M.B.A.

Programme

CHAPTER NO- I
INTRODUCTION TO THE STUDY
1.1 Introductions
The study of the “labour Motivational Technique” is an important task in every

organization. Motivation is the very important in increasing the performance and productivity

of both i.e. labour as well as organization.

The human resource management encompasses those activities designed to provide,

motivate and co-ordinate the human resource organization. Motivational techniques adopted

by the company vary from firm to firm depending upon the nature of job, number of

employees, operational conditions, and situations. Motivating employess carried out

effectively efficiently and consistently will enhance the productivity and thus satisfying the

employees.
The human resources of an organization represents its largest investment in fact

various government reports shows that approximately 73 % of national income is used

compensate its employees in addition to wages and salaries organization often make sizeable

investment in their human resource i.e. besides monetary benefits if can be nun monitory

which motivates the employees by giving them training and development incentives and

other measures that have an impact on employees performance and proclivity .

In order to get better performance form employees they have to be motivated

properly. That is why the study of several motivational techniques is of great importance in

any organization.Wich facilitates, the high performance level, high productivity, increased or

maximum use of production resources, minimum labour turn over and absenteeism,

employees co-operation and good human relations.

1.2 OBJECTIVE AND IMPORTANCE OF STUDY

1 Objectives
1. To study the motivational techniques in details of Warana Dudh Sangh
2. To study in depth and analyze the monitories and non-monetary benefits given to the

employees by the Warana Dudh Sangh

3. To study the effectiveness or impact at several motivational techniqunies and method on

employees adopted by the Warana Dudh Sangh

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4. To recommend the extra activities that are required to motivate the employees
2 Importance of studies:-
Motivation is an importance function of management especially of HRD without it the

organization does not exit because “the motivated employees are the real asset of the any

organization”
1. Motivation result into increased productivity and so that scrap will be reduced and quality

of production will be better i.e. it increases the overall performance of the employees.
2. Motivation of the employees reduces their turnover and absenteeism due to which

organization saves expenditure and loss caused. And it becomes possible for organization to

plan its activities on long term basis

3. Motivated employees give good co-operation and take interest in their job and their

efficiency increased and hence higher output is possible

4. Motivation improves the workers efficiency and effectiveness by increasing their

knowledge and skill which facilitates the maximum utilization of the factors of production
5. Motivation creates good relation between the workers and management and between

workers themselves. Which results, complaints and grievances will come down and conflicts

will be reduced and there is smooth working of an organization.

1.3 SCOPE AND LIMITATION OF THE STUDY

1.3.1 Scope of the study
The overall role of the hr function is to enable the organization to achieve its

objectives by taking initiatives and providing guidance and support on all matte relating to its

employees the basic aims to ensure that management deals effectively with every concerning

the employment and development of people and relationship that exit between management

and employees.
The effective motivation helps in strengthen the company’s human resources. The

students were on prior exposure with subjects only procedural aspects of employee’s

motivation were studied.

The role of the employee motivated in industries indicated the offers made to

increase the productivity and maintain good relation between labor and management and

consistently maintaining the working efficiency of the employees. Finally motivation has

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come too recognized as the most important function in improving the employee’s efficiency

and performance.
1.4 RESEARCH METHODOLOGY
Mythology means the application of scientific methods to the research problem. The

application of the scientific methods gives a proper direction to researcher for the study of the

research problem. It provides the scientific procedure to researcher

The methods used by the researcher to study the labour motivational techniques have

a scientific base the researcher needed two type of data were collected from the primary and

secondary.

1.4.1 Primary Sources of Data

To collect primary data the researcher has adopted survey method through open ended

questionnaire. The primary data were collected through interviewing the company

employees.
1.4.2 Secondary sources of data
The secondary data is the data which is already present and which has been collected

by some one else for some other purpose but is use full for the present study also books,

journals, magazines, companies.

1.5. LIMITATIONS OF THE STUDY

Sincere effort was made to gather all the required data for preparing the project report

the present study has the following limitations.

1. Due to time constraints more data was not collected.
2. Some of the employees\workers were not co-operative.
3. There was language barrier between the researcher and the employees\workers.
4. The information given by the employees\workers may or may not be correct.
5. Each and every department is not covered because of random sampling.

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CHAPTER NO -II
COMPANY PROFILE

2.1 Introduction:-

Warana dairy project is a classic example and excellent manifestation of rural

creativity in a real sense of the term. Late Shree. Tatyasaheb Kore a legendary name in a co

operative movement in India and a vision of unmatched qualities founded the sugar factory in

Warananagar in 1959 and stone started rolling he set the pace and never looked back since the

percentage of irrigated farmer benefited by the sugar factory was hardly 15-20% it accentuate

the gap between ‘haves &have not’ in the rural area .the lines drawn between the lives of

people in cities and villages were also clear. Therefore there was necessity of an economic

development progamme to cover marginal farmers, landless labourers and other weaker

sectors so as to improve there socio economic condition .The idea of implementing a project

of dairy thus conceived to provide year round guaranteed market for the milk produced from

distant remote villages of the area procure it transport it to the central dairy process and

market milk product in the metropolitan cities.

Location:-

The present site of Warana Dudh Sangh is in Amrutnagar & happens to the ideal

location. It needs all its requirements as it is surrounded by villages’ milk is easily available.

