A

PROJECT REPOERT
ON

MOTIVATION
MEASURES
AT
KASHI VISHWANATH STEELS LIMITED
IN THE YEAR 2009

Submitted For Partial Fulfillment Of

The Requirement for the
Degree of

MASTER OF BUSINESS ADMINISTRATION

SESSION (2008-2010)
Submitted By: Submitted To:
GIRISH CHANDRA SHARMA MS. TRIPTI MUDGAL
MBA III SEMESTER Lecturer (Mgmt dept.)
Roll no. 08160500015
Enrollment No.08160500015
 INSTITUTE OF MANAGEMENT AND TECHNOLOGY,
Bazpur Road, Kashipur, U.S.NAGAR (UTTARAKHAND)
(Approved By AICTE: Affiliated to Uttarakhand Technical
University, Dehradun)
INDEX

Contents: Page no
 Certificate of the Company i
 Preface ii
 Acknowledgement iii
 Student Declarations X iv

Chapter 1: Introduction
 Objective of Study ……………………………………………. 1
 Scope of Study ……………………………………… ……... 2
 Period of Study ………………………………………………. 3
 Research Methodology …………………………………………
 Limitation of Study ………………………………………………. 4

Chapter 2: Organizational Profile

 Company Profile 5
 Organizational Structure 13
 Production Process 14
 Products 15
  Vision and Mission
 SWOT Analysis 16

Chapter 3: Conceptual Framework

 Concept of Motivation 18
 Objectives of Motivation 22
 Types of motivation 23
 Steps of Motivation 24
 Process 26
 Motivation Tools 27
 Importance of motivation 31

Chapter 4: Analysis and Findings 33

Chapter 5: Conclusion 40

Chapter 6: Recommendations 41

Chapter 7: Bibliography 43

Chapter 8: Annexure 45
 PREFACE

There is more than one factor at work, which can ensure the
true compaction of project report. It is not the idea held on certain topic
that matter but it is a complete psychological process and there for
requires and in depth knowledge of the process of a project.

“No learning can be completed without practice.” When we

study in the classroom it clears our picture about the field of the area,
but it proves to be useful or thoughtful when it is applied in practice
field. Now the time has changed practical knowledge for management
student is must to qualify as a potential manager. It is for this reason
that summer training is prescribed as a part of syllabus for Bachelor of
Business Administration

This project has been completed in seven week. The aim of

this training is to get knowledge about Personnel Management and
Industrial relations. During the training period, I was with KASHI
VISHWANATH STEELS and was assigned the project work of
“MOTIVATION MEASURES”. The main purpose was to get practical
knowledge.

ACKNOWLEDGEMENT

This report has made possible through direction and cooperation

of various person for whom I wish to express my sincere appreciation
and gratitude. I would like to avail this opportunity to express my deep
sense of gratitude and thanks to Mr. D.N. Yadav the H R Manager, of
Kashi Vishwanath Steels Pvt. Ltd. and other family members of KVSL
for suggesting and helping in exploring of ideas, constructive criticism
and his co operation in presentation of report.

I am grateful to KVSL limited for making the

learning opportunity available. At last, but not the least, I express my
sense of gratitude to Mr. Rajhans Shrivastava for his constant
encouragement to complete this project.

I am also thankful to my friends who with their valuable advice and

support have contributed for the success of this study.
My sincere gratitude to my parents for their great help in the
completion of this study.

Finally I thank all those who have directly indirectly helped me in

completion this study.

DECLARATION OF STUDENT

This project has been undertaken as a partial fulfillment of the

requirements of the award of degree of Master of Business
Administration of Uttarakhand Technical University, Dehradun.

This project was executed after the 2nd semester of M.B.A.

curriculum under the supervision of Ms. Tripti Mudgal.

Further I declared that this project is my original work and the

analysis purpose only. This project has not been presented in any
seminar or submitted elsewhere for the award of any degree or
diploma.

