INTRODUCTION

MOTIVATION:
Motivation is a general term used to describe the process of starting,
directing, and maintaining physical and psychological activities.
The word motivation comes from the Latin word movere to move.
All behavior is in some way motivated. The motivation refers to states
within an individual that drives his behavior towards some goals.

DEFINITION:
Something that moves the person to action and continues him in the
course of action already initiated.

OBJECTIVES OF MOTIVATION:
It is a bare fact that most of us use only a small portion of our mental and
physical abilities.
To exploit the unused potential in people, they are to be motivated.
Such exploitation results in greater efficiency, higher production and better
standard of living of the people.

NATURE OF MOTIVATION:
It is a psychological concept. It is based on human needs which generate
within an individual.
Motivation is total, not piece-meal. A person cannot be motivated in parts,
an employee is an indivisible unit and his needs are interrelated.
Motivation is an continuous process. It is not a time-bound programme or
touch-and-go affair. Human needs are infinite.
Motivation causes goal-directed behavior.
Motivation may be financial or non financial. Financial incentives include
pay, allowances, bonus and perquisites. Non financial incentives consist of
recognition, praise, responsibility, participation in decision making,
challenging job etc.
Motivation is a complex process.

OBJECTIVES

This study is carried out

To find out whether the existing motivational techniques are satisfactory to
the employees.
To know the opinion of the employees working condition, job security wage
structure, monetary rewards etc in Syrma technology.
To find out whether the motivation reflects on the relationship with superiors
and peers.
To know the opinion of the employees relationship with superiors and coworkers.
To find out whether the motivation leads to greater performance.
To offer other suggestions to management to improve the motivational
factors among the employees.

LIMITATIONS OF THE STUDY

The research has been studied for short period. Certain respondents were
averse to give necessary information. Some of the respondent misleaded the
researcher by giving preconceived notion. All the respondents were so busy that
the researcher found it difficult to acquire the datas.

SCOPE OF STUDY

This study is to interpret the satisfaction of the employees in the existing

motivational techniques in SYRMA TECHNOLOGY PRIVATE LIMITED,
TAMBARAM SANITORIUM. It consists of relevant and useful analysis
regarding job satisfaction.
This is a true representation of the entire population in the organisation.

CHAPTER ARRANGEMENTS

Chapter 1 contains Introduction, Statement of problem, Objectives,

Limitations of study, Scope of study.

Chapter 2 contains Research Methodology and Review of literature about

the motivational techniques.

Chapter 3 contains Company profile and Organisational structure.

Chapter 4 contains Data analysis & interpretation and the findings.

Chapter 5 contains Recommendations & Suggestions and the conclusion

RESEARCH METHODOLGY

Research methodology is way to systematically solve the research problem.

It is a plan of action for a research project and explains in detail how data are
collected and analyzed. Research Methodology may be understood as a science of
studying how research is done scientifically. It can cover a wide range of studies
from simple description and investigation to the construction of sophisticated
experiment.
A clear objective provides the basis of design of the project. Since the main
objective of this study is to identify the customers preference, expectation and
perception. It was decided to use descriptive research design include, surveys and
fact-findings enquires of different kinds, which found out to be the most suitable
design in order to carry out the project.

MEANING OF RESEARCH:
Research is an art of scientific investigation. The advanced learners
dictionaries of current English lay are down the meaning of research as, a careful
investigation (or) inquiry especially through search for new facts in any branch of
knowledge. Redmen and Mary define research as a systematic effort to gain
knowledge.

RESEARCH DESIGN:
A Research design is plan that specifies the objectives of the study, method
to be adopted in the collection of the data, tools in analysis of data and helpful to

frame hypothesis. A research design is the arrangement of condition for collection

and analysis of data in a manner that aims to combine relevance to research
purpose with economy in procedure.
Research design is needed because it facilitates the smooth sailing of the
various project operations, thereby making the project as efficient as possible
yielding maximal information with minimal expenditure of effort time and money.
Also it minimizes bias and maximizes the reliability of the data collected.

SAMPLE SCHEME
The number of sample size selected was 100 for this study which includes
both technical and non technical employees. Simple random sampling is used as
sampling techniques for this study.

PERIOD OF STUDY
The study was carried out for a period of 3 months.

METHOD OF DATA COLLECTION

The data were collected from the employees of SYRMA TECHNOLOGY

PRIVATE LIMITED.

PRIMARY DATA:
The data which are collected afresh for the first time and thus happen to be
original in character is called primary data.
The primary data was collected from the employees of Syrma Technology
through a direct structured questionnaire. Respondent has filled the questionnaire.

SECONDARY DATA:
The data which have already been collected and analyzed by someone else is
called secondary data.
The secondary data was used mainly to support primary data. Company
profiles, websites, magazines, articles were used widely.

SAMPLING SIZE AND TECHNIQUE:

Type of universe:
9

The first step in developing any sample is clearly defining the set of
objectives, technically called the universe, to be studied. Here the universe is the
employees Syrma Technology Pvt Ltd.
Size of sample:
It refers to the number if items to be selected from the universe to constitute
a sample. Here 100 employees of Syrma Technology Pvt Ltd in Chennai were
selected as size of sample.
Sample design:
When population elements are selected for inclusion in the sample based on
the case of access, it is called convenience sampling method for the convenience of
the researcher.

