A STUDY ON EMPLOYEE’S MOTIVATION IN

A STUDY ON EMPLOYEE’S MOTIVATION IN EMAMI LIMITED SUMMER PROJECT REPORT Submitted by

A. SUDHA Register No: 27348347 UNDER THE GUIDANCE OF

Mrs. R.VITHYA Faculty Department of Management Studies in partial fulfilment for the award of the degree

MASTER OF BUSINESS ADMINISTRATION

DEPARTMENT OF MANAGEMENT STUDIES

SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE PONDICHERRY UNIVERSITY PUDUCHERRY SEPTEMBER-2007

SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE PONDICHERRY UNIVERSITY

DEPARTMENT OF MANAGEMENT STUDIES BONAFIDE CERTIFICATE This to certify that the project work entitled “A STUDY ON EMPLOYEES MOTIVATION” in “EMAMI LIMITED METTUPALYAM , PUDUCHERRY” is a bonafide work done by A. SUDHA [REG.NO 27348347] in partial fulfillment of the requirement for the award of Master of Business Administration by Pondicherry University during the academic year 2007 – 2008.

GUIDE

Viva-Voce Examination held on

EXTERNAL EXAMINER 1. 2.

HEAD OF DEPARTMENT

TABLE OF CONTENTS CHAPTER

I

TITLE

PAGE NO

LIST OF TABLES

i

LIST OF CHARTS

iii

INTRODUCTION 1.1 Profile of Organization

1

1.2 Process of manufacture

4

1.3 Organization chart

7

II

REVIEW OF LITERATURE

8

III

OBEJECTIVES

19

IV

RESEARCH METHODOLOGY

20

V

DATA ANALYSIS AND INTERPRETATION

23

1. FINDINGS OF THE STUDY

41

2. SUGGESTION AND RECOMMENDATIONS

42

CONCLUSIONS

43

1. LIMITATIONS OF THE STUDY

44

2. SCOPE FOR THE FUTHER STUDY

45

VI

VII

VIII

ANNEXURE

ACKNOWLEDGEMENT I

am

extremely

grateful

to

Our

Principal

Dr.

V.S.K.

VENGATACHALAPATHY to provide necessary and essential facilities to do this

project report.

I express our sincere thanks and deep sense of gratitude to our Head of Department Mr. S. JAYAKUMAR, Department of Management Studies for providing me with an opportunity to study and to do this report.

I express a deep sense of gratitude to my Guide Mrs. VIDHYA Department of Management Studies, for his encouragement, support and guidance to complete this project work successfully.

I convey my heartiest thanks to T. R. RAJAN GENERAL MANAGER, EMAMI LIMITED METTUPALAYAM , Pondicherry, who kindly granted permission to do this project report in his esteemed organization.

Finally, I express our sincere thanks and deep sense of gratitude to my parents and friends for giving timely advice in all the ways and in all aspects for doing the project

ABSTRACT The scope of the present study was analysis on factors enhancing Employees Motivation of Emami Limited, Mettupalyam, Puducherry. The objective was to study employee motivation and motivation factors. The motivation factors are employee involvement, training, working condition and job security ect. my population near 215 and I use random sampling method to select the sample. My sample size is 100. The data was collect by using printed questionnaires. After the data collection, analysis port was done with the help of statistical tool. The result of the project was the entire employees were getting effective encouragement. The company was all ready giving sufficient level of motivation. For this motivation level the company got better response from employee. Suppose if the company was ready to increase employee motivation, it will help to enhance company’s predication level. And also it will help to improve employee loyalty. Deefiantly it totally eradicate employee turnover.

LIST OF TABLE S.no

TABLE NAME

Page No

5.1

Table showing respondents sex

23

5.2

Table showing of the Respondents age

24

5.3

Table showing Educational Qualification of the Respondents

25

5.4

Table showing martial status

26

5.5

Table showing respondents experience

27

5.6

Table showing respondents work

28

5.7

Table showing respondents satisfied

29

5.8

Table showing respondents remuneration satisfied

30

5.9

Table showing respondents outing with the family

31

5.10

Table showing respondents feasible working hours

32

5.11

Table showing respondents relation with the worker team

33

5.12

Table showing respondents level of performance after motivation

34

5.13

Table showing respondents level of interest in motivation

35

5.14

Table showing respondents job security in the organization

36

5.15

Table showing respondents level off the job training

37

5.16

Observed count for CHI-SQUARE

38

5.17

Expected count for CHI-SQUARE

39

LIST OF CHART S.no

CHART NAME

Page No

5.1

Respondents of sex

23

5.2

Age of respondents

24

5.3

Educational Qualification

25

5.4

Martial status

26

5.5

Year of experience

27

5.6

Nature of work

28

5.7

Most of the respondents satisfied

29

5.8

Level of remuneration

30

5.9

Outing with the family

31

5.10

Feasible working hours

32

5.11

Relation with the work team

33

5.12

Level of performance after motivation

34

5.13

Level of interest in motivation

35

5.14

Job security in the organization

36

5.15

Level off the job training

37

CHAPTER – I INTRODUCTION PROFILE OF THE COMPANY HISTORY OF THE COMPANY Emami was started in 1974 due to efforts of SHRI RADHE SHYAM AGARWAL and SHRI. RADHE SHYAM GOENKA who was fuelled by zeal to succeed a business ventures. They found a company to manufacture and market the cosmetics and toiletries. Encouraged by success in cosmetics emami entered into paper, engineering, plastic, ayurvedic medicines. From a single company, emami through take over, the most significant being the acquisition of himani ltd speedily grew into the new successful emami group of companies. Emami has already opened offices and trades representatives in many parts of the world, is actively engaged in sealing joint ventures in tough profit areas with renowned profit nations. MILE STONES OF EMAMI LTD:The Emami Brand name:The initial years of struggle found its rewards with adaptation of the brand name Emami the success with the name was instant. Today it is the most cherished asset of the group. 1978 Himami limited acquired:Himani was a 70 years old company with a number of reputed cosmetic products, it faced a hard time and its operation began to suffer. The emami group saw a winner in the name of himani and took over the company. Today the successful boroplus cream is from himani, a pioneer in herbal cosmetics in the country.

