CHAPTER I INTRODUCTION

1.1 INTRODUCTION

Employee Motivation is the core of management. Employee Motivation is an effective instrument in the hands of the management in inspiring the work force .It is the major 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. Employee 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.

1.1.2 Features of motivation :

Motivation is an act of managers Motivation is a continuous process Motivation can be positive or negative Motivation is goal oriented
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Motivation is complex in nature Motivation is an art Motivation is system-oriented Motivation is different from job satisfaction

1.1.3 Why is motivation important?

Motivation is important in getting and retaining people. Motivation tools act as the glue that links individuals to organizational goals, In addition, make individuals go beyond the job and be creative. Motivation plays a critical role in achieving goals and business objectives and is equally as important for companies that work in a team-based environment or in a workplace comprised of workers who work independently. Making sure each employee's workplace goals and values are aligned with the organization's mission and vision is important for creating and maintaining a high level of motivation. That can lead to higher productivity, improved work quality and financial gain across all departments. That's because a motivated employee is a productive employee. And a productive employee is a more profitable employee. See how that works? When people aren't motivated, they become less productive, less creative, less of an asset to your company. Now more than ever, we need motivated employees.

1.1.4 Motivating factors:

Motivating factors are drivers of the human behaviour related to the intrinsic nature of the work, but not necessarily to the surrounding circumstances or environment. Motivating factors include achievement, advancement, autonomy, personal growth, recognition, responsibility, and the work itself. The "Hawthorne effect" refers to improvements in worker productivity or quality that results from the mere fact that workers are being studied or observed. This observation came from studies carried out at Western Electric's Hawthorne plant

during the late 1920s. The experiments validated the idea that people are motivated by additional factors rather than by purely economic factors.

1.2 INDUSTRY PROFILE 1.2.1 Information technology (IT):

Information technology industry in India has played a key role in putting India on the global map. IT industry in India has been one of the most significant growth contributors for the Indian economy. The industry has played a significant role in transforming Indias image from a slow moving bureaucratic economy to a land of innovative entrepreneurs and a global player in providing world class technology solutions and business services. The industry has helped India transform from a rural and agriculture-based economy to a knowledge based economy. Information Technology has made possible information access at gigabit speeds. It has made tremendous impact on the lives of millions of people who are poor, marginalized and living in rural and far flung topographies. Internet has made revolutionary changes with possibilities of e-government measures like e-health, eeducation, e-agriculture, etc. Today, whether its filing Income Tax returns or applying for passports online or railway e-ticketing, it just need few clicks of the mouse. Indias IT potential is on a steady march towards global competitiveness, improving defence capabilities and meeting up energy and environmental challenges amongst others. Information Technology (IT) is defined as the design, development, implementation and management of computer-based information systems, particularly software applications and computer hardware. Today, it has grown to cover most aspects of computing and technology. The largest firms globally include IBM, HP, Dell and Microsoft. The Information Technology-Enabled Services (ITES) industry provides services that are delivered over telecom or data network to a range of external business areas. Examples of such business process outsourcing (BPO) include customer service, webcontent development, back office management and network consultancy etc

1.2.2 IT in India:
Today IT and ITeS sectors lead the economic growth in terms of employment, export promotion, revenue generation and standards of living. As per NASSCOM estimates, IT/ITeS sector (excluding hardware) revenues are estimated at USD 87.6 billion in FY 2011-12; and the industry is grown by 19 per cent during FY 2012-13. The IT/ITeS sector has led to employment opportunities, both direct and indirect, of nearly 2.8 million and around 8.9 million respectively. This growth is expected to increase to more than 14 million (direct and indirect) by 2015 and to around 30 million by 2030.The market size of the industry is expected to rise to USD 225 billion by 2020 considering India's competitive position, growing demand for exports, Government policy support, and increasing global footprint. IT/ITES industries are highly localized and clustered in seven cities as of today. These are: Bangalore, Hyderabad, Chennai, Gurgaon/Noida/New Delhi, Kolkata, Mumbai and Pune. Infrastructure limits and scarcity of land has recently led to expansion to newer places like Ahmadabad, Bhubaneswar, Chandigarh, Coimbatore, Jaipur, Kochi, Madurai, Mangalore, Mysore and Trivandrum.

1.2.3 Factors leading to growth in the IT/ITes sector are

Low operating costs and tax advantage. Favourable government policies. Technically qualified personnel easily available in the country. Rapid adoption of IT technologies in major sectors as Telecom, Manufacturing and BFSI. Strong growth in export demand from new verticals and non-traditional sectors as public sector, media and utilities. Use of new and emerging technologies such as cloud computing. SEZ as growth drivers; as more of SEZs are now being set up in Tier II cities and about 43 new tier II/III cities are emerging as IT delivery locations.

All these factors have given IT/ITES industry in India a strong competitive position with high market share

1.2.1 EMPLOYMENT TRENDS

As per the Economic Survey 2011-12, the IT/ITeS industries has added 7.96 lakh jobs in one year, in the period ending September 2011. According to NASSCOM, employee base in the rural areas is expected to increase by over 10 times by 2013-14, compared to 5000 in 2009-10. According to a customer poll conducted by Booz and Co, India is the most preferred destination for engineering off shoring, which are encouraging foreign companies to offshore complete product responsibility to Indian ITeS companies. Hyderabad is fast becoming the IT/ITeS hub of India with new players hankering to get a foothold here, and existing players continuing to hire aggressively. Large companies such as Infosys, TCS, Genpact, Deloitte, Facebook, Bank of America, Thomson Reuters, Amazon, Google, Cognizant, and Franklin Templeton among others, are growing their presence in the state. According to Andhra Pradesh Government's estimates, the total IT/ITeS sector hiring for 2012-13 could be at about 50,000 professionals.

1.2.2 INTERNET TRENDS More recently, online retailing, cloud computing and e-commerce are leading to rapid growth in the IT industry. Online shopping is fast gaining popularity with the emergence of internet retailing and e-commerce. According to the Internet and Mobile Association of India (IAMAI) the number of Internet users in the country is more than 121 million, out of which 17 million are online shoppers. Increasing internet penetration and affordability for personal computers has led to this rapid numbers, and these are expected to triple by 2015. According to IAMAI, online sales of branded apparel almost doubled in volume to 4.99 million pieces during April 2012, as against 2.54 million in the same month a year ago. Also, E-ticketing continued to grow with irctc.com recording 5.56 million bookings in April, 2012, as compared to 2.26 million bookings in April 2011.

1.2.3 GOVERNMENT INITIATIVES After the economic reforms of 1991-92, major fiscal incentives provided by the Government of India and the State Governments, like, liberalization of external trade, elimination of duties on imports of information technology products, relaxation of controls on both inward and outward investments and foreign exchange, setting up of Export Oriented Units (EOU), Software Technology Parks (STP), and Special Economic Zones (SEZ), has enabled India to flourish and acquire a dominant position in worlds IT scenario. In the twelfth Five Year Plan (2012-17), the Department of Information Technology proposes to strengthen and extend the existing core infrastructure projects to provide more horizontal connectivity, build redundancy connectivity, undertake energy audits of State Data Centres (SDCs) etc. The core infrastructure including fibre optic based connectivity will be leveraged and additional 150,000 Common Service Centres (CSCs) will be setup to create the right Governance and service delivery ecosystem at the Panchayats. In order to alleviate and to promote Indian IT industry, the Government of India had set up a National Task Force on IT and Software Development to examine the feasibility of strengthening the industry. Venture capital has been the main source of finance for software industry around the world. In line with the international practices, norms for the operations of venture capital funds have also been liberalized to boost the industry. The Government of India is also actively providing fiscal incentives and liberalizing norms for FDI and raising capital abroad.

1.2.4 FINANCIAL ASSISTANCE

While the underlying theme of 2010 was that of steady recovery from recession, thanks to the accelerated recovery in emerging markets, worldwide spending in IT products and services increased significantly in 2011. In 2013, Indias growth has reflected new demand for IT goods and services, with a major surge in the use of private and public cloud and mobile computing on a variety of devices and through a range of new software applications.