Counter Signed By: Girish Chandra Sharma

CHAPTER – 01

Objectives of Study
Scope
Period
Research Methodology
Limitations
 OBJECTIVES OF STUDY

Objectives of study are as:--

To study the motivational needs

To analyze use of the product from KVSL

To Understand Personal Management, Industrial Relation.

To relate the theoretical knowledge of Motivation Theory to

actual work in the field of training.

To know about the motivation procedure of the KVSL.

 SCOPE OF STUDY

This is a preliminary study on motivation where the

researcher has tried to collect some raw data on employee
motivation and understand employees. This study is limited to only
educationists. The sample is only fifty and generalizations will not be
justified. It is however a small attempt to collect primary data on
motivation and see how it works in real life situation.

To know the potential areas for performing the Motivation

needs. This is also important since. If company will perform further
Motivation it can concentrate on only potential areas to save its
precious time and money.
 PERIOD OF STUDY

This project has been undertaken by me because it was

challenges. Since companies in its launching stage of new products
KVSL TMT Powercon given to steel and to know the view of the people
about the product.

This project was executed after the 2 nd semester at Kashi

Vishwanath Steels Limited Kashipur.
 RESEARCH METHODOLOGY

Methodology of the study refers to the method used to collect the

required data for research works. The data required has been collect
from following sources:--

PRIMARY DATA:
Primary data through interview with the workers and
executives using structured Questionnaire. I had distributed
questionnaires among the 100 employees and got response from 74
employees.

SECONDARY DATA:
 LIBRARY RESEARCH: A number of books on MOTIVATION were
referred to collect theoretical background of MOTIVATION.

 RECORD OF THE COMPANY: This helps me to get details

regarding the history of the company.

  COMPANY WEBSITE

LIMITATIONS

1: Seven weeks are not sufficient to cover the various aspect outlines
in study because the area of research is wide and span of time was
very short. So it was not possible to go deep in study. .

2: Personal survey method is highly expensive method as well as time

consuming. Being a student it is not possible to spend much money
because institution is also deprives me from stipend

3: During survey I found that some people (Employee & Executives)

refused in answering first of all because they had no interest in such

sort of work what consumed their precious time or some more

reason, but after being conceived or mentioned by me they ready to

give answer.
CHAPTER – 02

Introduction
Management System
Organizational Structure
Production Process
Products
SWOT Analysis
 INTRODUCTION

Kashi Vishwanath Steels Limited is the flagship company of the KVS

group and has been involved in steel manufacturing for decade. Its
production facilities include three induction furnaces and two rolling
mills. A renowned name in steel rolling, its foundation is laid on
unmatched quality, durability and trust. KVS is one of the leading
manufacturer and supplier of TMT BARS, CTD BARS, ANGLES,
CHANNELS and FLATES. During the last completed financial year
2008-2009, the company clocked a turnover of Rs. 130 crores.
The following figure show the growth trend that company has been
following the last two years.

ABOUT THE COMPANY

Kashi Vishwanath Steels Ltd. is an ISO 9001, ISO 14001,

OHSAS 18001 company, is among very few companies of North India
which posses both ISO certificate, was established in October 1986
with no. of product less than 10. But that times little child KVSL has
been grown up, and now a big name in Steel Manufacturing field. KVSL
has a variety of products and list goes to more than 60, which show that
in a span of less than 20 years, nos. of products have been increased
up to 5 times. The entire products have a very good reputation in the
customers, both as well as domestic and government sectors.

KVSL not only produces final products but it also has a Melting
Division itself where we produce INGOT which is used to produce all the
products. As company itself produces Ingot hence the quality of that Ingot
is remarkably good. In laboratory all the required tests whether chemical or
mechanical, are conducted under the guidance of highly qualified
Professionals under ISO guidance. All the equipments and procedures
which are use to conduct Chemical as well as Mechanical tests on raw
materials used in Melting division to produce Ingot. On produced Ingot and
on final products KVSL are ISO approved. KVSL not only produces but it
also keeps an eye on safety as well as Environment conditions and
maintain standard to reduce pollution and to increase safety conditions
and this is the reason why KVSL hold ISO:14001.