BOROPLUS LAUNCHEDAfter years of experimentation, boroplus antiseptic cream was launched. For years antiseptic cream were strong perfumed, thick and oily-sadly old fashioned. Boroplus revolutionized the entire antiseptic cream concept. It was the first and the only antiseptic cream to be delightfully perfumed, light and non-greasy- a totally a modern product. Its wide acclaim has made it the undisputed leader in the herbal antiseptic cream. This herbal antiseptic cream sells over 5 million tubes annually and is the no. 1 Indian market. 1983 into paper manufacturingEmami group strong believing that success is eventual ventures into paper industry by establishing a paper mill of almost sophistication at balasore for manufacturing quality writing and printing papers. Recently the group has taken over a terminated paper mill-gulmohar paper mill and with its intense business insight put it back on its feet. 1983 Group enters plast Sensing success in the fields of plastics, the group incorporation classic plastic private limited which manufactures blow moulding containers and bottles for the cosmetics industries and jerry cans for oil companies. Exports to ERSTWHILE USSRDue to Emami’s overwhelming success in India, its products received ready acceptance in Russia. It is also being continuously exported to Middle East, south East Asia and countries of EEC. 1984 AWARENESS OF SOCIAL RESPONSIILITY-The Emami group realizing its social responsibility began two trusts-Bansilal Janki Devi Agarwal trust and Kesar dev Ratni Devi Goenka trust to generate funds for social and medical needs.

1993 into health careThe emami group has taken a giant step into a field not ventured by them so for the fields of medicine. The former frank rose limited is now a member of emami group, and manufactures ethical life saving drugs. 1995 CRI TIPSCRI limited stormed to eminence and today is recognized as the undisputed leader in manufacturing tips and refills for ballpoint pen in India. 1997 AMRI HOSPITALSA joint section with government of west Bengal provides quality health care at affordable cost. 1999- Landmark – Emami shopper’s cityLandmark is the buyer’s delight, kolkata’s pride. It has a comprehensive bookshop. Apart, there is a music section, stationery items including gift items, greeting cards, magazines, music, cd-roms sections and a coffee shop all under one roof.

Mission: To sharpen consumers’ insight to understand and meet their needs with value added differentiated products that are safe, effective and fast.  To integrate dealers, distributors, retailers and suppliers into the Emami family, thereby strengthening their ties with the company.  To recruit, develop and motivate the best talents in the country and provide them with an environment that is demanding and challenging.  To strengthen and foster in the employees, strong emotive feelings of owners with the company.  To uphold the principles of corporate governance and move towards decentralization to generate long term maximum returns for all stake owners.

 To contribute whole-heartedly towards the environment and society and to emerge as a model corporate citizen.  To bring down the political boundaries, bridge the seas and emerge as a significant player in the markets world wide to globalize in terms. VISSION:A company, with the help of nature, caters to the consumer’s needs and their inner cravings for dreams of better life in the fields of personal health care, both in India and through out the world. EMAMI COMPANY PRODUCTS: Emami range of products are more than 20 products and is spread across the various products categories of personal, beauty and health care segments resulting in product visibility and brand recall. The company’s products are sold under the Emami and himani brands. EMAMI: 1) Beauty secrets by madhuri a. Cream b. Talcum powder c. Shampoo d. Three-in-one oil. 2) Golden beauty superfine talc. 3) Shadi palace sandalwood talc. 4) Herbal Glycerin soap. 5) Mentho plus balm. 6) Naturally fair. a. Herbal fairness talc. b. Cream 

Cold cream.



Intensive fairness cream with pearls.

7) Odisi talc Sprit of man a. Passion wood •

After shave lotion.

•

Shaving cream.

b. Wild forest •

After shave lotion.

•

Shaving cream.

9) Vanishing cream 10) Classic Elegance (Blue moon/fiery red) 11) Habit toothpaste •

Neem

•

Fluoride

•

Gel

•

Nirog Dant Powder lal.

12) All days’ beauty cream. 13) Fair and handsome. 14) Fair and team. 15) Fair and Ageless.

Future strategy: Company’s business plan for international market comprises of the following key factors. 

Investment in potential markets for key brands leading to higher possibility of returns in terms of turnover and market development in the long run.



Adding new products for various keys markets.



Customizations of product offerings under the same brand – clubbing of familiar products under the same brand.



Manufacturing facilities in high tariff markets to make prices more consumers – friendly.



Acquisition – in certain markets, company may consider buying existing brands instead of trying to build one.

Organizational chartThe process of the organization is basically the managerial function which involves the dividing and grouping of the activities the dividing and grouping of the activities of the enterprise and establishing the authority relationship on them. Organization is the structural framework for carrying out the functions of planning, decision – making, control, communication, motivation, etc. The usual way of depicting a formal organization is by means of an organization chart. It is a snapshot of an organization at a particular point in time that shows the flow of authority, responsibility and communication among various departments that are located at different levels of the hierarchy. The company lines on this chart show who is accountable to whom and who is in change of what department, the chart has, however, certain limitation.

