Nida Final

Annasaheb Gundewar College, Department of Computer & Management
(2016_2017)
INTRODUCTION
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INTRODUCTION
Human resources are the wealth of an organization which can help in

achieving its goals. The values, ethics, beliefs of the individuals working
in an organization also forms a part of human resource management. All
the activities of an organization are executed and completed in a team
spirit by the persons who make up an organization who form a
significant resource of organization.
When individual come to work place, he come not only with technical
skills, knowledge, experience etc., but also with their personal feelings,
perception, desire, motives, attitude, values etc. so Human Resource
Management will mean management of various aspects of human
resources.
An important element of human resource management is the human
approach while managing the resources. This approach helps a manager
to view his people as an important resource. This approach focuses on
human resource development, on the other hand, and effective
management of people on the other.
Management refers to managing people at work. It implies managing
men tactfully. The major factors inputs in a business organization are
referred to as five Ms of organizational framework. This is money,
machine, material, men and management. Thus human resources are an
inseparable element of any business organization, which actually puts
other factor resources into use and ensures full utilization of their
production capacity.
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Human resource management means employing people, developing, and

their resources, utilizing, maintaining and compensating their services in
tune with the job and organization requirements.
Human: refer to the skilled workforce in the organization.
Resource: refer to limited availability or scarce.
Management: refer to maximize or proper utilization and make best use
of limited and a scarce resource.
Human resources are the most valuable and unique assets of an
organization. The successful management of an organization's human
resources is an exciting, dynamic and challenging task, especially at a
time when the world has become a global village and economies are in a
state of flux. Human resources management is one of the most complex
and challenging fields of management. It deals with the people
dimension in management. Over the past eighty years, various
approaches to human resource management have been adopted by
companies. The human resource approach which is currently in vogue,
has redefined the way people are treated and managed in the
organizational context.
Human resource management is usually shortened to "HRM". It is
defined by the CIPD (Chartered Institute of Personnel and Development)
as:"The design, implementation and maintenance of strategies to manage
people for optimum business performance". In other words, HRM is
about how people are managed by a business in order to meet the
strategic objectives of the business. The functional objectives set for
HRM need to be consistent with the corporate objectives.
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Human Resource Management outlines the importance of HRM and its

different functions in an organization. Basically, HRM includes the four
functions of acquiring, developing, motivating and managing the human
resources. HRM functions are broadly classified into two categories -
managerial functions and operative functions. Managerial functions
include planning, organizing, directing and controlling. The operative
functions of HRM are related to specific activities of HRM such as
recruitment, development, compensation and employee relations. HR
policies are based on the organizational culture and objectives and they
define the role of the HR department in an organization. They determine
the relationship between the management and the employees and the way
the employees are treated and valued in the organization. Therefore, they
determine the levels of employee satisfaction and motivation. An
organization vary in size, aims, functions, complexity,
Construction, the physical nature of their product, and appeal as

employers, so do the contributions of human resource management. But,
in most the ultimate aim of the function is to: "ensure that at all times the
business is correctly staffed by the right number of people with the skills
relevant to the business needs", that is, neither overstaffed nor
understaffed in total or in respect of any one discipline or work grade.
In simple sense, human resource management means employing people,

developing their resources, utilizing, maintaining and compensating their
services in turn with the job and organizational requirements with a view
to contribute to the goals of the organization, individual and society.
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The primary objective of human resource management is ensuring the

availability of right people for right jobs so as the organizational goals
are achieved effectively. This primary objective can further be divided
into the following sub-objective.
1. To help the organization to attain its goals effectively and efficiently by

providing competent and motivated employees.
2. To utilize the human resources effectively
3. To increase to the fullest the employees job satisfaction and self
actualization.
4. To help maintain ethical policies and behavior inside and outside the
organization.
5. To establish and maintain cordial relations between employees and
management.
6. To reconcile individual/group goals with organizational goals.
The term motivation is derives from the Latin word mover, which means
to move. Motivation is the process by which behavior is mobilized and
sustained in a particular direction. Motivation in general term which
applies to the entire class to drives, need, desires, and similar forces to
understand the motivating situation, its components should be clear. A
basic principle is that the performance of individual depends on his or
her ability backed by motivation.
Performance=ability*motivatio
n
Ability refers to skill and
competence of person to complete a given task. Ability is only not the
tool but the employees desire to accomplish the given task is also
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necessary. Organization becomes successfully when employees have an

abilities and desire to accomplish work.
Motivation is simple term may be understood as the set of forces that
cause people to behave in certain ways.
The motivation procedure in a company may overcome to the issue in the
form of better relation, easily acceptability of changes, rises to complex
man, maintaining congenial work environment and bring the corporate
image.
The motivation is the function a manager performs to
inspire, encourage and impel employees to take required
action and ultimately it satisfies the employees needs.
As per their needs are satisfy it creates the interest in the work of
employee.
Motivation is the answer to the question Why we do what we do?.
The motivation theories try to figure out what the M is in the equation:
M motivates P (Motivator motivates the Person). It is one of most
important duty of an entrepreneur to motivate people. (I strongly believe
that motivating people with visionary and shared goals are more
favorable than motivating through tactics, incentives or manipulation
through simple carrot and stick approaches because motivating with
vision is natural whereas the former is artificial and ephemeral).
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Increment in wages, salary and basics money has become a key

