ACKNOWLEDGEMENT

The successful completion of the project would have been far from reality without
mentioning the people who made an indelible impression while making the project.
I consider myself extremely fortunate that I have had an opportunity of working under
the guidance of Mr. Anil Srivastava (HR Manager- Infogroup.in). I would
especially like to thank him for his guidance and support in completing the project
and giving his insights into it and when required. He spent his precious time to share
his creative thoughts, views, knowledge, and helped me to learn a gain under his
valuable guidance.
I would like to thank all the staff of HR Department for providing me necessary
information. They have made this project a real worth and a delightful experience that
would stay for a lifetime with me paving my way towards professionalism.
I would like to thank my project guide Mr. _____________________, for his valuable
suggestions and guidance which has made this project possible.

Besides, I take this opportunity to express my gratitude to my parents, family

members and friends who encouraged me in the completion of this project work.
Above all, I am thankful to power beyond us who guided and helped me to complete
the work.

PREFACE

MBA program is one of the most reputed professional courses in the field of
management. This course includes both theory and its applications as its content of
curriculum. The project is an integral part of the curriculum and its purpose is to
provide the practical exposure of business world in the changing scenario. In this
way it helps the student in development of practical skills and analytical thinking
process. It helps in moldings the students according to the requirement of the market.
Each student is required to complete the project in his or her field of interest

The purpose of the project is to expose the students on practical and research front of
his or her area of interest. The project gives a unique experience to aspirants who can
visualize things what they have been taught in classroom. I was fortunate enough to
have the opportunity to do a project on employee motivation at Infogroup.in

I have tried my best and have applied all my efforts, knowledge and sources available,
in this project. Throughout the project the focus has been on presenting information
and comments in easy and intelligible manner.

TABLE OF CONTENT
Chapter No.

Content

Page No.

Executive Summary
2

4
5
6
7
8
9

Design of the study

Need for the study
Objectives of the study
Research Methodology
Limitations
Significance of the study
Company Profile
Introduction
Technologies
Services
Industries Covered
Theoretical Aspect of employee motivation
Introduction of Motivation
Concept and Definition of Motivation
Significance of Motivation
Motivation Process
Theories of Motivation
Types of Motivation
Employee motivation in work place
Motivational Methods
Review of Existing Literature
Data analysis and interpretation
Findings
Suggestions
Bibliography
Annexure

EXECUTIVE SUMMARY
HR plays very important role in the organization. In order to make any managerial
decision really meaningful, it is necessary to convert it in to an effective action, which
the manager accomplishes by motivating his subordinates. Motivation is very
important aspect in the organization. To motivate means to produce goals oriented
behaviour since increase in productivity is the ultimate goal of every industrial
organization, motivation of employees at all levels is the most critical and baffling
3

function of the management.

Almost every human problem the manager faces

throughout the firm has motivational elements. Motivation encourage persons to gave
their best performance and help in reaching enterprise goals. A strong motivation well
enables the increased output of employees but a negative motivation will reduce their
performance.
Motivation is a psychological concept that generates with in an individual. It is an
inner felling which energies a person to work more. The purpose of motivation is to
create conditions, in which people are willing to work with zeal, initiative, interest
and enthusiasm with a high personal and group moral satisfaction, with a sense of
responsibility, loyalty and with pride and confidence in a most cohesive manner so
that the goals of an organizational are achieved effectively. Motivational techniques
are utilized to stimulate employee growth.
In order to motivate workers to work for the organizational goals, the managers must
determine the motives or needs of the workers and provide an environment in which
appropriate incentives are available for their satisfaction .If the management is
successful in doing so; it will also be successful in increasing the willingness of the
workers to work. This will increase efficiency and effectiveness of the organization
.There will be better utilization of resources and workers abilities and capacities.

The project covers the detail study of motivational level of employees and what
measures should be taken by the management to increase the level of motivation. Its
purpose is to know about companys technique for increasing the motivation of their
employees. And with the help of the questionnaire I have studied the responses of the
respondents on various things such as on working conditions, reward system, salary
package, and other policies of the company. There are some techniques of motivation
which Infogroup.in used such as marriage gifts scheme, Medical reimbursement, Self
motivation, suggestion and reward schemes, attendance allowances etc. This project
shows how much employees are satisfied with or not satisfied with the companys
working conditions, reward system, career development programmes, salary package
and promotional policies etc.
4

To some extent results of this have been affected by the time constraint & the
responses of the respondents. Although an attempt has been made to study all the
factors which could yield appropriate results.

CHAPTER -1
DESIGN OF THE STUDY

Need for the Study

In todays global environment organizations strive towards having a
productive group of employees, but this cannot happen only by selecting and
developing personal in a proper way. Individuals with extra ordinary competence can
be hired but still an organization cannot be sure that they will perform satisfactorily.
The major ingredient is motivation which activates the potential of employees.
Motivated employees are a great asset to any organisation. Employees work in the
organization for the satisfaction of their needs. If the human resources are not
properly motivated, the management will not be able to accomplish the desired
results. Therefore, human resources should be managed with utmost care to inspire,
encourage and impel them to contribute their maximum for the achievement of the
5

business objectives. Motivation and Job satisfaction is clearly linked. A good

motivational program procedure is essential to achieve goal of the organization. If
efficient motivational programmes of employees are made, the organizations can
achieve the efficiency also to develop a good organizational culture.
Motivation has variety of effects. These effects may be seen in the context of an
individuals physical and mental health, productivity, absenteeism and turnover.
Employee delight has to be managed in more than one way. The challenge before HR
managers today is to delight their employees and nurture their creativity to keep them
a bloom. The factors that motivate the employees may change with change in time
because the needs of employees too change with change in time. So continuous
monitoring and close observation of factors that motivate the employees is necessary
to maintain a competent work force. Only with a competent work force an
organization can achieve its objective.
OBJECTIVES OF STUDY
Following were the objectives of the study:1. To understand the present motivational techniques of Infogroup.in .
2. To identify the shortcomings in the motivational practices.
3. To analyze how motivation created a job satisfaction among the employee
4. To assess the motivation level of the employees
5. To study the factors that affects motivation level of the employees
6. To know and suggest relevant motivational techniques which will increase
motivational level and performance.
RESEARCH METHODOLOGY
Research Design
A research design is a framework to prepare plan or study. It is useful as a guide to
collect the data and analyzing it. It is a blue print that is followed in completing the
6

study. Research design is the conceptual structure within which the research will be
conduct.
Type of Research : The study is descriptive in nature.
Sampling Design
Sample size: 60
Sample Unit : Employees
Sampling Technique : Simple Random Sampling.