2.2 History & Development:-

Warana dairy project envisages an intensive and integrated approach for dairy

development in its area of operation and accordingly has undertaken scheme of milk

production improvements such as cross breeding of cows, upgrading of buffaloes veterinary

services updated method of fooder production and its own dairy plant

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for processing and manufacturing of milk products comprehensive sales organization is also

established to arrange sale of milk products i.e., slammed milk powder, whole milk powder

,ghee, butter shrikhand etc.

The agricultural finance corporation departments in 1972 approved the technical and

economic feasibility report of “Warana Dairy Project”. The central Government issued

factory license in 1973-74.

Warana has incorporated the latest technology in its state of the art chilling and

processing facilities, a compact automatic plan that not only pasteurizes milk but also

produces a large range of milk product which include Skimmed milk powder, Whole milk

powder, Ghee, Shrikhand, Malted Food, Cheese, Butter, etc. The dairy plant has a capacity to

handle 3,00,000 liters of milk of which 1,00,000 liters can be converted into milk products.

The commissioning of Warana’s dairy project has added an income of Rs. 185 cores per

annum to the farmer population of 78 surrounding villages.

Coupled with modern technology is the commitment to quality, most imperative for

milk products, which requires sensitive handling. Each product is put through rigorous

quality tests, does it go for packing. Dealers are also aware about the set standards of quality

to ensure the customer gets nothing short of the best. An example of excellence is reflected in

the trust the Indian Military has placed in Warana product Stamina, a malted product, for

which it has placed a mammoth order of 550 metric tones.

Daily needs:-

To procure collect test store and supply good clean milk and to various needs of daily

farmers like cattle feed, medicine, concentrated seeds etc. societies are provided subsidy to

construct building as per approved plans.

Training:-
Constant up gradations of employees skills& knowledge is achieved by imparting

training in there respective fields like veterinary services accountancy, milk testing etc. Dairy

organizes

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Various competitions and meals (get together) for quantities and qualitative

improvement of milk yield and organizing all the aspect of working of society.
Power plant:-
To keep pace with the time Warana Dudh Sangh has imported power plant from

Australia with its excellent capacity of 35 M.T. per day to run with better speed and

technique.

Co-Generation plant:-

Cost of electricity and continuous electricity supply is the key factor in the cost of

production keeping this in mind they installed 22 mega watt capacity co- generation plant

which will ensure smother operation & gives self sufficiency.

Clean milk production:-

Under the technical expertise of national dairy development board they have

commended clean milk production programme. The revolutionary concept is changing the

scenario in the milk world around.

Infrastructural Facilities:-
1) Land & Building:
Initially 50 acres land was taken on 99 year lease from Warana Kombadi Sahakari

Sangh, Warananagar in 1970 additional 35 acres land is acquired for future expansion. Main

Dairy building, Ice Plant to produce 10 tones Ice per day and most essential staff quarters

were built in 1975. All these building have been expanded in last 5 to 7 years according to

requirement. Total building cost is Rs. 170 Lakh.

2) Milk Collection:
Sangh started milk collection about 1,950 Liters on any average per day in the year

1970 and reached to 2,07,256 litres on an average per day in 1996-97 and now milk

collection reaches 2,15,468 litres per day in 2007-08.

3) Marketing:
In the year 1979-80 Sangh started marketing milk and milk products in local cities

and Mumbai. There was very poor response at initial stage for milk and milk products. The

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Sangh was making heavy losses in sale of milk because of higher cost of transportation and

less quantity of milk being sold.The Sangh continued their sincere efforts for marketing milk

and milk products and due to good quality of milk, reasonable price, prompt consumers and

thus sale of milk started increasing day by day.

4) Dairy Extension Activities:-
After getting success in marketing milk and milk products the Sangh started concentrating on

dairy extension activities and increases input facilities at farmers level and society level.
2.3 Product’s Of Warana Dudh Sangh
Warana milk:-
Fresh dairy milk of high nutritional value is their mainstay product.It is available as

buffallo & cow milk. Daily about 2,00,000 liters of baffallo milk is supplied to Mumbai &

1,00,000litres to other markets, in half liter and 1litre packs.

Warana Shrikhand:-
A traditional product popular in western India, this fermented product contains useful

lactic acid, bacteria & is made by mixing concentrated curd (chakka) with sugar, condiments,

fruits, nuts etc.thus has the nutritional advantages of a fermented milk product and is rich in

milk protein. Warana is the first organized dairy in Maharastra to manufacture Shrikhand on

and industrial scale. Shrikhand is marketed in badam pista & Kesar elaichi varieties available

in 100gm, 250gm, 500gm plastic cups and 100gm, 250gm, 500gm in polypacks. Warana has

proved to be the market leader in Shrikhand. Characterized by a unique manufacturing

technique that blends tradition with technology Warana Shrikhand has become the most

popular brand available. Overall sales for 2001-2002 have crossed 2400mt. As a today

Mumbai alone consumes 3mt of Shrikhand everyday.

Warana Amrakhand:-

It is made from concentrated curd sugar & Alphanso mango pulp nutritional

advantages available in 200gm &500gm plastic cups.

