All (b) To Some Extent
19. Does the company give monetary reward to the employees? (a)Yes (b) No
20. What is your opinion of the factors that can be used to increase motivational lines? Any Suggestions/ Remarks:
THANKING YOU.
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doc_939240785.doc
Philosophical debates have arisen over the present and future use of technology in society, with disagreements over whether technology improves the human condition or worsens it.
Project on Motivation of the Employees in Syrma Technology Private Limited
INTRODUCTION
MOTIVATION: Motivation is a general term used to describe the process of starting, directing, and maintaining physical and psychological activities. The word motivation comes from the Latin word movere “to move”. All behavior is in some way motivated. The motivation refers to states within an individual that drives his behavior towards some goals.
DEFINITION: “Something that moves the person to action and continues him in the course of action already initiated.”
OBJECTIVES OF MOTIVATION: • It is a bare fact that most of us use only a small portion of our mental and physical abilities. • To exploit the unused potential in people, they are to be motivated. • Such exploitation results in greater efficiency, higher production and better standard of living of the people.
1
2
NATURE OF MOTIVATION: • It is a psychological concept. It is based on human needs which generate within an individual. • Motivation is total, not piece-meal. A person cannot be motivated in parts, an employee is an indivisible unit and his needs are interrelated. • Motivation is an continuous process. It is not a time-bound programme or touch-and-go affair. Human needs are infinite. • Motivation causes goal-directed behavior. • Motivation may be financial or non financial. Financial incentives include pay, allowances, bonus and perquisites. Non financial incentives consist of recognition, praise, responsibility, participation in decision making, challenging job etc. • Motivation is a complex process.
3
OBJECTIVES
This study is carried out ? To find out whether the existing motivational techniques are satisfactory to the employees. ? To know the opinion of the employees working condition, job security wage structure, monetary rewards etc in Syrma technology. ? To find out whether the motivation reflects on the relationship with superiors and peers. ? To know the opinion of the employees relationship with superiors and coworkers. ? To find out whether the motivation leads to greater performance. ? To offer other suggestions to management to improve the motivational factors among the employees.
4
LIMITATIONS OF THE STUDY
The research has been studied for short period. Certain respondents were averse to give necessary information. Some of the respondent misleaded the researcher by giving preconceived notion. All the respondents were so busy that the researcher found it difficult to acquire the data’s.
5
SCOPE OF STUDY
This study is to interpret the satisfaction of the employees in the existing motivational techniques in SYRMA TECHNOLOGY PRIVATE LIMITED, TAMBARAM SANITORIUM”. It consists of relevant and useful analysis regarding job satisfaction. This is a true representation of the entire population in the organisation.
6
CHAPTER ARRANGEMENTS
?
Chapter 1 contains Introduction, Statement of problem, Objectives, Limitations of study, Scope of study.
?
Chapter 2 contains Research Methodology and Review of literature about the motivational techniques.
?
Chapter 3 contains Company profile and Organisational structure.
?
Chapter 4 contains Data analysis & interpretation and the findings.
?
Chapter 5 contains Recommendations & Suggestions and the conclusion
7
RESEARCH METHODOLGY
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.
8
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.
SAMPLE SCHEME
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The number of sample size selected was 100 for this study which includes both technical and non technical employees. Simple random sampling is used as sampling techniques for this study.
PERIOD OF STUDY The study was carried out for a period of 3 months.
METHOD OF DATA COLLECTION
The data were collected from the employees of SYRMA TECHNOLOGY PRIVATE LIMITED.
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 Syrma Technology through a direct structured questionnaire. Respondent has filled the questionnaire.
10
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 Syrma Technology Pvt Ltd. Size of sample: It refers to the number if items to be selected from the universe to constitute a sample. Here 100 employees of Syrma Technology Pvt Ltd in Chennai were selected as size of sample. Sample design:
11
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.
TOOLS OF ANALYSIS
Statistical tool: These are tools, which helps to analyze the collected data. This analysis contains various approaches like comparisons, detecting, accuracy, estimation etc. in my survey I applied some statistical tool for analyzing raw data
The tools used for analysis are 1. Simple percentage
2. Chi-square test
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3. Anova-one way classification model 4. Weighted average method
STATISTICAL FORMULA
PERCENTAGE ANALYSIS Percentage refers to a special kind of ratio. Percentages are used in making comparison between two or more series of data. Percentages can also used to compare the relative terms, the distribution of two or more series of data. The easy and simplicity of calculating, the general understanding of its purpose and the universal applicability of the percent static have made it most widely and standardized tool in researchers. Percentage analysis formula:
13
Number of Respondents Percentage = -----------------------------------Total number of population * 100
WEIGHTED AVERAGE METHOD The term weights stands for the relative importance of different items. The formula for computing weight average is Weighted average method = Sub weight Sample size
ANNOVA-ONE WAY CLASSIFICATION The analysis of variance is a method which separates the variation ascribable to one set of causes from the variation ascribable to other set. The total variation is split up into the following two components: (a) Variation within the subgroups of samples (b) Variation between the subgroups of the samples The technique of analysis of variance is referred to as ANOVA. A table showing the source of variation, the sum of squares, degrees of freedom, mean square (variance) and the formula for the F-ratio is known as ANOVA TABLE. F-statistic = Variance between the samples Variance within the samples
14
CORRELATION ANALYSIS Correlation is a statistical tool which studies the relationship between two variables, and correlation analysis involves various methods and techniques used for studying and measuring the extent of the relationship between two variables. Correlation analysis enables a marketing manager to estimate cost, sales and other variables on the basis of other series that costs, sales and prices may be functionally related. Correlation may be classified as 1) positive and negative 2) simple, multiple and partial 3) linear and non-linear.
