A STUDY ON

EMPLOYEE MOTIVATION

(With reference to EDLOGIX SOFTWARE PVT.LTD, HYDERABAD)

A Project report submitted to Jawaharlal Nehru Technology University

Kakinada In partial fulfillment for the requirement of the award of the Degree
of

MASTER OF BUSINESS ADMINISTRATION

Submitted By
M. SUGUNA GRESI
Regd No. 17EM1E0022

Under the guidance of

Mrs. D. HELEENA M.B.A
Asst. Professor

Department of Management Studies

SWARNANADHRA INSTITUTE OF ENGINEERING & TECHNOLOGY

Accredited by NACC with “A “Grade

Approved by AICTE, New Delhi & Affiliated to JNTUK- Kakinada

SEETHARAMPURAM, NARASAPURAM, WEST GODAVARI DISTRICT,
PIN-534280.

2017-2019

1
 DECLARATION
I hereby declare that the titled “EMPLOYEE
MOTIVATION ” with Reference to “EDLOGIX SOFTWARE Pvt.Ltd, Hyd, “submitted
by me under guidance of Mrs.D.Heleena Department of Management Studies ,
Swarnandhra Institute of Engineering and Technology Seetharampuram, in partial
fulfillment of the requirement for the award of master of business administration
Jawaharlal Nehru Technological University Kakinada is a bonafide work done by me and
has not been submitted earlier in part or full to this or any other university or institution
for award of ant degree/diploma/certificate.

M.SUGUNA GRESI
Place :

Date :

2
3
 CERTIFICATE
This is to certify that the project report entitled a study Son
“EMPLOYEE MOTIVATION AT EDLOGIX SOFTWARE Pvt.Ltd “ is a bonafide
work done by “ G.SUGUNA GRESI “ , Student of MBA Regd.No 17EM1E0022 under
my guidance & supervision and submitted in partial fulfillment of the requirement for the
award of Master of Business Administration.

Project Guide

Mrs. D.HELEENA

Head Of The Department

4
 ACKNOWLEDGEMENTS
The satisfaction that accompanies the successful completion of any task would
be incomplete without mention people who made it possible and whose encouragement
and constant guidance crowned me effort with success.

I would also express my gratitude for the valuable guidance and help given by
Mrs. D.Heleen., M.B.A, Asst.Professor, Department of Management Studies,
SWARNANDHRA INSTITUTE OF ENGINEERING AND TECHNOLOGY for
during the preparation of this study material and for the successful completion of the
project work.

I wish to express my deep sense of gratitude to Dr. T. Lokeswara Rao, M.Com,

MBA, M.Phil, P.hD, Professor & HOD, Department of Management Studies,
SWARNANDHRA INSTITUTE OF ENGINEERING AND TECHNOLOGY,
NARASAPURAM for providing me opportunity to take up this project. I also thank all
faculties for their support.

I also thank our principal Dr. T. MADHU, M.Tech., Ph.D., FIETE., FIE ,
PRINCIPAL OF SWARNANDHRA INSTITUTE OF ENGINEERING AND
TECHNOLOGY , NARASAPURAM for providing me an opportunity to carry out this
work .
I also express my deep sense of gratitude to SWETHA (F&A), EDLOGIX
SOFTWARE PVT.LTD, HYD for the valuable advice, suggestions, encouragement and
guidance at every stage of this project.

I express my profound thanks to my affectionate parents for their constant

encouragement throughout my educational career.

G. SUGUNA GRESI

5
 CONTENTS

Chapter No. Name of the concept Page No.

Introduction 8

Need of the study 9

Objective of the study 10

I
Scope of the study 11

Methodology of the study 12

Limitations of the study 13

II Company & Industrial profile 15-33

III Theoretical frame work 35-46

V Data analysis and interpretation 48-63

Findings, Suggestions, Conclusion and

VI 65-68
bibliography

6
 CHAPTER – I
INTRODUCTION

7
 INTRODUCTION
Human Resource Management (HRM) is a management function that helps
organizations to recruit, select, train, and develop members in an organization. Only
human resource management is obviously one function which is concerned with peoples
dimension in organization. All major activities in the working life of an employee, that is
from the time of employees entry into the organization to the time employees leaves the
organization all the activities come under the purview of human resource management.

The job of every organizations management 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 study focuses on the employee motivation among the employees
of Edlogix Software Solutions Pvt. Ltd.

8
 NEED OF THE STUDY

1. Employee Motivation aims at providing employees and management members with the
information that can be beneficial both personally and professionally.

2. To know the employees satisfaction level with the motivation factors undertaken by the
company.

3. To measure the level of performance before and after motivation to find out the
improvement factors for motivating the employees.

4. This study helps the company to know whether the motivation undertaken is strongly
accepted or not

5. To know lacking actives with employee motivation

9
 OBJECTIVES OF THE STUDY

1. To study the important factors which are needed to motivate the employees

2. To study the effect of monetary and non-monetary benefits provided by the

organization on the employees performance

3. To study the effect of job promotions on employees

4. To learn the employees satisfaction on the interpersonal relationship exists in the

organization

5. To provide the practical suggestion for the improvement of organizations

performance

6. To know and understand what other techniques an organization can adopt to

increase the motivational levels and performance in addition to what has been
practiced.

10
 SCOPE OF THE STUDY

It is always essential for a concern to access its strategies and reshape its destiny. It
is necessary for every organization to study the different aspects that affects the
organization development. Every study has a clear and specific scope. The scope of this
study is limited to Edlogix Software Solutions. In this survey the emphasis is on the
motivation of employees. The scope of the study involves the preparation of questionnaire
and data of the company.

11
 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”

Sampling Design
A sample design is a finite plan for obtaining a sample from population. Simple random
sampling is used for this study.