TOOLS OF ANALYSIS

10

Statistical tool:
These are tools, which helps to analyze the collected data. This analysis
contains various approaches like comparisons, detecting, accuracy, estimation etc.
in my survey I applied some statistical tool for analyzing raw data

The tools used for analysis are

1. Simple percentage
2. Chi-square test
3. Anova-one way classification model
4. Weighted average method

STATISTICAL FORMULA
PERCENTAGE ANALYSIS

11

Percentage refers to a special kind of ratio. Percentages are used in making

comparison between two or more series of data. Percentages can also used to
compare the relative terms, the distribution of two or more series of data.
The easy and simplicity of calculating, the general understanding of its
purpose and the universal applicability of the percent static have made it most
widely and standardized tool in researchers.
Percentage analysis formula:
Number of Respondents
Percentage =

------------------------------------ * 100
Total number of population

WEIGHTED AVERAGE METHOD

The term weights stands for the relative importance of different items.
The formula for computing weight average is
Weighted average method = Sub weight
Sample size

ANNOVA-ONE WAY CLASSIFICATION

The analysis of variance is a method which separates the variation ascribable
to one set of causes from the variation ascribable to other set. The total variation is
split up into the following two components:

12

(a) Variation within the subgroups of samples

(b) Variation between the subgroups of the samples
The technique of analysis of variance is referred to as ANOVA. A table
showing the source of variation, the sum of squares, degrees of freedom, mean
square (variance) and the formula for the F-ratio is known as ANOVA TABLE.
F-statistic = Variance between the samples
Variance within the samples

CORRELATION ANALYSIS
Correlation is a statistical tool which studies the relationship between two
variables, and correlation analysis involves various methods and techniques used
for studying and measuring the extent of the relationship between two variables.
Correlation analysis enables a marketing manager to estimate cost, sales and
other variables on the basis of other series that costs, sales and prices may be
functionally related. Correlation may be classified as 1) positive and negative 2)
simple, multiple and partial 3) linear and non-linear.

CHI-SQUARE ANALYSIS

Chi-square ()

O E

E
13

Where
O

The observed frequency

The expected frequency

Expected frequency formula

E

Row total Column total

Grand total

Degree of freedom: (r 1) (c 1)
Where
r

Number of rows

Number of columns

Rules
If the chi square value is less than table value then accept the null hypothesis.
If the chi square value is greater than table value then reject the null hypothesis.

REVIEW OF LITERATURE
MOTIVATION:

14

Motivation is a general term used to describe the process of starting,

directing, and maintaining physical and psychological activities.
The word motivation comes from the Latin word movere to move.
All behavior is in some way motivated. The motivation refers to
states within an individual that drives his behavior towards some goals.
The important task before every manager is to secure optimum
performance from each of his subordinates. Motivation is a process of including
and instigating the subordinates to put in their best. Motivation is influenced
significantly by the needs of a person and the extents to which these have been
fulfilled. To motivate the subordinates, the manager must, therefore, understand
their needs.
DEFINITION OF MOTIVATION:
Motivation may be defined as something that moves the person to Action
and continues him in the course of action already initiated.
W.G. SCOTT has defined motivation as a process of stimulating people to
action to accomplish desired goals.

EDWIN B.FLIPPO defined motivation as the process of attempting to

influence others to do your will through the possibility of gain or reward.

15

MOTIVATIONAL MODEL

Need Deficiency

Search and choice

of strategy

Goal Directed
Behaviour

Revaluation of
needs

Rewards or
Punishment

Evaluation of
Performance

NEED FOR MOTIVATION

It leads to job satisfaction of the workers which will reduce absenteeism and

increases turnover.
It will create better industrial relations in the enterprises.
It also the foster team spirit among the workers and their loyalty to the work

group.
Effective motivation succeeds not only in having an accepted but also in

gaining a determination to see that it is executed efficiently and effectively.

It will get people on your side and theyll want to help you. Piss them off

and theyll do everything they can to screw you over.

16

TYPES OF NEEDS:
There are three types of needs.
Primary Motives
General Motives
Secondary Motives
1. Primary Motives:
The use of the term primary does not imply that this group of motives
always takes precedence the general and secondary motives. Although the
precedence of primary motives is implied in some motivation theories there are
many situations in which the general and secondary predominate over primary
motives.
Examples are fasting for a religious social or political cause. In both cases
learned secondary motives are stronger than unlearned primary motives.
2. General Motives:
A separate classification for general motives is not always given. Yet such a
category seems necessary because there are a number of motives which lie in the
gray area between the primary and secondary classifications. To be included in the
general category, a motive must be unlearned but not physiologically based.

3. Secondary motives:
17

Secondary motives are most important. The motives of hunger and thirst are
not dominant Amount people living in the economically developed world. Some
examples of secondary motives are power, achievement and status. Every person in
a responsible position in business, education and act may exhibit a need for power
CHARACTERISTICS OF MOTIVATION
Motivation deals with workers on the psychological plane. Effective

performance on the part of workers can be said to be the result of their

abilities backed by proper motivation.
A motivational device which promises fulfillment of some needs of workers

and not others will fall shorts to its objectives of looking total commitment
of workers.
A worker will perform the desired activity only so long as he sees his action

as a means of continued fulfillment of his strongly felt needs.

Motivation may be provided in several ways depending upon the needs,

emotions and sentiments of workers.

Motivation cannot be a time-bound process. Not it can be a touch-and-go

affair.
To keep the workers continuously engaged in the planned activities, they

must be kept in a state of continued animated tension by means of unfolding

before them ever new avenues for the satisfaction of their limitless needs.

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IMPORTANCE OF MOTIVATION
The increased attention towards motivational is justified by several reasons;
Motivated employees are always looking for better ways to do a job.
A motivated employee generally is more quality oriented.
Highly motivated workers are more productive than apathetic workers.