CHI-SQUARE ANALYSIS
Chi-square (? ) Where O E -
2
=
( O ? E)
E
2
The observed frequency The expected frequency
Expected frequency formula
15
E
-
( Row total ) ( Column total )
Grandtotal
Degree of freedom: (r – 1) (c – 1) Where r c Rules • If the chi square value is less than table value then accept the null hypothesis. • If the chi square value is greater than table value then reject the null hypothesis. Number of rows Number of columns
REVIEW OF LITERATURE
MOTIVATION: Motivation is a general term used to describe the process of starting, directing, and maintaining physical and psychological activities. The word motivation comes from the Latin word movere “to move”. All behavior is in some way motivated. The motivation refers to states within an individual that drives his behavior towards some goals.
16
The important task before every manager is to secure optimum performance from each of his subordinates. Motivation is a process of including and instigating the subordinates to put in their best. Motivation is influenced significantly by the needs of a person and the extents to which these have been fulfilled. To motivate the subordinates, the manager must, therefore, understand their needs. DEFINITION OF MOTIVATION: Motivation may be defined as “something that moves the person to Action and continues him in the course of action already initiated.” W.G. SCOTT has defined motivation as a process of stimulating people to action to accomplish desired goals.
EDWIN B.FLIPPO defined motivation as the process of attempting to influence others to do your will through the possibility of gain or reward.
MOTIVATIONAL MODEL
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Need Deficiency
Search and choice of strategy
Goal Directed Behaviour
Revaluation of needs
Rewards or Punishment
Evaluation of Performance
NEED FOR MOTIVATION
? It leads to job satisfaction of the workers which will reduce absenteeism and
increases turnover.
? It will create better industrial relations in the enterprises. ? It also the foster team spirit among the workers and their loyalty to the work
group.
? Effective motivation succeeds not only in having an accepted but also in
gaining a determination to see that it is executed efficiently and effectively.
? It will get people on your side and they’ll want to help you. Piss them off
and they’ll do everything they can to screw you over.
TYPES OF NEEDS: There are three types of needs.
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? Primary Motives ? General Motives ? Secondary Motives 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
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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 CHARACTERISTICS OF MOTIVATION
? Motivation deals with workers on the psychological plane. Effective
performance on the part of workers can be said to be the result of their abilities backed by proper motivation.
? A motivational device which promises fulfillment of some needs of workers
and not others will fall shorts to its objectives of looking total commitment of workers.
? A worker will perform the desired activity only so long as he sees his action
as a means of continued fulfillment of his strongly felt needs.
? Motivation may be provided in several ways depending upon the needs,
emotions and sentiments of workers.
? Motivation cannot be a time-bound process. Not it can be a touch-and-go
affair.
? To keep the workers continuously engaged in the planned activities, they
must be kept in a state of continued animated tension by means of unfolding before them ever new avenues for the satisfaction of their limitless needs.
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IMPORTANCE OF MOTIVATION The increased attention towards motivational is justified by several reasons;
? Motivated employees are always looking for better ways to do a job. ? A motivated employee generally is more quality oriented. ? Highly motivated workers are more productive than apathetic workers.
Finally, many organization are now beginning to pay increasing attention to develop their employees as future resources upon which they can draw as they grow and develop. FACTOR INFLUENCING INDIVIDUAL MOTIVATION IN ORGANISATION
Attitudes
Goals
Motivation
Beliefs
Needs
Values
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MOTIVATING FACTORS
? Some managers try to motivated employees through the use of rewards,
punishments and formal authority. But, motivation is much more complicated than that.
? It involves the ideas of family, teamwork, growth, learning, other benefits
and the like the employees do not enjoy a routine, monotonous role of being log in the wheel. They prefer taking risk, making decision and delivering the goods.
? Innovation and creativity have come to be crucial needs for executives
today. They like to be listened for the suggestions and new ideas.
