Вы находитесь на странице: 1из 79

A PROJECT REPORT ON

EMPLOYEE MOTIVATION

Undertaken at:

HUBER GROUP PVT LTD.

Submitted by :

NISHANT A. SHAH

MBA (HR) SEM-3

GUIDED BY

MS. MANPREET KAUR

Submitted for:

THE PARTIAL FULLFILLMENT OF

MASTER OF BUSINESS ADMINITRATION (HUMAN RESOURCES)

AKEMI BUSINESS SCHOOL

PUNE-411057

2017-2019

SAVITIBAI PHULLE PUNE UNIVERSITY- PUNE

Page | 1
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT.

PHONE NUMBER - 02025696061/02025690062

Savitribai Phule Pune University,


Ganeshkhind,
Pune-411007

Page | 2
ACKNOWLEDGEMENT

As I submit this report I must acknowledge many of those who have encouraged and
facilitated the success of the report.

I am thankful to Mr. Aniruddh Panchal (DGM HRD), Mr. Vivek Ranaut and all HR
Staff of Huber Group INDIA Ltd without whom this report would not have been
accomplished.

The constant encouragement and guidance from HR department and worm co-operation from
all other departments were constant source of inspiration for me during my training period. I
am thankful to all the employees of Huber Group INDIA Ltd who provided me immense
support and knowledge during the period of my training.

I will also like to thank all the faculty members of my college for enlightening me with
knowledge and extending their co-operation to me during my period of study and guiding me
in the best possible manner to achieve desired goals.

I sincerely express my thanks to Dr Vilas Kulkarni (DIRECTOR AND MENTOR) and


Manpreet Kaur (HEAD CORPORATE RELATION) of AKEMI BUSINESS SCHOOL
AFILITATED to SAVITRIBAI PHULLE PUNE UNIVERSITY, PUNE for this
esteemed guidance. I also thank all the faculty members of the AIMS INSTITUTE who has
given me so many co-operations in the period of my studies.

I am thankful to Manpreet Kaur (Project Guide-AIMS INSTITUTE), during my


training.

Page | 3
DECLARATION

I the undersigned NISHANT A SHAH (MBA ( SEM 3) of Department of Human Resource


Management , affiliated to SAVITRIBAI PHULLE PUNE UNIVERSITY declare that the
work carried out in this project named “EMPLOYEE MOTIVATION” AT HUBER
GROUP is my original work and I have not submitted this work to any other
University/Department for the award of any other degrees.

Date: ____________ MR.NISHANT A. SHAH________________

Place: __________ (MBA HUMAN RESOURCES SEM-3)

Page | 4
PREFACE

AKEMI BUSINESS SCHOOL, PUNE is one of the institutes providing the Post Graduate
level course in Human Resource Management area in India. It is a two years degree course.
The motive behind practical survey at the MBA level is to make students aware of Human
Resource management and give an exposure to the corporate world.

Today in the era of professionalism, to be successful in any subject practicality is


most important. Through industrial visit and training, students of MBA get experience that
they need to work in professional field. The real practical section along with the theory also
helps the student to develop business communication skill, team spirit, time management, etc.
With regard to training, I have visited “HUBER GROUP INDIA PVT LIMITED.” This
project training helped me to know about the management and functions of management of a
company. Further I also gained knowledge about the structure of this company (i.e.) from
directors to workers of the company and also about the working of Human Resource or
Personnel Department. In this training I got an opportunity to closely see or realize the
practical management functions in a company.

Page | 5
INDEX

SR. NO. CONTENTS PAGE NO.

1. CERTIFICATE 2

2. ACKNOWLEDGEMENT 3

3. DECLARATION 4

4. PREFACE 5

5 INTRODUCTION: 7
HUBER GROUP
6. INTRODUCTION: 35
EMPLOYEE MOTIVATION
7. RESEARCH METHODOLOGY 48

8. DATA ANALYSIS AND INTERPRETATION 52

9. FINDINGS 69

10. SUGGESTIONS AND RECOMMENDATIONS 71

11. LIMITATION OF THE STUDY 73

12. BIBLIOGRAPHY 74

13. ANNEXURE 75

Page | 6
INTRODUCTION:

Huber group India pvt ltd

Page | 7
About Micro Inks

Micro Inks Ltd manufactures & markets printing inks. Printing inks are used in publishing
(Books, News papers, Magazines, Catalogues, Yellow pages, Broachers, Pamphlets,
Calendars etc.) and on packing material (Labels, Cartons, sachets, Plastic bags, Bottles etc.)
of fast moving consumer goods, industrial goods and packaged goods. The Micro Inks Ltd is
headquartered at vapi with manufacturing units at vapi (in the state of Gujarat), Daman (in
the union territory of Daman and Div), Silvassa (in the union territory of Dadra Nagar
Haveli) and through its wholly owned subsidiary at Kankakee near Chicago Illinois, USA.
Micro Inks Ltd is present across the value chain of the printing ink industry viz. pigments,
flush pigments, resins & varnishes, additives and printing inks. The Micro Inks Ltd has a
wide product portfolio & is the market leader in India. The Micro Inks Ltd has launched its
production the global market directly & also through distributors & its wholly owned
subsidiary.

Micro Inks Limited is part of the Huber Group, Germany


Today, through the years of growth; MICRO has transformed itself into a multi-dimensional,
multi-national company offering a comprehensive range of quality products, efficient
customer service and a wide distribution network.

Micro Inks the market leader in India commanding a market share of above 30% (and more
than 40% share of the organized sector). Total printing ink market in India is estimated to
around US $ 400 million p.a. In the process, it also created an enviable track record of one of
the fastest growing company. And took its annual sales figures galloping from a mere US $ 5
million in 1993 - 94 to an astonishing increase to US $ 240 million.

Through the years of growth, Micro Inks has transformed itself into a multi-dimensional,
multi- location company offering a comprehensive range of quality products, efficient
customer service and a wide distribution network. In India, It is a marketing powerhouse with
12 branches, 5 technical centers and around 500 distributors.

Micro Inks is also the only Printing Inks Company in India, and amongst two or three
companies in the world, to have successfully implemented SAP / R3 solution, integrating its
marketing offices through satellite links.
Page | 8
Together all the elements will work as a single force to offer value to its customers.

Today the company with a modest beginning has grown and consolidated its strengths, skills
and people to achieve a unique enterprise. One which is on its way to becoming a major
player in the global market. A reality, which it achieved through a well thought out and
executed business strategy.

