EMPLOYEES MOTIVATION IN

BOMBAY MERCANTILE CO-OPERATIVE LTD.

A PROJECT SUBMITED TO
UNIVERSITY OF MUMBAI FOR PARTIAL COMPLETION OF THE DEGREE OF
BACHELOR OF MANAGEMENT STUDIES UNDER THE FACULTY OF
COMMERCE

BY

AISHA TAHIR

UNDER THE GUIDANCE OF

PROF. MRS NISHA YADAV

S.K.COLLEGE OF SCIENCE AND COMMERCE

PLOT NO -13, SECTOR – 25, SEAWOODS, NERUL (E) NAVI MUMBAI.

ACADEMIC YEAR 2019-2020

1
 A PROJECT ON

EMPLOYEES MOTIVATION IN

BOMBAY MERCANTILE CO-OPERATIVE LTD.

UNIVERSITY OF MUMBAI

SUBMITTED BY: PROJECT GUIDE:

AISHA TAHIR HUSSAIN PROF. NISHA YADAV
Student Registration No. 2017030055

IN PARTIAL FULFILLMENT FOR THE AWARD OF THE DEGREE OF

“BACHELOR OF MANAGEMENT STUDIES TYBMS”
SEMESTER- VI

S.K. COLLEGE OF SCIENCE AND COMMERCE NERUL,

NAVI MUMBAI 400706
COLLEGE CODE – 874

2
 DECLARATION

I the undersigned Miss / Mr. AISHA TAHIR HUSSAIN_SHAH_hereby, declare that the
work embodied in this project work titled “EMPLOYEE MOTIVATION IN BOMBAY
MERCANTILE CO-OPERATIVE BANK LTD. ” forms my own contribution to the
research work carried out under the guidance of _PROF. NISHA YADAV is a result of my
own research work and has not been previously submitted to any other University for any
other Degree/ Diploma to this or any other University.
Wherever reference has been made to previous works of others, it has been clearly
indicated as such and included in the bibliography.

I will abide and take all responsibility of all issues related to plagiarism/self-
plagiarism under UNIVERSITY GRANTS COMMISSION (PROMOTION OF
ACADEMIC INTEGRITY AND PREVENTION OF PLAGARISM IN
HIGHER EDUCATIONAL INSTITUTIONS) REGULATIONS, 2018

I, here by further declare that all information of this document has been obtained and
presented in accordance with academic rules and ethical conduct.

SIGNATURE OF LEARNER
Certified by

INTERNAL GUIDE

3
 ACKNOWLEDGEMENT

To list who all have helped me is difficult because they are so

numerous and the depth is so enormous.

I would like to acknowledge the following as being idealistic channels

and fresh dimensions in the completion of this project.

I take this opportunity to thank the University of Mumbai for giving

me chance to do this project.

I would like to thank my Principal, DR. AJIT KURUP for

providing the necessary facilities required for completion of this
project.

I take this opportunity to thank our Coordinator MRS. SHIKHA

PANDEY, for her moral support and guidance.

I would also like to express my sincere gratitude towards my project guide

PROF. MRS NISHA YADAV whose guidance and care made the project
successful.

I would like to thank my College Library, for having provided

various reference books and magazines related to my project.

Lastly, I would like to thank each and every person who directly or
indirectly helped me in the completion of the project especially my
Parents and Peers who supported me throughout my project.

4
 EMPLOYEES MOTIVATION IN
BOMBAY MERCANTILE
CO-OPERATIVE BANK Pvt Ltd.

5
 INDEX PAGE

SR NO. DESCRIPTION PAGE

NO

1 CHAPTER-1

INTRODUCTION 08

1.1 Abstract/Executive Summary 09

1.2 Purpose/ Objective of the Study 10

1.3 Hypothesis 11

1.4 Conceptual Model 12

1.5 Scope 13

1.6 Limitations 14

2 CHAPTER-2

LITERATURE REVIEW 15

2.1 About Industry 16

2.2 About the company 26

2.3 SWOT Analysis 38

6
 3 CHAPTER-3

RESEARCH DESIGN 41

3.1Type of Research 42

3.2 Research Method 42

3.3 Types of Data 42

3.4 Sample Size 42

3.5 Sample Method 43

3.6 Data collection Method 43

4 CHAPTER-4

Classification & Tabulation of Data 44

5 CHAPTER – 5

Analysis & Interpretation of Data 51

6 CHAPTER – 6

Findings, Conclusions & Recommendations 68

7 ANNEXURE : QUESTIONNAIRE 73

8 BIBLIOGRAPHY 78

7
 CHAPTER-1

INTRODUCTION

8
 EXECUTIVE SUMMARY

➢ Motivation is termed as an internal process that makes an individual towards

objective. Motivation helps firm in various aspects like increase in interest and
enthusiasm, an individual and team moral satisfaction, loyalty towards organization,
confidence in achieving goal of an organization, employee growth, etc. & also he[lps
a person to be physically and mentally presence at work place and to produce
desirable outcome.
➢ Bombay Mercantile Co-operative Bank Pvt Ltd. (BMC) is established by Shaikh
Mohammed Ali Allabaux along with Padmashri Zain G. Rangoonwala established
the Bank in the year 1939, which in due to course became the largest co-operative
bank in the country and in Asia.
➢ An effort has been made to study the Motivation of Employee in Bombay Mercantile
Co-operative Bank Pvt Ltd. The project also summarizes the aspects that helps in
motivating the employees. Through this project attempt has also been made to
perceive motivation on employee in Bombay Mercantile Co-operative Bank Pvt Ltd.