Warana Table Butter:-

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Traditionally know as makhan butter has been an age old, everyday product through

out the country. Hence the increasing demand for this product called for it to be manufactured

at Warana also available in packs of 100gm as well as 500gm.

Warana Strawberry Shrikhand:-

Aflavour appricated world wide strawberry is now a high demand kind of

Shrikhand .The specialty through is that Warana it self grows these strawberry twice a year,

available in 100gm& 200gm plastic cups.

Skimmed Milk Powder:-

Manufactured by dry skimmed milk with spray drying technology after Pre-

concentration rich in carbohydrate constitutes 3% malsture, 35% protein 52%milk sugar

&less than 1%fat total solids 97%stability of 99.5% shelf life of 12 months at room

temperature available in 25 Kgpolythene liner also in100gm, 500gm&1 Kg polypacks.

Warana Stamina:-
This is nutritional method product manufactured from malt extract coccamilk, slides

sugar &other ingredients it is manufactured at a modern plant & available in bottles of 200

gm & 500 gems.

Warana Ghee:-
Warana ghee keeps up the age-old values complete milk fats (99.7%). granular and

white in co lour. A-Mark special grade product shelf life of 6 months at room temperature

available in 200 ml, 500ml, 1lit.polypacks & 15 lit. tin also. Exclusive cow milk ghee is also

available in 500ml.polypacks & 15 lit.tin also.

Warana Lassi:-
This is a popular Indian fermented drink similar to liquid yogharth. It is made from

fresh cow milk by using lactic acid, bacteria & mixing sugar. It is then pasteurized

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homogenized & packed in pouches using from fill seal machine available in polypacks of

200ml.

Warana processed cheese:-

Processed cheese is manufactured using perfect blend Natural Ripened Cheese and

fresh cheddar & other cheese contain fat 40% on dry basis & is rich in proteins by 35% on

dry basis.
Dairy Extension Activities:
After getting success in marketing milks and milk product we started concentrating on

dairy extension activities and increase input facilities at farmers level.

Following activities are undertaken under this department.

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At Farmer Level:
1) Sangh is giving 25% to 30% subsidy on purchases of milk animals and approx. Rs 25 to 30

lacks are spent for this development activity per year.

2) Cattle feed:
Sangh has established independent cattle feed mixing plant having capacity of 100 tons p.a. A

good quality cattle feed is distributed at reasonable price at the door of the farmers.
3) Sangh has started a unique scheme named “JIVIT SURAKASHA YOJANA” Under this

scheme in case of death of a milk producer, either natural or occidental Sangh fives

Rs. 1,000 to Rs. 6,000 to the legal their of diseased milk producer.
4) Sangh is rendering free veterinary services to its milk producers through mobile veterinary

routs visiting village once a week for treatment, operation and artificial insemination.

Also around the clock emergency cases, to conduct these activities Sangh has

employed ten veterinary Doctors and about 20 lacks rupees are being spent every

year. Vaccination against foot and mouth diseases is also taken every year on nominal

cost.
5) Ladies Seminar:
Ladies are mostly involved in management of animals and milk production. We are therefore

arranging various rural ladies seminar at village level. All scientific information

regarding day to day management about feeding and milking etc. is given to the rural

ladies for improvement of this business.

6) Cattle show and calf rallies are being organized area wise to promote farmer towards

raring good milk cattle.

7) Food Development:
Sangh is constantly a convenience farmer to increases the green fodder at their level. Fodder

seeds are being distributed at 50% subsidy for this and chopped dry fodder at 25%

subsidy.

FUTURE PLANS:

1) High value added products will be manufactured our of milk and distribution network

will be organized.

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2) Tetrapack Project: Export of Lassie & Juice/ Yugurt Manufacturing.

3) Multistage Powder Plant: Increase of export quality powder like as, baby foods.

4) Increase capacity of powder, Ghee Manufacturing.

5) Condensed milk.

6) Export of Ice cream.

7) Artificial Insemination centers in the big villages.

8) Construction of silo pits at village level for preservation of green powder.

9) Green powder development programme.

10) Increase and developing of co-extorted polythene film and corrugated boxes through

Ladies Co-op. Society.

11) Development in veterinary science (Animal health centers in surrounding areas)

2.4 Objectives of the organization:-

1) Socio economic development of rural farmers.

2) To provide high quality of milk & milk products.
3) Giving facilities to employees as far as possible.
4) To increase the sale of Warana milk & milk product.

Quality truly International:-

Warana has been recently awarded the ISO 9002 certification. And that's not all,

Warana will be HACCP certified in the near future. Thus increasing the export of its quality

products world over.

Name of Competitors:-
Every organisation there are some competitors company most be their in the market like.
1) GokulDudh
2) Morana Dudh
3) Walva Dudh (Krishna Dudh)
4) Mayur Dudh
5) Siddhi Vinayak Dudh

Quality Policy

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To provide quality products and services, to achieve increasing degree of customers

satisfaction. To earn and enhance as leader in our line of products.

Objective of the company

1. To increase the range of product by way of horizontal diversification.
2. Increase the average value of product by adding high value products.
3. To increase customer satisfaction by improving reliability of product.