Sources of Data Collection

Primary data was collected through interview and

questionnaire. Structured questionnaire for employees are also filled up.

Secondary data was collected through books,

magazines and journals, newspapers, annual reports and websites of the company.

Data Analysis

The collected data was tabulated and analyzed using the following statistical tools:
Percentage analysis
Pie and Bar Chart

LIMITATION

1)

This project is restricted to study purpose only and can be used keeping in
view the object that is made for.

2)

The sample taken for the study was only 60 and the results drawn may not
be accurate.

3)

The respondent in the project may not reveal important / confidential

information pertaining to the company policy and for this the project should be used
keeping in view the said limitation.

4)

Finding of the study was based on the assumptions that respondents have
given correct information.

5)

The study is not necessarily the solution to the problem that exists.

6)

The study is focused on a very general level rather than a full scale
detailed report

SIGNIFICANCE OF THE STUDY

The study is intended to evaluate motivation of employees in the organization.

A good motivational program procedure is essential to achieve goal of the
organization. If efficient motivational programmes of employees are made not
only in this particular organization but also any other organization; the
organizations can achieve the efficiency also to develop a good organizational
culture.

Motivation has variety of effects. These effects may be seen in the context of
an individuals physical and mental health, productivity, absenteeism and
8

turnover. Employee delight has to be managed in more than one way. This
helps in retaining and nurturing the true believers who can deliver value to
the organization. Proliferating and nurturing the number of true believers
is the challenge for future and present HR managers. This means innovation
and creativity. It also means a change in the gear for HR policies and practices.
The faster the organizations nurture their employees, the more successful they
will be. The challenge before HR managers today is to delight their employees
and nurture their creativity to keep them a bloom.

This study helps to realize the importance of effective employee motivation.

This research study examines types and levels of employee motivational
programmes and also discusses management ideas that can be utilized to
innovate employee motivation. It helps to provide insights to support future
research regarding strategic guidance for organizations that are both providing
and using reward/recognition programs.

CHAPTER -2
COMPANY PROFILE
Introduction

Infogoup.in offers software development, web designing and web development,

financial services, services to Businesses worldwide, delivering high quality, cost
effective, reliable result-oriented web and e-commerce solutions on time for a global
clientele. Professionalism, Skill and Expertise are the tools Co. uses to make the web
work for customers Business bringing in maximum return on their investment in
shortest possible time.

Co. has delivered on IT projects of varying complexities for its very demanding and
Internet savvy clients spread across the globe. Co. develops unique web solutions
which ensure increased efficiency and competitive advantage for Clients Business.

Co. specializes in web design & development, search engine optimization and web
marketing, Ecommerce, multimedia solutions, content writing, graphic and logo
design. Co. builds web solutions, which evolve with the changing needs of clients
Business. Co. has a highly capable team of web consultants, creative designers,
content writers, programmers and web marketing professionals who know how to
deliver results.

Technologies:

1. Software Development

Infogroup.in is a company basically recognized to develop various application

software for the need of the universal business. Co. is working on the cutting edge
technology to provide the people with the latest, user friendly, cost effective and most
important better solutions for their IT needs. Co. is engaged in developing the mission

10

significant software on variety of platforms. It includes application development on

Windows.
Products

Business Management System

College Management System

Consultancy Management System

Hospital Management System

Tour operator Software

Media Services

School Information Management System

Carrier Section

Payroll System

Home Automation

Portfolio Management System

Construction and Management System

Job Portal

E-Learning

Vehicle Management

Matrimony

University Management System

Human Resource Management System

2. Web Designing and Development

Web Designing

Web Redesigning

Responsive Web design

Web Development

11

3. Search Engine Optimization

The term Search Engine Optimization describes a set of activities that can be
performed to increase the amount of targeted traffic that comes to website from search
engines. SEO has got focus in internet marketing as it is the most cost effective and
efficient method of making the online business visible to huge masses of potential
visitors searching through search engines. SEO is long-term strategy.

Infogroup.ins SEO Services includes

Keyword Research & Analysis

Competitive Analysis

On page optimization

Making Websites SEO Friendly

Link Building

Social Media Marketing

Blog, Classified ad, Forum postings

Article / Press Release promotion

Dedicated Full time SEO Professionals

Services:
1. Application Development
Dynamic market conditions and ever-increasing customer demands are driving
companies to invest in software applications to help them stay competitive. Packaged
software applications do not always address all business needs, which is why
companies seek customized applications. Lack of expertise in upcoming technologies,
limited experience in handling complex applications, and the increasing need for
12

faster time-to-market are driving companies to outsource their application

development efforts. Infogroup.in designs, builds, deploys and maintains customized
applications as per clients requirements, irrespective of application size and
complexity. Co.s experience covers a range of software development models, from
the traditional waterfall to RAD and the widely used Agile (Scrum and DSDM)
models.
2. Quality Assurance and Testing
a. Automation Testing
Automation testing has become a significant part of software development as
companies aim to achieve competitive dominance, by accelerating time-to-market and
cutting operational costs without sacrificing on quality. However, automation testing
requires expertise across test automation tools from leading vendors. In addition, it
demands sufficient experience to conduct feasibility study, identify best suited
automation tool, define the automation roadmap, select the appropriate test strategy,
develop the test framework, and create automated test cases that are robust,
maintainable and reusable. Co. defines and executes test automation strategy by
taking into consideration key parameters like nature of the product / application,
maintenance of scripts after development and the automation environment, to help
client develop better quality software at faster time-to-market and reduced costs.
b. Test Automation Services
Co.s extensive experience in test automation covers functional testing, database
testing, regression testing, API testing, GUI testing and sanity testing. Co. has
deployed various automation frameworks in client projects such as, keyword-driven
framework,

data-driven

framework,

function-driven

framework

and

hybrid

framework. Co.s testing capabilities also includes automation testing in the agile
environment, where Co. ensures sufficient test coverage by automating test case
scripts in agile processes. Infogroup.in has rich experience in leading automation
testing tools: HP QuickTest Professional (QTP) / QualityCenter (QC)

