CHAPTER 1 R.E.I.

1.1 INTRODUCTION : Rajasthan Electronics & Instruments Ltd. (REIL) has a prominent place amongs the electronics industry of Rajasthan. The company is a joint venture between the Government of India & the Government of Rajasthan, through their respective institutions. The company was conferred the status of a "MINI RATNA" by the Department of Public Enterprises, Ministry of Industry, Government of India in 1997 on account of it's good all round performance and excellent products. The company has added another feather in it's cap by establishing a Quality Management system for its operations and has been certified as an ISO 9001 firm w.e.f. 31 st July,1998. The area of business extends to manufacturing and marketing of electronic products/ services in the following areas :
Agro-Dairy Sector Solar Photovoltaic Sector Industrial Electronics Sector Information Technology

1.1.2 In all these sectors, the manufacturing facility is complemented by the departments for the function of Materials management, Quality

Assurance, Research & Development, Planning & Finance Management along with infrastructure and country wide network of offices of marketing and after sales support. The company is self-reliant as far as development activity is concerned, to enable modification and

improvement in existing products and also introduce new products, in tune with customer requirement. 1.1.3 REIL has its Headquarters and Works at Jaipur, Rajasthan, famous as the Pink City of India known for its palaces,forts, museums and

handicrafts all over the world. The city is well connected by Rail, Road and Air to the two major metros of India-namely New Delhi & Bombay and forms part of the golden triangle of tourism along with New Delhi and Agra.

1.1.4

REIL has its Registered office & Manufacturing facilities situated at the Kanakpura Industrial area about 12 Kms from the heart of Jaipur city and is spread over a sprawling campus of ten acres, amidst lush green surroundings, with over 2700 Sq.Meter area of covered space. Other offices include the corporate office within the city and Field maintenance centers (FMCs) and Sub-FMC's spread over most of the regions of the country.

1.2. BOARD OF DIRECTORS : CHAIRMAN &DIRECTOR : M.M. Bhardwaj

MANAGING DIRECTOR :

P.M.Bhardwaj

DIRECTOR :

ADVERTISEMENT(A&M) : Ms. Rajesh Yadav E-mail : rajeshyadav1956@yahoo.com

FINANCIAL ADVISOR : Mrs. Aparna Sahay E-mail : fa@riico.co.in COMMERCIAL : Mr. Rajeev Kumar

FINANCE :

Mr.S.K.Gupta E-mail : df@ilkota.in

1.3 AIM

1.3.1 Basic objective in the dairy development programmed is to increase the production of milk. Milk collection depends on prompt payment of

fair & correct price to encourage producers. In increase milk production. The systems of production of high quality milk discourage adultatiation & encourage producers to increase production of high quality milk. It is further very necessary that each sample of milk should be tested for its quality & testing should be completed with in 2 to 3 hours time in order to make correct payment. Milk sample would also get spoiled if not tested immediately in the absence of facility to preserve them, specially. At village level.

1.3.2 Age- old traditional GERBER method of testing milk by chemicals has many inherent draw backs. Such as human error, multiplex method, handing of corrosive chemical & different type of glass ware. All these add to the cost & time of milk testing A quicker reliable & economical method of milk fat. Testing has therefore become inevitable & immediate problem to in the light of some of problems farced by GERBER method of testing it was felt prudent to evolve system which should solve these problems.

1.3.3 Electronics milk tester (E MT) is a simple economical, but accurate milk fact testing Instrument it measure the fact content instated easily on digit readout it does not in value the use of chemically. It work on light scattering principle with manual homogenization .it operates on AC-

mains as well as on battery with inbuilt battery charge & automatic switch over to battery in case of power failu 1.3.4 This technical manual of electronics milk tester highlights the

following aspect(A) Basic principle in valued (B) Diluents preparation (C) Key to control & instruction connections (D) Installation (E) Operation

SHAPING RURAL INDIA THROUGH ELECTRONICS, ENERGY,INFORMATION TECHNOLOGY & COMMUNICATION

Fig. 1.1 : R.E.I..L. in Jaipur

CHAPTER 2 ACHIEVEMENTS OF R.E.I.L

2.1

AWARDS :

2.1.1 MINI RATNA AWARD : In the year 1997 for its all round performance & excellent products by the Department of Public Enterprises, Ministry of Industry, Government of India 2.1.2 ELECTRONICS EXCELLENCE AWARD : 1991 & 2001 by Government of India

2.2

CERTIFICATES :

2.2.1ISO 9001 CERTIFICATION Certification implies capabilities from design to supply & commissioning.

Fig. 2.1: IOC Certificate

2.2.2

INDIAN DAIRY ASSOCIATION (WEST ZONE)

Fig.2.2 IOC Certificate

10

CHAPTER 3 DEPLOYMENT OF R.E.I.L

Rajasthan Electronics & Instruments Ltd. was founded to aid in the upliftment of the rural masses by enpowering them, making them self-reliant and upgrading their living conditions by taking electronics to the villages.