Here the Company's core strategy is to offer better value to its customers on the price quality
matrix and participating in their programs to deliver better value to the customers' customer.
At Micro Inks we starve for having customers' delight and not only customers' satisfaction.

Page | 9
ABOUT HUBER GROUP:

The hubergroup is an international holding group comprising of 36 companies, spread across


the globe.

The group is acknowledged as one of the leading printing ink manufacturers and is also
equipped with the know how to manufacture and market printing varnishes, dampening
solutions, additives and printing auxiliaries.

Today it delivers high quality printing ink solutions, many a times tailor made, to customers
with diverse and demanding needs across various geographies, through more than 200 branch
offices, sales offices, distributing warehouses and representatives worldwide.

In this endeavor, it is ably backed by a specialist and informed team of more than 3,600
employees that directly contribute to a production capacity of over 340,000 tones of products
per year.

A privately held company for over 240 years, with the founding family still in control, the
hubergroup, driven by its motto of “Providing today’s printer with tomorrow’s solutions”
has through intensive research and development work, constantly redefined quality standards
and continues to be a market leader in offset and packaging inks.

Today, prestigious printing houses from around the world acknowledge hubergroup’s
innovative ink making skills, and use and recommend their inks for superior quality,
performance and consistency.

Page | 10
ORIGIN

Ink is essence of life. Life without ink is hard to conceive. Centuries ago, it was used to
express thoughts and communicate. And even today, its impact on our life is remarkable,
crucial and indelible.

Imagine a life where there are no books to learn from. No morning newspaper to bring us the
news. No magazines to leaf through. No letters to be exchanged. No fairy tales to read to our
children as we put them to sleep. It's no wonder they say; a world without inks is
unimaginable. But where did the story of inks begin? Perhaps from our desire to
communicate with each other across the barriers of time and space. Centuries ago, this was
conducted through carving on stones, cave walls and tree barks.

Later, history saw the invention of paper in 105 AD and the earliest use of inks in the form of
coal, gum rosin and Tung oil. This was clearly amongst the major influences that led to the
rapid progress of human civilization. Despite its ancient origin, little has been said or written
about the influence of inks throughout history.

Today, inks are our silent companions present in our lives in some form or the other in almost
everything that we do. Thanks to modern printing technology in particular. A saga, which
began in 1450 AD, when Johan Gutenberg invented the letterpress. Thereafter, ink
technology evolved in tandem with the evolution of printing technologies.

In the present day, Printing Inks are a blend of various ingredients, formulated to create
graphic design or text on a variety of substrates or surfaces ranging from paper to polyfilms,
foils and metals. These inks are a complex mixture of pigments, flushes, resins, vegetable
oils, waxes and solvents. Today, varieties in ink are as extensive as printing methods
themselves. Broadly, these consist of Lithography, Flexography, Gravure, Screen printing
etc.

Developments in printing technology and processes made it necessary for Printing Inks to
have very high quality. Fact remains, Printing Inks business, though apparently simplistic, is
a highly complex one. Truly an art and science in itself.

Page | 11
World without inks

 Later, history saw the invention of paper in 105 AD and the earliest use of inks in the
form of coal, gum rosin and tung oil. This was clearly amongst the major influences that
led to the rapid progress of human civilization. Despite its ancient origin, little has been
said or written about the influence of inks throughout history.
 In the present day, Printing Inks are a blend of various ingredients, formulated to create
graphic design or text on a variety of substrates or surfaces ranging from paper to
polyfilms, foils and metals. These inks are a complex mixture of pigments, flushes, resins,
vegetable oils, waxes and solvents. Today, varieties in ink are as extensive as printing
methods themselves. Broadly, these consist of Lithography, Flexography, Gravure,
Screen printing etc.

Page | 12
 Developments in printing technology and processes made it necessary for Printing Inks to
have very high quality. Fact remains, Printing Inks business, though apparently simplistic,
is a highly complex one. Truly an art and science in itself.

World with inks

 Micro Inks ranks the 15th largest globally and No.1 in India
 Printing Inks technology has evolved in tandem with the growth of printing technologies.
 Today, Printing Inks are a unique blend of various ingredients, which ultimately find
expression in creating exciting graphic designs or text, on a variety of substrates or
surfaces. Advancing printing technology has also accelerated the creation of high quality
inks. The global ink industry has matched progressing technology, stride for stride.

Page | 13
The world market for Printing Inks was valued at US $ 14.3 billion in 1999-2000 and is
growing at a rate of around 2% to 3%. It is estimated that by the year 2004 the world market
will be around US$15 to US $ 16 billion. The USA is by far the largest market for Printing
Inks with nearly 30%+ global share.

 Among the ink manufacturing companies worldwide, Sun Chemicals is the largest. The
other key players are Flint Ink Corp., Sakata Inx, Sicpa, Toyo Inks etc.
 Category wise, Lithographic Printing Inks are the leading segment worldwide with 48%
market share followed by Flexographic/Gravure inks with 38%.
 The global Printing Inks Industry has witnessed major consolidations and alliances in the
past and all this has led to a few dominant players controlling the ink markets. These
majors have achieved a high growth rate because of vertical integration, which ensured
consistency and high quality at a low cost.

MOTTO OF THE COMPANY:

“TO PROVIDE TODAY’S PRINTING WITH TOMMORROW’S SOLUTION”

Any company that enjoys success forever 245 years in an ever -

Changing market proves that it is…

 Capable of recognizing the mood of the times.


 Aware of its responsibilities to its employee & society.
 Ready to innovate & orient its customer’s need.

Page | 14
Page | 15
MISSION & STRATEGIES OF HUBER GROUP LTD:

Super special:

Mission become World No. 1 among Printing Inks companies.

Subordinate goals:

 Bring out product development.


 Implement six sigma & make every employee competent to best standard in the world.
 More focused on T & D of employee.
 Make strong R & D department.

Strategies for implementing goals:

 Set up company’s units into various geographical areas.


 Utilize 100% capacity of manufacturing plant.
 Concentrate on European Ink market.
 Tie – up or joint venture with big international companies.

Micro Inks Ltd management approach:

 Flexible organization with easy adoptability.