HR Practices in organization
1) Training need identification
Training is the formal and systematic modification of behavior through learning

which occurs as a result of education, development and planned experience instruction.

a) Through HRD department:-
Here HRD department identifies and develops individual attitude and behavior,

knowledge and competence to learn and perform.

b) Through department head:-
Under this, technical training needs were identified by HODs provided, both on-

the job and off-the job training.

c) Through management
Top management also tries to make the overall development of the employees by

identifying their various training needs.

2) Motivational Practices
a) Sales incentives:-
This is joint efforts of all the employees. Whenever a sale increase, employee gets

monetary benefits in addition to their regular wage.

b) Attendance allowance:-
Employees up to the superintendent grade who have highest attendance are rewarded

every year.
c) Suggestion scheme:-
A useful suggestion is accepted by the committee for improving quality, quantity, cost

reduction, etc. is given prize in a ceremony in every month.

3) Other Activities:-
Along with the technical factors organization tries to implement non technical factor of

HR practices like-

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A) Skill Competition
Competition is one of the important way through which individual can show his

ability, skill and knowledge. So, company sends their employees to take part in skill

competition.

B) Celebration of national festival:-

National festival like Independence Day, Republic day Company anniversary day, is

celebrated. On these occasions senior employees are giving opportunity to flag hosting,

various activities are conducted, refreshment are provided fir the employees, prizes are

also distributed.
C) Industrial tours:-
Such types of tours are organized for their employees at their client’s organization to

understand their production, its uses and customer satisfaction.

D) Quality of Work Life:-

Organization arranges guest lecture on saving, family relationship, health and

hygiene, for employees and their family.

E) Sports activities:-
Arranging sports is also one of the significant methods to find out individual potential

and creating unity among members. Therefore every year company conduct sports

competition the various sports activities of both indoor and outdoor. Authority of forming

team, preparing rules, brining prizes, preparing ground is given to the employees by

mixing both blue collar and white collar employees.

F) Social Activity:-
Social activity is also one of the important activities of an industry. Because it uses

resources of the society, in return the organization conduct various activities like

prevention of nature resources, plantation, donation to school, monetary and material

assistance to flood affected employees and assistance to the other people those are

affected by natural calamities.

G) Employer Meet:-

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This is important approach of developing individual as well as common relationship

between employees. So, principle employer directly meets with employees and discusses

about there and companies issues.

H) Health Awareness Programs

Maintaining good health of the employees organization conduct various awareness

programs related to health like medical checkup, awareness about high blood pressure,

heart diseases, blood donation camp etc.

I) Safety Week
Safety policy and programs are concerned with employee with employee protection. It

is also prevent the accident and minimizing the resulting loss and damage to person,

company property. Every company participates in safety week.

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CHAPTER NO- III

THEORETICAL BACKGROUND OF THE STUDY
3.1 Meaning
The term motivation derived from the word “Motive”. Motivation means to provide

someone with a Motive. Motivation includes different aspects of the behavior such as

Desires, Needs, Aspiration, Control, etc.

Human motives are internalized goals within individuals. It represents the source to

move people and causes to act. Motivation is the hypothetical construct which is defined in

terms of antecedent condition and consequent behavior

Sandford and Wrightman describe the motive thus, “It is restlessness, a lack, a yen, a

force. Once in the grip of the motive the individual does something. It most generally does

something to reduce the restlessness, to remedy the lack, to alleviate the yen, to mitigate the

force.”
Human motives are varying in their intensity according to the time and situation. The

management must study these needs and tries to understand their intensive and have the

responsibility to satisfy them in order to push them to work.

Motivation consists of three interdependent elements of needs, drive, and goals-
1) Needs:- These are the deficiencies and are created whenever there are the

psychological imbalances.
2) Drives or Motives:- These are the set to alleviate needs. These are action

oriented and provide an energizing thrust towards goal accomplishment. They are very

heart of the motivational process.

3) Goals:- Goals are the anything which will alleviate a need and reduce a drive.

3.2 Objectives of Motivation

1) Highly motivated workers are more productive than apathetic workers.
2) Motivated employees are generally looking for better way to work.
3) Motivated employees are generally more quality oriented.
4) Due to motivation workers engage in some from of creative, spontaneous and

innovative behavior at work.

3.3 Motivated Behavior
Motive can be expressed in several types of behavior. Kimble and Germazy specify

three types of motivated behavior, namely,

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1) Instrumental behavior, which is instrument in getting the need satisfied such as

going to the dinning table or a restaurant.

2) Consummately behavior, which is directly satisfy the need in question. Examples

are, eating (hunger), drinking (thirst), and joining an association (affiliation or

status).
3) Substitute behavior, which is known to be motivated behavior but which can not be

fully explained. It is generally difficult task to infer motives from behavior-

a) Motives may appear in disguised forms.
b) Similar motives may be manifested through unlike behavior.
c) Unlike motives may be expressed through similar behavior.
d) The expansion of human motives different from culture to culture and from

person to person within the culture.

3.4 Types of Motivation:-

1) Positive motivation:-
Positive motivation is based on reward. According to Flippo, “positive motivation is a

process of influence other to do your will through the possibility of gain or reward.”
Positive motivation infact includes-
a) Pride
b) Pay
c) Competition
d) Appreciation
e) Delegation of authority
f) Participation

2) Negative or Fear Motivation

It is based on force and fear causes person to act in a certain way because they are

afraid of the consequence if they don’t.