Sample Size
Sample size was taken by 100 employees in Edlogix Software Solutions.

Tool of analysis:

The data are presented through charts and tables. The collected data was analyzed with the
help of simple percentage, bar diagrams, pie-diagrams.

Methods of Data Collection

The data is collected through Primary and secondary sources.

Primary Sources
The primary sources are discussion with employees, data is collected through
questionnaire.

Secondary Sources
The secondary data mainly consists of data and information collected from records,
company websites and also discussion with the management of the organization.
Secondary data was also collected from journals, magazines and books.

12
 LIMITATIONS OF THE STUDY

The limitations of the study are the following:

 The response from the respondents may not be accurate.

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

 Lack of experience on Research.

13
 CHAPTER -II

INDUSTRY & COMPANY PRFILE

14
 INDUSTRY PROFILE

The Indian Information Technology (IT) and Information Technology enabled

Services (ITeS) sectors go hand-in-hand in every aspect. The industry has not only
transformed India’s image on the global platform, but also fuelled economic growth by
energising higher education sector (especially in engineering and computer science). The
industry has employed almost 10 million Indians and hence, has contributed a lot to social
transformation in the country.

Furthermore, Indian firms, across all other sectors, largely depend on the IT &
ITeS service providers to make their business processes efficient and streamlined. Indian
manufacturing sector has the highest IT spending followed by automotive, chemicals and
consumer products industries.

Indian organizations are turning to IT to help them grow business in the current
economic environment. IT is seen as a change enabler and a source of business value for
organizations by 85 per cent of the respondents, according to a study by VMware.

Formative years (till 1991)

The Indian Government acquired the EVS EM computers from the Soviet Union,
which were used in large companies and research laboratories. In 1968 Tata Consultancy
Services—established in SEEPZ, Mumbai by the Tata Group—were the country's largest
software producers during the 1960s. As an outcome of the various policies of Jawaharlal
Nehru (office: 15 August 1947 – 27 May 1964) the economically beleaguered country was
able to build a large scientific workforce, second in numbers only to that of the United
States of America and the Soviet Union.

On 18 August 1951 the minister of education Maulana Abul Kalam Azad,

inaugurated the Indian Institute of Technology at Kharagpur in West Bengal. Possibly

15
modeled after the Massachusetts Institute of Technology these institutions were conceived
by a 22 member committee of scholars and entrepreneurs under the chairmanship of N. R.
Sarkar.

Relaxed immigration laws in the United States of America (1965) attracted a

number of skilled Indian professionals aiming for research. By 1960 as many as 10,000
Indians were estimated to have settled in the US.

By the 1980s a number of engineers from India were seeking employment in other
countries. In response, the Indian companies realigned wages to retain their experienced
staff. In the Encyclopedia of India, Kamdar (2006) reports on the role of Indian
immigrants (1980 - early 1990s) in promoting technology-driven growth:

The National Informatics Centre was established in March 1975. The inception of
The Computer Maintenance Company (CMC) followed in October 1976. Between 1977-
1980 the country's Information Technology companies Tata Infotech, Patni Computer
Systems and Wipro had become visible. The 'microchip revolution' of the 1980s had
convinced both Indira Gandhi and her successor Rajiv Gandhi that electronics and
telecommunications were vital to India's growth and development. MTNL underwent
technological improvements.

Between 1986-1987, the Indian government embarked upon the creation of three
wide-area computer networking schemes: INDONET (intended to serve the IBM
mainframes in India), NICNET (the network for India's National Informatics Centre), and
the academic research oriented Education and Research Network (ERNET).

1991–2001

Regulated VSAT links became visible in 1985. Desai (2006) describes the steps
taken to relax regulations on linking in 1991: In 1991 the Department of Electronics broke
this impasse, creating a corporation called Software Technology Parks of India (STPI)
that, being owned by the government, could provide VSAT communications without
breaching its monopoly. STPI set up software technology parks in different cities, each of

16
which provided satellite links to be used by firms; the local link was a wireless radio link.
In 1993 the government began to allow individual companies their own dedicated links,
which allowed work done in India to be transmitted abroad directly. Indian firms soon
convinced their American customers that a satellite link was as reliable as a team of
programmers working in the clients’ office.

Videsh Sanchar Nigam Limited (VSNL) introduced Gateway Electronic Mail

Service in 1991, the 64 kbit/s leased line service in 1992, and commercial Internet access
on a visible scale in 1992. Election results were displayed via National Informatics
Centre's NICNET.

The Indian economy underwent economic reforms in 1991, leading to a new era of
globalization and international economic integration. Economic growth of over 6%
annually was seen between 1993-2002. The economic reforms were driven in part by
significant the internet usage in the country. The new administration under Atal Bihari
Vajpayee—which placed the development of Information Technology among its top five
priorities— formed the Indian National Task Force on Information Technology and
Software Development.

Wolcott & Goodman (2003) report on the role of the Indian National Task Force
on Information Technology and Software Development:

The Task Force could act quickly because it built upon the experience and
frustrations of state governments, central government agencies, universities, and the
software industry. Much of what it proposed was also consistent with the thinking and
recommendations of international bodies like the World Trade Organization (WTO),
International Telecommunications Union (ITU), and World Bank. In addition, the Task
Force incorporated the experiences of Singapore and other nations, which implemented
similar programs. It was less a task of invention than of sparking action on a consensus
that had already evolved within the networking community and government.

The New Telecommunications Policy, 1999 (NTP 1999) helped further liberalize
India's telecommunications sector. The Information Technology Act 2000 created legal
procedures for electronic transactions and e-commerce.

17
 Throughout the 1990s, another wave of Indian professionals entered the United
States. The number of Indian Americans reached 1.7 million by 2000. This immigration
consisted largely of highly educated technologically proficient workers. Within the United
States, Indians fared well in science, engineering, and management. Graduates from the
Indian Institutes of Technology (IIT) became known for their technical skills.

