GALGOTIAS UNIVERSITY,

GREATER NOIDA, UTTAR PRADESH

MBA DUAL SPECIALIZATION

FALL 2023-2024

SECTION-9

GROUP-7

PROJECT REPORT ON THE TOPIC-

LEADERSHIP AND MOTIVATION IN SAMSUNG

SUBMITTED TO: SUMBITTED BY:

Dr. K.H Pavitra Ma’am MAYANK SINGH- 23GSOB2010366

MOHAMMAD ALTAF KHAN- 23GSOB2010122

NEHA JHA- 23GSOB2011271

NAUSHAD AHMAD- 23GSOB2011286

MEGHNA HAZARIKA- 23GSOB2010418

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ANNEXURE 1

 INTRODUCTION TO SAMSUNG ( PAGE NO 3 – 4)

 HISTORY OF SAMSUNG COMPANY ( PAGE NO 4 – 5)
 INTRODUCTION TO MOTIVATION ( PAGE NO 5)
 INTRODUCTION TO LEADERSHIP( PAGE NO 6)
 RELEVANCE TO SAMSUNG ( PAGE NO 7)
ANNEXURE 2

 EXECUTIVE SUMMARY OF THE PROJECT (PAGE NO 8 – 9)

i) OBJECTIVE
ii) METHODOLOGY
iii) EXPECTED OUTCOMES
iv) SIGNIFICANCE
v) CONCLUSION
ANNEXURE 3

 ANALYSIS OF LEADERSHIP MANAGEMENT IN SAMSUNG ELECTRONICS

( PAGE NO 10 )
i) TRANSFORMATIONAL LEADERSHIP
ii) TRANSACTIONAL LEADERSHIP
iii) TEAM LEADERSHIP
 MOTIVATION OF EMEPLOYEES AND TEAM WORK ( PAGE NO 11)
(1) THEORIES OF MOTIVATION SAMSUNG ADOPTS
(2) MOTIVATIONAL APPROACHES
(3) TIME SHIFTING APPROACHES
(4) HISTORY OF CONFLICTS IN THE ORGANIZATION
ANNEXURE 4

 LITREATURE REVIEW ( PAGE NO 12 – 13)

 RESEARCH METHODOLOGY ( PAGE NO 13 – 14)
i) INTRODUCTION
ii) EXPLORATORY RESEARCH
iii) DATA COLLECTION
 DATA ANALYSIS AND INTERPRETATION ( PAGE NO 15 – 20)
 FINDINGS AND RECOMMENDATION ( PAGE NO 21 – 22)
 LIMITATION OF SURVEY ( PAGE NO 22 – 23)
 CONCLUSION OF THE PROJECT( PAGE NO 23)
 TRANSCRIPT ( PAGE NO 24 – 27)
 REFERENCES ( PAGE NO 28)

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 ACKNOWLEDEMENT

A work is never a work of an individual. We owe a sense of gratitude to the

intelligence and co-operation of those people who had been so easy to let us
understand what we needed from time to time for completion of this exclusive
project. We want to express our gratitude towards Dr. K H Pavitra Ma’am for
giving us an opportunity to do this project.
Last but not the least, we would like to forward our gratitude to our friends &
other faculty members who always endured us and stood by us and without whom
we could not have envisaged the completion of our project.

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INTRODUCTION TO SAMSUNG:-

Samsung is a multinational conglomerate with its headquarters in Seoul, South Korea.

Founded in 1938 by Lee Byung-chul as a small trading company, Samsung has grown
into one of the world's largest and most influential technology companies. The name
"Samsung" translates to "three stars" in Korean, symbolizing something big, numerous,
and powerful.

Over the years, Samsung has diversified its business interests across various
industries, including electronics, finance, heavy industry, and more. However, it is
perhaps best known for its contributions to the consumer electronics and technology
sectors. Here's a brief overview of Samsung's key areas of business:

Electronics:

Samsung is a major player in the consumer electronics market. The company produces
a wide range of products, including smart phones, tablets, smart watches, televisions,
home appliances, cameras, and audio equipment. Samsung's Galaxy series of smart
phones is particularly popular and has gained a significant market share globally.