In other words, fear motivation is a “push” mechanism. Negative motivation has

certain limitation through its use, only the minimum of effort is put in to avoid punishment

frequently result in frustration among those punished, leading to the maladaptive behavior.

3) Incentive Motivation
Incentive motivation is the “pull” mechanism. It has its own benefits. The receipt of

awards, due recognition, and praise for work well done definitely lead to good term spirit, co-

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operation and feeling of happiness. People work for the incentive in the from of the four P’s

of the motivation-

a) Praise
b) Promotion
c) Prestige
d) Pay cheque

4) Intrinsic Rewards
Intrinsic motivators are concerned with the “feeling of having accomplishment worth

while.” i.e. the satisfaction one gets after doing once work well. Praise, Responsibility,

Recognition, Competition, power, status, and Participation are examples of such motivation.

5) Extrinsic Motivation
Extrinsic motivation is concerned with external motivator which employs Status, Pay,

Enjoy, Fringe benefits, and Health insurance Retirement plans. Holidays, Vocations etc. by

and large, these motivators are associated with financial rewards.

6) Attitude Motivation or Self Motivation

Before one can motive others, one must motivate oneself. One must overcome a

certain amount of ones natural inertia. One of the most common determinants to human

action is that of the tired feeling. This tired feeling is due to emotional reaction within

oneself. The things that conscious mind and are generally known as anxieties which are-
i. Financial trouble
ii. Driven by loss
iii. Monotonous work
iv. Under constant strain
v. Bad physical condition
3.5 Steps in Motivation
The following steps are adopted in Motivation.

1) Sizing up
This involves ascertaining motivational needs. All employees needs motivation but of

varying kind and in varying degrees. For example, one may need proper facilities for the

education of ones children, another may be interested in only quality.

2) Preparing a Set of Motivation Tools

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This requires a selection of specific tools of motivation. An executive, from personal

experience, from the experience of others, with the help of the personnel department, may

draw up a list the devices that may motivate different types of peoples under different

circumstances.

3) Selecting and Appling Motivators

The executive should decide about words, the tone voice, the gestures, etc. to be used

and make a necessary rehearsal for their proper use. Besides, it has also to be considered

where and when motivation to be applied. The place and timing for this purpose are

important.

4) Feedback
This involves the findings out of where an individual has been motivated. If not, some

other device may be applied.

3.6 Management Techniques Designed to Increase Motivation

Management generally uses Financial and Non- financial motivation techniques to

motivate their employees.

1. Financial Motivators
Financial motivators is connected directly or indirectly with money, wages and salary,

leave with pay, medical reimbursement, bonuses, profit sharing, etc. are included under this

type of motivation. Besides, money, there are other motivators, which deals with the personal

development and his relation to the environment in which he work. This is corroborated by

the observation of expert. Yoder observers, “Theories of joint goals and identification have

attracted wide attention. They have encouraged participative management and consultative

supervision. They have been highlighted in proposal for management by objective. The

common them is that, workers who help set their individual and group goals are strongly

motivated to achieve them”.

2. Non-financial Motivation

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These motivators are not connected with monetary rewards. In the words of Dubin

“Non-financial incentive are the psychic reward, or the rewards of enhanced position, that

can be secured in the organization.”

Some of the non-financial motivators are:-

a) Status and Pried

Status refers to “the social rank of the person”, and satisfies social and egoistic needs.

Individuals try hard to gain these status symbols and ones these have been achieved, there is

carving for higher status symbols.

Pried is a nebulous concept, “fair treatment, good product, dynamic leadership, ethical

conduct and such other things serve to stimulate an employees pried in his work and

recognition.”

b) Competition
As a form of motivation, competition is widely used is an organization. Individuals do

compete with one another if they feel, they have chances of winning and satisfying there ego.

This competition may be in regard to sales, production or safety measures. The person who

judged the best is awarded the coveted prize. But some times competition generated jealously

and hostility among the competing members, may be give rise to a sense of frustration among

the losers, and may even destroy the team spirit.

c) Appraisal, Praise, or Recognition

“Praise seems to have its greatest value when given and received as recognition, and

is not perceived by either party as an attempt to control the behavior of the recipient.”
Awards may be given in the form of articles, honoring certain individual, certificates.

Collective recognition given by the award of a shield or a banner or a certificate or by giving

certificate, special privileges or a money bonus to the employees.

d) Delegation of Authority

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An authority is the right to act, to direct and to requisition resources needed to

properly perform the job. The delegation of a substantial amount of responsibility to execute

a given task often proves to be a strong motivating force.

e) Job Security
For some employees this is an equally important motivator. Job security implies that

an employee would continue on the job in the same plant or else ware and he shall economic

and social security through health and welfare programs providing security against sickness,

unemployment, dis-ability old age and death.

Job security may be provided by:-
1) Adjusting surplus labour in an organization.
2) Implementing elaborate programs of fringe benefits.

f) Participation
It involves the physical and mental involvement of people in an activity, especially in

that of decision making. These satisfy ones ego and self esteem, and the needs of creativeness

and initiative.

3.7 Theories of Motivation

1) Traditional Theories of Work Motivation
A) Mc Gregory’s Theory X:-
Theory X represents the conventional concept and is based on following assumption:

1. Typical individual basically dislike work, as by nature they are indolent and

will avoid work whenever they can.