The success of Information Technology in India not only had economic

repercussions but also had far-reaching political consequences. India's reputation both as a
source and a destination for skilled workforce helped it improve its relations with a
number of world economies. The relationship between economy and technology—valued
in the western world—facilitated the growth of an entrepreneurial class of immigrant
Indians, which further helped aid in promoting technology-driven growth.

India is now one of the biggest IT capitals in the modern world

The economic effect of the technologically inclined services sector in India—

accounting for 40% of the country's GDP and 30% of export earnings as of 2010, while
employing only 25% of its workforce—is summarized by Sharma (2010):

The share of IT (mainly software) in total exports increased from 1 percent in 1990
to 18 percent in 2010. IT-enabled services such as backoffice operations, remote
maintenance, accounting, public call centers, medical transcription, insurance claims, and
other bulk processing are rapidly expanding. Indian companies such as TCS, Wipro, and
Infosys may yet become household names around the world.

Today, Bangalore is known as the Silicon Valley of India and contributes 33% of
Indian IT Exports. India's second and third largest software companies are head-quartered
in Bangalore, as are many of the global SEI-CMM Level 5 Companies.

And Mumbai too has its share of IT companies that are India's first and largest,
like TCS and well established like Reliance, Patni, LnT Infotech, i-Flex, WNS, Shine,
Naukri, Jobspert etc are head-quartered in Mumbai. And these IT and dot com companies

18
are ruling the roost of Mumbai's relatively high octane industry of Information
Technology.

Present Market Size

India's IT-business process outsourcing (BPO) industry revenue is expected to

cross US$ 225 billion mark by 2020, according to a Confederation of Indian Industry (CII)
report, titled 'The SMAC Code-Embracing New Technologies for Future Business'.

India is expected to become world's second-largest online community after China

with 213 million internet users by December 2013 and 243 million by June 2014,
according to a report by Internet and Mobile Association of India (IAMAI) and IMRB
International.

Technology firms in India are expected to reap the benefits of Internet of Things
(IoT) data, considered to be a US$ 18 billion opportunity, to help clients improve
productivity and asset utilisation as well as to enhance end-customer experience, as per
networking firm Cisco.

India’s total IT industry’s (including hardware) share in the global market stands at
7 per cent; in the IT segment the share is 4 per cent while in the ITeS space the share is 2
per cent. India's IT and BPO sector exports are expected to grow by 12-14 per cent in
FY14 to touch US$ 84 billion - US$ 87 billion, according to Nasscom.

Moreover, India plans to spend around US$ 3.9 billion on cloud services during 2013-
2017, of which US$ 1.7 billion will be spent on software-as-a-service (SaaS), according
the latest outlook of IT research and advisory company, Gartner Inc.

The enterprise software market in India is expected to reach US$ 3.92 billion in
2013, registering a growth of 13.9 per cent over 2012 revenue of US$ 3.45 billion,
according to Gartner.

19
 Mumbai with 12 million internet users has emerged as the top most city in the
country with highest penetration of internet users, followed by Delhi (8.1 million) and
Hyderabad (4.7 million), according to the data released by Internet & Mobile Association
of India (IAMAI).

Investments

Indian IT's core competencies and strengths have placed it on the international
canvas, attracting investments from major countries. According to data released by the
Department of Industrial Policy and Promotion (DIPP), the computer software and
hardware sector has attracted foreign direct investment (FDI) worth Rs 54,347.88 crore
(US$ 8.77 billion) between April 2000 and September 2013.

Some of the major investments in Indian IT and ITeS sector:

 Wipro plans to acquire US-based mortgage due diligence and risk management
service provider Opus Capital Markets Consultants (Opus CMC) for Rs 465 crore
(US$ 75.07 million). Opus CMC provides comprehensive risk management
solutions to the mortgage industry in the US.
 Infosys has opened a new centre in Sydney, Australia. This is its fourth
development centre in Australia and has a capacity to seat 140 employees. Further,
the company plans to hire 85 people in the region.
 Hitachi has acquired a foothold in India's payment space with the acquisition of
Prizm Payment Services. The firm has entered into share transfer agreements with
Prizm shareholders, including Winvest Holdings (India), Sequoia Capital and Axis
Bank.
 Dell has opened its India design centre for its storage technologies and has
realigned its domestic research and development (R&D) unit. The facility will
focus on developing software, integrating aspects involving back-up of emails and
related storage.

20
  Tata Consultancy Services (TCS) has launched a software development facility in
Ahmedabad, Gujarat. The facility will serve global customers across industry
segments.
 Cognizant Technology Solutions has acquired ValueSource, a subsidiary of KBC
Group, a Belgium-based multi-channel bank insurance group.
 Schneider Electric has commissioned a services bureau in Bengaluru as a nerve
Centre and a support facility for data centers in India and the Asia-Pacific region.
Government Initiatives

 IT spending by the Government of India is projected to reach US$ 6.4 billion in

2013, a growth of 7 per cent year-on-year, according to a report by Gartner. Some
of the major initiatives taken by the Government to promote IT and ITeS sector in
India are:
 After a successful first-ever international delegation to Dubai, Gujarat-based small
and medium enterprises (SMEs) in the IT sector plan to send similar business
delegations to European and South East Asian countries.
 The Government of Karnataka plans to announce a new information technology
(IT) policy to boost investments in state’s tier-II and tier-III cities. The policy
would enable the sector to employ about two million people in the state directly by
2020.
 The Government of India has fast tracked the process of setting up of centres of
National Institute of Electronics and Information Technology (NIELIT) in
Northeast India.
 The Government of Brazil has liberalised the issue of short term work visas, a
move which will make it easier for Indian IT professionals to take up assignments
in Brazil.
 India and Vietnam have signed two memorandums of understanding (MOU) for
partnership in the field of information, communications and technology (ICT).