It cannot show certain

important aspects about the organization’s structures. There are as under

1. It does not indicate who has the greater degree of responsibility and authority at each managerial level. 2. People often read into the chart meaning that are not intended. For e.g., employees may infer status and power according to one’s distances on the chart from the chief executive box. 3. It does not indicate the organization’s informal relationship and channels of communication. ORGANISATION CHARTS Management team of emami LtdThis talented group of hard core professionals, dream from various disciplines like finance, marketing, production, human resource department, research, legal affairs, export lend their expertise to the brain thrust of emami groups activities. The management team has fully devoted itself to understand and cope with the vision of the board and thereby fulfill its objectives and goals. They work in union, share the work burden and enjoy the reward of interdependence. Management teamThe core management team of the Emami group comprises of Mr. A.V. Agarwal, Brand director. Mr. P. Sureka, Brand director. Mr. Mohan Goenka, Brand director. Mr. Prashant Goneka, Brand director. Mr. H.V. Agarwal, Brand director. Mr. Dhiraj Agarwal, media director. Mr. Ashok Dasgupta, president – operation. Mr. Hari Gupta, president – Business development. Mr. R.d. Daga, Chief legal affairs.

Mr. R.k. Surana, sr. Vice president – Commercial. Mr. N.H. Bhansil, Sr. Vice president – Finance and Accounts. Mr. S. Rajagopalan, Sr. Vice president – Pondicherry. Mr. A.B. Mukherjee, Vice president – operation and planning. Dr. N.M. Sundar, Vice president – Technical. Mr. A. Ghosh, Vice president – Sale. Mr. D. Podder, Vice president – Co-ordination. Mr. Pradeep srivastav, Vice president – Exports. Mr. Samir Kr. Mandal – General Manager – System. Mr. A.K. Joshi, Company Secretary. Mr. Manoj Agar weal – General Manager – International Auditor. Ms. Punita Kalra, General Manager – Hari division. Mr. Surajit Chakra borty, General manager – oversea operation. Mr. T.R. Rajan, General Manager – Production. Pondicherry. Mr. A. Rajput, General manager- Ayurvedic operation. Mr. Goutam Dhar, Deputy General manage Mr. Partho Basu, Sr, manager – Purchase. Mr. S. Mallhostra, manager – sales training.

CHAPTER - II REWIEW OF LITERATURE

Employee Motivation-The 8 Basics By Martin Hawort

Building a team of motivated people in your business is vital to get the very best results, but so many managers focus on the 'ra-ra-ra', rather than the important things the things that make people feel comfortable in their working environment. Here are eight that you might want to have a think about:

1. TheWeather Is it too hot, or too cold. Your people need an environment which is, like Goldilocks said, 'Just right'. So is the office too stuffy in summer? Or too icy in winter? Is it draughty? Do people get wet when accepting deliveries, because the outside roof leaks? Literally make sure that external factors are as they wish. 2. TheBreaks Sometimes working in a day-to-day job can get boring and exhausting. So people need to know when their breaks are and that they wil be able to take them - it's not that complicated. Yet often, they just aren't able to have this basic courtesy in place. Planning and caring for your people's needs is vital. It's what you would want for yourself, isn't it? 3. Holidays And vacations/holidays are important too - some would say it's the most important thing on the working year calendar. So enable this to happen, when they need to know, so that they can plan their invaluable time away from the business and refresh.

4. BeingHeard You people need you to listen to then and hear them - really hear what they are saying and respond with action and/or acknowledgement. Be out there creating good, open relationships with your people and take in what they say what's important to them - and deliver solutions to make conditions great. 5. AchievableGoals By being really, really clear about what you expect from your employees, you will set the scene for committed staff. Through knowing exactly what their performance should look like to be judged excellent, by you, gets buy-in, bigtime. So be clear, give them the resources to achieve success and they will be well onside. 6. BeingThanked As they do a good job for you each day - tell them. It's easy - just say 'Thank You'! Appreciation for achieving success, especially when it's from the boss is so important. So recognising excellent performance, even for small tasks, cost nothing and takes but a moment - worth building into your day job activities every day! 7. Challenge People like to do new things, to explore, to seek out and utilise their potential, Sometimes this means they will have to be 'stretched' in what they do. With a helping hand, to support, coach and grow the skills of your people, you are setting in place a keen, ambitious and ready-for-the-next-experience star in the making. So find new ways to develop them. 8. Security In today's business climate, it isn't always easy to build the best future consistently - things change too much, too quickly. But you can go some way to ensure that it is a safe place to be. With this level of security, your people will loosen up and feel capable of being with you, rather than against. It is a measure of your own leadership as to how well this works.

