Project Report

ON
“A Critical Study Employees Motivation in Private
Banks”

Bachelors of Business Administration

(Session:2016-2019)

RAYAT BAHRA UNIVERSITY

(Mohali campus)

SUBMITTED BY: ANKIT PATHAK

ROLL NO: 16030010

1
 S. CONTENT PAGE
NO NO.
1. INTRODUCTION 5-6
SIGNIFICANCE OF THE 7
2.
STUDY
3. LITERATURE REVIEW 8-13
4. The concept of motivation 14
SIGNIFICANT OF 15
5.
MOTIVATION
6. THEORIES 16-21
7. TYPE OF MOTIVATION 22-26
PRIVATE BANKS IN 27-29
8.
INDIA
30-32
9. RESEARCH
METHODOLOGY.
ANALYSIS AND 33-40
10. INTERPRETATION OF
DATA
11. FINDING 41
12. SUGGESTIONS 42-43
13. CONCLUSION 44
14.
BIBLOGRAPHY 45
15. QUESNNAIRE 46-49

CHAPTER-1

2
 INTRODUCTION
The project work entitled a ROLE OF HRD
STRATEGES ON EMPLOYEE MOTIVATION: A STUDY ON INDIAN PRIVATE
BANJS with special reference to private banks of India Management’s
basic job is the effective utilization of human resources for
achievements of organizational objectives. The personnel management
is concerned with organizing human resources in such a way to get
maximum output to the enterprise and to develop the talent of people
at work to the fullest satisfaction. Motivation implies that one person,
in organization context a manager, includes another, say an employee,
to engage in action by ensuring that a channel to satisfy those needs
and aspirations becomes available to the person. In addition to this, the
strong needs in a direction that is satisfying to the latent needs in
employees and harness them in a manner that would be functional for
the organization.

Employee motivation is one of the major issues faced by

every organization. It is the major task of every manager to motivate his
subordinates or to create the „will to work‟ among the subordinates. It
should also be remembered that a worker may be immensely capable
of doing some work; nothing can be achieved if he is not willing to
work. A manager has to make appropriate use of motivation to enthuse
the employees to follow them. Hence this studies also
focusing on the employee motivation among the employees of Punjab
National Bank.

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 The data needed for the study has been collected from the
employees through questionnaires Analysis and interpretation has been
done by using the statistical tools and data’s are presented
through tables and charts.

SIGNIFICANCE OF THE STUDY

4
 The study is intended to evaluate motivation of employees in the
bank. A good motivational program procedure is essential to achieve
goal of the organization. If efficient motivational programmers of
employees are made not only in this particular organization but also any
other organization; the organizations can achieve the efficiency also to
develop a good organizational culture.

Motivation has variety of effects. These effects may be seen in the

context of an individual’s physical and mental health, productivity,
absenteeism and turnover. Employee delight has to be managed in
more than one way. This helps in retaining and nurturing the true
believers “who can deliver value to the organization. Proliferating and
nurturing the number of “true believers” is the challenge for future and
present HR managers. This means innovation and creativity. It also
means a change in the gear for HR policies and practices. The faster the
organizations nurture their employees, the more successful they will be.
The challenge before HR managers today is to delight their employees
and nurture their creativity to keep them a bloom. This study helps the
researcher to realize the importance of effective employee motivation.
This research study examines types and levels of employee motivational
programmers and also discusses management ideas that can be utilized
to innovate employee motivation. It helps to provide insights to support
future research regarding strategic guidance for organizations that are
both providing and using reward/recognition programs.

CHAPTER 2
LITERATURE REVIEW
5
 Rensis Likert has called motivation as the core of management.
Motivation is 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 very manager performs for actuating the
people to work for accomplishment of objectives of the organization
.Issuance of well conceived instructions and orders does not mean that
they will be followed .A manager has to make appropriate use of
motivation to enthuse the employees to follow them. Effective
motivation succeeds not only in having an order accepted but also in
gaining a determination to see that it is executed efficiently and
effectively. 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 .If 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. 

