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TO STUDY THE IMPORTANCE OF MONETARY AND NON-MONETARY INCENTIVES FOR MANAGERS IN TATA INDICOM (Term Paper towards the fulfillment of the assessment in the subject of Principle of Management)

NATIONAL LAW UNIVERSITY,JODHPUR

Submitted to :Dr. Archi Mathur Faculty of Management National Law University, Jodhpur

Submitted By:Pankaj Rathi BBA LLB(Hons) RollNo-.869 Semester- 1st

INDEX
S.no Particulars * * * 1. 2. 3. 4. 5. 6. 7. 8. 9. * * * Executive Summary Objectives Research Methodology Introduction-Monetary and Non-monetary incentives Types of incentives Company profile Tata Indicom Core values of Tata Tata Indicome product profile Data tabulation Analysis Conclusions Recommendations Limitations Annexures Bibliography Page 3 4 5 6 9 10 11 14 15 25 27 28 29 30 34

EXECUTIVE SUMMARY
In spite of theoretical knowledge gained through classroom study, a person is Incomplete if not subjected to practical exposure of real corporate world and the challenges and problems that one has to face at the actual work place.In this context the study has been taken to make the person aware of happening of the real business world. The project entitled TO STUDY THE IMPORTANCE OF MONETARY AND NONMONETARY INCENTIVES FOR MANAGERS with the special reference to TATA INDICOM LIMITED has been done in JODHPUR as a PROJECT WORK of BBA program and it helped me in understanding the impact of incentives in the performance of managers as well as that of organisation . It also gave me a chance to have an interaction with people at real workplace who are working at different positions with different authorities and responsibilities.The generosity & the patience of these people for spending their valuable time for having discussions and interactions has also been a rich experience for me. The study was made to formulate a manual by collecting relevant information about the contents with the help of Questionnaire survey and face to face interaction with the MANAGERS of TATA INDICOM as well from the valuable information & suggestions provided by the members of TI itself (people from different departments and the sales force members). Secondary data was collected from the other manuals provided by the HR department and website of the company. The final outcome of the study is various schemes of rewards and recognitions for staff and officers of TATA INDICOM, which will help them in getting motivated and improvising their performances at work place.

OBJECTIVES OF THE STUDY

The objectives of this study are as follows: To ascertain the extent of managers attitude towards monetary and nonmonetary incentives in the course of their work. To identify and analyses various incentives that can be offered to satisfy the needs of managers. To priorities the incentives as per managers likening in the work place. To identify the impact of the above mentioned incentives on managers productivity.

RESEARCH METHODOLOGY
It is well known fact that the most important step in research process is to define the problem. Choose for investigation because a problem well defined is halfsolved. That was the reason that at most care was taken while defining various parameters of the problem. After giving through brain storming session, objectives were selected and the set on the base of these objectives. A questionnaire was designed major emphasis of which was gathering new ideas or insight so as to determine and bind out solution to the problems.

DATA SOURCE Research included gathering both Primary and Secondary data. Primary data is the first hand data, which are selected a fresh and thus happen to be original in character. The primary data is collected through questionnaire. Secondary data are those which has been collected by someone else and which already have been passed through statistical process. Secondary data has been taken from internet, newspaper, magazines and companies web sites.

RESEARCH APPROACH The research approach is used survey method which is a widely used method for data collection and best suited for descriptive type of research survey includes research instrument like questionnaire which can be structured and unstructured.

DATA COMPLETION AND ANALYSIS After the data has been collected, it was tabulated and findings of the project are presented followed by analysis and interpretation to reach certain conclusions.

MONETARY AND NON-MONETARY INCENTIVES

In an organization many things are required to be in order of effective: a method for producing a product or service, financial resources, a way of marketing whatever products or services that are created, and human resources. While all these are important for organizational effectiveness, the only factor that represents a potential competitive advantage is "human resources and how these resources are managed and utilized". Human resources play a crucial and vital role in the development of the organization. To be successful employee's satisfaction is very much important for the organizations growth and to satisfy the employees needs incentives are must .