? Employees look forward for the development of new skills rather than
security of jobs in an organization. Training and development programmes also provided to break from the daily routine and work pressure.
? Today’s employees, therefore, want to add to themselves as they make
valuable contributions to their organization.
? Just as employees have a need for challenges work involving risk they also
need to be forgiven for and mistake made in the process. Employee’s fee motivated any perform better when mistakes are forgiven of ignored.
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FINANCIAL INCENTIVES Financial incentive is concerned directly of indirectly with money. Factors such as Wages, Salary, Bonuses, Profit-sharing, Leave with pay, Medical facility, Insurance, Housing facility, Retirement benefit and the like are individual under this type of motivation. Money is a means through which one can satisfy higher order needs. NON FINANCIAL INCENTIVES: Non-financial motivation is not connected with monetary rewards. They are psychic rewards of the rewards of enhanced position that can be secured in the work organization. Some of the most commonly used non-financial motivation is, ? Appraisal, praise, and prestige ? Status and pride ? Competition ? Delegation of authority0 ? Participation
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? Job security ? Job enlargement ? Job rotation ? Job loading ? Job enrichment ? Quality of work life
TYPES OF MOTIVATION: • Positive motivation - Involves proper of recognition employee of employee’s efforts the and goal
appreciation achievement.
contribution
towards
- Improve the standard of performance, lead to good team spirit, and a sense of cooperation. • Negative motivation - Based on force, fear and threats. - The fear of punishment Threatened with demotion, dismissed, lay-off, pay cut etc.
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• Extrinsic motivation - include higher pay, retirement benefits, rest periods, holidays, profit sharing schemes, health and medical insurance, vacation etc. • Intrinsic motivation - Praise, recognition, responsibility, esteem, power, status,
participation etc.
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.
THEORIES OF MOTIVATION:
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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
? 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.
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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.
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.
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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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? 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. 2.
Employees can view work as being as natural as rest or play. People will exercise self-direction and self-control if they are committed to the objectives.
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3. 4.
The average person can learn to accept even seek responsibility. The ability to make innovative decisions is widely dispersed throughout the Population and is not the positions. sole province of those in management
?
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.
He distinguished between: Hygiene Factors: ? Wages ? Salary ? Company policies ? Interpersonal Relation with Peers ? Job Security ? Supervisors Technical
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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.
COMPANY PROFILE
Syrma provides global OEM’s unique partnership opportunities to reduce product development costs and deliver globally competitive electronic manufacturing services through leveraging Syrma’s contract engineering and manufacturing services teams. Syrma, along with the resources of the Tandon Group companies have a 30 year legacy of creating innovative manufacturing and
31
fulfillment solutions for global end markets, with unique business models to enable OEM’s to grow their presence in the rapidly expanding India market. Syrma is the manufacturing arm of the Tandon Group. We specialize in collaborative design (CDM) and manufacturing of med/high mix and flexible volume electronic products. In addition we offer precision component technology and manufacturing for RFID tags and magnetic products. We provide these services to OEMs in the following market segments:
• • • •
Industrial Medical Defense Telecommunitions
Company History of Syrma and the Tandon Group Syrma has a long heritage of continuous technology and manufacturing innovation. This has helped Syrma and the Tandon Group companies expand their presence worldwide and lead to servicing marquee customers such as Compaq,
Dell, IBM, Apple and Western Digital. Some of the products manufactured over the years have included: Disk Drives, Memory Modules, Power Supplies / Adapters, DC Motors, Fiber Optic Assemblies & a variety of electronic components.
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Today Syrma and the Tandon Group have developed an infrastructure that uniquely positions it to assist global customers to explore the growth opportunity presented by India’s vast domestic market. Manufacturing services include:
? ? ? ? ?
Advanced process and manufacturing technology Product Launch/NPI DFx Services / Collaborative design and product development services PCBA and systems integration Precision electromechanical assembly expertise
Tandon Group Companies Linking a design and manufacturing service solution to the specialized fulfillment capabilities of the several Tandon Group companies can enable a highly competitive and differentiable solution for YOUR Company’s products. Defense Market Manufacturing and Fulfillment Solutions Memory Electronics MEPL is a Licensed Manufacturer of Defense Equipments, approved by Ministry of Defense, Govt.of India. This group company has manufacturing units
in Nasik and Mumbai, Memory Electronics Pvt. Ltd. (MEPL) offers total state of the art solutions to customers in the field of Defense Electronics.
33
Wireless Communications Manufacturing and Fulfillment Solutions 3G Wireless Communications 3G Wireless is a wholly subsidiary of Memory Electronics focused on providing turnkey communication solutions. The 3G team serves as a consultancy capable of providing a one stop shop for all wireless communication requirements. Its services encompass the entire process from defining the requirements to product selection, installation, value added services and repair / maintenance. Syrma Technology’s Engineering services enable customers to leverage their internal innovation capabilities - offering a win-win proposition - OEM’s intellectual property is protected while leveraging our design capabilities to lower their costs and improve the time to market for new products. 1. Accelerate market entry 2. Reduce product costs 3. Reduced product development costs
34
Manufacturing Services Syrma is a leader in providing manufacturing and integrated supply chain services with focus towards the India market. Syrma’s services include engineering, manufacturing and Integration / sales support in several India market verticals.