The concept of 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

6
stimulus behind it .Stimulus is dependent upon the motive of the
person concerned. Motive can be known by studying his needs and
desires. There is no universal theory that can explain the factors
influencing motives which control mans behavior at any particular point
of time. In general, the different motives operate at different times
among different people and influence their behaviors. The process of
motivation studies the motives of individuals which cause different type
of behavior.

Definition of Motivation.
According to Edwin B Flippo, “Motivation is the process of attempting
to influence others to do their work through the possibility of gain or
reward. According to WEBSTER‟S NEW WORLD DICTIONARY (1998),
motivation is some kind of drive or impulse that causes one to act in a
certain way. BENNETT (1997) also suggests that motivation is a force
that influence on employee to work so as to achieve certain aims and
benefits.

BENNETT (1997:102) comments:

7
“An employee’s motivation to work consists of all the drives, force and
influences –conscious or unconscious – that cause the employee to
want to achieve certain aims and benefits.”

On the other hand COWLING &MAILER (1998) says, motivation is a

psychological concept related to strength and direction of human
behavior. Motivation is explained as a force within individuals, which
lead them to achieve certain goals in order to fulfill their needs or
expectations. In support of this, Mitchell (1982) defines motivation as
“the degree to which an individual wants to choose to engage in certain
specified behavior.”Another review given by Cowling &Mailer (1998)
demonstrates that motivation ,in the work place ,is concerned with the
manner in which individuals choose to exert effort in pursuit of their
goals ,and correspondingly ,with the manner in which employers
attempt to create work environments which stimulates such effort .
Since increase in productivity is the ultimate goal of every industrial
organization, motivation of employees at all levels is the most critical
function of management.

According to Stephen P. Robbins: motivation is defined as the,

willingness to exert high levels of effects towards organizational goals,
conditioned by the efforts ability to satisfy some individual needs. An
8
organization has goals, which can only be achieved by the efforts of the
people who work in the organization. Individuals have their own goal in
life, and these are likely to be different from those of the organization. A
major consideration for supervisors and management is the problem of
getting the employees to work in such a way that the organization
achieves its goal, in other words, employees must be motivated. In
simple terms, motivation is a kind of force or device that influence on
individual to work and to exert effort so as to achieve certain goals or
incentives in order to fulfill their needs and expectation. And, from
employer’s side it is an attempt to create and maintain such kind of
forces of influence their employees in order to exert effort. Motivation
plays a major role in achieving high performance in the workplace,
which is an important goal of management .However, just because an
employee is motivated does not guarantee that they will perform
satisfactorily. Therefore, changing the performance of worker is rather
more complicated than just “motivating” them. Managers are
challenged to understand employee need and to design work &
workplace so that employees will engage in behaviors that meet their
needs, while at the same time achieving organizational goals. To
motivate others is the most important of management tasks. It
comprises the abilities to communicate, to set an example, to challenge,
to encourage, to obtain feedback, to involve, to delegate, to develop
and train, to inform, to brief and to provide a reward. goals ,and
correspondingly ,with the manner in which employers attempt to create
work environments which stimulates such effort .

Since increase in productivity is the ultimate goal of every industrial

organization, motivation of employees at all levels is the most critical
function of management. According to Stephen P. Robbins: motivation
9
is defined as the, willingness to exert high levels of effects towards
organizational goals, conditioned by the efforts ability to satisfy some
individual needs. An organization has goals, which can only be achieved
by the efforts of the people who work in the organization. Individuals
have their own goal in life, and these are likely to be different from
those of the organization. A major consideration for supervisors and
management is the problem of getting the employees to work in such a
way that the organization achieves its goal, in other words, employees
must be motivated. In simple terms, motivation is a kind of force or
device that influence on individual to work and to exert effort so as to
achieve certain goals or incentives in order to fulfill their needs and
expectation. And, from employer’s side it is an attempt to create and
maintain such kind of forces of influence their employees in order to
exert effort. Motivation plays a major role in achieving high
performance in the workplace, which is an important goal of
management .However, just because an employee is motivated does no
guarantee that they will perform satisfactorily. Therefore, changing the
performance of worker is rather more complicated than just
“motivating” them. Managers are challenged to understand employee
need and to design work & workplace so that employees will engage in
behaviors that meet their needs, while at the same time achieving
organizational goals.