But what does incentive mean ? we should understand it first. Incentive is an act or promise for greater action. It is also called as a stimulus to greater action. Incentives are something which are given in addition to wagers. It means additional remuneration or benefit to an employee in recognition of achievement or better work. Incentives provide a spur or zeal in the employees for better performance. It is a natural thing that nobody acts without a purpose behind. Therefore, a hope for a reward is a powerful incentive to motivate employees. Besides monetary incentive, there are some other stimuli which can drive a person to better. This will include job satisfaction, job security, job promotion, and pride for accomplishment. Therefore, incentives really can sometimes work to accomplish the goals of a concern. The need of incentives can be many:1. 2. 3. 4. 5. 6. 7. To increase productivity, To drive or arouse a stimulus work, To enhance commitment in work performance, To psychologically satisfy a person which leads to job satisfaction, To shape the behavior or outlook of subordinate towards work, To inculcate zeal and enthusiasm towards work, To get the maximum of their capabilities so that they are exploited and utilized maximally.

Therefore, management has to offer the following two categories of incentives to motivate employees:1. Monetary incentives- Those incentives which satisfy the subordinates by providing them rewards in terms of rupees. Money has been recognized as a chief source of satisfying the needs of people. Money is also helpful to satisfy the social needs by possessing various material items. Therefore, money not only satisfies psychological needs but also the security and social needs. Therefore, in many factories, various wage plans and bonus schemes are introduced to motivate and stimulate the people to work. Monetary incentives can be of following types:

a. Salaries: fixed amounts per month or year for performing a role; these are common for most managerial positions (e.g. Accountant, Payroll Manager) b. Benefits in kind (fringe benefits) very common in businesses of all kinds; these include staff discounts, contributions to travel costs, staff uniforms etc. c. Time-rate pay: pay based on time worked; very common in small businesses where employees are paid per hour. d. Piece-rate pay: pay per item produced becoming less common e. Commission: payment based on the value of sales achieved. f. Other performance-related pay: e.g. bonuses for achieving targets g. Shares and options: less common in small businesses, but popular in businesses whose shares are traded on stock markets i. Pensions becoming less common and generous. Small businesses tend not to offer pension benefits.

2. Non-monetary incentives- Besides the monetary incentives, there are certain nonfinancial incentives which can satisfy the ego and self- actualization needs of employees. The incentives which cannot be measured in terms of money are under the category of Non- monetary incentives. Whenever a manager has to satisfy the psychological needs of the subordinates, he makes use of non-financial incentives. Non- financial incentives can be of the following types:-

a. Security of service- Job security is an incentive which provides great motivation to employees. If his job is secured, he will put maximum efforts to achieve the objectives of the enterprise. This also helps since he is very far off from mental tension and he can give his best to the enterprise. b. Praise or recognition- The praise or recognition is another non- financial incentive which satisfies the ego needs of the employees. Sometimes praise becomes more effective than any other incentive. The employees will respond more to praise and try to give the best of their abilities to a concern.

c. Suggestion scheme- The organization should look forward to taking suggestions and inviting suggestion schemes from the subordinates. This inculcates a spirit of participation in the employees. This can be done by publishing various articles written by employees to improve the work environment which can be published in various magazines of the company. This also is helpful to motivate the employees to feel important and they can also be in search for innovative methods which can be applied for better work methods. This ultimately helps in growing a concern and adapting new methods of operations. d. Job enrichment- Job enrichment is another non- monetary incentive in which the job of a worker can be enriched. This can be done by increasing his responsibilities, giving him an important designation, increasing the content and nature of the work. This way efficient worker can get challenging jobs in which they can prove their worth. This also helps in the greatest motivation of the efficient employees. e. Promotion opportunities- Promotion is an effective tool to increase the spirit to work in a concern. If the employees are provided opportunities for the advancement and growth, they feel satisfied and contented and they become more committed to the organization. The above non- financial tools can be framed effectively by giving due concentration to the role of employees. A combination of financial and nonfinancial incentives help together in bringing motivation and zeal to work in a concern.

Job Enrichment

Suggestion System

Security Of Service

Non Monetary Incentives

Praise Recognisation

Promotion Opportunity

Commission Pensions

Share and Option Performance Related Pay

Salaries

Price Rate Pay

Fringe Benefit

Monetary Incentives

Time Rate Pay

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COMPANY PROFILE

TATA INDICOM

Type Industry Founded Founder(s) Headquarters

Private Telecommunications 1996 Ratan Tata Mumbai, India Mr. Ratan N. Tata (Chairman) Srinath Narasimhan (MD) Wireless Telephone Internet Television Tata Group Tata Indicom (CDMA) Tata DoCoMo (GSM) Virgin Mobile India (CDMA/GSM) Tatateleservices.com

