THE SUMMER TRAINING REPORT

ON
MOTIVATION AT
CORONA PHARMACEUTICALS PVT LTD.

For The Partial Fulfillment Of The Degree Course of

Bachelor Of Business Administration
Affiliated To Kumaun University Nainital
SESSION : 2013-2016

INSTITUTE OF MANAGEMENT AND TECHNOLOGY,

Bazpur Road, Kashipur, U.S.NAGAR (UTTARAKHAND )
Approved By AICTE: Affiliated to Kumaun University Nainital )

INTERNAL GUIDE : SUBMITTED BY:

Miss. Mamta Preet Pal Singh
Asst. Professor BBA V Semester
Roll No.1370250025
Enroll No. KU13050925
 PREFACE
The most significant resource of many organizations is its
people. Such claim appears in the organization annual report and
mission statement, with changing scenario and increasing
competition. The management has realized that sound training
programs are needed for the development of the people, not only
for the future growth of the organization. In the recent time it is
being observed that the development of management personnel
proves to the catalyst for the increased project.
 ACKNOWLEDGMENT
I am very thankful to so many people who have been helped
me out in completion of this project. It is with a deep since of
gratitude that I acknowledge valuable guidance and timely
suggestion offer to me by my project guidance (HR Manager) of
CORONA PHARMACEUTICALS Mr. SANDEEP KOTNALA.

On the completion of this project, I very gladly take this

opportunity of repressing my grateful thank to Mr. SANDEEP
KOTNALA (HR Manager) of CORONA PHAMACEUTICALS
PVT LTD. who gave me a sound platform to shape our carrier in
better a way us to understand the feature of H.R.

I am very highly grateful to the staff of the CORONA

PHARMACEUTICALS PVT LTD. Thanks them for their guidance,
cooperation and support to make this project a success.

And lastly, I would give a special thanks to my parents and

my friend for their proper guidance.
 DECLARATION

I PREET PAL SINGH here by declare that the project report on

entitled topic of MOTIVATION written and submitted by me under

the guidance of MR SANDEEP KOTNALA (HR MANAGER,

CORONA PHARMA PVT LTD.) and MISS. MAMTA (Internal

Guide) is my original work.

The findings in the report are based on secondary data. While

prepare this project I have copied any time of him any source on other

submitted for the similar purpose.

Counter signature PREET PAL SINGH

CONTENTS
Chapter-1 Company Profile
Profile of Corona
Basic information
Products

Chapter-2 Introduction of the Project

Objectives
Sample size
Period pf Study
Research Methodology
Tools of Analysis
Scope of the study
Limitations
Chapter-3 Project/ data objective method
Human resource
Concept of Motivation
Motivation Theories
Objective of Motivation
Project Introduction
Chapter -4 Data analysis & Interpretation:
Data Analysis
Findings
Conclusion
Recommendation
Bibliography
Annexure
PROFILE OF CORONA
'CORONA REMEDIES',A pharmaceutical company introduced by group of committed,
dedicated and experienced professional join hands with a "care" and "quality" as their
guiding principals.

It turned out into a force reckon with quality, availability within the affordable reach of
the consumer, continuous new product development, manufactured under strict quality
control and as per Schedule-M, W.H.O-G.M.P guidelines are just a few factors that
contributes to our success

'CORONA' has market exposure in more than 19 STATES in INDIA with wide product
segment like Tablets, Capsule and syrup (Oral Liquid) Ointment, Gum Paints, Injectable
(Liquid and Dry Powder)

Pharma Profession which is considered may be only next to God, Ultimately all this hard-
work, dedication and commitment boils down to just one selfish desire of ours

Good health is the primary goal of any individual, society or the nation as a whole.
Corona is an Ethical, Transparent, Spirited, and Vibrant organization with progressive
outlook.

The dedicated approach of Corona has made available a range of innovative, value
added, evidence based products for the ailing patients like patent filed hepatoprotective
anticold & hepatoprotective pain healing medicines. Therefore Corona's products have
found immediate acceptance by practicing doctors.

