final project priyanka pd 26-4-10 (1)

8/3/2019 Final Project Priyanka Pd 26-4-10 (1)

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RELATIONSHIP BETWEEN EMPLOYEE AGE AND EMPLOYEE MOTIVATION

{WITH REFERENCE TO HDFC}

Synopsis

Human Resource is the most important and active factor of production in todays era the

organization in general have realized this fact and in this line many leading organization

treat its human resources as an asset for the organization .

This change in the mindset of the organization and the management has an impact on the

organization policy with reference to the human resources.

This project is an attempt to understand the practical use of different theories of Motivation and

its impact on employees motivation.

Though there are numerous theories of motivation like the need theory of Herzberg theory

Alderfers ERG theory achievement theory manifest theory vrooms expectancy theory Adams

equity theory porters performance satisfaction theory X and Y theory. This project is an attempt

is made to understand the link between employees age and employees motivation.

A person cannot be motivated if his or her true motivator is not known. As a matter of fact there

is a relationship between motivation, moral & productivity of an employee. Organization variesfrom each other not only because they are big or small or competitor of each other but because of

the type of human resources/employee associated with the respective organization the more the

employee are motivated the more will be the productive organization which will create a

platform for sustainable competitive advantage .

This project an attempt is made.

A sample size of 30 employees under different age slabs have been selected in H.D.F.C. Bank

Bareilly.

Data collected was tabulated and analyzed an attempt is made to reach to a proper conclusion on

the basis of the response received during the research certain recommendation have been given

which is mentioned in the recommendation part this report.

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Objectives

1. To understand the practical use of different motivation theory.

2. To understand the relationship between employee age employee motivation.

3. To understand the importance of true motivator

4. To understand the impact of motivation on employees performance.

5. To study how motivation factor affect the employees work.

6. To understand the importance of different motivational factor which affect different age

group of the employee

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RESEARCH METHODOLOGY

MEANING

Research in common parlance refers to a search for knowledge. It is a careful investigation or

inquiry specially, through search for new facts in any branch of knowledge. In other words,

research comprises defining and redefining problems, formulating hypothesis or suggested

solutions; collecting, organizing and evaluating data; making deductions and reaching

conclusions; and at last carefully testing the conclusions to determine whether they fit the

formulating hypothesis.

TYPES OF RESEARCH

The basic types of research are as follows:

Descriptive vs. Analytical: descriptive research includes surveys and fact-finding enquiries of

different kinds. The major purpose of descriptive research is description of the state of affairs, asit exists at present. Analytical research, on the other hand, the researcher has to use facts or

information already available, and analyze these to make a critical evaluation of the material.

Applied vs. Fundamental: research can either be applied (or action) research or fundamental (to

basic or pure) research. Applied research aims at finding a solution for an immediate problem

facing a society or an industrial/business organization, whereas fundamental research is mainly

concerned with generalizations and with the formulation of a theory.

Quantitative vs. Qualitative: quantitative research is based on the measurement of quantity or

amount. It is applicable to phenomena that can be expressed in terms of quantity. Qualitative

research, on the other hand, is concerned with qualitative phenomenon, i.e., phenomena relating

to or involving quality or kind.

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Other Type of Research: all other type of research are variation of one or more of the above

stated approaches, based on either the purpose of research, or the time required to accomplish

research, on the environment in which research is done, or on the basis of some other similar

factor.

On the basis of time: one time research or longitudinal research; in the former case the research

is confined to single time period, whereas in the latter case the research is carried on over several

time periods.

On the basis of environment: research can be field setting research or laboratory research or

simulation research.

RESEARCH PROCESS

Research process consists of series of actions or steps necessary to effectively carry out research

and the desired sequencing of these steps.

Formulating The Research Problem: There are two types of research problems viz., those

relate to states of nature and those, which relate to relationships between variables. At the very

outset the researcher must single out the problem he wants to study, essentially two steps are

involved in formulating the research problem viz., understanding the problem thoroughly, and

rephrasing the same into meaningful terms from an analytical point of view. Here, the problem is

measure the effectiveness employee age and employees motivation programme.