A COMPANY IS KNOWN BY TWO THINGS

“IT’S COMMITMENT TO QUALITY

AND ITS COMMITMENT TO IT’S
CUSTOMERS
WITHOUT EITHER OF THEM
NO COMPANY CAN HOPE
TO SUCCEED”
 LOCATION

Kashi Vishwanath Steels Ltd. in Kashipur that is a well known

industrial area in state of Uttrakhand having its own kind of importance
in the map of India. Kashipur, Haldwani, Kotdwar, Haridwar, etc.
heaving their importance in the field of religion, international tourism,
national security and economic development of hilly region in pollution
free environment. Kashipur has placed an importance role in the
industrial and agriculture development of the state of Uttrakhand.

Kashipur about 225 Kms from Delhi, 400 Kms from Lucknow,
150 Kms from Bareilly and 210 Kms from Dehradun, the capital of
Uttrakhand. Hilly area of Utttrakhand start from Kashipur onward and
the city of Kashipur, situated in Tarai, is the link between hills and plains,
thus heaving ideal location advantage for such a manufacturing unit.
PROPOSED EXPANSION PLAN

The company now proposes to increase its Ingot production capacity by

adding fourth induction melting furnace. The company also proposes to
increase the production capacity of its rolling mill by making suitable
adding to the plant and machinery.

FUTURE PLANS

The company has always believed in planning for the future in order to
attain continuous growth. Part from the proposed expansion plan for the
existing steel manufacturing unit and keeping in line with the above said
policy, the company has plan enter into the field of HYDEL power
generation. A body has already been put in response to invitation by the
government of Uttrakhand, which is under an active consideration of the
authorities.

FISCAL INCENTIVES

Honorable prime minister, during the visit of Uttrakhand from March

29th to 31st 2002 has inter alias made an announcement that tax and
central excise concession to attract investment on the industrial sector
will be worked out for the special category state including Uttrakhand.
In accordance with the said announcement, Ministry Of Commerce &
Industry (Department of Industrial Policy & Promotion) Memorandum
no 1(10)2001-NER dated January 7th 2003 outline the incentives
available to new industrial unit in the state of Uttrakhand and to the
existing unit on their substantial expansion.
As the company’s manufacturing unit is located in the eligible area
notified for the purpose and it’s undertook substantial expansion of
manufacturing capacity, it is eligible for the declared fiscal incentives,
which apart from other incentives, includes-

 100% outright excise duty exemption for a period of ten years

from the commencement of commercial production. The

company has already received a letter to that effect from the
Central Excise Authorities.

 100% income tax exemption for initial period of five years and

thereafter 30% for companies and 25% for other than

companies for a future period of five years for the entire state of
Uttrakhand from the date of commencement of commercial
production.

 All new industries in the notified location would be eligible for a

capital investment subsidy @ 15% of their investment in plant

and machinery subject to a ceiling of Rs.30 lacks. The company
has already applied for the grant of capital subsidy and
application is under active consideration of the authorities.
 MANAGEMENT SYSTEM

QUALITY MANAGEMENT SYSTEM

The existing plant of the company has a well established quality

management system in place with has been certified to confirm
the requirement of ISO: 9001. The company is a licensee of BIS
and is a licensed under of ISI mark of quality for its complete
range of products.

ENVIORNMENT MANAGEMENT SYSTEM

The company has a state environment policy and a established

environment management system which has also been certified to
conform to the requirements of ISO: 14001

HEALTH AND SAFETY SYSTEM

KVSL is committed to employee’s safety. It has established the

safety management system OHSAS-18001: 1991 duly approved
 by IROS vide their certificate No. IRQS/0640526dated August 3rd ,
2006.

