A

PROJECT REPORT
ON
"A STUDY ON EMPLOYEE MOTIVATION AT WOOD CASTLE RAIPUR
C.G "

SUBMITTED TO
Pt. Ravishankar Shukla University, Raipur (C.G.)
In partial fulfillment for the degree course of
BACHELOR OF BUSINESS ADMINISTRATION (BBA 6th Sem)
FOR THE ACADEMIC SESSION
2016-2019

GUIDED BY SUBMITTED BY
MS. RASHMI MAM PARNEET KAUR
ASSISTANT PROFESSOR BBA 6TH SEM
DEPARTMENT OF MANAGEMENT ROLL NO. 1655091
MAIC, RAIPUR

DEPARTMENT OF MANAGEMENT
MAHARAJA AGRASEN INTERNATIONAL COLLEGE
 INDEX

S.No. Content Page no.

1 Chapter:-1 Introduction

2 Chapter:-2 Company profile

3 Chapter:-3 Research methodology

4 Chapter:-4 Analysis of data

5 Chapter:-5 Interpretations & Findings

6 Conclusion

Limitation

Recommendation

Appendices

Bibliography

Questionnaire
 CHAPTER-1
INTRODUCTION

HUMAN RESOURCE MANAGEMENT

Human Resource Management can be defined as a process of procuring, developing and
maintaining competent human resources in the organization so that the goals of an organization
are achieved in an effective and efficient manner. In short, HRM is an art of managing people at
work in such a manner that they give their best to the organization for achieving its set goals.

Human Resource Management (HRM) is an operation in companies designed to maximize

employee performance in order to meet the employer's strategic goals and objectives. More
precisely, HRM focuses on management of people within companies, emphasizing on policies
and systems,

In short, HRM is the process of recruiting, selecting employees, providing proper orientation and
induction, imparting proper training and developing skills.

Human resources are the most valuable and unique assets of an organization. The successful
management of an organization's human resources is an exciting, dynamic and challenging task,
especially at a time when the world has become a global village and economies are in a state of
flux. The scarcity of talented resources and the growing expectations of the modern day worker
have further increased the complexity of the human resource function.

Human Resource Management (HRM) is the term used to describe formal systems devised for
the management of people within an organization. The responsibilities of a human resource
manager fall into three major areas: staffing, employee compensation and benefits, and
defining/designing work.

Human resources focuses on maximizing employee productivity HR professionals manage the

human capital of an organization and focus on implementing policies and processes. They can
specialize in recruiting, training, employee-relations or benefits. Recruiting specialists find and
hire top talent Training and development professionals ensure that employees are trained

And have continuous development.

1
 MOTIVATION

The word motivation has been derived from motive which means any idea, need or emotion that
prompts a man in to action. Whatever may be the behavior of man, there is some stimulus behind
it .Stimulus is dependent upon the motive of the person concerned. Motive can be known by
studying his needs amid desires.

Resins Liker has called motivation as the core of management. Motivation is an effective
instrument in the hands of the management in inspiring the work force .It is the major task of
every manager to motivate his subordinate or to create the will to work among the subordinates
.It should also be remembered that the worker may be immensely capable of doing some work,
nothing can be achieved if he is not willing to work .Creation of a will to work is motivation in
simple but true sense of term.

Motivation is an important function which every manager performs for actuating the people to
work for accomplishment of objectives of the organization .In order to motivate workers to work
for the organizational goals, the managers must determine the motives or needs of the workers
and provide an environment in which appropriate incentives are available for their satisfaction
AI' the management is successful in doing so; it will also be successful in increasing the
willingness of the workers to work. This will increase efficiency and effectiveness of the
organization .There will be better utilization of resources and workers abilities and capacities. . I'
According to Edwin B Flipped, "Motivation is the process of attempting i g to influence others to
do their work through the possibility of gain or reward.

