Motivation: Nahar Industrial Enterprises LTD

MOTIVATION
AT
NAHAR INDUSTRIAL ENTERPRISES LTD
Project Report
Submitted :-
Department Of Business Administration
Govt. P.G. College Una (H.P)
In the paral fulfilment of the Bachelor Degree of
Business Administration
Session ( 2016 - 2019)
SUPERVISED BY:- SUBMITTED BY:-
MRS. Monika Thakur Jaiveer Singh

(Assistant Professor) Roll No. 1664
CERTIFICATE
NAHAR INDUSTRIAL ENTERPRISES LTD is bonafide project work done by

Jaiveer Singh under the university registration no. ………….., class
B.B.A (final),during the session (2016-2019) in the par al fulfillment of degree of
Bachelor of Business Administration on (B.B.A)
To the best of my knowledge the same has not been submitted in the part or full to any
other university for the award of the degree of Bachelor of Business Administration.
Coordinator Internal Guide
Dr. Sanjay Verma Mrs. Monika Thakur
Deptt of B.B.A (Assistant professor)
Govt P.G college Department of management
UNA (H.P)
ACKNOWLEDGEMENT
I make an endeavour to express my gratude and sincerely thank to

Mrs. Monika Thakur, my faculty guide for her excellent guidance and support,
which she has extended to me throughout my project work.
I extend my profound gratude to my honorable coordinator Dr.Sanjay Verma,

for his moral support encouragement during the ensure course of the project
work.
I express my sincere thanks to Mr.Shubhankar Mitre Manager of the NAHAR

INDUSTRIAL ENTERPRISES LTD , for lending their consent to undertake this
project and for their guidance in doing this project.
I express my sincere & hear felt thanks to the HR team of , their valuable help
during the course of my summer project.
I finally thank the Almighty for bestowing me with the needed courage and
vigour in performing this task. I also thank my parents, friends, well-wishers and
all those who had given me their support
PREFACE
This Research is a part of my summer training. Without this my B.B.A is

incomplete. Summer training is an integral part of every B.B.A course. We can’t
rely merely upon theoretical knowledge. It is to be complemented by practical
know how for it to be fulfil . A positive and correct result of the classroom
learning needs realise of practical situation.
The training enables the management students to see the working conditions
under which they have to work in the future. It gives them real feel of corporate
world, which helps them to be equip themselves with the required skills. I got the
opportunity to do the training at “NAHAR INDUSTRIAL ENTERPRISES LTD ” and
did a study on Recruitment and Selection. In particular I was lucky enough to be
part of study and I was assigned to do some research regarding the training of
employee.
It has been a great learning experience for The study would not have been
possible without the unconditional guidance and support of all the team members
of NAHAR INDUSTRIAL ENTERPRISES LTD . I would like to thank all the members
of the company besides all others who have been helpful to me for completing
the company
TABLE OF CONTENT
S. NO CONTENTS PAGE NO.
LIST OF TABLES
LIST OF CHARTS
CHAPTER-1
1.1 COMPANY PROFILE 1-10
CHAPTER-2
2.1 NEED FOR THE STUDY 11
2.2 OBJECTIVES OF THE STUDY 12
2.3 SCOPE OF THE STUDY 13
2.4 RESEARCH METHODOLOGY 14-17
2.5 LIMITATIONS OF THE STUDY 17
CHAPTER-3
3.1 CONCEPTUAL REVIEW 18-25
CHAPTER-4
4.1 ANALYSIS AND INTERPRETATION 25-65
CHAPTER-5
5.1 FINDINGS 66-67
CHAPTER-6
6.1 SUGGESTIONS AND RECOMMENDATIONS 67
6.2 CONCLUSIONS 68
6.3 ANNEXURE 69-73
6.4 BIBLIOGRAPHY 74
CHAPTER :- 1
COMPANY PROFILE
Nahar Industrial Enterprises Limited (NIEL) was incorporated on 27th September,