TRUE QUALITY SPRING FROM THE SEED OF EXCELLENCE

KVSL believes in perfection and excellence. Control on quality

begins from the selection of the raw material till the final production
eliminating all the possibilities of inconsistency in quality. The company
possesses well equipped R&D department with latest testing monitoring
facilities. Captive production of Pencil Ingot is done under vigilant
quality control with the best available raw material to suit each rolled
section, approved by bureau of Indian standard I.S: 2830.
KVSL is committed to customer satisfaction. It has established the
Quality Management System duly approved by IROS for ISO: 9001:
9002 vide their certificate no. IRQS/021164 on September 20, 2002.

WORKING HAND-IN-HAND WITH ENVIORNMENT

The use of state-of-art equipment with the inbuilt

safeguard monitoring and control system helps to keep a check on
environmental pollution. Reduction of waste and induction of useful
recycling of reduces are treated as priority areas.
The group is also responsible for the development of a small
forestry; the entire working campus is covered with trees and plants.
The environment management system of KVSL has been found to
confirm to the environment management system standard ISO: 14001:
1996 by IQRS vide their certificate No. IQRS/033010 dated January 22,
2003.

SPREADING WIDE: OUR MARKET NETWORK

KVSL has a galaxy of more than 360 dealers in different cities of the
state of Uttrakhand, U.P, Delhi, Himachal, Haryana, Chandigarh,
Punjab, Rajastan, and Madhyapardesh. A close coordination among the
dealer, customer and management is maintained by KVSL’s qualified
professional marketing team.
Research & design standard organization (RDSO) and military
engineering services (MES), the two institutions representing India
Railways and Indian defense services respectively, which are known for
strict adherence to quality norms, have also included the product of
company in the approved list of vendors.

QUALITY POLICY

Kashi Vishwanath Steels Ltd. is committed to customer satisfaction by

manufacturing a product which ensures “QUALITY” and “VALUE FOR
MONEY”. The management believes that staying at the peak is more
difficult than achieving it and therefore the entire KVSL team strives
toward continuously upon the existing system and process to remain a
market leader.
 ORGANIZATION STRUCTURE

Managing Director

Director

Technical Adviser

Vice President

General Personnel& Finance & Store & Legal & Marketing

Manager Administration Accounts Purchase liaison & dispatch
-Melting
Division Assistance general
-Rolling Manager Manager P.R.O
Division Legal
-Quality Assistant Manager
Control Manager
-Engineering - Account officer Marketing
Cells - Accountants
-Computer operator
- Area managers
Personnel Manager Assistance Manager - sales exe.

Personnel Security - Store Officer -Dispatch

Executive Officer - Assistance Officer -Loading
- Stores Assistance men
Assistance Personnel Guards
Officer

PRODUCTION PROCESS

It is important to know the whole procedure of making steel right

from the stage of miming of iron ore and coal up to the making of
finished steel.

Iron ore, Re-melting

Coal, scrap

Blast furnace Kilns

Pig iron Sponge Iron

Steel melting Induction furnace

 Steel

Billets
Ingott Slabs

Rolling mills

Finished steel

PRODUCTS

KASHI Vishwanath Steels Pvt. Ltd., produce many types of steel

products. The product offers a service to the consumers so as to satisfy
their needs. The product provided by company suits the consumers and
the mostly Indian consumer have a perception that KVSL provide
genuine products in the form of TMT (Thermo Mechanical Treatment)

The products produced by company are as:--

TMT Powercon
CTC Bars
Square
Round
 Channel
Angle
Flats

SWOT ANALYSIS

The overall evaluation of a company’s strength, weakness.

opportunities and threats called SWOT analysis. Every company has
some strength, weakness, opportunities and threats which they should
know, and then to improve in the areas where it is weak and threads full
advantage of the opportunities.

One the basis of my survey I have done a small SWOT

analysis of the company which is as follows:-

STRENGTH

The strength of KVSL is its quality. The quality provided by

company is very good. The people who using it appreciate the
quality of its products.
 Company’s new product KVSL Powercon is much better as
compared to others.
KVS TMT bars cheaper as compared to others.