2
 THE CONCEPT OF EMPLOYEE MOTIVATION

Employee motivation is the level of energy, commitment, and creativity that a company's
workers bring to their jobs. Whether the economy is growing or shrinking, finding ways to
motivate employees is always a management concern.

Employee motivation, i.e. methods for motivating employees, is an intrinsic and internal drive to
put forth the necessary effort and action towards work-related activities. It has been broadly
defined as the "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".

Employee motivation can sometimes be particularly problematic for small businesses.

Motivating employees can be a manager's biggest challenge. Employee motivation is a key to the
overall effectiveness of an organization. An understanding of the applied psychology within a
workplace, also known as organizational behavior, can help achieve a highly motivated,
workforce.

Employee motivation is a factor, or factors, that cause(s) an employee to pursue work tasks or
goals. It's what causes you to act in a certain way. There are two primary theories of motivation
that are often used by employers: extrinsic motivation and intrinsic motivation.

Motivation is a state of mind. High motivation leads to high morale and greater production. A
motivated employee gives his best to the organization. He stays loyal and committed to the
Organization.

3
 FEATURES OF EMPLOYEE MOTIVATION

1. Motivation is a Psychological Concept: Motivation has to come from within each individual.
There are two desiring factors in motivation-(a) Fundamental needs, such as food, clot as and
s11.ter and (6) Ego-satisfaction including self, teem, reception from others, for achievements,
self,d2v-elopment and self actualization which act as powerful though unconscious, mot for of
behavior. Inner motivation can be more. Decisive for behavior than any external influence.

2. Both positive and negative:

Motivation can be both positive and negative but the main aim of both is to inspire the people to
work in the required mariner. Examples of positive motivators are promotion, bonus, respect,
recognition etc. whereas negative motivators are warning, demotion, stopping increments etc...

3. Complex Process: Motivation is a complex process. All individuals do not have same needs,
desires and reactions. A particular motivator may not obviously satisfy the internal feelings of all
the individuals.

4. Continuous process: Z Motivation should be. Continuous as the employee cannot be motivated
continuously for the long time with same effort. As the cause of motivation is the unsatisfied
need of persons. If these needs will be fulfilled, managers must be able to create new and higher
level of needs in them. Same technique cannot be effective forever; therefore managers need to
search the new techniques for motivation. Thus, motivation is never ending process.

5. Goal oriented: Motivation is goal oriented process. Each motivational activities and efforts
caused by motivation are focused in order to attain goals. Such goals can be individual group and
organizational goals.

4
 TYPES OF EMPLOYEE MOTIVATION

Intrinsic motivation occurs when people are internally motivated to do something because it
either brings them pleasure, they think it is important, or they feel that what they are learning is
morally significant.

Extrinsic motivation comes into play. when a student is compelled to do something or act a
certain way because of factors external to him or her (like money or good grades)

Incentives

An incentive is something which stimulates a person towards some goal. It activates human
needs and creates the desire to work. Thus, an incentive is a means of motivation. In
organizations, increase in incentive leads to better performance and vice versa.

Need for Incentives

Man is a wanting animal. He continues to want something or other. He is never fully satisfied. If
one need is satisfied, the other need arises. In order to motivate the employees, the management
should try to satisfy their needs. For this purpose, both financial and non financial incentives
may be used by the management to motivate the workers. Financial incentives or motivators are
those which are associated with money. They include wages and salaries, fringe benefits, bonus,
retirement benefits etc. Non-financial motivators are those which are not associated with
monetary rewards. They include intangible incentives like ego-satisfaction, self-actualization and
responsibility.