To motivate others is the most important of management tasks. It

comprises the abilities to communicate, to set an example, to challenge,

10
to encourage, to obtain feedback, to involve, to delegate, to develop
and train, to inform, to brief and to provide a reward.

Significance of Motivation

11
 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 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 labour’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.

PROCESS OF MOTIVATION

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In the initiation a person starts feeling lonely. There is an arousal of
need so urgent, that the bearer has to venture in search to satisfy it.
This leads to creation of tension, which urges the person to forget
everything else and cater to the aroused need first. This tension also
creates drives and attitudes regarding the type of satisfaction that is
desired. This leads a person to venture into the search of information.
This ultimately leads to evaluation of alternatives where the best
alternative is chosen. After choosing the alternative, an action is taken.
Because of the performance of the activity satisfaction is achieved
which than relieves the tension in the individual.

Theories

13
THEORIES OF MOTIVATION

1) Contribution of Robert Owen Though Owen is considered to be

paternalistic in his view, his contribution is of a considerable significance
in the theories of Motivation. During the early years of the nineteenth
century, Owen‟s textile mill at New Lanark in Scotland was the scene of
some novel ways of treating people. His view was that people were
similar to machines. A machine that is looked after properly, cared for
and maintained well, performs efficiently, reliably and lastingly, similarly
people are likely to be more efficient if they are taken care of. Robert
Owen practiced what he preached and introduced such things as
employee housing and company shop. His ideas on this and other
matters were considered to be too revolutionary for that time.

2) Jeremy Bentham’s “The Carrot and the Stick Approach” Possibly the
essence of the traditional view of people at work can be best preciated
by a brief look at the work of this English philosopher, whose ideas were
also developed in the early years of the Industrial Revolution, around
1800. Bentham‟s view was that all people are self-interested and are
motivated by the desire to avoid pain and find pleasure. Any worker will
work only if the reward is big enough, or the punishment sufficiently
unpleasant. This view - the „carrot and stick‟ approach - was built into
the philosophies of the age and is still to be found, especially in the
older, more traditional sectors of industry

The various leading theories of motivation and motivators seldom make

reference to the carrot and the stick. This metaphor relates, of course,
to the use of rewards and penalties in order to induce desired behavior.
It comes from the old story that to make a donkey move, one must put
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a carrot in front of him or dab him with a stick from behind. Despite all
the research on the theories of motivation, reward and punishment are
still considered strong motivators. For centuries, however, they were
too often thought of as the only forces that could motivate people. At
the same time, in all theories of motivation, the inducements of some
kind of „carrot‟ are recognized. Often this is money in the form of pay
or bonuses. Even though money is not the only motivating force, it has
been and will continue to be an important one. The trouble with the
money „carrot‟ approach is that too often everyone gets a carrot,
regardless of performance through such practices as salary increase and
promotion by Seniority, automatic „merit‟ increases, and executive
bonuses not based on individual manager performance. It is as simple
as this: If a person put a donkey in a pen full of carrots and then stood
outside with a carrot, would the donkey be encouraged to come out of
the pen ? The „stick‟, in the form of fear–fear of loss of job, loss of
income, reduction of bonus, demotion, or some other penalty–has
been and continues to be a strong motivator. Yet it is admittedly not the
best kind. It often gives rise to defensive or retaliatory behavior, such as
union organization, poor-quality work, and executive indifference,
failure of a manager to take any risks in decision making or even
dishonesty. But fear of penalty cannot be overlooked. Whether
managers are first-level supervisors or chief executives, the power of
their position to give or with hold rewards or impose penalties of
various kinds gives them an ability to control, to a very great
extent, the economic and social well-being of their subordinates
Abraham Maslow’s “Need Hierarchy Theory” One of the most widely
mentioned theories of motivation is the hierarchy of needs theory put
forth by psychologist Abraham Maslow. Maslow saw human needs in

15
the form of a hierarchy, ascending from the lowest to the highest, and
he concluded that when one set of needs is satisfied, this kind of need
ceases to be a motivator. As per his theory this needs are:

(i) Physiological needs : These are important needs for sustaining the
human life. Food, water, warmth, shelter, sleep, medicine and
education are the basic physiological needs which fall in the primary list
of need satisfaction. Maslow was of an opinion that until these needs
were satisfied to a degree to maintain life, no other motivating factors
can work.

