INTRODUCTION

MOTIVATION:

Motivation is a general term used to describe the process of starting,

directing, and maintaining physical and psychological activities.

The word motivation comes from the Latin word movere “to move”.
All behavior is in some way motivated. The motivation refers to states
within an individual that drives his behavior towards some goals.

The important task before every manager is to secure optimum performance from
each of his subordinates. Motivation is a process of including and instigating the
subordinates to put in their best. Motivation is influenced significantly by the needs
of a person and the extents to which these have been fulfilled. To motivate the
subordinates, the manager must, therefore, understand their needs.

DEFINITION OF MOTIVATION:

Motivation may be defined as “something that moves the person to Action

and continues him in the course of action already initiated.”

W.G. SCOTT has defined motivation as a process of stimulating people to

action to accomplish desired goals.

EDWIN B.FLIPPO defined motivation as the process of attempting to

influence others to do your will through the possibility of gain or reward.

1
MOTIVATIONAL MODEL

Search and choice Goal Directed

Need Deficiency
of strategy Behaviour

Revaluation of Rewards or Evaluation of

needs Punishment Performance

NEED FOR MOTIVATION

 It leads to job satisfaction of the workers which will reduce absenteeism

and increases turnover.

 It will create better industrial relations in the enterprises.

 It also the foster team spirit among the workers and their loyalty to the

work group.
 Effective motivation succeeds not only in having an accepted but also in

gaining a determination to see that it is executed efficiently and effectively.

 It will get people on your side and they’ll want to help you. Piss them off

and they’ll do everything they can to screw you over.

2
 2. LITERATURE

Richard Kefs - Co-Founder, Chief Executive Officer and S oraya Kefs - Co-
Founder, Chief Operating Officer founded the company in year 2000.

Since 2000, FastBooking has been the preferred partner to hotelkeepers worldwide,
driving more visitors to hotel websites and converting these visitors to direct
bookings. FastBooking products and services optimize a hotel’s business by
maximizing highly profitable direct website bookings, then rationalize inventory
and pricing across all other onlinesales channels. The company even optimizes
business through legacy GDS/IDS with a cost effective service.

The FastBooking team combines deep hotel industry experience, innovative

technology, and online marketing savoir-faire that offers the industry’s leading
hotel website booking solution to discriminating hotelkeepers.

With over 3 million room reservations booked in 2009, FastBooking is a

recognized leader in hotel website booking solutions.

Since its founding in 2000, FastBooking has experienced exponential growth at all
levels: number of bed-nights and profits generated by our services, number of hotel
clients, number of employees, etc…

With around 200 hotels as its clients Fastbooking has now turned into a giant in the
field with over 4000 clients all over the world.

3
5 main services it provides are:

1). Increase Hotel website Visitors.

2).Convert Visitors to buyers.

3).Strengthen guest loyality.

4).Improve E-Business Performance.

5).Revenue optimization Service.

3.OBJECTIVES

• It is a bare fact that most of us use only a small portion of our mental and
physical abilities.

• To explore the unused potential in people, they are to be motivated.

• Such exploration results in greater efficiency, higher production and better

standard of living of the people.

This study is carried out:----

♣ To find out whether the existing motivational techniques are satisfactory to

the employees.

♣ To know the opinion of the employees working condition, job security wage
structure, monetary rewards etc in Fastbooking .

♣ To find out whether the motivation reflects on the relationship with superiors
and peers.

4
 ♣ To know the opinion of the employees relationship with superiors and co-
workers.

♣ To find out whether the motivation leads to greater performance.

♣ To offer other suggestions to management to improve the motivational

factors among the employees.

NATURE OF MOTIVATION:

• It is a psychological concept. It is based on human needs which generate

within an individual.

• Motivation is total, not piece-meal. A person cannot be motivated in parts,

an employee is an indivisible unit and his needs are interrelated.

• Motivation is an continuous process. It is not a time-bound programme or

touch-and-go affair. Human needs are infinite.

• Motivation causes goal-directed behavior.

• Motivation may be financial or non financial. Financial incentives include

pay, allowances, bonus and perquisites. Non financial incentives consist of
recognition, praise, responsibility, participation in decision making,
challenging job etc.

• Motivation is a complex process.

5
 4. RESEARCH METHODOLGY

Research methodology is way to systematically solve the research problem.

It is a plan of action for a research project and explains in detail how data are
collected and analyzed. Research Methodology may be understood as a science of
studying how research is done scientifically. It can cover a wide range of studies
from simple description and investigation to the construction of sophisticated
experiment.

A clear objective provides the basis of design of the project. Since the main
objective of this study is to identify the customers preference, expectation and
perception. It was decided to use descriptive research design include, surveys and
fact-findings enquires of different kinds, which found out to be the most suitable
design in order to carry out the project.

MEANING OF RESEARCH:

Research is an art of scientific investigation. The advanced learner’s

dictionaries of current English lay are down the meaning of research as, “a careful
investigation (or) inquiry especially through search for new facts in any branch of
knowledge”. Redmen and Mary define research as a “systematic effort to gain
knowledge”.

6
RESEARCH DESIGN:

A Research design is plan that specifies the objectives of the study, method
to be adopted in the collection of the data, tools in analysis of data and helpful to
frame hypothesis. “A research design is the arrangement of condition for collection
and analysis of data in a manner that aims to combine relevance to research
purpose with economy in procedure”.

Research design is needed because it facilitates the smooth sailing of the

various project operations, thereby making the project as efficient as possible
yielding maximal information with minimal expenditure of effort time and money.
Also it minimizes bias and maximizes the reliability of the data collected.

SAMPLE SCHEME

The number of sample size selected was 100 for this study which includes
both technical and non technical employees. Simple random sampling is used as
sampling techniques for this study.

PERIOD OF STUDY

The study was carried out for a period of 3 months.