1983. NIEL is a vertically-integrated textile manufacturer, with operations ranging
from spinning, weaving & processing and also having sugar unit with 2500 TCD per
day. NIEL is evolution of amalgamation of different group companies with it. NIEL's
strategic objective is to capitalize on the growth opportunities that it believes are
available in the domestic and global textile industry. At the same time the company
recognizes the competitive nature of the industry, especially with pressure from
Asia, and that to maintain growth it must continue to improve production process
and reduce costs.
Management
The Board of Directors of the Company comprises experienced industrialists

businessmen, financial experts and professionals. The Board has the support of
Technocrats, qualified Engineers, Chartered Accountants, Business Management
experts and other experienced personnel, employed by the company to look after
production, marketing and finance etc., separately for their different units. Mr. J.L.
Oswal is the Chairman of the company, who has long and varied business
experience and is also associated with various other companies. The day to day
affairs are looked after by Mr. Kamal Oswal Vice Chairman-cum-Managing Director,
who has a vast experience in business.
CAPACITIES
NIEL is a vertically-integrated textile manufacturer, with operations ranging from

spinning, weaving and processing. The Company's manufacturing facilities are
spread at different locations with latest world class technology. The installed
capacity of the company as a whole is as under:-
KEY STRENGTH
1) stablished and vertically integrated player in the Cotton Yarn and Fabric
Business
2) Part of the largest textile group in the country, track record in textile
business and established market presence
3) Modern processing and finishing plants with latest technology and world
class machines
4) Captive power from multi fuel turbines and DG sets
5) High quality and breadth of products.
6) Strong track record of implementing various expansion projects in the past
7) Economies in purchasing cotton, given the centralization of buying
operations at the group level and the Company’s proximity to a major
agricultural belt of the Country
8) Expansion over the previous years through borrowing under Technology Up
gradation Fund (TUF) scheme
9) Strong management team
SOCIAL RESPONSIBILITY
Mohan Dai Oswal Cancer Treatment & Research Foundation Is a premier

specialized Hospital, In the service of Public Since 1984 is Equipped with Ultra
modern Diagnostic & Treatment Facilities. Patients requiring admission will be
treated with 25% concessional rates at Base Hospital (Mohan Dai Oswal Cancer
Treatment & Research Foundation, Ludhiana).
Hospital is being run as Charitable Organization with minimum charges and

equipped with basic medical facilities along with:
• Comprehensive Cancer Care Center

• Well Established Department Of Radiation, Medicine & Surgical Oncology
• Treating over 3,000 new cancer patients annually
• Recognized training schools
• Postgraduate courses (DNB)
To honor the global slogan of "GO GREEN", company has taken reasonable
initiatives to fulfill its social responsibility towards the global community and
nation.
Nahar Group is promoter of Nimbua Greenfield Punjab Limited (www.ngpl.co.in)

formed by a consortium of Industries of Punjab for developing a common facility
for storage, treatment and disposal of hazardous wastes generated by the Industry
with a Government of India grant. (www.ngpl.co.in)
The company has a long term vision to generate Power by using non-conventional
and renewable energy sources like:
• Company has set up non-convention energy generation by putting up Rice

Husk Based Co–Generation power plants of 24 MW capacities in Ludhiana and
Lalru in Punjab. Company's plants are approved by United Nations and CER
(Carbon Emission Credits ) are being granted.
• Company has also set up non-convention energy generation by putting up
Solar Power PV Project of 5 MW capacities in Distt. Jodhpur, Rajsthan. Company's
plants are approved by United Nations and CER (Carbon Emission Credits ) are
being granted.
• Company has also set up non-convention energy generation by putting up
Wind Turbine Generators (WTG) of 2.35 MW capacity in Distt. Tirunelvelli, Tamil
Nadu and Chikkodi Wind Park, Karnataka. Company's plants are approved by
United Nations and CER (Carbon Emission Credits ) are being granted
2.1: NEED FOR THE STUDY
Motivation is an important tool in the hands of the manager for inspiring the work
force and making them to do work with enthusiasm and willingness .If it‟s an
important function of the management to motivate the people working in the
organization to perform the work assigned to them effectively and efficiently. The
management has to understand the Human behavior if it has to provide
maximum motivation to the personnel. Motivation is something that moves a
person into action and continues him in the course of action enthusiastically. The
role of Motivation is to develop and intensify the desire in every member of
organization to work effectively and efficiently in his position.
The main aim of this study is to find out the employee motivation in IGP Private
ltd, Chennai as motivation is an important factor which increases the desire
willingness and enthusiasm in workers, to apply their great potentialities for the
achievement of common goals.
2.2: OBJECTIVES OF THE STUDY
Primary objective:
• To study the motivation level of employees.
Secondary Objectives:
• To study the effectiveness of the techniques adopted by the company in

employee motivation.
•
• To study about the benefits and facilities provided to the employees.