35
Syrma is helping OEMs become more competitive in the emerging India market We are India market specialists and can accelerate OEM’s introduction of new products to the India market. A Powerful Edge for Productivity Syrma increases your responsiveness and efficiency so you can deliver greater value to your customers. As your partner we: ? Manage your manufacturing operations ? Streamline the entire product life cycle ? Improve your productivity ? Give you a competitive edge
36
RFID Passive tags manufacturer: RFID Cards, Labels, Wrist band, Key Fobs, ISO, Clamshell, Laundry, Glass cards provider. RFID or "Radio Frequency Identification" technology relies on radio signals for transmission of information. It’s most basic application is the identification of people, animals, goods, and miscellaneous objects. Due to its numerous advantages over other identification systems, RFID systems are replacing bar codes, optical character recognition, biometry, contact cards etc.
cater Syrma in tune with the growing RFID Market is building a Design and Development Center to to the needs of its elite Customers.
Some of the RFID Tags include: ? Wrist Bands ? Key Fobs ? Clamshell Cards ? ISO Cards ? Molded Tags ? Epoxy Potted Tags ? Nail Tags ? Laundry Tags ? Clear Discs ? Transponders/ Inlays ? Glass Tags/ Tube Tags
37
Apart from the above we design and manufacture tags for specific applications. ? High temperature ? Harsh environment ? Waste management ? Pigeon racing ? Sports timing ? For metal environment (on metal tag) ? Tamper proof ? Pallet tracking ? Labels ? Jewelry management
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ORGANISATION STRUCTURE
PRESIDENT
GM HR & ADMIN
HEAD FINANCE
GM OPERATION S
GM SALES & MARKETING
GM ENGG TOOLING CALIBERATION
HEAD FACILITIES & MR
HEAD HR
HEAD MIS
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HEAD QA
HEAD PROCESS
HEAD MATRL, EXIM, PPC
HEAD PRODN, MAGNETICS, RFID
HEAD PRODN VOICE COILS
ORGANISATION STRUCTURE ANTENNA
PRESIDENT
VP BUSINESS DEVELOPMENT
Sr. GENERAL MANAGER
VENDOR DEVELOPMENT
PROGRAM MANAGER
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MANAGER QA
MANAGER PRODUCTION
MANAGER ENGINEERING
HEAD MATERIALS
DATA ANALYSIS AND INTERPRETATION
TABLE 1: SATISFACTION REGARDING MOTIVATION GIVEN BY SUPERIORS
FACTORS Agree Disagree I don’t know Total
NO OF RESPONDENTS 86 6 8 100 Source: computed
PERCENTAGE 86 6 8 100
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From the above table it is found that 86% of the respondents are satisfied regarding motivation given by the superiors and 6% are not satisfied with the motivation given by superiors.
CHART 1: SATISFACTION REGARDING MOTIVATION GIVEN BY SUPERIORS
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8% 6%
Agree Disagree 86% I don't know
TABLE 2: SATISFACTION REGARDING THE EXISTING MOTIVATIONAL TECHNIQUE
43
FACTORS Highly satisfied Satisfied Satisfied to some extent Dissatisfied Highly dissatisfied Total
NO OF RESPONDENTS 10 48 34 4 4 100
PERCENTAGE 10 48 34 4 4 100
Source: computed From the above table it is clear that 10% of respondents are highly satisfied, 48% are satisfied, 34% are satisfied to some extent, 4% are dissatisfied, 4% are highly dissatisfied regarding the existing motivational techniques.
CHART 2: SATISFACTION REGARDING THE EXISTING MOTIVATIONAL TECHNIQUE
44
50 45 R E S P O N D E N T S 40 35 30 25 20 15 10 5 0 Highly satisfied 10
48
34
Highly satisfied Satisfied satisfied to some extent Dissatisfied No opinion
4
4
Satisfied
satisfied to some extent FACTORS
Dissatisfied
No opinion
TABLE 3: PERCENTAGE OPINION OF RESPONDENTS IN IMPROVING EXISTING MOTIVATIONAL TECHNIQUES
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FACTORS 0-5 % 6-30 % 31-60% 61-80% 81-100% Total
NO OF RESPONDENTS 16 30 30 12 12 100
PERCENTAGE 16 30 30 12 12 100
Source: computed From the above table it is clear that 16% of the respondents need 0-5% level, 30% of the respondents need 6-30% level, 30% of the respondents need 31-60% level, 12% of the respondents need 61-80% level and 12% of the respondents need 81-100% level of improvement in existing motivation techniques.