As a result, in last five years Corona aroused from ground to sky and has hoisted our flag
among top 100 pharma companies today. In next five years, we at Corona aim to be
among the top 50 companies of India.

At Corona, growth is essence of life. Looking to last years growth, our market position &
new horizons in Indian & overseas markets, Corona aim to be equipped with its dream
project at Changodar, Ahmedabad, Gujarat by year 2011. The project consist of new state
of art manufacturing facility that will enable Corona to enter in niche segment like
lyophilizes highly stable hormone & PPI injections, R & D center, Corporate house,
Warehouse & Dispatch department spreaded over 8000 sq. yards of land that has already
been acquired for the

project. The successful completion of this project will take us towards the peak of
Pharma mountain.

Today Corona is backed by a dedicated team of over 350 marketing professionals. This
figure will cross 500 just in 2011 as a part of our expansion plan.

These words sum up the efforts of Corona, which integrates people, processes and
potential towards the betterment of mankind. We project that in next five year these
efforts will take us to achieve our desired goal mentioned below.

Our Belief
Innovation&Novel concept
Affordable prices
Quality brands
Attractive packaging
Customer delight
Wide spread product availability
Medico-marketing Programme

Our Philosophy
Employee are our biggest asset
Attrition is less than 3% while industry has more than 30% hence Stress free culture
Employee should be profit partner
Novel concept of E-change incentive where people have earned more than 5 Lac
Incentive
360 Marketing support
Sampling, CME, Conference
Fast decision making

Corona Value System

Integrity & Honesty
We do what we say & we say what is right
Just in Time
We value speed & quick decision. We believe in Just in Time concept
We aspire to be on top by settling lofty goals for ourselves
Customer Delight
We believe It takes 1000 days to make customer but takes just 1 sec to lose We strongly
believe in customer creation & retention

Man Power Expansion

 Corona Tree

Therapeutic Coverage
Gastro Paediatric Pain mgmt Respiratory Hormone &
intestinal supplements
Bile therapy Anti infective NSAIDs Cough & Hormone Inj
cold
Anti- Nutraceutical Analgesic Anti- Progesteron
ulcerant asthamatics
Anti-emetic Calcium supp. Anti- Anti-allergic OCP
Osteoporotic
Anti- Anti-emetic Anti-infectives - Ovluation
diarrhoeal Induction
Antacid Multivitamin- Anti- - Infertility
minerals spasmodic supplement
- Iron supple. Anti- - Iron & calcium
hammorageic supple
- Cough & cold - - -

BASIC INFORMATION
About Us

Products exporting
pharma products, p
Company Profile

Exporter / Manufacturer / Wholesaler/Distributor /

Business Type :
Supplier
Year Established : 2005
Products Exporting, Capsules, liquids, pharma products, pain killers,
Distributing, Manufacturing: analgesics, enzymatic syrups, cold, cough syrups,
and Supplying paracetamol tablets, ibuprofen tablets

Contact Information
Company Name Corona Pharmaceuticals Pvt. Ltd.
KHASRA NO. 402, 7 KM. MILE STONE, NH-74, JASPUR ROAD,
Address
Kashipur - 244713, Uttarakhand, India
Phone No 91-5947-211314
Contact Person Mr. Suraj Arora (Director)
Mobile +919897648622

PRODUCTS

Cefpodoxime
Triocid Arizyme
Tablets
 Cefpodoxime
Triocid Arizyme Vincal
Tablets

Brill DMR Cough Extraclav

Extraclav Efstat-150
Syrup Capsule

Ketoconazole Ciprofloxacin Malegra(Sildenafil

Alendronate and
Tablets USP 200 and Tinidazole Citrate Tablets
Vit D3 tablets
mg Tablets 100 mg)

Calcium
Cloxacilin Cloxacillin
Carbonate & Ciprofloxacin
Sodium Casules Sodium Capsules
Vitamin D3 Tablets BP
USP USP
Tablets

STAFF:

MANAGING DIRECTOR : Dr Satanshu Mathur

DIRECTOR : Mr Sudanshu Mathur

Mrs Bavita Dixit

GENERAL MANAGER : Mr Suraj Arora

Human Resource Deptt. : Mr Sandeep Kotnala

Account Deptt. : Mr Sumit Kumar

Production Deptt. : Mr Anil Singh

Analytical Deptt. : Mr Rajesh Kumar

Mr Sudanshu Mathur

Operator Deptt. : Mr Amadeep Giri

Mr Kapil Kumar

STRUCTURE OF THE COMPANY:

CHIEF
MANAGING DIRECTOR
 EXECUTIVE DIRECTOR

GENERAL MANAGER

HR PRODUCTION ACCOUNT ANALYTICAL OPERATIONAL

Manager Manager Manager Manager Manager

Supervisor Supervisor Supervisor Supervisor Supervisor

Workers Workers Workers Workers Workers

FACILITIES PROVIDED BY THE

COMPANY:

PROMOTIONS:
 If an employee has shown the abilities, he may be considered for
promotion, provided;

His current job content has increased.

His performance is good or better and he meets the
Requirements of higher position.
He is doing job of a higher level.
There are vacant positions in the organizations.

INCREMENT:

Normal increment date is 1 st July new employees joining between

1st July to 31st March are given their first increment on completion of
one year and next increment is given from July on prorate basis. The
employees joining between 1st July to 30th june are given their first
increment from next 1st July. The amount of increment depends on the
performance of individual in his grade/category and department.

TRANSPORT FACILITY:

The company employees are staying in the city which is about 7

km. from the company. Although it is expected that the employees
report for duty in time on their own welfare measures the company has
made arrangement of buses from Kashipur and vice-versa in G shift
and other shifts at the nominal changes which are Rs. 30/- per month.

UNIFORM:

The employee up to Level-5(Workers) are being provided

uniforms i.e. 3 shifts and one pair of safety shoes ones in a year on 1 st
January and they are supposed to come in uniform. The employees
who are doing field job are also provided rain coats and gum boots
once in five year.

CANTEEN:

The company has made a provision of canteen for providing tea,

snacks, meal etc. to the employees at subsidized rates. Lunch and
Dinner is served at work place to shift employees. Booking of lunch &
Dinner is required to be done by 10:30 am and 7:00 pm respectively in
General shift, employees are served lunch in canteen during 01:00
3:00 TO 9:00 - 10:00 pm. Tea and Snacks are sold at specified time and
points in plant through the persons. Employee is required to buy
coupon in advance from canteen to avoid of change at distribution
points.
HEALTH:

Health is very important not only for employee but for company
as well. Even appointment of employee is subject to his being found
and remaining medically fit. Medical check up is being carried out by
companys doctor. Employees are expected to take all preventive steps
to maintain a good health.
Introduction
Hard work and dedication is the key to any successful completion of any job

and this project is no different. Although strenuous, yet it is interesting. How

ever, our success to this project report cannot be accounted for by only these

factors.

During the course of this study, many useful suggestions and constructive

criticism came across which really helped a lot in giving this project a
professional look. I extend my heartiest thanks to all those persons whose

willing cooperation led to the timely completion of the project.

In completing this study, I did my level best correcting my shortcomings to possible

extent and I sincerely hope that this report will serve its purpose for the GENESIS

INTERNATIONAL.

Although I am thankful to all those who have contributed towards the

completion of this report. I would be failing in my duty if I do not mention

the warm help extended to me by the Staff of GENESIS INTERNATIONAL

Ltd, for providing me an opportunity to work in the esteem organization

and without whose willing cooperation and encouragement the

accomplishment of this project would have become impossible.

Need of the Study

I have taken this project motivation is a general inspiration process which

gets the members of the team to pull their weight effectively, to give their

loyalty to the group, to carry out properly the tasks they have accepted and

generally to pay an effective part in the job that the group has undertaken.

The willingness to work can be created only by motivation. Without

motivation cannot improve of the workers. Motivation promotes a sense of

belonging among the workers.