Key people

Products

Parent

Divisions

Website

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CORE VALUES OF TATA

PURPOSE : At the TATA Group our purpose is to improve the quality of life of the communities we serve. We do this through leadership in sectors of national economic significance, to which the Group brings a unique set of capabilities. This requires us to grow aggressively in focused areas of business. Our heritage of returning to society what we earn evokes trust among consumers, employees, shareholders and the community. This heritage is being continuously enriched by the formalization of the high standards of behaviour expected from employees and companies. The TATA name is a unique asset representing leadership with trust. Leveraging this asset to enhance Group synergy and becoming globally competitive is the route to sustained growth and long-term success. FIVE CORE VALUES The TATA Group has always sought to be a value-driven organization. These values continue to direct the Groups growth and businesses. The five core TATA values underpinning the way we do business are: Integrity: We must conduct our business fairly, with honesty and transparency. Everything we do must stand the test of public scrutiny. Understanding: We must be caring, show respect, compassion and humanity for our colleagues and customers around the world, and always work for the benefit of the communities we serve. Excellence: We must constantly strive to achieve the highest possible standards in our dayto-day work and in the quality of the goods and services we provide. Unity: We must work cohesively with our colleagues across the Group and with our customers and partners around the world, building strong relationships based on tolerance, understanding and mutual cooperation. Responsibility: We must continue to be responsible, sensitive to the countries, communities and environments in which we work, always ensuring that what comes from the people goes back to the people many times over.

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TATA INDICOM PROFILE Brand Name: TATA Indicom Network: CDMA 2000-1x Network Coverage: 20 Telecom circles Subscriber base: > 2 million Market Share: 8 -10% Subscriptions: Post Paid, Pre Paid , internet facility

Tata Teleservices Limited spearheads the Tata Group's presence in the telecom sector. The Tata Group had revenues of around USD 70.8 billion in Financial Year 2008-09, and includes over 90 companies, over 363,039 employees worldwide and more than 3.5 million shareholders. ESTABLISHMENT: Incorporated in 1996, Tata Teleservices is the pioneer of the CDMA 1x technology platform in India. It has embarked on a growth path since the acquisition of Hughes Tele.com (India) Ltd [renamed Tata Teleservices (Maharashtra) Limited] by the Tata Group in 2002. It launched mobile operations in January 2005 under the brand name Tata Indicom and today enjoys a pan-India presence through existing operations in all of India's 22 telecom Circles. it is headquartered in Mumbai. The company is also the market leader in the fixed wireless telephony market. The company's network has been rated as the 'Least Congested' in India for five consecutive quarters by the Telecom Regulatory Authority of India through independent surveys. JOINT VENTURE: Tata Teleservices Limited now also has a presence in the GSM space, through its joint venture with NTT DOCOMO of Japan, and offers differentiated products and services under the TATA DOCOMO brand name. TATA DOCOMO arises out of the Tata Group's strategic alliance with Japanese telecom major NTT DOCOMO in November 2008. TATA DOCOMO has received a pan-India license to operate GSM telecom servicesand has also been allotted spectrum in 18 telecom Circles. The company has rolled out GSM services in

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17 of India's 22 telecom Circles in less than a year and the company plans to launch pan-India operations by the end of FY 2010-11. TATA DOCOMO marks a significant milestone in the Indian telecom landscape, and has already redefined the very face of telecom in India, being the first to pioneer the per-second tariff optionpart of its 'Pay for What You Use' pricing paradigm. Tokyo-based NTT DOCOMO is one of the world's leading mobile operatorsin the Japanese market, the company is the clear market leader, used by over 50 per cent of the country's mobile phone users.

Today, Tata Teleservices Ltd, along with Tata Teleservices (Maharashtra) Ltd, serves nearly 70 million customers in more than 450,000 towns and villages across the country, with a bouquet of telephony services encompassing Mobile Services, Wireless Desktop Phones, Public Booth Telephony and Wireline Services.

In December 2008, Tata Teleservices announced a unique reverse equity swap strategic agreement between its telecom tower subsidiary, Wireless TT Info-Services Limited, and Quippo Telecom Infrastructure Limitedwith the combined entity kicking off operations with 18,000 towers, thereby becoming the largest independent entity in this spaceand with the highest tenancy ratios in the industry. Today, the combined entity has a portfolio of nearly 35,000 towers.

