1) INTRODUCTION

Performance results from the interaction ofphysical, financial and human resources. The first two are inanimate; they are translated intoproductivity only when the human element isintroduced. However, the human elementinterjects a variable over which a managementhas accurately predict the input outputrelationship and can even vary the factor itchooses in order to achieve a desired rate ofproduction. In dealing with employees,however, an intangible factor of will, volition orfreedom of freedom of choice is introduced, andworkers can increase or

limited control. When dealing with theinanimate factors of production, a managementcan

decrease their productivity as they choose. This human quality gives rise to the need for positive motivation.

In fact, the level of the performance of anemployee is a function of his abilities and motivation. The first determiners what he can do, the second determines what he will do. Where there is a strong positive motivation, the employees output increase; but where it is negative or management is motivation: it is the core of management which shows that every human being earnestly seeks a secure, friendly and supportive relationship which gives him a sense of worth in face-to-face groups which are most important to him. A supervisior should strive to treat individuals with dignity and recognition of their personal worth. McGregor has stated that the task of management is to arrange organizational condition and methods of operation so that people can achieve their own goals best by directing their own efforts toward organizational objectives. Successful supervisors will be those who integrate the goal-oriented action of individual workers with the pursuit of organizational goals. The goals of the individuals of the organization can be achieved through stimulating workers

a week positive motivation, his performance level is low. One of the key elements in personnel

toward productive performance called motivational process. It is a process of arousing action

sustaining the activity in progress, and regulating the pattern of activity. It attracts and initiates action and also serve as a factor in the continuation until objectives have been attaine

1.1 DEFINITION

1.

According to W. G. Scot, "Motivation means a process of stimulating people to action to accomplish the desired goals."

2.

According to Michael J. Jucius, "Motivation is the act of stimulating someone or oneself to get a desired course of action, to push the right button to get a desired results."

1.2 MEANING The term 'motive' is derived from the Latin word 'emovere' which means to move or to activate. Motivation is the act of making someone to act in the desired manner through positive encouragement. It is through motivation that employees can be induced to work more, to earn more and to give better results to the Organization. In other words , it is ones willingness to exert efforts towards the accomplishment of his / her goal . Motivation is an inner drive to behave or act in a certain manner. "It's the difference between waking upbefore dawn to pound the pavement and lazing around the house all day. These inner conditions such as wishes,desires and goals, activate to move in a particular direction inbehavior. Motivation is an art of incentive and appealthrough which an individual is stimulated to do a certain thing . In each phase of human life , motivation is very important . In a way, a man does nothing without any motivation which may pertain either to his family , personal , social or national affair . If one has no motivation for a particular work , either he will not start it or will leave it in the middle after starting it . Motivation is a tendency towards activity for achieving some immediate on remote goal . A motivation rises within an individual and it may be recognized by the work in which he appears to be actively engaged . Motivation arises in different ways in various persons according to their intentions and goals in life . Motivation is the force that drives a person to action . In the context of business when the manage motivates a person , it means he inspires him to do a task that will lead to

accomplishment of the organizational goals . The creation of willingness in the subordinates to perform tasks that will lead to achievement of organizational goals is motivation .

1.3 Features of Motivation

1. Psychological Process :

Motivation is psychological process useful forencouraging employees to take more interest in the work assigned. It relates to human relations. 2. Initiative by Manager : The initiative for motivation is by the manager by offering guidance and also by other methods like appreciation of good work or offering incentives. Management

has to adopt special measures for motivating employees. They include monetary as well as nonmonetary. 3. Continuous activity : It is a continuous and circular process. Subordinates need motivation in a continuous manner as their needs and expectations change from time to time. A manager has to study the needs of workers and use the technique of motivation accordingly. The process of motivation must be made a regular and continuous. 4. Goal-oriented and action-oriented : Motivation diverts human behavior towards certain goals. Attainment of organizational and individual goals depends on the motivational plans.

5. Broad concept : Motivation covers needs, human relations and satisfaction of employees. For employee motivation, monetary and other incentives need to be offered. Job satisfaction is one such need and is useful for their motivation.

6. Essence of management process : Motivation is an essential function of a manager. He has to motivate his subordinates for achieving organizational objectives. Motivated labour force is an asset of a business unit. Motivated employees bring prosperity to a business unit.

7. Beneficial to employees and management : Motivation offers benefits to employees and Organisation. It avoids crashes

and encourages cooperative outlook among employees. Motivation leads to cordial labourmanagement relations. It provides more profit to management and better welfare to employees.

8. Varied measures available for motivation : For motivation, various monetary and non monetary incentives can be offered to employees by the management. Attractive wages, welfare facilities, job satisfaction,

appreciation of good work, encouragement to self-development, job security and fair treatment are some measures of motivating employees.