factor of motivation. So increment in salaries, wages would
definitely motivate the employees to work for the organization.
Status - ranking of position, rights and duties. Status is something
which most important for every normal human being.
Promotion the craze for promotion would definitely encourage
the employees to perform better.
Responsibility responsibility is another tool of motivation which
can extract the maximum out of an employee.
Job security- employees want their job to be secure. If they do not
feel worried about their job, they can work with greater zeal.
Reward system reward to employees after a definite period
would continuously motivate them.
Job simplification division of work into small units increase the
productivity of the employee.
Job rotation job rotation has also been regarded as a motivation
strategy. An employee may get bored of the same task he has done
for many years.
EMPLOYEE MOTIVATION
Introduction:
Motivation is one of the most important factors affecting human

behaviour and performance. This is the one of the reason why
managers attach great importance to motivation in organizational
setting. Lipper has called motivation has the core of management.
Effective directing leads to effectiveness, both at organizational and
individuals levels. This requires the understanding of what individuals
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want from the organization. However, what individuals want from the
organization has not been fully identified.
Definition:
motivation is the complex forces starting and keeping a

person at work in an organization . Motivation is something that
moves the person to action, and continues him in course of action
already initiated.
motivation refers to the way in which urges, drives, desires,

aspirations, strives, or needs direct, control or explain the behaviour
of human beings.
Motivation can be defined in a variety of ways, depending on

whom you ask. If you ask someone on the street, you may get a
response like, its what drives us or motivation is what makes us
to do the things we do . as far as a formal definition, motivation
can be defined as forces within in an individual that account for
the level, direction, and persistence of effort expended at work,
according to schemer horn, et al . This is an excellent working
definition for use in business.
In order to understand the concept of motivation, we have to

examine three terms : motive, motivating and motivation and their
relationship.
Study:
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The purpose of study is to identify the type of motivation most

suited for higher productivity and methods usually adopted for
measuring employees motivation.
To study the factors affecting the individual performance.
Motive: based on the Latin word mover, motive (need) has been defining
s follow;
A motive is an inner state that energies, actives, or moves (hence

motivation), and that directs behaviour towards goals.
There is a difference between needs and wants. It is necessary to

know the difference
Between those two terms for every employee. Needs are more
comprehensive and include
Desires both physiological needs like social needs, recognition needs,

etc, which do not fall under wants.
Motivating:
Motivation is the term which implies that one person in the

organization context, a manager, induces anther, say employee to engage
in action (work behaviour) by ensuring that a channel to satisfy the
motive become available and accessible to the individual in addition
To channel zing the strong motive in a direction that is satisfying t both

the organization and the employers the manger can also active the latest
motivation in individuals and harness them in a manner that would be
function for the organization.
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Motivation:
While a motive is engineer of action motivation is the

canalization and activation of
Motives motivation is the work behaviour itself. Motivation depends on

motives and motivating therefore, it becomes a complex process.
Nature of motivating:
Based on the definition of motivation, we can derive its nature relevant

for human behaviour in organization.
Following characteristics of motivation clarify its nature:
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Based on motives:
Motivation is based on individuals motives which are internal to the

individuals. These motives are in the form of feelings that the individual
lacks something. In order to overcome this feeling of laciness, the
employee tries to behave in a manner which helps in overcoming this
feeling.
Affected by motivating:
Motivation is affected by way the individual is motivated. The act of

motivating channelizes need satisfaction. Besides, it can also activate the
latent needs in the individual, that is, the needs that are less strong and
somewhat dormant, and harness them in a manner that would be
functional for the organization.
Goal-directed behaviour:
Motivation leads to goal directed behaviour. A goal-directed behaviour is

one which satisfies the causes for which behaviour take place.
Motivation has profound influence on human behaviour; in the
organizational requirements.
Related to satisfaction:
Motivation is related to satisfaction. Satisfaction refers to the

contentment experiences of an individual which he drives out of need
fulfilment. Thus, satisfaction is a consequence of rewards and
punishments associated with the past experiences. It provides means to
analyze outcomes already experienced by individual.
Persons motivated in totality:
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A person is motivated in totality and not in part. Each individual in the

organization is a self-contained unit and his needs are interrelated. These
affect his behaviour in different ways. Moreover, feelings of needs and
their satisfaction is a continuous process. As such, these create continuity
in behaviour.
Complex process:
Motivation is a complex process; complexity emerges because of

the nature of needs and the type of behaviour that is attempted to satisfy
those needs.
These generate complexity in motivation process in the following ways.
(1) Needs are internal feelings of individuals and sometimes even they,
They may not be quite aware about their needs and the priority of
these. Thus,
Understanding of human needs and providing means for their satisfaction