7
 METHOD OF DATA COLLECTION

The data were collected from the employees of FASTBOOKING INDIA

PRIVATE LIMITED.

PRIMARY DATA:

The data which are collected afresh for the first time and thus happen to be
original in character is called primary data.

The primary data was collected from the employees of FASTBOOKING

INDIA through a direct structured questionnaire. Respondent has filled the
questionnaire.

SECONDARY DATA:

The data which have already been collected and analyzed by someone else is
called secondary data.

The secondary data was used mainly to support primary data. Company
profiles, websites, magazines, articles were used widely.

SAMPLING SIZE AND TECHNIQUE:

Type of universe:

8
 The first step in developing any sample is clearly defining the set of
objectives, technically called the universe, to be studied. Here the universe is the
employees FASTBOOKING INDIA Pvt Ltd.

Size of sample:

It refers to the number if items to be selected from the universe to constitute

a sample. Here 50 employees of FASTBOOKING INDIA Pvt Ltd in India were
selected as size of sample.

Sample design:

When population elements are selected for inclusion in the sample based on
the case of access, it is called convenience sampling method for the convenience of
the researcher.

TOOLS OF ANALYSIS

Statistical tool:

These are tools, which helps to analyze the collected data. This analysis
contains various approaches like comparisons, detecting, accuracy, estimation etc.
in my survey I applied some statistical tool for analyzing raw data

The tools used for analysis are

1. Simple percentage

2. Chi-square test

9
 3. Anova-one way classification model

4. Weighted average method

5. SCOPE OF STUDY

This study is to interpret the satisfaction of the employees in the existing

motivational techniques in FASTBOOKING INDIA PRIVATE LIMITED,
GURGAON”. It consists of relevant and useful analysis regarding job satisfaction.

This is a true representation of the entire population in the organisation.

TYPES OF NEEDS FOR MOTIVATION:

There are three types of needs.

 Primary Motives

 General Motives

 Secondary Motives

1. Primary Motives:

10
 The use of the term primary does not imply that this group of motives
always takes precedence the general and secondary motives. Although the
precedence of primary motives is implied in some motivation theories there are
many situations in which the general and secondary predominate over primary
motives.

Examples are fasting for a religious social or political cause. In both cases
learned secondary motives are stronger than unlearned primary motives.

2. General Motives:

A separate classification for general motives is not always given. Yet such a
category seems necessary because there are a number of motives which lie in the
gray area between the primary and secondary classifications. To be included in the
general category, a motive must be unlearned but not physiologically based.

3. Secondary motives:

Secondary motives are most important. The motives of hunger and thirst are
not dominant Amount people living – in the economically developed world. Some
examples of secondary motives are power, achievement and status. Every person in
a responsible position in business, education and act may exhibit a need for power

CHARACTERISTICS OF MOTIVATION

11
  Motivation deals with workers on the psychological plane. Effective

performance on the part of workers can be said to be the result of their

abilities backed by proper motivation.
 A motivational device which promises fulfillment of some needs of

workers and not others will fall shorts to its objectives of looking total
commitment of workers.
 A worker will perform the desired activity only so long as he sees his

action as a means of continued fulfillment of his strongly felt needs.

 Motivation may be provided in several ways depending upon the needs,

emotions and sentiments of workers.

 Motivation cannot be a time-bound process. Not it can be a touch-and-go

affair.
 To keep the workers continuously engaged in the planned activities, they

must be kept in a state of continued animated tension by means of unfolding

before them ever new avenues for the satisfaction of their limitless needs.

IMPORTANCE OF MOTIVATION

The increased attention towards motivational is justified by several reasons;

 Motivated employees are always looking for better ways to do a job.

 A motivated employee generally is more quality oriented.

 Highly motivated workers are more productive than apathetic workers.

12
Finally, many organization are now beginning to pay increasing attention to
develop their employees as future resources upon which they can draw as they
grow and develop.

FACTOR INFLUENCING INDIVIDUAL MOTIVATION IN ORGANISATION

Attitudes

Goals Motivation Beliefs

Values
Needs

LIMITATIONS OF THE STUDY

13
 The research has been studied for short period. Certain respondents were
averse to give necessary information. Some of the respondent misleaded the
researcher by giving preconceived notion. All the respondents were so busy that
the researcher found it difficult to acquire the data’s.

6. QUESTIONS

[Kindly put the tick mark against the selected answer in an Un-biased manner]

1. Do you agree that motivation from superior help in during your work
better than earlier?

(a)Agree (b) disagree (c) I don’t know

2. Can u express your level of satisfaction with regarding the following

motivational techniques?

(a) Highly satisfied

(b) Somewhat satisfied

(c) Neither satisfied nor dissatisfied

(d) Somewhat dissatisfied

(e) Highly satisfied

3. Does your organization offer any reward for excellent in job. Please
specify the name and type of reward?

14
4. Do you want any improvement in the existing motivational techniques?
Rate the level?

(a) 0-5% (b) 5-30% (c) 31-60%

(d) 61-80% (e) 81-100%

5. Are you satisfied with reward offered?

(a) Yes (b) no

Please specify reason:

6. Are you encouraged to get more rewards?

(a) Yes (b) no

7. Do you agree with the statement “reward leads to high level of

productivity and good quality work”
(a) Agree (b) disagree (c) I don’t know
(b)
8. Are you satisfied with the present job?
(a) Yes (b) No

9. Please specify the factor which leads to job Satisfaction?

(a) Interesting work (b) Carrier development

15
 (c) Recognition (d) any other specify

10. How do you expect your job to be?

(a) Maximize earning (b) Desire for more leisure
(c) Greater security (d) More interesting
(e) Career development

11. Does motivation influence behavior at work?

(a) Yes (b) No

12. Motivation reflects on the relationship with Superiors and peers.

(a) Yes (b) No
(b)
13. Which factor levels to greater performance?
(a) Ability (b) Training
(c) Motivation (d) Good supervision
(d) All the above

14. What characteristics should a motivation?

Environment contains? Rank it.