Finally, many organization are now beginning to pay increasing attention to

develop their employees as future resources upon which they can draw as they
grow and develop.
FACTOR INFLUENCING INDIVIDUAL MOTIVATION IN ORGANISATION

Attitudes

Goals

Beliefs

Motivation

Values

Needs

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MOTIVATING FACTORS
Some managers try to motivated employees through the use of rewards,

punishments and formal authority. But, motivation is much more

complicated than that.
It involves the ideas of family, teamwork, growth, learning, other benefits

and the like the employees do not enjoy a routine, monotonous role of being
log in the wheel. They prefer taking risk, making decision and delivering the
goods.
Innovation and creativity have come to be crucial needs for executives

today. They like to be listened for the suggestions and new ideas.
Employees look forward for the development of new skills rather than

security of jobs in an organization. Training and development programmes

also provided to break from the daily routine and work pressure.
Todays employees, therefore, want to add to themselves as they make

valuable contributions to their organization.

Just as employees have a need for challenges work involving risk they also

need to be forgiven for and mistake made in the process. Employees fee
motivated any perform better when mistakes are forgiven of ignored.

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FINANCIAL INCENTIVES
Financial incentive is concerned directly of indirectly with money. Factors
such as Wages, Salary, Bonuses, Profit-sharing, Leave with pay, Medical facility,
Insurance, Housing facility, Retirement benefit and the like are individual under
this type of motivation. Money is a means through which one can satisfy higher
order needs.
NON FINANCIAL INCENTIVES:
Non-financial motivation is not connected with monetary rewards. They are
psychic rewards of the rewards of enhanced position that can be secured in the
work organization. Some of the most commonly used non-financial motivation is,
Appraisal, praise, and prestige
Status and pride
Competition
Delegation of authority0
Participation

21

 Job security
Job enlargement
Job rotation
Job loading
Job enrichment
Quality of work life

TYPES OF MOTIVATION:
Positive motivation
- Involves proper recognition of employees efforts and appreciation
of employee contribution towards the goal achievement.
- Improve the standard of performance, lead to good team spirit, and
a sense of cooperation.

Negative motivation
- Based on force, fear and threats.
- The fear of punishment
-

Threatened with demotion, dismissed, lay-off, pay cut etc.

22

 Extrinsic motivation
- include higher pay, retirement benefits, rest periods, holidays, profit
sharing schemes, health and medical insurance, vacation etc.
Intrinsic motivation
- Praise,

recognition,

responsibility,

esteem,

power,

status,

participation etc.

MOTIVATION AND MORALE:

Motivation and morale in industry are often used interchangeably; though
they are referred as two different kinds of phenomena. Motivation refers to the
propensity toward a particular behavioral pattern to satisfy a need or deficiency.
Morale describes an employees attitudes, feelings and judgment about his work,
peers, supervisors, subordinates and his organization. A highly motivated employee
may not have high morale, through motivation to some degree provides potential
for morale.

THEORIES OF MOTIVATION:

23

The importance of motivation to human life and work can be judged by the
number of theories that have been propounded to explain peoples behavior. They
explain human motivation through human needs and human nature. Prominent
among these Theories and particularly relevant to us are Maslows Need Hierarchy
Theory, McGregors Theory x and y and Hertzberg, Motivation Hygiene
Theory.
We shall discuss three important theories in detail as follows;
1) Maslows Need Hierarchy Theory
2) McGregor Theory x and y and
3) Hertzberg Two Factor Theory

MASLOW NEED HIERARCHY THEORY:

Maslow theory is significant because it encompasses all human needs and
classifies them into five neat all-inclusive categories. There are give need-clusters.

a) Physiological Needs:
Physiological needs are basic to life viz.., thirst, and companionship among
others. They are relatively independent of each other and in some areas can be
identified with a specific location in the body. These needs are cyclic. In other
words they are satisfied for a short period: then they reappear.

24

Every human being wants to fulfill their basic needs that are survival needs like
food, water and shelter and sex. once these basic needs are satisfied to the degree
needed for the sufficient and comfortable operation of the body, then the other
levels of needs become important and start acting as motivators.

b) Safety and Security needs:

Safety needs also called security needs, find expression in such series as
economies security and protection from physical dangers and a desire for an
orderly and predictable world. Like physiological needs, these become in active
once they are satisfied.

These the physiological needs are gratified, the safety and security needs
become predominant. These are the needs for self-preservation as against
physiological needs which are for survival; these needs include those of security,
stability, freedom from anxiety and a structured and ordered environment.

c) Love and Social needs:

These needs include the desire for love companionship and friendship these
needs reflect persons desire to be accepted by others.

25

Social needs refer to belongingness. All individuals want to associate with

others to gain acceptance and to give and receive friendship from them. People do
not work for money alone but also for companionship. Cohesive informal groups
indicate that employees have found an outlet for their social needs.

d) Esteem needs:
Esteem needs refer to a desire for firmly-based high evaluation from others for
self respect and self esteem. They include those needs which indicate self
confidence, achievement, competence, knowledge and independence.
The need for esteem is to attain recognition from others which would induce a
feeling of self-worth and self-confidence in the individual. It is an urge for
achievement, prestige, status and power, self-respect is the internal recognition.
The respect from others is the external recognition.

e) Self Actualization needs:

Self Actualization needs refer to self-fulfillment. The term Self-Actualization
was coined by a Kurt Goldstein and means to become actualized in what one is
potentially good at.
The last need is the need to develop fully and to realize ones capacities and
potentialities to the fullest extent possible, whatever these capacities and
potentialities may be. This is the highest level of need in maslows hierarchy and is
activated as a motivator when all other assignments that allow for creativity and
opportunities for personal growth and Advancement.