9. Motivation is different from satisfaction : Motivation implies a drive towards a result while satisfaction involves result already experienced and achieved. 'When desire is satisfied, employee is motivated'.

10. Related to a person in totalit :An employee is motivated in totality and not in part. Employee's basic needs

are interrelated. Management must fulfill all the needs through monetary and non-monetary incentives.

1.4 IMPORTANCE OF MOTIVATION Motivation occupies an important place and position in the whole management process. This technique can be used fruitfully for encouraging workers to make positive

contribution for achieving organizational objectives. Motivation is necessary as human nature needs some sort of inducement, encouragement or incentive in order to get better performance. Motivation of employees offers may benefits to the Organisation and also to the employees. This suggests the importance of motivating employees. Motivation acts as a technique for improving the performance of employees working at different levels. Motivation of employees is one function which every manager has

to perform along with other managerial functions. A manager has to function as a friend and motivator of his subordinates. Motivation is useful in all aspects of life and even ourfamily life. The same is the case with business. This dearly suggests that motivation is extremely important. It is an integral part of management process itself.

1.5 TECHNIQUES OF MOTIVATION A man always strive for the satisfaction of his needs, wants and desires. The satisfaction of human needshas its influence on the behavior and attitude of the individual. It is through the device of motivation that the manager tries satisfy specific needs and wants of the employees and inspires them to satisfy specific needs of the employees and inspire them to perform to their best capabilities for the achievement of organizational goals. The following are the different kinds of motivation:1)POSITIVE MOTIVATION AND NEGATIVE MOTIVATION :POSITIVE MOTIVATION :The ultimate object of any motivational plan is to ensure that employee performance is improved, there efficiency and loyalty to there job and the organization is enhanced and they cooperate wholeheartedly in the implementation of plans and policies of management. To achieve this goal, two options are open to the managers. i.e, motivation or negative motivation.

positive

Positive motivation is based on rewards. This

type of motivation is rightly called as PULL mechanism. Employee are automatically attracted towards incentives and start giving best performance. It has its own benefits. The receipt of awards, duereorganization and praise for well done work definitely lead to good team spirit, co-operating and feeling of happiness. It provides for facilities and rewards for better performance. This positive motivation consists of both, financial and non financial. In other words positive or incentive motivation generally includes. Praise and

credit for work done, a sincere interest in subordinate as individual, competition, participation, pride, delegation of responsibilities, apprection in pay and recognized etc. Positive motivation seeks to create a brighter cheerful and optimistic atmosphere in the enterprise.

NEGATIVE MOTIVATION :Negative motivation , on the other hand rests on the principle that an individual tends to perform better if he has a fear of losing something if he does not do so. The scheme of

negative motivation does not bring any rise either in the earing of the employee nor in his status or position, but it may cause a loss to him. With the object of protecting him self from sch probable loss, the employee strives to perform better. The common example of negative

motivation are the wage cut in the event of an employee not reaching the given targets of production or the standard output. The other examples are fine for late attendance, penalty for errors in work, layoff, termination on account of indiscipline and irresponsible behavior or ineeeiciency, demotion or transfer at the place of inconvenience to the employee etc. Negative motivation is based force and fear. Fear causes a worker act in a certain direction because they are afraid of the consequences if they dont. If workers do not work they are threatened with lay off, demotion etc. In other words it may be called a PUSH mechanism. Workers are pushed to work deliberately under fear or threat. COMPARISON :The Positive is pleasant and brings addition in the earning,happiness and weifare of the employees, while the negative motivation is painful and punishing and may have an adverse effect on the interest, involvement and efficiency of the employees. An opportunity

given to an employeeto fulfill his ambitions and prove metal is a positive motivation but the fear of punishment for low performance is an example of negative motivation. The negative motivation may bring down the income of employee, his comfort and happiness may reduce and he may develop apathy and disinterest in work. Somehow he tries to maintain his productivity out of the fear of penalty and punishment. The kind of motivation practice has lost its stake in modern progressive organization.

2)INDIVIDUAL MOTIVATION AND GROUP MOTIVATION INDIVIDUAL MOTIVATION :One mustmotivate oneself, before some other tries to. There are lot of factors which affects the conscious mind such as bad working condition, monotonous work,

dominating and troublesome nature of boss, disputes along with associates, dissatisfaction with work, constant strain, insecurity of job, financial constrain, house hold difficulities, inferiority complex etc. If a worker overcomes all above factors, he can successfully motivate himself. One can motive oneself by setting certain objectives and goals before oneself. This tyoe of motivation proves beneficialin the following ways. 1) If the work output is accurately measyrable in quantitative terms, the individual motivation plan can be successfully employed. The effectiveness of such plan depends very much on how efficiently it is administered.