(a) Understanding effort & performance level
(b) Participation of employees in decision making
(c) Providing greater opportunity for growth
(d) Recognition

16
 (e) Rewards and appreciation

15. Are you satisfied with the basic needs given by the company?
(a) Highly satisfied
(b) Satisfied
(c) No opinion
(d) Dissatisfied
(e) Highly dissatisfied

16. Does the medical facility and the insurance provided by the company is
highly motivate to you?
(a)Yes (b) No

17. Are you satisfied with the motivational attributes given by the
company?
(a)Yes (b) No

18. Do you think that a highly motivated employee will increase the
productivity level?
(a) To Large Extent (b) To Some Extent
(c) Not at All

19. Does the company give monetary reward to the employees?

(a)Yes (b) No

17
 20. What is your opinion of the factors that can be used to increase
motivational lines?
Any Suggestions/ Remarks:

7.BIBLIOGRAPHY

REFERENCE BOOKS:

 Nirmal Singh, Human Relations and Organizational behavior, Deep and

Deep Publications PVT Limited.
 Stephens P. Robbins and Timothy A. Judge, Organizational behavior,
Prentice Hall of India (P) Limited.
 K. Aswathappa, (1998). Human Resource and Personnel Management,
New Delhi. Tata Mc Graw Hill publishing company limited.
 C.R.Kothari, (2003). Research Methodology: Methods and Techniques.
New Delhi.
 L.M. Prasad, (2004), Human Resource Management, and New Delhi:
Sultan chand & sons.
 J. Tripathi and E.J. Mc Cormick, (1965). Human Resource Management
and Personnel Management.

18
WEB SITES:

 WWW.FASTBOOKING.ORG

 WWW.FASTBOOKING.CO.IN

 WWW.GOOGLE.COM

19
 CHAPTER ARRANGEMENTS

 Chapter 1 contains Introduction, Statement of problem, Objectives,

Limitations of study, Scope of study.

 Chapter 2 contains Research Methodology and Review of literature about

the motivational techniques.

20
 Chapter 3 contains Company profile and Organisational structure.

 Chapter 4 contains Data analysis & interpretation and the findings.

 Chapter 5 contains Recommendations & Suggestions and the conclusion

21
 STATISTICAL FORMULA

PERCENTAGE ANALYSIS

Percentage refers to a special kind of ratio. Percentages are used in making

comparison between two or more series of data. Percentages can also used to
compare the relative terms, the distribution of two or more series of data.

22
 The easy and simplicity of calculating, the general understanding of its
purpose and the universal applicability of the percent static have made it most
widely and standardized tool in researchers.

Percentage analysis formula:

Number of Respondents
Percentage = ------------------------------------ * 100
Total number of population

WEIGHTED AVERAGE METHOD

The term weights stands for the relative importance of different items.

The formula for computing weight average is

Weighted average method = Sub weight

Sample size

ANNOVA-ONE WAY CLASSIFICATION

The analysis of variance is a method which separates the variation ascribable

to one set of causes from the variation ascribable to other set. The total variation is
split up into the following two components:

(a) Variation within the subgroups of samples

(b) Variation between the subgroups of the samples

23
 The technique of analysis of variance is referred to as ANOVA. A table
showing the source of variation, the sum of squares, degrees of freedom, mean
square (variance) and the formula for the F-ratio is known as ANOVA TABLE.

F-statistic = Variance between the samples

Variance within the samples

CORRELATION ANALYSIS

Correlation is a statistical tool which studies the relationship between two

variables, and correlation analysis involves various methods and techniques used
for studying and measuring the extent of the relationship between two variables.

Correlation analysis enables a marketing manager to estimate cost, sales and

other variables on the basis of other series that costs, sales and prices may be
functionally related. Correlation may be classified as 1) positive and negative 2)
simple, multiple and partial 3) linear and non-linear.

CHI-SQUARE ANALYSIS

( O − E)
2
2
Chi-square (ψ ) =
E

Where

24
 O - The observed frequency

E - The expected frequency

Expected frequency formula

( Row total) ( Column total)

E -
Grand total

Degree of freedom: (r – 1) (c – 1)

Where

r - Number of rows

c - Number of columns

Rules

• If the chi square value is less than table value then accept the null hypothesis.
• If the chi square value is greater than table value then reject the null hypothesis.

MOTIVATING FACTORS

25
  Some managers try to motivated employees through the use of rewards,

punishments and formal authority. But, motivation is much more

complicated than that.
 It involves the ideas of family, teamwork, growth, learning, other benefits

and the like the employees do not enjoy a routine, monotonous role of being
log in the wheel. They prefer taking risk, making decision and delivering the
goods.
 Innovation and creativity have come to be crucial needs for executives

today. They like to be listened for the suggestions and new ideas.
 Employees look forward for the development of new skills rather than

security of jobs in an organization. Training and development programmes

also provided to break from the daily routine and work pressure.
 Today’s employees, therefore, want to add to themselves as they make

valuable contributions to their organization.

 Just as employees have a need for challenges work involving risk they

also need to be forgiven for and mistake made in the process. Employee’s
fee motivated any perform better when mistakes are forgiven of ignored.

FINANCIAL INCENTIVES

26
 Financial incentive is concerned directly of indirectly with money. Factors
such as Wages, Salary, Bonuses, Profit-sharing, Leave with pay, Medical facility,
Insurance, Housing facility, Retirement benefit and the like are individual under
this type of motivation. Money is a means through which one can satisfy higher
order needs.