Micro Focus SilkTest

Selenium
13

TestComplete

Egg Plant

BRIDGE:test

Perl and Junit for API testing

Visual Studio

SOAP UI

WatiN

FitNesse

c. Performance Testing
Performance testing determines the responsiveness, throughput, stability, reliability,
uptime and scalability of a product or application in a given environment. It
minimizes the risk of business downtime and helps protect revenue streams.
Performance testing has thereby evolved as a critical IT service and is increasingly
undertaken by businesses to ensure flawless performance of their systems.
Infogroup.in assist companies in adopting the best approach towards performance
testing and ensure that the performance testing methods implemented meet their
business needs. Co. has extensive experience in testing web-based applications,
mobile-based applications, SOA, client-server networks, telecommunications
infrastructure and gateways.
Infogroup.in provides specialized performance testing services:

Performance test consulting

Load testing

Stress testing

Soak testing

Volume testing

Recovery testing

Scalability testing

Infogroup.in has extensive experience in industry leading performance

testing tools:
14

HP PerformanceCenter (LoadRunner)

Micro Focus SilkPerformer

WebLoad

JMeter

OpenSTA

3. Maintenance and Support

Ongoing support, management and enhancement of an organizations products and
applications are inevitable for its evolution. To keep their product and application
portfolio up to the mark, organizations need to take into consideration many
challenges, such as, the requirement of specific technical expertise, business
continuity, end-user satisfaction and total cost of ownership, to name a few.
Infogroup.in provides comprehensive maintenance and support services enabling
clients to economically manage complex products and applications while focusing on
their core business. Co. services products and applications of varying complexities
and handle responsibilities throughout their life cycle, from managing and overhaul,
to reengineering. This is backed by Co.s experience in multiple technologies and
domains, strength in remote delivery and process maturity. Co. defines and execute
clients test automation strategy by taking into consideration key parameters like
nature of the product / application, maintenance of scripts after development and the
automation environment, to help client develop better quality software at faster timeto-market and reduced costs.
Co.s maintenance and support services include:

Product and Application Maintenance

Upgrades, enhancements and customization

QA / Testing

Release management

Database maintenance and purging

Performance tuning and management

15

Security management

Product and Application Re-engineering

Web enablement

Mobile enablement (across multiple platforms)

Technical Documentation

Technical documentation with end-to-end traceability

Industries Served:

Telecom

Media and Entertainment

Healthcare

Digital Marketing

Bank and Financial Institutions

E-Learning

E-Business

ANADA, S3N2X4.

CHAPTER -3
THEORETICAL FRAMEWORK OF EMPLOYEE MOTIVATION

INTRODUCTION OF MOTIVATION
Rensis Likerthas called motivation as the core of management. Motivation is
the core of management. Motivation is an effective instrument in the hands of the
16

management in inspiring the work force .It is the major task of every manager to
motivate his subordinate or to create the will to work among the subordinates .It
should also be remembered that the worker may be immensely capable of doing some
work, nothing can be achieved if he is not willing to work .creation of a will to work
is motivation in simple but true sense of term.
Motivation is an important function which very manager performs for
actuating the people to work for accomplishment of objectives of the organization.
Issuance of well conceived instructions and orders does not mean that they will be
followed. A manager has to make appropriate use of motivation to enthuse the
employees to follow them. Effective motivation succeeds not only in having an order
accepted but also in gaining a determination to see that it is executed efficiently and
effectively.
In order to motivate workers to work for the organizational goals, the
managers must determine the motives or needs of the workers and provide an
environment in which appropriate incentives are available for their satisfaction .If the
management is successful in doing so; it will also be successful in increasing the
willingness of the workers to work. This will increase efficiency and effectiveness of
the organization .There will be better utilization of resources and workers abilities and
capacities.

CONCEPT AND DEFINITION OF MOTIVATION

17

The word motivation has been derived from motive which means any idea,
need or emotion that prompts a man in to action. Whatever may be the behavior of
man, there is some stimulus behind it .Stimulus is dependent upon the motive of the
person concerned. Motive can be known by studying his needs and desires.
There is no universal theory that can explain the factors influencing motives
which control mans behavior at any particular point of time. In general, the different
motives operate at different times among different people and influence their
behaviors. The process of motivation studies the motives of individuals which cause
different type of behavior.
According to Edwin B Flippo, Motivation is the process of attempting to
influence others to do their work through the possibility of gain or reward.

SIGNIFICANCE OF MOTIVATION
Motivation involves getting the members of the group to pull weight effectively,
to give their loyalty to the group, to carry out properly the purpose of the
organization. The following results may be expected if the employees are properly
motivated.
1. The workforce will be better satisfied if the management provides them with
opportunities to fulfill their physiological and psychological needs. The workers
will cooperate voluntarily with the management and will contribute their
maximum towards the goals of the enterprise.

18

2. Workers will tend to be as efficient as possible by improving upon their skills and
knowledge so that they are able to contribute to the progress of the organization.
This will also result in increased productivity.
3. The rates of labors turnover and absenteeism among the workers will be low.
4. There will be good human relations in the organization as friction among the
workers themselves and between the workers and the management will decrease.
5. The number of complaints and grievances will come down. Accident will also be
low.
6. There will be increase in the quantity and quality of products. Wastage and scrap
will be less. Better quality of products will also increase the public image of the
business.

MOTIVATION PROCESS
1. Identification of need
2. Tension
3. Course of action
4. Result Positive/Negative
5. Feed back

19

THEORIES OF MOTIVATION
Understanding what motivated employees and how they were motivated was
the focus of many researchers following the publication of the Hawthorne study
results (Terpstra, 1979). Six major approaches that have led to our understanding of
motivation are Mcclellands Achievement Need Theory, Behavior Modification
theory; Abraham H Mallows need hierarchy or Deficient theory of motivation. J.S.
Adams Equity Theory, Vrooms Expectation Theory, Two factor Theory.

1. McClellands Achievement Need Theory:

According to McClelland there are three types of needs

Need for Achievement (n Ach):
This need is the strongest and lasting motivating factor, particularly in case of
persons who satisfy the other needs. They are constantly pre occupied with a desire
for improvement and lack for situation in which successful outcomes are directly
correlated with their efforts. They set more difficult but achievable goals for
themselves because success with easily achievable goals hardly provides a sense of
achievement.
Need for Power (n Pow):
It is the desire to control the behavior of the other people and to manipulate
the surroundings. Power motivations positive applications results in domestic
leadership style, while it negative application tends autocratic style.
Need for affiliation (n Aff):

20

It is the related to social needs and creates friendship. This results in formation
of informal groups or social circle.
2. Behavioral Modification Theory:

According to this theory people behavior is the outcome of favorable and

unfavorable past circumstances. This theory is based on learning theory. Skinner
conducted his researches among rats and school children. He found that stimulus for
desirable behavior could be strengthened by rewarding it at the earliest. In the
industrial situation, relevance of this theory may be found in the installation of
financial and non financial incentives.
More immediate is the reward and stimulation or it motivates it. Withdrawal of
reward incase of low standard work may also produce the desired result. However,
researches show that it is generally more effective to reward desired behavior than to
punish undesired behavior.