Becomes difficult.
(2) even if needs are identified, the problem is not over here as a
particular need may result into different behaviours from different
behaviours from different result into different behaviours from different
need ma individuals because of their differences. For example, the need
for promotion may be uniform for different individuals may no engage in
similar type of behaviour; they may adopt different routes to satisfy their
promotion needs.
3) a particular behaviour may emerge not only because of the specific

need but it may be because of a variety of needs. For example, hard work
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in the organization may be due to the need for earning more money to
satisfy psychological needs, or may to enjoy the performance of work
itself and money becomes secondary, or to get recognition as a hard-
working person.
4) Goal directed behaviour may lead to goal attainment. There may be

many cons buses in situation which may restring the goal attainment of
goal directed behaviour. This may lead to frustration in an individual
creating lot of problems.
Type of needs
There are many types of needs which an individual may have and there
are various ways in which these may be classified. The basic objective
behind classification of needs into categories is to find out similarly and
dissimilarly in various needs so that incentives are grouped to satisfy the
needs falling under one category or the other. Needs may be natural,
biological phenomenon in an individual, or these may over the period of
time through learning.
Thus, needs may be grouped into three categories:
1) Primary needs
2) Secondary needs
3) General needs
Primary needs:
Primary needs are also known as physiological, biological, basic,

or unlearned needs. Primary needs are animal drives which are essential
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for survival. These needs are common to all human beings, though their
intensity may differ.
Secondary needs:
These needs are learned by the individual through his experience and
interaction. Therefore these are called derived or learned needs.
Emergence of these depends on learning. These may be different types of
secondary needs for power, achievement, status affiliation, etc.
General types:
Though a separate classification of general needs is not always

given, such a category seems necessary because there are of needs which
lie in the grey area between the primary and secondary needs. Such
needs are like need for competence, curiosity, manipulation, affection,
etc
Motivation and behaviour:
Motivation causes goal- directed behaviour. Felling of a need by

an individual generates a feeling that he lacks something. This lack of
something creates tension in the in of the individual. Since the tension is
not an ideal state of mind, the individual tries to overcome this by
engaging himself in an behaviour through which he satisfies his needs.
Goal directed behaviour leads to goal fulfilment and the individual
succeeds in fulfilling his needs and there by overcoming his tension in
the favourable environment. Satisfaction is one need leads to feeling of
another need, either same need after the lapse of certain time or different
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need and goal directed behaviour goes on. Thus, goal directed
behaviour is a continuous process.
Aggression:
A more common reaction to frustration is aggression, an act against

someone or something. An employee being denied a promotion may
become aggressive and verbally berate his supervisor.
Motivation and performance
Motivation is necessary for work performance because if people do not

feel inclined to engage themselves in work behaviour, they will not put in
necessary efforts to perform well. However, performance of an
individual in the organization depends on a variety of factors besides
motivation. Therefore, it is desirable to identify various factors which
affect individual performance and the role that motivation plays.
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COMPANY PROFILE
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COMPANY PROFILE
HISTORY OF BIG BAZAAR:-
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Big Bazaar is designed as an agglomeration of bazaars markets

with clusters offering a wide range of merchandise including fashion and
apparels, food products, general merchandise, furniture, electronics,
books, fast food and leisure and entertainment sections. Big Bazaar is
part of Future Group, which also owns the Central Hypermarket,
Pantaloons, e-ZONE, Home Town, futurebazaar.com, KBs Fair Price to
name a few and is owned through a wholly owned subsidiary of
Pantaloon Retail Nagpur Limited, that is listed on Nagpur stock
exchanges. History Big Bazaar was launched. Big Bazaar was started by
Kishore Biyani, the Group CEO and Managing Director of Pantaloon
Retail Nagpur. Though Big Bazaar was launched purely as a fashion
format including apparel, cosmetics, accessory and general merchandise,
over the years Big Bazaar has included a wide range of products and
service offerings under their retail chain. The current formats includes
Big Bazaar, Food Bazaar, Electronic Bazaar and Furniture Bazaar. The
inspiration behind this entire retail format was from Saravana Stores, a
local store in Sitabardi, Nagpur.
Most Big Bazaar stores are multi-level and are located in stand-
alone buildings in city centers as well as within shopping malls. These
stores offer over 2,00,000 in a wide range of categories led primarily by
fashion and food products. Food Bazaar, a supermarket format was
incorporated within Big Bazaar in 2002 and is now present within every
Big Bazaar as well as in independent locations. A typical Big Bazaar is
spread across around 50,000 square feet (4,600 m2) of retail space.
While the larger metropolises have Big Bazaar Family centers measuring
between 75,000 square feet (7,000 m2) and 160,000 square feet (15,000
m2),Big Bazaar Express stores in smaller towns measure around 30,000
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square feet (2,800 m2).Big Bazaar has the facility to purchase products
online through its official web page, and offers free shipping on some of
their products Children Accessories, Electronics, Footwear, Books and
Music, Wellness and Beauty, Leisure and Entertainment, General
Merchandise, Home Solution, Fashion, Food, E-tailing. The stores are
customized to provide the feel of mandis and melas while offering the
modern retail features like Quality, Choice and Convenience. As the
modern Indian family`s favorite retail store, Big Bazaar is popularly
known as the "Indian Wal-Mart". On successful completion of ten years
in Indian retail industry, in 2011, Big Bazaar has come up a new logo
with a new tag line: Naye India Ka Bazaar, replacing the earlier one:
Isse Sasta Aur Accha Kahin Nahin. Lines of Business of the Above Store.
Big Bazaar initiates the "Power of One" campaign to help raise