NON FINANCIAL INCENTIVES:

Non-financial motivation is not connected with monetary rewards. They are

psychic rewards of the rewards of enhanced position that can be secured in the
work organization. Some of the most commonly used non-financial motivation is,

 Appraisal, praise, and prestige

 Status and pride
 Competition
 Delegation of authority0
 Participation
 Job security
 Job enlargement
 Job rotation
 Job loading
 Job enrichment
 Quality of work life

TYPES OF MOTIVATION:

27
 • Positive motivation

- Involves proper recognition of employee’s efforts and appreciation

of employee contribution towards the goal achievement.

- Improve the standard of performance, lead to good team spirit, and

a sense of cooperation.

• Negative motivation

- Based on force, fear and threats.

- The fear of punishment

- Threatened with demotion, dismissed, lay-off, pay cut etc.

• Extrinsic motivation

- include higher pay, retirement benefits, rest periods, holidays, profit

sharing schemes, health and medical insurance, vacation etc.

• Intrinsic motivation

- Praise, recognition, responsibility, esteem, power, status,

participation etc.

MOTIVATION AND MORALE:

28
 Motivation and morale in industry are often used interchangeably; though
they are referred as two different kinds of phenomena. Motivation refers to the
propensity toward a particular behavioral pattern to satisfy a need or deficiency.
Morale describes an employee’s attitudes, feelings and judgment about his work,
peers, supervisors, subordinates and his organization. A highly motivated
employee may not have high morale, through motivation to some degree provides
potential for morale.

THEORIES OF MOTIVATION:

The importance of motivation to human life and work can be judged by the
number of theories that have been propounded to explain people’s behavior. They
explain human motivation through human needs and human nature. Prominent
among these Theories and particularly relevant to us are Maslows Need Hierarchy
Theory, McGregor’s Theory ‘x’ and ‘y’ and Hertzberg, Motivation Hygiene
Theory.

We shall discuss three important theories in detail as follows;

1) Maslows Need Hierarchy Theory

2) McGregor Theory ‘x’ and ‘y’ and

3) Hertzberg Two Factor Theory

 MASLOW NEED HIERARCHY THEORY:

29
 Maslow theory is significant because it encompasses all human needs and
classifies them into five neat all-inclusive categories. There are give need-clusters.

a) Physiological Needs:

Physiological needs are basic to life viz.., thirst, and companionship among
others. They are relatively independent of each other and in some areas can be
identified with a specific location in the body. These needs are cyclic. In other
words they are satisfied for a short period: then they reappear.

Every human being wants to fulfill their basic needs that are survival needs like
food, water and shelter and sex. once these basic needs are satisfied to the degree
needed for the sufficient and comfortable operation of the body, then the other
levels of needs become important and start acting as motivators.

b) Safety and Security needs:

Safety needs also called security needs, find expression in such series as
economies security and protection from physical dangers and a desire for an
orderly and predictable world. Like physiological needs, these become in active
once they are satisfied.

30
 These the physiological needs are gratified, the safety and security needs
become predominant. These are the needs for self-preservation as against
physiological needs which are for survival; these needs include those of security,
stability, freedom from anxiety and a structured and ordered environment.

c) Love and Social needs:

These needs include the desire for love companionship and friendship these
needs reflect persons desire to be accepted by others.

Social needs refer to belongingness. All individuals want to associate with

others to gain acceptance and to give and receive friendship from them. People do
not work for money alone but also for companionship. Cohesive informal groups
indicate that employees have found an outlet for their social needs.

d) Esteem needs:

Esteem needs refer to a desire for firmly-based high evaluation from others for
self respect and self esteem. They include those needs which indicate self
confidence, achievement, competence, knowledge and independence.

The need for esteem is to attain recognition from others which would induce a
feeling of self-worth and self-confidence in the individual. It is an urge for
achievement, prestige, status and power, self-respect is the internal recognition.
The respect from others is the external recognition.

e) Self –Actualization needs:

31
 Self Actualization needs refer to self-fulfillment. The term “Self-Actualization”
was coined by a Kurt Goldstein and means to become actualized in what one is
potentially good at.

The last need is the need to develop fully and to realize ones capacities and
potentialities to the fullest extent possible, whatever these capacities and
potentialities may be. This is the highest level of need in maslow’s hierarchy and is
activated as a motivator when all other assignments that allow for creativity and
opportunities for personal growth and Advancement.

 THEORY X AND THEORY Y:

Douglas McGregor proposed two distinct views of human beings. One

basically Negative, labeled theory x and other basically positive, labeled theory y.

Under theory x, the four negative assumptions held by managers are:

1. Employees inherently dislike work and whenever possible will attempt to

avoid it.

2. Since employees dislike work, they must be coerced, controlled, or

threatened with punishments to achieve goals.

3. Employees will avoid responsibilities and seek formal direction whenever

possible.

32
 4. Most workers place security about all other factors associated with work
and will display little ambition.

In contrast to these negative views about the nature of human beings,

McGregor Listed the four positive assumptions that he called theory Y.:

1. Employees can view work as being as natural as rest or play.

2. People will exercise self-direction and self-control if they

are committed to the objectives.

3. The average person can learn to accept even seek

responsibility.

4. The ability to make innovative decisions is widely dispersed

throughout the Population and is not the sole province of those in
management positions.

 HERZBERG TWO FACTOR THEORY:

According to Hertzberg, man has two different: categories of needs, which are
essentially independent of each other and affect behavior in different ways. When
people feel happy about their job, there an extra-in job, and also it increase the job
satisfaction.

Fredrick Hertzberg two factor theories concludes that certain factors in the
work place result in job satisfaction, while others do not, but if absent lead to
dissatisfaction.

33
 He distinguished between:

Hygiene Factors:

 Wages
 Salary
 Company policies
 Interpersonal Relation
with Peers
 Job Security
 Supervisors Technical
Hygiene factors present dissatisfaction in the organization. According to him,
hygiene factors are very necessary to maintain the human resources of an
organization.