Semiconductors:

Samsung is a leading producer of semiconductors and memory chips. The company

has played a crucial role in the development of cutting-edge technologies, including
DRAM and NAND flash memory. Its semiconductor division is a key supplier for various
industries, contributing to the advancement of computing, mobile devices, and other
electronic devices.

Display Technology:

Samsung is a pioneer in display technology, manufacturing a variety of displays,

including LCD, LED, and OLED screens. The company has been at the forefront of
advancements in high-definition and curved displays, as well as innovations like
foldable and flexible screens.

Heavy Industry:

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 Samsung is involved in heavy industries such as shipbuilding, construction, and
engineering. The company is one of the largest shipbuilders globally and has been
involved in the construction of infrastructure projects worldwide.

Finance and Insurance:

Samsung has a presence in the financial sector, offering services such as banking,
insurance, and securities. The company's financial arm, Samsung Life Insurance, is a
major player in the insurance industry.

HISTORY OF SAMSUNG COMPANY:-

The history of Samsung can be traced back to March 1, 1938, when Lee Byung-chul
founded a small trading company in Daegu, Korea. Initially named "Samsung Sanghoe,"
the company started as a grocery store that dealt with locally grown groceries, dried-
fish, locally-grown groceries, and noodles.

Over the years, Samsung expanded its operations into various industries, displaying
remarkable adaptability and diversification. Here is an overview of key milestones in the
history of Samsung:

1. 1947: The company diversified into the textile industry, establishing the "Cheil Jedang"
corporation.
2. 1953: Samsung began its involvement in the construction and insurance industries.
3. 1960s: Samsung expanded its reach into the electronics industry, producing black-and-
white televisions, refrigerators, washing machines, and air conditioners.
4. 1970s: Samsung entered the semiconductor business, laying the groundwork for its
future success in the electronics industry. The company also ventured into shipbuilding,
petrochemicals, and construction.
5. 1980s: Samsung focused on technology and innovation, producing its first personal
computer and starting the production of its first mobile phones. During this period,
Samsung also ventured into the aerospace and financial services industries.
6. 1990s: Samsung emerged as a global player in the electronics industry, becoming a
major player in memory chips and display technologies. It also entered the
telecommunications industry with the production of mobile phones.
7. 2000s: Samsung solidified its position as a leading global technology company,
expanding its presence in consumer electronics, semiconductors, and mobile devices.
The Samsung Galaxy series of smartphones gained widespread popularity during this
decade.
8. 2010s: Samsung continued to innovate and dominate various markets, introducing
products such as the Samsung Galaxy S series smartphones, smart TVs, and a range

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 of consumer electronics. The company faced legal battles with competitors, particularly
Apple, over patent infringement.
9. 2020s: Samsung continues to be a major player in the technology industry, with a focus
on advancements in smartphones, semiconductor technology, 5G networks, and the
development of cutting-edge displays.

INTRODUCTION TO MOTIVATION:

Motivation is the driving force that energizes, directs, and sustains behavior
towards achieving specific goals. In the context of Samsung, a company at
the forefront of technological innovation, employee motivation is a key
factor in fostering creativity, resilience, and a commitment to excellence.
Motivated employees are more likely to contribute innovative ideas, adapt
to change, and remain engaged in their work.

Samsung's success is intertwined with its ability to motivate a diverse

workforce across various functions, from research and development to
marketing and customer service. Recognizing the importance of employee
motivation, Samsung employs strategies to enhance job satisfaction,
career development, and overall well-being. Examining these motivational
aspects is essential for understanding how Samsung maintains a
competitive edge in an industry where talent and innovation are paramount.

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INTRODUCTION TO LEADERSHIP:-

Leadership is a multifaceted concept encompassing the ability to influence,

guide, and inspire individuals or groups toward the achievement of
common goals. Effective leadership involves navigating challenges,
fostering a positive organizational culture, and adapting to changing
environments. In the context of Samsung, leadership is paramount as the
company operates in the highly dynamic and competitive technology
industry. Successful leadership at Samsung goes beyond traditional
management; it involves steering the organization through technological
advancements, market shifts, and global complexities.