The areas in which R.E.I.L deploy its product are :

Agro-Dairy Sector Solar Photovoltaic Sector Industrial Electronics Sector Information Technology

AREAS

AGRO DAIRY PRODUCTS

SOLAR PHOTO VOLTAIC MODULES

INDUSTRIAL ELECTRONICS

INFORMATION TECHNOLOGY

11

Fig. 3.1: Areas in which R.E.I.L. deploy its products

12

3.1 Agro Dairy Sector The birth of cooperative movement in India has its roots in the vision of Dr. Verghese Kurein, ex-Chairman, NDDB. He realized that the upliftment of marginal dairy farmers lay in their own hands through cooperative movement at community level.NDDB, along with Department of Electronics, Govt. of India conceived a project to introduce Electronic Milk Testers(EMT), for accurate and instant display of fat content in milk. The technology was arranged in collaboration with a Danish Organization M/s. N Foss Electric, and thus Rajasthan Electronics & Instruments Limited was born in 1981. 3.2 Solar Photo Voltaic Modules R.E.I.L. offers a wide range of state of the art solar photo voltaic modules for a variety of applications.These modules are ideal for power generation at remote areas ,where conventional power is not available por power supply is erratic.it is a noiseless, non-pulling & maintenance free source of energy.

3.3 Industrial Electronics The Industrial Electronics Division kicked off its operations in 1996. Initially, the development of Static 3 phase and later 1 phase Energy meters was taken up. The operations started with the requirements of the state electricity boards to incorporate latest advances in electronics for their energy monitoring needs and for introducing a more reliable and tamper-proof meter to curtail pilferage and misuse of the electric power supplied to the customers.

13

The Company has rapidly absorbed and assimilated the technology, successfully developed the product in response to customer requirements to suit the needs in Indian conditions. The IE Division is also working on the various models of the meter like; Analog Electronics based, ASIC based and microcontroller based to integrate more features and improve the reliablety of the product through its own development efforts.

3.4 Information technology The Company has an experience of over ten years in the Information Technology sector. The Company has a full-fledged Computer Group in its Electronics & Information Technology Division to undertake development of application software for business purposes and in-house use; provide training to the end-users; acquisition of the required computer systems; and creation of the complementing infrastructure. The Company has over 125 nos. IBM PC-compatible systems including Pentium-II based servers & nodes, Pentium MMX systems with multimedia capability, PC-486/386/AT systems, and over 50 nos. of printers including HP LaserJet Printers, HP InkJet Printers, and high speed Dot Matrix Printers, HP Color Scanner running under Win NT Server, Win98/Win95/Win3.1/MSDOS environment. The business areas includes development for business & instrumentation applications, and Web-sites on the Internet. The Company undertakes development on MS Visual Studio environment, Win NT Server, Oracle and Internet technologies and tools such as MS FrontPage.

14

The Company has an air-conditioned Computer Center with a carpet area of over 3000 sq. ft. and equipped with 7 KVA UPS capacity for undertaking the processing work. The Company has a team of over 10 young engineers/professionals with a wide variety of experience including Hardware installation, commissioning, maintenance, electronic data-processing, system study, system analysis, design, software development, training and project implementation. The Company also does all the maintenance work in-house. The Company has solely relied on its in-house capabilities to undertake all the above mentioned activities. The Company is now further growing by way of sharing its in-house experience in the area of automation, and project execution on turnkey basis. The Company has also strengthened it's conventional Agro dairy line of products with the powers of IT, both at the Dairy level and the Village Milk Cooperative Society level. By embedding the RS232 interface in the EMT and getting the corresponding weight from OEM equipments, the Raw Milk Reception Dock (RMRD) software under Windows NT at Dairies and the Society Accounts Management Software (SAMS) under DOS and Windows 9X at Society level are developed. The Smart card based identification and transaction recording systems are developed for DPMCS, DPEMT, SAMS, Attendance Management System etc.

15

TABLE 3.1 : PRODUCTS MANUFACTIRED BY R.E.I.L

Agro Dairy Products

SPV Modules Product range Industrial Electronics Products

IT Products

Agro dairy S.No Product . Electronic Milk 1 Tester 2 Milko Scan Automatic Milk 3 Collection Station 4 DP-EMT at Village Milk Cooperative Societies Low Cost version of Milk Collection Station for small village Milk Cooperatives Societies Personal Computer based version of 5 PC-MCS Smart Card based For fair & prompt payment to farmers 6 PC Milk Collection at Village Milk Cooperative Societies Station Raw Milk Reception Dock 7 Network Automation Reception Docks at Dairies Process Automation of Raw Milk Milk Collection Station with accounting facility Societies Total Milk quality parameter analysis for Dairies For fair & prompt payment to farmers Milk at Village Milk Cooperative For measurement of % Fat content in Application

16

Raw Milk 8 Reception Dock SPV products S.No Product . 1 SPV Modules Street Lighting 2 3 4 4 Signaling System SPV Adult 6 Education System SPV Power Packs 7 for Battery Lighting System SPV Railway System SPV Water Pumping System SPV Domestic