TTSL's bouquet of telephony services includes mobile services, wireless desktop phones, public booth telephony, wireline services and enterprise solutions. EMERGING MARKET PLAYER: Over the last few months, Tata Teleservices' industry-best and innovative offerings have gained industry-wide recognition and the Year 2010 saw TTSL add many notable accolades to its name. TTSL was named The Best Emerging Markets Carrier by Telecom Asia, and received 8 awards at the World HRD Conference, including 5th Best Employer in India. The company also received 3 awards at the Telecom Operator Awards 2010 from Tele.net; Best Company, CEO of the Year and Best Quality of Service, and Business Standard award for 'Most Innovative Brand of the Year'.

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TATA INDICOM PRODUCT PROFILE

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DATA TABULATION
Q.1 Are you satisfied with your present job ?

Satisfaction to Job

30% Yes No 70%

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Q.3 How did you get into present position ?

To get into present positon by

Direct Appointment, 20% Promotion, 50% Transfer, 30% Promotion Transfer Direct Appointment

Q.4

Do you have incentive scheme in your organisation ?

INCENTIVE SCHEME IN ORGANISATION

Yes, 100%

Yes No

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Q.6

Do you think incentives are necessary for managers good performance ?

Yes, 100% Yes No

Q.7

Which particular form of incentives you feel better ?

Type of Incentives

Non-Monetary 40%

Monetary Non-Monetary
Monetary 60%

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Q.8

What motivate you to work happily and efficiently ? (Give rank )

Attributes Good Pay Promotion Less Supervision Good Working Condition

1st 4 1 2 3

2nd 2 5 2 1

3rd 1 4 2 3

4th 3 4 3

12

10 3 4 1 3 2 4 2 4 4th rank 3rd rank 3

2nd rank
1st rank

5
2 2

4
3 2 1 Good pay Promotion Less supervision Good working condition

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Q.9

Do you feel that salary being offered at Tata Indicom is sufficient to lead a Satisfied life ?

20%

Yes 50% No Can't say 30%

Q.10

Give your opinion about Financial assistance to loans,Bonus etc.in the Tata Indicom

Not Satisfied 20% Satisfied, 20%

Highly Satisfied , 60%

Highly Satisfied Satisfied Not Satisfied

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Q.11 Which type of monetary incentives motivate you more? (Give rank in order of priorities [1-6 ] Attributes Pay & Allowance Profit Sharing Bonus Commission Retirement Benefit Productivity linked with salary 1st 4 1 2 1 1 1 2nd 3 4 1 1 1 3rd 2 3 2 2 1 4th 2 1 2 3 2 5th 1 3 2 2 2 6th 1 1 2 3 3

100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0%

1 2

1 2 1 3 2 2 2
6th rank 5th rank 4th rank

3 2 3 2 4 3 2 3 4
1 2 1 Pay / Profit Sharing Allowance Bonus 1 Commission 1 Retirement Benefits 1 Productivity linked with salary incentives 1 1

2 2 1

3rd rank 2nd rank 1st rank

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Q.12

Which type of non-monetary incentives you think better for you ? (Give rank [1-8] ) 1st 2nd 3rd 4th 5th 6th 7th 8th

Attributes No. Of respondent Status Organisation structure Career advancement Challenging job Employees recognition Job security Employees participation Employees empowermnet

1 2 3 1 1 2 -

1 1 1 1 1 3 1 1

2 4 1 1 1 1

1 1 2 1 1 2 2 -

1 1 2 2 2 2

2 1 1 2 3 1

3 1 3 3

1 1 2 3 1 2

10 9

1 2 1 2 3 2

1 2

8
7 6 5 4 3 2 1 0

1 2 1 4 1 1 2 2 2 1 1 3 2 1 1 1 1 1 1 2 1 3 3 1

3 3 8th rank 7th rank 2 1 6th rank 5th rank 2 2

1 1 1 1

4th rank
3rd rank

1 1

1 1

2nd rank 1st rank

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Q.13

Does incentive serve these goals ? 1. Managers satisfaction

MANAGERS SATISFACTION
No, 10%

Yes No Yes, 90%

2.

Staff Retention

STAFF RENTENTION

Yes, 70%

No, 30%

Yes No

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3.

Performance Improvement

PERFORMANE IMPROVEMENT
No, 20%

Yes Yes, 80% No

4.

Acheivement of Business Goal

ACHEIVEMENT OF BUSINESS GOAL

No, 30% Yes No Yes, 70%

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5.