funds for the Save The Children Nagpur Fund. Big Bazaar partners with
Futurebazaar.com to launch Nagpur most popular shopping portal. The
50th Big Bazaar store is launched in Nagpur, Navaras the jewellery
store launched within Big Bazaar stores2007. Big Bazaar launches
Shakti, Nagpur first credit card program tailored for housewives. Mohan
Jadhav sets a national record at Big Bazaar Sangli with a Rs. 1,37,367
shopping bill. The Sangli farmer becomes Big Bazaars largest ever
customer. Big Bazaar and ICICI Bank launched ICICI Bank-Big Bazaar
Gold credit card program to reward its loyal customers. 2006 Electronic
Bazaar and Furniture Bazaar are launched shopping program: the Big
Bazaar Exchange Offer, inviting customers to exchange household junk
at Big Bazaar. Big Bazaar wins its first award and national recognition.
Big Bazaar and Food Bazaar awarded the countrys most admired retailer
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award in value retailing and food retailing segment at the Nagpur Retail
Forum. Tier II cities with the launch of the store in Nagpur. Food Bazaar
becomes part of Big Bazaar with the launch of the first store in Mumbai
at High Street Phoenix. 2003 Big Bazaar - ICICI Bank Card is launched.
Three Big Bazaar stores launched within a span of 22 days in Kolkata,
Bangalore and Hyderabad.2002.
Big Bazaar wins CNBC Awaaz Consumer Awards for the third
consecutive year. Adjudged the Most Preferred Multi Brand Food. Future
Value Retail Limited is formed as a specialized subsidiary to spearhead
the groups value retail business through Big Bazaar, Food Bazaar and
other formats. Formed a joint venture with High design to launch Holi, a
new brand of handbags, laptop bags and other accessories. Big Bazaar
announced the launch of The Great Exchange Offer. Mahendra Singh
Dhoni and Asin, youth icons of India, were chosen as the brand
ambassadors of Big Bazaar. Big Bazaar captures almost one-third share
in food and grocery products sold through modern retail in India. Big
Bazaar initiates Maha Annasantarpane program at its stores in South
India a unique initiative to offer meals to visitors and support local
social organizations. Big Bazaar opens its second store in Assam at
Tinsukia. Big Bazaar initiated the Mega Saving "Monthly Bachat
Bazaar" campaign, to provide exceptional deals on groceries and food
items during the first week of every month. Big Bazaar joins the league
of Indias Business Super brands. It is voted among the top ten service
brands in the country in the latest Pitch-IMRB international survey. Big
Bazaar dons a new look with a fresh new section, Fashion @ Big Bazaar.
Big Bazaar becomes the fastest growing hypermarket format in the world
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with the launch of its 101st store within 7 years of launch & For the
convenience of the online customers, Big Bazaar has started free
shipping on all orders above Rs. 1000. Future Group has launched its
latest venture, Food hall a premium food destination across 15 metros
in India. 230th store opened in India. Big Bazaar has come up a new logo
with a new tag line: Naye India Ka Bazaar. Big Bazaar forays into the
rural wholesale and distribution business through Aadhaar Wholesale
store at Kalol, Gujarat. Ranked 4 among the Top 50 Service Brands in
India. 2013 Vidya Balan was chosen as the brand ambassador of Big
Bazaars Price Challenge exercise. Big Bazaar opens its fourth store in
Kanpur at Jajmau which is the largest leather tannery garrison of Asia.
Big Bazaar opens its third store in Kanpur at Z Square Mall. Big Bazaar
connects over 30,000 small and medium Indian manufacturers and
entrepreneurs with around 200 million customers visiting its stores.
Management:-
Our board of directors having worked under the legendary

tutelage of our founder MR. KISHORE BIYANI are some of the most
experienced, visionary and dynamic personalities. Their valuable
leadership has seen the group scale new heights and will continue to do
so. Kishor Biyani is the Managing Director of Pantaloon Retail (India)
Ltd. And the Chief Executive officer of Future Group.
Mr. Ved Prakash Arya is an engineer by training and is a graduate

of the Indian Institute of Management, Ahmedabad. Prior to joining
Pantaloon Retail, he was the CEO of Globus.
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Mr. Shailesh Haribhakti is a Chartered Accountant, Cost

Accountant and a Certified Internal Auditor. He is the Deputy Managing
Partner of Haribhakti and company, chartered Accountants and past
presiend of Indian merchant Chember. He is on the Board of Director
Several Public Ltd. Companies, including Indian Petrochemicals
Corporation Ltd.
HISTORY OF FUTURE GROUP:-
Future group is one of the country`s leading business groups

present in retail, asset management, consumer finance, insurance, retail
spaces and logistics. Future group is present in 90 cities and 65 rural
locations. The group`s flagship company, Pantaloon Retail (India) Ltd.
Operates over 10,000,000sq.ft. of retail space, has over 1,000 stores and
employees over 30,000 people. Some of its leading retail formats include
pantaloons, Big Bazaar, Central, Food Bazaar, Home town, eZone,
Depot, Future Money and online retail formate www.futurebazaar.com.
Future Group companies includes, Future Capital Holdings, Future