1.2 Objective of the study

The basic objective of the present study is to Study the Motivation Level of

The Employee In The Company. Following fundamental points have been

identified as the objectives of the study: -

To find out the level of motivation of employees at their workplace

1. To find out the impact of salary and exceptions rewarded practices on

employees motivation.

2. To study the behaviour and relation of the employees with the

organization as a whole.

3. The working style followed by the higher authority and their

communication with the employees.

4. To study the work environment or the working conditions prevailing in

the company.

5. To study the interpersonal relationship.

1.3 Sample Size

The sample size in the project was taken as 10 employees working at the top-level

management and 25 employees working at the middle and 30 at lower level

management in the organization.

1.4 Period Of Study:

The training project period for about 8 weeks from

(28th June to 30th Aug 2009)

(a) 5 Weeks adjusted to collect primary data.

(b) Two weeks adjusted to analysis the data and remaining project work.

1.5 Research Methodology

The data was collected through primary sources in the form of records and

discussions with the concerned authority and top level management and

middle/lower level management and from employees working in the organization

with the help of questionnaire method. The respondents who were provided a set

of structured question filled the questionnaire and feedback was obtained by

personally administering the discussion on question by respondent.

Questionnaire method is very versatile almost every problem can be approached

by this method. Knowledge, opinion, motivation and intent are usually not open
 to observation. Multiple-choice question were introduced as they are faster to

administer. They lend themselves to analyze using various statistical techniques.

They are not prone to interviewer bias.

During the course of framing the questions, it was kept in mind that there should be

no ambiguity in the questions.

Multiple-choice questions were taken to facilitate the pin pointing answering by

the respondent, beside such questions are easy to administer.

1.6 Tools of Analysis:

Exploratory Research Design

The purpose of an exploratory research as a systematic research is primarily to

understand and develop hypothesis to cover all possible outcomes. A thorough

exploratory research lays the foundation of a good research design, which would

satisfy the research objectives. Sometimes exploratory research itself may be

enough to solve the problems.

Conclusive Research

In contrast to the exploratory research, which is, systematic collection of the

information needed .Its analysis and finding as per the research objectives
 conclusive research follows exploratory research. A large number of observations

were possible to achieve.

The results were valid and reliable.

The study is properly structured such that no misinterpretation of data is

allowed.

1.7 Scope of the Study

In this project I have tried to present briefly the motivation level at GENESIS. Also

tried to collect some information from the employees and get their feedback on the

existing system. My aim through out the training was to get a better insight into the

HR department activities. Here my study can helpful to:

1. Know how after motivating the workers, a manager direct or guides the

workers action in the desired direction for accomplishing the goals of the

organization.

2. Know how motivation reduces the friction between the workers and

the management.
1.8 Limitations of the Study

There were few limitations, which were uncommitted while conducting

this project but these limitations could not restrict the progress and

completion of the present study.

Some of the inevitable limitations that crept in the study are as under:-

1. Some of the respondent was not genuinely helpful, cooperative and

responsive. They were hesitant to fully disclose the information with

the research.

2. Most of the employees were busy, due to work in the organization.

3. There was much difficulty in approaching the higher management

employees.

4. Latest data of the company and books concerned were not easily

available.

5. The options offered in the questionnaire were at time, not correctly

interpreted by the employees of lower level management.

6. Most of the employees other than that of personnel department were

not at all cooperative.

7. Employees of lower level did not take the questionnaire seriously.

8. A certain degree of fear and devotion towards the organization was a

hurdle while conducting the research.

9. For certain workers at lower questionnaire was a source of showing

their frustration.
HUMAN RESOURCE MANAGEMENT:

Human resources management is the strategic approach to the management of an

organizations most valued asset its people. Your people are a direct link to your
bottom line and as a business you need to foster a culture that offers encouragement,
motivation and productivity. Your people have varying needs for career
advancement, support and development to understand and fulfill their roles.
Ultimately your teams
performance directly affects your business and its profitability.
1.9.1 Motivation Theories and Models

The problem of motivating employees has been engaging the attention of

management ever since the organized activities started. During the last

seven decades numerous expert, thinkers and theorist have studied different

aspects and theories of organizational behavior and individual interaction,

which have a bearing on motivation. Owing to certain limitation only a few

important ones has been discussed here.