Motivation theories Traditional theory 'X' This can best be ascribed to Sigmund Freud who was no lover of people, and was far from being optimistic. Theory X assumes that people are lazy; they hate work to the extent that they avoid it; they have no ambition, take no initiative and avoid taking any responsibility; all they want is security, and to get them to do any work, they must be rewarded, coerced, intimidated and punished. This is the so-called 'stick and carrot' philosophy of management. If this theory were valid, managers will have to constantly police their staff, whom they cannot trust and who will refuse to cooperate. In such an oppressive and frustrating atmosphere, both for the manager and the managed, there is no possibility of any achievement or any creative work. But fortunately, as we know, this is not the case. Theory 'Y' - Douglas McGregor This is in sharp contrast to theory 'X'. McGregor believed that people want to learn and that work is their natural activity to the extent that they develop selfdiscipline and self-development. They see their reward not so much in cash payments as in the freedom to do difficult and challenging work by themselves. The managers job is to 'dovetail' the human wish for self-development into the organizations need for maximum productive efficiency. The basic objectives of both are therefore met and with imagination and sincerity, the enormous potential can be tapped. Does it sound too good to be true? It could be construed, by some, that Theory 'Y' management is soft and slack. This is not true and the proof is in the 'pudding', for it has already proved its worth in the USA and elsewhere. For best results, the persons must be carefully selected to form a homogeneous group. A good leader of such a group may conveniently 'absent' from group meetings so they can discuss the matters freely and help select and 'groom' a new leader. The leader does no longer hanker after power, lets people develop freely, and may even (it is hoped) enjoy watching the development and actualization of people, as if, by themselves. Everyone, and most of all the organization, gains as a result.

Written by Chad Cook

Sunday, 17 December 2006 The Ins and Outs on Motivation when you're Mad Motivation comes in many different forms. Motivation is the reason why people do what they do. Without motivation, many chores and tasks would be difficult to accomplish or achieve. Some people may be motivated from within and outside sources to aid them in achieve their goals will not be needed. For others, things like rewards, praise and benefits are the reasons why they are motivated in the first place. Anger is one emotion that can also aid people in becoming more motivated when it is in a positive way.

.

For many people, getting mad is the start of motivation. For example, if you are on a diet and gain weight instead of losing, you feel angry. This anger can often motivate you to try harder and work more to accomplish your goals. If you failed to get a job you really wanted, you may feel angry enough to do something about it, such as getting a better education. Anger can be either good or bad for motivation. When someone is motivated to make changes or to do something because he or she is mad, it can cause drastic changes. Everyone experiences anger in their home lives, at work, and even on the roads driving in the car. When you are able to understand your anger and the anger of others, you may be able to channel that anger into something positive. Anger is a powerful emotion and with that energy, you can use it productively. It could even be possible to help motivate others when theareanger. . With the right focus and energy, it is possible to use anger to handle conflict productively, recognize what angers you and why and use that for motivation. Anger can make it very difficult for people to stay happy. It can also make marriages and family life miserable. When people harbor anger, it can destroy every kind of relationship in a person's life. In addition, anger leads to stress. When you have learned to

turn

that

anger

into

beneficial

motivation,

you

can

break

the

The first step in turning your anger into positive motivation, it is important to

understand why you are angry. When you understand the source of your anger you can turn that into positive energy. For example, if you are angry because you cannot lose five pounds, you can use that to motivate yourself into trying harder, eating right or even exercising more. Anger alone will not help you process information efficiently. It will also prevent you from realizing the real reason why you are mad. As soon as you understand that, you can work to make a difference in your own . The next step in turning your emotions into motivation is to stay focused. You will need to remember why you feel upset and set goals to help you achieve your goals. When people use their anger as positive motivation, they also need to remember what their initials goals are. This is especially important when tackling a long-term goal such as cleaning out a house or when you want to stop smoking. It is often beneficial to make a list of goals and keep them handy when you are feeling frustrated. Marking off your small achievements on your list can help you actually see what you have accomplished over a period of time. Many goals will take a long time to accomplish so it is important to not become frustrated and take your time when you feel motivated. One thing to remember when you are angry is to use your energy for positive motivation. It best to stop and think about any decision you will make when you are mad. Many bad choices are made when people feel upset or angry. The goal to using your anger as motivation is to find positive ways to channel that energy. When people become angry and act on the spur of the Motivation comes in many forms and when you feel strong emotions, you can often motivate yourself. Using anger to benefit yourself when you need motivation can help you let go of anger and benefit you life in more ways than one.

Written by Chrissy S.

Sunday, 29 October 2006 Five Simple Techniques to Keep You Motivated to Achieve Your Dream

Everyone sets goals for themselves. Every person has dreams, perhaps to get in shape, earn more income, spend more time with the family, or go on a big vacation. Dreams and goals are an aspect of every person's life. Without them, we would have nothing to look forward to, and have no motivation. There are ways to help keep yourself motivated to achieve your dreams, Motivation is why we do what we do. It is what keeps us working at accomplishing tasks in order to reach our goals and it prompts us daily to work towards that destination. Each person is motivated for different reasons, even if they have the same goal in sight. For people who are intrinsically motivated, they have the power from within to make changes and work towards their goals. They do not rely on outside forces to help them achieve their dreams. Others are motivated by extrinsic reasons. These are people who look to outside forces for the motivation to help them achieve their goals. It could be money, praise or other rewards. Most people are motivated by a combination of the two. The way to accomplish your goals is to find what motivates you and use The first technique needed to make your dreams come true is to set goals for yourself. If you jot down the steps you feel are needed to achieve the end result, it will be easier for you to take those steps one at a time. Visualize your goal through writing or by pictures. If you want to lose weight, use a journal to write down each step you will take every day to bring about that result. Find a picture of an outfit or a bathing suit you want to be able to get into, and mentally picture yourself in it. This technique can be used to accomplish even smaller goals, such as cleaning out a closet. Write down the steps you need to take and cross one or two small steps off your list every day. Find a picture of the way your want your closet to look when you are finished and hang it where you can't miss it. Visualizing your goal will keep your mind clearly focused on what you want to accomplish and will help keep you motivated without bogging you down. Next, enlist the support of others to help you fulfill your dreams. Tell everyone around you what you want to achieve and surround yourself with positive people that can