3. Abraham Maslow's hierarchy of human needs :

This theory is the most widely discussed theory of motivation.

The theory can be summarized as thus:
Human beings have wants and desires which influence their
behavior; only unsatisfied needs can influence behavior, satisfied
needs cannot.
Since needs are many, they are arranged in order of importance
from the basic to the complex.
The person advances to the next level of needs only after the lower
Level need is at least minimally satisfied.
The further the progress up the hierarchy, the more individuality,
humanness and psychological health a person will show.

21

The needs, listed from basic (lowest, earliest) to most complex (highest, Latest) are
as follows:

Self actualization
Self esteem
Social
Safety & security
Physiological
4. J.S Adams Equity Theory :

Employee compares her/his job inputs outcome ratio with that of reference. If the
employee perceives inequity, she/he will act to correct the inequity: lower
productivity, reduced quality, increased absenteeism, voluntary resignation.
5. Vrooms Expectation Theory:

Vrooms theory is based on the belief that employee effort will lead to
performance and performance will lead to rewards (Vroom, 1964). Reward may be
either positive or negative. The more positive the reward the more likely the employee
will be highly motivated. Conversely, the more negative the reward the less likely the
employee will be motivated.

6. Two Factor Theory:

Douglas McGregor introduced the theory with the help of two views; X assumptions
are conservative in style Assumptions are modern in style.
X Theory

Individuals inherently dislike work.

22

People must be coerced or controlled to do work to achieve the

objectives.

People prefer to be directed

Y Theory

People view work as being as natural as play and rest

People will exercise self direction and control towards achieving

objectives.

Committed people learn to accept and seek responsibility.

TYPES OF MOTIVATION
Intrinsic motivation occurs when people are internally motivated to do
something because it either brings them pleasure, they think it is important, or they
feel that what they are learning is morally significant.
Extrinsic motivation comes into play when a student is compelled to do something or
act a certain way because of factors external to him or her (like money or good
grades)

Employee motivation in the work place:

The job of a manager in the workplace is to get things done through

employees. To do this the manager should be able to motive employees. To
understand motivation, one must understand human nature itself. Human nature can
be very simple, yet very complex too. An understanding and appreciation of this is a

23

prerequisite of effective employee motivation in the workplace and therefore effective

management and leadership.
Motivation is the key to performance improvement:
Performance is considered to be a functional improvement:
Job performance =f (ability) (motivation)
Ability in turn depends on education, experience and training and its
improvement is a slow and long process. On the other hand it can be improved
quickly. As a guideline, there are broadly 7 strategies for motivation.

Positive reinforcement
Effective discipline and punishment
Treating people fairly
Satisfying employee needs
Setting work related goals
Restructuring job
Based rewards on job performance

Motivational methods:

1. Building confidence: Facing a challenge, meeting it and mastering it help build

confidence.
2. Team building: Team unite and work together when they identify a common
purpose whether the aim is the tallest tower made out of newspaper, or a game of
rounders on the park. Competition in teams or groups creates teams and ignites team
effort
3. Coaching and Training: Games and activities provide a perfect vehicle for
explaining the motivation process (train the trainer for example) to managers, team
leaders and trainers.
24

4. Personal motivation style and learning: Everyone is different. Taking part in new
games and activities outside of the work situation illustrates peoples different
strengths and working style preferences. Mutual respect develops when people see
skills and attributes in others that they didnt know existed.
5. Continual development: Introducing people, staff or employees to new
experiences opens their minds to new avenues of personal development, and
emphasizes the opportunity for continuous learning that is available to us all.
6. Improving empathy and communications for motivation: To communicate we
must understand other person. Empathy and intuitive skills are right-side brain of the
brain, which we use when we communicate and understand others. Team activities
and games promote communications and better mutual understanding-essential for
good organizational performance.

CHAPTER -4
LITERATURE REVIEW
To research any problem, it is necessary to review the existing literature.
Various studies relating to different aspects of recruitment have been
conducted in the past. A brief review of some of the major studies in recent
years is given below.

R.S. Diwivedi (1998)1 concluded that Motivation is a major

determinants of productivity. Motivation refers to inter striving conditions called
wishes, desires, drives, etc. There is three kinds of motives: psychological,
socio-psychological and general. There exists diverse view relating to
motivation. Theories of motivation are classified as contents and process
25

oriented. The content theory tell what motivates people but indicates people
very little about how motivation is expressed. The process theories interpret
the underlying process of motivation and indicates how to motivate people.

Moorhead Griffin (2002)2 explains the equity theory of motivation

assumes that people want to be treated fairly. It hypothesizes that people
compare their own input-to-outcome ratio in the organization to the ratio of a
comparison other. If they feel their treatment has been inequitable, they take
steps to reduce the inequity. Expectancy theory is based on the assumption
that people are motivated to work toward a goal if they want it and think they
have a reasonable chance of achieving it.

Archna Tyagi (2002)3 sys that motivation is the extent to which

persistent effort is directed toward a goal. Intrinsic motivation stems from the
direct relation ship between the worker and the task and is usually selfapplied. Extrinsic motivation stems from the environment surrounding the task
and is applied by others.

Fred Luthans (1997)4 explains Motivation is probably more closely

associated with micro prospective of organization behavior than in any other
topic. A comprehensive understanding of motivation includes the need-drive
incentive sequence, or cycle. The basic process involves needs, which set
drives in motion to accomplish incentives. The drives or motives may be
classified into primary, general, and secondary categories. The primary
motives are unlearned and psychologically based. The general motives are
26

also learned but are not psychologically based. Secondary motives are
learned and are most relevant to the study of organization behavior.

Jerald Greenberg Robert A. Baron (2002) 5 Defines motivation is

concerned with the set of processes that arouse, direct and maintain behavior
toward a goal. It is not equitant to job performance, but it is not of several
determinants in job performance. Todays work ethic motivates people to seek
interesting and challenging jobs instead of simply money.