Extensive Literature Survey: Once the problem is formulated, a brief summary of it should be

written down. For this purpose, the abstracting and indexing journals and published or

unpublished bibliographies are the first place to go on. Academic journals, conference

proceedings, government reports, books etc. must be tapped depending on the problem.

Development of Working Hypotheses: After extensive literature survey, researcher should

state in clear the working hypotheses or hypotheses. Working hypotheses is the tentative

assumption made in order to draw out and test its logical or empirical consequences. As such the

manner in which research hypotheses are developed is particularly important since they provide

the focal point for research.

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NULL HYPOTHESIS

Positive statement is called as null hypothesis i.e

PREPARING THE RESEARCH DESIGN

There are several research designs, such as, experimental and non-experimental hypotheses

testing. Experimental designs can be either informal designs or formal designs out of which the

researcher must select one for his own project.

Determining Sample Design: the researcher must decide the way of selecting a sample or what

is popularly known as the sample design. In other words, a sample design is a definite plan

determined before any data are actually collected for obtaining a sample from a given

population. The important sample designs are:

Deliberate Sampling:

It is also known as purposive or non- probability sampling. This sampling method involves

purposive or deliberate selection of particular units of the universe for constituting the sample,

which represents the universe. When population elements are selected for inclusion in the sample

based on the ease of access, it can be called convenience sampling.

SIMPLE RANDOM SAMPLING: this type of sampling is also known as chance sampling or

probability sampling where each and every item in the population has an equal chance of

inclusion in the sample and each one of the possible samples, in case of the finite universe, has

the same probability of being selected.

SYSTEMATIC SAMPLING: in some instances the most practical way of sampling is to select

every 15th name on a list, every 10 th house on one side of a street and so on. Sampling of this type

is known as systematic sampling. An element of randomness is usually introduced into this kind

of sampling. By using random numbers to pick up the unit with which to start.

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STRATIFIED SAMPLING: if the population from which a sample is to be drawn does not

constitute a homogeneous group, then stratified technique is applied so as to obtain a

representative sample.

QUOTA SAMPLING: in stratified sampling the cost of taking random samples from individualstrata is often so expensive that interviewers are simply given quota to be filled from different

strata, the actual selection of items for sample being left to the interviewers judgment. This is

called quota sampling.

CLUSTER SAMPLING AND AREA SAMPLING: cluster sampling involves grouping the

population and then selecting the groups or the clusters rather than individual elements for

inclusion in the sample. Area sampling is quite close to cluster sampling and is often talked

about when the total geographical area of interest happens to be big one. Under area sampling we

first divide the total area into a number of smaller non-overlapping areas, generally called

geographical clusters, then a number of these smaller areas are randomly selected, and all units

in these small areas are included in the sample.

MULTI-STAGE SAMPLING: this is a further development of the idea of cluster sampling.

This technique is meant for big inquiries extending to a considerably large geographical area like

an entire country. Under multi-stage sampling the first stage may be to select large primary

sampling units such as states, then districts, then towns and finally certain families within towns.

If the technique of random sampling is applied at all stages, the sampling procedure is described

as multi-stage random sampling.

SEQUENTIAL SAMPLING: this is somewhat a complex sample design where the ultimate

size of the sample is not fixed in advance but is determined according to mathematical decisions

on the basis of information yielded as survey progresses. This design is usually adopted under

acceptance sampling plan in the context of statistical quality control.

Here in my study of employer and employees motivation convenience sampling is used as a

sample design as to have the ease of access.

COLLECTING THE DATA:

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In dealing with any real life problem it is often found that data at hand are inadequate and hence,

it becomes necessary to collect data that are appropriate. There are several ways of collecting the

appropriate data, which differ considerably in context of money costs, time and other resources

at the disposal of the researcher.