encourage you every day to reach your goal. If you want to quit smoking, talk to others that have successfully done so, and they can help you through the roughest times. Stay away from those that can pull you down, or encourage Another technique you can call on in order to accomplish your goals is to reward yourself. A reward down the line can rev up almost anyone's motivation to work on a task. When you have cleaned out that closet, reward yourself by buying a nice storage system for the closet. You can also help others as a reward. Once you've lost weight, give those clothes you won't be using to a shelter. Or, when you finally stop smoking, use that money you would have bought cigarettes with, and start a savings account for your kids. You will feel motivated by rewarding yourself and others and know that you have helped yourself and those around you in the process. You can also help yourself achieve your goals by setting up a timetable for accomplishing the necessary tasks along the way. For long-term goals, you may not be able to accomplish them quickly. Some achievements take weeks or months. Give yourself a realistic time frame to accomplish the necessary steps to your goal, and work a little each day toward the end result. Mark off every step on your calendar that brings you closer to your goal so you can monitor your accomplishments. Finally, when you are working hard to accomplish your dreams, you can stay motivated by keeping your expectations realistic. Accept the fact that you are bound to have a few setbacks and try not to worry about a few bumps in the road. Achieving your goals can be difficult, and if you get frustrated with setbacks, you are more likely to give up. Instead of doing that, give yourself a break, literally. Promise yourself you'll get back to working on your goals and do not beat yourself up if you have one bad day. Stay motivated and just vow to pick up the pieces and start all over again the next day.

FAQ ABOUT EMPLOYEE MOTIVATION Written by Shelly B.

Friday, 15 September 2006 The success of your company depends on the people who work for you. By working

hard and exhibiting all their talents, your employees play a critical part in keeping your customers satisfied. This is where employee motivation is critical. It is the boss's responsibility to motivate employees which in turn will allow them an overall better outlook on their job and will encourage them to strive to do their jobs to the best of their ability. One of the hardest and most important things that a employer can do is to hang on to good employees, not just manage them. Motivation is a key aspect in keeping employees happy and to creating a positive work environment. The ways to motivate your employees will differ depending on who you ask, there are so many viewpoints that are all different and the majority of the answers are right ones. A manager should realize the there are many ways that one can be motivated and be open to suggestions about how to do this. Considering each person is different, it makes sense that the ways in which a person is motivated will differ also. One mistake that is commonly made when trying to broaden employee motivation is to over-do it. Do not distribute unearned praise to employees since this can prompt other employees to feel negatively about their own performance. Many may believe that motivation is a matter of giving gifts or verbal praise. Some may even think that a raise is a way of motivating employees. While these things are important, there is much more to motivation. There are several ways to motivate an employee that are genuine and deserved. Giving an employee a pat on the back, or mentioning their achievements in a memo or letter are good ways to motivate. The key is to know your employees well enough to give them what they really yearn for. It could be time off, a vacation, a raise, or even just some simple praise.

Ultimately, these types of motivation will result in a better quality of work from your employees as well as a better working relationship between you both. Not to mention a better outlook on the job through the eyes of the employee himself. All of these things will also lead to better customer relationships, since a happy employee tends to make a customer feel more welcome and appreciated. This will lead to higher sales, which is

the ultimate goal in any business A person can benefit from motivation in so many ways. Motivation will assist to achieve personal goals or possibly goals set by you, the manager. There are times when goals can appear unattainable. This is when the right employee motivation tactic can make all the difference since it is likely to give the employee that extra boost of confidence. This will also help them to push Gaining a more decisive outlook on the task or job is a direct outcome of the right employee motivation happy as well. This sounds like an easy thing to do, however when your employees are not happy, it shows. Motivating employees to see the good in the work that they do everyday and to see how they are helping someone is a great way to make your employees and your customers gain a positive perspective of your business. If your company is stuck in a "rut" it may be time for a change. Perhaps a change in the scenery or a change in the way the entire company is run. Who will have better ideas on how to achieve this than the people who work there everyday? Asking employees for their input is another way to motivate employees. The power to change is a hard thing to grasp, however with the right motivation; your employees will likely become Motivating employees builds self esteem. Self esteem is crucial to the productivity of your employees. You want employees who believe in themselves and the power to do great things for your company. By handing down some well deserved motivation, you will increase self esteem in your employees and at the same time be making an important move for the betterment of your company. With the right motivation employees will become more likely to motivate and help others. They will learn to manage their own development within the company. This will result in less work for What are some common reasons why we fail to motivate our employees? There are times when motivation is needed but merely isn't given. This can be the result of management whom is not aware of the power of motivation, or even due to mangers who simply. Often times we can not control the area in which we work, however inadequate equipment to complete a job creates a serious lack of motivation by employees. Just like you delight in coming home to an inviting, clean, warm home, your employees

want to come to a clean, inviting office. Updating equipment and creating an atmosphere in which your employees can thrive is an excellent way to motivate them, however it is one of the most commonly over looked ways to motivate. Try to motivate your employees for only a short period. I am sure that you will see results that you have only dreamed of.

CHAPTER – III

Objectives: 1. To identify the various motivation factors and find suitable one

2. To analyse how motivation created a job satisfaction among the employee

3.To study motivation facilities provided by the concern

4.To identify which motivational factor influence job morale

5.To give suggestion to improve employee motivation in this organization

CHAPTER - IV RESEARCH METHODOLOGY 4.1 Research The advanced learner’s dictionary of current English as “a careful investigation or inquiry especially through search for new facts in any branch of knowledge”. Redman and more define research as a “systematized efforts to gain new knowledge”

Research design: A plan of proposed study prepared by a researcher stating the research activities to be performed in this proposed study before he undertakes his research work is called “Research Design”.