Motivational Factors:

 Job itself
 Recognition
 Achievement
 Responsibility
 Growth and
Advancement

These factors are interrelated and are positively related to motivation.

According To Hertzberg job promotions, higher responsibilities, participation
in central decision making are all signals of growth and advancement of
employee in the organization.

34
 COMPANY PROFILE

Syrma provides global OEM’s unique partnership opportunities to reduce

product development costs and deliver globally competitive electronic
manufacturing services through leveraging Syrma’s contract engineering and
manufacturing services teams. Syrma, along with the resources of the Tandon
Group companies have a 30 year legacy of creating innovative manufacturing and
fulfillment solutions for global end markets, with unique business models to enable
OEM’s to grow their presence in the rapidly expanding India market.

Syrma is the manufacturing arm of the Tandon Group. We specialize in

collaborative design (CDM) and manufacturing of med/high mix and flexible
volume electronic products. In addition we offer precision component technology
and manufacturing for RFID tags and magnetic products. We provide these
services to OEMs in the following market segments:

• Industrial
• Medical
• Defense
• Telecommunitions

Company History of Syrma and the Tandon Group

35
 Syrma has a long heritage of continuous technology and manufacturing
innovation. This has helped Syrma and the Tandon Group companies expand their
presence worldwide and lead to servicing marquee customers such as Compaq,

Dell, IBM, Apple and Western Digital. Some of the products manufactured over
the years have included: Disk Drives, Memory Modules, Power Supplies /
Adapters, DC Motors, Fiber Optic Assemblies & a variety of electronic
components.

Today Syrma and the Tandon Group have developed an infrastructure that
uniquely positions it to assist global customers to explore the growth opportunity
presented by India’s vast domestic market.

Manufacturing services include:

 Advanced process and manufacturing technology

 Product Launch/NPI
 DFx Services / Collaborative design and product development services
 PCBA and systems integration
 Precision electromechanical assembly expertise

Tandon Group Companies

Linking a design and manufacturing service solution to the specialized

fulfillment capabilities of the several Tandon Group companies can enable a highly
competitive and differentiable solution for YOUR Company’s products.

Defense Market Manufacturing and Fulfillment Solutions

36
Memory Electronics

MEPL is a Licensed Manufacturer of Defense Equipments, approved by

Ministry of Defense, Govt.of India. This group company has manufacturing units

in Nasik and Mumbai, Memory Electronics Pvt. Ltd. (MEPL) offers total state of
the art solutions to customers in the field of Defense Electronics.

Wireless Communications Manufacturing and Fulfillment Solutions

3G Wireless Communications

3G Wireless is a wholly subsidiary of Memory Electronics focused on

providing turnkey communication solutions. The 3G team serves as a consultancy
capable of providing a one stop shop for all wireless communication requirements.
Its services encompass the entire process from defining the requirements to product
selection, installation, value added services and repair / maintenance.

Syrma Technology’s Engineering services enable customers to leverage their

internal innovation capabilities - offering a win-win proposition - OEM’s
intellectual property is protected while leveraging our design capabilities to lower
their costs and improve the time to market for new products.

37
 1. Accelerate market entry
2. Reduce product costs
3. Reduced product development costs

Manufacturing Services

38
 Syrma is a leader in providing manufacturing and integrated supply chain
services with focus towards the India market. Syrma’s services include
engineering, manufacturing and Integration / sales support in several India market
verticals.

Syrma is helping OEMs become more competitive in the emerging India

market We are India market specialists and can accelerate OEM’s introduction of
new products to the India market.
A Powerful Edge for Productivity Syrma increases your responsiveness and
efficiency so you can deliver greater value to your customers.

As your partner we:

 Manage your manufacturing operations

 Streamline the entire product life cycle
 Improve your productivity
 Give you a competitive edge

39
RFID Passive tags manufacturer: RFID Cards, Labels, Wrist band, Key Fobs,
ISO, Clamshell, Laundry, Glass cards provider.

RFID or "Radio Frequency Identification" technology relies on radio signals

for transmission of information. It’s most basic application is the identification of
people, animals, goods, and miscellaneous objects. Due to its numerous advantages
over other identification systems, RFID systems are replacing bar codes, optical
character recognition, biometry, contact cards etc.

Syrma in tune with the growing RFID Market is building a Design and
Development Center to cater to the needs of its elite Customers.

Some of the RFID Tags include:

 Wrist Bands

40
  Key Fobs

 Clamshell Cards

 ISO Cards

 Molded Tags

 Epoxy Potted Tags

 Nail Tags

 Laundry Tags

 Clear Discs

 Transponders/ Inlays

 Glass Tags/ Tube Tags

Apart from the above we design and manufacture tags for specific applications.

 High temperature

 Harsh environment

 Waste management

 Pigeon racing

41
 Sports timing

 For metal environment (on metal tag)

 Tamper proof

 Pallet tracking

 Labels

 Jewelry management

ORGANISATION STRUCTURE

42
 PRESIDENT

GM HR & HEAD GM GM SALES & GM ENGG

ADMIN FINANCE OPERATION MARKETING TOOLING
S CALIBER-
ATION

HEAD HEAD HEAD

FACILITIES HR MIS
& MR

HEAD HEAD HEAD HEAD PRODN, HEAD PRODN

QA PROCESS MATRL, MAGNETICS, VOICE COILS
EXIM, PPC RFID

ORGANISATION STRUCTURE ANTENNA

43
 PRESIDENT

VP BUSINESS Sr. GENERAL

DEVELOPMENT MANAGER

VENDOR PROGRAM
DEVELOPMENT MANAGER

MANAGER MANAGER MANAGER HEAD

QA PRODUCTION ENGINEERING MATERIALS

DATA ANALYSIS AND INTERPRETATION

44
 TABLE 1:

SATISFACTION REGARDING MOTIVATION GIVEN BY SUPERIORS

FACTORS NO OF PERCENTAGE
RESPONDENTS
Agree 86 86
Disagree 6 6
I don’t know 8 8
Total 100 100

Source: computed

From the above table it is found that 86% of the respondents are satisfied regarding
motivation given by the superiors and 6% are not satisfied with the motivation
given by superiors.