9
 OBJECTIVES OF STUDY

➢ The main objective of the study is to study Employee Motivation in Bombay

Mercantile Co-operative Bank Pvt. ltd.
➢ To study whether organization provides any kind of motivation to their employees or
not.
➢ To understand the techniques and strategies used to motivate the employees.
➢ To analysis the satisfaction level of employees with the current motivational
techniques followed by the organization.

10
 HYPOTHESIS:

H0: There is no relation between employee motivation and employee productivity.

H1: There is a positive relation between employee motivation and employee productivity.

11
 CONCEPTUAL MODEL

12
 SCOPE:

➢ The study is confined to people living in Mumbai. So all the estimation have been
made in city area.

➢ The scope of the study had been limited to Employee Motivation in Bombay
Mercantile Co-operative Bank Pvt.Ltd.

➢ It does not extend to the other factors which are also important for organization.
➢ The study covers the information about :
I. Techniques of Motivation.
II. Satisfaction level of employees.

13
 LIMITATION:

While preparing the report following were the problem faced-

• Time was major constraint.

• Many people were not interested.

• Proper secondary data was not available.

• The recommendations are the outcome of an analysis made individually.

• To maintain secrecy, the company people do not provide actual figures & data.

14
 CHAPTER-2

LITERATURE REVIEW

15
 ABOUT THE INDUSTRY
➢ A Bank is a financial institute which accepts deposites, pays which interest on
predefined rates, clears checks, makes loans and often acts as an intermediary in
financial intermediary in financial transaction and also provides other financial
services to its customers.

➢ Bank management governs various concerns associated with the bank in order to
maximize profits. The concerns broadly includes liquidity management, assets
management, liability management and capital management.

➢ The origin of the Bank or banking activities can be traced to the Roman Empire
during the Babylonian period.

➢ Schedule and Non-schedule Bank: Schedule Bank are those that have paid-up capital
and deposits of aggregate value of not less than rupees five lakhs in the Reserve Bank
of India.Non-Schedule Banks are the banks with reserve capital of less than 5 lakh
rupees. There are very few banks that fall in this category.

➢ Evolution of Banks: Banking System has evolved from barbaric banking where
commodities were loaned to modern day banking system, which caters to a range of
financial services. The evolution of banking system was gradual with the growth in
each and every aspect of banking.

➢ Growth of Banking system in India: The journey of banking system in India can be
put into three different phases based on the services provided by them. The entire
evolution of banking can be describe in these different phases-

➢ Phases 1: This was the early phase of banking system in India from 1786 to 1969 this
period marked as the establishment of Indian banks with more banks being setup.

➢ Phase 2: This phase of Banking was between 1969 to 1991 there were served major
decisions being made in the phase.

➢ Phase 3: This phase came into existence from 1991. The year 1991 mark the
beginning of liberalization of various strategies were implemented to ensure quality
service and improve customer satisfaction.

➢ The ongoing phase witnessed the launch of ATMs which made cash withdrawals
easier.

16
 ➢ In the year 1939, a man of years who was deeply concerned for the upliftment of
down trodden thought of establishing a cooperative credit society to help these
people and protect them from exploitation of money lenders.

➢ From the upliftments of weaker sections, self-employment schemes to ex-

servicemen promoting women entrepreneurs and providing credit through Micro
financing to the poor women artisans.

➢ THE BANK HAS PRESENTLY 52 BRANCHES IN

THE FOLLOWING STATES
➢ Including Head Office and two extension counters at Srinagar and Nanded
respectively:

17
Maharashtra Mumbai (23 Branches) Aurangabad (4 Branches)
Bhiwandi, Nanded, Pune, Sholapur & Malegaon

Gujarat Ahmedabad (3 Branches) Surat, Baroda & Palanpur.

Delhi New Delhi

Uttar Pradesh Aligarh, Lucknow, Moradabad & Varanasi.

Jammu & Srinagar

Kashmir

Rajasthan Ajmer, Jaipur & Jodhpur

Andhra Pradesh Hyderabad

Madhya Bhopal
Pradesh

Bihar Patna

West Bengal Kolkata

18
 COMPETITORS

There is intense competition among the leading construction companies. Some of the
competitors of BMC Bank:

1.Bank of Baroda

2.HDFC Bank

3.State Bank of India

4.Union Bank of India

5.Saraswat Co-op Bank

6.Central Bank of India

19
 1. Bank of Baroda

Bank of Baroda awarded the National Award of outstanding performance in SHG financing
during 2018-2019, among the public sector bank. Bank of Baroda bags an award “Winner for
the most customer centric Bank using Technology” in 2019, Baroda Rajasthan Garmin Bank
at IBA in 2019, CSR excellence award, Atal pension yojana Award in 2019, honoured as the
best bank in supply chain finance, official language implementation award and runners up
Award for ”Best Payments Initiatives in
2019.