2)

There exists a direct relationship between the work output and the efficiency of individual worker and it is on the basis of such efficiency that the worker is duly rewarded. The worker producing greater amount of output gets relatively more wages.

3)

Despite the fact that an employee belongs to a specific group or the department and his work has its relation with that of the other members of the group, he is guided by his own personal interests and objects, possesses distinct personality and capability and feels that he should be rewarded in accordance with his ability and contribution he makes in the attainment of the group goals.

4)

The individual motivation provides due opportunity to the empioyees to prove their capability , to make full use of their skills, talents and expertise over the other

members of the group. It brings in a sense of competitiveness among the individual employees who strive for better performance. This type of motivation does not only add to the earning of the employee but helps to enhance his position in the

group , develop his leadership qualities and provides him due scope for career advancement.

GROUP MOTIVATION :Good communication network is very important for achieving group motivation. The group motivation as self motivation . Others can be motivated by communicating property the ideas, plans, invention, system, policies etc. be made effective when certain personal qualities like honesty, loyalty, fairness, tolerance, ability to assume responsibility, cooperation, board mindedness , positive attitude towards work etc, are developed. Group motivation is possible by improving human relations and dealing with people as human beings, by giving proper treatments, by encouraging them to feel involved in their work, by giving them an opportunity to improve their performance ,by giving compliments for praise for their achievements . Under the group motivation managements should keep in mind that each and every member of the group must be motivated, for enjoying the benefits of groups motivation. This system of motivation proves advantageous as stated below. 1) In an individual motivation, an employee is individually motivated so as to inspire him to perform better. It protects the individual interests and is likely to break the unity among the group members. The group interests are in jeopardy. Ultimately , it may create

contrary helps to inspire the group as a whole to perform better and safeguards the interest of the organization.

2) Under the scheme of group motivation, a feeling is developing among the employees that they are the indivisible , inseparable and indispensable part of the whole group and their collective efforts are more valuable than the individual efforts. The inculcation of such feeling and team spirit helps to enchance the organization effectiveness. i) The individual efficiency of an employee is the result of their team work and mutual cooperation. Group motivation assists to bring unity among all members by boosting up the group morale and imbibing among all members a sense of belonging, one ness and involvement which is an essential for raising productivity leavels of an enterprise. The administration of the scheme of groupo motivation is relativel less expensive and easy for implementation. i) Group motivation can serve as an effective tool for easing out any conflicting situation and in creating an atmosphere of mutual trust and cooperation thus bettering the industrial relations.

(i)

The nature of production work in most of the modern enterprises being capital intensive and machine oriented and as it goes somewhat difficult to

measure the individual performance, the system of group motivation has no better sudstitute. FINANCIAL AND NON-FINANICAL MOTIVATION / (INCENTIVES) FINANCIAL MOTIVATION :-

Salaries or wages is one of the most important motivational factors. Reasonable salaries mustbe paid on time. While fixing salaries the organization must consider such as :-

(a) Cost of living (b) Company ability to pay (c) Capability of company to pay etc. Bonus :It refers to extra payment to employee over anb above salary given as aincehtive. The employees must be given adequate rate of bonus. Incentives :The organization may also provide additional incentives such as medical allowance, educational allowance, HRA, allowance, etc. i) Special individual incentives :The company may provides special individual incentives. Such incentives are to be given to deserving employees for giving valuable suggestions. NON MONETARY / NON FINCIAL INCENTIVES:i) Status or job title :By providing a higher status or designations the employee must be motivated Employees prefer and proud of higher designations. ii) Appreciation and recognition :Employees must be appreciated for their services. The praise should not come from immediate superior but also from higher authorities.

iii)

Delegation of authority :Delegation of authority motivates a subordinate to perform the tasks with

dedddication, and commitment. When authority is delegated, the subordinate knows that his superior has placed faith and trust in him. iv) Working conditions :Provision for better working conditions such as air conditioned rooms, proper plant layout, proper sanitation, equipment, machines etc, motives the employees. v) Job security :Gurantee of job security or lack of fear dismissal , etc can also be a good way to motivate the employees. Employees who are kept temporarily for a long time may be frustrated and may leave the ogranisation.

vi)

Job enrichment :Job enrichment involves more challenging tasks and responsibilities. For instance an executive who is involved in preparing and presenting reports of performance , may also asked to frame plans.

vii)

Workers participation:Inviting the employee to be a member to be a member of quality circle, or a

committee, or some other form of employee participation cal also motivate the work force.