WEAKNESS
Company does not trap builders.
They do not advertisement their products on TV.

Company does not provide TMT to every dealer.

OPPORTUNITY:

Company has big portion of market, it can advantage of it for

launching as KVS Powercon.
It can take order directly from the builders and government
organizations.

THREATS:

Company is doing very well, but if a well established company

like TATA will come than it can troubles.
Dealers provide the product of that company to the consumers
which give them max profit margin.
Dealers do not give information about the product to the
consumer.
As company have very few advertisements therefore very few
people that KVSL also produce TMT bars.
CHAPTER – 03
 Meaning of motivation
Objectives
Steps
Importance

MOTIVATION

When one is fired from the belly and ready to take the difficult
path to achieve their goals and targets, they are said to be motivated.
And this is a strong feeling or urge. It is fired by internal, as well as
external factors. Thus, when asked what is motivation? The answer is
as simple as this: It is the driving force that keeps one going towards
one goal.

However, one needs to keep in mind that there are various

factors that keep one motivated through life, and this varies from person
to person. The factors are neither age specific, nor gender specific.
They are simply case specific. According to various experts is depends
on the needs that need to be fulfilled; and the desires one wishes to
accomplish.

According to universal expert consensus, motivation is

behavior that is driven by a goal. This implies that one is diverted
towards achieving the set targets, no matter what. These maybe simple
need based targets such as food, clothing and shelter. Or then goals of
fame, recognition and prosperity. Or at the top of the rung the goal of
self-realization. Each journey requires a driving force and this fuel for
the human body is motivation.

Motivation refers to the degree of readiness of an organism to pursue

some designation goals, and implies the determination of the nature
and locus of the forces, including the degree of readiness.

One of the most important factors that lead one to their goals
is the drive. This drive is known as motivation. It is a zest and
determination with a kind of excitement that leads one to persevere to
reach greater heights, in no matter what avenue of their life; be it –
personal or professional. The drive may come from an internal or
external source. The individual determines this.

With every job these is one common problem that people

face, which is getting stuck in the machine of time and routine. This
leads to boredom, and is known to be a de-motivator by the experts. It
is for this reason that human resource managers are asked to ensure
that there are activities and varied ways and means to keep employees
motivated from time to time.

Today, the large multinational companies are taking stock of

the problem and are doing all that they can to ensure that employees
are happy and ever enthusiastic about their work. This is vital in order to
get the maximum out of them and to keep employee burn out at bay.
And ensuring this lies in the hands of the managers.
 Basically, in order to keep employees motivated there are 7
strategies that can be adopted, which are as follows:
1• Providing positive reinforcements for the tasks accomplished and
setting higher goals to be achieved.

2• Setting down certain effective rules and regulations to be followed in

the office.

3• Seeing that fair rules are set in the office.

4• Looking into employee needs and seeing that they are comfortable in
their work environment.

5 • There should be work related goals set from time to time

6• There should be regular appraisals and platforms where employees

can share their on the job experiences.

7• There should be consistent and constant on the job rewarding and

incentives.
Motivation is built on three basic elements:

1. Motivation starts with a need, vision, dream or desire to achieve

the seemingly impossible. Creativity is associated with ideas,
projects and goals, which can be considered a path to freedom.

2. Develop a love-to-learn, become involved with risky ventures and

continually seek new opportunities. Success is based on learning
what works and does not work.

3. Developing the ability to overcome barriers and to bounce back

from discouragement or failure. Achievers learn to tolerate the
agony of failure. In any worthwhile endeavor, barriers and failure
will be there. Bouncing back requires creative thinking as it is a
learning process. In addition, bouncing back requires starting
again at square one.
 OBJECTIVES 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 moral satisfaction with a sense of responsibility,
loyalty and discipline and with pride and confidence in a most cohesive
manner so that the goals of an organization are achieved effectively.