20
 2. HDFC Bank:

HDFC Bank- leading bank in India, banking services, private banking, personal loan, car
loan. HDFC Bank began operations in 1995 with a simple mission to be a “ world-class
Indian bank”. We realized that only a single-minded focus on product quality and services
excellence would help us get there.

21
 3. State Bank of India:

Capital: The State Bank of India has an authorized capital of rupees 20 crores which has been
divided into 20 lakh shares of Rs.100 each issued capital of the state bank is rupees 5.6 crore
the share of the State Bank are held by the Reserve bank, insurance companies and the
general public.

22
4.Union Bank of India:
Union Bank of India is one of the largest government owned Bank of India the government
owns over 90% of its share capital. UBI has around 4300 branches 4 of these are Overseas in
Hongkong, Dubai, Antwerp and Sydney.

23
5.Saraswat Bank:
Saraswat Bank hat-trick Vin best technology Bank of The Year, winner's award in the NACH
category among cooperative banks, ABP news best cooperative bank award, my FM "star of
the industry award for excellence in SME loan" and National payment excellence award in
2016.

24
6.Central Bank of India:
Central Bank of India awarded first prize for Excellence implementation of official language
policy of Government of India for the year 2016 to 2017, Central Bank of India awarded first
prize for Excellence implementation of official language policy of India, Central Bank of
India was awarded fintech India award 2016 under category mobile banking at the function
organised at Mumbai, banking Technology award to Central Bank of India and many more.

25
 ABOUT THE COMPANY

History

➢ In the world of banking, which operates on trust Bombay Mercantile Co-operative

Bank Ltd., as an institution since it's inception in 1939 has created a niche in terms of
credibility with the trust of over one million patrons and over 190,000 shareholders.
Bank has contributed towards socio-economic development of the people in many
ways.
➢ In the year 1939, a man of years who was deeply concerned for the upliftment of
down trodden thought of establishing a cooperative credit society to help these people
and protect them from exploitation of money lenders.

➢ From the upliftments of weaker sections, self-employment schemes to ex-servicemen

promoting women entrepreneurs and providing credit through Micro financing to the
poor women artisans.

➢ The Bank has presently 52 Branches in all over India such as at Maharashtra, Gujrat,
Delhi, Uttar Pradesh, Jammu and Kashmir, Rajasthan, Andhra Pradesh, Madhya
Pradesh, Bihar and West Bengal.

➢ To serve the lady members of the society the bank has opened branches exclusively
managed by the lady member of the staff at Khara tank, Mumbai and another at
Aurangabad.

26
 COMPANY PROFILE

➢ The Bombay Mercantile Cooperative Bank Ltd have taken an initiative of weaker
section, self-employment schemes to ex-servicemen promoting women entrepreneurs
and providing credit through micro financing to the poor woman addition, Bombay
mercantile Co-operative Bank in India works for the weak and downtrodden people.

➢ Basic Information :

Company Name – Bombay Mercantile Cooperative Bank Ltd.

Headquarters - Mumbai
Founded - 1939
Founder - Mr. Mohammed Ali Allabaux and Padmashri Zain G.Rangoonwala.
Type of Business – Banking and Finance
Areas Served - India
Address – 78,Mohammad Ali Road,Nakhuda Mohalla,Kalbadevi,Mumbai,
Maharashtra- 400003.

27
 ➢ Why BMC Bank:

We believe to provide quality services to our customer and employees. We

give services of safe deposit locker, foreign exchange, issue of bank guarantee
remittance, issue of letter of credit inland and foreign and services charges.
We are also provide various home loans like loan @ 8.75%, gold loan
@10.50%, savings account current account,
We encourage and support of the long term growth and the development of
our people by providing them opportunities for personal growth and career
development.
We are committed to meet employees and customers demand on time. We use
the best technologies available and continuously upgrade our system and
optimum usage of resources.
We propound best services to our customer our motto is to provide “standard
motivation".

➢ Vision:

Our vision is to intensify standard of living and provide all what they need and
desire. We strive hard to promote work place harmony among employees.
To enhance the level of employee satisfaction and to maximize the profit. Also
to extend the maximum possible branches over all world. Identify the key
employees and provide them encouragement to grow with the organization.

➢ Mission:

28
 Our mission is to maintain bank profile and branches, deposits account, loans,
advances and services and remittance.
Mission is also to provide motivation through various theories of motivation
to encourage euphony in the organization between people.
We also furnish withdrawals of money across India and banking at your
doorstep.
Bank has geared itself by recognition its structure by decentralizing power to
speed up decisions making processes in all spheres of employees. Also bank is
working towards Total Automation including digitalization like mobile
Banking, Net banking, self-service, tab banking ATM's and Adhaar enables
payments systems.