 Individual functional competency at reasonable level.
 Organization structure is fairly good & well established in functional hierarchy.
 Management goals & strategies is clear & communication to line managers.
 More informal channels & communication network then formal process.
 Established primary level of mass in terms of setting up of standard of each Programmed,
performance etc.

Page | 16
GLOBALIZATION:

The name of Micro Inks Corporation, USA has been changed to Hostmann-Steinberg
Inc. USA

Micro Inks Corporation is the first step towards establishing a powerful global
presence by Micro Inks Limited. Micro Inks creates a variety of inks viz. web heat-set inks,
new colors and black inks, shifted inks, publication gravure inks and many more. Micro Inks
is all set to be amongst the top five in the US ink industry.

After achieving leadership status in the domestic industry, Micro Inks decided to take on a
much greater challenge. That of broadening its horizons and setting itself the corporate vision
of becoming a significant player in the global ink industry.

Having decided the course of action Micro Inks promptly plunged itself into a
thorough study of the major ink markets of the world, covering U. S. A., Europe and Asia.
Through its study, the company gained valuable insights into the marketplace.

The world market for Printing Inks was valued at around US$ 14-15 billion in 1999
and is growing at a rate of around 4-5%. It is estimated that by the year 2004, the world
market will be around US$ 18 billion. Of all the markets, USA was the largest for Printing
Inks, with a 30% global share.

For Micro Inks, this was the beginning. Set in its vision of becoming a truly world-
class company, it had a few things on its immediate agenda. Such as benchmarking quality
and cost, establishing a marketing and distribution network and building a team of people to
compete globally. With a clear focus on the challenges ahead, Micro Inks set its target on the
largest market for Printing Inks - that of United States of America.

Growth has spiraled upwards in the Group's inks business at a compounded rate of more than
45%.

Page | 17
As studies had revealed, the US market was rife with consolidations through
acquisitions leading to a few large players dominating the market. To penetrate this market, a
sound strategy was required along with determination.

A prime step in this direction was through the establishment of physical presence in
the market.

Micro Inks is having a factory near Chicago at Kankakee, having 2, 68,000 sq. ft.
built up area on 44 acres of land. The plant has been successfully commissioned and product
trial runs carried out for customers have been successful.

Most important of all, Micro Inks determination will ensure that it repeats its past
growth records, to emerge as a respected player in the global ink industry. And thereby leave
behind a distinct impression on the world.

Page | 18
OUR PEOPLE:

In Micro Inks, we have always aimed at being the most preferred supplier to our
customers.To achieve this objective we have created a pool of highly trained and experienced
ink industry professionals, who understand and respond to every product and customer
demand.

The management team at Micro Inks is close knit and well informed about the Indian as well
as the global printing and packaging industry. Functioning hands on, it combines its technical
expertise, marketing skills, sound financial management and system savvy, to create solutions
that impact every clients' business in a very positive manner.

The team is totally committed and motivated to customer satisfaction. Swift yet courteous,
professional yet warm, it has cultivated a very strong rapport with customers. An
understanding that has meant that Micro Inks is today known to deliver solutions when it
matters the most.

Page | 19
BOARD OF DIRECTORS

Mr. Anjum Bilakhia Chairman

Mr.Heiner Ringer Executive Vice Chairman

Mr. Ashwani Bhardwaj Managing Director

Mr. M. L. Bhakta Director

Mr. Pradip N. Khandwalla Director

Mr. Hasmukh Shah Director

Mr. K. K. Unni Director

Ms. Ursula Borgmann Director

Mr. Shivram Angne Director

Page | 20
Executive Board:

Mr. Heinrich Ringer Executive Vice Chairman

Mr. Ashwani Bhardwaj Managing Director

Mr. Ramkrishna Kamat Director – Domestic Sales

Mr. Vimal Mehra Director – International Business

Mr. Zainul Lakdawala Director – Research

Dr. L.N. Chaturvedi Director – Technology

Mr. Anil Jain Director – Manufacturing

Mr. Aniruddh Joshi Vice President – Commercial

Mr. Umesh Sharma Sr. Vice President – Human Resources & IT

Mr. Sundaresh Bhat Vice President& Chief Financial Officer

Page | 21
THE ESSENTIAL CUSTOMERS OF MICRO INKS LTD.

1. BUSINESS TODAY, INDIA TODAY, ECONOMICS TIMES, HINDUSTAN


TIMES, THE TIMES OF INDIA, MID DAY,
2. SWAT, FILM FARE
3. AUTO MOBILE
4. SANDESH & DIVY BHASKER
5. RBI – CURRENCY NOTES
6. CADBURY, NESTLE, PONDS, ALPENLIBE, LIRIL, LUX, MCDONALD ETC.
7. COCA COLA , PEPSI, FOASTER & BISLERI
8. TATA SALT
9. SURF EXCEL
10. BISLERI
11. DENIM
12. NESCAFE
13. MAGGI
14. COLGATE
15. WIPRO

Page | 22
WHAT HUBER GROUP HAS TO OFFER?

 Commercial printing

 Packaging printing

 Newspaper printing

 Security printing

 Specialties printing

 Services printing

History of hubergroup:

The Huber group is an international holding group comprising of 36 companies, spread


across the globe.

The group is acknowledged as one of the leading printing ink manufacturers and is also
equipped with the know how to manufacture and market printing varnishes, dampening
solutions, additives and printing auxiliaries.

Today it delivers high quality printing ink solutions, many a times tailor made, to customers
with diverse and demanding needs across various geographies, through more than 200 branch
offices, sales offices, distributing warehouses and representatives worldwide.

In this endeavor, it is ably backed by a specialist and informed team of more than 3,600
employees that directly contribute to a production capacity of over 340,000 tones of products
per year.

A privately held company for over 240 years, with the founding family still in control, the
Huber group, driven by its motto of “Providing today’s printer with tomorrow’s solutions”
has through intensive research and development work, constantly redefined quality standards
and continues to be a market leader in offset and packaging inks.
Page | 23
Today, prestigious printing houses from around the world acknowledge Huber group’s
innovative ink making skills, and use and recommend their inks for superior quality,
performance and consistency.

Micro Inks Limited is part of the Huber Group, Germany


Today, through the years of growth; MICRO has transformed itself into a multi-dimensional,
multi-national company offering a comprehensive range of quality products, efficient
customer service and a wide distribution network.