CHART 1:

45
SATISFACTION REGARDING MOTIVATION GIVEN BY SUPERIORS

8
6%

TABLE 2:

46
 SATISFACTION REGARDING THE EXISTING MOTIVATIONAL
TECHNIQUE

FACTORS NO OF PERCENTAGE
RESPONDENTS

Highly satisfied 10 10

Satisfied 48 48

Satisfied to some extent 34 34

Dissatisfied 4 4

Highly dissatisfied 4 4
Total 100 100

Source: computed

From the above table it is clear that 10% of respondents are highly satisfied, 48%
are satisfied, 34% are satisfied to some extent, 4% are dissatisfied, 4% are highly
dissatisfied regarding the existing motivational techniques.

CHART 2:

47
SATISFACTION REGARDING THE EXISTING MOTIVATIONAL
TECHNIQUE

50

45

R 40
E
35
S
P 30
O
N 25
D
TABLE 3:
E 20
N
48
15
T
 PERCENTAGE OPINION OF RESPONDENTS IN IMPROVING
EXISTING MOTIVATIONAL TECHNIQUES

FACTORS NO OF PERCENTAGE
RESPONDENTS

0-5 % 16 16

6-30 % 30 30

31-60% 30 30

61-80% 12 12

81-100% 12 12

Total 100 100

Source: computed

From the above table it is clear that 16% of the respondents need 0-5% level,
30% of the respondents need 6-30% level, 30% of the respondents need 31-60%
level, 12% of the respondents need 61-80% level and 12% of the respondents need
81-100% level of improvement in existing motivation techniques.

CHART 3:

49
PERCENTAGE OPINION OF RESPONDENTS IN IMPROVING
EXISTING MOTIVATIONAL TECHNIQUES

30

25
R
E
S 20
P
16
O
N 15
D
TABLE 4:
E
N 10
50 T
S
 RESPONDENTS SATISFACTION REGARDING REWARDS

RESPONSES NO OF PERCENTAGE
RESPONDENTS
Yes 60 60
No 40 40
Total 100 100

Source: computed

From the above table it is clear that 60% of the respondents are satisfied and 40%
of the respondents are not satisfied regarding rewards.

CHART 4:

RESPONDENTS SATISFACTION REGARDING REWARDS

51
 40%

TABLE 5:

52
 OPINION OF RESPONDENTS IN OBTAINING ENCOURAGEMENT

RESPONSES NO OF PERCENTAGE
RESPONDENTS

Yes 80 80

No 20 20

Total 100 100

Source: computed

From the above table it is clear that 80% of the respondents are satisfied and
20% of the respondents are not satisfied in obtaining encouragement.

CHART 5:

OPINION OF RESPONDENTS IN OBTAINING ENCOURAGEMENT

53
 20%

TABLE 6:

OPINION ABOUT REWARD AND PRODUCTIVITY

54
 RESPONSES NO OF PERCENTAGE
RESPONDENTS

Agree 80 80

Disagree 8 8

I don’t know 12 12

Total 100 100

Source: computed

From the above table it is clear that 80% of the respondents have agreed, 8% of
respondents have disagreed and 12% of the respondents are said i don’t know that
rewards leads to high productivity.

CHART 6:

OPINION ABOUT REWARD AND PRODUCTIVITY

55
 1

8%

TABLE 7:

OPINION OF EMPLOYEES TOWARDS JOB

56
 SATISFACTION

FACTORS NO OF PERCENTAGE
RESPONDENTS
Interesting work 38 38

Career development 40 40

Recognition 16 16

Others 6 6

Total 100 100

Source: computed

From the above table it is observed that 38% of the respondents are opinion
that interesting work gives job satisfaction, 40% of respondents consider career
development as the most important factors which gives job satisfaction, 16% of
respondents said that recognition gives job satisfaction and the rest of the 6% of
respondents are view that some other factors also job satisfaction.

CHART 7:

OPINION OF EMPLOYEES TOWARDS JOB SATISFACTION

57
 40

R 35
E
S 30
P 25
O
TABLE 8:
M 20
EMPLOYEES EXPECTATION REGARDING JOB
D
58 E 15
 EXPECTATION NO OF PERCENTAGE
RESPONDENTS
Maximise the earning 16 16
Desire for more leisure 10 10
Greater security 8 8
More interesting work 20 20
Career development 46 46
Total 100 100

Source: computed

From the above table it is clear that 16% of respondents expect maximizing
their earning, 10% of respondents expect desire for more leisure in their job, 8% of
respondents expect greater security in their job, 20% of respondents expect more
interesting work in their job and 46% of respondents expect career development in
their job.

CHART 8:

EMPLOYEES EXPECTATION REGARDING JOB

59
 50
45
40
35
RESPONDENTS

30
25 16
20
TABLE 9:

15AT WORK AND

INFLUENCE OF MOTIVATION ON BEHAVIOUR
RELATIONSHIP WITH SUPERIORS AND PEERS
10
60
5
 RESPONSES YES NO TOTAL

YES 78 16 94
NO 6 0 6

TOTAL 84 16 100

To test whether the employees accepts that the motivation influence

behaviour at work and reflects on the relationship with superiors and peers, we use
chi square test.