CHART 3: PERCENTAGE OPINION OF RESPONDENTS IN IMPROVING EXISTING MOTIVATIONAL TECHNIQUES
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30 25 R E S 20 P O N 15 D E N 10 T S 5 0 0 - 5%
30
30
16 12 12 0 - 5% 5 - 30% 31 -60% 61 - 80% 81 - 100%
5 - 30%
31 -60% FACTORS
61 - 80%
81 - 100%
TABLE 4: RESPONDENTS SATISFACTION REGARDING REWARDS
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RESPONSES Yes No Total
NO OF RESPONDENTS 60 40 100
PERCENTAGE 60 40 100
Source: computed From the above table it is clear that 60% of the respondents are satisfied and 40% of the respondents are not satisfied regarding rewards.
CHART 4: RESPONDENTS SATISFACTION REGARDING REWARDS
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40%
Yes No
60%
TABLE 5:
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OPINION OF RESPONDENTS IN OBTAINING ENCOURAGEMENT
RESPONSES Yes No Total
NO OF RESPONDENTS 80 20 100
PERCENTAGE 80 20 100
Source: computed From the above table it is clear that 80% of the respondents are satisfied and 20% of the respondents are not satisfied in obtaining encouragement.
CHART 5: OPINION OF RESPONDENTS IN OBTAINING ENCOURAGEMENT
50
20%
Yes No
80%
TABLE 6: OPINION ABOUT REWARD AND PRODUCTIVITY
51
RESPONSES Agree Disagree I don’t know Total
NO OF RESPONDENTS 80 8 12 100
PERCENTAGE 80 8 12 100
Source: computed From the above table it is clear that 80% of the respondents have agreed, 8% of respondents have disagreed and 12% of the respondents are said i don’t know that rewards leads to high productivity.
CHART 6: OPINION ABOUT REWARD AND PRODUCTIVITY
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12%
8%
Agree Disagree I don't know
80%
TABLE 7: OPINION OF EMPLOYEES TOWARDS JOB
53
SATISFACTION FACTORS Interesting work Career development Recognition Others Total NO OF RESPONDENTS 38 40 16 6 100 PERCENTAGE 38 40 16 6 100
Source: computed From the above table it is observed that 38% of the respondents are opinion that interesting work gives job satisfaction, 40% of respondents consider career development as the most important factors which gives job satisfaction, 16% of respondents said that recognition gives job satisfaction and the rest of the 6% of respondents are view that some other factors also job satisfaction.
CHART 7: OPINION OF EMPLOYEES TOWARDS JOB SATISFACTION
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38
40
40 R E S P O M D E N T S 35 30 25 20 15 10 5 0 Interesting Career Recognition work development FACTORS Others
6 16
Interesting work Career development Recognition Others
TABLE 8: EMPLOYEES EXPECTATION REGARDING JOB
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EXPECTATION Maximise the earning Desire for more leisure Greater security More interesting work Career development Total
NO OF RESPONDENTS 16 10 8 20 46 100 Source: computed
PERCENTAGE 16 10 8 20 46 100
From the above table it is clear that 16% of respondents expect maximizing their earning, 10% of respondents expect desire for more leisure in their job, 8% of respondents expect greater security in their job, 20% of respondents expect more interesting work in their job and 46% of respondents expect career development in their job.
CHART 8: EMPLOYEES EXPECTATION REGARDING JOB
56
46
50 45 40 35 30 25 20 15 10 5 0
RESPONDENTS
20 16 10 8
Maximize earning Desire for more leisure Greater Security More interesting Career development
Maximize earning
Desire for more leisure
Greater Security
More interesting
Career development
FACTORS
TABLE 9: INFLUENCE OF MOTIVATION ON BEHAVIOUR AT WORK AND RELATIONSHIP WITH SUPERIORS AND PEERS
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RESPONSES YES NO TOTAL
YES 78 6 84
NO 16 0 16
TOTAL 94 6 100
To test whether the employees accepts that the motivation influence behaviour at work and reflects on the relationship with superiors and peers, we use chi square test.
HYPOTHESIS Ho : The motivation influence behaviour at work and reflects on the relationship with superiors and peers H1 : The motivation does not influence behaviour at work and reflects on the relationship with superiors and peers
CHI SQUARE TABLE
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O 78 16 6 0
E 78.96 15.04 5.04 0.96
O-E -0.96 0.96 0.96 -0.96
(O-E)2 0.922 0.922 0.922 0.922
(O-E)2/E 0.012 0.061 0.183 0.960
Calculated ?2 = (O-E) 2 / E = 1.216 Degrees of freedom = n – 1 = 4 – 1 = 3 The tabulated value for ?2 for 3 degree of freedom at 5% level = 7.815 Since calculated ?2 is lesser than the tabulated ?2, we accept the null hypothesis.