Feeling of Belongingness among Managers

FEELING OF BELONGINGNESS

20%

Yes No

Yes, 80%

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ANALYSIS
This project is totally based on the information collected within the company. Within the company the main sources were the information provided by mangers of various departments . Questionnaire was filled up by 10 managers of the Tata Indicom, Branch office Jodhpur & of some other branches. Hence on that basis only some analysis can be done, which are as follows: 1. Most of the managers are satisfied with their present job but still some managers about 30% are not fully satisfied with their job. 2. About 50% managers got their present position by Promotion which shows that incentives are playing vital role in companys performance. 3. All the mangers are in favour of incentives for better performance. 4. There is a slightly balance between the choice of monetary and non-monetary incentives. Out of 10 managers 6 managers think monetary incentives as better & on the other hand 4 managers preferred non-monetary rewards as better incentives. 5. Only 50% of managers are satisfied with the salary provided which could be a major concern for the organisation as it is an important factor in motivating the employees.it might hamper organisation growth. 6. Financial assistance provided by Tata Indicom to its managers is quite satisfactory. 7. From the data analyzed, it is also found that the managers that were well paid will increase in their performances, the payment in form of salaries,bonus and allowances will also motivate managers attitudes towards work; more so, fringe benefit is another factor that may influence employees performances. 8. Profit sharing also emerged as one of the crucial factor in motivating managers to perform better. 9. In non-monetary incentives Career advancement and Job security are two major influencing factor. Out of 10 managers 3 managers gave first preference to career advancement and 2 managers chose job security as best incentive. 10. It is also find that the non-monetary incentives such as training and development in an organization have positive influences on managers performances, through training, an organization may reduce cost and as well increases productivity; good working

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conditions in an organization will also improve managers performances. However at the same time it also came into picture that managers are not inclined towards finding of challenging job.

11. Most of the managers feel that if proper incentives are provided it will not only improve managers productivity but also helps the organisation in achievement of business goal.These incentives will develop feeling of belongingness among managers and can be a crucial factor in reducing the employees turnover. 12. The study find that any promoted managers will increase his/her efforts and performances in work place and employee performance appraisal influences employees performance; employee welfare, pension, medical facilities also facilitates effective performances, lastly the managers prefer monetary incentives to nonmonetary incentives. 13. When managers were asked to give one essential reason to continue to work for Tata Indicom then good salary and better working conditions came as reasons but at the same time some managers were also ready to quit the organisation if they would find any better salary package.It can be detrimental for the organisation.

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CONCLUSION
The Term Paper was a sincere attempt in the direction of understanding and evaluating the motivation activities as undertaken by Tata Indicom. Throughout the research and drafting of this term paper, the author has come across huge volume of material on the importance of monetary and non-monetary incentives. In view of these findings, the study there by conclude that there is clear relationship between monetary incentives and workers performance; fringe benefit and good pay motivate workers performance most. Proper training is an another important aspect which the managers feel as a crucial factor in increasing the productivity of employees. Some of the main objectives of training employee include, increase in productivity, lower labour turn over rate, higher morale and better co-ordination and training helps to reduce cost as it increases productivity, promotes goal congruency. Lack of training increases absenteeism rate, low output, poor quality and rejects and results in high unit cost. For Non-monetary incentives, good working conditions, promotion, good supervision, staff welfare, scheme, pension, medical facilities facilitates increases in employees performances and employee prefer monetary incentives to non-monetary incentives. at the same time it is also found that one of the most important reason to be not satisfied with the present job by managers is in want of better salary. Hence what is to be understood is that Like a child being given a chocolate cupcake and a big hug after cleaning her room, rewards and recognition can be powerful tools for employee motivation and performance improvement. Hence, the term paper is concluded.

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RECOMMENDETION
In any organization, incentives are a very sensitive issue not only to employer but also to the employees. Therefore, the ability of the organization to attract and retain employees depend on how much monetary and non-monetary incentives, it is prepared to offer. Poor wages and salaries as well as poor working conditions is a constant source of frustration to managers, the result is decrease productivity. Promotion, better pay fringe benefit and other social incentives are essential factor that motivate the employees to increase productivity.

Therefore, it is thereby recommend that Tata Indicom should strive to introduce a satisfactory incentives package to the managers, increases in salary bonus etc. This is important because managers satisfaction can motivate high performance.

More so, non-monetary incentives, such as training, promotion, effective performance appraisal should be encouraged, managers need adequate training to carry out their duties and managers that were promoted as well due will be motivated to increase its performances, and the higher level management should ensure effective performance appraisal, whenever managers rating is being conducted, this should be done without any fair of favour and bias mind. Non-monetary incentives should be tailored in line with monetary incentives in order to motivate managers to put in their best and at the same time, organization should strive towards equity in the administration of monetary and non-monetary incentives.