Milk sample collection and movement automation at Raw Milk Reception

Sample Automation Dock

Application Power conversion (Sunlight to electricity) Village Street Lighting Village drinking water supply & land irrigation Village community lighting Village unmanned Railway crossings For providing lights at village adult education centers For police check Posts & BSFcommunication sets

Charging 8 SPV Television 9 SPV Lantern SPV Hut Lighting 10

For village mass communication For providing a portable neat and clean illumination system for use in village huts, farms,work place, etc. For providing illumination at villages

System huts 11 SPV Power Station For village electrification 12 SPV powered For battery charging at Microwave

17

Microwave repeater station 13 Protection System SPV Dusk dawn 14 system SPV Grid 15 interactive power feeds to the Grid plant Information Technology S.No Product . Image Processing 1 Application System Card (EPIC) and Visiting card etc. Computerization of various Customized applications meant for departments of Software corporate offices, Industries and other development institutions Customized assembly language Product Firmware programming for Microprocessor Development based electronic equipment Internet Home page design, development and Technologies hosting application Training courses for computer Education & programming languages and other training applications. Programmable Data Hand Held Computing through Preparation of Electoral Photo Identity Application Street Lights Generates Electric power and directly Repeater System SPV Cathodic SPV Cathodic Protection System For Automatic operation of Municipal

5 6

18

Programmable Data Terminal (PDT) for different applications like Electronic Ticketing Machine, Spot Terminals Billing Machine, Electronic Parking Machine, Micro Banking, House tax terminal. Traffic Offence recording system, Point of Sale terminal etc. Enterprise Resource Planning (ERP) package for Dairies. The modules are for Chilling Centers, Milk 7 Dairy ERP procurement, Technical Inputs, Inventory, Purchase, Production, Sales, Marketing, Finance, Plant maintenance, MIS etc. Industrial Electronics S.No . 1 Product Application

Single Phase Energy Measurement of Single Phase Electric Meter Power for domestic applications Three Phase Energy Measurement of Three Phase Electric 2 Meter Power for domestic applications Direct To Home (DTH) under 3 Set Top Box Consumer .

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CHAPTER 4 AGRO-ELECTRONICS PRODUCTS

The Electronics Division kicked off its operations in 1982, --the year of formation of the Company -- and has notched up many a credits in the last one and a half-decade.

The operations started with the Electronic Milk Tester, under technical collaboration with A/S Foss Electric of Denmark, and assembly of Electronic Milk Tester (EMT) in SKD form, from kits supplied by the collaborator, initially .The Company has rapidly absorbed and assimilated the technology, successfully indigenised the product, and in response to customer requirements, designed it on micro-controller technology to suit the needs of the Indian customers. Thus, the auto-zero EMT was introduced in the market in the year 1990

The Company has also successfully integrated the products into a more versatile system, developed in-house through it own development efforts, called the Milk Collection Station.This divison can be divided in the following manner-:

4.1 MANUFACTURING INFRASTRUCTURE The Company has a state-of-art manufacturing facility at its works, for electronic products. The plant is equipped with modern equipment including component preprocessing systems, automatic & semiautomatic component insertion machines, Wave Soldering machine,

20

Automatic Cleaning System, Advanced Testing equipment, Fault locators, Digital Storage Oscilloscopes, Soldering/De-Soldering

Stations.In order to maintain appropriate temperature levels, clean conditions and uninterrupted power supply, the plant is equipped with centralized Air conditioning systems, air shower and over 500 KVA of DG capacity installed at the premises. The department is also equipped with facility for undertaking manufacturing of products under anti-static environment

Fig. IV :Component Testing Machine

4.2 QUALITY ASSURANCE The manufacturing facility is complemented by the Quality Assurance department equipped with a wide range of test and measuring equipment including IC testers, LCR bridges, digital storage oscilloscopes frequency projector stereoscopic microscope, 3-D Co-Ordinates measuring machine, product life testing machines and environment chamber.Quality Assurance Group is also equipped with test & measurement facility

21

Fig.V : Life testing machine 4.3 MARKETING The Marketing Department undertakes direct marketing of its products from Head Quarters and offices at seven locations all over the country. The company's After-Sales-Service network operates from its Field Maintenance Centers and site offices located all over the country. It is geared up to extend on-site support even at the remote villages, inaccessible by the public means of transport. The Department also undertakes the Export Marketing of its products and has customers in the neighboring countries.

4.4 PRODUCT RANGE

Electronic Milk Tester ( EMT ) Data Processor Cum Electronic Milk Tester ( DP-EMT ) Milk Collection Station ( MCS ) Personal Computer Based Milk Collection Station ( PC-MCS )

22

 Smart Automatic Milk Collection station ( SAMCS ) Milko Scan

OBJECTIVES OF THE STUDY Primary objective 1. To study the important factors which are needed to motivate the employees.