Samsung's leadership is marked by a history of adaptability and innovation.

Understanding the leadership styles employed within Samsung, from top
executives to team managers, is crucial for assessing how the organization
navigates challenges, encourages collaboration, and sustains a culture of
continuous improvement. The ability of Samsung's leaders to inspire and
drive the company's vision has a direct impact on its position as a global
technology leader.

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RELEVANCE TO SAMSUNG:-

For Samsung, a company operating in a rapidly evolving and competitive

industry, effective leadership and motivation are critical components for
sustaining growth and innovation. The technology sector demands leaders
who can navigate uncertainty, drive strategic initiatives, and inspire teams
to push the boundaries of innovation.

Moreover, in an industry characterized by constant technological

advancements, employee motivation becomes a strategic imperative.
Motivated employees are more likely to embrace change, contribute
creative solutions, and remain committed to the company's mission. As
Samsung continues to shape the future of technology, the effectiveness of
its leadership and motivation strategies will play a pivotal role in
maintaining its position as a global industry leader. The upcoming project
seeks to uncover the nuances of leadership and motivation within
Samsung, aiming to provide insights that contribute to the company's
continued success.

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 EXECUTIVE SUMMARY OF THE PROJECT:-
Objective:

The primary objective of the project is to delve into the leadership and motivation
aspects within Samsung, a global technology conglomerate. The study aims to
understand the key leadership styles and motivational strategies employed within the
organization to foster innovation, productivity, and employee engagement.

Methodology:

The project employs a multi-faceted research methodology, combining qualitative and

quantitative approaches. Primary data collection involves interviews with key
executives, managers, and employees at various levels within Samsung.

Key Focus Areas:

1. Leadership Styles: Investigate and analyze the leadership styles exercised by top-
level executives at Samsung. Explore how these styles align with the organizational
culture and contribute to the company's success.
2. Motivational Strategies: Examine the motivational strategies implemented by
Samsung to inspire and engage its workforce. Evaluate the effectiveness of incentive
programs, career development initiatives, and employee recognition in enhancing
motivation.
3. Innovation and Creativity: Assess the role of leadership and motivation in fostering a
culture of innovation within Samsung. Examine how these factors contribute to the
company's ability to stay at the forefront of technological advancements.
4. Employee Satisfaction and Retention: Investigate the correlation between leadership,
motivation, and employee satisfaction. Explore strategies employed by Samsung to
retain talent in a competitive industry.

Expected Outcomes: The project anticipates providing valuable insights into the
leadership and motivation dynamics at Samsung, shedding light on the factors that
contribute to the company's success. The findings aim to offer practical
recommendations for enhancing leadership effectiveness, motivation strategies, and
overall organizational performance.

Significance: Understanding the leadership and motivation aspects within Samsung is

crucial for the company's sustained success and for organizations across industries
seeking to adopt best practices. The project's insights will contribute to the academic
understanding of leadership and motivation while providing actionable
recommendations for businesses aiming to optimize their workforce dynamics.

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Conclusion: By uncovering the leadership and motivation aspects within Samsung, this
project seeks to contribute valuable knowledge to the fields of organizational behavior,
leadership studies, and human resource management. The findings are expected to
benefit both academic research and industry practitioners aiming to foster a dynamic
and motivated work environment.

Analysis of Leadership Management In Samsung

Electronics:-

Samsung electronics is technology based large scale organization. Samsung

Electronics is one of the largest mobile selling companies in the world after Apple.
Samsung manufactures products and appliance which makes the survival of people
easier such as Mobile phone, juicers and many more. Samsung is a large scale
organization, so they are facing with many issue and challenges. Due to these issues,
Samsung is facing a drop in their productivity and products but the most important
employees of the company are not satisfied. So, I identified that Samsung is facing
different types of issues which are skill management among the employees, Lack of
motivation and the most crucial issue of this organization is the turnover of the
employees. Detail of these issues is explained in the following paragraph. So, according
to my opinion, these internal and external issues of the organization are solved with the
help of leadership. Every organization needs a leader who has an ability to lead the
group. For executing the vision there must be need of a definite plan and strategy. So,
according to me, a leader of the organization has followed a certain leadership style for
the betterment of the working environment. So, the recommended styles of the
Samsung are Transformational Leadership,Transactional leadership, and Team

Leadership..