➢ Management:

Our management philosophy is to “deliver Motivation “. We follow the

Adam’s equity, victor Vrooms expectancy theory, etc. for manage proper
motivation in the organization. We think that every operation we execute to
upgrade further by employees and customers participation.
We work hard to extend our current operations while focusing on socially
sound, government rules and regulations.
We use the upgraded technology in our bank and recruit the talented pool for
attaining the vision, mission, goals and objectives. We uplift our employees to
be socially responsible.

29
 ➢ Social Responsibility:

For society from the beginning the bank has a policy of helping petty
businessmen, taxi divers, vegetable vendors, skilled craftsmen, small
shopkeepers, and other weaker section of small society.
Also upliftment of weaker sections, self employment schemes to ex-
servicemen promoting women entrepreneurs and providing credit through
micro financing to the poor women artisans, Bombay Mercantile cooperative
Bank in India works for the weak and downtrodden people.
The bank is slowly and steadily increasing its micro financing scheme for
artisans, craftsmen and self employed from the weaker sections of society at
craft centers. The focus will be on the weavers, zari and chickan works,
carpenters,etc.

Even in the era is new age banking and stiff competition the bank has and will
always retain its focus on small depositors and small loaners. Bombay
Mercantile cooperative bank Ltd. takes it commitment towards the welfare of
the society very seriously. It is first schedule urban cooperative Bank which
introduced Micro financing scheme for women in Hyderabad and lucknow,etc.

30
 ABOUT MOTIVATION

The seven features of Employee Motivation

1.Psychological aspects:

Motivation is psychological aspects of management. It relates to the mental and emotional

states of the human. It is the internal feeling which arises from the needs and desires of a
person. Motivation generates from within an individual. It starts and keeps individual at
work.

2.Component of directing:

Motivation is an important component of directing functions of management. It is the

responsibility of a manager to get task completed by the subordinates in a systematic manner.

3.Goals directed:

Motivation generates goal directed behaviour. Feeling of need by the persons causes him or
her to behave in such a way that he or she tries to satisfy himself. Human needs influence
behaviour to achieve desired goals.

4.Continuous process:

Motivation is continuous process. When a particular need is satisfied new needs are seen. It is
a result of an interaction between human needs and incentives offered to satisfy them.

5.Integrated:

A person is either motivated or not. He cannot be partly motivated. Each individual is an

organization is a self-contained sperate unit. All their needs are interrelated and influences
their behaviour in different ways.

31
6.Positive or Negative :

Motivation may be either positives or negative. Positive motivation means inspiring people to
work better by giving rewards and increments. Negative Motivation means forcing people to
get work by punishing them.

7.Complex and dynamic process:

Motivation is complex and dynamic process. Individual differ in their needs and wants.
Different individual work to fulfill their own needs. They satisfied their needs in different
ways. Moreover, human needs change from time to time.

IMPORTANCE OF MOTIVATION

1.Hepls in Satisfying needs of the Employees:

Motivation helps in satisfying the needs of the employees. Thus, they are inspired to
contribute their maximum efforts for achieving organizational goals. A satisfied employee
will give best performance.

2.Changes the Negative Attitude to Positive Attitude:

Motivation transforms the negative attitude of employees to the positive attitude for the
achievement of the organizational goals. For eg, if an employee is not rewarded properly for
his performance, then it may cause a negative attitude towards word. Positive attitude
encouragement and praise are necessary to convert negative attitude.

3. Reduce labour turnover:

Good motivation helps the retaining talented employees in the organization it also reduce
labour turnover.
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4. Reduce Absenteeism:

Through sound motivational system the rate of absenteeism in an organization is reduced.

Generally in an organization the workers are absent due to bad working condition, poor
relations with superior or colleague, inadequate rewards, etc. All these deficiencies are
covered by motivation.

5. Helps in Introducing Changes:

Through motivation, new techniques, etc. can easily be introduced in an organization without
much resistance from the employees. Motivated employees know the such changes will bring
in additional reward to them.

TOOLS OF MOTIVATION

1. Financial Incentives:

Financial incentives can be monetary or non-monetary in nature. Financial incentives

(monetary) include:

• Base remuneration or salary

• Bonus
• Commission

The main financial tool for employee motivation is basic bonus. The various remuneration is
usually paid in the form of or commission. Bonuses could be statutory as per legal provision
or discretionary as a form of reward paid as appreciation for the employees.

Employees can also be motivated by the perks which are not in the form of cash. The
company has to bear the financial expenditure of these incentives which serves as a benefits
to the employees.

33
 • Accommodation
• Medical care insurance
• Child care and educational allowances
• Extra holidays and trips
• Social events
• Education subsidies
• Car allowances

These incentives are offered over and Above monetary benefits to various employees and
managers which serve as an important tool to boost performance.

