emo moti (reddy) final

8/6/2019 Emo Moti (Reddy) Final

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CHAPTER-1

1. INTRODUCTION

1.1-OUT LINE OF THE PROJECT

Motivation is a chief factor playing important and unique role in

behavior of the people it is deciding the behavior and action of human being

toward their work. The motivation has been developed in the mind of the people

by creating comfortable working environment and encouraging, supporting

leadership. Also the motivation may influence by social factor, work factor and

leadership factor. Based on the motivation the person attitude or performances

are varying to the task. It is difficult to describe the motivation of the group of

workers in general.

Even it is difficult for a researcher to the find the individuals

motivation of the workers. The leader has to identify and analyze the motivational

factor of the people to offer and incentives, rewards and recognitionEtc. The

motivating attitude about the organization and managers help the leaders to

change and adopt the strategy to fit with the workers and to improve the

performance in a better and effective way.

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1.1.1-NEED OF THE STUDY

Motivated employees are always looking for the better ways to do the

jobs.

A motivated employee is more quickly oriented.

Highly motivated workers are more productive.

Every organization requires human resources.

Their behavior has motivated towards the organizational goals.

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1.1.2-SCOPE OF THE STUDY

The study can focus the needs for motivation.

It tries to find out the extent of the motivation.

The study can provide improved strategy to promote the motivation.

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1.1.3-OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVES:

To study the basic motivators.

To evaluate the effective motivation measures given to the employees.

SECONDARY OBJECTIVES:

To analyze the motivation level of the employees in the organization.

To suggest and improve measures to promote motivation.

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1.1.4-RESEARCH AND METHODOLOGY

Methodology is a plan of action for a research project and explains

in details how data are collected, analyzed and presented so that they willprovide meaningful information. This section gives enough background of the

individuals motivation at work, which are collected from the specific category of

workers.

RESEARCH DESIGN:

Research design is a basic framework, which provides guidelinesfor the whole research process. The research design specifies the method for

data collection and data analysis. The research design specifically deals with

following questions.

How data could be collected?

Which instruments for data collection should be used?

What sampling plan should be used?

DESCRIPTIVE STUDY:

MEANINGS:

It involves surveys and fact-finding enquires of different kinds.

The major purpose of descriptive research is the description of the state of

affairs, as it exits at present. The main characteristic of this method is that the

researcher has no control over the variables; he can only report what has

happened or what is happening. The researcher seeks to measure such items

as, for example, frequency of shopping, attitudes of people.

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The type of research selected for this project is descriptive

research. Descriptive research describes the state of affairs, as it exists.

NATURE AND SOURCES OF DATA:

MEANING:

Data refers to information or facts. It includes numerical figures,

non-numerical figures, and descriptive facts, qualitative and quantitative

information. the task of data collection begins after a research problem has been

defined and research plan has been decided.

Type of data used is primary data. Using structured questionnaire,

which means, all respondents were given the same set of questions and they

were informed about the purpose of the study, collected primary data.

PRIMARY DATA:

The primary data are those that are collected for first time and thus

happen to be original in character. The primary data used for this project was

collected using questionnaires. The information was collected from the

employees through personal contacts.

SECONDARY DATA:

The secondary data about the company profile and other details

were collected from the company website and through personal discussion with

the company manager.

CONSTRUCTION OF QUESTIONNAIRE:

In constructing the questionnaire, care was taken to envisage the

difficulties that the difficulties that the respondents may face while answering

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them. Rough listings of questions were made, then it was scrutinized and

modifications were made after consulting with the guide.

QUESTIONNAIRE DESIGN:

The structured questionnaires that were framed and designed consist of

closed ended questions.

SAMPLING PROCEDURE:

Simple random sampling has been used in the study. Simple random

sampling used for selecting of homogenous sample for the study. It refers to

selecting a sample of study objects on conveniently located. Research findings

based on Simple random sampling. However, can not be generalized. It is also

know as probabilistic sampling.