Stephen P. Robbins (2001)6 explains Motivation is a general

inspirational process which gets the members of the team to pull their weight
effectively, to give their loyalty to the group, to carryout properly the tasks that
they accepted and generally to play an effective part in the job tat group has
undertaken. Motivation means a process of stimulating people to action to
accomplish desired goals.

Paul Mersey (1997)7 defines motivation as the driving force within the
individual that peoples him or her towards a behavior or action. Motivation is a
psychological concept that generates with in an individual. It is an inner
feeling which energies a person to work more. Management tries to utilize all
the sources of production in a best possible manner. This can be achieved
only when employees cooperate in this task. Efforts should be made to
motivate employees for contributing their maximum.
CHAPTER -5
DATA ANALYSIS AND INTERPRETATIONS
27

Table 5.1
Distribution of respondents according to age
Factors
Below 25
26-35
36-45
46 and above
Total

No of respondents
20
26
10
4
60

Percentage (%)
33
43
17
7
100

Interpretations:
From the above table it is found that 33% are in the age group of below 25, 43% are
in the age group of 26-35, 17% of respondents are in the age group of 36-45, and the
remaining 7% of respondents are in the age group of 46 and above.
From the above study it is found that maximum respondents are in the age group of
26-35.

Table 5.2
28

Distribution of respondents according to gender

Factors
Male
Female
Total

No of respondents
35
25
60

Percentage (%)
58
42
100

Interpretations:
From the above table it is found that 58% are male and remaining are female.
From the above study it is found that maximum respondents are male.

Table 5.3
Distribution of respondents according to designation
Factors

No of respondents

Percentage (%)
29

Executive
Asst. Manager
Manager
Dept. Manager
Total

5
40
10
5
60

8
67
17
8
100

Interpretations:
From the above table it is found that 8% are Executive, 67% are Asst. Manager, 17%
are manager and remaining are Dept. manager.
From the above study it is found that maximum respondents are Asst. Manager.

Table 5.4
Distribution of respondents according to average income
Factors

No of respondents

Percentage (%)
30

Below 60000
60000-80000
80000-100000
100000 and above
Total

5
5
35
15
60

8
9
58
25
100

Interpretations:
From the above table it is found that 8% are below 60000, 9% of respondents have an
average income of 60000-80000, 58% of respondents have an average income of
80000-100000, and remaining 25% of respondents have an average income of
100000 and above.
From the above study it is found that maximum respondents have an average income
of 80000-100000.

Table 5.5
Distribution of respondents according to family size
Factors

No of respondents

Percentage (%)
31

One
Two
Three
Four
Five and above
Total

15
15
10
10
10
60

25
25
17
17
16
100

Interpretations:
From the above table it is found that 25% of respondents are single, 25% are
two members, 17% of respondents having family size of three, 17% are having
family size of four and remaining respondents are having family size 5 and above.
From the above study it is found that maximum respondents are having family size of
one and two.

Table 5.6
Distribution of respondents according to number of years of service
32

Factors
1
2
3
4 and above
Total

No of respondents
20
18
12
10
60

Percentage (%)
33
30
20
17
100

Interpretations:
From the above table it is found that 33% have 1 year of service, 30% are in 2
years of service, 20% of respondents have 3 years of service and the remaining 17%
of respondents have 4 and above years of service.
From the above study it is found that maximum respondents have tenure of
service of 1 year

Table 5.7
Distribution of respondents according to no of promotion
Factors

No of respondents

Percentage (%)
33

Zero
One
Two
Three & above
Total

40
10
6
4
60

67
16
10
7
100

Interpretations:
From the above table it is found that 67% have no promotion, 16% have one
promotion, 10% of respondents have 2 and the remaining 7% of respondents have 3
and above
From the above study it is found that maximum respondents did not receive any
promotions.

Table 5.8
Distribution of respondents according to working hours
Factors
9 working hours
8 working hours
Total

No of respondents
40
20
60

Percentage (%)
67
33
100

34

Interpretations:

From the above table it is found that 67% of respondents have 9 working
hours and remaining respondents have 8 working hours.
From the above study it is found that maximum respondents are having 9
working hours.
Table 5.9
Distribution of respondents according to no of leaves availed
Factors
Five
Six
Seven
Eight and above
Total

No of respondents
24
18
15
3
60

Percentage (%)
40
30
25
5
100

35

Interpretations:
From the above table it is found that 40% of respondents have availed 5
leaves, 30% have 6, 25% of respondents have 7 and remaining respondents have 8
and above leaves availed.
From the above study it is found that maximum respondents have availed 5
leaves.

Table 5.10
The reason for selecting the present job
The reason for selecting the present job

Incentiv
es/
Reward
s
2

Challengi
ng
2

18

The age of the

respondent
Good salary
Below 25
3

MNC
1

16.7%

5.6%

11.1%

16.7%

22.2%

5.6%

11.1%

11.1%

100.0%

.0%

.0%

33.3%

11.1%

44.4%

.0%

.0%

11.1%

100.0%

14

31

.0%

12.9%

25.8%

3.2%

45.2%

6.5%

6.5%

.0%

100.0%

.0%

50.0%

.0%

.0%

.0%

.0%

.0%

50.0%

100.0%

13

22

60

26-35

36-45

46 and
above

Friendly
Job
atmosphe
security
re
2
3

Total

Closer
to
residenc
e
1

Better
career

36

5.0%

10.0%

21.7%

8.3%

36.7%

5.0%

6.7%

6.7%

Interpretations:
From the above table it is found that most of the respondents between age group of
36-45. It is evident that 45.2% of the respondents in the 36-45 age group have chosen
this job since it has got better career prospects. In the 26-35 age group category,
44.4% have selected the job due to better career in Infogroup.in. Thus we can
conclude that employees who are 26-45 years of age have joined Infogroup.in due to
better career.
From the above study it is found that maximum respondents who have selected better
career as their reason for selecting the job because people in this age group are
interested in job stability which is offered by Infogroup.in.