2. Because, most people dislike work they have to be pushed, closely

supervised, threatened, coerced, persuaded and even punished to get them to help

achieve the objectives of the organization

3. Most people are basically lazy, have little ambition, prefer to avoid

responsibility and desire security as a major goal and prefer to be directed or led.
4. The typical worker is self centered and has little concern for organizational

goals.
5. He is by nature resistant to change.

B) Mc Gregory’s Theory Y:-

Theory Y represents that-

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1. Management is responsible for organizing the element of productive

enterprise in the interest of economic ends.

2. Work is as natural as play or rest and people develop an attitude toward work

related to their experience with it.

3. A large percentage of population has a high degree of imagination, ingenuity

and creativity in the solution of organizational problems.

4. Under the condition of industrial life, the intellectual potentialities of the

average human being are only partially utilized.

5. The essential task of the management is to arrange the organizational

conditions and methods of operation so that people can achieve their own efforts

towards organizational objectives.

6. Close control and threats of punishment, are not the only ways to get people

to do things.
7. Motivation occurs at the social esteem and self actualization levels as well as

the physiological levels.

C) Fear and punishment Theory-

This approach involves the use of coercion and threat, close supervision and tight

control on behavior. The basic idea behind this approach is that people work for the sake of

money and that they will work only to ensure that the job is not lost. Management assumed

that they will imbue with self interest and self supervision. The approach is unstable because

“fierce breed’s counter- forces restriction of output, antagonism, militant trade unionism, and

a subtle but effective sabotage of management objectives. It leads to frustration and is

especially difficult during times of full employment.

2) Modern Theory of Work Motivation

Modern theories of work motivation are based on Mc Gregory’s theory Y and others.

These theories stress that man should have control over his work environment. He can be

motivated if he is given more responsibility and his task is made mote exciting and

challenging.

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 M.B.A. Programme

a) Two Factor or Hygiene Maintenance Theory of Herzberg

This theory stats that-
There are some conditions of job which operates primarily to dissatisfy employees

when they are not present. However, the presence of these conditions does not bring strong

motivation. Herzberg called these factors “Maintenance or hygiene factors”.

Herzberg found maintenance namely-

i. Company policy and administration
ii. Salary
iii. Job security
iv. Technical supervision
v. Personal life
vi. Interpersonal relation with supervision
vii. Interpersonal relation with peers
viii. Interpersonal relation with

b) Mc Celland’s Achievement Theory of Motivation

David C. Mc Cellend had proposed that there major relevant motives or needs in work

place situations. His theory is closely associated with the achievement motives. According to

him the motives are-

i. Attractiveness:- The importance or the strength that the individual places

on potential outcome or reward that can be archived on the job. This considers the

unsatisfied needs of the individuals.

ii. Performance Reward Linking:- The degree to which the individual

believes that performing of particular level will lead to the attainment of each job

outcome.
iii. Effort performance linkage:- The perceived probability by the individual

that exerting a given amount of effort will lead to performance.

3) Guidelines for Motivate Employees and the Managers

1) The management should let his people know that he considers them

valuable, capable individuals i.e. should treat the people with respect and honestly.
2) He should make sure that subordinates have the tools to get the job

done for achieving the goals.

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 M.B.A. Programme

3) The person should be fitted on the job, where he can set his own

standards, get concrete feedback, and ideal with moderate risks.

4) He should avoid building ‘dissatisfies’ into the job i.e. he should

make sure that salary and working condition are adequate.

5) The people should be making known through feedback, how they are

doing.

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 M.B.A. Programme

CHAPTER NO - IV
DATA PRESENTATION, ANALYSIS AND
INTERPRETATION

Introduction:-
The following data showing motivational techniques are used by the
organization. And opinion about employees. Which are the motivational factors
motivate to employees.
Table No.5.1: Age of the employee

Age (in years) No. of Employees Percentage

18-30 23 23
31-41 27 30
41-50 31 31
50 and above 19 19
Total 100 100%

Figures no 5.1

From the above table it is seen that there are 19% employees having their age 50 years

and above, 23% employees are in the age group 18-30 years of age, 31% employees are in

the age group 41-50 years and 27% employees are in the age group 31-40 years of age.

Table No.5.2: Gender of the employee

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 M.B.A. Programme

Gender No. of Employees Percentage

Male 93 93

Female 07 07

Total 100 100%

Figures no 5.2

It is observed that out of the total employees under survey 93% are male employees

and 7% are female.

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 M.B.A. Programme

Table No.5.3 Marital status of the employee

Marital Status No. of Employees Percentage

Married 60 60

Unmarried 40 40

Total 100 100%

Figures no 5.3

Above table depicts that there are only 40% unmarried employees under survey.

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Table No.5.4 Educational Qualification of the employees

Education No. of Employees Percentage

Non-graduate 45 45

Graduate 30 30

Post-graduate 25 25

Total 100 100

Figures no 5.4

The above table shows that there are 25% Post-graduate employees, 30% graduate

employees and 45% are non-graduate employees.