Micro Inks the market leader in India commanding a market share of above 30% (and more
than 40% share of the organized sector). Total printing ink market in India is estimated to
around US $ 400 million p.a. In the process, it also created an enviable track record of one of
the fastest growing company. And took its annual sales figures galloping from a mere US $ 5
million in 1993 - 94 to an astonishing increase to US $ 240 million.

Through the years of growth, Micro Inks has transformed itself into a multi-dimensional,
multi- location company offering a comprehensive range of quality products, efficient
customer service and a wide distribution network. In India, It is a marketing powerhouse with
12 branches, 5 technical centers and around 500 distributors.

Micro Inks is also the only Printing Inks Company in India, and amongst two or three
companies in the world, to have successfully implemented SAP / R3 solution, integrating its
marketing offices through satellite links.

Together all the elements will work as a single force to offer value to its customers.

Today the company with a modest beginning has grown and consolidated its strengths, skills
and people to achieve a unique enterprise. One which is on its way to becoming a major
player in the global market. A reality, which it achieved through a well thought out and
executed business strategy.

Here the Company's core strategy is to offer better value to its customers on the price quality
matrix and participating in their programs to deliver better value to the customers' customer.
At Micro Inks we starve for having customers' delight and not only customers' satisfaction.

Profile of the Organization:

Name of the Unit Micro Inks Limited

Year of Establishment 1986

Registration No. 16598

Page | 24
WHAT MICRO INKS HAS TO OFFER?

Page | 25
LANDMARK & ACHIVEMENTS:

Micro Inks Ltd has achieved leadership status in a very short span. The creator of mega
single-stream plant for ‘seamless’ manufacturing of inks. We have implemented SAP/R3
solution in all areas of operations.

The chronology of a global surge:

1986-1992 Bilakhia Brothers set up Hindustan Inks & Resins to manufacturing liquid inks
at Vapi, Gujarat, India.

1992 Company goes public. (Makes its maiden IPO).

1994 Second plant commissioned at Daman.

Diversification into offset, screen, and metal decoration inks.

Marketing operations expanded to cover whole of India.

1998 Began implementation of SAP/R3 ERP solutions, the first in the printing ink
industry.
Developed unique pigments and flush technology, and set up a plant at Vapi.

1999 Hindustan Inks emerged as a market leader in India. Decided to expand the
business globally.Began the construction of the state-of-the-art R&D center at
Daman.

Page | 26
1999-2000 Set up one of the world's largest, ink-manufacturing plant at a single location
at Silvassa.

2000 Implemented a world class plant for manufacturing Alkali Blue and a wide
range of high performance Resins, Waxes and Additives at Vapi II.

Company goes global with a fully owned subsidiary in the U.S.A.

2001 Built world’s largest single stream completely integrated plant for
manufacturing pigments, Flushes, Resins, Varnishes & Inks at EOU, (Vapi
III).
A unique concept ensuring product quality, consistency and cost leadership.

2002 Hindustan Inks starts global marketing activity.

Established strong position in USA and rest of the world as a high quality
supplier with most value addition.

2003 Hindustan Inks emerges as the top 15 Global Ink Companies.


Successful entry in around 50+ countries spread across all Continents.
Micro Inks Corporation, a wholly owned subsidiary of the Company becomes
12th biggest company in U.S.A .

2004 Name changed to Micro Inks Ltd.

2005 Merges with The Huber Group, Germany to form world's fifth largest printing
ink company.

Page | 27
2007 Offset inks based on new! NKREDIBLE technology launched worldwide.

AWARDS:

The Southern Gujarat Chamber of Commerce & Industry has given excellence award,
for the year 2003-2004, to Micro Inks Limited for export in Chemicals & Pharmaceuticals
(Medium/Large Scale) category.

The Southern Gujarat Chamber of Commerce & Industry has also given excellence
award to Shri Yunus Bilakhia, Chairman of Bilakhia Group of Companies, for Outstanding
Business Person for the year 2003-2004.

WHAT IS INK?

 Ink is a liquid (pigmented) or paste used for the purpose of writing or printing.

 It is a homogeneous physical mixture of pigments, intermediaries and additives.

 Intermediaries are compound like Resine, mineral oils, vegetable oil etc.

 Additives are added to impart certain properties to ink.

 INKS = Pigments + Media/Binder/Vehicles + Additives + Solvent (Reducers, Driers


etc.)

Page | 28
VALUE CHAIN OF INK:

Page | 29
CORPORATE OFFICE:

MICRO INKS
A HUBER + BILAKHIA COMPANY

Vibrant Cultures

Colorful Personalities

Different Ideas Join together to give:

Colorful and Incredible results

Page | 30
 Futuristic, sophisticated, with an understand elegance defining its every
curve, the swank corporate office has global class impressed all over it.

 Truly the address to be, when your intent is making a mark on the world.

 Birds Eye View – CORPORATE OFFICE.

 An island of proficiency.

 Club house

 Ultra modern facilities for our honored VIP guests.

Page | 31
INTRODUCTION:

EMPLOYEE MOTIVATION

Page | 32
Employee motivation is one of the major issues faced by every organization. It is the major
task of every manager to motivate his subordinates or to create the ‘will to work’ among the
subordinates. It should also be remembered that a worker may be immensely capable of
doing some work; nothing can be achieved if he is not willing to work. A manager has to
make appropriate use of motivation to enthuse the employees to follow them. Hence this
studies also focusing on the employee motivation among the employees of Micro inks

Rensis Likerthas called motivation as the core of management. Motivation is the core of
management. Motivation is an effective instrument in the hands of the management in
inspiring the work force .It is the major task of every manager to motivate his subordinate or
to create the will to work among the subordinates .It should also be remembered that the
worker may be immensely capable of doing some work, nothing can be achieved if he is not
willing to work .creation of a will to work is motivation in simple but true sense of term.
Motivation is an important function which very manager performs for actuating the people to
work for accomplishment of objectives of the organization .Issuance of well conceived
instructions and orders does not mean that they will be followed .A manager has to make
appropriate use of motivation to enthuse the employees to follow them. Effective motivation
succeeds not only in having an order accepted but also in gaining a determination to see that
it is executed efficiently and effectively.
In order to motivate workers to work for the organizational goals, the managers must
determine the motives or needs of the workers and provide an environment in which
appropriate incentives are available for their satisfaction .If the management is successful in
doing so; it will also be successful in increasing the willingness of the workers to work. This
will increase efficiency and effectiveness of the organization .There will be better utilization
of resources and workers abilities and capacities.