2. Non-Financial Incentives:

Not all motivation tools demand expenditure of the company. A wide range of tools that do
not produce any cost and have positive impact on employees exist such as:

• Providing the employees with frequent feedback

• Providing opportunities of promotion, career development and employee development
• Job enrichment
• Flexible hierarchy
• Decentralization and autonomy in decision making
• Entrusting responsibilities
• Job security

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 THEORIES OF MOTIVATION

Some of the motivational theories which is used by the Bombay Mercantile

Cooperative Bank:

1.Maslow’s Theory
2.Vroom’s Expectancy Theory
3.Adam’s Equity Theory

1.Maslow’s Theory:

• According to this theory, this promote motivation among people.

• Its refer in the result of a person’s attempt at fulfilling five basic needs:
o Physiology
o Safety
o Social
o Esteem
o Self-esteem

• Its need can create internal pressure that can influence a person’s behavior.

35
 • It means that in order for motivation to occur at the next level, each level must be
satisfied within the individual themselves.

2.Expectancy Theory:

• Expectancy Theory is a Motivation theory proposed by Victor h. Vroom.

• It defines motivation as a product of the various motivational elements, i.e.

individual’s expectancy that a certain efforts will lead to the intended performance,
the instrumentality of the performance to achieving a certain result, and the
desirability of this result for the individual, known as valence.

• Motivation Force (MF) = Expectancy x Instrumentality x Valence

• Expectancy theory has three components: expectancy, instrumentality and valence.

✓ Expectancy: efforts-performance (E-P)

✓ Instrumentality: performance (E-P)

✓ Valence: outcome-reward

36
3.Adam’s Equity Theory:

• Equity Theory was established by Stacy Adams in 1960s.

• He is psychological, who asserted that employees seek to maintain equity

among the inputs that they bring to a job and the outcomes that they receive
from it against the perceived inputs and outputs of others.

• The theory is built-on the belief that employees become de-motivation, both in
relation to their job and their employers, if they feel as though their inputs are
greater than the outputs.

• Equity is measured by comparing ratio of contribution (inputs) and benefits

(or outputs) for each person.

37
 SWOT Analysis

SWOT analysis is a strategic planning method used to evaluate the Strengths, Weaknesses,
Opportunities and Threats involved in a project or in a business venture. It involves
specifying the objective of the business venture or project and identifying the internal and
external factors that are favorable and unfavorable to achieve that objective. A SWOT
analysis may be incorporated into the strategic planning model.

38
1.Strengths:

✓ Professional, dedicated and well-trained manpower.

✓ Efficiency is maintained at the highest level.
✓ The new Private Banks have commenced with strong financials and with a clean state.
✓ Almost all these banks have complied with capital Adequacy requirements and
prudential norms.
✓ Most of these banks are fully computerized and techno-savvy.

2.Weakness:

✓ Private banks are operating in a limited area confined to a region.

✓ Although highly networked, the number of branches is limited.
✓ The employee turnover appears to be on higher side.
✓ There id dissimilarity between old and new private banks by virtue of their ages,
functional area, products and services, etc.

39
3.Opportunities:

✓ High level of autonomy.

✓ Faster decision making.
✓ To face stiff competition, they can innovate new products and services.
✓ Achieve high customer satisfaction.
✓ They can offer cost-effective services like ATM’s, Electronic Funds Transfer, etc.

4.Threats:

✓ Expansion of foreign banks in the post WTO era poses serve competition.
✓ High market share will over-shadow the private banks.
✓ Frequent announcements of takeovers and mergers and acquisition.
✓ RBI/GOI relaxation of FDI investment norms cause worry among the magnet.

40
 CHAPTER-3

RESEARCH DESIGN

41
3.1 Type of research: Descriptive research

Descriptive research can be explained as a statement of affairs as they are at present with the
researcher having no control over variable. Moreover, “descriptive studies may be
characterized as simply the attempt to determine, describe or identify what is, while
analytical research attempts to establish why it is that way or how it came to be. It is Random
Research in which all the questionnaires are distributed among the customers who have
visited/used this product or service, by ensuring that all the answered answers will be kept
confidential. Through this type of Research it made easy to analysis.

3.2 Research method:

Survey and Questionnaire

3.3 Type of data:

The sources of data include both primary and secondary data

➢ PRIMARY DATA: Primary data is collected with specific objective, especially to

address the research problem. The data is gathered by distributing a questionnaire to
the employeesinthe above mentioned company.
➢ SECONDARY DATA: Books, Journal &Internet.

3.4 Sample size:

The sample size taken for the study is 40.

42
3.5 Sample Method:

To obtain the representative sample, a non-probability sample can be drawn. In this study the
method of selecting sample is random i.e. it is non probable. Non-probability sampling is
a sampling technique where the samples are gathered in a process that does not give all the
individuals in the population equal chances of being selected.