Table 5.11
Perception about the types of rewards practiced in the organization
The age of the
respondent
Below 25

The types of rewards

Job status Competency
based
based rewards
rewards

Performance
based rewards

2
(11.1)

12
(66.7)

4
(22.2)

Membership
Based
Rewards
0
(0)

Total
18
(!00)
37

100.0%

26-35

2
(22.2)

2
(22.2)

5
(55.6)

9
(29)

8
(25.8)

13
(41.9)

1
(3.2)

2
(100)

2
(100)

13
( 21.67%)

16
(26.67%)

30
(50%)

1
(1.66%)

60

36-45
46 and above

Total
()
expressed
as a %

9
(100)
31
(100)

Interpretations:
From the above table it is found that most of the respondents between age group of
36-45 are of the opinion that Performance based rewards are being practiced in
Infogroup.in. Thus we can conclude that employees who are 26-45 years of age have
joined Infogroup.in due to better performance prospects.
From the above study it is found that maximum respondents who have selected
performance based rewards are because people in this age group are interested in
performance based rewards which is offered by Infogroup.in.
Table 5.13
Opinion about the remuneration offered

The average
income of the
respondent
Below 60,000

The remuneration offered

Highly
Satisfactory
Undecided
Satisfactory

Total
Dissatisfactory

9
(81.8)

2
(18.2)

11
(100)

38

60,000-80,000

2
(8.7)

18
(78.3)

2
(8.7)

1
(4.3)

23
(100)

80,000-1,0,000

1
(9.1)

10
(90.9)

11
(100)

1,00,000 and
above

1
(6.7)

12
(80)

2
(13.3)

15
(100)

4
(6.67%)

49
(81.67%)

6
(10%)

1
(1.67%)

60

Total
() expressed as
a%

Interpretations:

From the above table it is found that most of the respondents irrespective of all
income group are satisfied with the remuneration being offered by Infogroup.in. They
feel that Infogroup.in provides them a good remuneration which helps motivates them
to work better.
From the above study it is found that of the respondents are satisfied with the
remuneration being offered to them as they feel it as a motivating factor to them.
Table 5.14
Opinion about the incentives offered
The incentives offered by the company

39

The
average
income of
the
respondent

Excellent

Moderate

Poor

Very Poor

Total

11
(100)

Very Good
Below
60,000
60,00080,000

80,0001,0,000
1,00,000
and above

Total
()
expressed
as a no.

5
(45.5)

6
(54.5)

1
(4.3)

8
(34.8)

12
(52.2)

1
(4.3)

1
(4.3)

1
(9.1)

5
(45.5)

5
(45.5)

7
(46.7)

8
(533)

2
(3.33%)

25
(41.67%)

31
(51.67%)

1
(1.67%)

1
(1.67%)

23
(100)
11
(100)

15
(100)

60

Interpretations:
From the above table it is found that 52.2% of the respondents belonging to the
income group of 60000 -800000 feels the incentives being offered by Infogroup.in is
moderate. They feel that the incentives provided by the company helps them to
perform better in the organizations.
From the above study it is found that of the respondents feels that the
incentives being offered are moderate.
40

Table 5.15
The leave policy practiced in the organization with reference to age of the
respondents
The leave policy
The age of the
respondent
Below 25
26-35
36-45
46 and above
Total
() expressed
as a no.

Highly
Satisfactory
1
(5.6)
0
3
(9.7)
0
4
(6.67%)

Satisfactory
13
(72.2)
7
(77.8)
23
(74.2)
2
(100)

Dissatisfactory

Undecided
4
(22.2)
2
(22.2)
3
(9.7)

45
(75%)

Total
0

18
(100)

2
(6.5)

31
(100)

9
(15%)

2
(3.33%)

2
(100)
60

Interpretations:

From the above table it is found that most of the respondents irrespective of all age
group are satisfied with the leave policy practiced by Infogroup.in. They feel that the
organization has a concern to their employees and they provide them leave when they
required.
From the above study it is found that of the respondents are satisfied with the
leave policy practiced by the organization. It acts as a motivating factor to them.
Table 5.16
41

The leave policy being practiced with reference to family size

The leave policy
Highly
Satisfactory

The family size

One

1
14.3%

Two

Undecided
0
.0%

7
100.0%

13

7.7%

61.5%

23.1%

7.7%

100.0%

Three

10

13

.0%

76.9%

15.4%

7.7%

100.0%

Four

12

8.3%

58.3%

33.3%

.0%

100.0%

14

15

6.7%

93.3%

.0%

.0%

100.0%

45

60

6.7%

75.0%

15.0%

3.3%

100.0%

Five and above

Total
() expressed as a %

Satisfactory
6
85.7%

Total
Dissatisfactor
y
0
.0%

Sources: Primary Data

Interpretations:

From the above table it is found that most of the respondents with the family size of 5
& above are satisfied with the leave policy being practiced by Infogroup.in.
From the above study it is found that of the respondents are satisfied with the
leave policy being practiced.

Table 5.17
Satisfaction level of the medical allowance being offered and gender
The medical allowance
Excellent
The gender of
the respondent

Male

Female

Total
() expressed as a %

Very Good

Moderate

Total
Poor

29

13

47

4.3%

61.7%

27.7%

6.4%

100.0%

13

7.7%

46.2%

30.8%

15.4%

100.0%

35

17

60

5.0%

58.4%

28.3%

8.3%

100.0%

42

Interpretations:

From the above table it is found that most of the male respondents are more satisfied
with the medical allowance being provided by the Infogroup.in. The respondents feel
that the company follows good medical allowance policies.
From the above study it is found that of the respondents are satisfied with the
medical allowance being practiced.

Table 5.18
Opinion on the medical allowance practiced w.r.t. family size.
The medical allowance
Excellent
The
family
size

Very Good

Moderate

Total
Poor

One

Two
Three
Four
Five and above
Total
() expressed as a %

14.3%

57.1%

14.3%

14.3%

100.0%

13

.0%

69.2%

30.8%

.0%

100.0%

13

.0%

69.2%

30.8%

.0%

100.0%

12

.0%

50.0%

33.3%

16.7%

100.0%

15

13.3%

46.7%

26.7%

13.3%

100.0%

35

17

60

5.0%

58.3%

28.3%

8.3%

100.0%

Interpretations:

43

From the above table it is found that most of the respondents are satisfied with the
medical allowance being practiced by Infogroup.in. The family size of two and three
are more satisfied with the medical allowance being practiced.
From the above study it is found that of the respondents are satisfied with the
medical allowance benefit. The company gives them a support whenever they need.