26

 THEORY X AND THEORY Y:

Douglas McGregor proposed two distinct views of human beings. One
basically Negative, labeled theory x and other basically positive, labeled theory y.

Under theory x, the four negative assumptions held by managers are:

1.

Employees inherently dislike work and whenever possible will attempt to

avoid it.

2.

Since employees dislike work, they must be coerced, controlled, or

threatened with punishments to achieve goals.

3.

Employees will avoid responsibilities and seek formal direction

whenever possible.

4.

Most workers place security about all other factors associated with work
and will

display little ambition.

In contrast to these negative views about the nature of human beings,

McGregor Listed the four positive assumptions that he called theory Y.:
1.

Employees can view work as being as natural as rest or play.

2.

People will exercise self-direction and self-control if they are committed

to the objectives.

27

3.

The average person can learn to accept even seek responsibility.

4.

The ability to make innovative decisions is widely dispersed throughout

the Population and is not the

sole province of those in management

positions.

HERZBERG TWO FACTOR THEORY:

According to Hertzberg, man has two different: categories of needs, which are
essentially independent of each other and affect behavior in different ways. When
people feel happy about their job, there an extra-in job, and also it increase the job
satisfaction.
Fredrick Hertzberg two factor theories concludes that certain factors in the
work place result in job satisfaction, while others do not, but if absent lead to
dissatisfaction.

He distinguished between:
Hygiene Factors:
Wages
Salary
Company policies
Interpersonal Relation with Peers
Job Security
Supervisors Technical

28

Hygiene factors present dissatisfaction in the organization. According to him,

hygiene factors are very necessary to maintain the human resources of an
organization.
Motivational Factors:
Job itself
Recognition
Achievement
Responsibility
Growth and Advancement

These factors are interrelated and are positively related to motivation.

According To Hertzberg job promotions, higher responsibilities, participation
in central decision making are all signals of growth and advancement of
employee in the organization.

COMPANY PROFILE
Syrma provides global OEMs unique partnership opportunities to reduce
product

development

costs

and deliver

globally

competitive

electronic

manufacturing services through leveraging Syrmas contract engineering and

manufacturing services teams. Syrma, along with the resources of the Tandon
Group companies have a 30 year legacy of creating innovative manufacturing and

29

fulfillment solutions for global end markets, with unique business models to enable
OEMs to grow their presence in the rapidly expanding India market.
Syrma is the manufacturing arm of the Tandon Group. We specialize in
collaborative design (CDM) and manufacturing of med/high mix and flexible
volume electronic products. In addition we offer precision component technology
and manufacturing for RFID tags and magnetic products. We provide these
services to OEMs in the following market segments:

Industrial

Medical

Defense

Telecommunitions

Company History of Syrma and the Tandon Group

Syrma has a long heritage of continuous technology and manufacturing
innovation. This has helped Syrma and the Tandon Group companies expand their
presence worldwide and lead to servicing marquee customers such as Compaq,

Dell, IBM, Apple and Western Digital. Some of the products manufactured over
the years have included: Disk Drives, Memory Modules, Power Supplies /
Adapters, DC Motors, Fiber Optic Assemblies & a variety of electronic
components.

30

Today Syrma and the Tandon Group have developed an infrastructure that
uniquely positions it to assist global customers to explore the growth opportunity
presented by Indias vast domestic market.
Manufacturing services include:

Advanced process and manufacturing technology

Product Launch/NPI

DFx Services / Collaborative design and product development services

PCBA and systems integration

Precision electromechanical assembly expertise

Tandon Group Companies

Linking a design and manufacturing service solution to the specialized
fulfillment capabilities of the several Tandon Group companies can enable a highly
competitive and differentiable solution for YOUR Companys products.
Defense Market Manufacturing and Fulfillment Solutions
Memory Electronics
MEPL is a Licensed Manufacturer of Defense Equipments, approved by
Ministry of Defense, Govt.of India. This group company has manufacturing units

in Nasik and Mumbai, Memory Electronics Pvt. Ltd. (MEPL) offers total state of
the art solutions to customers in the field of Defense Electronics.

31

Wireless Communications Manufacturing and Fulfillment Solutions

3G Wireless Communications
3G Wireless is a wholly subsidiary of Memory Electronics focused on
providing turnkey communication solutions. The 3G team serves as a consultancy
capable of providing a one stop shop for all wireless communication requirements.
Its services encompass the entire process from defining the requirements to product
selection, installation, value added services and repair / maintenance.
Syrma Technologys Engineering services enable customers to leverage their
internal innovation capabilities - offering a win-win proposition - OEMs
intellectual property is protected while leveraging our design capabilities to lower
their costs and improve the time to market for new products.
1. Accelerate market entry
2. Reduce product costs
3. Reduced product development costs

32

Manufacturing Services
Syrma is a leader in providing manufacturing and integrated supply chain
services with focus towards the India market. Syrmas services include
engineering, manufacturing and Integration / sales support in several India market
verticals.

Syrma is helping OEMs become more competitive in the emerging India

market We are India market specialists and can accelerate OEMs introduction of
33

new products to the India market.