•
• To learn the employee‟s satisfaction on the interpersonal relationship

exists in the organization.
SCOPE OF THE STUDY
It is always essential for a concern to access its strategies and reshape its destiny. It
is necessary
for every organization to study the different aspects that affects the organization
development.
Every study has a clear and specific scope.
The scope of this study is limited to IGP Engineers Pvt. Ltd. In this survey the
emphasis is on the
motivation of employees. The scope of the study involves the preparation of

questionnaire
2.4: RESEARCH METHODOLOGY
The procedures by which researchers go about their work of describing, explaining

and predicting phenomena are called methodology. Methods comprise the
procedures used for generating, collecting and evaluating data. Methods are ways
of obtaining information useful for assessing explanations.
Research Definition:
The definition of research given by Creswell is "Research is a process of steps
used to collect and analyze information to increase our understanding of a topic or
issue". It consists of three steps: Pose a question, collect data to answer the
question, and present an answer to the question.
Research Design:
The type of research chosen for the study is descriptive research. In descriptive
research various parameters will be chosen and analyzing the variations between
these parameters. This was done with an objective to find out the motivation level
of the employees.
Data Sources:
The data collected for the study is mainly through the distribution of
questionnaire; to be precise the data collected for study was both primary and
secondary sources.
Primary Data:
Primary data is the information collected for the first time; there are several
methods in which the data is complied. In this project it was obtained by mean of
questionnaires. Questionnaire was prepared and distributed to the employees.
Secondary Data:
Secondary data needed for conducting research work were collected from
company websites, library and search engines.
Research Instrument:
In this study the primary data was collected by survey technique. In this we
distributed the questionnaires to the respondents. The researcher structured the
questionnaire in the form of:
1. Close Ended Questions
2. Multiple Choice Questions

Questionnaire:
A questionnaire is a sheet of paper containing questions relating to contain
specific aspect, regarding which the researcher collects the data. Because of their
flexibility the questionnaire method is by far the most common instrument to
collect primary data. The questionnaire is given to the respondent to be filled up.
Sampling Design:
Sampling design is to clearly define set of objective, technically called the universe
to be studied.
Sampling technique used is simple random sampling method.
Sample Size:
This refers to the number of items to be selected from the universe to constitute a
sample. The sample size for this study was taken as 50.
Statistical Tools Used:

The data collected was analyzed by employing the following statistical technique:
Percentage analysis:
Percentage refers to special kind of ration. It is used in making comparison
between two or more series of data. It is used to describe relationship. It is used to
analyses the data. Bar charts, pie charts were used to explain tabulation clearly.
Formula:
Percentage (%) = number of respondents
X 100
Total number of respondents
LIMITATION OF STUDY
• As the respondents were busy with their work, it was difficult for the
researcher to meet the respondents and gain information.
• The study was limited to a short period only.
• The data depends totally on the respondent‟s view, which may be
biased.
• In this study the sample size is 50.
• The findings of the study cannot be applied to all other fields since it
lacks external validity.
CHAPTER :-3
CONCEPETUAL REVIEW
3.1: MOTIVATION:
DEFINITION
“Employee motivation is a reflection of the level of energy, commitment, and
creativity that a company's workers bring to their jobs.”
"Psychological forces that determine the direction of a person's behavior in an
organization, a person's level of effort and a person's level of persistence". G.
Jones and J. George from the book "Contemporary Management."
OBJECTIVES
Main Objectives of Employee Motivation are as follows:
1. The purpose of motivation is to create condition 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.
2. To increase loyalty against company.