SAMPLE SIZE:

Sample size refers to the number of items to be selected from the

population to constitute sample, an optimum sample size is one fulfils the

requirements of efficiency representatives, reliability and flexibility. Keeping all

these factors in mind the sample size was taken to be 20.

STATISTICAL TOOLS APPLIED:

To analyze the data and to interpret the results, various tools are

applied.

They are:

Percentage analysis

PERCENTAGE ANALYSIS:

It helps to find percentage values for all questions,

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No. of respondent

Percentage =. X 100

Total respondents1.1.5-LIMITATIONS OF THE STUDY

Limited statistical tools are used for this study.

The opinion of the respondents is accepted as true and valid.

Time is one of the limitations of the study.

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1.2-REVIEW OF LITERATURE

Motivation is derived from the word motive.

According to BARON (1991) states that motivation is the internal

processes that activate, guide and maintain behavior (especially goal directed

behavior).

ROBERTSON AND SMITH (1985) agree, declaring that motivation is a

psychological concept related to the strength and direction of human behavior. A

motive is an inner state that energizes activities or moves and directs or channels

behavior towards goals.

Motivated employees put higher performance as compared to other

employees. The higher performance is must for an organization being successful

and this performance comes by a motivation. Motivated employees stay in the

organization and their absenteeism is low.

High turnover and absenteeism creates many problems in the

organization. Motivational factors are essential for improve reputation of the

organization favorably.

It is important for changes in technology, value system etc., it properly

motivated they accept, introduce and implemented these changes keeping

organization on the right track of the progress.

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MOTIVATING WORKING ENVIRONMENT:

According to Dr.Edward Deming, A motivating environment is one that

gives workers a sense of pride in what they do. To show supervisors and

managers how to build a more productive work environment.

I e created a five step process called the pride system.

P Provide a positive working environment R Recognize everyones efforts

I Involve everyone

D Develop skills and potential

E Evaluate and measure continuously

The individuals motivation is based on two factors, they are

work factors leadership factors

WORK FACTORS:

Reward and recognition

Job security

Salary / pay

Bonus Promotion

Working environment

Personal loyalty

Training

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Team work

Participation in target setting

Enough resources

Subsidies

REWARDS AND RECOGNITION:

Reward and recognition focused on catching people doing things is one

of the best ways to positively motivating work environment.

JOB SECURITY:

Where someones basic needs are threatened he will not be

responsive to moves directed at another part of the hierarchy. You must find out

whether the poor performer has trouble satisfying his more basic needs before

investigating the higher needs. Worry about living accommodation, job security.

SALARY / PAY:

Salary and allowances are effective when workers are from lower

sections of society, or the production is possible, or when productivity is easily

measurable.

NON-FINANCIAL REWARDS:

These are rewards intrinsic to work, for example, job satisfaction,

delegation, empowerment, etc. studies have indicated that these rewards are

much more effective than rewards in motivating people.

PROMOTION:It is a good idea to consider career development and where people

are in their careers when thinking about rewards and recognition.

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WORKING CONDITION:

It including relaxing the dress code where appropriate, developing

areas for socializing, creative thinking, reading and giving employees quality to

work in (larger desks, quiet, natural lighting etc.

PERSONAL LOYALTY:

It is essential for a manager to give each employee a sense of playing a

dynamic role in something much larger. Indeed, engendering loyalty is a key

element of motivating workers and thereby increasing the overall productivity of

operations.

TRAINING:For a fresher it helps to increase their skills or abilities on their

present job. It is mostly applicable to the low level employee and the production

sector.

ATMOSPHERE OF COOPERATION WITH EMPLOYEES AND DEPARTMENT:

A well informed worker considers himself a part of the system and is

committed to the organization. Inform him the significance of his job in relation to

overall organizational goals. It is extremely important to create an environment of

respect for each other, build team spirit, provide enlightened leadership and

capable supervision, and show that employees are wanted.