PRIMARY DATA: This data can be collected either through experiment or through survey. If

the experiment is conducted then there would be quantitative measurements, in the case of a

survey, any one or more of the following can collect data;

By observation

Through personal interview

Questionnaires

SECONDARY DATA: This is the data collected through the literatures and the journals that are

already available and easily available to the researcher in the library or on the websites these are

the data, which has been used by other also for any kind of their use.

Here in my study of employee age and employees motivation the primary data was collected by

the observation and through the interviews or discussions with the HR executives and the

managers and also through the questionnaire containing open ended questions. Secondary data is

collected by the literatures and the websites of the companies.

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COMPANY PROFILE

HDFC BANK

HDFC Bank was amongst the first to receive an 'in-principle' approval from the Reserve Bank of

India (RBI) to set up a bank in the private sector from Housing Development Finance

Corporation Limited (HDFC), in 1994 during the period of liberalisation of the banking sector in

India. HDFC India was incorporated in August 1994 in the name of 'HDFC Bank Limited'.

HDFC India commenced operations as a Scheduled Commercial Bank in January 1995.

HDFC India deals in varieties of products like home loan, standard life insurance, mutual fund,

securities, credit cards, etc. HDFC has branch offices in all major cities in India like Calcutta,

Chennai, Delhi, Bangalore, Hyderabad, Ahmedabad apart from HDFC Mumbai.

Headquarter HDFC Bank India

'Trade Star', 2nd floor, 'A' Wing,Junction of Kondivita and M.V. Road,

Andheri-Kurla Road,

Andheri (East), Mumbai - 400 059.

Tel: (Board) 2822 0055 / 55516666 (Fax) : 2822 9998 / 2822 2414

Network: More than 468 branches over 212 cities across the country.ATMs : The ATMs of

HDFC India can be accessed by all domestic and international Visa/Master Card, Visa

Electron/Maestro, Plus/Cirrus and American Express Credit/Charge cardholders.

Authorised capital : Rs. 450 crore

Paid-up capital : Rs. 282 crore

Equity : Holds 24.2%

Listing : HDFC India has been listed on the Stock Exchange, Mumbai and the National Stock

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Exchange. The bank's American Depository Shares are listed on the New York Stock Exchange

(NYSE) under the symbol "HDB".

HDFC Product Range

HDFC Bank India provides the following range of products:

Savings Account

HDFC Bank Preferred

Sweep-In Account

Super Saver Account

HDFC Bank Plus Demat Account

HDFC Mutual Fund

HDFC Standard Life Insurance

HDFC India innovative services

HDFC Phone Banking

HDFC ATM HDFC Inter-city/Inter-branch Banking

HDFC Net Banking

HDFC International Debit Card

HDFC Mobile Banking

HDFC Bill Pay

HDFC Bank Loans

HDFC Personal Loan

HDFC New Car Loan and Used Car Loan

HDFC Loan Against Shares

HDFC Two Wheeler & Consumer Loan

HDFC Home Loan

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LITERATURE REVIEW

MASLOWS THEORY OF MOTIVATION

The behavior of an individual at a particular moment is usually determined by his strongest need.

Psychologist claim that needs have a certain priority. As the more basic needs are satisfied, an

individual seeks to satisfy the higher needs.

1. Physiological Needs

The physiological needs are at the top of the hierarchy because they tend to have the highest

strength until they are reasonably satisfied.

2. Safety Needs

Once the physiological needs are satisfied to a reasonable level, it is not necessary that they are

fully satisfied and degree of reasonableness is subjective, other level of needs become important.

3. Social Needs

After the first two needs are satisfied, social needs become important in the need hierarchy.

Since man is a social being, he has a need to belong and to be accepted by various groups.

4. Esteem needs.

The esteem needs are concerned with self-respect, self-confidence, a felling of personal worth ,

feeling of being unique ,and recognition .satisfaction of these needs produces fallings of self

confidence, prestige, power, and control.

5.Self actualization need.