(ii) Security or Safety needs : These are the needs to be free of physical
danger and of the fear of losing a job, property, food or shelter. It also
includes protection against any emotional harm.

(iii) Social needs : Since people are social beings, they need to belong
and be accepted by others. People try to satisfy their need for affection,
acceptance and friendship.

(iv) Esteem needs : According to Maslow, once people begin to satisfy

their need to belong, they tend to want to be held in esteem both by
themselves and by others. This kind of need produces such satisfaction
as power, prestige status and self-confidence. It includes both internal
esteem factors like self- respect, autonomy and achievements and
external esteem factors such as states, recognition and attention.

(v) Need for self-actualization : Maslow regards this as the highest need
in his hierarchy. It is the drive to become what one is capable of
becoming; it includes growth, achieving one‟s potential and self-

16
fulfillment. It is to maximize one‟s potential and to accomplish
something.

As each of these needs are substantially satisfied, the next need

becomes dominant. From the standpoint of motivation, the theory
would say that although no need is ever fully gratified, a substantially
satisfied need no longer motivates. So if you want to motivate
someone, you need to understand what level of the hierarchy that
person is on and focus on satisfying those needs or needs above that
level.

Maslow‟s need theory has received wide recognition, particularly

among practicing managers. This can be attributed to the theory‟s
intuitive logic and ease of understanding. However, research does not
validate these theory. Maslow provided no empirical evidence and
other several studies that sought to validate the theory found no
support for it.

“Theory X and Theory Y” of Douglas McGregor :

McGregor, in his book “The Human side of Enterprise” states that
people inside the organization can be managed in two ways. The first is
17
basically negative, which falls under the category X and the other is
basically positive, which falls under the category Y. After viewing the
way in which the manager dealt with employees, McGregor concluded
that a manager‟s view of the nature of human beings is based on a
certain grouping of assumptions and that he or she tends to mold his or
her behavior towards subordinates according to these assumptions.
Under the assumptions of theory X :

 Employees inherently do not like work and whenever possible,

will attempt to avoid it.

 Because employees dislike work, they have to be forced, coerced

or threatened with punishment to achieve goals.

 Employees avoid responsibilities and do not work fill formal

directions are issued.

 Most workers place a greater importance on security over all

other factors and display little ambition.

In contrast under the assumptions of theory Y :

 Physical and mental effort at work is as natural as rest or play.

• People do exercise self-control and self-direction and if they are

committed to those goals.

• Average human beings are willing to take responsibility and exercise

imagination,

• That the way the things are organized, the average human being‟s
brainpower is only ingenuity and creativity in solving the problems of
the organization.
18
However, this theory has been criticized widely for generalization of
work and human behavior.

• Contribution of Rensis Likert Likert developed a refined classification,

breaking down organizations into four management systems.

1st System – Primitive authoritarian

2nd System – Benevolent authoritarian

3rd System – Consultative

4th System – Participative

Types of Motivation.

 Intrinsic motivation occurs when people are internally motivated

to do something because it either brings them pleasure, they

19
 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 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.

INCENTIVES

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Financial Incentives

Wages and Salaries

 bonus

 Medical reimbursement

 Insurance

 Housing facility

 Retirement benefits.

Non financial incentives

- Group recognition

- Job security

- Praise

- Knowledge of result

- Workers participation.

- Suggestion system.