High inflow of FDI in the IT sector is expected to continue in coming years. The inflow of huge volumes of FDI in the IT industry of India has not only boosted the industry but the entire Indian economy in recent years. Foreign direct investment (FDI) inflow rose by more than 100 per cent to US$ 4.66 billion in May 2012, up from US$ 2.21 billion a year ago, according to the latest data released by the Department of Industrial Policy and Promotion (DIPP). This is the highest monthly inflow in 39 months. Foreign technology induction is also encouraged both through FDI and through foreign technology collaboration agreements. India welcomes investors in Information Technology sector. Greater transparency in policies and procedures has made India an investor friendly platform. A foreign company can hold equity in Indian companys up to 100%.

1.2.5 RESEARCH & DEVELOPMENT

To support Research & development in the country and promoting Start ups focused on technology and innovation, a weighted deduction of 150% of expenditure incurred on in-house R&D is introduced under the Income Tax Ac. In addition to the existing scheme for funding various R&D projects have been funded through new scheme like Support International Patent Protection in Electronics & IT (SIP-EIT), Multiplier Grants Scheme. The government has initiated the setting up of an Open Technology Centre through NIC aimed at giving effective direction to the country on Open Technology in the areas of Open Source Solutions, (OSS), Open Standard, Open Processes, Open Hardware specifications and Open Course-ware. This initiative will act as a National Knowledge facility providing synergy to the overall components of Open Technology globally.

1.2.6 REGULATIONS
After the economic reforms of 1991-92, liberalization of external trade, elimination of duties on imports of information technology products, relaxation of controls on both inward and outward investments and foreign exchange and the fiscal measures taken by the Government of India and the individual State Governments specifically for IT
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and ITES have been major contributory factors for the sector to flourish in India and for the country to be able to acquire a dominant position in offshore services in the world. The major fiscal incentives provided by the Government of India have been for the Export Oriented Units (EOU), Software Technology Parks (STP), and Special Economic Zones (SEZ).

1.3 PROBLEM STATEMENT

Generally, motivation plays major role in company activities. It influences the productivity of the company. So company need to analyse what type of motivation will motivate the employees. They also have to know employees perception about motivation. Problem taken is a study on perception of employee towards motivation

1.4 OBJECTIVES OF THE STUDY

To study the factors that motivates employees. To find out the job security of the employees. To know which type of incentives motivates the employees more. To find about the satisfaction level of employees in motivation. To find out the support and relationship among the coworkers.

1.5 SCOPE OF THE STUDY

To analyze various factors that influence motivation and find out which motivate employees more. By future the study help hr manager for motivating the employees.

1.6 LIMITATIONS OF THE STUDY

The research is purely based on the response of the employees. Some employees were reluctant in answering the questions as they felt that the opinion would reflect against them.. The attitude of the employees changes from time to time. Hence, the result of the project may not be applicable in long run

CHAPTER 2 ORGANIZATIONAL STUDY

2.1. COMPANY PROFILE:
Renowned as an eminent IT company providing a caravan of web-based products and services, NDOT Technologies is a reputed web development company that was established in the year 2008 with its headquarters based at Coimbatore, India was incepted by S.Nanda Kumar with a team of 5 skilled professionals. Today, the company has proliferated its wings across the globe with its professional teams operating in 8+ global countries. They have a creative team of 250+ skilled professionals who have in depth knowledge in various technologies including open source technologies and Microsoft technologies to service our valuable clients. Web designing and development being the main company activity, they are also involved in web application development. NDOT provide a range of scripts for launching e-commerce sites and shopping carts which includes Group buying, Deal Aggregator, Micro job site, and online bidding. The products Sandwich and NDOT Social dashboard helps to blend the social media with all applications. NDOT provide an array of solutions for all industry verticals including enterprises, healthcare, retail, e-governance, and education. Their solutions includes CRM, ERP, POS, Project management and collaboration, Employee performance management, Loyalty Programs, Channel management, Patient appointment scheduling, State data centre, Crime information management, e-learning solutions and much more. We provide cloud computing services to save your time and money. NDOT is specially engaged in mobile application development in various platforms like iPhone/iPad, Android, Windows, and Blackberry with field expertise in cross platform development. Apart from our regular products and solutions, they provide internet marketing services that include SEO and SEM. The quality of NDOTs product speaks the valuable efforts their skilled professionals put into every aspect of product development and delivery. NDOT provide immense support to their valuable clients across the globe with personalized approach marking their valuable part in NDOT Family.
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2.1.1 NDOT TEAM

Ever since the inception in the year 2008, the company has evinced a positive growth. The company has got a team of highly skilled software application developers. They have got the experience and expertise in their domains, ability to customize solutions and services, round the clock support. With the cutting edge technology and industry knowledge they are able to give deliverables to clients meeting SLAs. NDOT have developed fine-tuned and successful innovative technical solutions in the area of social applications, web 2.0 and also researching in the area of semantic web application, also called as we 3.0.

NDOT is proud of their strong client focus and long-term relationships. Their aim is to work with their clients, embracing their marketing and communication strategies to produce applications that convey their key concepts and values in a diverse and perfect manner. NDOT have been able to offer a quality service to clients either a simple website or complex portal for e-commerce or OS commerce applications. They maintain a high level of security and clients can be sure of that their data are highly protected. They offer entire range of web applications based solutions and services apart from web hosting.

They are expert in social media developments, in integrating Face book, Twitter, Social Media Widgets, Google buzz applications and their highly skilled designers make use of the latest designing tools to make applications that are beneficial to your cause and boost your web presence and all this is done at the most negotiable and scalable deals. Low costs and least turnaround time have earned a good reputation for us. They are researching more innovative applications for social media integration. NDOT offer consulting services for online marketing while providing SEO and SEM services to generate more traffic.

NDOT

Technologies

follows

systematic

method

of

development

and

implementation that reflects quality at every stage. They give more importance to the user-end satisfaction with prominence to long lasting customer relationship by providing best support and personal care to every client. Their aim is to work with our

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clients, embracing their marketing and communication strategies to produce applications that convey their key concepts and values in a diverse and perfect manner.

2.1.2 MISSION
Their objective is to meet the customers need in an effective manner on time by adapting to the following policies: To continuously train and educate latest technologies and trends to the entire NDOT team to produce innovative products and solutions. To provide cost effective solutions with quick turnaround time. To prepare the team to build and maintain long lasting customer relationship across the globe. To continuously launch creative and innovative products to meet market needs.

2.1.3 VISION
Their vision is to continuously grow as an innovative and advanced web solutions and service provider with effective customer service and support at affordable prices. NDOT Technologies strives for the success of its customers by introducing innovative ideas, concepts, and designs with latest technologies and tools.

2.1.4 NDOT SERVICES

Web Development o Web Design and Development o Web Application Development o Open Source Development o Payment Gateway Integration o Html5 Development Internet Marketing o Search Engine Optimization o Search Engine Marketing

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 Mobile Application Development o Android o I phone o Blackberry o Windows o Cross Platform Microsoft Skills o Dot Net o Share Point Hire Developers o ASP.net Developers o Hire Joomla Developers o Hire Majento Developers o Hire PHP Developers o Hire Web Developers

2.1.5 NDOT PRODUCTS

E Commerce o Enterprise Ecommerce o NDOT Deals o Deal Aggregator o Dollars o Auction Script Social Media o Sandwich o Dash Board Mobile Apps o M-Commerce o App Shikra o Smart IBook

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o My Clinic o Smart Offers Enterprise o CRM o CMS

2.1.6 NDOT SOLUTIONS

NDOTs years of experience in the IT field combined with expertise knowledge across various industry verticals is reflected in all its solutions that they provide for meeting customer needs. They rightly blend the technology with practical knowledge and application, devising real time solutions. Each solution from them marks a significant contribution in that related field. Their multitude of solutions include but not limited to CRM, ERP, point of sale, Loyalty program, E commerce, project management and collaboration, E learning, and much more. NDOT focus on solving your intricacies and its solutions embark customer business success.