A Powerful Edge for Productivity Syrma increases your responsiveness and
efficiency so you can deliver greater value to your customers.
As your partner we:
Manage your manufacturing operations
Streamline the entire product life cycle
Improve your productivity
Give you a competitive edge

34

RFID Passive tags manufacturer: RFID Cards, Labels, Wrist band, Key Fobs,
ISO, Clamshell, Laundry, Glass cards provider.
RFID or "Radio Frequency Identification" technology relies on radio signals
for transmission of information. Its most basic application is the identification of
people, animals, goods, and miscellaneous objects. Due to its numerous advantages
over other identification systems, RFID systems are replacing bar codes, optical
character
recognition,
biometry,
contact
cards
etc.
Syrma in tune with the growing RFID Market is building a Design and
Development Center to cater to the needs of its elite Customers.

Some of the RFID Tags include:

Wrist Bands
Key Fobs
Clamshell Cards
ISO Cards
Molded Tags
Epoxy Potted Tags
Nail Tags
Laundry Tags
Clear Discs
Transponders/ Inlays
Glass Tags/ Tube Tags

35

Apart from the above we design and manufacture tags for specific applications.

High temperature
Harsh environment
Waste management
Pigeon racing
Sports timing
For metal environment (on metal tag)
Tamper proof
Pallet tracking
Labels
Jewelry management

ORGANISATION STRUCTURE

36

PRESIDENT

HEAD
FINANCE

GM HR &
ADMIN

HEAD
FACILITIES
& MR

HEAD
QA

HEAD
HR

HEAD
PROCESS

GM
OPERATIONS

GM SALES &
MARKETING

GM ENGG
TOOLING
CALIBERATION

HEAD
MIS

HEAD
MATRL,
EXIM, PPC

HEAD PRODN,
MAGNETICS,
RFID

HEAD PRODN
VOICE COILS

ORGANISATION STRUCTURE ANTENNA

37

PRESIDENT

VP BUSINESS
DEVELOPMENT

VENDOR
DEVELOPMENT

MANAGER
QA

Sr. GENERAL
MANAGER

PROGRAM
MANAGER

MANAGER
PRODUCTION

MANAGER
ENGINEERING

HEAD
MATERIALS

DATA ANALYSIS AND INTERPRETATION

38

TABLE 1:
SATISFACTION REGARDING MOTIVATION GIVEN BY SUPERIORS

FACTORS
Agree
Disagree
I dont know
Total

NO OF
RESPONDENTS

PERCENTAGE

86
6
8
100
Source: computed

86
6
8
100

From the above table it is found that 86% of the respondents are satisfied regarding
motivation given by the superiors and 6% are not satisfied with the motivation
given by superiors.

CHART 1:
SATISFACTION REGARDING MOTIVATION GIVEN BY SUPERIORS
39

TABLE 2:
SATISFACTION REGARDING THE EXISTING MOTIVATIONAL
TECHNIQUE

40

FACTORS

NO OF
RESPONDENTS

PERCENTAGE

Highly satisfied

10

10

Satisfied

48

48

Satisfied to some extent

34

34

Dissatisfied

Highly dissatisfied

100

100

Total

Source: computed
From the above table it is clear that 10% of respondents are highly satisfied, 48%
are satisfied, 34% are satisfied to some extent, 4% are dissatisfied, 4% are highly
dissatisfied regarding the existing motivational techniques.

CHART 2:
SATISFACTION REGARDING THE EXISTING MOTIVATIONAL
TECHNIQUE
41

TABLE 3:
PERCENTAGE OPINION OF RESPONDENTS IN IMPROVING
EXISTING MOTIVATIONAL TECHNIQUES

42

FACTORS

NO OF
RESPONDENTS

PERCENTAGE

0-5 %

16

16

6-30 %

30

30

31-60%

30

30

61-80%

12

12

81-100%

12

12

Total

100

100

Source: computed
From the above table it is clear that 16% of the respondents need 0-5% level,
30% of the respondents need 6-30% level, 30% of the respondents need 31-60%
level, 12% of the respondents need 61-80% level and 12% of the respondents need
81-100% level of improvement in existing motivation techniques.

CHART 3:
PERCENTAGE OPINION OF RESPONDENTS IN IMPROVING
EXISTING MOTIVATIONAL TECHNIQUES

43

TABLE 4:
RESPONDENTS SATISFACTION REGARDING REWARDS

44

RESPONSES

NO OF
RESPONDENTS

PERCENTAGE

Yes

60

60

No

40

40

Total

100

100

Source: computed
From the above table it is clear that 60% of the respondents are satisfied and 40%
of the respondents are not satisfied regarding rewards.

CHART 4:
RESPONDENTS SATISFACTION REGARDING REWARDS

45

TABLE 5:

46

OPINION OF RESPONDENTS IN OBTAINING ENCOURAGEMENT

RESPONSES

NO OF
RESPONDENTS

PERCENTAGE

Yes

80

80

No

20

20

Total

100

100

Source: computed
From the above table it is clear that 80% of the respondents are satisfied and
20% of the respondents are not satisfied in obtaining encouragement.

CHART 5:
OPINION OF RESPONDENTS IN OBTAINING ENCOURAGEMENT

47

TABLE 6:
OPINION ABOUT REWARD AND PRODUCTIVITY

48

RESPONSES

NO OF
RESPONDENTS

PERCENTAGE

Agree

80

80

Disagree

I dont know

12

12

100

100

Total

Source: computed
From the above table it is clear that 80% of the respondents have agreed, 8% of
respondents have disagreed and 12% of the respondents are said i dont know that
rewards leads to high productivity.