21
Road Ahead
 Globalisation has a profound impact in shaping the Indian IT industry over the
years with India capturing a sizeable chunk of the global market for technology
sourcing and business services. Over the years the growth drivers for this sector
have been the verticals of manufacturing, telecommunication, insurance, banking,
finance and of late the fledgling retail revolution. As the new scenario unfolds it is
getting clear that the future growth of IT and ITeS will be fuelled by the verticals
of climate change, mobile applications, healthcare, energy efficiency and
sustainable energy. Traditional business strongholds would make way for new
geographies, there would be new customers and more and more of SMEs will go
for IT application and services.
 Demand from emerging countries is expected to show strong growth going
forward. Tax holidays are also extended to IT sector for software technology parks
of India (STPI) and special economic zones (SEZs). Further, the country is
providing procedural ease and single window clearance for setting up facilities.
The country’s cost competitiveness in providing IT services, which is
approximately 3-4 times cheaper than the US continues to be its USP in the global
sourcing market.

22
 EDLOGIX SOFTWARE SOLUTIONS PVT LTD

Edlogix Software Solutions is a Hyderabad; India based offshore web development

and website design Company. The Company's strategic location lets it give the best in
custom Internet application development, web design, e-commerce solutions and, for less.
The Company provides solutions that match your budget and schedule so that you cut time
to market.

Dozens of satisfied clients have come to trust and depend on Offshore Web
Solutions to deliver the web solutions they need and move their business forward with
confidence. The Company has happy and satisfied clients in the United States, Canada,
Europe, and Australia!

The Company's strong focus on web development process and methodology

allows it to help clients of all sizes get control of their development projects, and get the
results they need.

Vision

Edlogix Software Solutions' Vision is to build brand Value by innovating to

deliver consumer value and customer leadership faster, better and more completely than
its competition. This Vision is supported by two fundamental principles that provide the
foundation for all of our activities: Organizational Excellence and Core Values. Attaining
this Vision requires superior and continually improving performance in every area and at
every level of the organization. Edlogix Software solutions performance will be guided by
a clear and concise strategic statement for each business unit and by an ongoing Quest for
Excellence within all operational and staff functions. This Quest for Excellence requires
hiring, developing and retaining a diverse workforce of the highest caliber. To support this
Quest, each function employs metrics to define, and implements processes to achieve,
world-class status.

23
Mission

The mission of Edlogix Software Solutions is to provide results-oriented

advertising, public relations, and marketing designed to meet our client's objectives by
providing strong marketing concepts and excelling at customer service. The Company
seeks to establish a long lasting partnership with our clients.

Our Services
Intranet Development

Each business has ways where an intranet application can streamline

communication. From status and reporting and online project management, to extending
document authoring for multiple company branch offices while using centralized data
management.

Edlogix Software Solutions have developed a wide array of modularized Intranet

components. The Company work with our clients to develop the right strategy and help
them choose the components which suit their business.

Some of the components that The Company have developed and use in Intranet
projects:

 Document management systems

 Inventory register
 Messaging systems
 Staff directories
 Forum/bulletin boards

Database Development

Database development is a crucial and ongoing need for any business, especially if
you want a dynamic website. The Company provides offshore database design and
development services of existing or new systems. The Company's development team has

24
experience with a variety of databases. You would not have the worry about deciding
which database technology you should use. After the team consultation The Company will
do that for you.

Whether your core issues involve better management of internal data flows –
intranet, or external data flows (Internet), or a combination of these two, The Company
can work closely with your staff to develop data management systems based on your
business needs.

Web Designing

Web Design is very important, but usability is the key… Web design must be
appropriate to the required functions that our client’s web site should fulfill. The Company
is careful about taking into account the way you want to project your organization to the
public at large.

Edlogix Software Solutions creates appropriate and attractive web designs that
would ensure to attract your audience and effective communication of your message. The
Company's professional designers work with strong emphasis on making web sites
intuitive and produce cutting edge multimedia applications and web sites.

Every site design is targeted to a specific web audience, and the company's
designers create customized look that match your products and services. The Company is
dedicated to the success of its client’s each project. From creating a web site that promotes
your existing products to developing an entirely new corporate identity of your company,
the company's offshore web design outsourcing company can serve all your requirements.

Web Development

Web development is no longer just about publishing your brochure on the Internet.
Web-based applications can enable greater collaborations across the Internet for your
clients, vendors and all of your company’s partners.

25
 The Company creates web applications, using leading and emerging technologies
such as J2EE, Microsoft .NET, and open source technologies.

The Company offer development of a large variety of Internet-based products:

 Corporate and marketing sites

 Web portals

 E-business solutions

 Database driven web sites

 Entertainment sites

 Web-enabling of legacy client-server systems

The Internet is the perfect way to begin, or enhance a business. Many companies
would like to create a website, but not sure what options they might have to get a web site
started. The company's developers are prepared to get you started on the web today,
whether it’s to start, or enhance a business.

E – Commerce
Whether you already sell products on-line or you are going to start online business,
Edlogix Software Solutions can help you to understand your needs and plan the necessary
action to transform your website into a successful Ecommerce site. Many of its clients
have come to trust its ecommerce web development outsourcing services and gained
unprecedented growth and returns.

The Company have extensive experience in developing scalable and robust e-

commerce systems featuring:

 Interactive Shopping Carts

 Extensive Catalog Management

26
  Complete, Secure Ordering Capabilities

 B2B Exchanges

 B2B Integration

 Customer Relationship Management

The Company's offshore e-commerce web development team has the expertise
and experience of complex compatibility issues including back-end, legacy system, and
middleware integration. The Company's solutions have open and scalable architectures,
that allows our customers maximum flexibility to evolve their e-business web systems in
the future with minimal constraints. Also all the sites, the Company have developed have
attractive and functional front-end solutions.