Table 5.19
Opinion about the introduction of flexible working hours
The flexible working hours system
Very important
The gender of
the respondent

Male

Undecided

37

47

17.0%

78.7%

2.1%

2.1%

100.0%

13

15.4%

69.2%

7.7%

7.7%

100.0%

10
(16.67%)

46
(76.67%)

2
(3.33%)

2
(3.33%)

60

Female

Total
() expressed as no.

Important

Total
Not so
important

Interpretations:

From the above table it is found that most of the respondents feel that the introduction
of flexible working hours are important. Mostly female respondents feel that it is
better as they have to look after their homes as well as their jobs. So they feel if they
do not have any particular timings fixed then it will be better for them.
44

From the above study it is found that of the respondents are in favour of
introduction of flexible working hours. They feel that if it is being introduced then it
will enable them to perform better.
Table 5.20
Performance of the employees based on individual target setting and age
Individual target setting
Strongly
Agree
The age of the
respondent

Below 25

26-35

36-45

46 and above

Total
() expressed as a %

Agree

Total

Undecided

Disagree

14

18

11.1%

77.8%

5.6%

5.6%

100.0%

11.1%

66.7%

11.1%

11.1%

100.0%

27

31

12.9%

87.1%

.0%

.0%

100.0%

50.0%

50.0%

.0%

.0%

100.0%

48

60

13.3%

80.0%

3.3%

3.3%

100.0%

Interpretations:

45

From the above table it is found that most of the respondents with age between 36 -45
feels that the individual target setting helps in better performance. They feel that it
gives them an inner motivation to perform better.
From the above study it is found that of the respondents are satisfied with the
individual target setting
Table 5.21
Performance of the employees based on individual target setting and income
Individual target setting
Strongly
Agree
The average
income of the
respondent

Agree

Total

Undecided

Disagree

Below 60,000

60,000-80,000

80,000-1,0,000

1,00,000 and above

Total
() expressed as a %

11

9.1%

72.7%

9.1%

9.1%

100.0%

21

23

4.3%

91.3%

.0%

4.3%

100.0%

11

36.4%

63.6%

.0%

.0%

100.0%

12

15

13.3%

80.0%

6.7%

.0%

100.0%

48

60

13.3%

80.0%

3.3%

3.3%

100.0%

Interpretations:

From the above table it is found that most of the respondents with the average income
of 100000 & above feels that the individual target setting helps in better performance.
It acts as a motivating factor to perform better.
From the above study it is found that most of the respondents are satisfied with
the individual target setting.

Table 5.22
46

Performance of the employees based on individual target setting and gender

Individual target setting
Strongly
Agree
The gender of
the respondent

Male

Undecided

Disagree

38

47

14.9%

80.9%

2.1%

2.1%

100.0%

10

13

7.7%

76.9%

7.7%

7.7%

100.0%

48

60

13.3%

80.0%

3.3%

3.3%

100.0%

Female

Total
() expressed as a %

Agree

Total

Sources: Primary Data

Interpretations:

From the above table it is found that most of the male respondents agree that the
individual target setting helps in better performance. Specially male respondents
agreed that the individual target setting helps them to perform better.
From the above study it is found that most of the respondents are satisfied with
the individual target setting. They feel that it gives them a sense of competition
amongst them to perform better.

Table 5.23
Does team rewards helps in efficiency of the member based on age
The extend of team rewards increasing efficiency
To full extent
The age of the
respondent

Below 25

26-35

36-45

46 and above

Total
() expressed as a %

Partially

Not known

Very little

Total

Not at all

11

18

27.8%

61.1%

5.6%

5.6%

.0%

100.0%

11.1%

88.9%

.0%

.0%

.0%

100.0%

23

31

12.9%

74.2%

9.7%

.0%

3.2%

100.0%

.0%

100.0%

.0%

.0%

.0%

100.0%

10

44

60

16.7%

73.3%

6.7%

1.7%

1.7%

100.0%

47

Interpretations:

From the above table it is found that most of the respondents with the age group of
36-45 feels that the team rewards help in increasing the efficiency of the members.
The respondents specially in the age group of 26-35 agrees as they are more career
conscious. They feel that it enables them to achieve target fast.
From the above study it is found that most of the respondents feels that the
team rewards help in increasing the efficiency of the members

Table 5.24
Does team rewards helps in efficiency of the member based on income
48

The extend of team rewards increasing efficiency

To full
Not
Very
Not at
extent
Partially
known
little
all
The average
income of
the
respondent

Total

Below 60,000

60,000-80,000

80,000-1,0,000

1,00,000 and
above

Total
() expressed as a %

11

.0%

81.8%

9.1%

9.1%

.0%

100.0%

15

23

21.7%

65.2%

8.7%

.0%

4.3%

100.0%

11

27.3%

63.6%

9.1%

.0%

.0%

100.0%

13

15

13.3%

86.7%

.0%

.0%

.0%

100.0%

10

44

60

16.7%

73.3%

6.7%

1.7%

1.7%

100.0%

Interpretations:

From the above table it is found that most of the respondents with the average income
of 100000 and above feels that the team rewards help in increasing the efficiency of
the members. It enables them to perform better.
From the above study it is found that most of the respondents feels that the
team rewards help in increasing the efficiency of the members

Table 5.25
49

Effect of motivation on performance

Strongly Agree
Agree
18
32
(30)
(53.3)

Undecided Disagree Strongly

Disagree
7
3
0
60
(17)
(5)
(100)

Target Setting

15
(25)

Quality of work
Of life
Participative
Management
Management By
Objectives(MBO)

14
(23.3)

14
(23.3)
17
(28.3)
18
(30)
21
(35)

Enrichment and
Empowerment

11
(18.3)
14
(23.3)

29
(48.3)
25
(41.7)
21
(35)
16
(26.7)

2
(3.3)
3
(5.0)
10
(16.7)
7
(11.7)

1
(1.7)
2
(3.3)

60
(100)
60
(100)
60
(100)
60
(100)

Interpretations:

From the above table we can find out the motivating factors which influences the
performance. It is evident from the study that most of the respondents (53.3%) agrees
that Infogroup.in helps in enriching and empowering them professionally. It is also
found that 48.3% of the respondents feel that the policy of target setting has enabled
them to perform better. The majority of the respondents (41.7%) are of the opinion
that Infogroup.in has motivated them to achieve their targets. Most of them feel that
Infogroup.in has given them due considerations in the management decision makings.
It is also found that majority of the respondents are undecided whether MBO is
beneficial for them or not. Factorization has been used to analyse the data.