2.1.7 ENTERPRISE
Managing an enterprise is a Himalayan task and they simplify this process by providing the right solution to run the enterprise smoothly. Their enterprise solutions focus on integrating and mobilizing various departments to function as a single unit. The enterprise solutions are focused on the main activities of the organization such as management of employees, project, sales, purchase, resources, content and much more. ERP

Enterprise resource planning (ERP) is an integrated model of all the business process. The business process such as sales, marketing, purchase, planning, production, inventory control, accounting, and finance are thoroughly analyzed and modularized.

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Depending on the need of the industry, the suitable modules are integrated using the ERP solution.

NDOT ensure the best communication adaptation of the ERP module. It streamlines all the geographically scattered business information across all the functional units. Enterprise resource planning software helps to improve the quality of the business by efficiently managing the data flow. ERP is applicable for all organization irrespective of their size to converge the activities with a central control on the information flow.

NDOT provide enterprise resource planning solution across various industries including retail, distribution, food & beverage, fashion, equipments, healthcare, electronics, fabrication and much more. NDOT Technologies presents the ERP model as a service-oriented architecture (SOA) that allows the clients to purchase only the needed module to integrate. You can choose to avail the ERP as an installation or hosted model or deploy as a cloud-based SaaS model suiting to your needs. They assist you for selecting the best deployment method with proper resource utilization cost effectively. They ensure proper implementation of the ERP solution. CRM

NDOT CRM differs from the regular CRM mainly due to the wide coordination it provides across the organization as well as between the company and clients with strong communication. The enterprise CRM covers all the functional units such as sales, purchase, invoice, lead generation, reporting etc. The basic functioning of the organization is automated by the enterprise CRM with complete control on employee management, project management, sales and task completion. The social media application and tickets management module are made available for providing customer support. The employees get a clearer interaction with the customers to provide excellent service.

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 PROJECT MANAGEMENT AND COLLABORATION

NDOT Technologies induces the best collaboration and integration among the various modules of project development life cycle facilitating the software development team to increase their productivity and furnish flawless end products. NDOTs project management and collaboration integrates and manages all the projects under one roof and establishes a rapport with the clients with close follow up and contact. It allows for planning, tracking, and collaboration of the project activity. The application features robust tracking and scheduling of the projects making it ideal for all types and levels of businesses: small, medium, and large. The application closely monitors the project using the activity module. The application also enables fast, flexible and dynamic project execution. NDOT project management and collaboration supports multiple project and cross-project handling with alerts, dashboard, and portfolios. You can also track the event on the timeline with schedules. Managing the time is the best feature within the application with easy to use cross-project and cross-activity timesheets which can be updated on a daily or weekly basis. The project issues can be easily tracked using the custom reports.

A complete file management system is coupled with the application that manages all the files in a separate place. The application also maintains the communication record between the client and the employee. This helps to attend all the needs of the client specifically to monitor the activities and project progress. The collaboration builds communication within the team as well as with the clients. EMPLOYEE PERFORMANCE MANAGEMENT

Employees are the best asset for any organization. Managing the employee details and performance can prove vital for assessment and accreditation. Evaluating the performance of the employee manually can prove to be a very strenuous job. They at NDOT Technologies have found solutions to manage and evaluate the performance of the employee using the Employee Performance Management application.

Their application can prove to be one of the complete fully automated tools for performance management. The application can guide through every stage of
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performance evaluation such as job defining, goal setting, responsibilities, work delegation, monitoring work, and feedback for improvement, actual performance, performance rating, and rewarding. Their Functions are, Planning Feedback Mechanism Training and Development Performance Rating and Reward

2.1.7 HEALTH CARE

Electronic Medical Records (EMR)

Electronic medical records solution supports the preparation of all the clinical documentation and caters the work flow needs. Extreme care has been taken by NDOT for providing a seamless Electronic medical records solution that is suitable for practitioners, clinics, individual/ group organization, and all types of healthcare units. The EMR helps for a quicker access to patient data that is shared across the health unit which is essential for a life-saving information at the critical time. The EMR solution can be utilized to record the medical details in a pre-set format that is fault-proof and easy to use. The application can be customized to the user needs. It offers the EMR solution in both client/server and ASP model.

It offers specific EMR solution for all major specialities including Cardiology, Dermatology, Family practice, Geriatric medicine, Gynaecology, Immunology, Obstetrics, Orthopaedics, Pain management, Paediatrics, Podiatry, Psychiatry and behavioural health, Rheumatology, Urology, and Urgent care/ emergency medicine. All the charts have a patient-based layout. The patient file contains all the details of demographics, historical data, scanned documents, encounters, treatment plan, medications and charges. Care has been taken to present the design of the chart matching with the real paper charts.

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 PATIENT APPOINTMENT SCHEDULER

Patient scheduling is one of the most challenging task for the medical practice. They have to manage the heavy patient inflow and the unscheduled patients along with their regular office work. In order to manage the patient scheduling efficiently, NDOT Technologies presents the Patient Appointment Scheduler as the best solution. It is very easy-to-use, powerful, cost-effective, and time-saving solution that is capable of managing multiple schedules and offices. The patients can fix an appointment comfortably from home. They can also fill all the registration details and medical history prior to the appointment from home reducing the work of the hospital staff and last minute tensions for doctor appointment. The application allows the user to view multiple resources on the screen like calendar and scheduler with options to locate each physician and identify where and when they are available. The appointment and schedules can be searched using resource, location, category, day of the week, date or time. NDOTs patient appointment scheduler connects the patients with their clinic 24 x 7. The application follows HIPAA rules and ensures patient security and secure data.

2.1.8 E- GOVERNENCE
STATE DATA CENTRE

State Data Centre, as a part of supporting e-Governance, maintains all the statistics and other information such as population, housing, business and government statistics of the state etc. The geographic area of the state is provided as information to the public. Some of the SDC functionalities include Central repository of the state Secure data storage Online delivery of services

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Citizen information/services portal State intranet portal Disaster recovery Remote management and service integration

CRIME INFORMATION MANAGEMENT

NDOT Technologies presents a reliable and flexible software to record the crime informations assisting law enforcement. This software serves as a genuine record for police investigation about the criminal with detailed information recording. The case information for analysis with related links are provided and maintained by the crime information management software that is consistent with police investigation and case administration. The crime information records helps to identify and understand the crime patterns and trends and assist for predicting and preventing future crimes. NDOTs crime information management software is a powerful suite of information management tool. The software is suitable for implementing at all levels including regional, state, and national level. The features of the software include Integrated information Reliable and flexible Easy to use High quality Affordable price

2.1.9 RETAIL
E-COMMERCE Their unique collection of e-commerce solution enhances your business activities with multiple tools and facilities to support your online business. The solutions can create an everlasting impression on your clients to convert them into loyal customers.

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They have e-commerce solution suitable for all types of business like website design and development, shopping carts, e-shops/online stores, payment gateway solutions etc.

They have a team of dedicated professionals who build your e-commerce applications aptly using the technologies like PHP, ASP.Net, MySQL, Zen cart, X-cart, Magneto, CakePHP, Oscommerce, Zend framework, Moodle etc

They provide e-commerce applications with flawless design to manage your online shops with secured order processing and payment transaction They also undertake re-engineering and SEO services for all its e-commerce developments

NDOT Technologies has a vast experience in providing professional e-commerce solutions. Every project is given equal importance by us with focused development methods and quality assurance. It provides customized e-commerce solutions across all verticals of the industry. All their e-commerce websites are search engine optimized for better ranking on search results to reach the targeted online customers. Their e-commerce solutions include

All types of websites Shopping carts Web applications Content management system Supply chain management Online banking/ticketing etc

CRM NDOT CRM differs from the regular CRM mainly due to the wide coordination it provides across the organization as well as between the company and clients with strong communication. The customer relationship management is the basis for establishing best rapport with the clients and managing the collaboration among employees. Irrespective of the type of industry or the nature of work, NDOT CRM plays a vital role for the success of the organization.

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The enterprise CRM covers all the functional units such as sales, purchase, invoice, lead generation, reporting etc. The basic functioning of the organization is automated by the enterprise CRM with complete control on employee management, project management, sales and task completion. The social media application and tickets management module are made available for providing customer support. The employees get a clearer interaction with the customers to provide excellent service.