Cordinal relations :Good and healty relations must exist throughout the organization. This would definitely motivates the employees. viii) Good superiors :Subordinates want their superiors to be intelligent, experienced, matured, and having a good personality. In fact , the superior needs to have superior knowledge and skills than of his subordinates. The very presence of superiors can motivate the subordinates. ix) Other factors :There are several other factors of motivating the employees: a) Providing training to the employees. b) Proper job placements. c) Proper promotions and transfers. d) Proper performance feed back. e) Proper welfare fact. f) Flexible working hours.

EXECUTIVE MOTIVATORS Managers are persons responsible for achieving organizational goals through

people. They are held accountable for their own performance as well as the performance of those who are their subordinates. They have the responsibility to see that the behavior of their subordinates is supportive of the organization rather than detrimental to it.

GUIDELINES FOR MOTIVATING EMPLOYEES AND THE MANAGERS: We suggest below line of guidance for motivating people: 1. The management should let his people know that he considers them valuable, capable individuals, i.e., should treat the people with respect with and honesty.

2. He should make sure that subordinates have the tools to get the job done for achieving the goals. 3. The persons should be fitted on the job where he can set his own standard, get concrete feedback and deal with moderate risks.

4. He should avoid building "dissatisfies" into the job, i.e., he should make sure that salary and working conditions are adequate. 5. He should set fair, achievable goals and communicate them to the employees, accomplishment of the goals. 6. The people should be made known, through feedback, how they are doing. 7. All such techniques as reinforcement incentives, MBO, job enrichment and maintenance of high morale should be utilized. 8. Job analysis selection and training should be used to ensure that people are hired who could do the jobs if they wanted to- people with the required skills and abilities. Managers may be rewarded through recognition, advancement, achievement, and other kinds of more advanced fulfillment.

EFFECTS ON EMPLOYEES ON WORK PERFORMANCE Career of identity :Recognition is closely tied to the concept of identity. Identity is built initially in the private sphere and continues to develop in the public sphere, particularly in the workplace. Work therefore becomes "a crystallizing medium for identity." Through their work, individuals can define themselves as human beings and confirm their earlier development. In the public sphere, identity is built through others* perception of us, and especially the self-perception they mirror back to us. Employee recognition can promote identity development by putting individuals in a positive light and acting as a catalyst for personal growth. Source of meaning in work :Employee recognition also helps make work meaningful, giving it a renewed sense of dignity and the ability to be a source of pleasure and satisfaction. More than the completion of tasks for financial reward, work becomes a source of meaning. Self-esteem booster :-

Recognition helps reinforce employees1 sense of personal skill and

self-esteem. Daily expressions of gratitude and an appreciation of know-how lead employees to see themselves in a positive light and understand their value within the organization. Increased motivation and satisfaction :Bourcier&Palobart (1997) highlight the importance of employee recognition as a source of motivation and satisfaction. When employees believe they have a well-defined place within the organization and their contribution is fully

appreciated, they are more apt to dedicate themselves to their work and feel motivated to do their best. Motivation drives action, in some sense, and determines work behaviors. Recognition also fosters a feeling of competency and gives employees a certain sense of satisfaction. By contributing to employee satisfaction and motivation, recognition has a positive impact on company productivity and performance.

Mental health :Work can directly affect employee mental health. Mental health at work refers to workers' sense of psychological, physical, and emotional wellbeing or illbeing at work. According to a study conducted by the Chair in Occupational Health and Safety Management at Universite Laval, the level of psychological distress of hospital, university, forest, and metallurgy industry workers is 43%-more than double the rate for all Quebecers (20%). Among the factors cited as causes of this distress, lack of employee recognition comes in second, right behind overwork. In short, the lack of employee recognition may be considered as a leading risk factor for high psychological distress at work.

Maslow's hierarchy of needs (Deficient theory of Motivation)

In 1954, Maslow first published Motivation and Personality, which introduced his theory about how people satisfy various personal needs in the context of their

work. He postulated, based on his observations as a humanistic psychologist, that there is a general pattern of needs recognition and satisfaction that people follow in generally the same sequence. He also theorized that a person could not recognize or pursue the next higher need in the hierarchy until her or his currently recognized need was substantially or completely satisfied, a concept called prepotency. Maslow's hierarchy of needs is shown in Table 1. It is

often illustrated as a pyramid with the survival need at the broad-based bottom and the selfactualization need at the narrow top. Maslow's Type of Need of needs Physiological Thirst, sex, hunger Examples

Table Level 1

hierarchy

Safety

Security, protection

stability,

Love Belongingness

and To escape loneliness, love and be loved, and gain a sense of

belonging 4 Esteem Self-respect, respect others the

Self-actualization

To

fulfill

one's

potentialities

RESEARCH METHODOLOGY 1) Title of the Study :"An analytical study on Employee Motivation and Its Effect On Work Performance on Bajaj Company Limited.