3.6 Data Collection Method:

The tools used for analyzing data are rating method graphs, pie chart etc. Questionnaire is
distributed to the individual respondent and special care has been taken to make him/ her feel
comfortable so that, he/she could answer all the questions. This method is followed to get
unbiased answers.

43
 CHAPTER-4

Classification and Tabulation of Data

44
1.What is your age?

Age Group Rate (%)

18 to 25 32.5%
25 to 35 10%
35 to 45 17.5%
45 above 40%

2.What is your gender?

Gender Rate (%)

Male 55%
Female 45%

3.How many years have you been with the organization?

No. of years Rate (%)

Less than 1 year 15%

1-3 years 17.5%
4-6 years 10%
More than 6 years 57.5%

45
4.What kind of motivation is provided by the organization?

Methods Rate (%)

Financial 15%
Non-financial 17.5%
Both 67.5%

5.What kind of financial benefits is provided by the organization?

Benefits Rate (%)

Incentives 15%
Perks 0%
Bonus 17.5%
Increments 42.5%
All of the above 25%

6. What kind of non-financial benefits is provided by the organization?

Benefits Rate (%)

HRA 5%
Awards 15%
Recognition 32.5%
Healthcare 37.5%
All of the above 10%

46
7.How well are you satisfied with the increments provided by the organization?

Opinions Rate (%)

Very satisfied 12.5%
Satisfied 47.5%
Neutral 25%
Unsatisfied 12.5%
Very unsatisfied ------

8.How will you rate the initiatives taken by the banks?

Opinions Rate (%)

Very satisfied 10%
Satisfied 47.5%
Neural 22.5%
Unsatisfied 20%
Very unsatisfied ---

9.Are you satisfied with the current techniques provided by the organization?

Opinions Rate (%)

Very satisfied 12.5%
Satisfied 47.5%
Neutral 25%
Unsatisfied 15%
Very unsatisfied ----

47
10.What factors are consideration while giving the salary increments?

Factors Rate (%)

Performance 25%
Government policies 12.5%
Organizational policies 32.5%
Responsibilities 10%
All of the above 20%

11.What are the promotional methods are given by the organization?

Promotional Methods Rate (%)

Horizontal 20%
Vertical 40%
Dry 20%
All of the above 20%

12.What are the self-enhancement programs conducted by the organization to improve an

individual and group performance?

Self-enhancement programs Rate (%)

Career development 17.5%
Performance development 17.5%
Succession planning 25%
Coaching 15%
All of the above 25%

48
13.Does all the benefits provided by the firm plays as motivational factors?

Opinions Rate (%)

Strongly agree 17.5%
Agree 35%
Neutral 37.5%
Disagree 7.5%
Strongly disagree ----

14.How does existing environment motivates you in daily routine?

Opinions Rate (%)

Cooperative and friendly 20%
Flexible policies 12.5%
Basic welfare policies 30%
Work life balance 20%
All of the above 17.5%

15.In what areas does upper management involves you in decision making process?

Opinions Rate (%)

HR policies 15%
Innovation 17.5%
Financial decision 7.5%
Day to day operation 32.5%
None of the above 27.5%

49
16.Do you think that if the employees have good motivation then the organization will be
more effective and successful?

Opinions Rate (%)

Yes 100%
No -----

50
 CHAPTER-5

ANALYSIS AND
INTERPRETATION

51
 1. What is your age?

Interpretation:

From the above data we can interpret that:-

• 40.00% fall under age group of 45-55

• 17.50% under age group of 35-45
• 10.00% under age group of 25-35
• 32.50% under age group of 18-25

52
 2. What is your gender?

Interpretation:

From the above data it is interpreted that:

• 55.00% of the respondents are male.

• 45.00% of the respondents are female.

53
3. How many years have you been with the organization?

Interpretation:

From the above data we can interpret that:

• 15% of the respondents working for less than a year with the company.
• 17.5% of the respondents working for 1 to 3 years with the company.
• 10% of the respondents are working for 4 to 6 years with the company and
• 57.5% of the respondents are working for more than 6 years with the company.

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 4. What kind of motivation is provided by the organization?

Interpretation:

From the above data we can interpret that:

• 15.00% people get motivated by financial.

• 17.50% people get motivated by non-financial.

• 67.50% people get motivated by both.

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 5. What kind of financial benefits is provided by the organization?

Interpretation:

From the above data we can interpret that:

• 15.00% people get motivated by incentives.

• 0.00% people get motivated by perks.

• 17.50% people get motivated by bonus.

• 42.50% people get motivated by all of the above.

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 6. What kind of non-financial benefits is provided by the organization?

Interpretation:

From the above data we can interpret that:

• 5.00% of the respondents motivated by HRA.

• 15% of the respondents motivated by awards.
• 5% of the respondents motivated by recognition.
• 2.5% of the respondents motivated by healthcare.
• 12.50% of the respondents motivated by all of the above.

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 7. How well are you satisfied with the increments provided by the organization?

Interpretation:

From the above data we can interpret that:

• 12.5% of the respondents are very satisfied with the increments.