- Opportunities for growth

motivation is the key to performance improvement. There is an old

saying you can take a horse to the water but you cannot force it to
drink; it will drink only if it's thirsty - so with people. They will do what
they want to do or otherwise motivated to do. Whether it is to excel on
the workshop floor or in the 'ivory tower' they must be motivated or
driven to it, either by themselves or through external stimulus. Are they
born with the self-motivation or drive? Yes and no. If no, they can be
21
motivated, for motivation is a skill which can and must be learnt. This is
essential for any business to survive and succeed.

Performance is considered to be a function of ability and motivation,

thus:

 Job performance =f(ability)(motivation)

Ability in turn depends on education, experience and training and its

improvement is a slow and long process. On the other hand motivation
can be improved quickly. There are many options and an uninitiated
manager may not even know where to start. As a guideline, there are
broadly seven strategies for motivation.

 There are broadly seven strategies for motivation.

 Positive reinforcement / high expectations

 Effective discipline and punishment

 Treating people fairly

 Satisfying employees needs

 Setting work related goals

 Restructuring jobs

 Base rewards on job performance

Essentially, there is a gap between an individual‟s actual state and some

desired state and the manager tries to reduce this gap. Motivation is, in
effect, a means to reduce and manipulate this gap.

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Below mentioned are some tips for motivating the staff / employees in
an organization:

1-Provide the employees certain benefits

2-Be familiar with your staff

3-Participate in new employees induction programme

4-Provide feedback to the staff

5-Acknowledge your staff on their achievements

6-Ensure effective time management

7-Have stress management techniques in your organization

8-Use counseling technique

9-Give the employees learning opportunities

10-Set an example for your staff / subordinates

11-Smile often

12-Listen effectivel

OBJECTIVES OF THE STUDY

• To study the motivational policies.

• To identify the different motivational factors in-----------------.

• To study the effect of motivational policies upon employees

performance.

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CHAPTER-3

EXAMPLES OF PRIVATE BANKS IN INDIA

Initially all the banks in India were private banks, which were founded in
the pre-independence aera to cater to the banking needs of the people.
In 1921, three major banks i.e. Banks of Bengal, Bank of Bombay, and
Bank of Madras, merged to form Imperial Bank of India. In 1935, the
Reserve Bank of India (RBI) was established and it took over the central
24
banking responsibilities from the Imperial Bank of India, transferring
commercial banking functions completely to IBI.

In 1955, after the declaration of first-five year plan, Imperial Bank of

India was subsequently transformed into State Bank of India (SBI).

Following this, occurred the nationalization of major banks in India on

19 July 1969. The Government of India issued an ordinance and
nationalized the 14 largest commercial banks of India, including Punjab
National Bank (PNB), Allahabad Bank, Canara Bank, Central Bank of
India, etc. Thus, public sector banks revived to take up leading role in
the banking structure. In 1980, the GOI nationalized 6 more commercial
banks, with control over 91% of banking business of India.

In 1994, the Reserve Bank Of India issued a policy of liberalization to

license limited number of private banks, which came to be known as
New Generation tech-savvy banks. Global Trust Bank was, thus, the first
private bank after liberalization; it was later amalgamated with Oriental
Bank of Commerce (OBC). Then Housing Development Finance
Corporation Limited (HDFC) became the first (still existing) to receive an
'in principle' approval from the Reserve Bank of India (RBI) to set up a
bank in the private sector.

At present, Private Banks in India include leading banks like ICICI Banks,
ING Vysya Bank, Jammu & Kashmir Bank, Karnataka Bank, Kotak
Mahindra Bank, SBI Commercial and International Bank, etc.
Undoubtedly, being tech-savvy and full of expertise, private banks have
played a major role in the development of Indian banking industry. They
have made banking more efficient and customer friendly. In the process
they have jolted public sector banks out of complacency and forced
them to become more competitive.
25
Major private banks in India are:

 HDFC Bank

Housing Development Finance Corporation Limited, more

popularly known as HDFC Bank Ltd, was established in the year
1994, as a part of the liberalization of the Indian Banking Industry
by Reserve Bank of India (RBI). It was one of the first banks to
receive an 'in principle' approval from RBI, for setting up a bank in
the private sector.