2) Objectives of the Study : a. To study the respondents personal background and their job information

b. To know the awareness among the employees about the various policies of Motivation. c. To find the satisfaction among the respondents related with policies.

d. To find the reason for non-satisfaction up to great extent with various policies. e. To suggest the management based on the research finding. f. To learn research methodology.

3) Hypothesis : 1. There is significant relationship between career development opportunities and the extent of employee motivation. 2. There is no significant relationship between career development opportunities and the extent of employee motivation.

4) Research Design : To design means to plan i.e. the process of decisions before the situation arsis, in which the decision to be carried out. It is thus a process of deliborate anticipation directed towards bringing an expected situation under. For any research, the design is very important. Research design is a parameter or boundary, which allows researcher to work the boundary. For this study the researcher has used 'descriptive and evaluative research design' because in this research design the researcher has been allowed to go into deep of the study. 5) Method of Research : The researcher used "Survey method as he came into direct contact with the employees and it also permitted greater objectivity. Scope of the Study : The scope of the study limited to the study of opinion of process of Motivation provided in the Bajaj Company Limited, Gondia. Area of Study : The present study is limited to the regular employees of Bajaj Company Limited, Gondia. Methods of Data Collection : Primary Method : In the primary source, the researcher used the 'Interview scheduled method' for collection of data. It is a direct method for collection of data. Secondary Method:

The secondary sources or methods used as supportive sources to the interview methods used as supportive sources to the interview method were sources like records, books, and observation and research papers.

Tools of Data Collection : In the present study, researcher had used the 'Interview schedule' as the primary tool for the data collection. The researcher also took the help of various literature and dissertation for collection of data as the secondary method. Before finalizing the interview schedule, the researcher did the presenting of the interview schedule. Period of Data Collection : The period of data collection was from 01-04-2012 to 31-03-2013 Data Processing : 1. Editing : It is the first step of the data processing. It is the process of examination and scrutinizing the data collected by interview Schedule and finally to get relevant and correct information which can be properly coded. 2. Coding: Coding is the process, which helped the researcher to organize the data into classes, and symbols, which were further, helped the researcher to organize the data into classes and symbols which was further helpful for tabulating the same. 3. Master Chart Preparation:

The researcher prepared the master chart and positioned the data from the schedule into master chart in a coded from, so that collected information could be seen and understood at a glance. 4. Tabulation: The researcher tabulated the raw data by displaying it in compact from of further analysis. The researcher prepared simple Tables. 5. Analysis and Interpretation: The researcher after tabulation analyzed and interpreted the data, as the collected data in itself does not provide and answer to the research problems. Thus is done in order to provide a general understanding of the factors collected. It also heaped to provide a theoretical conception, which served as a guide for further research. Limitation of the Study: The study is limited to the study of the clerical personnel of personnel department due to non-availability are not included. The researcher is a learner and it is obvious that the perfection cannot be ensured.

COMPANY PROFILE Bajaj Auto Ltd is one of the leading two & three wheeler manufactures in India . The company is well known for their R & D, product development, process engineering and

low-cost manufacturing skills. The company is the largest exported of two and three-wheelers in the country with export forming 18 percent of its total sales. The company has two subsidiaries, namely Bajaj Auto International Holdings BV and PT Bajaj Indonesia. The company was incorpopated on April 30, 2007. As a wholly owned subsidiary of erstwhile Bajaj Auto Ltd (the holding company) with the name Bajaj Investment & Holding Ltd. The company received the certificate of

commencent of business on May 7,2007 . The holding company operated in the segments, such as automotive, insurance and investment, and others. Considering the growth

opportunities in the auto, wind-energy, insurance and finance sectors, the holding company

de-emerged their activities into three separate entities, each of which can focus on their core businesses and strengthen competencies. The auto business of the holding company along wiyh all assets and liabilities pertaining thereto including investments in PT Bajaj Auto Indonesia and in a few vendor companies transferred to Bajaj Investments & Holding Ltd. In addition a total of Rs 15,000 million in cash and cash equivalents also transferred to Bajaj Investments & Holding Ltd. As the part of the scheme, Bajaj Holdings and Investment Ltd were

renamed date of this demerger was closing hours of business on March 31,2007. In April 9,2007, the company inauguratd their green field plant at Uttarakhand. In the first year of operations, the plant produced over 275,000 vehicles.

During the year 2009-10, the company expanded the production capacity of Motorised Two & Three Wheelers by 300,000 Nos to 4,260,000 Nos. The company launched

Pulsar 220 F Pulsar 180 UG. During the year 2010-11 , the company expanded the production capacity of Motorised Two & Three Wheelers by 780,000 Nosyo 5,040,000 Nos. The company plans to maintain the capacity of two & three wheelers at the current level of 5,040,000 numbers per annum during the year ending 31 March 2012. The 4 wheel vehicle development work is under progress and commercial launch of the first product from the platform is scheduled for 2012.