CHAPTER- 6
50

FINDINGS
In todays global environment organizations strive towards having a productive group
of employees, but this cannot happen only by selecting and developing personal in a
proper way. Individuals with extra ordinary competence can be hired but still un
organization cannot be sure that they will perform satisfactorily.
The major ingredient is motivation which activates the potential of employees.
From the data analysis the findings are as follows:
Most of the employees are the age group of 26-35
The average income of maximum employees exceeds Rs.1,00,000/ The majority of employees selected the job considering good salary offered by
Infogroup.in
Maximum employees are satisfied with the remuneration being offered.
The majority of employees agree the salary offered by Infogroup.in is own
path with that of the industry standards.
Maximum employees are satisfied by the incentive scheme being practiced.
Majority of employees are extremely satisfied with the leave policy of the
company.
Maximum employees consider the medical allowances benefit to be good.
Majority of employees consider flexible working hours are very important.
Maximum employees consider individual target setting to be very important.
Majority of employees consider team rewards play a vital role in increasing
individual efficiency.
Maximum employees consider the fringe benefits programme practiced
presently promotes and protects their well-being.
Majority of employees consider the system of suggestion schemes does not
lead to deriving benefits and rewards.
Maximum employees consider the job facilities being offered are satisfactory.

51

CHAPTER - 7
RECOMMENDATIONS

The employees of Infogroup.in are exerting a great effort to perform because the
present motivational techniques adopted by the company are proving to be in the
desired direction.
From my study I have found some facts and some recommendations which may be
beneficial for the company to keep the motivational levels at desired position.
As the company practices employee suggestions schemes, there is a felling among the
employees that they suggestion offered by them if proved to be beneficial for the
organization do not lead to rewards hence the company should keep the employees
motivated by giving them suitable rewards and recognition for effective suggestions.
The benefits offered by the organization are proving to be effective in motivating the
employees as most of the employees are satisfied with the benefit system, however
the organization can adopt the system of flexible benefits which will give employees a
menu of benefits from which they can choose or tailor their benefits according to their
individuals needs and wants.
The system of job rotation will also keep the motivation level as repetation of same
type of job may lead to boredom.
Infogroup.in should organize programmes for representatives which will help them
develop close relationships and give them a chance to interact with other members of
the company.

52

CHAPTER - 8
BIBLIOGRAPHY
Books
Robin P Stephen(2000) Organisation Behaviour New Delhi Prentice
Hall of India.
Luthans Fred(1998) Organisation Behaviour, Eighth Edition, McGrawHill International.
K Ashwathappa (2002) Human Resource and Personel Management,
Third Edition, Tata McGraw-Hill
P. Subba Rao(2004) Management and Organisation Behaviour
Kothari C.R(2004) Research Methodology Methods and Techniques.

Websites
www.infogroup.in
www.google.com

53

CHAPTER 9
ANNEXURE
QUESTIONNAIRE
A Comprehensive Study on Employee Motivation at
INFOGROUP.IN
PART A
1. Name :

2. Branch:

3. Age

a. below 25

b. b/w 26-35

c. b/w 36-45

d. 46 & above

4. Sex:
a.

Male

b. Female

5. Designation: ..
6. Average income:
a. Below 60000

b. b/w 60000-80000

c. b/w 80000-100000

d. 100000 & above

7. Family size:
a. One

b. Two

d. Four

e. Five & above

c. Three

8. No of years of service: .
9. No of promotions:

10. No of orders per day: .

11. No of working hours in a day :
12. No of leaves availed:

PART-B
.13. What is the reason for selecting your present job?
a. Good salary

b. Multi National Company

54

c. Job Security

d. Friendly atmosphere

e. Better career

f. Closer to residence

g. Incentives/ Rewards

g. Challenging

14. What are the types of rewards practiced in the organization?

a. Membership & Seniority based rewards
b. Job status based rewards
c. Competency based rewards
d. Performance based rewards
15. What is your opinion about the remuneration offered by the company?
a. Highly satisfactory

b. Satisfactory

c. Undecided

d. Dissatisfactory

16. What is your opinion about the incentives offered by the company?
a. Excellent

b. Very good

d. Poor

e. Very poor

c. Moderate

17. How is the leave policy practiced by the organization?

a. Highly satisfactory

b. Satisfactory

c. Moderate

d. Dissatisfactory
18. What is your opinion about the medical allowance benefit offered by the
company?
55

a. Excellent

b. Very good

c. Moderate

d. Poor
19. What is your opinion about the system of introducing flexible working hours in
the company?
a. Very important

b. Important

c. Undecided

d. Not so important
20. Do you think that the practice of individual target setting helps in better
performance?
a. Strongly agree

b. Agree

c. Undecided

d. Disagree
21. Do you feel that the team rewards increases the efficiency of members?
a. Yes

b. No

22. If yes, then to what extent does the team rewards helps in increasing the efficiency
of the members?
a. To full extent

b. Partially

d. Very little

e. Not at all

c. Not known

23. Does the fringe benefits programme presently practiced promotes and protects
your well being?
a. Yes

b. No

24. If the company wants to offer additional fringe benefits in either cash or kind,
please indicate your preference?
56

Cash

Kind

25. Do you feel that the system of suggestion scheme adopted by the organization has
helped in deriving benefits?
a. Yes

b. No

26. What is your opinion about the extent of job facilities offered by the company?
a. Delightful

b. Satisfactory

d. Not satisfactory

c. Moderate

e. Poor

27. What do you feel about the level of discounts offered by the company?
a. Very high

b. High

d. Low

e. Very low

c. Medium

28. Pick out the most important motivating factor for the employee performance from
the following:
a. Remuneration offered
b. Incentives given
c. Leave policy practiced
d. Medical allowance benefit
e. Introduction of flexible working hours
f. Individual target setting
g. Team rewards
h. Fringe benefits
57

28. Please express your agreement/ disagreement to the following statements:

Strongly Agree Unknown Disagree Strongly
Agree

disagree

a. INFOGROUP.IN has enriched &

empowered me professionally
b. Target setting has enabled me to
perform better
c. The quality of work life in
INFOGROUP.IN motivates one
to achieve target.
d. I am given considerations in
management decisions.
e. Management by Objective is beneficial
for all.
27. INFOGROUP.IN India Limited is seriously reviewing the existing H.R practices
to enhance the motivational level of its sales representatives, kindly give 3 most
important suggestions that can further improve the degree of motivation:
1.
2.
3.

THANK YOU

58