Search Engine Optimization

Edlogix Software Solutions will prepare your site for prime positioning in the most
important search engines. Did you find Edlogix company website in a search engine? If
you did so, you can see that its results speak themselves. The Company has optimized its
website for a range of keywords and The Company is usually displayed on the first page
of search results – often in the top five.

You can also benefit from the company's offshore search engine optimization
expertise in creating your site engine-friendly one.

The Company's SEO outsourcing services include:

- Site design/layout analysis and recommendations

- Keyword research

- Website text copy writing and keywords placement

- Site submissions

27
Content Management
One of the company's specialties is to develop web sites that allow clients to post
their own site updates. The site visitors quickly lose patience with a poorly performing
web site and especially with out-of-date content. Whether you run Internet, Extranet or
Intranet sites, content drives your website. Everything from a simple web site or complex
online newspaper portal or e-commerce site is driven by content.

Edlogix Software Solutions content management systems solutions provide

customers with an easy-to-use means to update their sites with current information. It’s
just a matter of clicking buttons, typing and pasting text. Your website gets updated as
soon you submit the updates!

The Company's content management system will enable the customers to:

 Maintain the web site without any programming skills

 Update the site content when and where you need it

 Manage your site content from any browser

Give your users a reason to return to your site! With a content management system
behind your site, you can keep it fresh by publishing regular information updates.

Vision

Edlogix Software Solutions' Vision is to build brand Value by innovating to

deliver consumer value and customer leadership faster, better and more completely than
its competition. This Vision is supported by two fundamental principles that provide the
foundation for all of our activities: Organizational Excellence and Core Values. Attaining
this Vision requires superior and continually improving performance in every area and at
every level of the organization. Edlogix Software solutions performance will be guided by
a clear and concise strategic statement for each business unit and by an ongoing Quest for
Excellence within all operational and staff functions. This Quest for Excellence requires

28
hiring, developing and retaining a diverse workforce of the highest caliber. To support this
Quest, each function employs metrics to define, and implements processes to achieve,
world-class status.

Mission

The mission of Edlogix Software Solutions is to provide results-oriented

advertising, public relations, and marketing designed to meet our client's objectives by
providing strong marketing concepts and excelling at customer service. The Company
seeks to establish a long lasting partnership with our clients.

The Company desire to measure success for its clients through awareness,
increased service, or other criteria mutually agreed upon between the agency and the
clients. The Company is committed to maintaining a rewarding environment in which The
Company can accomplish our mission.

HR POLICIES IN EDLOGIX SOFTWARE SOLUTIONS

In reviewing the purpose of HR Policies at Edlogix Software Solutions Pvt Ltd., the
organization stated that the HR Policies has been a key part of the management process for
the effective utilization of human resource. The company aims to fulfill the following
objectives through its HR Policies:
 Ensure a high degree of selectivity in recruitment so as to secure super achievers
and nurture them to excel in their performance.
 Impart such induction, orientation and training as to match the individual to the
task and inculcate a high sense of organizational loyalty.
 Provide facilities for all round of growth of individual by training in and outside
the organization, reorientation, lateral mobility and self-development through self-
motivation.
 Groom every individual to realize his potential in all facets while contributing to
attain higher organizational and personal goals.
 Build teams and foster team-work as the primary instrument in all activities.

29
  Recognize worthy contributions in time and appropriately, so as to maintain a high
level of employee motivation and morale. Appraisals and promotions shall be
ethical and impartial.
 Implement equitable, scientific and objective system of rewards, incentives and
control.
 Contribute towards health and welfare of employees.

The various procedures that form the HR Policy of the Organization are:

1. Recruitment and selection of manpower

2. Induction and Placement
3. Job Rotation
4. Performance appraisal
5. Counseling
6. Career Planning
7. Succession planning
8. Employee training and Development
9. Human Resource Information Management System
10. Retirement Planning
11. Job Enrichment
12. Exit Interviews

A brief preview of the above mentioned policies and the various objectives that these
policies aim to achieve are given in the subsequent chapters. Due to high level of secrecy
maintained in the organization, the policies given below are according to my
understanding and interpretation of the subject.

30
1. RECRUITMENT POLICY

 In Edlogix Software Solutions Pvt Ltd, recruitment and selection of

personnel is explicitly based on the criteria of their knowledge, skills and
attitudes, so as to secure super achievers and nurture them to excel in their
performance.
 All fresh candidates are absorbed only after satisfactory completion of
appropriate training.
 All direct recruitment is through the HR department.
 Detailed selection procedures as decided from time to time are adhered to
without any compromise.
 Above procedures shall undergo continuous refinement through evaluation
and feedback.

2. INDUCTION AND PLACEMENT POLICY

 At Edlogix Software Solutions Pvt Ltd, new recruits imparted such

induction, orientation, training and placement so as to individuals to the
task and inculcate a high sense of organizational loyalty.
 The HRD Department and the concerned heads of parent departments
prepare a well-structured Induction Program to acquaint the new recruits
with the people, organizational structure, and interface between different
departments, functions and culture of the organization.
 The Induction Program is formulated to suit the position of the candidate
and necessary to be provided to him.

3. JOB ROTATION POLICY

 At Edlogix Software Solutions Pvt Ltd, facilities are provided for all-round
growth of individuals through lateral mobility. This shall enhance their
employability as well as equip them to shoulder higher responsibilities.

31
  Systematic Job Rotation from time to time shall have a revitalizing effect
on the individual as well as the organization.
 All promotions to the level of HODs will be considered only when an
individual has undergone rotation through at least 2 sections.