The theories can be classified under two groups: -

-Traditional Theories

-Modern Theories

1.9.2 Modern Theories of Work Motivation

These theory stresses that man should have control over his work

environment. He can be motivated if he is given more responsibilities and

tasks. All makes more exciting and challenging.

Important theories are:-

1. Maslows need priority model

2. Hertzbergs two factors theory

Hertzberg's Two-Factor Theory

Like Maslow Hertzberg believed that people had higher and lower levels of needs. Unlike Maslow

who had five levels of needs Hertzberg has divided human needs into two categories.

Hygiene factors

- "Environmental factors" such as salary, inter-personal relationships,

working conditions, style of leadership and types of supervision,

security, type of work, working hours, status. Hygiene factors are so

called because they are seen to work like preventative medicine. They

stop you from getting sick but do not really do anything to make you

the healthiest that you can be, or better than you were. In a

management context this means that hygiene factors don't motivate

people to do their very best but they are needed to stop people

becoming dissatisfied with their jobs.

Motivating factors

- Factors within a job which allow for such things as achievement,

responsibility, recognition, advancement, challenge. Hertzberg

 suggests that these factors are the ones which encourage people to

strive to do well, in other words to motivate them to do their best.

Hertzberg believed that these two levels of needs were equally important for job

satisfaction however they worked in different ways. If the lower needs are

inadequate workers will quickly become dissatisfied, however, as these needs are

satisfied trying to motivate staff by just adding more hygiene factors such as wages

or work hours is an inefficient and short term solution. A better way would be to

appeal to their higher level needs by giving them more responsibility or giving them

greater scope for advancement.

In this way the individuals goals are satisfied as well as those of the organisation. Job enrichment

programs are where jobs are redesigned to incorporate these motivating factors.

Motivating
Maintenance Factors
Factors
Achievement
Company policy and administration

Recognition
Technical supervision

Interpersonal relationship with the Advancement

supervisor

Interpersonal relationship with the Opportunity for

subordinates
 Responsibility
Salary

Work itself
Job Security

1.9.3 Need Priority Theory

Abraham H. Maslow, an eminent American psychologist developed a

general theory of motivation, known as the Need Hierarchy Theory.

According to this theory there are five categories of human needs. They are

as follows:-
Self-
. Actualizatio
n

Esteem Needs
Social Needs
Safety Needs
Physiological Needs

1. Physiological Needs
These are the biological needs required to preserve human life. These

include need for drink, clothing, sleep etc.

2. Safety Needs

These needs are concerned with the protection from danger, deprivation and

threat.

3. Social Needs

Man is a social animal as he seeks affiliation (association) with others. These needs

refer to need for belonging, need for acceptance, need for love, affection etc.

4. Esteem Needs

Esteem needs includes self-respect, achievement, competence, status,

recognition etc.

5. Self Actualization Needs

These are the needs for releasing ones full potential for continued self-development

for being creative. It is the desire of becoming what one is capable of.
1.9.4 Traditional Theories of Work Motivation

Among these the most important are fear and punishment theory and

carrot and stick theory.

Fear and Punishment Theory

The approach involves the use of coercion and threat close supervision and tight

control of behavior. The approach was authoritarian and military in tones and

individual has no option but to either be up to standard or leave the job. It was based

on neither make reply nor reason why but do or die.

Reward (Soft or Weak) Theory

This approach involves the offer of some reward and good working conditions to

motivate people. It is based upon the assumption that people are motivated to the

extent to which they are rewarded. Frederic Taylor is said to the organization of this

theory. But there are difficulties in this approach. People continuously expect more,

but they give less and less. Flippo found that satisfied people were not necessarily

highly motivated to stick to the high output moreover they often became quickly

disenchanted and rebellious if the employers could not continue to increase the

wages and benefits to keep pace with their ever increasing expectation.
Carrot and Stick Approach

This approach assumes that people can be motivated to work if rewards are

Offered or withheld. Employees are rewarded for their special

accomplishments but are penalized if their performance falls below some

Minimal level.