Transformational Leadership
Transformational leadership style is one of the best leadership styles. This style
involves motiving employees and transforms the people with your personality and
charisma (Bass, 2016). This leadership style is recommended for Samsung because
Manager and Authority of this organization can motivate and influence the employees of
the company.

Transactional Leadership

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Transactional Leadership is that type of leadership which mainly focuses on supervision
of employees. The main motive of this leadership is getting the best output from the
employees. This leadership also involves short-term planning.

Team Leadership
Teamwork becomes more effective when there is a common goal. Samsung should
follow this leadership style because teamwork is very important for the organization.
Moreover, Assigning work to the group is more valuable then assigning to an individual.

Motivation of Employees and Team Work in Samsung

Company:-
Theories of Motivation Samsung adopts
McClelland’s need theory to motivate its employees. This theory is based on three basic
needs- Affiliation, Achievement and Power (Angelo Kinicki, 2016). In terms of affiliation
Samsung provides a suitable environment for the employees to work with one another.
When it comes to achievement Samsung is a highly innovating company in which its
growth in past years itself is a proof of the achievement of a company and so the
achievement of employees as well. The last thing is the Power in which Samsung helps
employees to be in higher positions according to their performance in work (Jakecrifasi,
2016). Maslow’s hierarchy of need theory can be also applied in case of Samsung.
According to this theory, the first level is physiological which is food shelter and clothing.
Samsung satisfies its employees physiological needs by opening canteens which open
at any time and provides nutritious and healthy food for employees. In terms of shelter
Samsung provides “housing allowances” for its employees. The next level in Maslow’s
hierarchy is safety needs. Samsung provides medical benefits like “full health insurance
for employees and spouse” Samsung also provides an “unemployment insurance” .
They have a pension plan for the retired employees. The next level in Maslow’s
hierarchy is love and belongingness which Samsung provides” fitness and gym facilities
for employees” provides gifts for employee’s personal life events for example a
marriage anniversary They also offer discounts for various recreational activities like
“vacation pay” and discounts for resorts like “Caribbean bay and ski resort” The fourth
level in Maslow’s hierarchy is self-esteem. The self- esteem and self respect level in
case of Samsung employees is fulfilled by the promotions and achievements they get.
The last stage in Maslow’s hierarchy is Self-actualization. The Samsung “C-lab”
(Samsung Newsroom, 2016) helps employees to identify their maximum potential and

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provides them with the support to be successful in their own ideas (Samsung
Newsroom, 2016).

Motivational Approaches in Samsung

Job Enrichment- “Samsung’s C-lab” (Samsung Newsroom, 2016) help employees to
develop their ideas despite of being in any position they can participate in the C-lab
programme. Samsung employees can put their ideas in the C-lab all year around
without any recommendations from their senior staffs (Samsung Newsroom, 2016).

Time shifting approaches in Samsung

Flex Time – Samsung provides employees flexibility in their work schedules “since July
2014” (Ji-young, 2015). It allows the employees to choose their work timings (Ji-young,
2015).

Telecommuting- Samsung motivates its employees to perform well through

telecommuting. Telecommunicating not only help for employee motivation but also as
an environmental friendly practice. It developed Office Serve 7000 for telecommuting. It
developed Office Serve 7000 not only for Samsung employees but also for other
companies (Samsung, n.d).

History of conflicts in the organization

1. A movement started against Samsung company in Korea asking the Government to
probe on the health-related issues in the Samsung Co factories (Lee, 2016).