4. PERFORMANCE APPRAISAL POLICY

 Performance Appraisal grooms every individual to realize his potential in

all facets by helping to identify and achieve his personal goals within the
framework of organizational objectives.
 Appraisals shall be ethical and impartial so as to recognize worthy
contributions appropriately and in time in order to maintain a high level of
employee motivation and morale.
 The Performance Appraisal Systems aims at integration of individual and
organizational goals

5. COUNSELLING

Counseling sessions, which are conducted by HR Department OR Professional

Counselor OR Performance Appraiser, are available to all the employees in order
to fulfill the following objectives:
 To enhance employees’ competence and job satisfaction.
 To prepare employees for future responsibilities.
 To establish a better working relationship between the superior and
subordinate.
 To enable employees to cope with personal problems.

6. CAREER PLANNING POLICY

 Career Planning system in Edlogix Software Solutions Pvt Ltd is aimed at

developing people of the right caliber to meet present and future needs of
the organization. It shall be an essential ingredient for Succession Planning.

32
  The mandatory factors to be considered prior to career planning shall be:
a. The organization’s long and short term plans.
b. Manpower skills required towards implementing these plans.
c. Attrition rate of people with high potential, above average and average
caliber.
d. Recruitment through internal and external sources at all levels and its
ratio as appropriate to the organization.
e. The number of people recruited and trained every year.
f. The number of high flyers that the organization requires or can
accommodate within the organization at different levels for smooth
succession.

7. SUCCESSION PLANNING POLICY

HODs and above identify successors, primary and secondary, to his position at the
time of annual appraisal. This is reviewed every year along with the annual
appraisal.

33
 CHAPTER - III

THEORETICAL FRAME WORK

34
EMPLOYEE MOTIVATION

Definition of Motivation
Rensis Likerthas 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 stimulus behind it .Stimulus is dependent upon the motive of the person concerned.
Motive can be known by studying his needs and desires.

35
 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.

Significance of Motivation

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.

1. 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.
2. 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.
3. The rates of labors turnover and absenteeism among the workers will be low.
4. There will be good human relations in the organization as friction among the workers
themselves and between the workers and the management will decrease.
5. The number of complaints and grievances will come down. Accident will also be low.
6. 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.

36
Motivation Process
1. Identification of need
2. Tension
3. Course of action
4. Result –Positive/Negative
5. Feed back

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.

McClellands Achievement Need Theory

According to McClellands 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 Pow)

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.

37
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 Modification 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.

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
Maslows theory to interpret specific problems in personnel administration and industrial
relations.

The crux of Maslows 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

38
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.

Self-
Actualization

Ego Needs

Social Needs

Safety Needs

Physiological Needs
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.

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.

39
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 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.

Self realization or Actualization needs: - This upper level need is one which when
satisfied provide insights to support future research regarding strategic guidance for

40
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
terms 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.

Vrooms Expectation Theory

Vrooms theory is based on the belief that employee effort will lead to performance
and performance will lead to rewards (Vroom, 1964). Reward may be either positive or
negative. The more positive the reward the more likely the employee will be highly
motivated. Conversely, the more negative the reward the less likely the employee will be
motivated.

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
are committed to
 People learn to accept and seek responsibility.

41
Types of 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 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.
INCENTIVES

Financial Incentives Non-financial incentives

- Wages and Salaries. - Competition

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

42
 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.

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
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

43
  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.

Employee Motivation-The 8 Basics

By Martin Hawort

Building a team of motivated people in your business is vital to get the very best
results, but so many managers focus on the 'ra-ra-ra', rather than the important things - the
things that make people feel comfortable in their working environment. Here are eight
that you might want to have a think about:

1. The Weather

Is it too hot, or too cold. Your people need an environment which is, like Goldilocks
said, 'Just right'. So is the office too stuffy in summer? Or too icy in winter? Is it
draughty? Do people get wet when accepting deliveries, because the outside roof
leaks? Literally make sure that external factors are as they wish.

2. The Breaks

Sometimes working in a day-to-day job can get boring and exhausting. So people need
to know when their breaks are and that they wil be able to take them - it's not that
complicated. Yet often, they just aren't able to have this basic courtesy in place.
Planning and caring for your people's needs is vital. It's what you would want for
yourself, isn't it?

44
3. Holidays

And vacations/holidays are important too - some would say it's the most important
thing on the working year calendar. So enable this to happen, when they need to know,
so that they can plan their invaluable time away from the business and refresh.

4. Being Heard

You people need you to listen to then and hear them - really hear what they are
saying and respond with action and/or acknowledgement. Be out there creating good,
open relationships with your people and take in what they say - what's important to
them - and deliver solutions to make conditions great.

5. Achievable Goals

By being really, really clear about what you expect from your employees, you will set
the scene for committed staff. Through knowing exactly what their performance
should look like to be judged excellent, by you, gets buy-in, big-time. So be clear,
give them the resources to achieve success and they will be well onside.

6. Being Thanked

As they do a good job for you each day - tell them. It's easy - just say 'Thank You'!
Appreciation for achieving success, especially when it's from the boss is so important.
So recognizing excellent performance, even for small tasks, cost nothing and takes but
a moment - worth building into your day job activities - every day!

7. Challenge

People like to do new things, to explore, to seek out and utilize their potential,
Sometimes this means they will have to be 'stretched' in what they do. With a helping
hand, to support, coach and grow the skills of your people, you are setting in place a

45
keen, ambitious and ready-for-the-next-experience star in the making. So find new
ways to develop them.

8. Security
In today's business climate, it isn't always easy to build the best future consistently
- things change too much, too quickly. But you can go some way to ensure that it is
a safe place to be. With this level of security, your people will loosen up and feel
capable of being with you, rather than against. It is a measure of your own
leadership as to how well this works.