 ICICI Bank

ICICI Bank started as a wholly owned subsidiary of ICICI Limited,

an Indian financial institution, in 1994. Four years later, when the
company offered ICICI Bank's shares to the public, ICICI's
shareholding was reduced to 46%. In the year 2000, ICICI Bank
offered made an equity offering in the form of ADRs on the New
York Stock Exchange (NYSE)

 Kotak Mahindra Bank

Kotak Mahindra Bank is one of India's leading financial private

banking institutions. It offers banking solutions that covers almost
every sphere of life. Some of its financial services include
commercial banking, stock broking, mutual funds, life insurance
and investment banking.

 YES Bank

Yes Bank is one of the top most private Indian banks. Awarded by
the only Greenfield license award by RBI in last 14 years, this bank
is established and run by Rana Kapoor and Ashok kapoor with the
26
 financial support of Rabobank Nederland, the world's single AAA
rated private Bank.

RESEARCH METHODOLOGY.
Research is a systematic method of finding solutions to problems. It is
essentially an investigation, a recording and an analysis of evidence for
the purpose of gaining knowledge.

According to Clifford woody, “research comprises of defining and

redefining problem, formulating hypothesis or suggested solutions,
collecting, organizing and evaluating data, reaching conclusions, testing
conclusions to determine whether they fit the formulated hypothesis”

Research Technique:

27
Descriptive Research

SAMPLING TECHNIQUE:

Convenience sampling

•It is purposive or non-probability sampling.

•This sampling method involves deliberate or purposive selection of

particular units of the universe for consulting a sample, which
represents the universe and when elements are selected for inclusion in
the sample based on the ease of access, it is called convenience
sampling.

Sample Size.

 Number of the sampling units selected from the population is

called the size of the sample.

 Sample of 50 respondents were obtained from the population.

Methods of Data Collection.

The data‟s were collected through Primary and secondary sources.

Primary Sources:

Primary data are in the form of “raw material” to which statistical

methods are applied for the purpose of analysis and interpretations.
The primary sources are discussion with employees, data‟s collected
through questionnaire.

Secondary Sources:

28
Secondary data‟s are in the form of finished products as they have
already been treated statistically in some form or other. The secondary
data mainly consists of data and information collected from records,
bank websites. Secondary data was also collected from journals,
magazines and books.

1-Sources of Data collection: The data is collected for this project report
from the both primary and secondary source.

• Primary source- Questionnaire

• Secondary sources-

1-Internet

2-Magazine

2-Sample plan:

• Population-Individuals working in PRIVATE BANKS IN Punjab REGION.

• Sampling unit- An individual employee

• Sample size-50

• Area of survey-Punjab Region

29
CHAPTER-4

ANALYSIS AND INTERPRETATION OF DATA

Q-1- Management is interested in motivating the employees

SL NO PARTICULAR NUMBER OF PERCENTAGE

RESPONDENTS
1 Strongly Agree 27 54
2 Agree 20 40
3 Neutral 3 6

30
4 Disagree 0 0
5 Strongly Disagree 0 0
Total 50 100

INTERPRETATION

The table shows that 54% of the respondents are strongly agreeing that
the management is interested in motivating the employees

Q-2- The type of incentives motivates you more

SL NO PARTICULAR NUMBER OF PERCENTAGE

RESPONDENTS
1 Financial Incentives 15 30
2 Non financial Incentives 9 18
3 Both 26 52
Total 50 100

31
INTERPRETATION
SL NO PARTICULAR NUMBER OF PERCENTAGE
The table shows that 52% of the respondents
RESPONDENTS are expressing that both
1financial and
Highlynon financial incentives
satisfied 18 will equally motivate
36 them.
2 Satisfied 29 58
3 Neutral 3 6
4 Dissatisfied 0 0
5 Highly satisfied 0 0
Total 50 100

Q-3-Satisfaction with the present incentives scheme

32
INTERPRETATION

The table shows that 58% of the respondents are satisfied with the
present incentive scheme of the organization.