Page | 33
The concept of motivation

The word motivation has been derived from motive which means any idea, need or emotion
that prompts a man in to action. Whatever may be the behavior of man, there is some
stimulus behind it .Stimulus is dependent upon the motive of the person concerned. Motive
can be known by studying his needs and desires.
There is no universal theory that can explain the factors influencing motives which control
mans behavior at any particular point of time. In general, the different motives operate at
different times among different people and influence their behaviors. The process of
motivation studies the motives of individuals which cause different type of behavior.

Page | 34
Definition of Motivation

According to Edwin B Flippo, “Motivation is the process of attempting to influence others to


do their work through the possibility of gain or reward.”

The definition of motivation is to give reason, incentive, enthusiasm, or interest that causes a
specific action or certain behavior. Motivation is present in every life function. Simple acts
such as eating are motivated by hunger. Education is motivated by desire for knowledge..

Page | 35
Definition of Employee Motivation

Motivating employees can be a manager's biggest challenge. Employee motivation is a key to


the overall effectiveness of an organization. An understanding of the applied psychology
within a workplace, also known as organizational behavior, can help achieve a highly
motivated workforce.

Employee motivation is the level of energy, commitment, and creativity that a company's
workers bring to their jobs. Whether the economy is growing or shrinking, finding ways to
motivate employees is always a management concern. Competing theories stress either
incentives or employee involvement (empowerment). Employee motivation can sometimes
be particularly problematic for small businesses. The owner has often spent years building a
company hands-on and therefore finds it difficult to delegate meaningful responsibilities to
others. But entrepreneurs should be mindful of such pitfalls: the effects of low employee
motivation on small businesses can be harmful. Such problems include complacency,
disinterest, even widespread discouragement. Such attitudes can cumulate into crises.

But the small business can also provide an ideal atmosphere for employee motivation:
employees see the results of their contributions directly; feedback is swift and visible. A
smoothly working and motivated work force also frees the owner from day-to-day chores for
thinking of long-term development. Furthermore, tangible and emotional reward can mean
retention of desirable employees. People thrive in creative work environments and want to
make a difference. Ideally the work result itself will give them a feeling of accomplishment
but well-structured reward and recognition programs can underline this consequence.

Page | 36
Significance of Motivation

Motivation involves getting the members of the group to pull weight effectively, to give their
loyalty to the group, to carry out properly the purpose of the organization. The following
results may be expected if the employees are properly motivated.
1. The workforce will be better satisfied if the management provides them with opportunities
to fulfill their physiological and psychological needs. The workers will cooperate voluntarily
with the management and will contribute their maximum towards the goals of the enterprise.
2. Workers will tend to be as efficient as possible by improving upon their skills and
knowledge so that they are able to contribute to the progress of the organization. This will
also result in increased productivity.
3. The rates of labor’s turnover and absenteeism among the workers will be low.
4. There will be good human relations in the organization as friction among the workers
themselves and between the workers and the management will decrease.
5. The number of complaints and grievances will come down. Accident will also be low.
6. There will be increase in the quantity and quality of products. Wastage and scrap will be
less. Better quality of products will also increase the public image of the business.

Page | 37
Motivation Process.

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

Page | 38
Abraham H Maslow Need Hierarchy or Deficient theory of Motivation.

The intellectual basis for most of motivation thinking has been provided by behavioral
scientists, A.H Maslow and Frederick Heizberg, whose published works are the “Bible of
Motivation”. Although Maslow himself did not apply his theory to industrial situation, it has
wide impact for beyond academic circles. Douglous Mac Gregor has used Maslow’s theory to
interpret specific problems in personnel administration and industrial relations.
The crux of Maslow’s theory is that human needs are arranged in hierarchy composed of five
categories. The lowest level needs are physiological and the highest levels are the self
actualization needs. Maslow starts with the formation that man is a wanting animal with a
hierarchy of needs of which some are lower ins scale and some are in a higher scale or system
of values. As the lower needs are satisfied, higher needs emerge. Higher needs cannot be
satisfied unless lower needs are fulfilled. A satisfied need is not a motivator. This resembles
the standard economic theory of diminishing returns. The hierarchy of needs at work in the
individual is today a routine tool of personnel trade and when these needs are active, they act
as powerful conditioners of behavior- as Motivators. Hierarchy of needs; the main needs of
men are five. They are physiological needs, safety needs, social needs, ego needs and self
actualization needs, as shown in order of their importance.

Page | 39
The above five basic needs are regarded as striving needs which make a person do things.
The first model indicates the ranking of different needs. The second is more helpful in
indicating how the satisfaction of the higher needs is based on the satisfaction of lower
needs. It also shows how the number of person who has experienced the fulfillment of
thehigher needs gradually tapers off

Physiological or Body Needs: - The individual move up the ladder responding first to the
physiological needs for nourishment, clothing and shelter. These physical needs must be
equated with pay rate, pay practices and to an extent with physical condition of the job.

Page | 40
Safety: - The next in order of needs is safety needs, the need to be free from danger, either
from other people or from environment. The individual want to assured, once his bodily
needs are satisfied, that they are secure and will continue to be satisfied for foreseeable
feature. The safety needs may take the form of job security, security against disease,
misfortune, old age etc as also against industrial injury. Such needs are generally met by
safety laws, measure of social security, protective labor laws and collective agreements.

Social needs: - Going up the scale of needs the individual feels the desire to work in a
cohesive group and develop a sense of belonging and identification with a group. He feels the
need to love and be loved and the need to belong and be identified with a group. In a large
organization it is not easy to build up social relations. However close relationship can be built
up with at least some fellow workers. Every employee wants too feel that he is wanted or
accepted and that he is not an alien facing a hostile group.

Ego or Esteem Needs: - These needs are reflected in our desire for status and recognition,
respect and prestige in the work group or work place such as is conferred by the recognition
of ones merit by promotion, by participation in management and by fulfillment of workers
urge for self expression. Some of the needs relate to ones esteem
e.g.; need for achievement, self confidence, knowledge, competence etc. On the job, this
means praise for a job but more important it means a feeling by employee that at all times he
has the respect of his supervisor as a person and as a contributor to the organizational goals.
Self realization or Actualization needs: - This upper level need is one which when satisfied
provide insights to support future research regarding strategic guidance for organization that
are both providing and using reward/recognition programs makes the employee give up the
dependence on others or on the environment. He becomes growth oriented, self oriented,
directed, detached and creative. This need reflects a state defined in terms of the extent to
which an individual attains his personnel goal. This is the need which totally lies within
oneself and there is no demand from any external situation or person.