1) Respondents classification according to age :-

Age 20-25 26-30 31-35

No. of Respondent 3 9 3

Percentage 20 60 20

No. of responents

20-25 26-30 31-35

Analysis :-

It is evident that majority i.e 60% of the respondents are in the age group of

26-30 , 20% of the respondents are in the group of 20-25 , 20% of the respondents are in the age group of 31-35 . Interpretation :Thus above table indicate that majority of respondents are in age group of 26-30.

2) Respondents classification according to Qualification :-

Qualification HSC GRADUTE PG ANY OTHER

No. of Respondents 0 0 6 9

Percentage 0 0 40 60

No. Of Respondents

HSC GRADUTE PG Any Tech.

Analysis :It is evident that majority i.e. 60% of the respondent are any technical, 40% of the respondents are post gradute qualification. Interpretation :Thus, above table indicate that majority of respondent are in the any technical qualification.

3) Respondent classification according to Martial Status :Martial Status Married Unmarried No. of Respondents 6 9 Percentage 40 60

No. of Respondents Percentage

Analysis :It is evident that majority i.e 40% of the employeesare in the martial status group of married and 60% of the employees in the martial status group of unmarried.

Interpretation :Thus, the above table indicate the majority of respondents are in the martial status of unmarried.

R
120 100 80 60 40 20 0 No. of Respondents Percentage

No yes

Analysis :It is evident that majority i.e 60% of the respondents are in the motivated by the officer group of Yes and 40% of the respondents are in the motivated by the officer group of No. Interpretation :Thus ,the above table indicate that majority of respondents motivated by the officer group of Yes.

4) Respondents classification according to monthly income:Monthly Income 3000-6000 7000-10000 No. of Respondents 03 06 Percentage 20 40

11000-15000 Above 15000

06 0

40 0

No. Of Respondents

3000-6000 7000-10000 11000-15000 above 15000

Analysis :-

It is evident that majority i.e 20% of respondents are in the monthly salary g 7000-10000, 40% of respondents are in the monthly salary group of 11000-15000. Interpretation:-

Thus, the table indicate the majority of respondents in the monthly income 5) Respondents classification according to type of family :Type of family Joint family Nuclear family No. of Respondents 9 6 Percentage 60 40

No. Of respondents

Joint Nuclear

Analysis :-

It is evident that majority i.e 60% of respondents are in the Joint family and Interpretation :Thus, the table indicate majority of the respondent are in Joint family.

6) Respondents classification according to the Employee Motivation :Are you motivated by The officer Yes No No. of Respondents 09 06 Percentages 60 40

120 100 80 60 40 20 0 No. of Respondents Percentage

No yes

Analysis :-

It is evident that majority i.e 60% of the respondents are in the motivated by th officer group of No. Interpretation :-

Thus ,the above table indicate that majority of respondents motivated by the o

7) Satisfactory level of employees with regards to compensation and other benefit Satisfactory level Satified Partially satisfied Not Satisfied No. of Respondents 3 3 9 Percentage 20 20 60

No. Of Respondents

Satisfied Partially Satisfied Not Satisfied

Analysis :-

It is evident that majority i.e 20% of the respondents are in the satisfactory lev of Partially satisfied, 40% of the respondents are in the satisfactory level group of u Interpretation :-

Thus ,the above table indicate that majority of respondents of satisfactory leve

8) Satisfactory level of employees with regards to incentives provided by the comp Satisfactory level Satified Partially satisfied Not Satisfied No. of Respondents 9 6 0 Percentage 60 40 0

80 70 60 50 40 30 20 10 0 Satisfied Partially satisfied Not satisfied Percentage No. Of Respondents

Analysis :-

It is evident that majority i.e 60% of the respondents are in the satisfactory lev of Partially satisfied. Interpretation :-

Thus ,the above table indicate that majority of respondents of satisfactory leve

9) Which of the following factors which motivates you most? Motivates most Salary increased Promotion Recognition No. of Respondents 9 6 0 Percentage 60 40 0

120 100 80 60 40 20 0 No. of Respondents Percentage

No yes

Analysis :-

It is evident that majority i.e 60% of the respondents are in the motivated by th motivated by the officer group of Promotion. Interpretation :-

Thus ,the above table indicate that majority of respondents motivated by the o

10) Satisfactory level of employees with regards to Suggestion and Opinion :Satisfactory level Satified Partially satisfied Not Satisfied No. of Respondents 3 6 3 Percentage 20 40 20