Q-4- Performance appraisal activities are helpful to get motivated.

SL NO PARTICULAR NUMBER OF PERCENTAGE

1 Strongly Agree
2 Agree
3 Neutral
4 Disagree
5 Strongly Disagree
RESPONDENTS
9 18
23 46
6 12
3 3
9 18

33
 Total 50 100

INTERPRETATION

The table shows 46% of the respondents agree that the performance
appraisal activities are helpful to get motivated.

Q-5-Career development opportunities are helpful to get motivated

SL NO PARTICULAR NUMBER OF PERCENTAGE

RESPONDENTS
1 Strongly Agree 10 20
2 Agree 26 52
3 Neutral 2 4
4 Disagree 4 8
5 Strongly Disagree 8 16

34
 Total 50 100

INTERPRETATION

The table shows 52% of the respondents agree that the career
development opportunities are helpful to get motivated.

Q-6-Factors which motivates you the most.

SL NO PARTICULAR NUMBER OF PERCENTAGE

RESPONDENTS
1 Salary increase 21 42
2 Promotion 15 30
3 Leave 3 6
4 Motivational talk 5 10

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5 Recognition 6 12
Total 50 100

INTERPRETATION

The table shows that the 42% of the respondent is responding that
increase in salary will motivate them the most.

Q-7-Incentives and other benefits will influence your performance

SL NO PARTICULAR NUMBER OF PERCENTAGE

RESPONDENTS
1 Influence 32 64
2 Does not influence 12 24
3 No opinion 6 12
Total 50 100

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INTERPRETATION

The table shows 64% of the respondents responded that incentives and
other benefits will influence their performance.

Q-8-There is any difference after application of motivational factors-

SL NO PARTICULAR NUMBER OF PERCENTAGE

RESPONDENTS
1 Strongly Agree 15 30
2 Agree 20 40
3 Neutral 2 4
4 Disagree 5 10
5 Strongly Disagree 8 16

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 Total 50 100

FINDINGS
The findings of the study are follows

 The employees are really motivated by the management.

 The employees are more motivated from financial incentives.

 The employees are satisfied with the present incentive plan of the
company.

 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.
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  The employees are more motivated from career development
opportunities.

 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.

 The study reveals that there is any difference after application of

motivational factors.

SUGGESTIONS
The suggestions for the findings from the study are follows-

 Non financial incentive plans should also be implemented; it can

improve the performance level of the employees.

 Organization should give importance to communication between

employees and gain co- ordination through it.

 Skills of the employees should be appreciated.

 Better carrier development opportunities should be given to the

employees for their improvement.

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If the centralized system of management is changed to a decentralized
one, then there would be active and committed participation of staff for
the success of the organization.

PRIVATE banks employees are motivated from increase in salary but

management should guide them for others.

LIMITATIONS OF THE STUDY

The limitations of the study are the following

 The data was collected through questionnaire. The responds from

the respondents may not be accurate.

 The sample taken for the study was only 50 and the results drawn
may not be accurate.

 Another difficulty was very limited time-span of the project.

 Lack of experience of Researcher.

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 CONCLUSION
The study concludes that, the motivational program procedure in P.N.B.
is found effective but not highly effective. The study on employee
motivation highlighted so many factors which will help to motivate the
employees. The study was conducted among 50 employees and
collected information through structured questionnaire. The study
helped to findings which were related with employee motivational
programs which are provided in the organization. The performance
appraisal activities really play a major role in motivating the employees
of the organization. It is a major factor that makes an employee feels
good in his work and results in his satisfaction too. The organization can
still concentrate on specific areas which are evolved from this study in
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order to make the motivational programs more effective. Only if the
employees are properly motivated- they work well and only if they work
well the organization is going to benefit out it. Steps should be taken to
improve the motivational programs procedure in the future. The
suggestions of this report may help in this direction.

BIBLIOGRAPHY
Web Sites:

BooKs

 www.answers.com

 Www. Google.com

 Human Resource Management By: - Dr. C.B. Gupta

 Human Resource & Personnel Managemen By: - K Aswathappa

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