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LIMITATION OF THE STUDY

While doing this project, a few problems were faced which are mentioned below.

1)

The data collected on the field considers a small sample only. Thus proper corroborative research is required before taking any action based on the findings of the present study. In some cases, respondents just filled the questionnaire hastily without giving proper thoughts to the questions to save their time; therefore, information provided might be biased. Also a major part of the required information was not available due to a nondisclosure internal policy.

2)

3)

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ANNUXRE
QUESTIONNAIRE:

NAME:

DESIGNATION:

NAME OF THE COMPANY: Sir, Madam, I am 1st year student pursuing B.B.A. LL.B in NATIONAL LAW UNIVERSITY,JODHPUR. I am working on a project IMPORTANCE OF MONETARY AND NON-MONETARY INCENTIVES FOR MANAGERS, target category are the officers and the staff MANAGERS within the branch. My aim is to prepare some rewards and recognition schemes for these employees as their jobs are monotonous and they do not receive any rewards and recognitions for their contribution. These schemes will be a great help to make their jobs more interesting and motivate them to perform better. So I would need your help to know a few things about your company regarding this topic.

Q.1 Are you satisfied with your present job ? Yes [ ] No [ ]

Q.2 Since when you are holding this job ? ________________________

Q.3 How did you get into present position ? Promotion [ ] Transfer [ ] Direct Appointment [ ]

If by Promotion then after how many years did you get it ? _____________________________________ Q.4 Do you have incentive scheme in your organisation ? Yes [ ] No [ ]

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Q.5 What are the various incentives scheme in your organisation ? Write any 3 scheme which you can rembember ? 1. _______________________________

2. ________________________________ 3. ________________________________ Q.6 Do you think incentives are necessary for managers good performance ? Yes Q.7 [ ] No [ ]

Which particular form of incentives you feel better ? Monetary [ ] Non-Monetary [ ]

Q.8

What motivate you to work happily and efficiently ? (Give rank ) Good pay Less supervision [ [ ] ] Promotion Good working condition [ [ ] ]

Q.9

Do you feel that salary being offered at Tata Indicom is sufficient to lead a Satisfied life ? Yes [ ] No [ ] No Comment [ ]

Q.10

Give your opinion about Financial assistance to loans,Bonus etc.in the Tata Indicom Highly Satisfied [ Not Satisfied [ ] ] Satisfied [ ]

Q.11 Which type of monetary incentives motivate you more? (Give rank in order of priorities [1-6 ] 1. 2. 3. 4. 5. 6. Pay / Allowance Profit Sharing Bonus Commission Retirement Benefits Productivity linked with Salary incentives [ ] [ [ [ [ [ ] ] ] ] ]

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Q.12 1. 2. 3. 4. Q.13

Which type of non-monetary incentives you think better for you ? (Give rank [1-8] ) Status Organisation climate Career advancement Challenging job [ [ [ [ ] ] ] ] 5. Employees recognization 6. Job security 7. Employees participation 8. Employees empower [ [ [ [ ] ] ] ]

Does incentive serve these goals ? Yes No ] ] ] ] ] [ [ [ [ [ ] ] ] ] ]

1. 2. 3. 4. 5.

Managers satisfaction Staff Retention Performance Improvement Acheivement of Business Goal Feeling of Belongingness among Managers

[ [ [ [ [

Q.14 What is the most important reason that make you to continue to work for Tata Indicom ? _____________________________________________________________________ _____________________________________________________________________

Q.15 If you know any incentives scheme other than written in questionnaire which you think can be good for improving performance . 1. 2. 3. 4. _________________________________ _________________________________ _________________________________ _________________________________

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Q.16 Any suggestion would you like to give regarding monetary and non-monetary incentives ? _____________________________________________________________________

_____________________________________________________________________

Thank you

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BIBLIOGRAPHY

BOOKS REFFERED NCERT 12th CLASS BUSINESS STUDIES (Part I) BUSINESS STUDIES BY POONAM GANDHI MANAGEMENT TODAY,PRINCIPLES,PRATICES - BURTON GENE AND THAKUR MANAB

WEBSITES REFFERED www.tataindicom.com http;//www.scribd.com/doc/6521964/summer-training-report-on-bajaj-vshero-honda http://ebookbrowse.com/rewards-and-recognition-schemes-for-staff-andofficers-of-hll-hindustan-lever-limited-by-monika-tikoo-hr-pdf-d94334739 http://www.managementstudyguide.com/motivation_incentives.htm