5
 INCENTIVES

I
Financial Incentives . I. I.
Non-financt a m centlves

- Wages and Salaries. - Competition

Bonus - Group recognition
Medical reimbursement - Job security
Insurance Housing - Praise
facility Retirement - Knowledge of result
benefits. - Workers participation.
- Suggestion system. -Opportunities for growth

STRATEGIES FOR EMPLOYEE MOTIVATION:

• Positive reinforcement I high expectations

• Effective discipline and punishment
• Treating people fairly
• Satisfying employees need.
• Settin.g work related goals
• Restructuring jobs
• Base rewards on job performance

6
 SIGNIFICANCE OF EMPLOYEE MOTIVATION

Employee Motivation involves getting the members of the group to pull weight effectively, to
give their loyalty to the group, to carry out properly the purpose of the organization. The
following results may be expected if the employees are properly motivated.

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 maxim 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.

THEORIES OF MOTIVATION

Understanding what motivated employees and how they were motivated was the focus of many
researchers following the publication of the Hawthorne study results (Terpstra, 1979). Six major-
approaches that have led to our understanding of motivation are Mcclelland's Achievement Need
Theory, Behavior Modification theory; Abraham H Mallows need hierarchy or Deficient theory
of motivation. J.S. Adam's Equity Theory, Vrooms Expectation Theory, Two factor Theory.

7
MCCLELLAND'S ACHIEVEMENT NEED THEORY

According to McClelland's there are three types of needs;

NEED FOR ACHIEVEMENT (N ACH)

This need is the strongest and lasting motivating factor. Particularly in case of persons who
satisfy the other needs. They are constantly pre occupied with a desire for improvement and lack
for situation in which successful outcomes are directly correlated with their efforts. They set
more difficult but achievable goals for themselves because success with easily achievable goals
hardly provides a sense of achievement.

NEED FOR POWER (N PAW)

It is the desire to control the behavior of the other people and to manipulate the surroundings.
Power motivations positive applications results in domestic leadership style, while it negative
application tends autocratic style.

NEED FOR AFFILIATION (N AFF)

It is the related to social needs and creates friendship. This results in formation of informal
groups or social circle.

BEHAVIORAL MOTIVATION THEORY

According to this theory people behavior is the outcome of favorable and unfavorable past
circumstances. This theory is based on learning theory. Skinner conducted his researches among
rats and school children. He found that stimulus for desirable behavior could be strengthened by
rewarding it at the earliest. In the industrial situation, this relevance of this theory may be found
in the installation of financial and non-financial incentives.

More immediate is the reward and stimulation or it motivates it. Withdrawal of reward incase of
low standard work may also produce the desired result. However, researches show that it is
generally more effective to reward desired behavior than to punish undesired behavior.

8
ABRAHAM H MASLOW NEED HIERARCHY OR DEFICIENT
THEORY OF MOTIVATION

The intellectual basis for most of motivation thinking has been provided by behavioral scientists,
A.H Maslow and Frederick Heizberg, whose published works are the "Bible of Motivation".
Although Maslow himself did not apply his theory to industrial situation, it has wide impact for
beyond academic circles. Douglous Mac Gregor has used Maslow's theory to interpret specific
problems in personnel administration and industrial relations.

The crux of Maslow's theory is that human needs are arranged in hierarchy composed of five
categories. The lowest level needs are physiological and the highest levels are the self-
actualization needs. Maslow starts with the formation that man is a wanting animal with a
hierarchy of needs of which some are lower ins scale and some are in a higher scale or system of
values. As the lower needs are satisfied, higher needs emerge. Higher needs cannot be satisfied
unless lower needs are fulfilled. A satisfied need is not a motivator. This resembles the standard
economic theory of diminishing returns. The hierarchy of needs at work in the individual is today
a routine tool of personnel trade and when these needs are active, they act as powerful
conditioners of behavior- as Motivators.

Hierarchy of needs; the main needs of men are five. They are physiological needs, safety needs,
social needs, ego needs and self-actualization needs, as shown in order of their importance.

9
The above five basic needs are regarded as striving needs which make a person do things. The
first model indicates the ranking of different needs. The second is more helpful in indicating how
the satisfaction of the higher needs is based on the satisfaction of lower needs. It also shows how
the number of person who has experienced the fulfillment of the higher needs gradually tapers
off.

physiological or Body Needs: - The individual move up the ladder responding first to the
physiological needs for nourishment, clothing and shelter. These physical needs must be equated
with pay rate, pay practices and to an extent with physical condition of the job.