LEADERSHIP FACTORThe leadership factors are listed below, they are

leadership style

guidelines

work assignment

LEADERSHIP STYLE:

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Leadership style influence level of motivation. However, throughout a

lifetime, mans motivation is influenced by changing ambitions and/or leadership

style he works under or socializes with. Command-and-control leadership drains

off ambition while worker responsibility increases ambition.

GUIDELINES:

Leaders must have coaching skills, not control skills. Motivated people

have goals and seek ways to achieve them. Efficiency is the result of motivated

employees.

WORK ASSIGNMENT:

An overly controlling style de-motivates and results in poor delivery,

although intended to boost performance, this style is perceived as lacking trust.

Eventually individuals lose their motivation to make decisions or act, which

leaders see as proof of poor performance and so the cycle is reinforced.

Alternatively, leaders can treat individuals as good performers and use a more

motivational style allowing greater discretion. Parsing outputs, asking opinions

and giving interesting assignments.

1.2.1-PROFILE OF THE ORGANISATION

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INTRODUCTION:

CHAPTER-2

2. DATA ANALYSIS AND INTERPRETATION

TABLE: NO: 2.1.1-DEPARTMENTS OF THE RESPONDENTS

Departments No. of RespondentsPercentage of

respondents (%)M/C Operators 6 30

Distillers 6 30

E.T Plant 5 25

Drivers 3 15

Total 20 100

CHART: NO: 2.1.1-DEPARTMENTS OF THE RESPONDENTS

30 30

25

15

0

5

10

15

20

25

30

35

M/C Operators Distillers E.T Plant Drivers

Departments

%oftherespondents

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INFERENCE: From the above table, it is found that all the respondents (100%)

belong to the different departments like M/C operators, distillers, E.T plant, and

drivers of the E.I.D PARRY.

TABLE: NO: 2.1.2-THE AGE GROUP OF THE RESPONDENTS

Age group No. of Respondents Percentage of respondents (%)

25 years below 1 5

26-30 years 2 10

31-35 years 3 15

Above 35 years 14 70

Total 20 100

CHART: NO: 2.1.2-AGE GROUP OF THE RESPONDENTS

510 15

70

0

20

40

60

80

25 years below 26-30 years 31-35 years Above 35

years

Age group

%o

ftherespondents

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INFERENCE:

From the above table, maximum of 80% of the respondents are

the age group of above 35 years, and least 5% of the respondents are below the

25 years.

TABLE: NO: 2.1.3-QUALIFICATION OF THE RESPONDENTS

Qualification No. of Respondents Percentage of respondents (%)

ITI 6 30

Diploma 2 10

Graduate 3 15Others 9 45

Total 20 100

CHART: NO: 2.1.3-QUALIFICATION OF THE RESPONDENTS

510

15

70

0

20

40

60

80

ITI Diploma Graduate Others

Qualification

%o

ftherespondents

INFERENCE:

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From the above table, it is found that 45% of the respondents are

other qualification and least 10% of the respondents are Diploma.

TABLE: NO: 2.1.4-TRAINING PROGRAM ATTENDED BY THE

RESPONDENTS

No. of times No. of Respondents Percentage of respondents (%)

1-5 times 12 606-10 times 4 20

11-15 times 3 15

Above 16 times 1 5

Total 20 100

CHART: NO: 2.1.4-TRAINING PROGRAM ATTENDED BY THERESPONDENTS

60

2015

5

0

20

40

60

80

1-5 times 6-10 times 11-15 times Above 16 times

No.of training program attended

%o

ftherespondents

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INFERENCE:

From the above table, it is found that 60% of the respondents

attended training program between 1-5 times and 5% of the respondents

attended training program above 16 times.