1.9.5 Objective of Motivation

The purpose of motivation is to create conditions in which people are willing

to work with zeal, initiative, interest and enthusiasm with a high personal

and group moral satisfaction, with a sense of responsibility, loyalty and

discipline and with a pride and confidence in a most cohesive manner so

that goals of an organization are achieved effectively. Motivational

technique is utilized to stimulate employee growth. Clarence Francis

indicated this when he was the chairperson of the General Food. He said

You can buy a mans time, you can buy a mans physical presence at given

place; you can even buy a measured number of skilled motions per hour or

day: but you cannot buy devotion of heart, mind and soul. You have to earn

these things.
If a manager wants to get work done by his employees he can either hold out

a promise or a reward for them for doing work in a better or improved way

or he may constrain them, by instilling fear in them or by using force to do

the desired work. In other words, he may utilize positive or negative

motivation. Both these type s are widely used by management. A positive

motivation involves the possibility of increased motive satisfaction, while

negative motivation involves the possibility of decreased motive satisfaction.

Positive or Incentive Motivation

It is generally based upon the reward. According to Flippo, Positive

motivation is a process of attempting to influence others to do your will

through the possibility of gain or reward. People work for incentives in the

form of four Ps of motivation: Praise, Prestige, Promotion and Paycheque.

Incentive motivation is the pull mechanism.

Negative or Fear Motivation

It is based upon the force and fear. Fear caused persons to act in certain way

because they are afraid of the consequences if they do not. If workers do not

work they are threaten with lay off or demotion. In other words, Fear

motivation is push mechanism. Negative motivation has certain limitation;

through its use, only the minimum of effort is put into to avoid punishment.
Moreover the imposition of punishment frequently results is frustration

among those punished, leading to the development of maladaptive

behavior. Moreover, it may result in lower productivity because it tends to

dissipate such human assets as loyalty, co-operation and spirit de corps. In

spite of the demerits, negative motivation has been used to achieve the

desired behavior as in case of a break down panic or the riot. There is no

management, which has not used the negative motivation at some time or

the other. However, in recent years the trend has been towards the use of

positive motivation.

Extrinsic Motivation

It is concerned with the external motivation which employees enjoy- pay

promotion, status, fringe benefits, retirement plans, health insurance scheme,

holidays and vacation. By and large, these motivators are associated with

financial rewards.

Intrinsic Motivation

This is concerned with the feeling of having accomplished something

worthwhile i. e. The satisfaction one gets after doing ones work well.

Praise, responsibility, recognition, esteem, status, competition and

participation are examples of such motivation.

 PROJECT INTRODUCTION

In every organization it becomes very important to provide

training to all workers for the development of the organization.
Training & development is the most important part of every
organization
Every organization needs to have well trained & experienced
people to perform the activities that have to be done. If the current
or potential job occupant-can meets this requirement, training is
not important, but this is not in the case. It is necessary to raise the
skill levels and increase the versatility and adaptability of
employees.
Training and Development are the two terms frequently
used. On the face of it, these might not appear any difference
between them, but when a deep thought is given, there appears
some difference between them.

The difference between Training and Development may be

started thus:-

LEARNING TRAINING DEVELOPMENT

DIMENSION
 Who Non-managerial Management
personnel Personnel
What Technical & Theoretical,
mechanical conceptual ideas
operations
Why Specific job related General knowledge
purpose
Where Short term Long term

Training is a process of learning in a sequence of

programmed behavior. It is application of knowledge. It gives
people an awareness of the rules and procedures to guide their
behavior. It attempts to improve their performance on the current
job or prepare them for an intended job.

Development is a related process. It covers not only those

activities which improve job performance but also those which
bring about growth of personality help individuals in the progress
towards maturity and actualization of their potential capacities so
that they become not only good employees but better man and
women. In organizational terms, it is intended to equip person to
earn promotions and hold greater responsibility.