Motivational techniques are utilized to stimulate employee

growth. This was indicated by Clarence Francis when he was chairmen
of General Foods. He said that men can buy a man’s time, you can buy
a man’s physical presence at a given place, you can even buy a
numbers of skilled employees; but you can not buy enthusiasm, you
cannot buy loyalty; you cannot buy devotion of hearts, mind and soul.
You have to earn these things.
 TYPES OF MOTIVATION

MOTIVATION

SELF MOTIVATION GROUP MOTIVATION

OR
ATTITUDE MOTIVATION

SELF MOTIVATION
Before one can motivate another, one must motivate us. One
must overcome a certain amount of one’s natural inertia. One of the
most common deterrents to human action is that of a tired feeling. This
tired feeling is due to emotional reaction within oneself.

GROUP MOTIVATION
The motivation of group is as important as self motivation. Others
can be well motivated, when they are informed ideas, plans, inventions
or systems. “Nothing can be done, no act can be undertaken, no
decision made, no thinking process brought to a real conclusion unless
and until the act of communication is made an inherent part of the
undertaking.” This communications of ideas, plant etc. can be made
effectively when certain personal qualities have been developed.

STEPS IN MOTIVATION

The following steps are adopted in motivation:--

STEP- 1 SIZING UP SITUATIONS

REQUIRING MOTIVATION

STEP- 2 PREPARING A SET OF

MOTIVATING TOOLS

STEP- 3 SELECTING AND APPLYING AN

APPROPRIATE MOTIVATION

STEP- 4 FOLLOWING UP THE RESULTS

OF THE APPLICATION
STEP -1-
This involves ascertaining motivational needs. All employees
need motivation but of varying kinds and in varying degrees. For
example, one may need proper facilities for the education of one’s
children; other may want higher education for them. One may take pride
in producing quality work; another may be interested only in quality.

STEP -2-
This requires a selection of a specific tool pf motivation. An
executive, from personal experience, from the experiences of others,
and with the help for the personnel department, may draw up a list of
the devices that may motivate different types of peoples under different
circumstances.

STEP -3-
The executive should decide about the words, the tone of voice,
the gestures, etc. to be used and make a necessary rehearsal for their
proper use. Besides, it has also to be considered where and when
motivation is to be applied. The place and timing for this purpose are
important.

STEP -4-
 This involves the finding out of whether an individual has been
motivated. If not, some other devices may be applied.

PROCESS OF MOTIVATION

NEEDS

SELECTION OF GOALS AS PER

ONE 扴 PERCEPTION

GOAL DIRECTED BEHAVIOUR

ACCOMPLISHMENT OF GOALS /
SATISFACTION OF NEEDS
 MOTIVATION TOOLS

INCENTIVES

FINANCIAL NON- FINANCIAL

INCENTIVES INCENTIVES

- Fulfillment of basic needs - Recognisation

- Fulfillment of social needs - Status

- Raising standard of living - Job security

- Satisfying security needs - Challenging work

- Job Enrichment

- Responsibility

- Promotion

- Competition
 FINANCIAL INCENTIVES

Financial incentives are offered in the form of money or

money’s worth. For example, wages, bonus, fright benefits are the
some examples of financial motivation. Financial incentive is paid to
satisfy the lover level needs. These motivation incentives are tangible
we can see, touch and measure them.

Role of financial incentives as Motivation are:-

1. fulfillment of basic needs

Money acts as a stronger motivator to satisfy basic needs of men
like “Roti, Kapra and Makan”. Beside it also help in fulfilling other
basis needs such as Education, Medical facility etc.

2. Fulfillment of Social needs

Money not only helps in satisfying basic needs but also social
needs of human beings, because money is regarded as a symbol
of power and status.

3. Raising the standard of living

 Money also helps people in raising their standard of loving. A
worker will work hard to earn more so as to raise his standard of living.