Sample size: 100 respondents were selected for the survey in the various departments.

4.2 Data used: Both primary data and secondary are used in this study Sources of data: 1. primary data 2. Secondary data 1. Primary data: Primary data were collected through survey from the employees using the questionnaire helps to recognize the employee’s perception regarding their jobs and to find out the job performance in the company as well as the job. 2. Secondary data: Secondary data needed for conducting this research work were collected from brochures of the company and employee profile books internet and various journals ect.

4.3 Data collection method: A survey method is used to collect the data.

Type of question: The following are the type of questions which are used in this research.

1. Dichotomous question Dichotomous question are type of question normally, two option such as yes/no.

2. Multiple choice questions: This type of questions more than two options to express the employee’s view.

Defining the population: The total employees working in the organization is 215

Sampling plan: Out of 215 employees this study was carried out taking into the account of only 100 employees.

Filed-work The field work of study was done at EMAMI LIMITED METTUPALYAM PUDUCHERRY.

Period of survey: The period of survey was nearly 1 month.

4.3 Description of statistical tool used: According to this project, there will be two statistical Tools are used. There are

1) Percentage analysis: The percentage method was extensively used for analysis and Interpretation. It can be generally calculated as follow: Number of respondents favorable _________________________

X 100

Total No. of respondents

2. Chi-Square Test: Chi-square test to compare the relationship between the two variables. Formula 2 ∑ = (O-E) _______ E O- Observed value E- Expected value There are many situations in which it is not possible to make any rigid assumption about the distribution of the population from which samples are being drawn.

CHAPTER - V DATA ANALYSIS AND INTERPRETATION RESPONDANTS OF SEX

TABLE NO: 5.1

S.No

1. 2.

Sex

Frequency

Percent

Male

30

30

Female

70

70

Total

100

100

INFERENCE From the above table 30%of respondents are male 70% of female

CHART NO: 5.1 RESPONDANTS OF SEX

TABLE NO: 5.2 AGE OF RESPONDENTS

S.No

Age

Frequency

Percent

1.

20-25

6

6

2.

30-35

42

42

3.

25-30

29

29

4.

40-50

23

23

Total

100

100

INFERENCE The industrial sector workers are working in different age group starting from 20to 60 years. So the age factors of worker determine their involvement. The above table points out that most of the respondents (23.0%) are in the age group of 50 and above 29.0% of respondents are in the age of42% years

CHART NO: 5.2 AGE OF RESPONDENTS

TABLE NO: 5.3 EDUCATIONALQUALIFICATION S.No

Qualification

Frequency

Percent 92

1.

10th/12th

92

2.

Diploma

8

3

Postgraduate

0

4

Undergraduate

0

0

5

Others

0

0

100

100

Total

8 0

INFERENCE From the above table 92% of respondents are 10th/12th 8% of diploma, postgraduate 0%, undergraduate 0% and Other 0%.

CHART NO: 5.3

EDUCATION QUALIFICATION 100

80

60

Frequency

40

20

0 10TH/12TH

DIPLOMA

EDUCATION QUALIFICAT ION

TABLE NO: 5.4 MARTIAL STATUS

S.No

Martial status

Frequency

Percent

1.

Married

69

69

2.

Unmarried

31

31

Total

100

100

INFERENCE From the above table 69% of respondents are married 31% of respondents are unmarried

CHART NO: 5.4

YEAR OF EXPERIENCE TABLE NO: 5.5

Frequency F r e 1 12 2 6 61 1 2 27 7

S.No

Year of experience

1.

1-5yrs

2.

5-10yrs

3.

10-15yrs

4

above 15

0

Total

100

Percent 12 61 27 0

1 0 0

100

INFERENCE The above table shows that, most of the respondents (27.0%) have experienced 10-15yrs, 61.0% of respondents have experienced 5-10yrs and 12.0% of respondents have experienced 1-5yrs

CHART NO: 5.5 YEAR OF EXPERIENCE

NATURE OF WORK TABLE NO: 5.6

S.No

Work

Frequency

Percent

6

6

1.

Technical

2.

Non-technical

94

94

Total

100

100

INFERNECE The above table shows that most of the respondents 6% of technical, and 94% of non-technical.

CHART NO: 5.6 NATURE OF WORK

MOST OF THE RESPONDENTS SATISFIED TABLE NO: 5.7

S.No

Satisfied

1.

Highly -dissatisfied

24

24

2.

Satisfied

76

76

3

Dissatisfied

0

0

4

Highly dissatisfied

0

0

100

100

Total

Frequency Percent

INFERENCE The table 76% respondents are satisfied 24% of highly satisfied, dissatisfied 0% respondents and highly dissatisfied 0% respondents

CHART NO: 5.7 MOST OF THE RESPONDENTS SATISFIED

LEVEL OF REMUNERATION TABLE NO: 5.8

S.No

Remuneration

1.

High

29

29

2.

Below

69

69

3.

No-opinion

2

2

100

100

Total

Frequency

Percent

INFERNECE From the above table 29% of the respondents say the level of remuneration excellent. 69% of respondents is good.2% respondents say the level of remuneration is fair

CHART NO: 5.8 LEVEL OF REMUNERATION

OUTING WITT THE FAMILY TABLE NO: 5.9

S.No

Outing with the family

Frequency

Percent

1.