Self actualization is the need to maximize ones potential, whatever it may be. This is related

with the development of intrinsic capabilities which lead people to seek situation that can utilize

their potential.

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MCGREGORS THEORY X AND THEORY Y

The managements action of motivation human beings in the organization, according to

McGregors involves certain assumptions, generalizations, and hypotheses relating to human

behavior and human nature.

The basic assumptions about human behavior may differ considerably because of the

complexity of factors influencing this behavior .McGregor has characterized these assumption in

two opposites _ Theory X and Theory Y.

THEORY X.

This is the traditional theory of human behavior n. In this theory, McGregor has certain

assumption about human behavior.

Management is responsible for organizing the element of productive enterprises money,

materials, equipment, people _in the interest of economic ends.

He lacks ambition, dislikes responsibility, and prefers to be led.

He is, by nature, resistant to change.

THEORY Y

The expenditure of physical and mental effort in work is natural as play or rest .The average

human being does not inherently dislike word. Depending upon controllable condition, work

may be a source of satisfaction or a source of punishment.

The average human being learns under proper condition not only to accept, but to seek

responsibility. Avoidance of responsibility, lack of ambition, and emphasis security are generally

consequences of experience, not inherent human characteristics.

The capacity to exercise a relatively high degree of imagination, ingenuity, and creativity in the

solution of organizational problem is widely, not narrowly, distributed in the population.

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Under the condition of modern industrial life, the intellectual potentialities of the average

human beings are only partially utilized.

HERZBERGS MOTIVATION HYGIENE THEORY

Need priority, to a great extent, characterless the types of behavior. It will be either directed

towards achieving certain desirable positive goal, or conversely, toward avoiding other

undesirable, negative consequence.

In this connection, a research study was conducted by Frederick Herzberg and associates of case

western reserve university. This study consisted of an intensive analysis of the experiences and

feeling of 200 engineers and accountants in nine different companies in Pittsburg area

U.S.A.During the structure interview , they were also asked to rate the degree to which their

feeling were influenced _for better or

Worse _by each experience which they described.

EQUITY THEORY

Equity theory of work motivation is based on the social process. This theory has been around just

as long as the expectancy theories of motivation. However, Adam has crystallized it in a more

formal way. Basically, the theory points out that people are motivated to maintain fair

relationship between their performance and reward in comparison to others. There are two

assumptions on which the theory works:

1. Individuals make contributations for which they expect certain rewards.

2. Individuals decide whether or not, a particular exchange is satisfactory, by comparing their

inputs and outcomes with those of others and try to rectify any inequality.

VROOMS EXPECTANCY THEORY

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Critising the content theories of motivation which are based on the needs of the people and their

priority, vroom has presented an alternative theory which is based on motivation process.

Various theories which are based on motivation process are more concerned with the cognitive

antecedents that go into motivation or efforts and the way they relate to each other.

Valence

According to Vroom, valence means the strength of an individuals preference to a particular

outcome.

Expectancy

Another factor in determining the motivation is expectancy, that is, the probability that a

particular action will lead to the outcome.

GOAL SETTING THEORY

Focus workers inputs in the direction of high performance & achievement of organizational

goals.Goal is what a worker tries to accomplish.Goals must be specific and difficult for high

performance results.Workers put in high effort to achieve such goals.Workers must accept and

be committed to them.Feedback on goal attainment also is important.Goals point out what is

important to the firm.Managers should encourage workers to develop action plans to attain goals.

LEARNING THEORY

Focuses on the linkage between performance and outcomes in the motivation equation.

Learning: permanent change in persons knowledge or behavior resulting from practice or

experience. Operant conditioning: people learn to do things leading to desired outcomes and

avoid doing things with adverse outcomes. Motivation can be increased by linking specific

behaviors with specific outcomes. Managers can use four tools of conditioning to motivate high

performance.

OPERANT CONDITIONING TOOLS

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Positive Reinforcement: people get desired outcomes when they perform needed work behaviors.