3. For improve discipline and with pride and confidence in cohesive manner so
that the goal of an organization are achieved effectively.
4. Motivation techniques utilized to stimulate employee growth.
5. For the motivation you can buy man‟s time. Physical presence at a given
place.
6. You can even buy a measured number of skilled muscular motions per hour
or day.
7. Performance results from the interaction of physical, financial and human

resource.
8. For the achieving a desired rate of production.
IMPORTANCE OF EMPLOYEE MOTIVATION
• The workforce will be better satisfied if the management provides them with
opportunities to fulfill their physiological and psychological needs. The
workers will cooperate voluntarily with the management and will contribute
their maximum towards the goals of the enterprise.
• Workers will tend to be as efficient as possible by improving upon their skills
and knowledge so that they are able to contribute to the progress of the
organization. This will also result in increased productivity.
• The rates of labor‟s turnover and absenteeism among the workers will be
low.
• There will be good human relations in the organization as friction among the
workers themselves and between the workers and the management will
decrease.
• The number of complaints and grievances will come down. Accident will also
be low.
• There will be increase in the quantity and quality of products. Wastage and
scrap will be less. Better quality of products will also increase the public
image of the business.
FACTORS THAT MOTIVATES EMPLOYEES
Empowerment:
Feeling trusted and empowered is a tremendous motivator.
Growth:
Feeling that they are growing and developing personally

Inclusion:
„To belong‟ is a fundamental need, whether as a member of a family, peer group,

network, team or company. It‟s human nature to want to be on the inside, not
the outside.
Purpose:
Today people care more about what happens tomorrow, and want to contribute
to ensuring the future of our children, and the health of our communities and
planet.
Trust:
The fabric that holds it all together and makes it real is trust.
MOTIVATION CONCEPTS
Intrinsic motivation
Intrinsic motivation refers to motivation that is driven by an interest or enjoyment

in the task itself, and exists within the individual rather than relying on any
external pressure. Intrinsic Motivation is based on taking pleasure in an activity
rather working towards an external reward.
Extrinsic motivation
Extrinsic motivation refers to the performance of an activity in order to attain an

outcome, which then contradicts intrinsic motivation. Extrinsic motivation comes
from outside of the individual. Common extrinsic motivations are rewards like
money and grades, coercion and threat of punishment. Competition is in general
extrinsic because it encourages the performer to win and beat others, not to
enjoy the intrinsic rewards of the activity. A crowd cheering on the individual and
trophies are also extrinsic incentives.
Social psychological research has indicated that extrinsic rewards can lead to over
justification and a subsequent reduction in intrinsic motivation. In one study
demonstrating this effect, children who expected to be (and were) rewarded with
a ribbon and a gold star for drawing pictures spent less time playing with the
drawing materials in subsequent observations than children who were assigned to
an unexpected reward condition. For those children who received no extrinsic
reward, Self-determination theory proposes that extrinsic motivation can be
internalized by the individual if the task fits with their values and beliefs and
therefore helps to fulfill their basic psychological needs.
TYPES OF EMPLOYEE MOTIVATION

Understanding employee motivation is necessary to the success of a company. By
knowing what encourages an employee to do his or her job, a company will be
able to implement different policies to increase the performance of the workers.
In order to understand employee motivation, one must realize that people are
different. This means that different things motivate different employees.
Achievement
One type of employee motivation is achievement. In this type of employee

motivation, the worker is driven by the goal itself. This in a sense is like climbing a
mountain because the mountain is there.
Employers often make use of this by presenting challenges to the employees.
In making use of this type of employee motivation employers often include

incentives such as a promotion or cash. However, for the employees, the
incentive is only a bonus to the achievement.
Advancement
For some employees, their motivation is the prospect of rising up in the ranks of
the corporation. They work hard in order to catch the eye of the boss and
probably get a promotion. This type of employee motivation is characterized by
ambition.
Of course, there are times when this type of employee motivation can be
dangerous. Sometimes, superiors may find their jobs in danger because of an
advancement-motivated employee. However, if handled properly, an employee
whose motivation is advancement can be the best in the business. As such, this
type of employee motivation should be handled carefully.
Pressure
Some employees work harder under pressure. This employee motivation is rarely
manifested consciously in a worker. It is often the case that an employee
unknowingly piles pressure on him or her and this pressure pushes them to work
harder.
Sometimes, pressure is used by and employee to see just how far he or she would
be able to go. However, this type of employee motivation can have some very
negative results, considering the fact that every person has a limit. In fact, it often
ends up in a breakdown of some sort.
Fear
This is one of the most commonly used employee motivation techniques.