HYPOTHESIS

Ho : The motivation influence behaviour at work and reflects on the

relationship with superiors and peers

H1 : The motivation does not influence behaviour at work and reflects

on the relationship with superiors and peers

CHI SQUARE TABLE

61
 O E O-E (O-E)2 (O-E)2/E

78 78.96 -0.96 0.922 0.012

16 15.04 0.96 0.922 0.061

6 5.04 0.96 0.922 0.183

0 0.96 -0.96 0.922 0.960

Calculated ψ 2 = (O-E) 2 / E = 1.216

Degrees of freedom = n – 1 = 4 – 1 = 3

The tabulated value for ψ 2 for 3 degree of freedom at 5% level = 7.815

Since calculated ψ 2 is lesser than the tabulated ψ 2, we accept the null hypothesis.

INFERENCE: The motivation influence behaviour at work and reflects on the

relationship with superiors and peers

TABLE 10:

62
 FACTORS LEVELLING TO GREATER PERFORMANCE

RESPONSES NO OF PERCENTAGE
RESPONDENTS
Ability 10 10
Training 20 20
Motivation 32 32

Good supervision 20 20
All 18 18

Total 100 100

Source: computed

From the above table it is observed that 10% of respondents feel that ability
alone gives greater performance, 20% of respondents feel that training only leads
to greater performance, 32% of the respondents feel that motivation leads to greater
performance, 20% of the respondents feel that good supervision leads to greater
performance and 18% of the respondents feel that the ability, training, motivation,
good supervision leads to greater performance.

63
 CHART 10:

FACTORS LEVELLING TO GREATER PERFORMANCE

35

30

25
RESPONDENTS

2
20

15
TABLE 11:

64 10
10
 RESPONDENTS OPINION ABOUT CHARACTERISTICS OF
MOTIVATION ENVIRONMENT

WEIGHTAGE 5 4 3 2 1 WEIGHTAG AVERAGE RANK

RANK 1 2 3 4 5 E TOTAL

Understanding 2 1 1 3 16 300 3.00 3

effort &
4 4 6 0
performance
level
Participation of 2 1 2 2 14 284 2.84 4
employees in
0 4 0 2
decision making
Providing greater 2 3 2 1 8 358 3.58 1
opportunity for
6 2 4 0
growth
Recognition 1 2 1 1 22 306 3.06 2
8 8 8 4
Rewards and 1 1 2 2 28 256 2.56 5
appreciation
2 2 4 4

Formula = Xi*Wi+Wj+……………..Xn*Wn/N
Xi = No. of opinion polled in particular parameter
Wi = Weight given for particular rank
N = Total no. of respondents

65
 TABLE 12:

SATISFACTION WITH THE BASIC NEEDS GIVEN BY THE COMPANY

FACTORS NO OF PERCENTAGE
RESPONDENTS

Highly satisfied 22 22

Satisfied 56 56

Satisfied to some extent 20 20

Dissatisfied 2 2

No opinion 0 0

Total 100 100

Source: computed

From the above table it is observed that 22% of respondents are highly
satisfied with the basic needs providing by the company, 56% of respondents are
satisfied, 20% of respondents are satisfied to some extent and 2% of respondents
are dissatisfied.

66
 CHART 12:

SATISFACTION WITH THE BASIC NEEDS GIVEN BY THE COMPANY

50
45
40
35
ESPONDENTS

30
22
25
67 20
 TABLE 13:

RESPONDENTS OPINION THAT MEDICAL FACILITY AND

INSURANCE MOTIVATES TO THEM

RESPONSES NO OF PERCENTAGE
RESPONDENTS

Yes 60 60

No 40 40

Total 100 100

Source: computed

From the above table it is observed that 60% of respondents are opinion that
medical and insurance facility provided is highly motivated to them.

68
 CHART 13:

RESPONDENTS OPINION THAT MEDICAL FACILITY AND

INSURANCE MOTIVATES TO THEM

40%

69
 TABLE 14:

RESPONDENTS SATISFACTION WITH MOTIVATIONAL

ATTRIBUTES GIVEN BY THE COMPANY

RESPONSES NO OF PERCENTAGE
RESPONDENTS

Yes 78 78

No 22 22

Total 100 100

Source: computed

From the above table it is clear that 78% of the respondents are satisfied with
the motivational attributes given by the concern.

70
 CHART 14:

RESPONDENTS SATISFACTION WITH MOTIVATIONAL

ATTRIBUTES GIVEN BY THE COMPANY

22%

71
 TABLE 15:

ACCEPTANCE REGARDING INCREASE IN PRODUCTIVITY

THROUGH MOTIVATION

RESPONSES NO OF PERCENTAGE
RESPONDENTS

To a large extent 44 44
To some extent 52 52
Not at all 4 4
Total 100 100

Source: computed

From the above table it is observed that 44% of respondents accept to a large
extent regarding increase in productivity through motivated, 53% of respondents
accept to some extent and 4% of respondents not accept.

72
 CHART 15:

ACCEPTANCE REGARDING INCREASE IN PRODUCTIVITY

THROUGH MOTIVATION

45
40
35
ESPONDENTS

30
25
20
73
15
10
 TABLE 16:

PROVISION OF MONETARY REWARDS

RESPONSES NO OF PERCENTAGE
RESPONDENTS

Yes 76 76

No 24 24

Total 100 100

Source: computed

From the above table it is observed that 76% of the respondents accept
regarding monetary rewards to them.

74
 CHART 16:

PROVISION OF MONETARY REWARDS

24%

75
 TABLE 17:

SATISFACTION REGARDING THE EXISTING MOTIVATIONAL

TECHNIQUE

SATISFIED
HIGHLY NO
DPT SATISFIED TO SOME DISSATISFIED
SATISFIED OPINION
EXTENT

Production 6 14 4 0 0

Stores 6 14 6 0 0

Purchase 0 8 8 4 4

Accounts 0 14 12 0 0

Total 12 50 30 4 4

To test whether the employees in FASTBOOKING INDIA have significant

difference with existing techniques we use ANOVA one way test.

HY
POTHESIS

76
Ho There is no significant difference between the satisfactions level of

existing techniques.

H1 There is significant difference between the satisfactions level of existing

techniques.