INFERENCE: The motivation influence behaviour at work and reflects on the relationship with superiors and peers
TABLE 10:
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FACTORS LEVELLING TO GREATER PERFORMANCE
RESPONSES Ability Training Motivation Good supervision All Total
NO OF RESPONDENTS 10 20 32 20 18 100
PERCENTAGE 10 20 32 20 18 100
Source: computed From the above table it is observed that 10% of respondents feel that ability alone gives greater performance, 20% of respondents feel that training only leads to greater performance, 32% of the respondents feel that motivation leads to greater performance, 20% of the respondents feel that good supervision leads to greater performance and 18% of the respondents feel that the ability, training, motivation, good supervision leads to greater performance.
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CHART 10: FACTORS LEVELLING TO GREATER PERFORMANCE
35 30 25 RESPONDENTS 20 15 10 5 0 Ability Training 10 20
32
20 18
Ability Training Motivating Good supervision All
Motivating FACTORS
Good supervision
All
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TABLE 11: RESPONDENTS OPINION ABOUT CHARACTERISTICS OF MOTIVATION ENVIRONMENT WEIGHTAGE RANK Understanding effort & performance level Participation of employees in decision making Providing greater opportunity for growth Recognition 5 1 2 4 4 2 1 4 3 3 1 6 2 4 3 0 1 5 16 WEIGHTAG E TOTAL 300 3.00 3 AVERAGE RANK
2 0 2 6 1 8
1 4 3 2 2 8 1 2
2 0 2 4 1 8 2 4
2 2 1 0 1 4 2 4
14
284
2.84
4
8
358
3.58
1
22
306
3.06
2
Rewards and appreciation
1 2
28
256
2.56
5
Formula = Xi*Wi+Wj+……………..Xn*Wn/N Xi = No. of opinion polled in particular parameter Wi = Weight given for particular rank N = Total no. of respondents
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TABLE 12: SATISFACTION WITH THE BASIC NEEDS GIVEN BY THE COMPANY FACTORS NO OF RESPONDENTS 22 56 20 2 0 Total 100 Source: computed From the above table it is observed that 22% of respondents are highly satisfied with the basic needs providing by the company, 56% of respondents are satisfied, 20% of respondents are satisfied to some extent and 2% of respondents are dissatisfied. PERCENTAGE
Highly satisfied Satisfied Satisfied to some extent Dissatisfied No opinion
22 56 20 2 0 100
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CHART 12: SATISFACTION WITH THE BASIC NEEDS GIVEN BY THE COMPANY
50 45 40 RESPONDENTS 35 30 25 20 15 10 5 0 Highly satisfied
22
46
Highly satisfied Satisfied
20
satisfied to some extent Dissatisfied No opinion
2 0
Satisfied
satisfied to Dissatisfied some extent FACTORS
No opinion
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TABLE 13: RESPONDENTS OPINION THAT MEDICAL FACILITY AND INSURANCE MOTIVATES TO THEM
RESPONSES Yes No Total
NO OF RESPONDENTS 60 40 100
PERCENTAGE 60 40 100
Source: computed From the above table it is observed that 60% of respondents are opinion that medical and insurance facility provided is highly motivated to them.
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CHART 13: RESPONDENTS OPINION THAT MEDICAL FACILITY AND INSURANCE MOTIVATES TO THEM
40%
Yes No
60%
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TABLE 14: RESPONDENTS SATISFACTION WITH MOTIVATIONAL ATTRIBUTES GIVEN BY THE COMPANY
RESPONSES
NO OF RESPONDENTS 78 22 100
PERCENTAGE
Yes No Total
78 22 100
Source: computed From the above table it is clear that 78% of the respondents are satisfied with the motivational attributes given by the concern.
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CHART 14: RESPONDENTS SATISFACTION WITH MOTIVATIONAL ATTRIBUTES GIVEN BY THE COMPANY
22%
Yes No
78%
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TABLE 15: ACCEPTANCE REGARDING INCREASE IN PRODUCTIVITY THROUGH MOTIVATION
RESPONSES
NO OF RESPONDENTS 44 52 4 100 Source: computed
PERCENTAGE
To a large extent To some extent Not at all Total
44 52 4 100
From the above table it is observed that 44% of respondents accept to a large extent regarding increase in productivity through motivated, 53% of respondents accept to some extent and 4% of respondents not accept.
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CHART 15: ACCEPTANCE REGARDING INCREASE IN PRODUCTIVITY THROUGH MOTIVATION
44
45 40 35 30 25 20 15 10 5 0
42
RESPONDENTS
To a large extent To some extent Not at all
4
To a large extent
To some extent FACTORS
Not at all
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TABLE 16: PROVISION OF MONETARY REWARDS
RESPONSES Yes No Total
NO OF RESPONDENTS 76 24 100
PERCENTAGE 76 24 100
Source: computed From the above table it is observed that 76% of the respondents accept regarding monetary rewards to them.