Employees are often threatened with termination if they fail to meet certain
objectives. Of course, if an employee does not handle pressure very well, this type
of employee motivation technique could be detrimental to his or her work
performance . The key to the best employee motivation technique is balance. You
need to understand that people have different preferences. Since it is virtually
impossible to meet every employee‟s motivation needs, you must develop a
technique that incorporates all of the elements of employee motivation. In doing
so, you will be able to ensure your company‟s continued growth.
CHAPTER :-4
DATA ANALYSIS AND INTERPREATING
Table 4.1.1: Age of the respondents
S. No Options No. of respondents Percentage (%)
1. Below 25 9 18
2. 25 to 35 29 58
3. 36 to 40 5 10
4. 41 and above 7 14
Total 50 100
INFERENCE:
The above table inferred the age of the respondents. 58% of the employees fall
under the age group of 25-30, 18% of the employees fall under 25, 14% of
employees fall under 41 and above and 10% employees fall under the age group
of 36-40.
Chart 4.2.1: Age of the respondents
30
25
20
15
10
0
Below 25 25 to 35 36 to 40 41 and above
Table 4.1.2: Experience of the respondents
S. No Options No. of Percentage (%)

respondents
1. Below 1 year 4 8
2. 1 to 4 year 25 50
3. 5 to 10 year 13 26
4. Above 10 years 8 16
Total 50 100
The above table shows the experience of the respondents. 50% of the
employees have attained 1-4 year of experience , 26% of the employees have
attained 5-10 years of experience, 16% of employees are have experience above
10 years and 8% of them are below 1 year.

Chart 4.2.2: Experience of the respondents
Above 10 years
5 to 10 year
1 to 4 year
Below 1 year
0 5 10 15 20 25
Table 4.1.3 Education of the respondents:
S. No Options No. of Percentage (%)

respondents
1. UG 23 46
2. PG 24 48
3. Others 3 6
Total 50 100
INFERENCE:
The above table inferred the education of the respondents. 48% of the
respondents have completed PG, 46% of the respondents have completed UG, 6%
of the respondents have not completed.

Chart 4.2.3: Education of the respondent
25
20
15
10
0
UG PG Others
Table 4.1.4: Employee motivation with regard to increments given to employees
NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE

1 Strongly agree 12 24
2 Agree 32 64
3 Neither agree nor 4 8

disagree
4 Strongly disagree 2 4
5 Disagree 0 0
Total 50 100
INFERENCE
:
The above table shows about the motivation level of the employees regarding
the salary increments given to them. 64% of the employees agree with it, 24% of
the employees strongly agree, 8% of them are neutral and 4% strongly disagree
CHART: 4.2.4: Employee motivation with regard to increments given to
employees
35
30
25
20
15
10
0
Strongly agree Agree Neither agree nor Strongly disagree Disagree
disagree
Table.4.1.5: Financial incentives motivates more than non-financial
NO. OF
1 Strongly Agree 0 0
2 Agree 28 56

disagree
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows about the types of incentives that motivates the
employees financial or non-financial. 56% of the employees agree with it, 28% of
the employees are neutral, 16% of them strongly disagree.
CHART 4.2.5: Financial incentives motivates more than non-financial
Strongly Agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree
Table.4.1.6: Satisfaction with regard to salary drawing at present
NO. OF
2 Agree 34 68

disagree
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows about the level of satisfaction with regard to salary given
to them. 68% of the employees agree with it, 20% of them are neutral, 8%
strongly disagree and 4% of the employees strongly agree.

CHART:4.2.6: Satisfaction with regard to salary drawing at present
Strongly agree
Agree
Strongly disagree
Disagree
Table.4.1.7: Satisfaction with regard to lunch breaks, rest breaks, and leaves
provided
NO. OF
2 Agree 34 68

disagree
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows about the satisfaction level of employee with their break
timings. 68% of the employees agree with it, 24% of them are neutral and 8% of
the employees strongly agree.
CHART:4.2.7: Satisfaction with regard to lunch breaks, rest breaks, and leaves
provided
Strongly agree
Agree
Strongly disagree
Disagree
Table.4.1.8: Table showing good physical working conditions providing in the
organization.
NO. OF
2 Agree 36 72

disagree
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the motivation level of the employees with regard to
good working conditions of the organization. 72 % of the employees agree with it,
20% of them are neutral and 8% of the employees strongly agree.
CHART:4.2.8: Good physical working conditions are provided in the
organization.
Strongly agree
Agree
Strongly disagree
Disagree
Table.4.1.9: Opinion of the employees with regard to job security
NO. OF
2 Agree 36 72