Page | 41
Types of Motivation.

Intrinsic motivation occurs when people are internally motivated to do something because it
either brings them pleasure, they think it is important, or they feel that what they are
learning is morally significant.

Extrinsic motivation comes into play when a student is compelled to do something or act a
certain way because of factors external to him or her (like money or good grades)

Incentives

An incentive is something which stimulates a person towards some goal. It activates human
needs and creates the desire to work. Thus, an incentive is a means of motivation. In
organizations, increase in incentive leads to better performance and vice versa.

Need for Incentives


Man is a wanting animal. He continues to want something or other. He is never fully
satisfied. If one need is satisfied, the other need need arises. In order to motivate the
employees, the management should try to satisfy their needs. For this purpose, both financial
and non financial incentives may be used by the management to motivate the workers.
Financial incentives or motivators are those which are associated with money. They include
wages and salaries, fringe benefits, bonus, retirement benefits etc. Non financial motivators
are those which are not associated with monetary rewards. They include intangible
incentives like ego-satisfaction, self-actualization and responsibility.

Page | 42
INCENTIVES

Financial Incentives
 Wages and Salaries.
 Bonus
 Medical reimbursement
 Insurance
 Housing facility
 Retirement benefits.

Non-financial incentives

 Competition
 Group recognition
 Job security
 Praise
 Knowledge of result
 Workers participation.
 Suggestion system.
 Opportunities for growth

Page | 43
Motivation is the key to performance improvement
There is an old saying you can take a horse to the water but you cannot force it to drink; it
will drink only if it's thirsty - so with people. They will do what they want to do or otherwise
motivated to do. Whether it is to excel on the workshop floor or in the 'ivory tower' they
must be motivated or driven to it, either by themselves or through external stimulus.
Are they born with the self-motivation or drive? Yes and no. If no, they can be motivated,
for motivation is a skill which can and must be learnt. This is essential for any business to
survive and succeed.
Performance is considered to be a function of ability and motivation, thus:

· Job performance =f(ability)(motivation)


Ability in turn depends on education, experience and training and its improvement is a slow
and long process. On the other hand motivation can be improved quickly. There are many
options and an uninitiated manager may not even know where to start. As a guideline, there
are broadly seven strategies for motivation.
There are broadly seven strategies for motivation.
· Positive reinforcement / high expectations
· Effective discipline and punishment
· Treating people fairly
· Satisfying employees needs
· Setting work related goals
· Restructuring jobs
· Base rewards on job performance
Essentially, there is a gap between an individual’s actual state and some desired state and the
manager tries to reduce this gap. Motivation is, in effect, a means to reduce and manipulate
this gap.

Page | 44
RESEARCH
METHODOLOGY:

Page | 45
REASEARCH METHODOLOGY

DEFINITION:

Research methodology is a systematic way of investigation directed to the discovery of some


facts by a careful study of subject, a course of critical and scientific inquiry.

(A) Research Process:


Define the problem and research objective.

Develop the research plan/research design.

Collect the information/data.

Analyze the information.

Present the finding.

Make the decision.

Page | 46
(B) Source of information:

 Primary Data: The data is collected for the first time hence is fresh and happens to be
original in nature.

 Secondary Data: The data is collected and processed information by some other
person or organization.

Primary Data are collected from employees of different departments of the company.

Secondary data are gathered from the official website of the company and from reference
books.

(C) Research Tool:

For the data collection I have used structured close-ended questionnaire questions.

(D) Method used for data collection:

Questionnaire and data available with the management.

 Formulation of objective:

After taken the project we formulate the objective

 Objectives of the study:

(I) Primary objective

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

(II) Secondary Objective.

1) To study the effect of monetary and non-monetary benefits provided by the


organization on the employee’s performance.

2 ) To study the effect of job promotions on employees.

Page | 47
3) To learn the employee’s satisfaction on the interpersonal relationship exists in the
organization.

4) To provide the practical suggestion for the improvement of organization’s


performance.

(E) Sample Size and Sampling Design:

Sample can be defined as the selection of a part or a group or an aggregate with a view in
obtaining information about the whole population.

For knowing the mind share of different employees we should target more population but
because of lack of time I took sample of 50 people and I have taken Simple Random
Sampling.

(F) Research Approach:

In this project the approach used was survey approach because the main objective of my
project was to know motivatinal level of employees.

(G) Survey Area:

I have covered different departments of the company for survey.

(H) Method of Contact:

The information was collected from respondents by personally asking them questions and
filling the questionnaire.

(I) Plan Analysis:

To minimize manual work of calculation help of computer has been taken. The whole work
was done on Microsoft word, and whole analysis was done on the Microsoft Excel and
graphical aids like pie charts and bar charts have been prepared for better understanding and
interpretation of data.

Page | 48
DATA ANALYSIS

AND

INTERPRETATION:

Page | 49
1. I feel secured as regards my earnings in this organization.

Response:

Serial
no. Particulars Number Of Respondents Percentage
A Strongly Agree 20 40
B Agree 26 52
C Neither Agree Nor Disagree 1 2
D Disagree 3 6
E Strongly Disagree 0 0
TOTAL 50 100

Graph:
60
52
50

40
40

30
Number Of Respondents

20 Percentage

10 6
2
0
0
Strongly Agree Neither Disagree Strongly
Agree Agree Nor Disagree
Disagree

Interpretation:

From the above diagram we can say that 52% of the employees agree that they
feel secured as regards to their earnings in this organization while 40% strongly
agree to the same.

Page | 50
2. I feel my job in this organization is secured until I act in accordance with the
organizational values and culture.

Response:

Serial
no. Particulars Number Of Respondents Percentage
A Strongly Agree 34 68
B Agree 16 32
C Neither Agree Nor Disagree 0 0
D Disagree 0 0
E Strongly Disagree 0 0
TOTAL 50 100

Graph:

0% 0% Strongly Agree
0%

Agree

32%
Neither Agree Nor
Disagree
Disagree

68%
Strongly Disagree

Interpretation:

68%% of the respondents strongly agree that their job in this organization is
secured until they act in accordance with the organizational value and culture,
while 32% agree with it.