Yes

61

61

2.

No

39

39

Total

100

100

INFERENCE From the above table it is found that 61% respondents are satisfied.39% respondents

CHART NO: 5.9 OUTING WITH THE FAMILY

OUTING WITH THE FAMILY 70 60 50 40 30

Frequency

20 10 0 YES

NO

OUTING WITH THE FAMILY

FEASIBLE WORKING HOURS TABLE NO: 5.10

S.No

Working hours

Frequency

Percent

1.

9a.m to 5p.m

55

55

2.

8a.m to 4p.m

20

20

3.

Shifts

25

25

Total

100

100

INFERENCE From the above table shows that 55% of respondents.20% of respondents and 25% of respondent

CHART NO: 5.10 FEASIBLE WORKING HOURS FEASIBLEWORKING HOURS EXPECTED 60

50

40

30

Frequency

20

10

0 9A.MT O5P.M

8A.MT O4P.M

SHIFTS

FEASIBLEWORKING HOURS EXPECTED

RELATION WITH THE WORKER TEAM TABLE NO: 5.11 S.No

Relation with workers

Frequency

Percent

1.

Excellent

70

70

2.

Good

27

27

3.

Poor

2

2

4

Very poor

1

1

Total

100

100

INFERENCE From the table 70% of respondents is excellent.27% of respondents good.2% of respondents is poor and 1% of respondents of very poor.

CHART NO: 5.11

RELATION WITH THE WOKER TEAM 80

60

Frequency

40

20

0 EXCELLENT

GOOD

POOR

RELATION WITH THE WOKER TEAM

LEVEL OF PERFORMANCE AFTER MOTIVATION TABLE NO: 5.12

S.No

Performance

Frequency

Percent

1.

Excellent

32

32

2.

Satisfactory

68

68

3

Poor

0

0

Total

100

100

INFERENCE From the above table 32% of respondents say the level of performance is good. 68% of respondents say the level of performance is excellent, 0% of respondents is poor

CHART NO: 5.12

LEVEL OF PERFORMANCE AFTER MOTIVATION 80 70 60 50 40 30

Frequency

20 10 0 EXCELLENT

SAT ISFACTORY

LEVEL OF PERFORMANCE AFTER MOTIVATION

LEVEL OF INTEREST IN MOTIVATION CHART NO: 5.13

S.No

INTEREST IN MOTIVATION

Frequency

Percent

1.

YES

100

100

2

No

0

0

Total

100

100

INFERENCE From the above table 100% of the respondents are interest in motivation.

CHART NO: 5.13 LEVEL OF INTEREST IN MOTIVATIO N 120

100

80

60

Frequency

40

20

0 YES

LEV EL OF INTEREST IN MOTIV A TION

JOB SECURITY IN THE ORGANIZATION TABLE NO: 5.14

S.No

Job security

Frequency

Percent

1.

Yes

100

100

2

No

0

0

Total

100

100

INFERENCE From the above table 100% of the respondents say that job security in the organization

CHART NO: 5.14

JOB SECURITY IN THE ORGANIZATION 120

100

80

60

Frequency

40

20 0 Y ES

JOB SECURITY IN THE ORGANIZATION

LEVEL OFF THE JOB TRAINING TABLE NO: 5.15

S.No

Job training

Frequency

Percent

1.

Yes

100

100

2

No

0

0

Total

100

100

INFERENCE From the above table 100% of respondents say that the level of job training has increased to a large extent.

CHART NO: 5.15

LEVEL OFF THE JOB TRAINING 120

100

80

60

Frequency

40

20 0 Y ES

LEVEL OFF THE JOB TRAINING

CHI-SQUARE TEST

1. ANALSIS USING CHI-SQUARE TEST. 2. ANALSIS TO FIND WHETHER THERE IS DIFFERENT BETWEEN THE OPINIONS OF RESPONDENTS. 3. HO-THERE IS NO SIGNIFICANT DIFFERENT BETWEEN LEVEL OF PERFORMANCE AFTER MOTIVATION AND SATISFIED REMUNERATION. Observed frequency table: SATISFIED

LEVEL OF PERFORMANCE AFTER MOTIVATION

HIGHLYSATISFIED

SATISFIED

EXCELLENT

15

17

32

SATISFACTORY

9

59

68

24

76

100

Total

To find the chi-square test O

E

O-E

(O-E)2

(O-E)/2

15

7.7

7.3

53.29

6.9207

9

16.3

-7.3

-53.29

-3.2693

17

24.3

-7.3

-53.29

-2.1930

59

51.7

7.3

53.29

1.0307

TOTAL

Total

2.4891

Calculated table value =2.4891 Therefore 1. (O-e) 2 =2.4891 2. = (r-1) (c-1) d.f = (2-1) (2-1) d.f = 1 d.f The statistical value for (r-1) (c-1) d.f at 5% level of signification is =3.841 Result: Therefore calculate value 2.4891 better than table’s value. 2.4891< 3.841 so we accept the null hypothesis (HO). Conclusion: So there is no dependability between level of performance after motivation and satisfaction level. Expected frequency table:

SATISFIED

LEVEL OF PERFORMANCE AFTER MOTIVATION

Total

Total

HIGHLYSATISFIED

SATISFIED

EXCELLENT

7.7

24.3

32

SATISFACTORY

16.3

51.7

68

24.0

76.0

100

To find the chi-square test O

E

O-E

(O-E)2

(O-E)/2

15

7.7

7.3

53.29

6.9207

9

16.3

-7.3

-53.29

-3.2693

17

24.3

-7.3

-53.29

-2.1930

59

51.7

7.3

53.29

1.0307

TOTAL

2.4891

Calculated table value =2.4891 Therefore 1. (O-e) 2 =2.489 2. = (r-1) (c-1) d.f = (2-1) (2-1) d.f = 1 d.f The statistical value for (r-1) (c-1) d.f at 5% level of signification is =3.841 Result: Therefore calculate value 2.4891 better than table’s value. 2.4891< 3.841 so we accept the null hypothesis (HO). Conclusion: So there is no dependability between level of performance after motivation and satisfaction level.