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Table No.5.5 Total experience of the employees

Experience (In year) No. of Employees Percentage

0-1 08 08
02-05 13 13
05-07 19 19
07-10 21 21
10-15 27 27
15 and more 13 13
Total 100 100

Figures no 5.5

The above table highlights on the experience of the employees. There are 27%

employees having 10-15 years of work experience, 21% employees have work experience of

7-10 years, 19% employees have work experience of 5-7 years, there are two groups of 13%

employees having work experience of 2-5 years and 15 years and more respectively and &

8% employees have work experience of 0-1 years.

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Table No.5.6 Satisfaction of the employees with the salary paid by the
organization

Satisfaction No. of Employees Percentage

Satisfied 70 70
Unsatisfied 20 20
No Opinion 10 10
Total 100 100

Figures no 5.6

The above table shows that 70% of the employees under survey are satisfied with the salary

paid by the organization to them 20% are not satisfied with it whereas 10% employees have

not expressed their opinion.

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 M.B.A. Programme

Table No.5.7 Security of the job is provided to the employees

Opinion No. of Employees Percentage

Yes 50 50
No 35 35
Don’t know 15 15
Total 100 100

Figures no 5.7

From the above table it is seen that 50% of the employees said that organization

providing security and stability of job to them, 35% employees said that organization is not

Providing any job security and stability to them and 15% employees don't have knowledge in

this regard.

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 M.B.A. Programme

Table No.5.8 Existence of friendly relationship between the management

and employees
Opinion No. of Employees Percentage
Yes 70 70
No 33 33
Total 100 100

Figures no 5.8

The above table shows that friendly relationship is existing between the management

and employees according to the opinion of 70% of the employees.

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 M.B.A. Programme

Table No.5.9 Adequate liberty and responsibility to the employees

Opinion No. of Employees Percentage
Yes 35 35
No 25 25
Sometimes 40 40
Total 100 100

Figures no 5.9

The above table describes the opinion of the employees regarding the liberty and

responsibilities offered by the management. 35% respondents under survey said that they

have been provided with liberty, freedom and responsibility by the management, 25%

respondents under survey said that they have been provided with liberty, freedom and

responsibility by the management and the remaining people opinioned that sometimes they

are getting liberty, freedom and responsibilities.

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Table No.5.10 Participation of the employees in decision making

Opinion No. of Employees Percentage
Yes 22 22
No 46 46
Sometimes 32 32
Total 100 100

Figures no 5.10

The above table shows that 22% employees are getting involved in the organization

decision making, 46% respondents said that they are not involved in organization decision

making and there are 31% respondents who felt that sometimes they are involved.

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 M.B.A. Programme

Table No.5.11 Existence of promotion to the employees

Opinion No. of Employees Percentage
Yes 90 90
No 10 10
Total 100 100

Figures no 5.11

From the above table it is seen that for 90% of the respondents facility of promotion is

existed and for 10% of the respondents facility of promotion is not existed.

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 M.B.A. Programme

Table No.5.12 Satisfaction of the employees with promotion facility offered

by the organization

Satisfaction No. of Employees Percentage

Satisfied 45 45
Unsatisfied 30 30
No Opinion 25 25
Total 100 100

Figures no 5.12

The above table highlight on the satisfaction of the employees regarding the

promotion facility available to them. 45% of them satisfied with the existing promotion

facility, 30% are not satisfied with it whereas 25% respondents have not expressed their

opinion regarding the satisfaction about the promotion facility.

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 M.B.A. Programme

Table No.5.13 Annual increment in the salary of the employees

Opinion No. of Employees Percentage
Yes 85 85
No 15 15
Total 100 100

Figures no 5.13

From the above table it is seen that 85% of the employees under survey are getting

annual increment in their salary.

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 M.B.A. Programme

Table No.5.14 Satisfaction of the employees towards annual increment in th

salary offered by the organization

Satisfaction No. of Employees Percentage

Satisfied 50 50
Unsatisfied 29 29
No Opinion 21 21
Total 100 100

Figures no 5.14

From the above table it is seen that out of the total surveyed employees who are

getting annual increment in their salary 50% are satisfied with it, 29% are not satisfied and

21% respondents have not given their opinion regarding the satisfaction about the increment

are getting.

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 M.B.A. Programme

Table No.5.15 Bonus facility for the employees

Opinion No. of Employees Percentage
Yes 78 78
No 22 22
Total 100 100

Figures no 5.15

The above shows that 78% of the employees under survey avail bonus facility from

the organization.

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 M.B.A. Programme

Table No.5.16 Satisfaction of the employees with Bonus facility

Satisfaction No. of Employees Percentage

Satisfied 45 45
Unsatisfied 30 30
No Opinion 15 15
Total 100 100

Figures no 5.16

From the above table it is seen that out of the total surveyed employees who are

getting bonus facility, 45% are satisfied with it, 30% are not satisfied and 15% respondents

have not given their opinion regarding the satisfaction about bonus they are getting.

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 M.B.A. Programme

Table No.5.17 Welfare Facilities for the employees

Opinion No. of Employees Percentage
Yes 90 90
No 10 10
Total 100 100

Figures no 5.17

The above table shows that 90% of the employees under survey are getting welfare

facility from the organization.

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 M.B.A. Programme

Table No.5.18 Satisfaction of the employees towards Welfare activity

offered by the organization

Satisfaction No. of Employees Percentage

Satisfied 42 45
Unsatisfied 25 30
No Opinion 33 15
Total 100 100

Figures no 5.18

From the above table it is seen hat out of the total surveyed employees who are

getting welfare facilities, 42% are satisfied with it, 25% are not satisfied and 33% respondent

have not given their opinion regarding the satisfaction about the welfare facility they are

getting from the organization.