Secondary Objective.

1.

To study the effect of monetary and non-monetary benefits provided by the organization on the employees performance.

2. 3.

To study the effect of job promotions on employees. To learn the employees satisfaction on the interpersonal relationship exists in the organization .

4.

To provide the practical suggestion for the improvement of organizations performance.

IMPORTANCE OF THE STUDY The study is intended to evaluate motivation of employees in the organization. A good motivational program procedure is essential to achieve goal of the organization. If efficient motivational programmes of employees are made not only in this particular organization but also any other organization the organizations can achieve the efficiency also to develop a good organizational culture.

23

Motivation has variety of effects. These effects may be seen in the context of the context of an individuals physical and mental health, productivity, absenteeism and turnover. Employee delight has to be managed in more than one way. This helps in retaining and nurturing the true believers who can deliver value to the organization. Proliferating and nurturing the number of true believers is the challenge for future and present HR managers . This means innovation and creativity. It also means a change in the gear for HR polices and practices. The faster the organizations nurture their employees, the more successful they will be. The challenge before HR managers today is to delight their employees and nurture their creativity to keep them a bloom.

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

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LITERATURE REVIEW Motivation is the core of management. Motivation is an effective instrument in the hands of the management in inspiring the work force. It is the manor task of every manager to motivate his subordinate or to create the will to work among the subordinates. It should also be remembered that the worker may be immensely capable of doing some work, nothing can be achieved if he is not willing to work creation of a will to work is motivation in simple but true sense of term.

Motivation is an important function which very manager performs for actuating the people to work for accomplishment of objectives of the organization. Issuance of well conceived instructions and orders does not mean that they will be followed. A manager has to make appropriate use of motivation to enthuse the employees to follow them. Effective motivation succeeds not only in having an order accepted but also in gaining a determination to see that it is executed efficiently and effectively.

In order to motivate workers

to work for the organizational goals, the

managers must determine the motives or needs of the workers and provide an environment in which appropriate incentives are available for their satisfaction. If the management is successful in doing so it will also be successful in increasing the willingness of the workers to work. This will increase efficiency and effectiveness of the organization. There will be better utilization of resources and workers abilities and capacities.

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The concept of motivation

The word motivation has been derived from motive which means any idea, need or emotion that prompts a man in to action. Whatever may be the behavior of man, there is some stimulus behind it. Stimulus is dependent upon the motive of the person concerned. Motive can be known by studying his needs and desires.

There is no universal theory that can explain the factors influencing motives which control mans behavior at any particular point of time. In general, the different motives operate at different times among different people and influence their behaviors. The process of motivation studies the motives of individuals which cause different type of behavior .

Definition of Motivation

According to Edwin B Flippo. Motivation is the process of attempting to influence others to do their work through the possibility of gain or reward. Significance of Motivation

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

26

management and will contribute their maximum towards the goals of the enterprise. 2. workers will tend to be as efficient as possible by improving upon their skills and knowledge so that they are able to contribute to the progress of the organization. This will also result in increased productivity . 3. The rates of labours turnover and absenteeism among the worders will be low. 4. There will be good human relations in the organization as friction among the workers themselves and between the workers and the management will decrease. 5. The number of complaints and grievances will come down. Accident will also be low. 6. There will be increase in the quantity and quality of products. Wastage and scrap will be less. Better quality of products will also increase the public image of the business. Motivation Process 1. 2. 3. 4. 5. Identification of need Tension Course of action Result Positive / Negative Feed back

27

Theories of Motivation Understanding what motivated employees and how they were motivated was the focus of many researchers following the publication of the Hawthorne study results (Terpstra, 1979). Six major approaches that have led to our understanding of motivation are Mcclellands Achievement Need Theory, Behavior Modification theory Abraham H Mallows need hierarchy or Deficient theory of motivation. J.S. Adams Equity Theory , Vrooms Expectation Theory, Two factor Theory. Ms Clellands Achievement Need Theory According to Mc Clellands there are three types of needs . Need for Achievement (n Ach) This need is the strongest and lasting motivating factor. Particularly in case of persons who satisfy the other needs. They are constantly pre occupied with a desire for improvement and lack for situation in which successful outcomes are directly correlated with their efforts. They set more difficult but achievable goals for themselves because success with easily achievable goals hardly provides a sense of achievement. Need for Power (n Pow) It is the desire to control the behavior of the other people and to manipulate the surroundings. Power motivations positive applications results in domestic leadership style, while it negative application tends autocratic style. Need for affiliation (n Aff) It is the related to social needs and creates friendship. This results in formation of informal groups or social circle. Behavioral Modification Theory According to this theory people behavior is the outcome of favorable past circumstances. This theory is based on learning theory. Skinner conducted his researches among rats and school children. He found that stimulus for