CHART 6:
OPINION ABOUT REWARD AND PRODUCTIVITY

49

TABLE 7:
OPINION OF EMPLOYEES TOWARDS JOB

50

SATISFACTION
FACTORS

NO OF
RESPONDENTS
38

PERCENTAGE

Career development

40

40

Recognition

16

16

Others

100

100

Interesting work

Total

38

Source: computed
From the above table it is observed that 38% of the respondents are opinion
that interesting work gives job satisfaction, 40% of respondents consider career
development as the most important factors which gives job satisfaction, 16% of
respondents said that recognition gives job satisfaction and the rest of the 6% of
respondents are view that some other factors also job satisfaction.

CHART 7:
OPINION OF EMPLOYEES TOWARDS JOB SATISFACTION
51

TABLE 8:
EMPLOYEES EXPECTATION REGARDING JOB

52

EXPECTATION

NO OF
RESPONDENTS

PERCENTAGE

Maximise the earning

16

16

Desire for more leisure

10

10

Greater security
More interesting work
Career development
Total

8
20
46
100

8
20
46
100

Source: computed
From the above table it is clear that 16% of respondents expect maximizing
their earning, 10% of respondents expect desire for more leisure in their job, 8% of
respondents expect greater security in their job, 20% of respondents expect more
interesting work in their job and 46% of respondents expect career development in
their job.

CHART 8:
EMPLOYEES EXPECTATION REGARDING JOB

53

TABLE 9:
INFLUENCE OF MOTIVATION ON BEHAVIOUR AT WORK AND
RELATIONSHIP WITH SUPERIORS AND PEERS

54

RESPONSES

YES

NO

TOTAL

YES

78

16

94

NO

TOTAL

84

16

100

To test whether the employees accepts that the motivation influence

behaviour at work and reflects on the relationship with superiors and peers, we use
chi square test.

HYPOTHESIS
Ho : The motivation influence behaviour at work and reflects on the
relationship with superiors and peers
H1 : The motivation does not influence behaviour at work and reflects
on the relationship with superiors and peers

CHI SQUARE TABLE

55

O-E

(O-E)2

(O-E)2/E

78

78.96

-0.96

0.922

0.012

16

15.04

0.96

0.922

0.061

5.04

0.96

0.922

0.183

0.96

-0.96

0.922

0.960

Calculated 2 = (O-E) 2 / E = 1.216

Degrees of freedom = n 1 = 4 1 = 3
The tabulated value for 2 for 3 degree of freedom at 5% level = 7.815
Since calculated 2 is lesser than the tabulated 2, we accept the null hypothesis.

INFERENCE: The motivation influence behaviour at work and reflects on the

relationship with superiors and peers

TABLE 10:

56

FACTORS LEVELLING TO GREATER PERFORMANCE

RESPONSES

NO OF
RESPONDENTS

PERCENTAGE

Ability

10

10

Training

20

20

Motivation

32

32

Good supervision

20

20

All

18

18

Total

100

100

Source: computed
From the above table it is observed that 10% of respondents feel that ability
alone gives greater performance, 20% of respondents feel that training only leads
to greater performance, 32% of the respondents feel that motivation leads to
greater performance, 20% of the respondents feel that good supervision leads to
greater performance and 18% of the respondents feel that the ability, training,
motivation, good supervision leads to greater performance.

57

CHART 10:
FACTORS LEVELLING TO GREATER PERFORMANCE

TABLE 11:
58

RESPONDENTS OPINION ABOUT CHARACTERISTICS OF

MOTIVATION ENVIRONMENT
WEIGHTAGE

RANK

WEIGHTAGE AVERAGE RANK

TOTAL

Understanding
effort &
performance
level

24 14 16 30 16

300

3.00

Participation of
employees in
decision making

20 14 20 22 14

284

2.84

358

3.58

Recognition

18 28 18 14 22

306

3.06

Rewards and
appreciation

12 12 24 24 28

256

2.56

Providing greater 26 32 24 10
opportunity for
growth

Formula = Xi*Wi+Wj+..Xn*Wn/N
Xi = No. of opinion polled in particular parameter
Wi = Weight given for particular rank
N = Total no. of respondents

59

TABLE 12:
SATISFACTION WITH THE BASIC NEEDS GIVEN BY THE COMPANY
FACTORS

NO OF
RESPONDENTS

PERCENTAGE

Highly satisfied

22

22

Satisfied

56

56

Satisfied to some extent

20

20

Dissatisfied

No opinion

100

100

Total

Source: computed
From the above table it is observed that 22% of respondents are highly
satisfied with the basic needs providing by the company, 56% of respondents are
satisfied, 20% of respondents are satisfied to some extent and 2% of respondents
are dissatisfied.

60

CHART 12:
SATISFACTION WITH THE BASIC NEEDS GIVEN BY THE COMPANY

61

TABLE 13:
RESPONDENTS OPINION THAT MEDICAL FACILITY AND
INSURANCE MOTIVATES TO THEM

RESPONSES

NO OF
RESPONDENTS

PERCENTAGE

Yes

60

60

No

40

40

Total

100

100

Source: computed
From the above table it is observed that 60% of respondents are opinion that
medical and insurance facility provided is highly motivated to them.

62

CHART 13:
RESPONDENTS OPINION THAT MEDICAL FACILITY AND
INSURANCE MOTIVATES TO THEM

63

TABLE 14:
RESPONDENTS SATISFACTION WITH MOTIVATIONAL
ATTRIBUTES GIVEN BY THE COMPANY

RESPONSES

NO OF
RESPONDENTS

PERCENTAGE

Yes

78

78

No

22

22

Total

100

100

Source: computed
From the above table it is clear that 78% of the respondents are satisfied with
the motivational attributes given by the concern.