The loyalty programs including market campaigns are effectively managed by the CRM. It greatly increases the sales and reduces the operational cost. The customer behaviour can be monitored closely to watch their decision making pattern to serve them better. The complete purchase history of a customer can be tracked down allowing for customized service. The buying habits can be studied with the available customer history which can be useful for future promotional activities.

The software is suitable for all types of retail business including small shops, large chain stores, departmental stores, garments, electronics and appliances, restaurants, boutique, music shops, automobile accessories, service-based industry etc. The proper implementation of the retail CRM can focus the retail sector to make incremental profit and revenue. CHANNEL MANAGEMENT

The channel management concentrates on the various channels of the business such as customers, sales, suppliers, marketing, etc and enhance the control on activities. It helps to target the customers with boosted sales and customer service. All the activities of sales are streamlined with effective communication and record keeping.

The NDOT Technologies Channel Management Solution manages to create, update, maintain, and optimize product/services on multiple channels. It supports to sell the product across different channels such as e-commerce channel, online marketing channel, online classified channel, multichannel category mapping etc. The channel management software speeds up the sales process by enabling channel partners to access the application via web. The software directs for channel selection, feed and price optimization, and ROI reporting
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The history of the customer such as his past interactions, buying patterns, particular needs, number of successful sales, sales method etc are taken into consideration for devising customized channel management plan for the customers. The software allows accessing each aspect of the customer portfolio without any communication barrier leading to repeat customers.

2.6.10 Benefits
Speeds up sales process. Reduced errors. Incremental revenue growth with a variable cost structure. Sales team manages all channel management initiatives. Coordinated distribution channel communication. Track all the accounts, clients, partners, and leads easily from anywhere. Establish customer loyalty with quicker responses, intuitive channel management, automating activities etc. Alignment between the channel program and the company goal.

POINT OF SALES

The POS solution enhances the operation of the business increasing the speed and accuracy with total control over the inventory which can lead to remarkable profit and growth of the business. The software is suitable for all types of retail business including departmental stores, Garments, Electronics and appliances, Restaurants, Boutique, Music shops, Mobile showrooms, Auto spares part, Service Based industry etc. Business Promotion: The customer is defined under a specific category to identify the pricing policy for analysis and reporting. The information stored can be searched and retrieved reducing human errors. The customer records can be filtered to analyze the shopping patterns and provide tailor-made offers to the customer for business promotions.

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Event Notification: The customers can be kept informed about the latest discounts and automatically via email notification or SMS.

Corporate Strategies: The customer information can be accessed by the sales personnel from anywhere to provide quality service to the customers reflecting on the profit of the company.

Benefits Rich customer database for future references. Improved customer service and satisfaction. Complete customer purchase history useful for retail promotion. Improves operational efficiency. Analyze and device strategy for balancing competition. Lowers operating cost. Increases revenue.

2.1.11EDUCATION
E learning NDOT presents the Knowledge Management System (KMS) as the complete solution for creating and managing e-learning courses for all types of users. It also supports for quiz and presentation creation. The KMS e-learning platform is very user-friendly that anyone will be guided through by our authoring tools to create valuable course contents or upload any type of file that can be used for online training and learning . NSchool: Nschool is a part of NDOT, which is one the leading IT service firm in India that aims in building high quality, reliable and skilled professionals under its training institute to meet out Industry needs. NDOT have trained more 150+ students in their Institute. This training is of cost. They train the students in following technologies PHP

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Designing Mobile application development Android I phone Blackberry Windows Cross Platform

Software testing.

2.2. FUNCTIONAL AREAS OF NDOT

Business Development Marketing Finance HR Software & Technical Team Network Administration

2.2.1Business Development Responsible for ensuring revenue growth and profitability by developing existing business outlining new approaches and business models to develop the new business and how to generate revenue from this approach. This team will play a Lead role in shaping strategic direction for products and services. This team will ensure resources and services to support and deliver strategy. They are Responsible for providing business direction into product life cycle

planning and portfolio management for providing business direction into product developments to ensure that delivers unique, superior products and services that differentiated within the marketplace and deliver benefits and value to the customer. This department plays the role of planning, customer and competitor analysis, financial modelling, proposal design and tender bids to grow the business to deliver Maximum return on investment by delivering valued products and services. They have to work closely with HR and marketing teams to develop / up sell existing business, and identify and pursue new business opportunities for products and services. They will be working with product development and sales and marketing to

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determine product positioning international market attractiveness, how the product will be perceived and at what price. They take leading roles in converting an enquiry into prospect by preparing the business proposals with product development (core Technical team) and conveying it under negotiations. They should possess good communication skills with high English proficiency, soft skills and much of patience. They have to keep on following the customers until to convert their orders into prospect and to have gentle relationship for future business developments. The clients and customers will enquire the desired company based on the following factors.

Clients / Customers

Reputation & Quality

Cost

Time & service

Combination of all factors

2.2.2MARKETING: The marketing strategies that they adopted are Search Engine Optimization, Search Engine Marketing, Blogs, Forums and Social Media Marketing. SEARCH ENGINE MARKETING (SEM) Search engine marketing (SEM) is a form of Internet marketing that involves the promotion of websites by increasing their visibility in search engine results pages (SERPs) through optimization and advertising. SEM is used exclusively to mean pay per click advertising, particularly in the commercial advertising and marketing communities which have a vested interest in this narrow definition. The wider search marketing community that is engaged in other forms of SEM such as search engine optimization and search retargeting.SEM may use search engine optimization (SEO), that adjusts or rewrites website content to achieve a higher ranking in search engine results pages or use pay per click listings.SEM is often used to describe acts associated with researching, submitting and positioning a Web site within search engines to achieve maximum exposure of your Web site.

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 SEARCH ENGINE OPTIMIZATION (SEO) SEO is a technique which helps search engines find and rank your site higher than the millions of other sites in response to a search query. SEO thus helps you get traffic from search engines. This marketing helps a great in marketing their business. The control of ranking is under Google, Yahoo & Bing and the markets have to pay for their services. Whenever customers enter a query in a search engine and hit 'enter' you get a list of web results that contain that query term. Users normally tend to visit websites that are at the top of this list as they perceive those to be more relevant to the query. If you have ever wondered why some of these websites rank better than the others then you must know that it is because of a powerful web marketing technique called Search Engine Optimization (SEO). FORUMS An Internet forum or message board is an online discussion site where people can hold conversations in the form of posted messages. They differ from chat rooms in that messages are at least temporarily archived. Also, depending on the access level of a user or the forum set-up, a posted message might need to be approved by a moderator before it becomes visible. A discussion forum is hierarchical or tree-like in structure: a forum can contain a number of sub forums, each of which may have several topics. Within a forum's topic, each new discussion started is called a thread, and can be replied to by as many people as so wish.

BLOGS: The corporate are using blogs as their marketing tool to market their products / services as because great number of people are reading blogs nowadays. If you can post blogs regularly, prospective clients and customers can be kept informed. You can make a buzz so that your business will become more sought after. More often than not, readers who are showing an interest in your blogs will also pass the links to their friends, colleagues, and family members. This way, you will have a wider audience. If you can blog appropriately, your business can be among the top ranked in search engine results. If you can reach top ranks in any search engine, your business will become more popular and more profitable. With more readers and subscribers for

25

your blogs, you can boost the traffic in your business site. By this they are able to achieve more customers so that their business will earn more profits.

SOCIAL MEDIA MARKETING: Social media marketing aims to tap the potential customers across the social networking sites promoting the business over the internet. It can gather and draw the attention of the online community through social websites like LinkedIn, Twitter and Facebook etc. Social media marketing helps to build relationship through community building who can recommend your products to their friends. The SMM acts as a participatory online media with interactive communication through social networking sites. It is an effective guidepost to gather information on product, service, and brand. They promote your product via product awareness and influential and integrated marketing. 2.2.3Human Resources: Recruitment process: The NDOT recruit through walk in interview only for experienced professionals. The company has a web page known as NDOT careers where the applicants load their resumes for the jobs. They recruit freshers based on their only from their training institute based on their performance during their training. The trained professionals from their institute wont have any interview process. In online recruitment, the prospective employees who have applied for the job through internet are called for the selection and they undergo a test for about 30 minutes in the company premises. This test constitutes of 4 rounds namely, Written test (Aptitude and Programming). General Discussion. Technical Interview. HR interview.