NON-FINANCIAL INCENTIVES

Financial incentives play an important role as Motivator. However

they fail to act after a certain stage. The fulfill higher level needs such
as ego, esteem, self actualization non-financial incentives are used to
motivate the people at work. Following are the important types of non-
financial incentives:--

1. Recognisation
Recognisation means acknowledging and appreciating the merit of a
person. A person aspires for recognisation; it acts as a good motivator
for example: a worker may be given a commendation certificate foe
achieving a high target. This will encourage competition among
employees to earn recognisation by working hard.

2. Status
Status is regarded as a symbol of power and prestige. Worker’s
promotion although at a slightly higher salary (even at the same salary)
will motivate him to work to gain the status.

3. Job Security
Job security is a good motivator. If an employee achieves a lifetime
employment, it will give ensured secured income throughout his life.
However it may also act as a treat to motivation as the worker may
become complacent when he knows that his job is secured.
4. Promotion
Promotion means transferring an employee to a higher job involving
greater responsibility with or without an increase in his pay. For
example: a PGP may be promoted to the post of satisfies Vice Principal
in the same pays scale or he may be prompted as a PGT in senior
scale. Promotion is a good motivator to include employees to work
hard.

5. Employee participation in management

Employee participation in decision making is regarded as a good co-
operation. In fact Theaory advocates employee participation. It
encourages whole hearted co-operation involved in decision making.

6. Responsibility
Responsibility is also a challenge for an employee. Some people
prefer to take up responsibility. They consider it an opportunity to show
their capabilities and outshine other colleagues. It also act as a good
motivator as it satisfies their ego.

7. Challenging Work
High achiever type of employees is highly motivated if they are
assigned challenging work. It gives them an opportunity to show their
capabilities and to outshine other colleagues.
 IMPORTANCE OF MOTIVATION

The problem of motivation is the key to management actions and in its

executive for it is among chief tasks of the general manager. We may
safely lay it down that the tone of an organization is the reflection on the
motivation from the top. Following is the importance of motivation in an
organization:-

1. Utilization of human resources

Motivation induces men to work. It results in increased production and
productivity. Some try to put their efforts to produce more and more for
the benefit of the organization.

2. Utilization of other resources

All resources except human resources can produce no results, unless
men try to put them in action. By utilizing the other resources to the best
of their efforts men should be motivated to carryout plans, policies, and
programmers lay down by the organization.

3. Willingness to work
Motivation influences the willingness of people to work and willingness
comes from within. A man may have a capacity to work and he may be
physically, mentally and technically lit for work but he may not be willing,
to work.
4. Good labour relations
In an organization all the members of the staff connect rate their efforts
to achieve the objectives of the organization and carryout the plans in
accordance with the policies and programmes laid down by the
organization if the management introduces motivational plans.

5. Basis of co-operation
In their zeal to produce more the members work as a team to pull the
weigh effectively, to get their loyalty to the group and to the organization
to carry out properly the activities allocated and generally to play an
efficient part in achieving the goals which the organization has
undertaken.

6. Importance of skill and knowledge

All the members of an organization try to out be as efficient as possible
and to improve upon their skill and knowledge so that they may be able
to contribute to the progress of the organization as much as possible
because they know that they will get what has been promised and
ultimately they will be able to satisfy their personal as well as social
needs.

7. Building human relations

As the human concept of labour has changed and now labour is treated as
human being, motivation builds human relations. This attitude contributes
towards motivating the people at the work. Workers are invited to participate
in the decision-making function of the management.

CHAPTER – 04
 DATA ANALYSIS

Q. 1 Do you think your job makes the best use of your abilities?
a) Yes
b) No
c) Can’t Say

Sample Size Yes No Can’t Say

50 27 13 10

Sample Size 50

c
20%
a
a b
b 54% c
26%

• Finding: - Majority of employees i.e. 54% thinks that their job

carriers out the best of their abilities.