TABLE: NO: 2.1.5-SPECIAL WAGES SHOULD BE INCREASED

Employees opinion No. of Respondents Percentage of respondents (%)

Strongly agree 11 55

Agree 5 25

Strongly disagree 1 5

Disagree 3 15

Total 20 100

CHART: NO: 2.1.5-SPECIAL WAGES SHOULD BE INCREASED

55

25

5

15

0

10

20

30

40

50

60

Strongly agre e Agre e Strongly disagre e disagre e

Employee's opinion status

%o

ftherespondent

s

INFERENCE:

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From the above table, it is found that 55% of the employees

are strongly agreed that the special wages should be given to the employees

who do their jobs very well and 1% of the employee is strongly disagree.

TABLE: NO: 2.1.6-BETTER JOB DISCRIPTION TO THE EMPLOYEES


Strongly agree 8 40

Agree 7 35


Disagree 4 20

Total 20 100

CHART: NO: 2.1.6-BETTER JOB DISCRIPTION TO THE EMPLOYEES

4035

5

20

0

10

20

30

4050

Strongly agree Agree Strongly

disagree

disagree


%o

ftheresponde

nts

INFERENCE:

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are strongly agreed that better job description is important and 5% of them are

strongly disagree.

TABLE: NO: 2.1.7-SUPERVISORS DEAL OF ATTENTION WITH THE

EMPLOYEES


Strongly agree 9 45

Agree 8 40


Disagree 3 15

Total 20 100

CHART: NO: 2.1.7-SUPERVISORS DEAL OF ATTENTION WITH THE

EMPLOYEES

4540

15

0

10

20

30

40

50

Strongly agree Agree Stronglydisagree

disagree


%o

ftherespondents

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INFERENCE:

From the above table, it is found that 45% employees are

strongly agreeing that supervision deal of attention is important.

TABLE: NO: 2.1.8-SUPERVISORS WORK HARD WITH THE EMPLOYEES



Agree 6 30


Disagree 1 5

Total 20 100

CHART: NO: 2.1.8-SUPERVISORS WORK HARD WITH THE EMPLOYEES

65

30

05

0

20

40

60

80

Strongly agree Agree Strongly disagree disagree


%o

ftherespond

ents

INFERENCE:

From the above table, it is found that 65% of them strongly

agreed that supervisors should work hard with the employees.

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TABLE: NO: 2.1.9-INDIVIDUAL RECOGNITION GIVEN TO THEEMPLOYEES


Strongly agree 7 35

Agree 7 35


Disagree 6 30

Total 20 100

CHART: NO: 2.1.9-INDIVIDUAL RECOGNITION GIVEN TO THE EMPLOYEES

35 35

30

26

28

30

32

34

36



%o

ftherespon

dents

INFERENCE:


strongly agreed that individual recognition should be given.

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TABLE: NO: 2.1.10-INDIFFERENT SUPERVISORS BRUSE FEELINGS THE

EMPLOYEES


Strongly agree 0 0

Agree 9 45


disagree 8 40

Total 20 100

CHART: NO: 2.1.10-INDIFFERENT SUPERVISORS BRUISE FEELINGS OF

THE EMPLOYEES

45

15

40

0

10

20

30

4050


disagree

disagree


%o

ftherespondents

INFERENCE:


are agreeing that indifferent supervisors bruise feelings.

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TABLE: NO: 2.1.11-EMPLOYEES SKILLS ON THEIR JOB:



Agree 6 30


Disagree 0 0

Total 20 100

CHART NO: 2.1.11-EMPLOYEES SKILLS ON THEIR JOB

70

30

0

20

40

60

80



%

oftherespondents

INFERENCE:


are strongly agreed that their skills in their job.

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TABLE NO 2.1.12-COMPANY RETIREMENTS BENEFITSTO THE

EMPLOYEES

Employees opinion No. of Respondents Percentage of

respondents (%)Strongly agree 13 65

Agree 6 20


Disagree 1 5

Total 20 100

CHART NO: 2.1.12-COMPANY RETIREMENTS BENEFITSTO THE

EMPLOYEES

65

20

5

0

20

40

60

80


disagree

disagree


%o

ftherespondents

INFERENCE:

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are strongly agreed that company benefits should be given.