Safety: - The next in order of needs is safety needs, the need to be free from danger, either from
other people or from environment. The individual want to assured, once his bodily needs are
satisfied, that they are secure and will continue to be satisfied for foreseeable feature. The safety
needs may take the form of job security, security against disease, misfortune, old age etc as also
against industrial injury. Such needs are generally met by safety laws, measure of social security,
protective labor laws and collective agreements.

social needs: - Going up the scale of needs the individual feels the desire to work in a cohesive
group and develop a sense of belonging and identification with a group. He feels the need to love
and be loved and the need to belong and be identified with a group. In a large organization it is
not easy to build up social relations. However close relationship can be built up with at least
some fellow workers. Every employee wants too feel that he is wanted or accepted and that he is
not an alien facing a hostile group.

Ego or Esteem Needs: - These needs are reflected in our desire for status and recognition, respect
and prestige in the work group or work place such as is conferred by the recognition of ones
merit by promotion, by participation in management and by fulfillment of workers urge for self-
expression. Some of the needs relate to ones esteem

e.g.; need for achievement, self-confidence, knowledge, competence etc. On the job, this means
wise for a job. but more important it means a feeling by employee that at all times he has the ,.
respect of his supervisor as a person and as a contributor to the organizational goals.

10
Ego or Esteem Needs: - These needs are reflected in our desire for status and recognition, respect
and prestige in the work group or work place such as is conferred by the recognition of ones
merit by promotion, by participation in management and by fulfillment of workers urge for self-
expression. Some of the needs relate to ones esteem

e.g.; need for achievement, self-confidence, knowledge, competence etc. On the job, this means
praise for a job but more important it means a feeling by employee that at all times he has the
respect of his supervisor as a person and as a contributor to the organizational goals.

e f-realization or Actualization needs: - This upper level need is one which when satisfied
provide insights to support future research regarding strategic guidance for organization that are
both providing and using reward/recognition programs makes the employee give up the
dependence on others or on the environment. He becomes growth oriented, self-oriented,
directed, detached and creative. This need reflects a state defined in tenns of the extent to which
an individual attains his personnel goal. This is the need which totally lies within oneself and
there is no demand from any external situation or person..

11
TWO FACTOR THEORY

Douglas McGregor introduced the theory with the help of two views; X assumptions are
conservative in style Assumptions are modern in style.

X Theory

• Individuals inherently dislike work.

• People must be coerced or controlled to do work to achieve the objectives.

• People prefer to be directed.

Y Theory

• People view work as being as natural as play and rest

• People will exercise self direction and control towards achieving objectives they arc committed
to

• People learn to accept and seek responsibility.

12
CONCLUSION

By using these theories we can also motivate employees in an organization.

13
 CHAPTER-2
COMPANY PROFILE
A hotel is an establishment that provides lodging paid on a short-term basis. Facilities provided
may range from a basic bed and storage for clothing, to luxury features like en-suite bathrooms.
Larger hotels may provide additional guest facilities such as a swimming pool, business centre,
childcare, conference facilities and social function services.

Hotel rooms are usually numbered to allow guests to identify their room. Some hotels offer
meals as part of a room and board arrangement.

Boutique hotels are smaller independent non-branded hotels that often contain upscale facilities.
Small to medium-sized hotel establishments offer a limited amount of on-site amenities.

Economy hotels are small to medium-sized hotel establishments that offer basic accommodations
with little to no services.

Extended stay hotels are small to medium-sized hotels that offer longer term full service
accommodation compared to a traditional hotel.

Most hotel establishments consist of a General Manager who serves as the head executive (often
referred to as the “Hotel Manager”), department heads who oversee various departments within
a hotel, middle managers, administrative staff, and line-level supervisors.