CHAPTER - VI FINDINGS OF STUDY

 Most of the respondents are female. Majority of the employee’s 10th/12th.  The majority of the respondents are satisfied with their remuneration.  Majority of the employee’s non-technical workers.  Most of the employees are satisfied with their level of performance after motivation.  Motivation leads to create interest towards the job. Around 45%of the employee’s say that the motivation creates interest towards the job.  Majority of respondents are satisfied with their job.  Most of the workers have excellent relationship with the workers team.  There is proper job security in their organization.  Most of respondents have excellent training programming in their organization

SUGGESTIONS AND RECOMMENDATION At the outset it is understood that employee’s basic needs has to be fulfilled with his salary. In this connection if his basic needs are fulfilled he can perform well in his duty which helps in company’s development. So the company should concentrate on financial motivation. Secondly the highly experienced people, in other words old employees can be given some recreation in their job so their work can be lessened so that they can perform and get interest in their job. The concern should arrange training programmed to the employees in periodical interval. It will create efficiency of workers as well as efficiency of the concern. From this study the employee satisfaction is an intangible asset of concern.

CHAPTER – VII CONCLUSION In today’s knowledge based economy, people are being called on take on higher and more complex responsibilities. With increased responsibility, comes higher impact on the organization’s success. Being able to identity the motivation needs for success in a position has become critical. As a result, thousands of organizations are viewing employee motivation as a strategy be managed and developed. There are various factor that influence motivational factor such as salary, working conditions, training interpersonal relations and job satisfaction. The findings of the study have reaffirmed that each one of these factors are important in contributing to motivation, but none of them can be said as being more important than the other. Motivation is the ultimate function of so many individual attitudes taken together. It is vary complex, complicated and personal experience. A number of material and immaterial factors contribute

CHAPTER-VIII 1. LIMITATIONS •

The study was limited to only one company i.e. Emami Ltd.

•

The study is based upon high population.

•

The time duration of the study is less than the expected.

•

Due to time constraint, motivation level of workers was studied only during the course of this project so that there was no scope for comparative analysis of data taking into account two different time period.

•

The study only based on employee side. It is not covering the staffs.

•

The project data can be valid up, hence there are chances of chances in the findings and result obtained.

2. SCOPE OF THE FUTHER STUDY

•

The important of studying employee’s motivation is to understand the internal satisfaction in the minds of every employee. This study helps to know some employees satisfaction level. The finding of this study helps the company to implement the expectations from the employees.

•

The study helps the company to know whether the motivation undertaken are strongly accepted and also to know the lacking in the employee motivation

BIBLIOGRAPHY

1. Stephen

P.Robbins`&

Seema

Sanghi

(2005)

ORGANISATIONAL

BEHAVOUR, Dorling Kindersley (Indian) pvt. Ltd ., New Delhi. 2. Bhagoliwal,

T.N.

(1992)

PERSONNEL

MANAGEMENT

AND

INDUSTRIAL RELATIONS, Sathitya bawan, Agra. 3. HUMAN RESOURCES MANAGEMENT (2003) ,ICFAI center for Management Research, Hyderabad. 4. Kothari, C,R., RESAARCH METHODOLOGY _ METHODS AND TECHNIQUES , 5. Gupta .S.P, (2005) SATISTICAL METHODS, Sultan Chand & sons, New Delhi.

ANNEXURE AN ANALYSIS OF EMPLOYEES MOTIVATION IN EMAMI LIMITED. PUDUCHERRY. QUESTIONNAIRE 1.Name

:

2.Sex

:

male ( )

3. Age

:

20-25 ( )

female ( ) 30-35 ( )

25-30 ( )

4. Qualification :

10th/12th ( ) Diploma ( ) undergraduate ( ) others ( )

5.Martial status :

married ( ) unmarried ( )

6.Years of experience:

1-5yrs ( )

7.Nature of work : Technical ( )

5-10yrs ( )

40-50 ( ) postgraduate ( )

0-15 yrs( ) above 15 ( )

Non-Technical ( )

8. Are you satisfied with your job? Highly satisfied ( ) Highly dissatisfied ( )

satisfied ( ) Dissatisfied ( )

9. How far you are satisfied with your remuneration High ( ) Below ( ) No-Opinion ( ) 10. Do you go outing with your family Yes ( ) No ( ) 11. What is the feasible working hours expacted? 1.9a.m to 5p.m ( ) 2.8 to 4 ( ) 3.shifts ( ) 12. The relationship with the worker team? Excellent ( ) Good ( ) Poor ( ) very poor ( )

13. What is your level of performance after motivation? Excellent ( ) Poor ( ) Satisfied ( ) 14. Do you get any interest when your motivator motivate you? Yes ( ) No ( ) 15. Do you have job security in your organization? Yes ( ) No ( ) 16. Does the company encourage by to off the job training? Yes ( ) No ( )