Satisfied Partially satisfied Not satisfied

Analysis :-

It is evident that majority i.e 30% of the respondents are in the satisfactory group of Partially satisfied and e 30% of the respondents are in the satisfactory lev Interpretation :-

Thus ,the above table indicate that majority of respondents of satisfactory

12) Satisfactory level of employees with regards to non- statuary benefits like shar Satisfactory level Satified Partially satisfied Not Satisfied No. of Respondents 3 9 3 Percentage 20 60 20

Satisfied Partially satisfied Not satisfied

Analysis :-

It is evident that majority i.e 20% of the respondents are in the satisfactory group of Partially satisfied and 20% of the respondents are in the satisfactory level Interpretation :-

Thus ,the above table indicate that majority of respondents of satisfactory

13) Satisfactory level of employees with regards to promotional provided by the co Satisfactory level Satified Partially satisfied Not Satisfied No. of Respondents 6 6 3 Percentage 40 40 20

No. Of Respondents

Satisfied Partially satisfied Not satisfied

Analysis :-

It is evident that majority i.e 40% of the respondents are in the satisfactory group of Partially satisfied and 20% of the respondents are in the satisfactory level Interpretation :-

Thus ,the above table indicate that majority of respondents of satisfactory

14) Satisfactory level of employees with regards to training provided by the comp Satisfactory level Satified Partially satisfied Not Satisfied No. of Respondents 3 9 3 Percentage 20 60 20

Satisfied Partially satisfied Not satisfied

Analysis :-

It is evident that majority i.e 20% of the respondents are in the satisfactory group of Partially satisfied and 20% of the respondents are in the satisfactory level Interpretation :-

Thus ,the above table indicate that majority of respondents of satisfactory

15) ) Satisfactory level of employees with regards to Relationship with superiors :Satisfactory level Satified Partially satisfied Not Satisfied No. of Respondents 9 3 3 Percentage 60 20 20

No. of Respondents

Satisfied Partially Satisfied Not Satisfied

Analysis :-

It is evident that majority i.e 60% of the respondents are in the satisfactory group of Partially satisfied and 20% of the respondents are in the satisfactory level Interpretation :-

Thus ,the above table indicate that majority of respondents of satisfactory

16) Satisfactory level of employees with regards to Relationship between Career D Satisfactory level Satified Partially satisfied Not Satisfied No. of Respondents 9 3 3 Percentage 60 20 20

No. Of Respondents

Satisfied Partially Satisfied Not Satisfied

Analysis :-

It is evident that majority i.e 60% of the respondents are in the satisfactory group of Partially satisfied and 20% of the respondents are in the satisfactory level Interpretation :-

Thus ,the above table indicate that majority of respondents of satisfactory

17) Satisfactory level of employees with regards to Adequate and detailed direction Satisfactory level Satified Partially satisfied Not Satisfied No. of Respondents 3 9 3 Percentage 20 60 20

Satisfied Partially satisfied Not satisfied

Analysis :-

It is evident that majority i.e 20% of the respondents are in the satisfactory group of Partially satisfied and 20% of the respondents are in the satisfactory level Interpretation :-

Thus ,the above table indicate that majority of respondents of satisfactory

18) Satisfactory level of respondents with regards to Motivational Policies of the c Level of motivation Satified Partially satisfied Not Satisfied No. of respondents 3 3 9 Percentage 20 20 60

No. Of Respondents

Satisfied Partially Satisfied Not Satisfied

Analysis :-

It is evident that majority i.e 20% of the respondents are in the satisfactory lev of Partially satisfied, 40% of the respondents are in the satisfactory level group of u Interpretation :-

Thus ,the above table indicate that majority of respondents of satisfactory leve 19) Since how many years you have been working in this company :No. of years 0-5 years 5-10 years 10-15 years Above 15 No. of Respondents 2 4 6 3

No. Of Respondents

0 to 5 5 to 10 10 to 15 Above 15

Analysis :It is evident that majority i.e 2 of the respondents are in the group of 0-5 yr, 4 group of 10-15 yr and 3 of the respondents are In the group of Above 15. Interpretation :-

Thus ,the above table indicate that majority of respondents of the group of 10

HYPOTHESIS TESTING On the basis of Analysis & Interpretation, the Hypothesis made earlier are tested as following :H-1 It is found to be true. Hence, it is accepted because satisfactory level of employees with regards to relationship between career development opportunities and the extend of employee motivation.