Page | 51
3. Good physical working conditions are provided in the organization.

Response:

Serial
no. Particulars Number Of Respondents Percentage
A Strongly Agree 13 26
B Agree 27 54
C Neither Agree Nor Disagree 10 20
D Disagree 0 0
E Strongly Disagree 0 0
TOTAL 50 100

Graph:

60 54

50

40

30 26
20
20

10
0 0
0
Strongly Agree Neither Disagree Strongly
Agree Agree Nor Disagree
Disagree

Interpretation:

From the above diagram we can say that 54% of the employees agree that about
the good physical working conditions are provided in the organization where 26% strongly
agree, 20% neither agree nor disagree with it.

Page | 52
4. The employees in the organization feel secured in their job.

Response:

Serial
no. Particulars Number Of Respondents Percentage
A Strongly Agree 18 36
B Agree 30 60
C Neither Agree Nor Disagree 2 4
D Disagree 0 0
E Strongly Disagree 0 0
TOTAL 50 100

Graph:

70
60
60
50
40 36

30
20
10 4
0 0
0
Strongly Agree Neither Disagree Strongly
Agree Agree Nor Disagree
Disagree

Interpretation:

60% employees feel that they secured in their job in this organization, 36%
strongly agree and only 4% neither agree nor disagree with the same.

Page | 53
5. The retirement benefits available are sufficient.

Response:

Serial
no. Particulars Number Of Respondents Percentage
A Strongly Agree 4 8
B Agree 17 34
C Neither Agree Nor Disagree 17 34
D Disagree 11 22
E Strongly Disagree 1 2
TOTAL 50 100

Graph:

120

100

80

60

40

20
8 34 34 22 2 100
0
Strongly Agree Neither Disagree Strongly TOTAL
Agree Agree Nor Disagree
Disagree

Interpretation:

In the above diagram we can see that 34% agree and


34% neither agree nor disagree with the retirement
benefits available while 8% strongly agree and 22% disagree
with it.

Page | 54
6. The medical benefits provided in the organization are satisfactory.

Response:

Serial
no. Particulars Number Of Respondents Percentage
19 38
A Strongly Agree
29 58
B Agree
2 4
C Neither Agree Nor Disagree
0 0
D Disagree
0 0
E Strongly Disagree
TOTAL 50 100

Graph:

100%
90%
80%
70%
60%
50% 38 58 4
40%
30%
20%
10%
0% 0 0 0
Strongly Agree Neither Disagree Strongly
Agree Agree Nor Disagree
Disagree

Interpretation:

58% respondents agree that the medical benefits provided in the organization
are satisfactory, 38% strongly agree and 4% are moderate.

Page | 55
7. Visibility with top management is important to me.

Response:

Serial
no. Particulars Number Of Respondents Percentage
A Strongly Agree 17 34
B Agree 23 46
C Neither Agree Nor Disagree 0 0
D Disagree 10 20
E Strongly Disagree 0 0
TOTAL 50 100

Graph:

50 46
45
40 34
35
30
25
20 20
15
10
5
0 0
0
Strongly Agree
Agree Neither
Disagree
Agree Strongly
Nor Disagree
Disagree

Interpretation:

From the above diagram we can say that 52% of the employees agree that they
need Visibility with top management 34% strongly agree with it and 20% disagree.

Page | 56
8. I feel that my superior always recognizes the work done by me

Response:

Serial
no. Particulars Number Of Respondents Percentage
12 24
A Strongly Agree
16 32
B Agree
12 24
C Neither Agree Nor Disagree
10 20
D Disagree
0 0
E Strongly Disagree
TOTAL 50 100

Graph:

35 32
30
24
25 24
20 20
15
10
5
0
0
Strongly Agree
Agree Neither
Disagree
Agree Nor Strongly
Disagree Disagree

Interpretation:

From the above diagram we can say that 24% of the employees strongly agree,
32% agree, 24% neither agree nor disagree and 20% disagree regarding the
factthat their supervisior always recognizes the work done by them

Page | 57
9. I feel that the job I do gives me a good status.

Response:

Serial
no. Particulars Number Of Respondents Percentage
10 20
A Strongly Agree
30 60
B Agree
0 0
C Neither Agree Nor Disagree
9 18
D Disagree
1 2
E Strongly Disagree
TOTAL 50 100

Graph:

2% Strongly Agree

18% 20%
Agree

0%
Neither Agree Nor
Disagree
Disagree

Strongly Disagree

60%

Interpretation:

60% employees agree that the job they do gives them a good status, 20%
strongly agree, 18% hv neither agreed nor disagreed and only 2% strongly
disagree with it.

Page | 58
10. I am satisfied with the responsibility and role that I have in my work.

Response:

Serial
no. Particulars Number Of Respondents Percentage
14 28
A Strongly Agree
24 48
B Agree
12 24
C Neither Agree Nor Disagree
0 0
D Disagree
0 0
E Strongly Disagree
TOTAL 50 100

Graph:

80

70

60

50 48
40

30 28
24
20

10

0 0 0
Strongly Agree Agree Neither Agree Disagree Strongly
Nor Disagree Disagree

Interpretation:

48% of the employees have agreed that they are satisfied with the responsibility
and role they have in their work, 28% strongly agree and 24% strongly disagree
with the same.

Page | 59
11. The quality of the relationships in the informal workgroup is quite important to
me.

Response:

Serial
no. Particulars Number Of Respondents Percentage
8 16
A Strongly Agree
32 64
B Agree
10 20
C Neither Agree Nor Disagree
0 0
D Disagree
0 0
E Strongly Disagree
TOTAL 50 100

Graph:

70 64

60
50
40
30 20
16
20
10 0 0
0
Strongly Agree Neither Disagree Strongly
Agree Agree Nor Disagree
Disagree

Interpretation:

The quality of the relationships in the informal workgroup is quite important to most of the
employees as we can see in the above diagram 64% agree with it, 16% strongly agree and
205 are moderate.

Page | 60
12. I am satisfied with the support from the HR department.

Response:

Serial
no. Particulars Number Of Respondents Percentage
A Strongly Agree 10 20
B Agree 39 78
C Neither Agree Nor Disagree 1 2
D Disagree 0 0
E Strongly Disagree 0 0
TOTAL 50 100

Graph:

78
80
70
60
50
40
30 20
20
10 2 0 0
0
Strongly Agree Neither Disagree Strongly
Agree Agree Nor Disagree
Disagree

Interpretation: From the above diagram we can see that


78% of employees agree that they getsupport from the
HR department, 20% strongly agree and only 2% neither
agree nor disagree with it.