Employee Training & Development are not only an activity that

an organization must come. It resources to if it is to maintain
knowledgeable and valuable workforce.
Data Analysis
1 Summary of answers to questions with given answer alternatives
In each of these questions with given answer alternatives we asked the
respondents to rank four alternatives. For example in the first question they
were asked to rank their four main reasons to work. The exceptions are the
question about the significance of the size of a bonus and the question
whether they are satisfied with their basic salary, where only one answer is
possible.

The results are presented in the table below and the figures represent the
number of respondents that for example chose that alternative as number
one, number two and so on. In the right margin of the table we present the
sum of the respondents that chose that alternative as one of their four
choices.

3.1.1 Response of the Staff

We asked some questions from workers by preparing a questionnaire. In all

65 employees at various levels were asked. The reactions of workers on

different question are as follows.

Q. 1. Is your current salary sufficient according to your job?

Sr.No. Answer Percent of total

1 Yes 38
2 No 20
 3 Average 42

Interpretation: 38% employees says that they are satisfied with the salary, 20%

says that they are not satisfied.

Q.2. Does your boss ask about the problems faced by you?

S.No. Yes (pc) Never (pc) Sometimes (pc)

1 25 15 60
Interpretation: 60% respondent says that sometimes the company asked them

about their problem.15% says company never asked about their problems and

25% say company always asked.

Q.3. Are you satisfied with the welfare policy of your company?

Sr.No. Answer Percent of total

1 Yes 40
2 No 25
3 Average 35

Interpretation: 75% respondents says welfare policy is either good or average

while others are dissatisfied with the welfare activities given by the organization.

Q.4. Your opinion about the relationship between the management and

employees ?
 Sr.No. Answer Percent of total
1 Relations are good 20
2 Bad 15
3 Normal 65

Interpretation: 65% respondents says that they have normal relationship with

management while 15% agree that they have problem regarding relationship

with management and 20% has good relation with management.

3.1.2 Response of Management

Q.1. Are you satisfied with the discipline of workers?

Sr.No. Answer Percent of total

1 Yes 55
2 No 10
3 Average 35
Interpretation: 55% managers (out of total respondents) says that workers follow

their instructions honestly while 10% denied it 35% say I happen sometime only.

Q.2 Do your workers punctual at their work place?

S. No. Answer Percent of total

1 Yes 20
2 No 10
3 Average 70
Interpretation: 70% respondents (managers) says that their workers are

average regarding punctuality while 10% remark negative and 20% they

workers are good as per punctuality concern.

Q.3. Do the workers misuse their facilities, which is provided by company as

a subsidiary?

S.No. Answer Percent of total

1 Yes 8
2 No 78
3 Average 14
Interpretation: 78% respondents (managers) says that workers doesnt misuse

their facilities in the while 8% denied it.

Q.4. How is companys relationship with workers?

S.No. Answer Percent of total

1 Good 70
2 Bad 10
3 Normal 20
 Interpretation: 90% Respondents says that there is a smooth relation between

company and workers.

4.1 Findings

Workers Education

The education category of the workers has been categorized in to three parts:

i. Less qualified

ii. Medium qualified

iii. Highly qualified

Education-wise Distribution of Workers

No. Of

S.No. Category workers

Less qualified
1 10

Medium

2 qualified 30

Highly

3 qualified 25
4.1 Findings

Most of the respondent said that the company asked them about their

problem and maximum employees are satisfied with the welfare

activities given by the organization.

During the course of study it was found that employees do get

such allowances. This derives them to sacrifice their extra

time to earn extra money.

Their exists dress code for worker of the level of peon, driver and cook.

The company is providing dress, which includes two pair of uniforms

with shoes for summer and two pair of suits with blazer for winters

Company has given the right to communicate their ideas and

suggestions to their superior freely. Not only this, if the suggestion are

valuable then a reasonable amount of credit and publicity is given to

the person. In addition to this their superior gives regular guidance

and advice to them.