Generali India, Indus league clothing and galaxy entertainment which
manages sports bar, Brew bar and Bowling co. Future Capital Holdings,
the group`s financial arm, focuses on asset management and consumer
credit. It manage assets worth over $1 billion that are being invested in
developing retail estate and consumer retailed brands and hotels.
The group`s joint venture partners include Italian insurance major
Generally, French retailer ETMA group, US-based stationery products
retailer staples Inc. and UK-based Lee Cooper and India-based
Talwalkar`s, Blue Foods and Liberty Shoes.
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Future group`s vision is to, Deliver Everything, Everywhere, To

Every Indian Customer in the most profitable manner. The group
consider Indian-ness as a core value and its corporate credo is rewrite
rules, retain values.
Vision:
Future group shall deliver Everything, Everywhere,
Everytime for Every Indian Consumer in the most profitable
manner.
Mission:
We shall the vision and belief that our customers and

stakeholders shall be served only by creating and executing future
scenarios in the consumption space leading to 1economic
development.
A Festive Walk in Empress City Mall. Empress City Mall is one of

Nagpurs larger shopping malls, featuring more than 100 shops and
outlets. Aimed at a more mass market audience than some of the
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exclusive malls in Nagpur , most of Indias popular Brands are

represented here, such as Pantaloons, Lifestyle, Big Bazar to name a
few. Empress City is an integrated city spread across a sprawling area of
25 acres in the heart of Nagpur city.
This township encompasses shopping mall with multiplex, IT

Park, commercial centres, luxury apartments and a 5-star hotel.
The Empress Mall is the only 9 lakh square feet mall in Nagpur
and the biggest shopping mall in Eastern Maharashtra. This Mall is
inarguably the first of its kind in Nagpur, not only because it is gigantic,
but because of the fact that it offers a number of popular brands at one
place.
If you want to explore the whole place in a go, you better come
with lots of time as this Empress is in every way as grand as its name!
Though many a brands still havent arrived (including the much

awaited McDonalds), let us introduce you to all that is there (or will be
there) in Empress Mall.
Theyre joined by major international retailers such as Blackberry,

Relience Trendz, Gini and Jony . Of course this being Nagpur the mall
experience wouldnt be complete without a few high end names like
Tommy Hilfiger, Gucci, Versace are just some out of a dozen or so more
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upmarket brands that have being placed under the lifestyle banner that
definitely add glamour to the mall.
PROBLEM DEFINITION
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PROBLEM DEFINITION
To study what Problem arises on both the situation either over motivated
or less motivated. If the employees are over motivated, are chances of
employees thinking and acting as self boss, this might lead to delay in
work, not following the policies and provedures, etc. which not only
creates the conflicts but the groups amongs the employees. To know the
motivational level in the employees and company point of view.
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OBJECTIVES OF STUDY
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OBJECTIVES OF STUDY
To measure job satisfaction of the employees of Big Bazaar

Nagpur.
To assess the general attitude of the employees towards Big Bazaar
Nagpur.
To assess the level of commitment across process and facilities.
To analyze the strengths and weakness of Big Bazaar Nagpur as

an organization.
To know about the actions to be taken to increase the level of
satisfaction of the employees.
To studies the general attitude of employees towards each other at
workplace of Big Bazaar.
To analyze the perception of employees towards the senior
managers and the company.
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To build human relation and teamwork of the Big Bazaar.
To raise the moral and level of satisfaction of employees Big

Bazaar.
To predict, to change and even to control future behavior of Big
Bazaar.
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SCOPE OF THE STUDY
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SCOPE OF THE STUDY
To know the importance of motivation process and its techniques of

Big Bazaar.
It aims at understanding the companys establishment, organization

structure, departments, techniques, marketing strategies and the
advantages it is having over the competitors of Big Bazaar.
The study will help to know whether the motivation technique is

beneficial to the company or not.
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LIMITATIONS
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LIMITATIONS OF THE STUDY
The study is only for the Big Bazaar confined to a particular

location and a very small sample of respondents .Hence the
findings cannot be treated as representative of the entire retail
industry.
Time limit is a major constraint.
As per the company rules many information was not

disclosed.
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As the managers are busy in their daily schedules it is not

possible for us to spend more time in interaction and discussion
with them.
The detail provided by the company can be unrealistic or
unreliable.
The employees of the big bazaar company may not co-
ordinate or support properly.
.
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HYPOTHESIS
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HYPOTHESIS
The employees taking benefits from talent management programs

session at right time will help in increasing employee productivity. The
perceptive, cheering, affirmative, and gratitude environment makes the
employee to work with dedication.
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RESEARCH
METHODOLOGY
RESEARCH METHODOLOGY
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Research Methodology is a way to systematically solve the research

problem. It guides the researcher to do the research scientifically. It
contains of different steps that are generally adopted by a researcher to
study his research problem along with the logic behind them. Data
become information only when a proper methodology is adopted.
DATA COLLECTION METHOD:
There are two types of datas that is
1. Primary data
2. Secondary data
PRIMARY DATA COLLECTION:
Primary data is a data collected for the first time through field survey.
The primary data was collected through an administrated questionnaire.
The questionnaire consisted of a variety of questions that lay consistent
with the objective of the research.
Source of primary data:
1. Experimentation
2. Observation
3. Questionnaire schedule
We have the questionnaire source of primary data to collect information