The organizational chart and volume of job positions and hierarchy varies by hotel size, function,
and is often determined by hotel ownership and managing companies.

Located near Magneto Mall, Wood Castle is not only comfortable but beautifully designed to
make your stay pleasant. The rooms are charming and tastefully designed with framed pictures
hung on the walls, ceiling designs, and beautiful upholstery on the headboards of the beds.
wooden decor and warm lights give the final touch to the rooms that make it worth every
penny.This is one of the few service hotels in the city. From an in-house restaurant, conference
room and banquet hall to a dining area, free Wi-Fi connectivity, and parking facility, the hotel
have everything to not allow you any inconvenience at all. Guests can also avail laundry services
and make payments via cards. The hotel is surrounded by popular eateries, like Subway and KFC
which guests can explore.

14
HOTEL WOOD CASTLE

Hotel Wood Castle in Telibandha, Raipur-chhattisgarh

Celebrated as one of the city's best is, Hotel Wood Castle in Raipur-chhattisgarh. The hotel is
strategically located in Telibandha. Having been established in the year 2013, this hospitality
destination has grown to become the ideal place for travelers and those on business to feel at
home when in the city. Many have also reviewed the hotel to be among the sought after Hotels in
Raipur-chhattisgarh. The hotel functions from 00:00- - 23:59- all through the week. Catering to
the convenience of its guests, the hotel makes available various payment methods to ease out the
payment process like, Cash, Master Card, Visa Card, Debit Cards, American Express Card,
Credit Card, .

With the aim of pampering its guests to a thrilling experience, the hotel features a plethora of
services which include Number Of Rooms 17, Doctor On Call , Tea/coffee Maker , Internet
Access , Air Conditioned Rooms , In room Safe(locker) , Banquet Facilities , Wired Internet
Facility , Conference Room(s) , Check Out Time 12:00, Valet Parking , Railway Station Transfer
, Restaurants multicuisine, Airport Transfer . The hotel is also classified as a destination to resort
to when in need of Hotels, Hotels (Rs 2001 To Rs 3000), Hotels (Rs 3001 To Rs 4000). When
looking to satiate one's cravings, the in-house restaurant is where one can choose to either dine-
in or order food online at the single click of a button. Over the years patrons have been
constantly rating the hotel based on their experiences which now brings the property to a 3.6
rating value. It has a total of 20+ ratings. When in the city, be sure to enjoy a stay here as it is
known to be one of the leading Hotels In Telibandha.

One can follow the address which is - Near Magneto Mall,G E Road,Telibandha-492001 to visit
the hotel. An easier way to get in touch with them is through their official telephonic contact -
+(91)-771-6544000.

HOTEL WOOD CASTLE in Raipur is one of the most reputed accommodations in Raipur. The
hotel is well likes by the business and leisure travelers alike, since it has on offer each and every
facility and amenity necessary to make the stay of the guest pleasurable.

15
The hotel has the most scrupulous staff that is ready to serve its guests on each and every
minute requirement. The hotel is one of the most preferred ones amongst the five star Hotels in
Raipur.

HOTEL WOOD Castles the gateway to the lush green & the dense forest state of Chhattisgarh -
opening a vista of Nature’s paradise with its flora & fauna and wildlife adventures.

Location a few miles from the airport and within the heart of Raipur new capital district, Hotel
WOOD CASTLE offers a luxurious oasis of exclusive and elegant accommodations within the
bustling &growing city.

A warm welcome from our friendly and caring staff waits as you are swiftly transported to the
sumptuous surroundings of your pristine rooms & suits – your home away from home for the
duration of your stay. 89 elegantly appointed suites & rooms , coupled with the latest in high –
tech entertainment and business facilities , makes the HOTEL WOOD Castle perfect choice for
discerning visitors, wishing to enjoy high standards of excellence and the finest in Indian
hospitality . Indulge yourself at our choice of lavish buffets, Restaurants & Bar, which offers you
a feel of utopia.