26

 Probation period: The probation period for the new employees is 6 months where the Human Resource department evaluates their performance at the end of the 6th month and if it is satisfactory the employee is retained in the job or else he/she may be terminated. Performance appraisal: The company has a policy of half yearly and annual performance appraisal. In supplement to that incentives are given to the employees if the employee achieves excels well. Biometric-Attendance: The employees have to mark their attendance in the Biometric which is an intranet application takes care of the organizations activities. Electronic communications: The organization uses e-mail, voicemail, G-talk and social media to confer the professional informations across the organization. Pay practices: The salary is paid by first week of the following month. If it is a holiday then the remuneration is paid the next working day. The salary is credited to the employees bank A/C which is created by the organization for the employees. Employee Communications: The communications in the organization are done through bulletin boards and suggestion boxes. There is a policy called as Open Door Policy where the employees can contact the top management for solving the discrepancies if it is not solved by the immediate managers. 2.2.4FINANCE: This organization has nice rapport of business and developed huge revenue by sustaining its resources and developing its services to a great extent year after year with great profit.

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2.2.5SOFTWARE & TECHNICAL TEAM: Designing: The designers have become the essential need for any software business to make their presence and direct the company growth towards success. The designers are the ultimate source who reflect your thoughts and value on the Products/services. The traditional method of developing the software may incur more expenditure. Designers will assure to get a value-rich Products/services for sure. Their developers are professionally skilled to convert your needs into reality by designing the best output. Their team of website designers is inclusive of web designers, Flash designers, PHP web developers, etc who constantly update themselves with the changing technologies. Developing: Products/services are developed with customer-centric approach such that customer's view is given importance in each stage like design, development, and deployment. They are involved in application development from scratch, converting your ideas into reality and explore the maximum features to build convincing applications. According to customer needs and requirements, they are the resources to complete any large size project on time by closely working with clients to meet their expectations and deliver the products within the timeline at greater level of accuracy. The best development method is adopted with proper analysis of task implementation. The most suitable technology that is latest in the industry is selected. Testing: After development process, quality is tested by the experts to ensure proper functioning of the products/services. Each application is given equal importance such that it is made user-friendly and interactive. This phase is most important in delivering value added products/services to customer whether the designed, developed package meets the quality with customer needs and requirements.

28

2.2.6Network Administration:

This team delivers the product/services to the end users after testing by execution and quality assurance. This network administration will have the whole rights and control to secure the product/services once the end products are delivered. They are the professionals who have the control over systems, network and security of servers.

29

PHASES FROM ENQUIRY TO DELIVERY:

Internet Marketing SEM, SEO, Blogs, Forums

Project based enquiry by clients

Requirement Analysis & Negotiation

Timeline & Execution

Design Team

Development Team

Internal Quality Testing

Integration

Quality Assurance

No

Yes

Delivery / Launching of Products/ Services 30

ORGANISATION CHART

MANAGING DIRECTOR

Network Administration Manager

Operation Manager

Human Resource Manager

Business Development manager

Network Administrator

Chief Technical Officer

Senior HR executive

Senior Business Development executive Junior Business Development executive

Project Manager

HR executive

Project Leader Marketing executives Team Leader

Senior Developers

Developers

31

CHAPTER 3 REVIEW OF LITERATURE

Bruce and Pepitone (1999) propose an interesting viewpoint according to which managers cannot motivate employees; managers can only influence what employees are motivated to do. The role of facilitating quality subordinate-superior communication at various levels effectively employing a wide range of communication channels has been praised by Shields (2007) in terms of its positive contribution in boosting employee morale. Shields (2007) stresses two specific advantages of such a practice that relate to offering employees a chance to raise their concerns and put across their points regarding various aspects of their jobs, as well as, supplying them with the feeling of engagement and appreciation. According to Lockley (2012) offering training and development programs that effectively contributes to personal and professional growth of individuals is another effective employee motivation strategy. At the same time, Lockley (2012) warns that in order for motivational aspects of training and development initiatives to be increased, ideally they need to be devised and implemented by a third party with relevant competency and experience. Alternative working patterns such as job-rotating, job-sharing, and flexible working have been branded as effective motivational tools by Llopis (2012). Moreover, Llopis (2012) argues that motivational aspects of alternative working patterns along with its other benefits are being appreciated by increasing numbers of organisations, however, at the same time; many organisations are left behind from benefiting from such opportunities. An interesting viewpoint regarding the issue has been proposed by Wylie (2004), according to which members of management primarily should be able to maintain the level of their own motivation at high levels in order to engage in effective motivation

32

of their subordinates. Accordingly, Wylie (2004) recommends managers to adopt a proactive approach in terms of engaging in self-motivation practices. Furthermore, Wylie (2004) recommends concentrating on specific variations of intangible motivational tools such as celebrations of birthdays and other important dates with the participation of whole team According to Thomas (2009) the main challenge of motivation in workplaces is identifying what motivates each individual employee taking into account his or her individual differences. In other words, individual differences have been specified by Thomas (2009) as the major obstruction for management in engaging in employee motivation in an effective manner. Lockley (2012), on the other hand, addresses the same issue focusing on crosscultural differences between employees in particular. Namely, culture can be explained as knowledge, pattern of behaviour, values, norms and traditions shared by members of a specific group (Kreitner and Cassidy, 2012), and accordingly, crosscultural differences is perceived to be a major obstruction in the way of successful employee motivation. This point has been explained by Lockley (2012) by insisting that certain practices such as engaging in constructive arguments and dialogues in workplace can prove to be highly motivational for the representatives of Western culture, whereas the same set of practices can prove to be counter-productive for employees from Asian countries due to vast cross-cultural differences. . This viewpoint is based on Hierarchy of Needs theoretical framework proposed by Abraham Maslow (1943), according to which there is a certain hierarchy for individual needs, and more basic human needs need to be satisfied in order for the next level needs to serve as motivators.

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CHAPTER 4 RESEARCH METHODOLOGY

4.1 INTRODUCTION
Methodology is defined as the specification of methods and procedures for acquiring the information needed. It is plan or frame work for doing the study and collecting the order.

4.2 RESEARCH DESIGN

Research design is a plan structure and strategy of investigation conceived so as to obtain answers to research questions and control variance. Research design is a catalog of the various phases and formulation of the researcher efforts. It is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. The research design is for research problem which is to find out in the NDOT Technologies, Coimbatore. Here the research problem is about A STUDY ON PERCEPTION OF EMPLOYEE TOWARDS MOTIVATION, it gives solution for recovering the problem and to improve the satisfaction level of employees towards their job.

4.2.1 DESCRIPTIVE RESEARCH

A descriptive design was used for this study as the study aimed to narrate facts and characteristics of units studied for specific production. Descriptive research designs are those studies which are concerned with describing the characteristics of particular individual or a group or a situation.

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4.2.2 DATA SOURCE

There are two different methods for collection of data to conduct this descriptive study. Both the primary data and the secondary data are taken into account for the purpose of the study.

PRIMARY DATA
The instrument used to collect primary data is a well designed Questionnaire. The questionnaire consist only the likely scaled responses. The questionnaire is carefully constructed and properly setup.

SECONDARY DATA
The secondary data is the historical data previously collected and assembled for some other research problem. Secondary data can be usually gathered at faster and economical manner than the primary data. However the data may not fit in the researchers information need. The secondary data can be obtained from the libraries, website, published as well as unpublished documents etc.

4.2.3 RESEARCH INSTRUMENT

QUESTIONNARIE The most commonly used instrument is the questionnaire. This can be defined as written and organized format containing all the questions relevant to soliciting the required information. Normally the construction of a questionnaire calls for great skill. Generally to test of the questionnaire, it should be tested on a limited scale and this is technically known as pilot survey.

35

The questionnaire should fulfil four purposes:

Primarily the role of a questionnaire is to draw accurate information from the respondents. The questionnaire provides a structure to the interview so that flows smoothly and orderly. The third purpose of the questionnaire is to provide a standard format on which facts, comments and attitude can be record. Finally questionnaire facilities data processing.