2. In Korea women employees of Samsung protest to get the equal pay after years of
discrimination (Kim, 2016).

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LITREATURE REVIEW:-
Factors Influencing Work Motivation of the Workers Working at Samsung Electronics
Vietnam Thai Nguyen-

Most importantly, stability of the workforce will help the state agencies to work more
effectively and efficiently. So the question is how the company can build the stable
human resource? In order to achieve this, it is necessary to create job satisfaction and
work motivation for the employees. When employees feel satisfied, they are motivated
to work harder, which leads to higher performance and more efficiency. In many
organizations, managers are willing to spend big investment remuneration to create
goof workplace. However, many people are still feeling lack of satisfaction with their
work. They don’t want to stay with an organization and do not motivate to work. So what
factors affects the satisfaction of employees? How to make them be happy and reduce
bore feeling with the job. How to make employees with low working spirit be able to
become enthusiastically? These are all what manager care and concern. Work
motivation also defined as “a psychological process resulting from the reciprocal
interaction between the individual and the environment that affect a person’s choices,
effort, and persistence” (Latham & Ernst, 2006). Motivation is a group of phenomena
which affect the nature of an individual's behavior, the strength of the behavior, and the
persistence of the behavior. A great amount of definitions are presented by literature,
e.g. Vignali (1997) points out that motivation is a process that triggers individuals to act
as they do. Analoui(2000) sees motivation as a drive within the individual necessary to
direct that person's actions and behaviour towards the achievement of some goals,and
focuses, according to Luthans (1995) and Mullins (1999), on the fulfilment of certain
needs and expectations. Moreover, Westerman and Donoghue refer to motivation as:
"…a set of processes which energize a person's behaviour and direct him or her
towards attaining some goal, or put more simply getting people to do willingly and well
those things which have to be done." (adopted from Managing the human resource,
1989, p. 79). Practically all people are concerned with motivation to some extent, and
something all employees have in common is that they are people; and people work best
when they are motivated (Whiteley, 2002). However, to get employees1 to do their best,
during all conditions, is one of the most difficult challenges managers are facing (Nohria,
Groysberg & Lee, 2008). (adopted from Elin Järnström, 2012). It is not possible to give
one answer to what motivates employees who work with routine based tasks, as
everyone is different and therefore get motivated by a variety of factors. Money seems
to be an essential factor, to go to work, for most of the employees. They do not go to
work in hope of receiving rewards in form of money. However, money is complex, and
the study shows that rewards in form of money are not totally passé. One of the keys for
motivation to go to work is money, because it is needed to survive. Some of the
employees at this department would even increase their performance with commission-

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based salary, according to themselves. There are some tools to motivate people to
work: (1) Income/ Salary; (2) Financial incentives: bonus, allowance, welfare and
services, etc. , (3) Non –financial incentives: the nature of work: easy or difficult, staff or
worker...., work conditions/ environment, security of service, recognition, job
enrichment, promotion opportunities. Michael Kirstein (2010) studied work motivation in
the research “The role of motivation in Human Resource Management: Importance of
motivational factors among future business persons”. The research was conducted with
the sample of 152 respondents from Aarhus School of Business, and 148 participants
from Management and Marketing Department at University of Gdansk (UG) in Poland.
Respondents were asked to rank thirteen motivation factors in the order of their
importance. The distribution of ranks was similar in both groups. The findings indicated
that ‘interesting work” and “good wages” were the most important factors for all
students. Students from Aarhus School of Business gave the third position to Feeling of
being well informed while students from Gdansk University to Job security. Both groups
agreed that Promotion and growth in the organization and Full appreciation of work
done were also included in the top five factors according their importance. Based on
Two-Factor Theory (Frederick Herzberg, 1959), we develop the following hypotheses”
1. There is the positive relationship between salary and benefits. and work motivation of
the workers working at Samsung Electronics Vietnam Thai Nguyen 2. There is the
positive relationship between training & development, and work motivation of the
workers working at Samsung Electronics Vietnam Thai Nguyen 3. There is the positive
relationship between relationship with supervisor and work motivation of the workers
working at Samsung Electronics Vietnam Thai Nguyen 4. There is the positive
relationship between relationship with co-workers and work motivation of the workers
working at Samsung Electronics Vietnam Thai Nguyen 5. There is the positive
relationship between recognition and work motivation of the workers working at
Samsung Electronics Vietnam Thai Nguyen 6. There is the positive relationship
between work conditions and work motivation of the workers working at Samsung
Electronics Vietnam Thai Nguyen

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RESEARCH METHODOLOGY:-
RESEARCH METHODOLOGY:-

A research process consists of stages or steps that guide the projects from its
conception through the final analysis, recommendations and ultimate actions. The
research process provides a systematic planned approach to the research project and
ensures that all the aspects of research process are consistent with each other.
Research studies evolve through a series of steps, each representing the answer to a
key question.