disagree
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the opinion of the respondents on job security. 72% of
the employees agree with it, 8% of them are neutral and 20% of the employees
strongly agree.
CHART:4.2.9: Opinion of the employees with regard to job security
Strongly agree
Agree
Strongly disagree
Disagree
Table.4.1.10: Retirement benefits available are sufficient.
NO. OF
2 Agree 30 60

disagree
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the opinion regarding retirement benefits provided by
organization. 60% of the employees agree with it, 16% of them are neutral and
24% of the employees strongly agree.
CHART:4.2.10 Retirement benefits available are sufficient.
Strongly agree
Agree
Strongly disagree
Disagree
Table.4.1.11: Satisfaction with regard to Medical benefits provided.

NO. OF
2 Agree 32 64

disagree
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows opinion of the respondents regarding medical benefits.
64% of the employees agree with it, 24% of them are neutral and 12% of the
employees strongly agree.
CHART:4.2.11 Satisfaction with regard to Medical benefits provided.

Strongly agree
Agree
Strongly disagree
Disagree
Table.4.1.12: Table showing Visibility with top management.
NO. OF
2 Agree 38 76
disagree
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the opinion of the employee‟s relationship with the top
manager. 76% of the employees agree with it, 12% of them are neutral and 12%
of the employees strongly agree.
CHART:4.2.12 Chart showing Visibility with top management.
Strongly agree
Agree
Strongly disagree
Disagree
Table.4.1.13: Table showing superior recognizes the work done in the
organization.
NO. OF
2 Agree 30 60

disagree
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows opinion of the employee about the recognition of him
from the superior. 60% of the employees agree with it, 24% of them are neutral
and 16% of the employees strongly agree.
CHART:4.2.13: Chart showing superior recognizes the work done in the
organization.
Strongly agree
Agree
Strongly disagree
Disagree
Table.4.1.14: Table showing the job gives good status in the organization.
NO. OF
2 Agree 34 68

disagree
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the status the employee gets from the job. 68% of the
employees agree with it, 8% of them are neutral and 24% of the employees
strongly agree.
CHART:4.2.14: Chart showing the job gives good status in the organization..
Strongly agree
Agree
Strongly disagree
Disagree
Table.4.1.15: Satisfaction with regards to responsibility and role in my work.
NO. OF
2 Agree 38 76

disagree
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the satisfaction of the employee with the responsibility
and the role of his work. 76% of the employees agree with it, 4% of them are
neutral and 20% of the employees strongly agree.
CHART:4.2.15: Satisfaction with regards to responsibility and role in my work.

40
35
30
25
20
15
10
0
Strongly agree Agree Neither agree Strongly Disagree
nor disagree disagree
Table.4.1.16: Table showing the quality of the relationships in the informal
workgroup.
NO. OF
2 Agree 44 88

disagree
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the relationship in the informal work group. 88% of the
employees agree with it, 12% of them are neutral.
CHART:4.2.16:Chart showing the quality of the relationships in the informal
workgroup.
45
40
35
30
25
20
15
10
0
Table.4.1.17: Satisfaction with regard to support from the HR department.
NO. OF
2 Agree 36 72

disagree
4 Disagree 4 8
Total 50 100
INFERENCE:
The above table showing the satisfaction level of the respondents regarding the
support provided by the HR department. 72% of the employees agree with it, 12%
of them are neutral and 8% of the employees strongly agree.
CHART:4.2.17: Satisfaction with regard to support from the HR department.
40
35
30
25
20
15
10
0
Strongly agree Agree Neither agree Strongly disagree Disagree
nor disagree
Table.4.1.18: Table showing fare amount of team spirit in the organization.
NO. OF
2 Agree 34 72

disagree
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the team spirit in the organization among the employees.
72% of the employees agree with it, 20% of them are neutral and 12% of the
employees strongly disagree.
CHART:4.2.18: Table showing fare amount of team spirit in the organization.
Strongly agree
Agree
Strongly disagree
Disagree
Table.4.1.19: Table showing the best performance in my job.
NO. OF
2 Agree 32 64