TYPES OF QUESTIONS USED

CLOSED ENDED QUESTIONS

Closed ended questions called for responses, which are strictly limited for the predefined answers, which the researcher has built in to the question, by pilot study. The responses would normally be read out thus closed ended question are usually also prompted question.

4.3 SAMPLE DESIGN

POPULATION The employees of the NDOT TECHNOLOGIES PVT LIMITED,

COIMBATORE will constitute a population. The employees of the NDOT TECHNOLOGIES are 80. SAMPLING UNIT The sample unit which is been taken is individual employees of NDOT TECHNOLOGIES PVT LIMITED, COIMBATORE.

36

SAMPLE SIZE
The researcher has drawn 60 respondents as sample for data Collection.

SAMPLE DESIGN
The method adopted to choose sample was Simple Random Sampling method.

3.4 TYPE OF STATISTICAL TOOLS USED FOR ANALYSIS

FRIEDMAN TEST The Friedman test is a non-parametric statistical test. Similar to the parametric repeated measures ANNOVA, it is used to detect differences in treatments across multiple test attempts. The procedure involves ranking each row (or block) together, then considering the values of ranks by columns. FREQUENCY TEST:
In the study, fractions of respondents choosing different answers are converted into percentages and interpretations are made.

37

CHAPTER 5 ANALYSIS & INTERPRETATION

5.1 GENDER OF THE RESPONDENTS 5.1GENDER OFTHE RESPONDENTS Frequency male Female 45 15 Percent 75.0 25.0

Total

60

100.0

Inference: From the above table it is inferred that 75 percent of the respondents are male and 25 percent of the respondents are female.

38

5.2 DESIGNATION OF THE RESPONDENTS 5.2 DESIGNATION OF THE RESPONDENTS Frequency project leader team leader quality analyst web developer SEO Others 4 8 1 36 3 8 Percent 6.7 13.3 1.7 60.0 5.0 13.3

Total

60

100.0

Inference: From the above table it is inferred that 6.7 percent of the respondents are project leader, 13.3 percent of the respondents are team leaders,1.7 percent of the respondents are quality analyst,60 percent of the respondents are wed developers,5 percent of the respondents are seo,13.3 percent of the respondents are others.

39

5.3 AGE GROUP OF THE RESPONDENTS 5.3 AGE OF THE RESPONDENTS Frequency 25 OR under 26-40 41-55 40 19 1 Percent 66.7 31.7 1.7

Total

60

100.0

Inference: From the above table it is inferred that 66.7 percent of the respondents are 25 or under, 31.7 percent of the respondents are age between26-40 and 1.7 percent of the respondents are age between 41.55.

40

5.4 EDUCATIONAL QUALIFICATION OF THE RESPONDENTS 5.4 EDUCATIONAL QUALIFICATION OF RESPONDENTS Frequency Diploma Under Graduate Post Graduate 4 39 17 Percent 6.7 65.0 28.3

Total

60

100.0

Inference: From the above table it is inferred that 6.7 percent of the respondents pursued Diploma, 63 percent of the respondents pursued Under Graduate and 17 percent of the respondents pursued Post Graduate.

5.5 MARITAL STATUS OF THE RESPONDENTS

5.5 MARITAL STATUS OF RESPONDENTS Frequency Single Married 54 6 Percent 90.0 10.0

Total

60

100.0

41

Inference: From the above table it is inferred that 90 percent of the respondents are single and 10 percent of the respondents are married.

5.6 YEAR OF EXPERIENCE IN PRESENT OFFICE

5.6 YEAR OF EXPERIENCE IN PRESENT OFFICE Frequency Less than 1 year 1 to 3 years 4 to 5 years more than 5 years 23 34 2 1 Percent 38.3 56.7 3.3 1.7

Total

60

100.0

Inference: From the above table it is inferred that 38.3 percent of the respondents are experience Less than 1 year,56-7 percent of the respondents are experienced 1 to 3 years,3.3 percent of the respondents are experienced 4 to 5 years and 1.7 percent of the respondents are experienced more than 5 years..

42

5.7 JOB SECURITY OF THE RESPONDENTS

5.7 JOB SECURITY OF THE RESPONDENTS

Frequency Very high High Modest Neutral Slightly low Low 12 17 9 18 3 1

Percent 20.0 28.3 15.0 30.0 5.0 1.7

Total

60

100.0

Inference: From the above table it is inferred that 20 percent of the respondents said job security is very high, 28.3 percent of the respondents said job security is high,15 percent of the respondents are said job security is modest,30percent of the respondents said job security is neutral, 5 percent of the respondents said job security is slightly and percent of the respondents said job security is low.

43

5.7 JOB SECURITY OF THE RESPONDENTS

5.8 MOTIVATION TOWARDS WORK

5.8 MOTIVATION TOWARDS WORK Frequency Motivated not motivated Somewhat motivated 40 5 15 Percent 66.7 8.3 25.0

Total

60

100.0

44

Inference: From the above table it is inferred that 66.7 percent of the respondents said that they are motivated towards work, 8.3 percent of the respondents said that they are not motivated towards work and 15 percent of the respondents said that they are somewhat motivated towards work.

5.8 MOTIVATION TOWARDS WORK

45

5.9 SUPPORTS FROM THE HR DEPARTMENT

5.9 SUPPORTS FROM THE HR DEPATRMET Frequency Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied 5 28 23 3 1 Percent 8.3 46.7 38.3 5.0 1.7

Total

60

100.0

Inference: From the above table it is inferred that 8.3 percent of the respondents said that they are highly satisfied with support from Hr , 46.7 percent of the respondents said that they are satisfied with support from Hr ,38.3 percent of the respondents said that they are neutral with support from Hr , 5 percent of the respondents said that they are disagree with support from Hr and 1.7 percent of the respondents said that they are strongly disagree with support from Hr .

46

5.10 MOTIVATION BY MANAGEMENT

5.10 MOTIVATION BY MANAGEMENT Frequency Strongly Disagree Disagree Neutral Agree Strongly Agree 1 3 26 22 8 Percent 1.7 5.0 43.3 36.7 13.3

Total

60

100.0

Inference: From the above table it is inferred that 1.7 percent of the respondents said that they are strongly disagree about motivation given by management, 5 percent of the respondents said that they are disagree about motivation given by management,43.35 percent of the respondents said that they are neutral about motivation given by management,36.7 percent of the respondents said that they are agree about motivation given by management and 13.3 percent of the respondents said that they are strongly agree about motivation given by management.

47

5.11 MOTIVATIONAL FACTORS 5.11 MOTIVATIONAL FACTORS Frequency Percent Financial incentives Non Financial incentives Both 26 43.3 26 8 43.3 13.4

Total

60

100.0

Inference: From the above table it is inferred that 43.3 percent of the respondents said that they are motivated by financial incentives, 13.4 percent of the respondents said that they are motivated by nonfinancial incentives and 43.3 percent of the respondents said that they are motivated by both.

48

5.12 SATISFACTION WITH INCENTIVES 5.12 SATISFACTION WITH INCENTIVES Frequency Highly satisfied Satisfied Neutral Disagree Strongly Disagree Total 3 21 22 11 3 60 Percent 5.0 35.0 36.7 18.3 5.0 100.0

Inference: From the above table it is inferred that 5 percent of the respondents said that they are highly satisfied with incentives, 35 percent of the respondents said that they are satisfied with incentives, 36.7 percent of the respondents said that they are neutral with incentives, 18.3 percent of the respondents said that they are disagree with incentives and 5 percent of the respondents said that they are disagree with incentives.