CONCLUSION

On analyzing the data collected from the respondents the following observation are made question put the respondents by using Questionnaire Research Methodology. a) I conclude that the majority of respondents in age group of 26-30 years. b) I conclude that the majority of respondents are in the monthly salary group 7000-15000. c) I conclude that the majority of respondents are in the Length Service group of Above 10 years. d) I conclude that the majority of respondents are in the Marital Status group of Unmarried. e) I concluded that the majority of respondents are belonging to Joint Family. f) I concluded that the majority of employees are not getting proper compensation in the organization. g) I concluded that the majority if employees are not getting financial support for the education of their children. h) 1 conclude that the majority of workers are satisfied with their supervisor behavior, i) I concluded that majority of employees are not getting Incentives. j) I concluded that majority of employees are satisfied with the opinion or suggestion of the managers. k) I concluded that majority of employees have to face some challenging task. l) I concluded that majority of employees are not satisfied with the Promotion Policies. m) I concluded that majority of employees are satisfied with the Motivational Policies of the organization. n) I concluded that majority of employees are in satisfaction level group of satisfied. o) I concluded that majority of employees are regards to relationship between career development opportunities and the extend of employee motivation are satisfied.

SUGGESTION On intellectual interpretation of questionnaire, various data, tables, literature of Motivational policies following recommendation are made for improvement in the policies to keep the moral of the employees up to the sky. a) Workers must get the education facility for their children. b) Wages must be given as per work. c) Training must be provided on the job. d) Workers must get the incentives. e) Working environment must be free between workers and management. f) Workers must have promotion as per their grades. g) The manager must be available in. any type of challenging task of the workers. h) The workers must get reinforcement by their managers. i) The managers must listen to their workers opinion and suggestion. j) Innovation or creativity must be welcomed by the organization.

BIBLIOGRAPHY

BIBLIOGRAPHY

Sr. No 1

Name of books

Author

Published by

Human Management

Resource S. S. Khanka

S. Chand & Co. Ltd.

HR

&

Personnel Aswathappa K

Himalaya Publications

Management 3 Personal Management

C.B. Mamoria& S. Himalaya V. Ghankar Publications

Questionnaire
1) Respondents classification according to age :Age 20-25 26-30 31-35 No. of Respondents

2) Respondents classification according to Qualification :Qualification HSC GRADUTE PG ANY OTHER No. of Respondents

3) Respondents classification according to Marital Status :Marital Status Married Unmarried No. of Respondents

4) Respondents classification according to monthly income:Monthly Income 3000-6000 No. of Respondents

7000-10000 10000-15000 Above 15000 5) Respondents classification according to type of family :Type of family No. of Respondents Joint family Nuclear family

6) Respondents classification according to the Employee Motivation

:Are you motivated by the officers Yes No No. of Respondents

7) Satisfactory level of employees with regards to compensation and

other benefit :Satisfactory Level Satisfied Partially satisfied Not satisfied No. of Respondents

8) Satisfactory level of employees with regards to incentives

provided by the company for higher productivity :Satisfactory Level No. of Respondents Satisfied

Partially satisfied Not satisfied 9)Which of the following factors which motivates you most ? A) Salary Increased B) Promotion C) Recognition

10) Do you think that incentives and other benefits will influence
your performance ? A) Influence B) Does not influence C) No opinion

11) Satisfactory level of employees with regards to suggestion and

opinion :Satisfactory Level Satisfied Partially satisfied Not satisfied No. of Respondents

12) Satisfactory level of employees with regards to non-statuary

benefits like sharing of profits or offering shares :Satisfactory Level No. of Respondents Satisfied Partially satisfied Not satisfied

13) Satisfactory level of employees with regards to promotion

provided by the company :Satisfactory Level No. of Respondents Satisfied Partially satisfied Not satisfied

14) Satisfactory level of employees with regards to training

provided by the company :Satisfactory Level Satisfied Partially satisfied Not satisfied No. of Respondents

15) Satisfactory level of employees with regards to Relationship

with superiors :Satisfactory Level Satisfied Partially satisfied Not satisfied No. of Respondents

16) Satisfactory level of employees with regards to relationship

between career development opportunities and the extend of employee motivation :Satisfactory Level No. of Respondents

Satisfied Partially satisfied Not satisfied

17) Satisfactory level of employees with regards to Adequate and

detailed direction provided by the superiors :Satisfactory Level No. of Respondents Satisfied Partially satisfied Not satisfied

18) Satisfactory level of employees with regards to Motivational

Policies of the company :Level of motivation No. of employees

19) Since how many years you have been working in this company
? A) 0-5 years B) 5-10 years C) 10-15 years D) Above 15

Index
1. Introduction 2. Effects of Motivation Policies on Employees 3. Research Methodology i) ii) iii) iv) v) vi) Title of study Objective of Topic Hypothesis of the study Need & Importance Method & Tools Limitation

4. Company profile 5. Data Interpretation And Analysis 6. Hypothesis Testing 7. Conclusion 8. Suggestion 9. Bibliography 10. Appendix