Q.2 Your job is highly motivating.

a) Agree
b) Disagree
c) Can’t Say

Sample Size a b c
50 25 15 10
 Sample Size 50
c
20%
a
a b
b 50% c
30%

• Finding: 50% of the employees find their job highly motivating.

Q.3 The jobs of the organization are realistic.

a) Agree
b) Disagree
c) Can’t Say

Sample Size a b c
50 28 12 10

Sample Size 50
c
20%
a
a b
b
56% c
24%

Finding: About 56% of the employees find their job realistic where as

245 don’t find their job realistic.

Q.4 Your co- workers are highly motivated and hard working.
a) Agree
b) Disagree
c) Can’t Say

Sample Size a b c
50 28 12 10

Sample Size 50
c
18%
a a
46% b
b c
36%

Finding: 46% of the workers find their Co – workers do not feel so.

Q.5 Every new idea given by any of the employees is given due to
some motivated Money schemes.
a) Agree
b) Disagree
c) Can’t Say

Sample Size a b c
50 22 8 20

Sample Size 50

c a a
40% 44% b
c
b
16%

Finding: About 44%of the employees agree that every new idea given

by them is due to a motivating money scheme.

Q.6 This job offers challenging opportunities.

a) Agree
b) Disagree
c) Can’t Say

Sample Size a b c
50 28 14 8

Sample Size 50
c
16% a
b a b
28% 56% c

Finding: 56% of the employees say that their job offers them
challenging opportunities where as 28% do not agree it.

FINDINGS
1. Majority of employees i.e. 54% thinks that their job carries out
the best of their abilities.

2. For 30% of the employees, job security is more important

where as 24% of the employees find opportunity for
advancement more important.

3. 50% of the employees find their job highly motivating.

4. About 56% of the employees find their job realistic, where as

24% don’t find their job realistic.

5. 46% of the workers find their Co-workers do not feel so.

6. About 44% of the employees agree that every new idea given
by them is due to a motivating money scheme.

7. 56% of the employees say that their job offers them

challenging opportunities, where as 24% do not agree to it.

8. For about 45% of the employees feel that financial technique is

highly motivating.
 CHAPTER – 05

CONCLUSION

From the study it was observed that most people said they

were satisfied with their present job and will recommend other to join

the organization yet almost 40% of the respondents have switched

over than seven jobs. Designations are still a very important factor

when it comes to motivation.

CHAPTER – 06
 RECOMONDATIONS

1. The organization should try to make best use of the

employee’s abilities and skills.

2. Organization should motivate the employees so as to create a

sense of job responsibility in them.

3. Organization should build better understanding with

employees.

4. Organization should develop feeling in the employee “feel at

home” by which he can work in a comfortable environment.

5. The employees should be hard working and helpful to their Co-

workers.

6. The job should offer challenging opportunities to the

employees so that they can be more creative and put their

best.

7. Financial as well as non-financial, both types of schemes

should be capable of motivating the employees.

CHAPTER – 07
 BIBLIOGRAPHY

C.B. MAMORIA, S.V. GANKAR

Personal Management, Mumbai
Himalaya Publishing House, 2004

DR. N. MISHRA, DR. O.P.GUPTA

Principal Of Business Management
Sahitya Bhawan Publishers. Delhi

Company website:

www.Kvsl.in
www. Google.com
 CHAPTER – 08

Questionnaire

QUESTIONNAIRE

Q. 1 Do you think your job makes the best use of your abilities?
a) Yes
b) No
c) Can’t Say

Q.2 Your job is highly motivating.

a) Agree
b) Disagree
c) Can’t Say

Q.3 The jobs of the organization are realistic.

a) Agree
b) Disagree
c) Can’t Say

Q.4 Your co- workers are highly motivated and hard working.
a) Agree
b) Disagree
c) Can’t Say

Q.5 Every new idea given by any of the employees is given due to
some motivated Money schemes.
a) Agree
b) Disagree
c) Can’t Say

Q.6 This job offers challenging opportunities.

a) Agree
b) Disagree
c) Can’t Say

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