49

5.13 PERIODICAL INCREASE IN SALARY

5.13 PERIODICAL INCREASE IN SALARY Frequency Strongly Disagree Disagree Neutral Agree 4 8 26 22 Percent 6.7 13.3 43.3 36.7

Total Inference:

60

100.0

From the above table it is inferred that 6.7 percent of the respondents said that they are strongly disagree increase in salary,13.3 percent of the respondents said that they are disagree increase in salary,43.3 percent of the respondents said that they are neutral increase in salary and 36.7 percent of the respondents said that they are agree increase in salary. 5.14 JOB SECURITY EXIST IN THE COMPANY

5.14 JOB SECURITY EXIST IN THE COMPANY Frequency Strongly Disagree Disagree Neutral Agree Strongly Agree 2 5 22 24 7 Percent 3.3 8.3 36.7 40.0 11.7

Total

60

100.0

50

Inference: From the above table it is inferred that 3.3 percent of the respondents said that they are strongly disagree about job security exist in the company, 8.3 percent of the respondents said that they are disagree about job security exist in the company,36.7 percent of the respondents said that they are neutral about job security exist in the company,40 percent of the respondents said that they are agree job security exist in the company and 11.7percent of the respondents said that they are strongly agree about job security exist in the company 5.15 RELATIONSHIP WITH CO-WORKERS

5.15 RELATIONSHIP WITH COWORKERS Frequency Strongly Disagree Neutral Agree Strongly Agree 2 10 19 29 Percent 3.3 16.7 31.7 48.3

Total

60

100.0

Inference: From the above table it is inferred that 3.3 percent of the respondents said that they are strongly disagree about good relationship with coworkers, 16.7 percent of the respondents said that they are neutral about good relationship with coworkers,31.7 percent of the respondents said that they are agree about good relationship with coworkers and 48.3 percent of the respondents said that they are strongly agree about good relationship with coworkers.

51

5.15 RELATIONSHIP WITH COWORKERS

5.16 PERFORMANCE APPRAISAL

5.16 PERFORMANCE APPRAISAL Frequency Strongly Disagree Disagree Neutral Agree Strongly Agree 4 11 27 15 3 Percent 6.7 18.3 45.0 25.0 5.0

Total

60
52

100.0

Inference: From the above table it is inferred that 6.7 percent of the respondents said that they are strongly disagree with performance appraisal, 18.3 percent of the respondents said that they are disagree with performance appraisal, 45 percent of the respondents said that they are neutral with performance appraisal,25 percent of the respondents said that they are agree with performance appraisal and 5 percent of the respondents said that they are strongly agree with performance 5.16 PERFORMANCE APPRAISAL

53

5.17 GOOD SAFETY MEASURES ADOPTED IN THE ORGANISATION

5.17 SAFTEY MEASURES Frequency Strongly Disagree Disagree Neutral Agree Strongly Agree 1 6 22 24 7 Percent 1.7 10.0 36.7 40.0 11.7

Total

60

100.0

Inference: From the above table it is inferred that 1.7 percent of the respondents said that they are strongly disagree about safety measures adopted in the organisation, 10 percent of the respondents said that they are disagree aboutv,36.7 percent of the respondents said that they are neutral about safety measures adopted in the

organisation,40 percent of the respondents said that they are agree about safety measures adopted in the organisation and 11.7percent of the respondents said that they are strongly agree about safety measures adopted in the organisation.

54

5.18 PERFORMANCE APPRAISAL ENHANCING MOTIVATION

5.18 PERFORMANCE APPRAISAL ENHANCING MOTIVATION Frequency Strongly Disagree Disagree Neutral Agree Strongly Agree 4 5 24 18 9 Percent 6.7 8.3 40.0 30.0 15.0

Total

60

100.0

Inference: From the above table it is inferred that 6.7 percent of the respondents said that they are strongly disagree about performance appraisal enhancing motivation, 8.3 percent of the respondents said that they are disagree about performance appraisal enhancing motivation,40 percent of the respondents said that they are neutral about performance appraisal enhancing motivation ,30 percent of the respondents said that they are agree about performance appraisal enhancing motivation and 15percent of the respondents said that they are strongly agree about v performance appraisal enhancing motivation.

55

5.19 SUPPORTS FROM CO-WORKER

5.19 SUPPORTS FROM COWORKERS Frequency Strongly Disagree Neutral Agree Strongly Agree 1 10 28 21 Percent 1.7 16.7 46.7 35.0

Total

60

100.0

Inference: From the above table it is inferred that 1.7 percent of the respondents said that they are strongly disagree about support from co-worker,16.7 percent of the

respondents said that they are neutral about support from co-worker,46.7 percent of the respondents said that they are agree about support from co-worker,35 percent of the respondents said that they are strongly agree support from co-worker.

56

5.20 RECOGNIZITION AND REWARDS

5.20 RECOGNIZITION AND REWARDS Frequency Strongly Disagree Disagree Neutral Agree Strongly Agree 1 8 13 32 6 Percent 1.7 13.3 21.7 53.3 10.0

Total

60

100.0

Inference: From the above table it is inferred that 1.7 percent of the respondents said that they are strongly disagree about recognizition and rewards , 13.3 percent of the respondents said that they are disagree about recognizition and rewards,21.7 percent of the respondents said that they are neutral about recognizition and rewards,53.3 percent of the respondents said that they are agree about recognizition and rewards and 10 percent of the respondents said that they are strongly agree about recognizition and rewards.

57

5.21 EFFECTIVE PROMOTIONAL OPPORTUNITIES

5.21 PROMOTION OPPORTUNITIES Frequency Strongly Disagree Disagree Neutral Agree Strongly Agree Total 1 8 23 22 6 60 Percent 1.7 13.3 38.3 36.7 10.0 100.0

Inference: From the above table it is inferred that 1.7 percent of the respondents said that they are strongly disagree with effective promotional opportunities , 13.3 percent of the respondents said that they are disagree with effective promotional

opportunities,38.3 percent of the respondents said that they are neutral with effective promotional opportunities,36.7 percent of the respondents said that they are agree with effective promotional opportunities and 10 percent of the respondents said that they are strongly agree with effective promotional opportunities.

58

5.21 EFFECTIVE PROMOTIONAL OPPORTUNITIES

5.22 SALARY INCREASE

5.22 SALARY INCREASE Frequency 1 Rank 2 Rank 3 Rank 4 Rank 5 Rank 23 13 8 11 5 Percent 38.3 21.7 13.3 18.3 8.3

Total

60

100.0

59

Inference: From the above table it is inferred that 38.3 percent of the respondents gives 1 Rank to salary increase as their motivation factor, 21.7 percent of the respondents gives 2 Rank to salary increase as their motivation factor,13.3 3 percent of the respondents gives 3 Rank to salary increase as their motivation factor,18.3 percent of the respondents gives 4 Rank to salary increase as their motivation factor and 8.3 percent of the respondents gives 5 Rank to salary increase as their motivation factor

5.22 SALARY INCREASE

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5.23 PROMOTION 5.23PROMOTION Frequency 1 Rank 2 Rank 3 Rank 4 Rank 5 Rank 7 19 17 10 7 Percent 11.7 31.7 28.3 16.7 11.7

Total

60

100.0

Inference: From the above table it is inferred that 11.7 percent of the respondents gives 1 Rank to promotion as their motivation factor, 31.7 percent of the respondents gives 2 Rank to promotion as their motivation factor,28.3 percent of the respondents gives 3 Rank to promotion as their motivation factor,16.7 percent of the respondents gives 4 Rank to promotion as their motivation factor and 11 .7 percent of the respondents gives 5 Rank to promotion as their motivation factor

61

5.24 LEAVE 5.24 LEAVE Frequency Percent 1 Rank 2 Rank 3 Rank 4 Rank 5 Rank 2 7 31 12 8 3.3 11.7 51.7 20.0 13.3

Total

60

100.0

Inference: From the above table it is inferred that 3.3 percent of the respondents gives 1 Rank to leave as their motivation factor, 11.7 percent of the respondents gives 2 Rank to leave as their motivation factor,51.7 percent of the respondents gives 3 Rank to leave as their motivation factor ,20 percent of the respondents gives 4 Rank to leave as their motivation factor and 13.3 percent of the respondents gives 5 Rank to leave as their motivation factor.

62

5.25 MOTIVATIONAL TALKS

5.25MOTIVATIONAL TALKS Frequency Percent 1 Rank 2 Rank 4 Rank 5 Rank 17 10 22 11 28.3 16.7 36.7 18.3

Total

60

100.0

Inference: From the above table it is inferred that 28.3 percent of the respondents gives 1 Rank to motivational talks as their motivation factor, 16.7 percent of the respondents gives 2 Rank to motivational talks as their motivation factor,36.7 percent of the respondents gives 3 Rank to motivational talks as their motivation ,16.7 percent of the respondents gives 4 Rank to motivational talks as their motivation and 18 .3 percent of the respondents gives 5 Rank to motivational talks as their motivation.