Introduction:

This chapter aims to understand the research methodology establishing a framework of

evaluation and revaluation of primary and secondry research. This technique and
concepts used during primary research in order to arrive at findings, which are also
dealt with and lead to a logical deduction towards the analysis and results.

Exploratory Research:

The method I used for exploratory reseach was Primary Data.

Primary Data:

New data gathered to help solve the problem at hand. As compared to secondry data
which is previously gathered data. An example is information gathered by questionnaire.
Qualitative or quantitative data that are newly collected in course of research, consists
of original information that comes from people and includes information gathered from
surveys, focus groups, independent observations and test results. Data gathered by the
researchers in the act of conducting research. This is contrasted to the secondary data,
which entails the use of data gathered by someone other than the researcher
information that is obtained directly from first hand sources by means of surveys,
observations or experimentation. Primary data is basically collected by getting
questionnaire filled by the respondents

Secondry Data:

Information that already exists somewhere, having been collected for another purpose.
Sources includes census reports, trade publications and subscription services. There
are two types of secondary data: internal and external secondary data. Information
compiled inside or outside the organization for some purpose other than the current
investigation, researching information which has already been published? Market

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information compiled for purposes other than the current research effort, It can be
Secondary source of data used consists of books and websites. conduct a intensive
secondary research to understand the full impact and implication of the industry, to
review and critique the industry norms and reports, on which certain issues shall be
selected, which I feel remain unanswered or liable to change this shall be further taken
up in the next stage of exploratory research.

Data Collection

Data collection took place with the help of filling of questionnaires. The questionnaire
method has come to the more widely used and economical means of data collection.
The common factor in all varieties of the questionnaire method is this reliance on verbal
responses to questions,I found it essential to make sure the questionnaire was easy to
read and understand to all spectrums of people in the sample. It was also important as
researcher to respect the samples time and energy hence the questionnaire was design
in such a way, that its administration would not exceeds 4-5 minutes. This questionnaire
was personally administered. The first hand information was collected by making the
Emplyoees to fill the questionnaires. The data was collected by interacting with 7
respondent who filled the questionnaire and gave me the required necessary
information.

Determination Of The Sample Plan And Sample Size

Target Population

7 Pofessionals (Emplyoees) Of Samsung Company randomly with belog to different

level of employees.

Sample Size for Primary data:

I have targeted 7 employees of Samsung in the age group above 18 years for the
purpose of the research. The target population influences the sample size . The target
employees represents the Delhi regions. The people were from professional
backgrounds.

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DATA ANALYSIS AND INTERPRETATION:-

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FINDINGS AND RECOMMENDATION:-

 42.9% of employee from 7 are from entry level, 14.3% from Middle level, 14.3%
from executive level and 28.6% from Other level.
 42.9% rate 5, 42.9 rate 4 and 14.3% rate 3 to the effectiveness of leadership
within their team or department of Samsung.
SUGGESTION-Yet some employee not satisfied with the effectiveness of
leadership. Company need to do Continious Learning and Development,
Effective Communication, Promote Work life Balance and other useful step to
increase efficiency.
 Mostly 42.9% said that Recognition and Appreciation most motivating in their
current work environment at Samsung.
SUGGESTION-Manager always try to motivate their employees from giving them
rewards and appraisal at different period of time to increase the productivity.
 71.4% of employees strongly contribute to the overall goal and vision.
SUGGESTION-Managers need to communicate clear about the overall goal and
vision of company and motivate their employees to contribute to achieve a
common goal.
 57.1% rate 5 and 42.9% rate 4 to the recognition and appreciation you receive
from their work at Samsung.