TABLE NO: 2.1.13-STIMULATED AND CHALLENGING JOB



Agree 5 25

Strongly disagree 0 0Disagree 0 0

Total 20 100

CHART NO: 2.1.13-STIMULATED AND CHALLENGING JOB

75

25

0

20

40

60

80



%o

ftherespondents

INFERENCE:

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are strongly agreed that they should do their job stimulated and challenging.

TABLE NO: 2.1.14-EMPLOYEES BEST IN JOB



Agree 6 30


Disagree 0 0

Total 20 100

CHART NO: 2.1.14-EMPLOYEES BEST IN JOB

70

30

0

20

40

6080


disagree

disagree


%o

ftherespond

ents

INFERENCE:


are strongly agreed that they should do best in their job.

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TABLE NO: 2.1.15-MANAGEMENT INTEREST BY SPONSORING SOCIAL

EVENTS AFTER OFFICE HOURS TO THE EMPLOYEES



Agree 8 40


Disagree 1 5

Total 20 100

CHART NO: 2.1.15-MANAGEMENT INTEREST BY SPONSORING SOCIAL

EVENTS AFTER OFFICE HOURS TO THE EMPLOYEES

55

40

5

0

10

20

30

40

50

60



%o

ftherespondents

INFERENCE: From the above table, it is found that 55% of the employees

are strongly agreed that management should interest by sponsoring social

events after office hours to the employees.

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TABLE NO: 2.1.16-PRIDE IN ONES WORK IS ACTUALLY AN IMPORTANT

REWARD



Agree 7 35


Disagree 2 10

Total 20 100

CHART NO: 2.1.16-PRIDE IN ONES WORK IS ACTUALLY AN IMPORTANTREWARD

55

35

10

010

20

30

40

50

60



%o

ftherespondents

INFERENCE:


are strongly agreed that pride in ones work is actually an important reward.

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TABLE NO: 2.17-EMPLOYEES THINK AS THE BEST AT THEIR JOB



Agree 6 30


Disagree 0 0

Total 20 100

CHART NO: 2.1.17-EMPLOYEES THINK AS THE BEST AT THEIR JOB

70

30

0

20

40

60

80


disagree

disagree


%oftherespondents

INFERENCE:


are strongly agreed that employees should think as the best at their job.

TABLE NO: 2.1.18-THE QUALITY OF THE RELATIONSHIP IS IMPORTANT

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Strongly agree 13 65Agree 7 35


Disagree 0 0

Total 20 100

CHART NO: 2.1.18-THE QUALITY OF THE RELATIONSHIP IS IMPORTANT

65

35

010203040506070


disagree

disagree


%o

ftherespondents

INFERENCE:


are strongly agreed that the quality of relationship is important.

TABLE NO: 2.1.19-INCENTIVE BONUSES INCREASE THE PERFORMANCE

OF THE EMPLOYEES

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Strongly agree 9 45

Agree 8 40


Disagree 3 15

Total 20 100

CHART NO: 2.1.19-INCENTIVE BONUSES INCREASE THE PERFORMANCEOF THE EMPLOYEES

4540

15

0

10

20

30

40

50


disagree

disagree


%o

ftherespondents

INFERENCE:


are strongly agreed that incentives bonuses increase the performance of the

employees.

TABLE NO: 2.1.20-VISIBILITY OF THE UPPER MANAGEMENT

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Agree 8 40


Disagree 2 10

Total 20 100

CHART NO: 2.1.20-VISIBILITY OF THE UPPER MANAGEMENT

50

40

10

0

10

20

30

40

50

60


disagree

disagree


%o

ftherespondents

INFERENCE:


are strongly agreed that visibility of upper management is important.