63

5.26 RECOGNITION 5.26 RECOGNITION Frequency Percent 1 Rank 2 Rank 3 Rank 4 Rank 5 Rank 11 11 4 5 29 18.3 18.3 6.7 8.3 48.3

Total

60

100.0

Inference: From the above table it is inferred that 18.3 percent of the respondents gives 1 Rank to recognition as their motivation factor, 18.3 percent of the respondents gives 2 Rank to recognitionas their motivation factor,6.7 percent of the respondents gives 3 Rank to recognition as their motivation ,8.3 percent of the respondents gives 4 Rank to recognition as their motivation and 48 .3 percent of the respondents gives 5 Rank to recognition as their motivation

64

5.27 MOTIVATIONAL FACTORS THAT INFLUENCE EMPLOYEE

HYPOTHESIS: HO: There is no significant difference in motivational factors that influence

employee. H1: There is significant difference in motivational factors that influence employee.

LEVEL OF SIGNIFIANCE: = 0.05 TYPE OF TEST: Nonparametric- FIRED MAN TEST STATISTCS Chi square statistic

65

OUTPUT :

5.27 MOTIVATIONAL FACTORS THAT INFLUENCE EMPLOYEE

Ranks Mean Rank PERIODICAL INCREASE IN SALARY JOB SECURITY EXIST IN THE COMPANY RELATIONSHIP WITH COWORKERS PERFORMANCE APPRAISAL SAFTEY MEASURES PERFORMANCE APPRAISAL ENHANCING MOTIVATION SUPPORT FROM COWORKERS RECOGNIZITION AND REWARDS PROMOTION OPPORTUNITIES 6.57 5.25 4.52 3.86 4.96 6.78 3.58 5.00 4.48

Test Statistics
N Chi-Square Df Asymp. Sig. a. Friedman Test 45 82.258 8 .000

TEST RESULT: The above table shows that the asymptotic significance is below 0.05 .hence alternate hypothesis is accepted.

66

Inference: From the above table it is inferred that relationship with coworkers support from coworkers are high in ndot, job security exist in the company, are moderate, periodical increase in salary, performance appraisal are low

5.27 MOTIVATIONAL FACTORS THAT INFLUENCE EMPLOYEE ON THEIR PERCEPTION HYPOTHESIS: HO: There is no significant difference in motivational factors that influence

employee on their perception. H1: There is significant difference in motivational factors that influence employee on their perception.

LEVEL OF SIGNIFIANCE: = 0.05 TYPE OF TEST: Nonparametric- FIRED MAN TEST STATISTCS Chi square statistics

67

OUTPUT:

RANK Various motivational factors that influence employee on their perception

Ranks Mean Rank SALARY INCREASE PROMOTION LEAVE MOTIVATIONAL TALKS RECOGNITION 3.50 2.85 3.28 3.00 2.37

Test Statistics N Chi-Square 60 18.093 4 Asymp. Sig. a. Friedman Test .001

TEST RESULT: The above table shows that the asymptotic significance is below 0.05 .hence alternate hypothesis is accepted Inference: From the above table it is inferred that employees highly like recognition, moderately like leave, lowly like salary increase

68

CHAPTER 6 FINDINGS, SUGGESTIONS & CONCLUSION

6.1 FINDINGS:
30percent of the respondents said job security is neutral. 66.7 percent of the respondents said that they are motivated towards work. 46.7 percent of the respondents said that they are satisfied with support from Hr. 43.3 percent of the respondents said that they are motivated by financial incentives. 43.3 percent of the respondents said that they are motivated by both. 43.3 percent of the respondents said that they are neutral increase in salary. 48.3 percent of the respondents said that they are strongly agree about good relationship with coworkers. 46.7 percent of the respondents said that they are agree about support from coworker. 53.3 percent of the respondents said that they are agree about recognizition and rewards. 38.3 percent of the respondents said that they are neutral with effective promotional opportunities. 38.3 percent of the respondents give 1 Rank to salary increase as their motivation factor. 31.7 percent of the respondents give 2 Rank to promotion as their motivation factor. 36.7 percent of the respondents give 3 Rank to motivational talks as their motivation. 48.3 percent of the respondents gives 5 Rank to recognition as their motivation. The asymptotic significance is below 0.05 .hence alternate hypothesis is accepted. The asymptotic significance is below 0.05 accepted
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.hence alternate hypothesis is

6.2 SUGGESTIONS
The employees of NDOT TECHNOLOGIES PVT LIMITED expect the following from the company in motivation.

Employees in the company need job security. Employees are motivated more by financial incentives, so the company should concentrate more in providing the incentives. Employees should be given performance appraisal periodically, for which a planned performance appraisal system should be maintained. Employees should be given proper recognition when they achieve something.

6.3CONCLUSION

On the basis of study the research done to find out Employee motivational at NDOT TECHNOLOGIES, the satisfaction level of employees is above average .so the company has to take certain measures like increase the job security, they also given more financial incentives ,salary increase is also motivational factor, employees are also given performance appraisal periodically. Employees also need recognition as a motivation factor. if company motivated the employees more they work in company with less stress level. The quality of the work is also good. Employees also stick with the company, the attrition rate also comes low for the company.

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ANNEXURE
A study on perception of employee towards motivation in ndot
(Please tick on the boxes which you think as appropriate)

1. Gender: Male
2. Designation:

Female

3. Age:

25 or under

26-40

41-55

56or older

4. Educational qualification: Diploma Under Graduate Post Graduate If any other specify

5. Marital Status: Single Married

6. Please indicate the number of years you've worked in your current OFFICE:

Less than 1 year

1 to 3 years

4 to 5 years

More than 5 years

7. The job security in my job is

very high

high

modest

neutral

slightly low

low

very low

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8. How motivated are you to assist your department in meeting its objectives?

Motivated

not Motivated

somewhat Motivated

9. Are you satisfied with the support from the HR department?

Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

10. Management is really interested in motivating the employees?

Strongly Agree

Agree

Neutral

Disagree

Strongly disagree

11. Which type of incentives motivates you more?

Financial incentives

Non-financial incentives

Both

12. How far you are satisfied with the incentives provided by the organization?

Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

Rating: 5-Strongly Agree, 4 Agree, 3-Neutral, 2- Disagree, 1-Strongly Disagree

Questions 5 13. Reasonable periodical increase in salary 14.Job security exist in the company 15. Good relationship with co-workers 16.Effective performance appraisal system 17.Good safety measures adopted in the organization. 18. Performance appraisal activities are helpful to get motivated 19.support from the co-worker is helpful to get motivated 20 Company recognize and acknowledge your work 21.. Effective promotional opportunities in the organization

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24.Rank the following factors which motivates you the most? (Rank 1, 2, 3, 4. respectively)

No a. b. c. d. e.

Factors Salary increase Promotion Leave Motivational talks . Recognition

Rank

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BIBLIOGRAPHY
BOOKS :
Amabile, T. M. (1993) Motivational Synergy: Toward New Conceptualizations Of Intrinsic And Extrinsic Motivation In The Workplace, Human Resource Management Review, Vol. 3, No. 3, pp.185-201 Amabile, T. M., Kramer, S. J. (2007) Inner Work Life. Harvard Business Review, Vol. 85, No. 5, pp.72-83 Certo, S. C. (2003) Modern Management, 9th Ed. Upper Saddle River, NJ : Prentice Hall Ciani, K. D., Summers, J. J. & Easter, M. A. (2007) A top-down analysis of high school teacher motivation, Contemporary Educational Psychology, in press Cole, G. A. (2002) Personnel and Human Resource Management, 5th Ed. London : Continuum Vroom, V. H. (1964) Work and Motivation, London: Wiley Porter, L. W. & Lawler, E. E. (1968) what job attitudes tell about motivation, Harvard Business Review, Jan-Feb

Websites:

www.employee-motivation-in-the-workplace.com/ www.ndottech .com www.hr.colorado.edu www.hrcite .com

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