16
There are 4 Department in this hotel.

1. Services
2. Housekeeping.
3. Kitchen.
4. Maintenance.

DEPARTMENT NUMBER OF EMPLOYEES

Services 25
Housekeeping. 15
Kitchen. 20
Maintenance. 10

17
 CHAPTER-3
RESEARCH METHODOLOGY

MEANING OF RESEARCH

Research in simple terms refers to a search of knowledge. It is also known as systematic and
scientific search for information on particular topic or issue. It is also known as the art of
scientific investigation.

Research methodology is the way of systematically solving the research problem. It is a science
of studying how research is conducted scientifically. It is not only important for the researcher to
know the research techniques/methods, but also the scientific approach called methodology.
Continuous or interval data are data that have an intrinsic numeric value, e.g.: performance
rating, person’s salary. Categorical or nominal data come from measures that have no inherent
numeric value that are simply categories such as gender, department, method used etc

DEFINITION

ACCORDING TO CLIFFORD WODDY

Research comprises defining and redefining problems, formulating hypothesis or suggested

solutions; collecting, organizing and evaluating data; making deductions and reaching
conclusions; and at last carefully testing the conclusions to determine whether they fit the
formulating hypothesis.

OBJECTIVES OF RESEARCH

The objective of research is to discover answers to questions by applying scientific Procedures.

In the other words, the main aim of research is to find out truth which is hidden and has not yet
been discovered. Although every research study has its own specific objectives, research
objectives may be broadly grouped as follows

18
  Provide first class facility to our customers.
 Maintain the highest standards of security.
 Knowledge of customers Perception.
 Best quality and services in dealing the solution.
 To increase the sales in market.

RESEARCH DESIGN

Research design is nothing but it is the blue print of what actual research has to be made so that
different kinds of project or different kinds work can be properly taken place. Research design
has greater impact in collection and evaluation of data as it tells us whether the information
collected is as per requirement or not.

TYPES OF RESEARCH DESIGN

 Exploratory research formulate is the other term used for exploratory research the
important objective of such studies is for problem formulation with more precision for
research and developing research hypothesis to get the result for operation.

 Descriptive and diagnostic study studies describing the individuality of particular

individual or group are called descriptive research whereas the research studies defining
the occurrence of any happening with others are called diagnostic research.

 Hypothesis testing and research design: hypothesis testing research studies are the studies
where hypothesis is tested to define the causal relationship between variables in
operation.
 Correlational Research Design: Correlational research is a non-experimental research
design technique which helps researchers to establish a relationship between two closely
connected variables. Two different groups are required to conduct this research design
method. There is no assumption while evaluating a relationship between two different
variables and statistical analysis techniques are used to calculate the relationship between
them.

19
  Diagnostic Research Design: In the diagnostic research design, a researcher is inclined
towards evaluating the root cause of a specific topic. Elements that contribute towards a
troublesome situation are evaluated in this research design method.

SOURCES OF DATA COLLECTION

 Primary Data:
The data which is collected by researcher himself directly from the original source is
called primary source of data collection

 Secondary Data:
The data which have been collected for some other purposes or by someone else for some
specific purpose for the interest of his research study is secondary source of data
collection.

Target population
Customers between age group (24-60) are targeted which includes men and women both.

Sample Size
Sample size of 60 people is taken & interview for the studies done. And from these they are
randomly selected.

20
 SAMPLING

Sampling technique: No probability sampling

Sample unit: Employees, Managers.

Sample size: 60 respondents (age between 18-50 yrs)

Method: Direct survey through questionnaire

Data analysis: Pie chart

Area of survey: Raipur [C.G.]

21
 CHAPTER-4
DATA ANALYSIS & INTERPRETATION

Q.1 Do you agree performance appraisal activities are helpful to get motivated?