related to the project.
SECONDARY DATA:
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The websites of the service providers and various other researchers done
in this area along with the websites. Besides these the availability of
documents, files, notes and brochure provided by the big bazaar served
as an additional secondary data for this research work.
Source of secondary data:
1 internet
2 book
Methods:
Questionnaire
Interview
Observation
2. SAMPLE SIZE
Here, researcher will take 50 as the sample size.
Source of data analysis:
DATA ANALYSIS: :
analysis of data is a process of inspecting, cleaning, transforming, and

modeling data with the goal of discovering useful information,
suggesting Conclusions, and supporting decision making. Source of
data analysis:
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1 chart
2 pie chart
3 tabulation
Data once collected and tabulated will be analyzed using various

statistical
tools & graphs.
PROCESS OF EMPLOYEE MOTIVATION

TECHNIQUES
Tension on drive to
fulfill or need
Se
arch
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Fulfillment and re-definition Goal directed

of needs behavior
The process begins because of tension within drives or needs of an

employees. Next there is a search within the company or groups or
within employee to fulfill his desires. When the employee is satisfied
with his financial motivation he redefines his desires and needs and the
process is initiated again.
These groups of researchers were over the year divided into what was
later labeled the content and process theories of motivation
From the focus point of these two groups, one could observe that the
process theories attempt or try to understand the thinking processes an
individual might go through in determining how to behave in a
workplace. The primary focus was on how and why question of
motivation, how a certain behavior starts, developed and sustained over
time.
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It is true that human behavior in general dynamic and could affect the
individuals personal altitude as well as factors surrounding that
individual. These exogenous factors eminent from the environment in
which the individual operates generate stimuli to employees.
It is my belief that employees in general are goal seeking and look for
challenges and expert positive re-enforcement at all times. Hence it could
only be of benefit if organization could provide this rewards and factors.
This thesis that employees are financially motivated, motivation could be

seen as a moving target, as what motivates differs among different
people. And may even change for the
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Same person over a period of time, developments within the modern

organization has probably made motivating employees ever more
difficult due to the nature of every individual, behavior increasing the
complexity of what can really motivate employees.
Goal framework motivation emphasizes the factors that influence goal
striving which focuses on the relationship between goals and work
behavior. The assumption is that an employees conscious intention
(goals) are primary determines of task-related motivation since goals
direct their thoughts and action.
It is worth noting that an in-depth review of all the different theories

mentioned above, is beyond the scope of this thesis. However, the
personality-based perspective of work motivation within which Maslow
need theory of motivation and Alders ERG theory falls will provide the
main support and serve as a foundation for the research reported in this
thesis. Specifically, as organizational scholars have paid a great deal of
attention to the idea that people are motivated to use their job as
mechanisms for satisfying their needs. This thesis intend to use Maslows
hierarchy of need theory of motivation as a foundation to identify the
factor that motivates these employees, the original Maslow theory will be
look at more detail hereof.
Physiological needs are the at the bottom of the triangle and include the
lowest order need and most basic. This includes the need to satisfy the
fundamental biological drives such as food, air, water and shelter.
According to Maslow organization must provide employees here is that
enable them to afford adequate living condition. The rational here is that
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any hungry employee will hardly be able to make much of any

contribution to his organization.
Safety needs this occupies the second level of needs. Safety needs are
activated after physiological needs are met. They refer to the need for a
secure working environment free from any threats or harms.
Organization can provide these needs by providing employees with
safely working equipment for example: hardhats health insurance plans,
fire protection etc. the rationale is that employees working in an
environment free of harm do their job without fear of harm.
Social needs: this represent the third level of needs. They are activated
after safety needs are met. Social needs refer to the need to be affiliated
that is (the needed to be loved and accepted by other people). To meet
these organizations encourage employees participation in social events
such as picnics, organization bowling etc.
Esteem needs this represent the fourth level of needs. It includes the need
for self-respect and approval of others. Organizations introduce awards
banquets to recognize distinguished achievements.
Self- actualization: this occupies the last level at the top of the triangle.
This refers to the need to become all that one is capable of being to
develop ones fullest potential. The rationale here holds to the point that
self-actualization employees represent assets to the organization to
human resource.
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DATA ANALYSIS
&
INTERPRETATION
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DATA ANALYSIS & INTERPRETATION