64

CHART 14:
RESPONDENTS SATISFACTION WITH MOTIVATIONAL
ATTRIBUTES GIVEN BY THE COMPANY

65

TABLE 15:
ACCEPTANCE REGARDING INCREASE IN PRODUCTIVITY
THROUGH MOTIVATION

RESPONSES

To a large extent
To some extent
Not at all
Total

NO OF
RESPONDENTS

PERCENTAGE

44
52
4
100

44
52
4
100

Source: computed
From the above table it is observed that 44% of respondents accept to a large
extent regarding increase in productivity through motivated, 53% of respondents
accept to some extent and 4% of respondents not accept.

66

CHART 15:
ACCEPTANCE REGARDING INCREASE IN PRODUCTIVITY
THROUGH MOTIVATION

67

TABLE 16:
PROVISION OF MONETARY REWARDS

RESPONSES

NO OF
RESPONDENTS

PERCENTAGE

Yes

76

76

No

24

24

Total

100

100

Source: computed
From the above table it is observed that 76% of the respondents accept
regarding monetary rewards to them.

68

CHART 16:
PROVISION OF MONETARY REWARDS

TABLE 17:
69

SATISFACTION REGARDING THE EXISTING MOTIVATIONAL

TECHNIQUE

DPT

HIGHLY
SATISFIED

SATISFIED

SATISFIED
TO SOME

NO

DISSATISFIED

OPINION

EXTENT

Production

14

Stores

14

Purchase

Accounts

14

12

Total

12

50

30

To test whether the employees in SYRMA TECHNOLOGY have significant

difference with existing techniques we use ANOVA one way test.

HYPOTHESIS
Ho There is no significant difference between the satisfactions level of

70

existing techniques.
H1 There is significant difference between the satisfactions level of existing
techniques.
Correction factor

= (T)2/N = (100)2/20 = 500

Total sum of squares = (72+652+140+16+16) C.F

= 896-500
= 396
Sum of squares between satisfaction levels
= [(12)2 /4 + (50)2 /4 + (30)2 / 4 + (4)2 /4 + (4)2 /4] C.F
= [36+625+225+4+4] 500
= 394
Sum of squares within satisfaction level
= (Total sum of squares sum of square between
Satisfaction level)
= 396 394
=2

ANOVA

71

SOURCE OF

DEGREE

SUM OF

VARIATION

OF

SQUARES

VARIANCE

F RATIO

FREEDOM
BETWEEN
SATISFACTION
LEVEL

394

98.5

WITHIN
SATISFACTION
LEVEL

Calculated Value

740.6
15

0.133

= 740.6

Tabulated value for (V1= 4, V2= 15)

At 5% level of significance = 3.06
Calculated value > tabulated value
Hence, we reject null hypothesis.
There is significant difference between the satisfaction level of existing
techniques.

SUMMARY OF FINDINGS

72

 The research reveals that 86% of the respondents are satisfied regarding
motivation given by the superiors and 6% are not satisfied with the
motivation given by superiors.
From this analysis it is found that 10% of respondents are highly
satisfied, 48% are satisfied, 34% are satisfied to some extent, 4% are
dissatisfied,

4% are highly dissatisfied

regarding the existing

motivational techniques.
From this study it is found that 16% of the respondents need 0-5% level,
30% of the respondents need 6-30% level, 30% of the respondents need
31-60% level, 12% of the respondents need 61-80% level and 12% of the
respondents need 81-100% level of improvement in existing motivation
techniques.
The researcher found that 60% of the respondents are satisfied and 40%
of the respondents are not satisfied regarding rewards.
The research reveals that 80% of the respondents are satisfied and 20% of
the respondents are not satisfied in obtaining encouragement.

From this study it is found that 80% of the respondents have agreed,

73

8% of respondents have disagreed and 12% of the respondents are said

i dont know that rewards leads to high productivity
The researcher found that 38% of the respondents are opinion that
interesting work gives job satisfaction, 40% of respondents consider
career development as the most important factors which gives job
satisfaction, 16% of respondents said that recognition and the rest of the
6% of respondents are view that some other factors also job satisfaction.
The study reveals that 16% of respondents expect maximizing their
earning, 10% of respondents expect desire for more leisure in their job,
8% of respondents expect greater security in their job, 20% of
respondents expect more interesting work in their job and 46% of
respondents expect career development in their job.
It is found that the motivation influence behavior at work and reflects on
the relationship with superior and peers.
From the study it is found that 10% of respondents are opinion ability,
20% of respondents are opinion training only, 32% of the respondents are
opinion motivation, 20% of the respondents are opinion good supervision
and 18% of the respondents feel that the ability, training, motivation,
good supervision leads to greater Performance.

The researcher reveals that 22% of respondents are highly satisfied with
the basic needs providing by the company, 56% of respondents are
satisfied, 20% of respondents are satisfied to some extent and 2% of
74

respondents are dissatisfied.

It is found that 60% of respondents are opinion that medical and
insurance facility provided is highly motivated to them.
It is found that 78% of the respondents are satisfied with the motivational
attributes given by the concern.
The researcher reveals that 44% of respondents accept to a large extent
regarding increase in productivity through motivated, 53% of
respondents accept to some extent and 4% of respondents not accept.
From the study it is found that 76% of the respondents accept regarding
monetary rewards to them.