TABLE NO: 2.1.21-EMPLOYEES DECISION PROCESS

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Agree 7 35


Disagree 0 0

Total 20 100

CHART NO: 2.1.21-EMPLOYEES DECISION PROCESS

65

35

010203040506070


disagree

disagree


%o

ftherespondents

INFERENCE:


are strongly agreed that they should take the decision process.

TABLE NO: 2.1.22-JOB SECURITY OF THE EMPLOYEES


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Agree 5 25


Disagree 3 15

Total 20 100

CHART NO: 2.1.22-JOB SECURITY OF THE EMPLOYEES

60

2515

010203040506070


disagree

disagree


%o

ftherespondents

INFERENCE:


are strongly agreed that job security is important.

TABLE NO: 2.1.23-GOOD EQUIPMENTS AT WORK TO THE EMPLOYEES


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Agree 6 30


Disagree 1 5

Total 20 100

CHART NO: 2.1.23- GOOD EQUIPMENTS AT WORK TO THE EMPLOYEES

60

30

5 5

010203040506070


disagree

disagree


%o

ftheresponde

nts

INFERENCE:


are strongly agreed that Good equipments should be provided.

TABLE NO: 2.1.24-RECEIVED APPRECIATION FROM TOP LEVEL


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Often 4 20

Sometimes 9 45

Rarely 3 15

Never 4 20

Total 20 100

CHART NO: 2.1.24-RECEIVED APPRECIATION FROM TOP LEVEL

20

45

1520

0

10

20

30

40

50

Often Sometimes Rarely Never


%o

ftherespondents

INFERENCE:

From the above table, it is found that 45% of the said that they

sometimes received appreciation from top level.

CHAPTER-3

3. SUMMARY AND CONCLUSIONS

3.1-FINDINGS

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It is found that all the 100% respondents belong to the different

departments of the E.I.D PARRY.

Maximum of 80% of the respondents are the age group of above 35 years.

It is found that 45% of the respondents are other qualification.

It is found that 60% of the respondents attended training program between

1-5 times.

55% of the employees are strongly agreed that the special wages should

be given to the employees who do their jobs very well.

40% of the employees are strongly agreed that better job description is

important.

45% employees are strongly agreeing that supervision deal of attention isimportant.

65% of them strongly agree that supervisors should work hard with the

employees.

35% of the employees strongly agreed that individual recognition should

be given.

45% of the employees are agreeing that indifferent supervisors bruise

feelings.

70% of the employees are strongly agreed that their skills in their job.

65% of the employees are strongly agreed that company benefits should

be given.

75% of the employees are strongly agreed that they should do their job

stimulated and challenging.

70% of the employees are strongly agreed that they should do best in their

job.

55% of the employees are strongly agreed that management should

interest by sponsoring social events after office hours to the employees.

55% of the employees are strongly agreed that pride in ones work is

actually an important reward.

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70% of the employees are strongly agreed that employees should think as

the best at their job.

65% of the employees are strongly agreed that the quality of relationship

is important.

45% of the employees are strongly agreed that incentives bonuses

increase the performance of the employees

50% of the employees are strongly agreed that visibility of upper

management is important.

65% of the employees are strongly agreed that they should take the

decision process.

60% of the employees are strongly agreed that job security is important.

60% of the employees are strongly agreed that Good equipments should

be provided.

45% of the said that they sometimes received appreciation from top level.

3.2-SUGGESTION

The following suggestions are used to motivate the employees:

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The company should give the special wages to the employees who do

their jobs very well.

The management should give job description to the employees.

The supervision deal of attention is important to the employees.

The supervisors should work hard with the employees.

The company should give the individual recognition to the employees.

The supervisors should not bruise the feelings of the employees.

The company should give the retirements benefits and stock programs to

the employees.

The managements should show interest by sponsoring social events after

office hours to the employees.

The company should reward the employees who pride in ones work.

There should be a good relationship between the management and

employees.

The company should give the incentives and bonus to improve the

performance of the employees.