• 42.5% of the respondents are satisfied with the increments.
• 25% of the respondents are neutral with the increments.
• 12.5% of the respondents are unsatisfied with the increments.
• 0% of the respondents are very unsatisfied with the increments.

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 8. How will you rate initiatives taken by the bank?

Interpretation:

From the above data we can interpret that:

• 10% of the respondents are very satisfied initiatives taken by the bank.
• 47.5% of the respondents are satisfied initiatives taken by the bank.
• 22.5% of the respondents are neutral initiatives taken by the bank.
• 20% of the respondents are unsatisfied initiatives taken by the bank.
• 0% of the respondents are very unsatisfied initiatives taken by the bank.

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 9. Are you satisfied with the current techniques provided by the bank?

Interpretation:

From the above data we can interpret that:

• 12.5% of the respondents to very satisfied to current techniques.

• 47.5% of the respondents to satisfied to current techniques.
• 25% of the respondents to neutral to current techniques.
• 15% of the respondents to unsatisfied to current techniques.
• 0% of the respondents to very unsatisfied to current techniques.

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 10. What factors are considered while giving the salary increments?

Interpretation:

From the above data we can interpret that:

• 25% of the respondents to performance.

• 12.5% of the respondents to government norms.
• 32.5% of the respondents to organizational policies.
• 10% of the respondents to responsibilities and expectations
• 20% of the respondents to All of the above.

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 11. What are the promotional methods are given by the organization?

Interpretation:

From the above data we can interpret that:

• 20% of the respondents suggested to Horizontal promotion.

• 40% of the respondents suggested to Vertical promotion.

• 20% of the respondents suggested to Dry promotion.

• 20% of the respondents suggested to All of the above.

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 12. What are the self-enhancement programmes conducted by the organization to improve
an individual and group performance?

Interpretation:

From the above data we can interpret that:

• 17.50% of the respondents to Career Development.

• !7.50% of the respondents to Performance Development.

• 25.00% of the respondents to Succession Planning.

• !5.00% of the respondents to Coaching.

• 25.00% of the respondents to All of the above.

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 13. Does all the benefits provided by the firm plays as motivational factors?

Interpretation:

From the above data we can interpret that:

• 17.50% of the respondents are Strongly Agree with benefits provided by the firm.

• 35.00% of the respondents are Agree with benefits provided by the firm.

• 37.50% of the respondents are Neutral with benefits provided by the firm.

• 7.50% of the respondents are Disagree with benefits provided by the firm.

• 2.50% of the respondents are Strongly Disagree with benefits provided by the firm.

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 14. How does the existing environment motivate you in daily routine?

Interpretation:

From the above data we can interpret that:

• 20.00% of the respondents refers to Cooperative and Friendly.

• 12.50% of the respondents refers to the Flexible Policies.

• 30.00% of the respondents refers to the Basic Welfare Policies.

• 20.00% of the respondents refers to Work life Balance.

• 17.50% of the respondents refers to All of the above.

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 15. In what areas does upper management involves you in decision making process?

Interpretation:

From the above data we can interpret that:

• 15.00% of the respondents refers to the HR Policies.

• 17.50% of the respondents refers to Innovation.

• 7.50% of the respondents refers to Financial Decision.

• 32.50% of the respondents refers to Day-to-day operations.

• 27.50% of the respondents refers to None of the above.

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 16. Do you think that if employees have good motivation then the organization will be
more effective and successful?

Interpretation:

From the above data we can interpret that:

Form the above data we can interpret that 100% respondents think that organization will be
more effective and successful if employees have good Motivation.

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 CHAPTER-6

Findings, Recommendation &

Conclusion

68
 FINDINGS

➢ From our overall study we found that:

1. The majority of people fall under age 45-55 with 40%.

2. 55% are males and 45% are females do work.

3. Majority of the respondents are working more than 6 years with the organization.
4. 67.50% people get motivated by both financially and non-financially.

5. 42.50% people get motivated by all of the financial benefits like incentives,
bonus, increments but the 0% people get motivated by perks.

6. 15% of the respondents motivated by awards whereas 5% people motivated by

recognition.
7. 55% of people are satisfied with the increments and 45% are not.
8. Majority of people are satisfied about initiatives taken by the organization with
47.5%.
9. Majority of employees are satisfied with the current techniques provided by the
bank whereas 15% are unsatisfied.
10. The most often used salary increment factor is organization policies with 32.5%.
11. 40% of Employees are promoted majority with vertically promotion whereas dry
and horizontal are equal in 30%.
12. The most commonly self-enhancement programme conducted by the organization
is succession planning.

13. 17.50% of the respondents are Strongly Agree whereas 2.50% of the respondents
are Strongly Disagree.

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 14. 30% of people refer Basic Welfare Policies and 40% of the people refer Co-
operative and friendly and Work life Balance.

15. Major involvement of the employees in day-to-day operations with 32.50% in

decision making process.

16. 100% respondents think that organization will be more effective and successful if
employees have good Motivation.