28

desirable behavior could be strengthened by rewarding it at the earliest. In the industrial situation, this relevance of this theory may be found in the installation of financial and non financial incentives. More immediate is the reward and stimulation or if motivates it. Withdrawal of reward incase of low standard work may also produce the desired result. However, researches show that it is generally more effective to reward desired behavior than to punish undesired behavior. Abraham H Maslow Need Hierarchy for Deficient theory of Motivation. The intellectual basis for most of motivation thinking has been provided by behavioral scientists, A.H Maslow and Frederick Heizberg, whose published works are the Bible of Motivation . Although Maslow himself did not apply his theory to industrial situation, it has wide impact for beyond academic circles. Douglous Mac Gregor has used Maslows theory to interpret specific problems in personnel administration and industrial relations. The crux of Maslows theory is that human needs are arranged in hierarchy composed of five categories. The lowest level needs are physiological and the highest levels are the self actualization needs. Maslow starts with the formation that man is a wanting animal with a hierarchy of needs of which some are lower ins scale and some are in a higher scale or system of values. As the lower needs are satisfied, higher needs emerge. Higher needs cannot be satisfied unless lower needs are fulfilled. A satisfied need is not a motivator. This resembles the standard economic theory of diminishing returns. The hierarchy of needs at work in the individual is today a routine tool of personnel trade and when these needs are active, they act as powerful conditioners of behavior as Motivators. Physiological or Body Needs. :- The individual move up the ladder responding first to the physiological needs for nourishment, clothing and shelter. These physical needs must be equated with pay rate, pay practices and to an extent with physical condition of the job. Safety :- The next in order of needs is safety needs, the need to be free from danger, either from other people or from environment. The individual want to assured, once his bodily needs are satisfied, that they are secure and will continue to be satisfied for foreseeable feature. The safety needs may take the form of job security, security against disease, misfortune, old age etc as also against industrial injury. Such needs are generally met by safety laws, measure of social security, protective labor laws and collective agreements.

29

Social needs :- Going up the scale of needs the individual feels the desire to work in a cohesive group and develop a sense of belonging and identification with a group. He feels the need to love and be loved and the need to belong and be identified with a group. In a large organization it is not easy to build up social relations, However close relationship can be built up with at least some fellow workers. Every employee wants too feel that he is wanted or accepted and that he is not an alien facing a hostile group. Ego or Esteem Needs :- These needs are reflected in our desire for status and recognition, respect and prestige in the work group or work place such as is conferred by the recognition of ones merit by promotion, by participation in management and by fulfillment of workers urge for self expression. Some of the needs relate to ones esteem e. g . need for achievement , self confidence, knowledge, competence etc. One the job, this means praise for a job but more important it means a feeling by employee that at all times he has the respect of his supervisor as a person and as a contributor to the organizational goals. Self realization or Actualization needs :- This upper level need is one which when satisfied provide insights to support future research regarding strategic guidance for organization that are both providing and using reward / recognition programs makes the employee give up the dependence on others or on the environment. He becomes growth oriented, self oriented, directed, detached and creative. This need reflects a state defined in terms of the extent to which an individual attains his personnel goal. This is the need which totally lies within oneself and there is no demand from any external situation or person.

30

Types of Motivation Intrinsic motivation occurs when people are internally motivated to do something because it either brings them pleasure, they think it is important, or they feel that what they are learning is morally significant. Extrinsic motivation comes into play when a student is compelled to do something or act a certain way because of factors to him or her (like money or good grades) Incentives An incentive is something which stimulates a person towards some goal. It activates human needs and creates the desire to work. Thus , an incentive is a means of motivation. In organization, increase in incentive leads to better performance and vice versa. Need for Incentives Man is a wanting animal. He continues to want something or other. He is never fully satisfied. If one need is satisfied, the other need arises. In order to motivate the employees, the management should try to satisfy their needs. For this purpose, both financial and non financial incentives may be used by the management to motivate the workers. Financial incentives or motivators are those which are associated with money. They include wages and salaries, fringe benefits, bonus, retirement benefits etc. Non financial motivators are those which are not associated with monetary rewards. They include intangible incentives like ego-satisfaction, self-actualization and responsibility.

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INCENTIVES

Financial Incentives - Wages and Salaries - Bonus - Medical reimbursement - Insurance - Housing facility - Retirement benefits.

Non- Financial Incentives - Competition - Group recognition - Job security - Praise - Knowledge of result - Workers participation - Suggestion system - Opportunities for growth

Motivation is the key to performance improvement There is an old saying you can take a horse to the water but you cannot force it to drink, it will drink only if its thirsty so with people. They will do what they want to do or otherwise motivated to do. Whether it is to excel on the workshop floor or in the ivory tower they must be motivated or driven to it, either by themselves or through eternal stimulus. Are they born with the self motivation or drive ? Yes and no. If no, they can be motivated, for motivation is a skill which can and must be learnt. This is essential for any business to survive and succeed. Performance is considered to be a function of ability and motivation, thus Job performance = f (ability ) (motivation) Ability in turn depends on education, experience and training and its improvement is a show and long process. On the other hand motivation can be improved quickly. There are many options and an uninitiated manager may not even know where to start. As a guideline, there are broadly seven strategies for motivation. There are broadly seven strategies for motivation. Positive reinforcement / high expectations
32

Effective discipline and punishment Treating people fairly Satisfying employees needs Setting work related goals Restructuring jobs Base rewards on job performance

Essentially, there is a gap between an individuals actual state and some desired state and the manager tries to reduce this gap. Motivation is , in effect, a means to reduce and manipulate this gap.