Positive reinforces: pay raises, promotions. Negative Reinforcement: manager eliminates

undesired outcomes once the desired behavior occurs. Worker performs to avoid an undesired

outcome (Work harder or you are fired).

In both types of reinforcement, managers must be careful to link the right behaviors by workers

to what the organization needs. Extinction: used when workers are performing behavior

detrimental to the firm. Manager does not reward the behavior and over time, the worker will

stop performing it.Punishment: used when the manager does not control the reward the worker

receives (perhaps it is outside the job).Manager administers an undesired consequence to worker

(verbal reprimands to pay cuts).Punishment can lead to unexpected side-effects such as

resentment, and should be used sparingly.

ORGANIZATIONAL BEHAVIOR MODIFICATION

OB MOD occurs when managers systematically apply the tools of operant behavior.Shown to

improve productivity, attendance, punctuality and other behaviors.Works best for behaviors that

are specific, objective and countable.Some managers argue it is over-control while others suggest

it provides for high efficiency.Both sides likely have valid points.

SOCIAL LEARNING THEORY

Vicarious Learning:or observational learning, occurs when a person is motivated to learn by

watching someone else work and be rewarded.People are motivated to imitate models who are

highly competent, expert and receive attractive reinforcers.Self- reinforcers:desired outcomes a

person can give themselves. Person can reward themselves for success. Self-efficacy:refers to a

persons belief about their ability to perform a behavior successfully.People will only be

motivated if they think they have the ability to accomplish the task.

PAY AND MOTIVATION

Pay can help motivate workers. Expectancy: pay is an instrumentality (and outcome), must be

high for motivation to be high.Need Theory:pay is used to satisfy many needs. Equity Theory:

pay is given in relation to inputs. Goal Setting Theory:pay linked to goal attainment.Learning

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Theory: outcomes (pay), is distributed upon performance of functional behaviors.Pay should be

based on performance; many firms do this with a Merit Pay Plan.

MERIT PAY

Can be based on individual, group or organization performance.Individual Plan: used when

individual performance (sales) is accurately measured. Group Plan: use when group works

closely together and is measured as a group. Organization Plan: When group or individual

outcomes not easily measured. Bonus has a higher impacton motivation since Salary level not

related to current performance. Other items ( base salary, cost of living, seniority).Salary rarely

goes down and usually changes little.

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Data Analysis

1.I feel proud to be in this organization.

Options Rank

Frequency Percent

Valid

Percent

Cumulative

Percent

Strongly

Disagree

6

Disagree 5

Slightly

Disagree

4

Slightly

Agree

3 1 3.3 3.3 100.0

Agree 2 24 80.0 80.0 96.7

Strongly

Agree

1 5 16.7 16.7 16.7

No Opinion 0

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A: I feel proud to be in this organization

Frequency Percent Valid Percent

Cumulative

Percent

Valid 1 5 16.7 16.7 16.7

2 24 80.0 80.0 96.7

3 1 3.3 3.3 100.0

Total 30 100.0 100.0

As table reflects that frequency of option two is highest among the sample which shows that 80%

people agrees with feeling of proud of being member of the organization.

B: I would recommend this organizational to my family or friends

as a good place to work.


Cumulative

Percent

Valid 1 3 10.0 10.0 10.0

2 22 73.3 73.3 83.3

3 5 16.7 16.7 100.0

Total 30 100.0 100.0

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C: This organization inspires me to do my best every day.

Frequency PercentValid

Percent Cumulative Percent

Valid 0 2 6.7 6.7 6.7

1 8 26.7 26.7 33.32 15 50 50 83.3

3 4 13.3 13.3 96.7

4 1 3.3 3.3 100

Total 30 100 100

As table reflects that frequency of option two is highest among the sample which shows that 50

% people agrees with feeling that this organization inspires them to do their best every day

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D: Our performance appraisal system is working effectively for

me?