S NO PARTICULAR NUMBER OF PERCENTAGE

RESPONDENTS
1 Strongly agree 32 53%
2 Agree 26 43%
3 Undecided 2 4%
4 Disagree 0 0%
5 Strongly disagree 0 0%
Total 60 100

1
2
3
4
5

22
Q.2 Do you think management is interested in motivating the employees?

S NO PARTICULAR NUMBER OF PERCENTAGE

RESPONDENTS
1 Strongly agree 28 47%
2 Agree 32 53%
3 Undecided 0 0%
4 Disagree 0 0%
5 Strongly disagree 0 0%
Total 60 100

Strongly agree
Agree
Undecided
Disagree
Strongly disagree

23
Q.3 Do you think type of the incentives motivates you more?

S NO PARTICULAR NUMBER OF PERCENTAGE

RESPONDENTS
1 Strongly agree 30 50%
2 Agree 30 50%
3 Undecided 0 0%
4 Disagree 0 0%
5 Strongly disagree 0 0%
Total 60 100

1
2
3
4

24
Q.4 Are you satisfied with the present incentives scheme?

S NO PARTICULAR NUMBER OF PERCENTAGE

RESPONDENTS
1 Strongly agree 20 34%
2 Agree 35 58%
3 Undecided 2 33%
4 Disagree 3 0%
5 Strongly disagree 0 0%
Total 60 100

1
2
3
4
5

25
Q.5 Do you think the company is eagerness in recognizing and acknowledging employees work?

S NO PARTICULAR NUMBER OF PERCENTAGE

RESPONDENTS
1 Strongly agree 27 45%
2 Agree 30 50%
3 Undecided 3 5%
4 Disagree 0 0%
5 Strongly disagree 0 0%
Total 60 100

1
2
3
4

26
Q.6 does job security existing in the company?

S NO PARTICULAR NUMBER OF PERCENTAGE

RESPONDENTS
1 Strongly agree 21 35%
2 Agree 37 62%
3 Undecided 2 3%
4 Disagree 0 0%
5 Strongly disagree 0 0%
Total 60 100

1
2
3
4

27
Q.7 Do you think there is a good relations with the co-workers?

S NO PARTICULAR NUMBER OF PERCENTAGE

RESPONDENTS
1 Strongly agree 23 55%
2 Agree 27 45%
3 Undecided 0 0%
4 Disagree 0 0%
5 Strongly disagree 0 0%
Total 60 100

1
2
3
4

28
Q 8 Do you think there is an effective performance appraisal system? .

S NO PARTICULAR NUMBER OF PERCENTAGE

RESPONDENTS
1 Strongly agree 24 40%
2 Agree 36 60%
3 Undecided 0 0%
4 Disagree 0 0%
5 Strongly disagree 0 0%
Total 60 100

1
2
3
4

29
Q 9 Do you think there is an effective promotional opportunities in present job?

S NO PARTICULAR NUMBER OF PERCENTAGE

RESPONDENTS
1 Strongly agree 24 40%
2 Agree 35 58%
3 Undecided 0 66%
4 Disagree 0 0%
5 Strongly disagree 0 0%
Total 60 100

1
2
3
4

30
Q.10 Do you think there is good safety measure existing in the organization?

S NO PARTICULAR NUMBER OF PERCENTAGE

RESPONDENTS
1 Strongly agree 24 40%
2 Agree 35 59%
3 Undecided 1 66%
4 Disagree 0 0%
5 Strongly disagree 0 0%
Total 60 100

Sales

A
B
C
D
E

31
Q.11 Do you think support from the co-workers is helpful to get motivated?

S NO PARTICULAR NUMBER OF PERCENTAGE

RESPONDENTS
1 Strongly agree 36 60%
2 Agree 24 40%
3 Undecided 0 0%
4 Disagree 0 0%
5 Strongly disagree 0 0%
Total 60 100