33

Research Design The research design adopted is descriptive research design. It involves factfinding, inquiries of different kinds i.e interviews and questionnaires.

HYPOTHESIS FORMULATION A hypothesis is a preliminary or tentative explanation or postulate by the researcher of what the researcher considers the outcome of an investigation will be. It is an informed / educated guess. It indicates the expectation of the researcher regarding certain variables. It is the most specific way in which an answer to a problem can be stated. Research hypotheses are the specific testable predictions made about the independent and dependent variables in the study. Hypotheses are couched in terms of the particular independent and dependent variables that are going to be used in the study. The research hypothesis of this study is as follows. Ho : There is no significant relationship between incentives and employees performance. Ho : There is no significant relationship between career development opportunities and the extent of employee motivation. Ho : There is no significant relationship between performance appraisal system and the extent of motivation. Ho : There is no significant relationship between interpersonal relationship in the organization and extent of motivation .

34

COLLECTION OF DATE Primary data Data is collected through interview and questionnaires. Secondary data - Data were collected from documents, records, journals, Internet, text books and company past records etc. The questionnaire consists of open ended dichotomous, rating and ranking questions. Variables of the Study : The direct variable of the study is the employee motivation. Indirect variables are the incentives, interpersonal relations, career development opportunities and performance appraisal system. INSTRUMENTS USED The instruments used in the research are questionnaire and interviews ANALYSIS AND PRESENTATION OF DATA The data are presented through charts and tables. Correlation is used to test the hypothesis and draw inferences. LIMITATIONS OF THE STUDY The limitations of the study are the following The data was collected through questionnaire. The responds from the respondents may not be accurate. The sample taken for the study was only 50 and the results drawn may not be accurate. Since the organization has strict control, it acts as another barrier for getting data. Another difficulty was very limited time span of the project. Lack of experience or Researcher.

35

ANALYSIS AND INTERPRETATION OF DATA Descriptive Statistics 1. S.No. 1. 2. 3. 4. 5. Response about the support from the HR Department Particular Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total Number of Respondents 18 29 3 0 0 50 Percentage % 36 58 6 0 0 100

30

29

25

20

18

15

Number of Respondents

10

3 0 0
Highly Dissatisfied

0 Highly Satisfied Satisfied Neutral Dissatisfied

Interpretation The table show that 58% of the respondents are satisfied with support they re getting from the HR Department.

36

2. S.No. 1. 2. 3. 4. 5.

Management is interested in motivating the employees Particular Strongly Agree Agree Neutral Disagree Strongly Disagree Total Number of Respondents 27 20 3 0 0 50 Percentage % 54 40 6 0 0 100

0 Strongly Agree Agree Neutral Disagree Strongly Disagree

20

27

Interpretation The table shows that 54% of the respondents are strongly agreeing that the management is interested in motivating the employees.

37

3. S.No. 1. 2. 3.

The type of incentives motivates you more. Particular Financial Incentives Non Financial Incentives Both Total Number of Respondents 15 9 26 50 Percentage % 30 18 52 100

15 Financial Incentives Non Financial Incentives Both 9

26

Interpretation The table shows that 52% of the respondents are expressing that both financial and non financial incentives will equally motivate them.

38

4. S.No. 1. 2. 3. 4. 5.

Satisfaction with the present incentive scheme Particular Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total Number of Respondents 18 29 3 0 0 50 Percentage % 36 58 6 0 0 100

0 3 0 18 Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

29

Interpretation The table shows that 58% of the respondents are satisfied with the present incentive scheme of the organization.

39

5. The company is eagerness in recognizing and employees work. S.No. 1. 2. 3. 4. 5. Particular Strongly Agree Agree Neutral Disagree Strongly Disagree Total Number of Respondents 18 29 3 0 0 50

acknowledging

Percentage % 54 58 6 0 0 100

3 0 18 Strongly Agree Agree Neutral Disagree Strongly Disagree

29

Interpretation From the study, 58% of employees agrees that the company is eager in recognizing and acknowledging their work, 36% strongly agreed and only 6% showed neutral response.

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6. S.No. 1. 2. 3. 4. 5.

Periodical increases in Salary. Particular Strongly Agree Agree Neutral Disagree Strongly Disagree Total Number of Respondents 12 23 3 9 3 50 Percentage % 24 46 6 18 6 100

Strongly Disagree, 3 Strongly Agree, 12 Disagree, 9

Neutral, 3

Agree, 23

Interpretation The table show 46% of employees agree that there is a periodical increase in the salary.