Cumulative

Percent

Valid 1 1 3.3 3.3 3.3

2 15 50.0 50.0 53.3

3 9 30.0 30.0 83.3

4 2 6.7 6.7 90.0

5 3 10.0 10.0 100.0

Total 30 100.0 100.0

As table reflects that frequency of option two is highest among the sample which shows that

50 % people agrees with feeling that the organizations performance appraisal system is working

effectively for them.

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E: My future growth opportunity looks good here.


Cumulative

Percent

Valid 1 9 30.0 30.0 30.0

2 7 23.3 23.3 53.3

3 8 26.7 26.7 80.0

4 2 6.7 6.7 86.7

5 4 13.3 13.3 100.0

Total 30 100.0 100.0

As table reflects that frequency of option one is highest among the sample which shows that

30 % people strongly agree with feeling that their future growth opportunity looks good in the

organization.

F: Decisions are taken very quickly in this organization.


Cumulative

Percent

Valid 1 2 6.7 6.7 6.7

2 19 63.3 63.3 70.0

3 5 16.7 16.7 86.7

4 3 10.0 10.0 96.7

5 1 3.3 3.3 100.0

Total 30 100.0 100.0

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63.3 % people agrees with feeling that decisions are taken very quickly in this organization.

G: This organization is flexible and continuously adopts to change.


Cumulative

Percent

Valid 1 6 20.0 20.0 20.0

2 14 46.7 46.7 66.7

3 8 26.7 26.7 93.3

4 2 6.7 6.7 100.0

Total 30 100.0 100.0


46.7 % people agrees with feeling that this organization is flexible and continuously adopts to

change.

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H: All departments provide support needed to manage the day to

day activity.


Cumulative

Percent

Valid 1 7 23.3 23.3 23.3

2 16 53.3 53.3 76.7

3 5 16.7 16.7 93.3

4 2 6.7 6.7 100.0

Total 30 100.0 100.0


53.3 % people agrees with feeling that All departments provide support needed to manage the

day to day activity.

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I: New ideas from everyone are valued in this organization.


Cumulative

Percent

Valid 1 10 33.3 33.3 33.3

2 12 40.0 40.0 73.3

3 7 23.3 23.3 96.7

4 1 3.3 3.3 100.0

Total 30 100.0 100.0


40 % people agrees with feeling that New ideas from everyone are valued in this organization.

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J: All employees are treated fairly


Cumulative

Percent

Valid 1 6 20.0 20.0 20.0

2 13 43.3 43.3 63.3

3 5 16.7 16.7 80.0

4 4 13.3 13.3 93.3

5 2 6.7 6.7 100.0

Total 30 100.0 100.0


43.3 % people agrees with feeling that All employees are treated fairly in this organization.

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K: This organization values integrity.


Cumulative

Percent

Valid 1 8 26.7 26.7 26.7

2 16 53.3 53.3 80.0

3 2 6.7 6.7 86.7

4 4 13.3 13.3 100.0

Total 30 100.0 100.0


53.3 % people agrees with feeling that this organization values integrity.

L: Employees in this organization are aware about significant

development in this organization.


Cumulative

Percent

Valid 0 1 3.3 3.3 3.3

1 7 23.3 23.3 26.7

2 18 60.0 60.0 86.7

3 4 13.3 13.3 100.0

Total 30 100.0 100.0

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60 % people agrees with feeling that Employees in this organization are aware about significant

development in this organization.

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M: There is high emphasis for individual accountability for

performance.


Cumulative

Percent

Valid 1 5 16.7 16.7 16.7

2 22 73.3 73.3 90.0

3 1 3.3 3.3 93.3

4 1 3.3 3.3 96.7

5 1 3.3 3.3 100.0

Total 30 100.0 100.0


73.3 % people agrees with feeling that There is high emphasis for individual accountability for

performance.

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N: Employees in this organization have the creative and innovative

ways of working.