46
 CHAPTER IV

DATA ANALYSIS & INTERPRETATION

47
1. Table showing age wise classification of employees

Age No of respondents Percentages (%)

20-30 yrs 52 52
30-40yrs 30 30
40-50yrs 12 12
50 &above 6 6
Total 100 100

Graph showing age wise classification of employees

Age

120
100
100

80

60 52

40 30

20 12
6
0
20-30 yrs 30-40yrs 40-50yrs 50 &above Total

Interpretation:

The above table reveals that 52% of the respondents are between the age group of 20 to 30
years, 30% of the respondents are between the age group of 30 to 40 years, 12% are
between the age group of 40 to 50 years and 6% of the respondents are above 50 yrs.

48
2. Table showing the opinion regarding whether management motivates their
employees.

Dimensions No of Percentages (%)

respondents
Good 44 44
Very Good 32 32
Average 24 24
Poor 00 00
Total 100 100

Graph showing the opinion regarding whether management motivates their

employees

50
44
45
40
35 32
30
24
25
20
15
10
5
0
0
Good Very Good Average Poor

Interpretation:

Majority of the employees responded that the motivation given by the management is
good and some of the employees responded that the motivation given by the management
is average.

49
3. Table showing employee’s opinion regarding type of incentive to get motivate.

Type of Incentives No. of respondents Percentages (%)

Financial Incentives 30 30
Non financial Incentives 18 18
Both 52 52
Total 100 100

Graph showing employee’s opinion regarding type of incentive to get motivates.

30

Financial Incentives
Non financial Incentives
52
Both

18

Interpretation:
The table shows that 52% of the respondents are expressing that both financial
and non financial incentives will equally motivate them, 30% of the respondents said
financial incentives motivate them and 18% of the respondents said non financial benefits
incentives motivate them.

50
4. Table showing the employee opinion regarding present incentive scheme in
Organization
Particulars No .of respondents Percentages (%)
Highly satisfied 36 36
Satisfied 58 58
Neutral 6 6
Dissatisfied 0 0
Highly dissatisfied 0 0
Total 100 100

Graph showing the employee opinion regarding present incentive scheme in

organization.

70
58
60

50

40 36

30

20

10 6
0 0
0
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

Interpretation:

The table shows that 58% of the respondents are satisfied with the present
incentive scheme of the organization, 36% of the respondents are Highly satisfied, 6% of
the respondents are neutral with the present incentive scheme of the organization.

51
5. Table showing the employee opinion regarding periodical increase in salaries.

Particulars No. of respondents Percentages (%)

Strongly Agree 24 24
Agree 46 46
Neutral 6 6
Disagree 18 18
Strongly Disagree 6 6
Total 100 100

Graph showing the employee opinion regarding periodical increase in salaries.

50
45
40
35
30
25
46
20
15
24
10 18
5
6 6
0
Strongly Agree Agree Neutral Disagree Strongly
Disagree

Interpretation:

The table shows 46% of employees agree that there is a periodical increase in the
salary, 24% strongly agree, 6% neutral, 18% disagree, 6% strongly disagree that there is a
Periodical increase in the salary.

52
6. Table showing the views of the employees regarding their job security.

Particulars No. of respondents Percentages (%)

Highly satisfied 30 30
Satisfied 36 36
Neutral 22 22
Dissatisfied 6 6
Highly dissatisfied 6 6
Total 100 100

Graph showing the views of the employees regarding their job security.

40

35

30

25

20
36
15 30

10 22

5
6 6
0
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

Interpretation:

The table shows 36% of employees satisfied with good job security that is existing in the
company, 30% Highly satisfied, 22% neutral, 6% dissatisfied,6% highly dissatisfied with
their job security existing in the company.

53
7. Table showing the opinion of employees whether they are motivate by career
Development opportunities

Particulars No. of respondents Percentages (%)

Strongly Agree 20 20
Agree 52 52
Neutral 4 4
Disagree 8 8
Strongly Disagree 16 16
Total 100 100

Graph showing the opinion of employees whether they are motivate by career
Development opportunities

60

50

40

30
52
20

10 20
16
8
4
0
Strongly Agree Agree Neutral Disagree Strongly Disagree

Interpretation:

The table shows 52% of the respondents agree that the career development
opportunities are to get motivated, 20% strongly agree,4% neutral,8% disagree,16%
strongly disagree that career development opportunities are to get motivated.

54
8. Table showing the opinion of the employees regarding promotional policies.

Particulars No. of respondents Percentages (%)

Highly satisfied 18 18
Satisfied 52 52
Neutral 18 18
Dissatisfied 6 6
Highly dissatisfied 6 6
Total 100 100

Graph showing the opinion of the employees regarding promotional policies.

60
52
50

40

30

18 18
20

10 6 6

0
Highly satisfied Satisfied Neutral Dissatisfied Highly
dissatisfied

Interpretation:
The table shows 52% of the respondents satisfied with their promotional policies, 18%
highly satisfied, 18% neutral, 6% Dissatisfied, 6% highly dissatisfied with their
promotional policies.

55
 9. Table shows the opinion of employees regarding safety measures in
organization.

Safety measures No. of respondents Percentages (%)

Strongly Agree 30 30
Agree 46 46
Neutral 6 6
Disagree 12 12
Strongly Disagree 6 6
Total 100 100

Graph shows the opinion of employees regarding safety measures in organization.

Safety measures

50
45
40
35
30
25 46
20
15 30
10
5 12
6 6
0
Strongly Agree Agree Neutral Disagree Strongly
Disagree

Interpretation:
The table shows 46% of the respondents agree that there is a safety measure
existing in the company, 30% strongly agree, 6% neutral, 12% disagree, 6% strongly
disagree that there is safety measures existing in the company.

56
10. Table shows the opinion of employees whether management involve decision
making with their employees.