Q1.How long have you been working for this
company?
Particular Responses Percentage %
6 month 5 10%
1 year 13 26%
1 year above 32 64%
Total 50 100%
10%
6 month
26%
1 year
1 year above
64%
INTERPRETATION:
In the above pie chart we found that 64% that means 32 responses has
come who is in the company 1 year and above which shows a positive
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output of company that it is providing all the facilities and convenience

atmosphere to the employees, good working place, allowances, proper
working time and every facilities which is making the workers satisfied,
so the reason they are continuing with this company.
Q2.Do you feel Organization provides better working environment?
Agree 40 80%
disagree 10 20%
Neither agree nor disagree 0 0
total 50 100%
20%
Agree
Disagree
Agree nor disagree
80%
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INTERPRETATION:
In this above pie chart it is shown that 80% of employees are agree with
the question that big bazaar provides good working environment. So the
results are positive that means the big bazaar is providing positive and
convenient environment to the employees working there.
Q3. Do the organizations pay fair wages to the employees or not?
Agree 26 52%
disagree 20 20%
Neither agree nor 4 28%

disagree
total 50 100%
INTERPRETATION:
Out of total employees most of employees agreed that big bazaar pay fair
wages, the employees who disagree that big bazaar do not fair wages is
less than the employees who think that employees pay fair wages. The
least employees in big bazaar are not agreeing neither disagree.
Q4.Are you satisfied with the working hours of organization?
Agree 40 80%
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disagree 3 6%
Neither agree nor disagree 7 14%
total 50 100%
14%
6%
agree
disagree
agree nor disagree
80%
INTERPRETATION:
In this above pie chart the observation shows that most of the employee
is satisfied with the working hours of big bazaar because big bazaar
looks at the safety and convenient level of employees.
Q5. How much employees are satisfied with welfare and safety
amenities provided in the organization?
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Agree 47 94%
Disagree 0 0%
Neither agree nor disagree 3 6%
total 50 100%
6%
agree
disagree
agree nor disagree
94%
INTERPRETATION-
The welfare and safety amenity provided in the organization is quite

satisfying for the employees as the above numbers shown that is 94%
workers are agree with it.
Q6.Do you get support from the co-workers?
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Agree 48 96%
disagree 2 4%
total 50 100%
4%
agree
disagree
96%
Interpretation:
In this above pie chart the observation shows that 94% that means 48
employees gave positive result regarding the support from their co-
worker that they get help and support from the co workers.
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Q7.Does employee motivation influences the organization success?

Agree 45 90%
disagree 05 10%
total 50 100%
10%
agree
disagree
90%
Interpretation:
In this above pie chart we found that 75% of employees are said that the
motivation influence in the organization success because motivation is
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one of the factors which improve the work of employees and that can be
success of the organization.
Q8. Which type of facility given to you by your organization?
Particular Response Percentage %

Pick and drop facility 30 60%
Medical facility 20 40%
Other please specify 0 0%
total 50 100%
40% 1
2
60% 3
INTERPREATION:
Big bazaar is providing pick and dropping facility to his employees
regarding safety measures and medical facilities for their health concern.
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Q9. Factor which motivate you most?
Particular Responses Percentage

Salary increase 12 24%
Promotion 9 18%
Leave 10 20%
Motivational talk 15 30%
Recognition 4 8%
Total 50 100%
8%
24%
salary
promotion
30%
leave
motivational talk
18% recognition
20%
Interpretation:
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(2016_2017)
We found that 30% of employees are motivated by motivational talking

where as 24% of employees are motivated by increasing their salary.
Q10.top management is interested in motivating the employees?
Option Response Percentages

Agree 28 56%
Disagree 13 26%
Agree nor disagree 9 18%
total 50 100%
18%
agree
disagree
56% agree nor disagree
26%
Interpretation:
Motivational strategies of the organization are very efficient and
effective therefore major employees are agreeing with the statement
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hence it can be said that the management is more focused towards the
development of the employees.
11) How is an individual recognition for attaining standard performance in

your organisation?
FACTORS NO, OF RESPONDENTS PERCENTAGES (%)
Strongly agree 25 50
Agree 16 33
Disagree 2 4
Strongly disagree 7 13
Total 50 100
13%
4%
Strongly Agree
Agree
50%
Disagree
Strongly Disagree
33%
Interpretation:
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From the above graph 50% of respondents are strongly agree ,33% of the
respondents are agree and it is an individual recognition for attaining standard
performance in your organisation.
12) The company retirement benefits and stock programs are important
factors on their jobs:
FACTORS NO OF RESPONDENTS PERCENTAGES (%)
Agree 10 19
Disagree 5 10
Total 50 100
11%
10%
Strongly Agree
Agree
Disagree
19% 60% Strongly Disagree
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Interpretation
From the above graph 60% of the respondents are strongly agreed that the
organisation
Has to be provided the retirement benefits and stock program from them.
13) Almost every job can be made most stimulating and challenging
FACTORS NO,OF RESPONDENTS PERCENTAGES (%)
Agree 20 40
Disagree 2 4
Total 50 100
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6%
4%
Strongly Agree
Agree
50%
Disagree
40% Strongly Disagree
Interpretation:
From the above graph 50% of the respondents are strongly agreed that every job in
the organisation can be most stimulate and challenge them, 40% of the respondents
are agree.4% of the respondents are not agree.
14) Management could show more than interest in the employees by