RECOMMENDATIONS AND SUGGESTIONS

In syrma technology pvt ltd the management can provide transfer for the
employees in which they can go to some other places and work for a
certain period.
75

 In syrma technology pvt ltd, the organization is not giving more

importance to the career development for the employees, so it basically
affects the employees future. In that case the company should
concentrates on career development for the employees.
The organization can select the best performance for every year in which
it will make the employee to performance well during the training period
and during the work time.
The organization can give training programmed in systematic
programmed for the employee to improve the productivity level in the
concern.
In the organization the manager can encourage the employees to work
independently in which they can do their job well, and it will be
motivating aspects for them.
Interesting working environment can be created.
Equal opportunities should be given to all.
Update the working knowledge through lecture classes and group
discussion.

CONCLUSION

The research on motivational techniques for the employees is done in

Syrma Technology, Tambaram Sanatorium. The main objective of those research
76

studies is attained and the researcher gained knowledge in the area of employees
satisfaction towards the existing motivational techniques.
During this research the employees have cooperated well and answered all
the questions to the best of their knowledge. This research helped the researcher to
gain practical experience on conducting surveys, application of statistical
tests/tools.
From this research, the researcher understands that the respondents give
preference towards greater security and career development and it will be helpful
to the higher authorities of Syrma Technology to take decisions for that. In this
research, the responses are analyzed and interpreted through tables and charts. The
major findings of this research are that the employees of Syrma Technology are
highly satisfied with the existing motivational techniques.

BIBLIOGRAPHY

REFERENCE BOOKS:

Nirmal Singh, Human Relations and Organizational behavior, Deep and

77

Deep Publications PVT Limited.

Stephens P. Robbins and Timothy A. Judge, Organizational behavior,

Prentice Hall of India (P) Limited.

K. Aswathappa, (1998). Human Resource and Personnel Management,

New Delhi. Tata Mc Graw Hill publishing company limited.

C.R.Kothari, (2003). Research Methodology: Methods and Techniques.

New Delhi.
L.M. Prasad, (2004), Human Resource Management, and New Delhi:

Sultan chand & sons.

J. Tripathi and E.J. Mc Cormick, (1965). Human Resource Management
and Personnel Management.

WEB SITES:

WWW.SCRIBD.COM

WWW.SYRMA.COM

WWW.GOOGLE.COM

QUESTIONNAIRE FOR JOB SATISFACTION

[This Data or Information collected will be kept as Confidential and shall not be
used or reproduced anywhere. It is meant only for the purpose of preparing MBA
Research Study paper]

78

GENERAL INFORMATION:
NAME:
AGE:
GENDER:
MARITAL STATUS:
QUALIFICATION:
1. Below SSLC

2.Higher Secondary 3.Diploma

4.Degree Holder

2.10-15 Years

3.15-20 Years

4.20-25 Years

2.5000- 10000

3.10000-15000

EXPERIENCE:
1.5-10 Years
SALARY:
1. Below 5000

4.15000 & above

QUESTIONS [Kindly put the tick mark against the selected answer in an Unbiased manner]

1. Do you agree that motivation from superior help in during your work
better than earlier?
Agree
(b) disagree
(c) I dont know

79

2. Can u express your level of satisfaction with regarding the following

motivational techniques?
(a)
(b)
(c)
(d)
(e)

Highly satisfied
Somewhat satisfied
Neither satisfied nor dissatisfied
Somewhat dissatisfied
Highly satisfied

3. Does your organization offer any reward for excellent in job. Please
specify the name and type of reward?

4. Do you want any improvement in the existing motivational techniques?

Rate the level?
(a) 0-5%
(d) 61-80%

(b) 5-30%

(c)

(e) 81-100%

5. Are you satisfied with reward offered?

(a) Yes

(b)

no

Please specify reason:

6. Are you encouraged to get more rewards?

(a) Yes

(b)

no

80

31-60%

7. Do you agree with the statement reward leads to high level of

productivity and good quality work
(a) Agree
(b)

(b) disagree

(c) I dont know

8. Are you satisfied with the present job?

(a) Yes

(b)

No

9. Please specify the factor which leads to job Satisfaction?

(a) Interesting work

(b) Carrier development

(c) Recognition

(d) any other specify

10. How do you expect your job to be?

(a) Maximize earning

(b) Desire for more leisure

(c) Greater security

(d) More interesting

(e) Career development

11. Does motivation influence behavior at work?

(a) Yes

(b) No

12. Motivation reflects on the relationship with Superiors and peers.

(a) Yes
(b)

(b) No

13. Which factor levels to greater performance?

(a) Ability

(b) Training

81

(c) Motivation

(d) Good supervision

(d) All the above

14. What characteristics should a motivation?

Environment contains? Rank it.
(a)
(b)
(c)
(d)
(e)

Understanding effort & performance level

Participation of employees in decision making
Providing greater opportunity for growth
Recognition
Rewards and appreciation

15. Are you satisfied with the basic needs given by the company?
(a)
(b)
(c)
(d)
(e)

Highly satisfied
Satisfied
No opinion
Dissatisfied
Highly dissatisfied

16. Does the medical facility and the insurance provided by the company is
highly motivate to you?
(a)Yes

(b) No

17. Are you satisfied with the motivational attributes given by the
company?
(a)Yes

(b) No

82

18. Do you think that a highly motivated employee will increase the
productivity level?
(a) To Large Extent

(b) To Some Extent

(c) Not at All

19. Does the company give monetary reward to the employees?

(a)Yes

(b) No

20. What is your opinion of the factors that can be used to increase
motivational lines?
Any Suggestions/ Remarks:

THANKING YOU.

83