disagree
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the opinion of the employees about being the best at
their job . 64% of the employees agree with it, 4% of them are neutral and 32% of
the employees strongly agree.
CHART:4.2.19: Table showing the best performance in my job.
35
30
25
20
15
10
0
Table.4.1.20: Table showing schedule of work with regard to job related
decision.
NO. OF
2 Agree 30 60

disagree
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table showing the satisfaction level of the respondents regarding the
support provided by the HR department . 60% of the employees agree with it,
24% of them are neutral 12% of the employees strongly agree and 4% of them
strongly disagree.
CHART:4.2.20: Chart showing the best performance in my job.
Strongly agree
Agree
Strongly disagree
Disagree
Table.4.1.21: Table showing opportunities for advancement in this organization.
NO. OF
2 Agree 44 88

disagree
5 Disagree 0 0
Total 50 100
INFERENCE:
The above table shows the opportunities available in the organization for
advancement . 88% of the employees agree with it, 12% of them are neutral.
CHART:4.2.21: Chart showing opportunities for advancement in this
organization.
45
40
35
30
25
20
15
10
0
Strongly agree Agree Neither agree nor Strongly disagree Disagree
disagree
Chapter-5
5.1: FINDINGS:
• The study found that 64% of employee motivation with regard to increments
given to employees
• About 56% of the employees agree that financial incentives motivate them
than nonfinancial incentives.
• 68% employees are satisfied with salary drawings at present.

• 68% employees are satisfied with regards to the lunch breaks, rest breaks and
leaves provided by the organization.
• Majority 72% of the employees agree good working conditions are provided
in the organization.
• Majority 72% of the respondents are satisfied with the opinion of the job
securities provided.
• Most of the respondents 60% agree that the retirement benefits available are
sufficient.
• Most of the respondents 64% of them agree that the medical benefits
provided are satisfactory.
• Majority 76% of the respondents are satisfied with the responsibility and role
of their work.
• Majority 76% of the respondents visibility with top management are

considered important.
• Most of the respondents 60% feel superior recognizes work in the
organization.
• 68% of the respondents feels the job gives a good status in the organization
• 76% of the respondents are satisfied with regard to responsibility and role
they perform.
• Majority 88% of the respondents quality of relationship in informal
workgroup.
• 72% of respondents are satisfied with the support from the HR department.
• Majority of the respondents 72% shows fare amount of team spirit in the
organization.
• Most of the respondents 64% show the best performance in their job.
• 60% of the respondents feel schedule of work with regards to job related
decisions.
• Majority 88% of the respondents opportunities for advancement in the
organization.
CHAPTER-6
6.1: SUGGESTIONS AND RECOMMENDATIONS:
Nahar industrial enterprises ltd has highly Motivated Employees. Motivation of

employees can still be increased so as to increase the efficiency and satisfaction of
work. Some of the areas that can be improved are:
• Employee- employer relations: The employer should make effort to talk to the
employees and share his/her view on various topics. Employer should

encourage and support the employee.
• Employee- employee relation: Only a few of the employees trust their co-
workers, therefore this area needs improvement. Group activities should be
encouraged more so that employees can work together and thus strengthen
their relation. More informal gatherings should be encouraged so that they
can know each other.
• Few of the employees are not satisfied with the lunch breaks, rest breaks
provided it can be extended.
• Some of the employees are not satisfied with the relationship between the
top management they should be free to speak with their employees.
6.2: CONCLUSION
The motivational strategies used in nahar industrial enterprises ltd are very good.
The employees are found to be motivated and they are happy with the pay
structure, benefits, work hours, freedom to work etc. The organization has to be
appreciated for keeping the employee highly motivated and thereby helping them
to meet personal as well as organizational goals.
6.3: QUESTIONNAIRE
Q.1. The salary increments given to employees who do their jobs very well motivates
them.
a) Strongly agree b) Agree c) Neither agree nor disagree d)

Disagree e) Strongly disagree
Q.2. Financial incentives motivates me more than non financial incentives.

Q.3. I am satisfied with the salary I draw at present.

Q.4. I am satisfied with the lunch break, rest breaks and leaves given in the
organization.

Q.5.Good physical working conditions are provided in the organization.

Q.6.The employees in the organization feel secured in their job.

Q.7.The retirement benefits available are sufficient.

Q.8.The medical benefits provided in the organization are satisfactory.

Q.9.Visibility with top management is important to me.