Particulars No. of respondents Percentages (%)

Yes 90 90
No 4 4
Occasionally 6 6
Total 100 100

Graph shows the opinion of employees whether management involve decision

making with their employees.

Occasionally, 6
No, 4

Yes, 90

Interpretation:
The table shows 90% of the respondents agree that the Management involve them
in decision making, 4% not agree and 6% occasionally that the Management involve them
in decision making.

57
11. Table showing the opinion of employees regarding the performance appraisal
system in organization.

Particulars No. of respondents Percentages (%)

Strongly Agree 20 20
Agree 46 46
Neutral 16 16
Disagree 12 12
Strongly Disagree 6 6
Total 100 100

Graph showing the opinion of employees regarding the performance appraisal

system in organization

50 46
45
40
35
30
25
20
20 16
15 12
10 6
5
0
Strongly Agree Agree Neutral Disagree Strongly Disagree

Interpretation:
The table shows 46% of the respondents agree to performance appraisal system in the
company, 20% strongly agree, 16% neutral, 12%disagree, 6% strongly disagree to
performance appraisal system in the company.

58
12. Table showing the views of the employees regarding motivate factors.

Particulars No. of respondents Percentages (%)

Salary increase 42 42
Promotion 30 30
Leave 6 6
Motivational talk 10 10
Recognition 12 12
Total 100 100

Graph showing the views of the employees regarding motivate factors.

45 42
40
35
30
30
25
20
15 12
10
10 6
5
0
Salary increase Promotion Leave Motivational talk Recognition

Interpretation:
The table shows that the 42% of the respondent is responding that increase in salary
will motivate them, 30% promotion, 6% leaves, 10% motivational talk, 12% recognition
will motivate them.

59
13. Table showing the opinion of employees whether their performance influences is
based on incentives and other benefits.

Particular No. of respondents Percentages (%)

Influence 64 64
Does not influence 24 24
No opinion 12 12
Total 100 100

Graph showing the opinion of employees whether their performance influence is

based on incentives and other benefits.

No opinion, 12

Does not
influence, 24

Influence, 64

Interpretation
The table shows 64% of the respondents responded that incentives and other
benefits will influence their performance, 24% does not influence on incentives and other
benefits will influence their performance.

60
14. Table showing the views of the employees regarding their colleagues’ support.

Particular No. of respondents Percentages (%)

Strongly Agree 20 20
Agree 46 46
Neutral 16 16
Disagree 12 12
Strongly Disagree 6 6
Total 100 100

Graph showing the views of the employees regarding their colleagues’ support.

50
45
40
35
30
25
46
20
15
10 20
16
5 12
6
0
Strongly Agree Agree Neutral Disagree Strongly Disagree

Interpretation
The table shows 46% of the respondents agree that the support from the co-worker
is helpful to get motivated, 20% strongly agree, 16% neutral, 12% disagree, 6% strongly
disagree that the support from the co-worker is helpful to get motivated.

61
14. Table showing the views of the employees regarding their overtime.

Particulars No. of respondents Percentages (%)

Extra money 32 32
Leave facility 12 12
Praise 36 36
All of above. 20 20
Total 100 100

Graph showing the views of the employees regarding their overtime.

40
36
35 32
30

25
20
20

15 12
10

0
Extra money Leave facility Praise All of above.

Interpretation:
The above graph shows 32% of the employees response Extra money to get
overtime, 12% Leave facility, 36% Praise, 20 % of the employees response they want
all(extra money, leave facility, praise)

62
15. Table showing the opinion of employees regarding working conditions in the
organization.

Particulars No. of respondents Percentages (%)

Highly satisfied 30 30
Satisfied 44 44
Neutral 22 22
Dissatisfied 4 4
Total 100 100

Graph showing the opinion of employees regarding working conditions in the

organization.

50
45
40
35
30
25
44
20
15 30
10 22

5
4
0
Highly satisfied Satisfied Neutral Dissatisfied

Interpretation:
The above graph shows 30% of the respondents response is highly satisfied with
their working conditions in the company, 44% satisfied, 22% neutral, 4% dissatisfied with
their working conditions in the company.

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 CHAPTER VI

FINDINGS, SUGGESTIONS & CONCLUSION

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 FINDINGS

The findings of the study are follows

 Edlogix Software Solutions has a well defined organization structure.

 There is a harmonious relationship existing 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 study reveals that there is a good relationship exists among all the 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.
 Many of the 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.

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 SUGGESTIONS

The suggestions for the findings from the study are follows

 Most of the employees agree that the performance appraisal activities are helpful
to get motivated, so the company should try to improve performance appraisal
system, so that they can improve their performance.

 Non financial incentive plans should also be implemented; it can improve the
productivity 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 career development opportunities should be given to the employees for their
improvement.

 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

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 CONCLUSION

The study on employee motivation highlighted so many factors which will help to
motivate the employees. The study was conducted among 100 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 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.

In today’s knowledge based economy, people are being called on take on higher
and more complex responsibilities. With increased responsibility, comes higher impact on
the organization’s success. Being able to identity the motivation needs for success in a
position has become critical. As a result, thousands of organizations are viewing employee
motivation as a strategy be managed and developed.

There are various factors that influence motivational factor such as salary, working
conditions, training interpersonal relations and job satisfaction. The findings of the study
have reaffirmed that each one of these factors are important in contributing to motivation,
but none of them can be said as being more important than the other. Motivation is the
ultimate function of so many individual attitudes taken together. It is vary complex,
complicated and personal experience.

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 BIBLIOGRAPHY

 Human Resource Management - Stephen Robbins

 Human Resource Management - Garry Dessler

 Organizational Behaviour - Fred Luthans

 Research Methodology - C.R.Kothari

 Human Resource Management - P.Subba Rao

WEBSITES

 www.google.com
 www.edlogix.org
 www.citehr.com
 www.wikipedia.com

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