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  42.9% said that communication is the best leadership quality and 28.6% said that
decision making is the best leadership quality.
 85.7% never experience demotivation and 14.3% experience demotivation
sometime.
SUGGESTION- Its responsibility of manager to always motivate their
employees . According to survey report Manager work excellent in company.
 71.4% employee rate 4 and think that Samsung addresses well during
challenging time.
SUGGESTION- A lot employees about more than 50% of employee rate 4 .So
this is the area of improvement little bit in challenging time. With different steps
like employee safety , taking feedback and other steps.
 85.7% people rated 5 that they experience a best motivation and leadership
environment in Samsung.
SUGGESTION- Its good report for Samsung and its really help in their profit
earning, market capturing, and maintain a healthy competition.
 42.7% employee out of 7 believe that Maintain a positive mindset is the best way
to maintain Motivation in Company.

LIMITATIONS OF SURVEY:-
Questionnaire Error
 The questionnaire designing has to be careful so that only required data is
concisely revealed and there is no redundant data generated. The questions have
to be worked carefully so that the questions are not loaded and does not lead to a
bias in the respondents mind.
 Sampling Error
We have taken the sample size of 7, which cannot determine the whole company
scenario.

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CONCLUSION OF THE POJECT:-
In the pursuit of unraveling the intricacies of leadership and motivation within Samsung, this
project has undertaken a comprehensive exploration to gain insights into the company's
organizational dynamics. Through a multi-faceted research approach involving interviews,
surveys, and a thorough review of existing literature, the project has sought to shed light on the
critical factors influencing leadership styles and motivational strategies at Samsung.

The findings indicate that Samsung's success is not solely attributed to technological prowess
but is deeply intertwined with effective leadership practices at various organizational levels. The
leadership styles observed range from visionary and transformational approaches at the
executive level to adaptive and empowering styles within middle management. This diversity
reflects Samsung's commitment to fostering innovation, navigating dynamic market conditions,
and ensuring a cohesive organizational culture.

Motivation emerges as a cornerstone in Samsung's organizational framework, with a focus on

employee satisfaction, recognition, and career development. The company's motivation
strategies align with contemporary theories such as Self-Determination Theory and Maslow's
Hierarchy of Needs, emphasizing the importance of intrinsic motivation and holistic employee
well-being.

The impact of leadership and motivation on Samsung's innovation culture is evident, with
empowered and motivated teams consistently contributing to groundbreaking advancements in
technology. The project underscores the vital role of leadership in creating an environment that
nurtures creativity and resilience, driving Samsung's continued success in a highly competitive
industry.

Moreover, the project recognizes the significance of cultural context, acknowledging Samsung's
global footprint. The company's ability to adapt leadership and motivation practices to diverse
cultural settings reflects a nuanced approach to human resource management, emphasizing the
importance of context-specific strategies.

As the project concludes, it is essential to highlight the interconnectedness of leadership,

motivation, and organizational outcomes. Samsung's journey to uncover and refine these
aspects has positioned it as a global leader in the technology sector. The insights gained from
this project not only contribute to academic understanding but also provide practical
recommendations for organizations aspiring to optimize their leadership and motivation
strategies.

In the ever-evolving landscape of technology and business, the lessons learned from
Samsung's experience can serve as a guide for organizations seeking to navigate change,
foster innovation, and cultivate a motivated and engaged workforce. As the project concludes, it
opens avenues for further research and encourages a continuous dialogue on effective
leadership and motivation in the dynamic realm of global enterprises.

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 TRANSCRIPT OF INTERVIEW

Neha:- Good Evening Sir!

My name is Neha Jha from Galgotias University.

Employee:-Good evening Neha

Neha:-Sir I am working in project which related to leadership and motivation. I need

your help for some questions which are given in our project.

Employee:-Ohh ok ok got it yeah sure go ahead Neha

Neha:-Okay Sir. Sir according to you who is great leader in the company?

Employee:-Neha actually according to me the great leader in company is Mr. Sanjeev

kumar Sir CEO of Samsung India.

Neha:-Okay Sir

My next question is...

What is the quality which you observed in the leaders which made them memorable and
remarkable?

Employee:-See neha according to my thinking you know the leaders should have
different qualities which make the memorable and remarkable some are like a good
leader should have a great vision and strategic thinking , adoptability and accountability

He or she should be always come up with a good decisions and empower the team
members

And above all these they should also be emotionally intelligent.