41

7. S.No. 1. 2. 3. 4. 5.

Job Security existing in the company Particular Strongly Agree Agree Neutral Disagree Strongly Disagree Total Number of Respondents 15 18 11 3 3 50 Percentage % 30 36 22 6 6 100

Number of Respondents 20 18 16 14 12 10 8 6 4 2 0 18 15 11 Number of Respondents 3 3

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Interpretation The table shows 35% of employees agree with good job security exist in the company.

42

8. S.No. 1. 2. 3. 4. 5.

Good relation with the co-workers. Particular Strongly Agree Agree Neutral Disagree Strongly Disagree Total Number of Respondents 15 27 8 0 0 50 Percentage % 30 54 16 0 0 100

0 15 Strongly Agree Agree Neutral Disagree Strongly Disagree

27

Interpretation The table shows 54% of the respondents agree that they have good relations with co-worker.

43

9. S.No. 1. 2. 3. 4. 5.

Effective performance appraisal system. Particular Strongly Agree Agree Neutral Disagree Strongly Disagree Total Number of Respondents 10 23 8 6 3 50 Percentage % 20 46 16 12 6 100

23 25 20 15 10 5 0 Strongly Agree Agree Neutral Disagree Strongly Disagree 10 8

6 3

Number of Respondents

Interpretation The table shows 46% of the respondents agree to effective performance appraisal system existing in the company.

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10. S.No. 1. 2. 3. 4. 5.

Effective promotional opportunities in present job. Particular Strongly Agree Agree Neutral Disagree Strongly Disagree Total Number of Respondents 9 26 9 3 3 50 Percentage % 18 52 18 6 6 100

30 25 20 15 10 5 0 Strongly Agree 9

26

9 3 Agree Neutral Disagree 3 Strongly Disagree

Number of Respondents

Interpretation The table shows 52% of the respondents agree with effective promotional opportunities in their present job.

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11. S.No. 1. 2. 3. 4. 5.

Good safety measure existing in the organization. Particular Strongly Agree Agree Neutral Disagree Strongly Disagree Total Number of Respondents 15 23 3 6 3 50 Percentage % 30 46 6 12 6 100

Strongly Disagree Disagree

Neutral

Number of Respondents

Agree Strongly Agree 0 5 10

23

15 15 20 25

Interpretation The table shows 46% of the respondents agree that there is a good safety measure existing in the company.

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12. S.No. 1. 2. 3. 4. 5.

Performance appraisal activities are helpful to get motivated. Particular Strongly Agree Agree Neutral Disagree Strongly Disagree Total Number of Respondents 9 23 6 3 9 50 Percentage % 18 46 12 3 18 100

Strongly Disagree, 9 Disagree, 3 Neutral, 6

Strongly Agree, 9

Agree, 23

Interpretation The table shows 46% of the respondents agree that the performance appraisal activities are helpful to get motivated.

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13. S.No. 1. 2. 3. 4. 5.

Support from the co-worker is helpful to get motivated. Particular Strongly Agree Agree Neutral Disagree Strongly Disagree Total Number of Respondents 12 29 0 6 3 50 Percentage % 20 46 0 12 6 100

35 30 25 20 15 10 5 0 Strongly Agree Agree 0 Neutral 12 6 3 Disagree Strongly Disagree Number of Respondents 29

Interpretation The table shows 58% of the respondents agree that the support from the coworker is helpful to get motivated.

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14. S.No. 1. 2. 3. 4. 5.

Career development opportunities are helpful to get motivated. Particular Strongly Agree Agree Neutral Disagree Strongly Disagree Total Number of Respondents 10 26 2 4 8 50 Percentage % 20 52 4 8 16 100

26 10 2 Strongly Agree Agree Neutral 4 8 Number of Respondents Strongly Disagree

Disagree

Interpretation The table shows 52% of the respondents agree that the career development opportunities are helpful to get motivated.

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15. S.No. 1. 2. 3. 4. 5.

Factors which motivates you the most. Particular Strongly Agree Agree Neutral Disagree Strongly Disagree Total Number of Respondents 21 15 3 5 6 50 Percentage % 42 30 6 10 12 100

6 5 21 3 Strongly Agree Agree Neutral Disagree Strongly Disagree

15

Interpretation The table shows that the 42% of the respondent is responding that increase in salary will motivate them the most.

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16. S.No. 1. 2. 3.

Incentives and other benefits will influence your Particular Influence Does not Influence No opinion Total Number of Respondents 32 12 6 50

performance. Percentage % 64 24 12 100

No opinion

Does not Influence

12

Number of Respondents 32

Influence 0 10 20 30

40

Interpretation The table shows 64% of the respondents responded that incentives and other benefits will influence their performance.

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17. Management involves you in decision making which are connected to your department. S.No. 1. 2. 3. Particular Yes No Occasionally Total Number of Respondents 47 0 3 50 Percentage % 94 0 6 100

Yes No Occasionally

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Interpretation The table shows 94% of the respondents agree that they the Management involve hem in decision making which are connected to your department.