1
2
3
4

32
Q.12 Do you think career development opportunities are helpful?

S NO PARTICULAR NUMBER OF PERCENTAGE

RESPONDENTS
1 Strongly agree 28 46%
2 Agree 32 54%
3 Undecided 0 0%
4 Disagree 0 0%
5 Strongly disagree 0 0%
Total 60 100

1
2
3
4

33
Q.13 Do you think factors provided by the organization motivates you the most ?

S NO PARTICULAR NUMBER OF PERCENTAGE

RESPONDENTS
1 Strongly agree 23 39%
2 Agree 36 60%
3 Undecided 0 1%
4 Disagree 0 0%
5 Strongly disagree 0 0%
Total 60 100

1
2
3
4

34
Q.14 Do you think incentives and other benefits will influence your performance?

S NO PARTICULAR NUMBER OF PERCENTAGE

RESPONDENTS
1 Strongly agree 26 44%
2 Agree 31 51%
3 Undecided 3 5%
4 Disagree 0 0%
5 Strongly disagree 0 0%
Total 60 100

1
2
3
4

35
 CHAPTER-5
FINDINGS

The findings of the study are follows: There is a harmonious relationship is exist in the
organization between employees and management. "The employees are really motivated by the
management. The employees are satisfied with the present incentive plan of the company.

The workers agreed that the company is eager in recognizing and acknowledging their work.
The study reveals that there is a good relationship exists among employees.

➢ Majority of the employees agreed that there job security to their present job.

➢ The Company is providing good safety measures for ensuring the employees safety.

➢ from the study it is clear that most of employees agrees to the fact that performance appraisal
activities and support from the coworkers in helpful to get motivated.

➢ The study reveals that increase in the salary will motivates the employees more.,..

➢ The incentives and other benefits will influence the performance of the employees

36
 CHAPTER-6
LIMITATIONS

The limitations of the study are the following:

The data was collected through questionnaire. The responds from the respondents may be
accurate.. Since the organization has strict control, it acts as another barrier for getting data.
neither difficulty was very limited time-span of the project.

Lack of experience of Researcher

37
 CHAPTER-7
CONCLUSION

The study concludes that the employee motivation procedure is found effective. The study on
employee motivation highlighted so many factors which will help to motivate the employees.
The study helped to findings which were related with employee motivational programs which
were provided in the organization.

I would like to thanks WOOD CASTLE for giving me an opportunity to do a project works in
their Hotel. This study helped me to learn and obtain more practical knowledge apart from the
theoretical aspects of my course.

38
 QUESTIONNAIRE
Name of the Respondent:-
Age:-
Sex:-
Contact info:-
Basic Qualification:-

This survey is based on academic purpose and the data will not be revealed.
Scale Range
S.A:-Strongly Agree 5
f-·
A: Agree 4
· -
U.D:- Undecided 3
D:Disagree 2
S.D:Strongiy Disagree 1

Sr. 1
Variables Scale
No.

S.A A U.D D I S.D

Q.1 Do you agree performance appraisal activities

are helpful to get motivated?
1------

I
0.2 Do you think management is interested in
motivating the employees'?
-- -----1---- --
Do you think type of the incentives motivates you
Q.3
more?

Are you satisfied with the present incentives

0.4
scheme?

39
 . . -

I
Do you think the compa:1y is eagerness in
recognizing and acknowledging employees
Q.5
work?

Q.6 Does job security existing in the company?

Do you think there is a good relations with the co-

Q.7
workers?

Q.B Do you think there is an effective performance

f-.-
appraisal system?
_j __
Do you think there is an effective promotional
Q.9
opportunities in present job?

Do you think there is good safety measure existing

Q.10
in the organization?

Q.11 Do you think support from the co-workers is

helpful to get motivated?

-·---
Q.12 Do you think career development opportunities
are helpful?

I
--
Q.13 Do you think factors provided by the
organization motivates you the most?

0.14 Do you think incentives and other benefits will

influence your performancG?

40