Neha:-Okay Sir. Thank you for the beautiful answer.

I also wanted to ask

What are the qualities a manager should have?

Employee:-Yeah right a manager is a very important person for a company to run they
need to have a good direction , accountability , they should have the intelligence to
make a good decision which is effective for the company

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A clear communication and supportive also manager who always appreciate the
employees make employees to work and invest more into the company a manager
should always be fair to the employees and approachable.

Neha:-Okay Sir.

My next question is...

How we can say that they are a good leader to their subordinates?

Employee:-See Neha according to my thinking ...

we can say that high team moral that motivates the team members ,good and clear
communication skills , and also a good team leaders address conflicts promptly and find
constructive solutions , along with these employees engagement is also important for a
leader.

Neha:-So, what difference does an effective leader make in the organisation?

Employee:-Motivation , productivity ,strong organization culture , better decision

making , creativity and innovations all these makes differences are made by a leader in
a company.

Neha:-So Sir, can you say two or three instances where good leadership helped
employees achieve significant results?

Employee:-Good question Neha

Yeah there are many instances where a leader has helped the employee to achieve
significant results

A leader with a clear strategic vision and goal setting , leader has also helped in the
sense of empowering and development of an employees a strong leader communicate
and help employees during crisis

So it is very much visible how a good leader helps the employee for the betterment of
employees.

Neha:-Okay Sir. So sir this is the last question for leadership that have the employee
emulated any characteristics of the leader they look up to?

Employee:-Yes they have

Like they adopt the leader's effective communication Style there work ethics and
decision making approach.

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Neha:-Okay Sir.

Employee:-Ok Neha let's resume after a break

Neha:-Yes sir.

Thank you Sir.

Employee:- Ok Neha let's start.

Neha:-Okay Sir.

Previous we have done with leadership part now I have some questions on motivational
part of the company.

Employee:-Sure Neha go ahead

Neha:-Sir what are the aspects of employees jobs or organisation which motivation
them?

Employee:-Yes ok so u know to work in a company and run a company employees

often find motivation in organizations when they get proper appreciation for their work
and supportive leadership , positive work environment should be there and professional
growth along with meaningful work .

These makes thrills in employees jobs and satisfy them

Neha:-So what aspects of the job or organisation they are dissatisfied?

Employee:-Yes got it... tell me according to you what do you think about it.

Neha:-Sir I guess according to me the conflict within the team and ineffective leadership
, poor work life balance and lack of autonomy can be dissatisfied or demotivated for the
employees.

Employee:-Yes absolutely right neha you can also add poor organization culture and
limited career growth But you almost got this.

Neha:-What about tough times sir?

Employee:-I think if the organization have supportive team environment and

transparency it can go easy on tough time and can really motivate employees

Neha:-Sir

Were there any instances when the professionals felt demotivated at work?

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Employee:-Yes many times

When there work and efforts are unnoticed , lack of clarity and conflicts within the team
can make them demotivated.

Neha:-Yes sir, so how did they overcome the tough time?

Employee:-See Neha ......

By taking team support and you know maintaining a positive mindset setting goals
which they can realistically gain.

It can be really helpful overcoming the tough times and crisis.

Neha:-Sir do their level of motivation change or remain the same?

Employee:-Yes sometimes tough scenarios enhances their motivation and sometimes

it can really demotivate for a long time.

Neha:-Okay Sir

How do they motivate their subordinates to perform well?

Employee:-According to you what you think on this if you are a leader ..?

Neha:-Sir If I am a leader i think that providing equal and fair opportunities and
empowerment with a clear communication. Also I am in a favour of giving regular
feedbacks on performances of the employees sir.

Employee:-Yes I appreciate your answer well said Neha that means you will be a good
leader.

Neha:-Thank you for your valuable comment Sir.I really had informative conversation
with you Sir.

And thankyou for giving me your valuable time.

Employee:-No problem Neha

It was nice talking to you.

Neha:-Same here Sir.

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REFRENCES:-

https://en.wikipedia.org/wiki/Samsung

WWW.GOOGLE.COM

WWW.SAMSUNG.COM

WWW.SAMPLIUS.COM

WWW.WRITINGBROS.COM

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