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 RECOMMENDATION AND SUGGESTIONS

❖ Focus on retaining existing and attracting new customers.

❖ Improvise the social activities and work with more effectiveness.

❖ Use a press release to promote your presence and ensure the awareness.

❖ Build grievance redressal cell to maintain holistic relations.

❖ Promotion of the new policies with the help of social media.

❖ Make a separate benefits policy for employees and make them aware about it.

❖ Help employees to reduce their stress through various stress management activities
like arranging yoga sessions or flash mobs and also provide counselling to them.

❖ Arrange picnics, events and family get together for which can motivate them and will
help to retain them.

❖ Encourage vacation time.

❖ Focus on outcomes not on hours of work.

71
 CONCLUSION

Finally, from the project we can conclude that:

➢ After a conducted survey on employee motivation in Bombay Mercantile Co-

operative Bank Limited I have come to the conclusion that ‘BMC’ is a well-
established, growing and successful bank in the banking sector and is well known for
its broad range of financial and social services.

➢ The bank has good reputation in the mind of general public as they believe in
fulfilling man’s primary requirement of loans, funds, investments and many more.

➢ Maximum number of respondents thinks that they don’t able to balance their work-
life which leads to stress and maximum of them try to manage their stress through
outing with their family some through meditation and they are also unaware about
companies work life balance policy.

➢ However, they need to be concerned about their employee’s productivity and

commitment by making a separate employee motivation policy, providing flexi,
working schedule, holidays/paid time off, sabbaticals etc. They can arrange
workshops, family engagement events different sessions for reducing their employees
stress which can help them for balancing work life.

➢ Finally I would like to conclude that employees motivation is an important factor

which organization should understand, as demotivation leads to absenteeism which
can make an employee to work less productively and efficiently and leave the
organization. So company should apply the above factors to help their employees for
motivation and which will also help the company to retain them.

➢ Hence, Null Hypothesis is proved.

72
 ANNEXURE: QUESTIONNAIRE

1. Name of the Respondent? _________________

2. What is your age? ________________

a. 18-25
b. 25-35
c. 35-45
d. 45 Above.

3. What is your gender? ____________

a. Male
b. Female

4. How many years have you been with the organization? ____________
a. Less than a year
b. 1-3 years
c. 4-6 years
d. More than 6 years.

5. What kind of motivation is provided by the organization? ______________

a. Financial
b. Non-financial
c. Both.

73
 6. What kind of financial benefits is provided by the organization? ___________
a. Incentives
b. Perks
c. Bonus
d. Increments
e. All of the above.

7. What kind of non-financial benefits is provided by the organization? ____________

a. HRA
b. Awards
c. Recognition
d. Healthcare
e. All of the above.

8. How well are you satisfied with the increments provided by the organization?
__________
a. Very Satisfied
b. Satisfied
c. Neutral
d. Unsatisfied
e. Very unsatisfied.

9. How will you rate the initiatives taken by the bank? _______________
a. Very Satisfied
b. Satisfied
c. Neutral
d. Unsatisfied
e. Very Unsatisfied.

74
 10. Are you satisfied with the current techniques provided by the organization? ________
a. Very Satisfied
b. Satisfied
c. Neutral
d. Unsatisfied
e. Very Unsatisfied.

11. What factors are considered while the salary increments? ______________
a. Performance
b. Government norms
c. Organizational Policies
d. Responsibilities and Expectation
e. All of the above.

12. What are the promotional methods given by the organization? ____________
a. Horizontal Promotion
b. Vertical Promotion
c. Dry Promotion
d. All of the above

13. What are the Self-enhancement programmes are conducted by the organization to
improve an individual and the group performance? ____________
a. Career Development
b. Performance Development
c. Succession Planning
d. Coaching
e. All of the above.

75
 14. Does all the benefits provided by the firm plays as motivational factors?
___________

a. Strongly Agree

b. Agree

c. Neutral

d. Disagree

e. Strongly Disagree.

15. How does existing environment motivates you in daily routine? ________________ a
a. Corporative and Friendly

b. Flexible policies
c. Basic Welfare Policies
d. Work life Balance
e. All of the above.

16. In what areas does upper management involves you in decision making process?
__________

a. HR policies
b. Innovation
c. Financial Decision
d. Day-to-day operations
e. None of the above.

76
 17. Do you think that if employees have good motivation then the organization will be more
effective and successful? ________________

a. Yes

b. No.

77
 BIBLIOGRAPHY

1. https://www.bmcbankltd.com/

2. https://www.bankofbaroda.in/
3. https://www.hdfcbank.com/
4. https://www.onlinesbi.com/
5. https://www.southindianbank.com/
6. https://www.unionbankofindia.co.in/english/home.aspx
7. https://www.saraswatbank.com/
8. https://www.centralbankofindia.co.in/english/home.aspx
9. https://www.bmcbankltd.com/history.php

10. https://www.tutorialspoint.com/bank_management/bank_management_introduction.h
tm

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