Q.10. I feel that my superior always recognizes the work done by me

Q.11.I feel that the job I do gives me a good status.
Q.12.I am satisfied with the responsibility and role that I have in my work
Q.13.The quality of the relationships in the informal workgroup is quite important to
me.
Q.14.I am satisfied with the support from the HR department.

Q.15.In this organization there is fair amount of team spirit.

Q.16.I want to be the best at my own job.

Q.17.I generally like to schedule my own work and to make job-related decisions
with a minimum of supervision.

Q.18. I find opportunities for advancement in this organization.

6.4: BIBLIOGRAPHY
Books:
• Research methodology, C R Kothari from New Age Publication Human

Resources Management, K. Ashwathappa 4th edition.
• Human Resources Management, V.S.P.Rao from Excel New Publication, New
Delhi.
Website:
• www.google.com
• www.humanresources.hrvinet.com
• www.scribd.com
• www.wikipedia.com
• www.igp-group.com

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MOTIVATION

Govt. P.G. College Una (H.P)

In the paral fulfilment of the Bachelor Degree of

Session ( 2016 - 2019)

SUPERVISED BY:- SUBMITTED BY:-

MRS. Monika Thakur Jaiveer Singh

NAHAR INDUSTRIAL ENTERPRISES LTD is bonafide project work done by

Coordinator Internal Guide

Dr. Sanjay Verma Mrs. Monika Thakur

Deptt of B.B.A (Assistant professor)

Govt P.G college Department of management

I make an endeavour to express my gratude and sincerely thank to

I extend my profound gratude to my honorable coordinator Dr.Sanjay Verma,

I express my sincere thanks to Mr.Shubhankar Mitre Manager of the NAHAR

This Research is a part of my summer training. Without this my B.B.A is

1.1 COMPANY PROFILE 1-10

2.1 NEED FOR THE STUDY 11

2.2 OBJECTIVES OF THE STUDY 12

2.3 SCOPE OF THE STUDY 13

2.4 RESEARCH METHODOLOGY 14-17

2.5 LIMITATIONS OF THE STUDY 17

3.1 CONCEPTUAL REVIEW 18-25

4.1 ANALYSIS AND INTERPRETATION 25-65

5.1 FINDINGS 66-67

6.1 SUGGESTIONS AND RECOMMENDATIONS 67

6.3 ANNEXURE 69-73

Nahar Industrial Enterprises Limited (NIEL) was incorporated on 27th September,

The Board of Directors of the Company comprises experienced industrialists

NIEL is a vertically-integrated textile manufacturer, with operations ranging from

Mohan Dai Oswal Cancer Treatment & Research Foundation Is a premier

Hospital is being run as Charitable Organization with minimum charges and

• Comprehensive Cancer Care Center

Nahar Group is promoter of Nimbua Greenfield Punjab Limited (www.ngpl.co.in)

• Company has set up non-convention energy generation by putting up Rice

• To study the motivation level of employees.

• To study the effectiveness of the techniques adopted by the company in

• To study about the benefits and facilities provided to the employees.

• To learn the employee‟s satisfaction on the interpersonal relationship

Every study has a clear and specific scope.

motivation of employees. The scope of the study involves the preparation of

The procedures by which researchers go about their work of describing, explaining

2. Multiple Choice Questions

Statistical Tools Used:

Main Objectives of Employee Motivation are as follows:

1. The purpose of motivation is to create condition in which people are willing

2. To increase loyalty against company.

that the goal of an organization are achieved effectively.

4. Motivation techniques utilized to stimulate employee growth.

7. Performance results from the interaction of physical, financial and human

8. For the achieving a desired rate of production.

IMPORTANCE OF EMPLOYEE MOTIVATION

FACTORS THAT MOTIVATES EMPLOYEES

Feeling trusted and empowered is a tremendous motivator.

Feeling that they are growing and developing personally

„To belong‟ is a fundamental need, whether as a member of a family, peer group,

Intrinsic motivation refers to motivation that is driven by an interest or enjoyment

Extrinsic motivation refers to the performance of an activity in order to attain an

TYPES OF EMPLOYEE MOTIVATION

One type of employee motivation is achievement. In this type of employee

In making use of this type of employee motivation employers often include

This is one of the most commonly used employee motivation techniques.

Table 4.1.1: Age of the respondents