Cumulative

Percent

Valid 1 6 20.0 20.0 20.0

2 15 50.0 50.0 70.0

3 6 20.0 20.0 90.0

4 1 3.3 3.3 93.3

5 1 3.3 3.3 96.7

6 1 3.3 3.3 100.0

Total 30 100.0 100.0


52 % people agrees with feeling that Employees in this organization have the creative and

innovative ways of working.

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O: Culture of this organization is to promote excellence in

performance.


Cumulative

Percent

Valid 1 13 43.3 43.3 43.3

2 9 30.0 30.0 73.3

3 6 20.0 20.0 93.3

4 1 3.3 3.3 96.7

5 1 3.3 3.3 100.0

Total 30 100.0 100.0


43.3 % people strongly agrees with feeling that Culture of this organization is to promote

excellence in performance.

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P: Do you think that the incentive & other benefit influence your

performance according to your age.


Cumulative

Percent

Valid 1 5 16.7 16.7 16.7

2 18 60.0 60.0 76.7

3 5 16.7 16.7 93.3

4 1 3.3 3.3 96.7

6 1 3.3 3.3 100.0

Total 30 100.0 100.0


60 % people agrees with feeling that incentive & other benefit influence their performance

according to their age.

R:Age


Cumulative

Percent

Valid 1 17 56.7 56.7 56.7

2 6 20.0 20.0 76.7

3 3 10.0 10.0 86.7

4 4 13.3 13.3 100.0

Total 30 100.0 100.0

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56.7 % people strongly agrees with feeling that

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Conclusion

Limitations

Future Scope

Recommendations

Bibliography

1. Organizational behavior by L M Prasad sultan chand and sons _ ISBN: 81-8054-478-8

First Edition: 1984 Reprint, 2007 Printed at: Roopak printers, Delhi 110 032.

2. Organizational behaviour by k Aswathappa Himalaya publishing house P_ ISBN:

81_7866_541-7 fifth revised Edition Reprint, 2001 printed by print line, New Delhi.

Annexure

Dear sir /Madam

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I, the student of B.B.A final semester of Invertis institute of management studies Bareilly. Is

currently doing a project report on Employee age and Employee motivation An empirical

study [With specific reference to service sector banking industry]

For this purpose given below are few question which will help me to complete the present

assignment and your answer will help me to complete this work.

QUESTIONNAIRE

Sr. No & Questions Options6 5 4 3 2 1 0

Sr.

No

Questions Strongly

Disagree

Disagree Slightly

Disagree

Slightly

Agree

Agree Strongly

Agree

No

Opinion

1 I feel proud to be in

this organization.

2 I would recommendthis organizational to

my family or friends

as a good place to

work.

3 This organization

inspires me to do my

best every day.

4 Our performanceappraisal system is

working effectively

for me.

5 My future growth

opportunity looks

good here.

6 Decisions are taken

very quickly in thisorganization.

7 This organization is

flexible and

continuously adopts

to change.

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8 All departments

provide support

needed to manage

the day to day

activity.

9 New ideas from

everyone are valued

in this organization.

10 All employees are

treated fairly

11 This organization

values integrity.

12 Employees in thisorganization are

aware about

significant

development in this

organization.

13 There is high

emphasis for

individual

accountability for

performance.

14 Employees in this

organization have the

creative and

innovative ways of

working.

15 Culture of this

organization is to

promote excellence

in performance.

16. Do you think that the

incentive & other

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benefit influence

your performance

according to your

age.

Sr. No & Questions (Tick) the Appropriate One17 Which age group do you

belong? 20-25 25-30 30-35 35-

50

18 Which type of incentives

motivates you more?

Financial Nonfin

ancial

Status/Positio

n

All of

them

19 Factor which motivates

You

Salary Organiz

ation

Culture

Job Profile Recogni

tion

All of

them

20. Give few suggestions for Improvement in existing techniques of Motivation followed in the

organization.

www.hdfcbank.com/
http://www.hdfcbank.com/http://www.hdfcbank.com/

final project priyanka pd 26-4-10 (1)

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