sponsoring social events after hours
Agree 20 40
Disagree 11 22
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Total 50 100
8%
30%
22%
Strongly Agree Agree Disagree Strongly Disagree
40%
Interpretation:
From the above graph 40% of the respondents are agreed that the organisation has to
be create the interest of employees by sponsoring social events after hours.
15) If your job includes interacting with customers, how it will affect the
following
WILL INCREASE 27 54
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WILL DECREASE 20 40
WILL HAVE NO EFFECT 3 6
Total 50 100
6%
Will Increase
40% Will Decrease
54%
Will have No effect
Interpretation:
From the above graph 54% of the respondents are agreed they have an good interest
interacting with the customers.
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CONCLUSION
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CONCLUSION
From this study it was found that in the big bazaar organization they
provide motivated workforce to the employee. During the study it was
found out that in the big bazaar have sufficient employees not overloaded
with work. All employee work with together and they get support from
the co-worker and also it was found that the factor which motivated most
to the employees that is motivational talk.
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RECOMMENDATION
&
SUGGESTION
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RECOMMENDATIONS AND SUGGESTIONS
Employees can be provided with EMI card through which they can
get discount on all items of big Bazaar. They should be provided with
good working atmosphere in the organization.
Employees can be given good wages and salary with incentives. They
should be given full appreciation of work that is done by them.
Employee should be given job security while they are working in the
organization.
Employees can be provided with interesting work so that they feel
interesting while doing the work.
It is a number one company in retail open exposure in industry in
Hyper Market.
Same of the employee suggested that they need carries developed
programs such as English classes
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BIBLIOGRAPHY
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BIBLIOGRAPHY
Human Resource Management, Text & Cases, by Aswathappa K., Tata

Me Graw-Hill Publishing Company Ltd., Seventh Edition, P. 138.
S. S. Khanka, Human Resource Management, Sultan Chand and

Company Limited, New Delhi-2006
Website:
1.www.futuregroup.comv
2.www.big bazaar .com
3 .www.hrmanagement.com
4. www.futuregroup.com
5. www.scribd.com
6. www.pantaloon.com
7 .www big bazar.com
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ANNEXURE
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ANNEXURE
NAME---------------
CONTACT--------------
ADDRESS----------------
1 . How long have you been working for this company?

(A) 6 month ( B) 1 year ( C )1 year above
2. Do you feel Organization provides better working environment?
( A) agree ( B) disagree ( C )neither agree nor disagree
3. Paid fairly for the work I do it the organization?
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A agree B disagree C neither agree nor disagree
4 Are you satisfied with the working hours of organization?
5 How much employees are satisfied with welfare and safety amenities
provided in the
Organization?
6 Do you get support from the co-workers?
A agree B disagree C neither agree nor disagree.
7 Does employee motivation influences the organization success?
8 Which type of facility given to you by your organization?
A pick and drop facility B medical facility C other please

specific
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9 Factor which motivate you most?
A salary increase B promotion C leave D motivational talk E

recognition
10 Top management is interested in motivating the employees?
11 According to you what you suggested?
12 During which offer you most?
A Wednesday bazaar B Monthly Bazaar C Monthly Bachat

Bazaar
13 Why do you shop at big bazaar?
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Annasaheb Gundewar College, Department of Computer & Management

NIDA PARVEEN KHAN.

Human resources are the wealth of an organization which can help in

NIDA PARVEEN KHAN.

Human resource management means employing people, developing, and

NIDA PARVEEN KHAN.

Human Resource Management outlines the importance of HRM and its

Construction, the physical nature of their product, and appeal as

In simple sense, human resource management means employing people,

NIDA PARVEEN KHAN.

The primary objective of human resource management is ensuring the

1. To help the organization to attain its goals effectively and efficiently by

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necessary. Organization becomes successfully when employees have an

NIDA PARVEEN KHAN.

Increment in wages, salary and basics money has become a key

Motivation is one of the most important factors affecting human

NIDA PARVEEN KHAN.

motivation is the complex forces starting and keeping a

motivation refers to the way in which urges, drives, desires,

Motivation can be defined in a variety of ways, depending on

In order to understand the concept of motivation, we have to

NIDA PARVEEN KHAN.

The purpose of study is to identify the type of motivation most

To study the factors affecting the individual performance.

A motive is an inner state that energies, actives, or moves (hence

There is a difference between needs and wants. It is necessary to

Desires both physiological needs like social needs, recognition needs,

Motivation is the term which implies that one person in the

To channel zing the strong motive in a direction that is satisfying t both

NIDA PARVEEN KHAN.

While a motive is engineer of action motivation is the

Motives motivation is the work behaviour itself. Motivation depends on

Based on the definition of motivation, we can derive its nature relevant

Following characteristics of motivation clarify its nature:

NIDA PARVEEN KHAN.

Motivation is based on individuals motives which are internal to the

Motivation is affected by way the individual is motivated. The act of

Motivation leads to goal directed behaviour. A goal-directed behaviour is

Motivation is related to satisfaction. Satisfaction refers to the

Persons motivated in totality:

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A person is motivated in totality and not in part. Each individual in the

Motivation is a complex process; complexity emerges because of

These generate complexity in motivation process in the following ways.

Understanding of human needs and providing means for their satisfaction

3) a particular behaviour may emerge not only because of the specific

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4) Goal directed behaviour may lead to goal attainment. There may be

Thus, needs may be grouped into three categories:

Primary needs are also known as physiological, biological, basic,

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Though a separate classification of general needs is not always

Motivation and behaviour:

Motivation causes goal- directed behaviour. Felling of a need by

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A more common reaction to frustration is aggression, an act against

Motivation and performance

Motivation is necessary for work performance because if people do not

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HISTORY OF BIG BAZAAR:-