The visibility of the upper management is important to the employees.

The management should accept the decision process taken by the

employees.

The company should give the job security to the employees.

The company should provide the good equipments to the employees.

There should be appreciation from the top level to the employees.

3.3-CONCLUSION

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This research is aimed to find the EMPLOYEE MOTIVATION on the

E.I.D PARRY. This research is carried out in NELLIKUPPAM, CUDDALORE

DISTRICT and surveyed the user with the help of carefully prepared

questionnaire. All data are analyzed and then interpreted.

From the research, the research is able to understand about how to

motivate the employees by using the some of the questionnaire. This research

has given great result researcher to motivate the employees.

CHAPTER-4

4. ANNEXURE

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A STUDY OF EMPLOYEE MOTIVATION WITH REFERENCE

TO EID PARRY (INDIA) LIMITED,

NELLIKUPPAM,

CUDDALORE-DISTRICT.

PERSONAL INFORMATION OF THE EMPLOYEE:

1. Name :

2. Age : 25 Yrs & below 26-30 Yrs

31-35 Yrs Above 35 Yrs

3. Educational ITI DiplomaQualification :

Graduate Others

4. Designation :

5. Department : Technical Non technical

6. Sex : Male Female

7. Residential status: Company Quarters Rented House

Leased House Own House

8. Monthly income: Rs.5000 Rs.5001-10000

Rs.10001-15000 above Rs.15000

9. Experience : 1-5 Yrs 6-10 Yrs

11-15 Yrs Above 16 YrsEMPLOYEES MOTIVATION QUESTIONNAIRE:

10. Number of motivation training programs attended:

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1-5 times 6-10 times

11-15 times Above 16 times

11. Special wage increase should be given to employees who do their jobs very well.

Strongly agree Agree

Strongly disagree Disagree

12. Better job descriptions would be helpful so that employees will know exactly what is

expected of them.



13. Supervisors should give a good deal of attention to the physical working conditions of

their employees.



14. Supervisors ought to work hard to develop a friendly working atmosphere among

employees.



15. Individual recognition for above standard performance means a lot to employees.



16. Indifferent supervision can bruise feelings.


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17. Employees want to feel that their real skills and capacities are put to use on their jobs.



18. The company retirements benefits and stock programs are important factors in

keeping employees on their jobs.Strongly agree Agree


19. Almost every job can be made more stimulated and challenging.



20. Many employees want to give their best in everything they do.



21. Management could show more interest in the employees by sponsoring social events

after office hours.



22. Pride in ones work is actually an important reward.


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23. Employees want to be able to think of themselves as the best at their own jobs.



24. The quality of the relationship in the informal work group is quite important.



25. Individual incentive bonuses would improve the performance of employees.



26. Visibility with upper management is important to employees.



27. Employees generally like to schedule their own work and to make job-related

decisions with a minimum of supervision.



28. Job security is important to employees.Strongly agree Agree

Strongly disagree Disagree29. Having good equipments to work with is important to employees.


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30. Have you received appreciation from top level for your regularity/punctuality?

Often Sometimes

Rarely Never

31. Feedback& suggestions to improve the employee motivation, if any..

CHAPTER-5

5. BIBLIOGRAPHY

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REFERENCES:

Decenco and Robbins, Human resource management, Wilsey, 6th

edition, 2001.

Biswajeeet Pattanayak, Human resource management, prentice hall of

India, 2001.

Eugence McKenna and Nic beach, Human resource management,

Pearson Education limited.

MamoriaC.B. and Mamoria,Personnel management, Himalaya

Publishing Company, 1997.

Wayne cascio,managing Human Resource, McGraw Hill,1998.

www.eidparry.com

www.google.com/employeemotivation.htm
http://www.eidparry.com/http://www.google.com/employeemotivation.htmhttp://www.eidparry.com/http://www.google.com/employeemotivation.htm

emo moti (reddy) final

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