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CHART 16: PROVISION OF MONETARY REWARDS
24%
Yes No
76%
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TABLE 17: SATISFACTION REGARDING THE EXISTING MOTIVATIONAL TECHNIQUE
SATISFIED DPT HIGHLY SATISFIED SATISFIED TO SOME EXTENT Production 6 14 4 0 DISSATISFIED NO OPINION
0
Stores
6
14
6
0
0
Purchase
0
8
8
4
4
Accounts
0
14
12
0
0
Total
12
50
30
4
4
To test whether the employees in SYRMA TECHNOLOGY have significant difference with existing techniques we use ANOVA one way test.
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HYPOTHESIS Ho There is no significant difference between the satisfactions level of existing techniques. H1 There is significant difference between the satisfactions level of existing techniques. Correction factor = (T)2/N = (100)2/20 = 500
Total sum of squares = (72+652+140+16+16) – C.F = 896-500 = 396 Sum of squares between satisfaction levels = [(12)2 /4 + (50)2 /4 + (30)2 / 4 + (4)2 /4 + (4)2 /4] – C.F = [36+625+225+4+4] – 500 = 394 Sum of squares within satisfaction level = (Total sum of squares – sum of square between Satisfaction level) = 396 – 394 =2
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ANOVA SOURCE OF VARIATION DEGREE OF FREEDOM BETWEEN SATISFACTION LEVEL WITHIN SATISFACTION LEVEL 15 2 0.133 4 394 98.5 SUM OF SQUARES VARIANCE F RATIO
740.6
Calculated Value
= 740.6
Tabulated value for (V1= 4, V2= 15) At 5% level of significance = 3.06 Calculated value > tabulated value Hence, we reject null hypothesis. There is significant difference between the satisfaction level of existing techniques.
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SUMMARY OF FINDINGS
? The research reveals that 86% of the respondents are satisfied regarding motivation given by the superiors and 6% are not satisfied with the motivation given by superiors. ? From this analysis it is found that 10% of respondents are highly satisfied, 48% are satisfied, 34% are satisfied to some extent, 4% are dissatisfied, 4% are highly dissatisfied regarding the existing motivational techniques. ? From this study it is found that 16% of the respondents need 0-5% level, 30% of the respondents need 6-30% level, 30% of the respondents need 31-60% level, 12% of the respondents need 61-80% level and 12% of the respondents need 81-100% level of improvement in existing motivation techniques. ? The researcher found that 60% of the respondents are satisfied and 40% of the respondents are not satisfied regarding rewards. ? The research reveals that 80% of the respondents are satisfied and 20% of the respondents are not satisfied in obtaining encouragement.
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? From this study it is found that 80% of the respondents have “agreed”, 8% of respondents have “disagreed” and 12% of the respondents are said “i don’t know” that rewards leads to high productivity ? The researcher found that 38% of the respondents are opinion that interesting work gives job satisfaction, 40% of respondents consider career development as the most important factors which gives job satisfaction, 16% of respondents said that recognition and the rest of the 6% of respondents are view that some other factors also job satisfaction. ? The study reveals that 16% of respondents expect maximizing their earning, 10% of respondents expect desire for more leisure in their job, 8% of respondents expect greater security in their job, 20% of respondents expect more interesting work in their job and 46% of respondents expect career development in their job. ? It is found that the motivation influence behavior at work and reflects on the relationship with superior and peers.
? From the study it is found that 10% of respondents are opinion ability, 20% of respondents are opinion training only, 32% of the respondents are opinion motivation, 20% of the respondents are opinion good
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supervision and 18% of the respondents feel that the ability, training, motivation, good supervision leads to greater Performance.
? The researcher reveals that 22% of respondents are highly satisfied with the basic needs providing by the company, 56% of respondents are satisfied, 20% of respondents are satisfied to some extent and 2% of respondents are dissatisfied.
? It is found that 60% of respondents are opinion that medical and insurance facility provided is highly motivated to them.
? It is found that 78% of the respondents are satisfied with the motivational attributes given by the concern.
? The researcher reveals that 44% of respondents accept to a large extent regarding increase in productivity through motivated, 53% of respondents accept to some extent and 4% of respondents not accept.
? From the study it is found that 76% of the respondents accept regarding
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monetary rewards to them.
RECOMMENDATIONS AND SUGGESTIONS
? In syrma technology pvt ltd the management can provide transfer for the employees in which they can go to some other places and work for a certain period. ? In syrma technology pvt ltd, 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 performance well during the training period and during the work time. ? The organization can give training programmed in systematic programmed for the employee to improve the productivity level in the concern.