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FINDINGS The findings of the study are follows REIL has a well defined organization structure . There is a harmonious relationship is exist in the organization between employees and management. The employees are a really motivated by the management. The employees are satisfied with the present incentive plan of the company. Most of the workers agreed that the company is eager in recognizing and acknowledging their work. The study reveals that there is a good relationship exists among employees. Majority of the employees agreed that there job security to their present job The company is providing good safety measures for ensuring the employees safety. From the study it is clear that most of employees agrees to the fact that performance appraisal activities and support from the coworkers in helpful to get motivated. The study reveals that increase in the salary will motivates the employees more.

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CONCLUSION The study concludes that, the motivational program procedure in RAJASTHAN ELECTRONICS & INSTRUMENTS LTD is found effective but not highly effective. The study on employee motivation highlighted so many factors which will help to motivate the employees. The study was conducted among 50 employees and collected information through structured questionnaire. The study helped to findings which were related with employee motivational programs which are provided in the organization.

The performance appraisal activities really play a major role in motivating the employees of the organization. It is a major factor that makes an employee feels good in his work and results in his satisfaction too. The organization can still concentrate on specific areas which are evolved from this study in order to make the motivational programs more effective. Only if the employees are properly motivated- they work well and only if they work well the organization is going to benefit out it. Steps should be taken to improve the motivational programs procedure in the future.

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REICOMMENDATIONS The suggestions for the findings from the study are follows Most of the employees agree that the performance appraisal are helpful to get motivated, so the company should try to improve performance appraisal system, so that they can improve their performance. Non financial incentive plans should also be implemented ,it can improve the productivity level of the employees. Organization should give importance to communication between employees and gain co-ordination through it. Skills of the employees should be appreciated. Better carrier development opportunities should be given be the employees for their improvement. If the centralized system of management is changed to a decentralized one , then there would be active and committed participation of staff for the success of the organization.

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QUESTIONNAIRE A STUDY OF MOTIVATION WITH THE EMPLOYEES OF RAJASTHAN ELECTRONICS & INSTRUMENTS LTD. JAIPUR. QUESTIONNAIRE :Q.1 How satisfied are you with the support from HR department . a. Highly satisfied b. Satisfied c. Neutral d. Highly dissatisfied Management is interested in motivation the employees a. Strongly agree b. Agree c. Neither agree nor disagree d. Disagree e. Strongly disagree What type of incentives motivate you more ? a. Financial incentives b. Non financial incentives c. both How satisfied are you with the present incentive scheme a. Highly satisfied b. Satisfied c. Neutral d. Dissatisfied e. Highly dissatisfied The company is eager in acknowledging and recognizing employees work a. Strongly agree b. Agree c. Neither agree nor disagree d. Disagree e. Strongly disagree There is a periodic increase in the salary a. Strongly agree b. Agree c. Neither agree nor disagree d. Disagree e. Strongly disagree Job security exists in the company a. Strongly agree b. Agree c. Neither agree nor disagree d. Disagree e. Strongly disagree Mostly people in the company have good relations with their co workers a. Strongly agree b. Agree c. Neither agree nor disagree d. Disagree e. Strongly disagree The performance appraisal system is extremely effective a. Strongly agree b. Agree c. Neither agree nor disagree d. Disagree

Q.2

Q.3

Q.4

Q.5

Q.6

Q.7

Q.8

Q.9

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Q.10

Q.11

Q.12

Q.13

Q.14

Q.15

Q.16

Q.17

e. Strongly disagree Effective promotional opportunities of are present in the job a. Strongly agree b. Agree c. Neither agree nor disagree d. Disagree e. Strongly disagree Good safety measures exist in the organization a. Strongly agree b. Agree c. Neither agree nor disagree d. Disagree e. Strongly disagree Performance appraisal activities are helpful in motivating. a. Strongly agree b. Agree c. Neither agree nor disagree d. Disagree e. Strongly disagree Support from the co workers is helpful in getting motivated a. Strongly agree b. Agree c. Neither agree nor disagree d. Disagree e. Strongly disagree Career development opportunities are helpful in getting motivated a. Strongly agree b. Agree c. Neither agree nor disagree d. Disagree e. Strongly disagree Factors which motivates you the most a. Strongly agree b. Agree c. Neither agree nor disagree d. Disagree e. Strongly disagree Incentives and other benefits will improve your performance a. Strongly agree b. Agree c. Neither agree nor disagree d. Disagree e. Strongly disagree Management involves you in decision making which is connected to your department a. Yes b. No c. Occasionally

Any Suggestion :-

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BIBLIOGRAPHY The pages contain data compiled , and recommendations given by me after an in depth study of various hr functions at REIL , JAIPUR. Sources such as : Hr manual (REIL) , Jaipur Other written manuals of P&IR deptt. Robbins & Desenzo Wikipedia. Com Yellow pages Businessballs. Com Hrmguide. Net Business performance (India)

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