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 M.B.A. Programme

Table No.5.19 Rewards and Prizes to the employees

Opinion No. of Employees Percentage
Yes 80 80
No 20 20
Total 100 100

Figures no 5.19

The above table focuses on the rewards and prizes such as for best performance, best

suggestions, full attendance, high productivity, hard work etc. received by the employees.

80% of the employees under survey are getting such rewards and prizes from the

organization.

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 M.B.A. Programme

Table No.5.20 Satisfaction of the employees towards Rewards and Prizes

Satisfaction No. of Employees Percentage

Satisfied 47 47
Unsatisfied 28 28
No Opinion 25 25
Total 100 100

Figures no 5.20

From the above table it is clear that out of the total surveyed employees who are

getting rewards and prizes, 47% are satisfied with it, 28%are not satisfied and 25%

respondents have not given their opinion regarding the satisfaction about the rewards and

prizes they are getting from the organization

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CHAPTER 5
FINDINGS CONCLUSION & SUGGESTION
The researcher has given the findings and suggestions based on the data presentation

and analysis in the chapter.

Findings
1. Under this survey only 40% employees are unmarried.
2. There are 25% employees are Post graduate, 30% employees are graduate and

45% Non- graduate employees.

3. Under this survey 70% employees are satisfied with the salary paid by

company to them 20% employees are unsatisfied and 10% employees are not give

their opinion about salary paid company.

4. Friendly relationships are existing between the management and employees.
5. Employees have been provided security and stability of job from the

organization by 50%. 35% employees are not provided any security and stability of

job, and some employees are unknown about this regard.

6. The experience of the employees, there are 27% workers having 10-15 years

of work experience, 21% workers having work experience of 7-10 years.19%

employees are having 5-7 years experience.

7. There are 19% workers having their age 50 years and above, 23% workers are

in the age 18-30 years, 35% employees are in the age group of 41-50 years & 27%

employees are in the age of 31-40 years.

8. There are only 40% workers are unmarried.

Conclusion

The salient features of Labour motivation techniques of the company summaries as

follows.

Labour motivation techniques are scientifically sound and easily comprehensible. It is

concerned with the all companies labour. Sound co- operation between management and

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labour. It is found that majority of employees have got motivate still remaining employees

have to go through the training programme and motivational techniques of the organization.

Thus with all these feature of organization is well known for effective motivational

techniques.

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Suggestions

1. Management can practice increment in salary and incentive based on the

performance by which the productivity can be further improved.

2. Sufficient training programmers may be providing. Because the manpower is

the asset of the organization. And trained and fully motivated employees are giving

more output.
3. Management should maintain the friendly relationship between employees.

The conflict should be avoid and improve the frankly surrounding of work. It will be

occurring by this employees can co-ordinate to management so it helps to increase the

productivity.
4. Organization has provided maximum security and stability to the employees in

the job. That time employees will involve fully to their work and concentrates on the

companies goals & objectives.

5. The annual social function can be arranged for all the employees.
6. The safety material, proper tools & equipments to each and every employee

should be provided at proper place and time.

7. Sickness leaves should be given to the employees in additional to medical

facilities.
8. The facilities of educational help to the children of the employees can be

provided.

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 M.B.A. Programme

QUESTIONNAIRE

Personal Details
1. Name
2. Department
3. Designation
4. Age
5. Sex
6. Marital Status
7. Educational Qualification
8. Total Experience

1. The organization gives any promotion facility?

a) Yes b) No

2. If yes, what is your opinion abutting it?

a) Satisfied b) Unsatisfied

3. Do you get annual increment in your salary?

a) Yes b) No

4. If yes, what is your opinion abutting it?

a) Satisfied b) Unsatisfied

5. Are you satisfied with your salary paid by the organization?

a) Satisfied b) Unsatisfied

6. Organization provides security and stability to your job?

a) Yes b) No

7. Do you get the bonus facility?

a) Yes b) No

8. If yes, what is your opinion abutting it?

a) Satisfied b) Unsatisfied

9. Do you get rewards and prizes such as for best performance, best suggestion, full
attendance, high productivity, hard work etc.?
a) Yes b) No

10. If yes, what is your opinion abutting it?

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 M.B.A. Programme

a) Satisfied b) Unsatisfied

11. What is your opinion regarding the overall facilities provided by organization?
a) Satisfied b) Unsatisfied

12. Does organization provide safety material such as uniform, goggles, shoes, hand gloves
etc.?
a) Yes b) No

13. If yes, what is your opinion abutting it?

a) Satisfied b) Unsatisfied

14. Are you satisfied with your working hours and shifts?
a) Yes b) No

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BIBLIOGRAPHY
1. K. ASWATHAPA
“Tata McGraw-Hill publishing company, New Delhi.
2. C. B. MAMORIA
“Personal Management”
Himalaya Publishing House, Mumbai
Twelth Edition, 1994.
3. P. SUBBARAO
“Personal and Human Resource Management”
Himalaya Publishing House, Mumbai
Third Edition, 2004.

4. Websites Used
www.google.com

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