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? 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. ? Interesting working environment can be created. ? Equal opportunities should be given to all. ? Update the working knowledge through lecture classes and group discussion.
CONCLUSION
The research on motivational techniques for the employees is done in Syrma Technology, Tambaram Sanatorium. The main objective of those research studies is attained and the researcher gained knowledge in the area of employee’s satisfaction towards the existing motivational techniques. During this research the employees have cooperated well and answered all the questions to the best of their knowledge. This research helped the researcher to gain practical experience on conducting surveys, application of statistical tests/tools. From this research, the researcher understands that the respondents give preference towards greater security and career development and it will be helpful
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to the higher authorities of Syrma Technology to take decisions for that. In this research, the responses are analyzed and interpreted through tables and charts. The major findings of this research are that the employees of Syrma Technology are highly satisfied with the existing motivational techniques.
BIBLIOGRAPHY
REFERENCE BOOKS:
?
Nirmal Singh, Human Relations and Organizational behavior, Deep and Deep Publications PVT Limited. Stephens P. Robbins and Timothy A. Judge, Organizational behavior, Prentice Hall of India (P) Limited. K. Aswathappa, (1998). Human Resource and Personnel Management, New Delhi. Tata Mc Graw Hill publishing company limited. C.R.Kothari, (2003). Research Methodology: Methods and Techniques. New Delhi. L.M. Prasad, (2004), Human Resource Management, and New Delhi: Sultan chand & sons.
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?
?
?
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J. Tripathi and E.J. Mc Cormick, (1965). Human Resource Management and Personnel Management.
WEB SITES:
? ? ?
WWW.SCRIBD.COM WWW.SYRMA.COM WWW.GOOGLE.COM
QUESTIONNAIRE FOR JOB SATISFACTION
[This Data or Information collected will be kept as ‘Confidential’ and shall not be used or reproduced anywhere. It is meant only for the purpose of preparing MBA Research Study paper]
GENERAL INFORMATION: NAME: AGE: GENDER: MARITAL STATUS:
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QUALIFICATION: 1. Below SSLC EXPERIENCE: 1.5-10 Years SALARY: 1. Below 5000 2.5000- 10000 3.10000-15000 4.15000 & above 2.10-15 Years 3.15-20 Years 4.20-25 Years 2.Higher Secondary 3.Diploma 4.Degree Holder
QUESTIONS [Kindly put the tick mark against the selected answer in an Unbiased manner]
1. Do you agree that motivation from superior help in during your work better than earlier? Agree (b) disagree (c) I don’t know
2. Can u express your level of satisfaction with regarding the following motivational techniques? (a) (b) (c) Highly satisfied Somewhat satisfied Neither satisfied nor dissatisfied
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(d) (e)
Somewhat dissatisfied Highly satisfied
3. Does your organization offer any reward for excellent in job. Please specify the name and type of reward?
4. Do you want any improvement in the existing motivational techniques? Rate the level? (a) 0-5% (d) 61-80% (b) 5-30% (e) 81-100% (c) 31-60%
5. Are you satisfied with reward offered? (a) Yes Please specify reason: (b) no
6. Are you encouraged to get more rewards? (a) Yes (b) no
7. Do you agree with the statement “reward leads to high level of
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productivity and good quality work” (a) Agree (b) 8. Are you satisfied with the present job? (a) Yes (b) No (b) disagree (c) I don’t know
9. Please specify the factor which leads to job Satisfaction? (a) Interesting work (c) Recognition (b) Carrier development (d) any other specify
10. How do you expect your job to be? (a) Maximize earning (c) Greater security (e) Career development (b) Desire for more leisure (d) More interesting
11. Does motivation influence behavior at work? (a) Yes (b) No
12. Motivation reflects on the relationship with Superiors and peers. (a) Yes (b) 13. Which factor levels to greater performance? (a) Ability (c) Motivation (b) Training (d) Good supervision
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(b) No
(d) All the above
14. What characteristics should a motivation? Environment contains? Rank it. (a) (b) (c) (d) (e) Understanding effort & performance level Participation of employees in decision making Providing greater opportunity for growth Recognition Rewards and appreciation
15. Are you satisfied with the basic needs given by the company? (a) (b) (c) (d) (e) Highly satisfied Satisfied No opinion Dissatisfied Highly dissatisfied
16. Does the medical facility and the insurance provided by the company is highly motivate to you? (a)Yes (b) No
17. Are you satisfied with the motivational attributes given by the company? (a)Yes (b) No
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18. Do you think that a highly motivated employee will increase the productivity level? (a) To Large Extent (c) Not at All (b) To Some Extent
19. Does the company give monetary reward to the employees? (a)Yes (b) No
20. What is your opinion of the factors that can be used to increase motivational lines? Any Suggestions/ Remarks:
THANKING YOU.
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doc_939240785.doc