Working condition in the company is most appropriate. The number of

staff and the facilities given are appreciable. The atmosphere in which

the employees work is very friendly and relaxing.

4.2 Suggestions

After gathering a wide variety of information on the various aspects of

motivational approach in the company, few recommendations are worth

attention.

1. Company should train the front office staff more effectively because

now other Pvt. Sector company rapidly growing their network.

2. Authority and Responsibility should be mention clearly and in written

specially customer care and technical department.

3. Company should include more fringe benefit for employees to

motivate them.

4. Company should prefer to reward team instated of individual to avoid

fiction between employees.

5. Employee should be informed in advance about the changes, which

are planned in the organization. A timely presentation of the work

done show the success of top management.

6. Company should conduct a meeting quarterly or yearly between lower

staff and top authority where staff can express their personal or

professional problem without any fear. These meeting can be a

marvelous tool for motivation.

4.3 Recommendations

1. During the work period immediate boss should provide some power

to their subordinate on behalf of good will so that they can take

decision quickly.

2. Management should organize a interdepartmental motivation scheme

so that the good coordination can develop.

3. On week end of every month managers should organize a party cum

meeting where they can listen and discuss employees problem and

along with they can appreciate the good worker between the among

staffs; I guess it will help to motivate the employee..

4. Management should not order, but should inspire. It should not

impose but influence.

5. Management should make every employee of the organization give

their hearts not just heads to the goals.

6. Management should provide the tasks in the hands of selected

employee for the concerned particular job.

4.4 Conclusions

The organization is very well established with sound policies. My visit to the

company was educative and informative. I found that HRD department is

completed with all environmental senses and is working reasonably well.

The general impression from the study and discussion with the staff &

workers of the company regarding workers participation was average

though the level was not found to be very high. Reason to this may be

attributed to the problem of status between staff and workers. The

companys members were well cultured and well mannered as that can be

seen by the above findings i.e. skill level of employees. The company has

highly qualified professionals that are a healthy sign the company and the

company should maintain it in the future because of high competition

present in the market. Up gradation of its management process will take

CORONO to a new area of faster growth. from a closely held conservative

company, CORONO is all set to become a newly-changed company not shy

of taking the competition head-on. Now the mission is to offer superior

quality based products that offer value for money & contribute in improving

the quality of consumers lifestyle in the areas of communication.

 BIBLOGRPHY

BOOKS REFFERED

1. Prof. P.A Noronha- Human Resources Management.

2. Kothari, C.R Research management, Vishwa

Prakashan.

3. Tripathi P.C, Human Resource Development

Solution Chandsons New Delhi.

4. Mamoria CB and Gankar personnel

management 1999, Himalaya
publishing House Delhi.

WEBSITES:

www.Mirza International.com

www.hrtools.com

wwwgoogle.com

Annexure
Name-.. Gender-..

Age- Dsignation-..

Department-

Q. 1. Is Your Current Salary Sufficient According To Your Job?

(1) Yes

(2) No

(3) Average

Q.2. Does Your Boss Ask About The Problems Faced By You?

(1) Yes

(2) No

(3) Average

Q.3. Do The Workers Misuse Their Facilities, Which Is Provided By

Company As A Subsidiary?

(1) Yes

(2) No

(3) Average

Q.4. How Is Companys Relationship With Workers?

(1) Good

(2) Bad

(3) Normal
Q.5.Your Job Is Highly Motivating?

(1) Agree

(2) Disgree

(3) Cantt Say

Q.6. The Job Of Organization Are Realistic?

(1) Agree

(2) Disgree

(3) Cantt Say

Q.7. This Job Offers Challenging Opportunities?

(1) Agree

(2) Disgree

(3) Cantt Say

Q.8. Do You Get Appreciation For The Work You Do?

(1) Yes

(2) Sometimes

(3) No

Q.9. What Is More Important For You In Your Job Carrier?

(1) Job Security

(2) Advancement

(3) Status
Q.10. Do You Think Job Makes The Best Use Of The Abilities?

(1) Agree

(2) Disgree

(3) Cantt Say