Correction factor = (T)2/N = (100)2/20 = 500

Total sum of squares = (72+652+140+16+16) – C.F

= 896-500

= 396

Sum of squares between satisfaction levels

= [(12)2 /4 + (50)2 /4 + (30)2 / 4 + (4)2 /4 + (4)2 /4] – C.F

= [36+625+225+4+4] – 500

= 394

Sum of squares within satisfaction level

= (Total sum of squares – sum of square between

Satisfaction level)

= 396 – 394

=2

77
ANOVA

SOURCE OF DEGREE SUM OF VARIANCE F RATIO

VARIATION OF SQUARES
FREEDOM
BETWEEN
SATISFACTION
4 394 98.5
LEVEL
WITHIN
740.6
SATISFACTION
15 2 0.133
LEVEL

Calculated Value = 740.6

Tabulated value for (V1= 4, V2= 15)

At 5% level of significance = 3.06

Calculated value > tabulated value

Hence, we reject null hypothesis.

There is significant difference between the satisfaction level of existing

techniques.

78
 SUMMARY OF FINDINGS

 The research reveals that 86% of the respondents are satisfied regarding
motivation given by the superiors and 6% are not satisfied with the
motivation given by superiors.

 From this analysis it is found that 10% of respondents are highly

satisfied, 48% are satisfied, 34% are satisfied to some extent, 4% are
dissatisfied, 4% are highly dissatisfied regarding the existing
motivational techniques.

 From this study it is found that 16% of the respondents need 0-5% level,
30% of the respondents need 6-30% level, 30% of the respondents need
31-60% level, 12% of the respondents need 61-80% level and 12% of the
respondents need 81-100% level of improvement in existing motivation
techniques.

 The researcher found that 60% of the respondents are satisfied and 40%
of the respondents are not satisfied regarding rewards.

 The research reveals that 80% of the respondents are satisfied and 20% of
the respondents are not satisfied in obtaining encouragement.

79
 From this study it is found that 80% of the respondents have “agreed”,
8% of respondents have “disagreed” and 12% of the respondents are said
“i don’t know” that rewards leads to high productivity

 The researcher found that 38% of the respondents are opinion that
interesting work gives job satisfaction, 40% of respondents consider
career development as the most important factors which gives job
satisfaction, 16% of respondents said that recognition and the rest of the
6% of respondents are view that some other factors also job satisfaction.

 The study reveals that 16% of respondents expect maximizing their

earning, 10% of respondents expect desire for more leisure in their job,
8% of respondents expect greater security in their job, 20% of
respondents expect more interesting work in their job and 46% of
respondents expect career development in their job.

 It is found that the motivation influence behavior at work and reflects on

the relationship with superior and peers.

 From the study it is found that 10% of respondents are opinion ability,
20% of respondents are opinion training only, 32% of the respondents are
opinion motivation, 20% of the respondents are opinion good supervision
and 18% of the respondents feel that the ability, training, motivation,
good supervision leads to greater Performance.

80
 The researcher reveals that 22% of respondents are highly satisfied with
the basic needs providing by the company, 56% of respondents are
satisfied, 20% of respondents are satisfied to some extent and 2% of
respondents are dissatisfied.

 It is found that 60% of respondents are opinion that medical and

insurance facility provided is highly motivated to them.

 It is found that 78% of the respondents are satisfied with the motivational
attributes given by the concern.

 The researcher reveals that 44% of respondents accept to a large extent

regarding increase in productivity through motivated, 53% of respondents
accept to some extent and 4% of respondents not accept.

 From the study it is found that 76% of the respondents accept regarding
monetary rewards to them.

81
 RECOMMENDATIONS AND SUGGESTIONS

 In FASTBOOKING INDIA pvt ltd the management can provide transfer

for the employees in which they can go to some other places and work for
a certain period.

 In FASTBOOKING INDIA pvt ltd, the organization is not giving more

importance to the career development for the employees, so it basically
affects the employee’s future. In that case the company should
concentrates on career development for the employees.

 The organization can select the best performance for every year in which
it will make the employee to performance well during the training period
and during the work time.

 The organization can give training programmed in systematic

programmed for the employee to improve the productivity level in the
concern.

 In the organization the manager can encourage the employees to work

independently in which they can do their job well, and it will be
motivating aspects for them.

 Interesting working environment can be created.

 Equal opportunities should be given to all.

82
  Update the working knowledge through lecture classes and group
discussion.

CONCLUSION

The research on motivational techniques for the employees is done in Syrma

Technology, Tambaram Sanatorium. The main objective of those research studies
is attained and the researcher gained knowledge in the area of employee’s
satisfaction towards the existing motivational techniques.

During this research the employees have cooperated well and answered all
the questions to the best of their knowledge. This research helped the researcher to
gain practical experience on conducting surveys, application of statistical
tests/tools.

From this research, the researcher understands that the respondents give
preference towards greater security and career development and it will be helpful
to the higher authorities of FASTBOOKING INDIA to take decisions for that. In
this research, the responses are analyzed and interpreted through tables and charts.
The major findings of this research are that the employees of FASTBOOKING
INDIA are highly satisfied with the existing motivational techniques.

83
 QUESTIONNAIRE FOR JOB SATISFACTION

[This Data or Information collected will be kept as ‘Confidential’ and shall not be
used or reproduced anywhere. It is meant only for the purpose of preparing MBA
Research Study paper]

GENERAL INFORMATION:

NAME:

AGE:

GENDER:

MARITAL STATUS:

QUALIFICATION:

1. Below SSLC 2.Higher Secondary 3.Diploma 4.Degree Holder

EXPERIENCE:

84
 1.5-10 Years 2.10-15 Years 3.15-20 Years 4.20-25 Years

SALARY:

1. Below 5000 2.5000- 10000 3.10000-15000 4.15000 & above

THANKING YOU.

85