Page | 61
13. In this organization there is fair amount of team spirit.

Response:

Serial no. Particulars Number Of Respondents Percentage


A Strongly Agree 7 14
B Agree 20 40
C Neither Agree Nor Disagree 3 6
D Disagree 20 40
E Strongly Disagree 0 0
TOTAL 50 100

Graph:

40 40
40
35
30
25
20
14
15
10 6
5 0
0
Strongly Agree Neither Disagree Strongly
Agree Agree Nor Disagree
Disagree

Interpretation:

From the above diagram we can see that, 40% respondents agree with the fair
amount of team spirit, 14% strongly agree 6% are moderate and 40% disagree with it.

Page | 62
14. I want to be the best at my own job.

Response:

Serial
no. Particulars Number Of Respondents Percentage
A Strongly Agree 30 60
B Agree 18 36
C Neither Agree Nor Disagree 0 0
D Disagree 2 4
E Strongly Disagree 0 0
TOTAL 50 100

Graph:

60
60

50

40 36

30

20

10 4
0 0
0
Strongly Agree Neither Disagree Strongly
Agree Agree Nor Disagree
Disagree

Interpretation:

60% of the employees strongly agree that they want to be best at their own
job,36% agree and only 4% disagree with it.

Page | 63
15. I generally like to schedule my own work and to make job-related decisions with a
minimum of Supervision.
Response:

Serial
no. Particulars Number Of Respondents Percentage
A Strongly Agree 8 16
B Agree 24 48
C Neither Agree Nor Disagree 7 14
D Disagree 11 22
E Strongly Disagree 0 0
TOTAL 50 100

Graph:

60

50

40

30

20

10
16 48 14 22 0
0
Strongly Agree Agree Neither Agree Disagree Strongly
Nor Disagree Disagree

Interpretation:

Here in the above diagram it is seen that, 48% agree that they generally like to
schedule their own work and to make job-related decisions with a minimum of Supervision,
16% strongly agree, 14% are moderate and 22% disagree with it.

Page | 64
16. I find opportunities for advancement in this organization.

Response:

Serial
no. Particulars Number Of Respondents Percentage
A Strongly Agree 8 16
B Agree 20 40
C Neither Agree Nor Disagree 10 20
D Disagree 12 24
E Strongly Disagree 0 0
TOTAL 50 100

Graph:

40
40
35
30
24
25 20
20 16
15
10
5 0
0
Strongly Agree Neither Disagree Strongly
Agree Agree Nor Disagree
Disagree

Interpretation:

40% agree that they find opportunities for advancement in this organization, 24%
disagree, 16% strongly agree and 20% are moderate.

Page | 65
17. My aim is self-knowledge and enlightenment. The most important thing to me is
realizing my ultimate personal potential.
Response:

Serial
no. Particulars Number Of Respondents Percentage
A Strongly Agree 11 22
B Agree 19 38
C Neither Agree Nor Disagree 1 2
D Disagree 19 38
E Strongly Disagree 0 0
TOTAL 50 100

Graph:

Strongly Agree

38%
Agree
0%
2%
Neither Agree Nor
Disagree
0%
Disagree

38%
22% Strongly Disagree

Interpretation:

38% agree and 38% disagree that they aim self knowledge and enlightenment,
22% strongly agree while 2% are moderate about it.

Page | 66
FINDINGS:

Page | 67
FINDINGS

 There is a harmonious relationship is exist in the organization between employees


and management.
 The employees are really motivated by the management.
 The employees are satisfied with the present incentive plan of the company.
 Most of the workers agreed that the company is eager in recognizing and
acknowledging their work.
 The study reveals that there is a good relationship exists among employees.
 Majority of the employees agreed that there job security to their present job.
 The company is providing good safety measures for ensuring the employees safety
 From the study it is clear that most of employees agrees to the fact that performance
appraisal activities and support from the coworkers in helpful to get motivated.
 The study reveals that increase in the salary will motivates the employees more.
 ·The incentives and other benefits will influence the performance of the employees.

Page | 68
SUGGESTIONS
AND
RECOMMENDATIONS:

Page | 69
SUGGESTIONS

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

2. Non financial incentive plans should also be implemented; it can improve the
productivity level of the employees.

3. Organization should give importance to communication between employees and gain


co-ordination through it.

4. Skills of the employees should be appreciated.

5. Better carrier development opportunities should be given to the employees for their
improvement.

6. If the centralized system of management is changed to a decentralized one, then


there would be active and committed participation of staff for the success of the
organization

Page | 70
LIMITATIONS OF THE STUDY

The limitations of the study are the following:

 The data was collected through questionnaire. The responds from the respondents
may not be accurate.

 The sample taken for the study was only 50 and the results drawn may not be
accurate.

 Since the organization has strict control, it acts as another barrier for getting data.

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


o .
 Lack of experience of Researcher

 The information collected by observation method is very limited.

 The result would be varying according to the individuals as well as time.

 Some respondents hesitated to give the actual situation; they feared that management
would take any action against them.

Page | 71
Bibliography

Bibliography

1)L.M. Prasad, Organisational Behaviour

2)P. Subba Rao, Human resource management & Industrial Relations, Himalaya Publishing
House.

3)Organizational behaviour, Stephen P. Robbins

Websites

1) http://www.citehr.com/
2) http://www.wikipedia.org

Page | 72
Annexure

Page | 73
QUESTIONNAIRE ON EMPLOYEE MOTIVATION IN MICRO INKS

I, VINEETA S. BHATIA student of Masters of Human Resource Development, Department


of Human Resource Development, VNSGU doing project on “Employee Motivation in
Micro Inks”. You are kindly requested to fill up questionnaire; I assure you that this
information will be used only for research purpose.

1. I feel secured as regards my earnings in this organization.

a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree

2. I feel my job in this organization is secured until I act in accordance with the organizational values
and culture.

a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree

3. Good physical working conditions are provided in the organization.

a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree

Page | 74
4. The employees in the organization feel secured in their job.

a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree

5. The retirement benefits available are sufficient.

a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree

6. The medical benefits provided in the organization are satisfactory.

a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree

Page | 75
7. Visibility with top management is important to me.

a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree

8. I feel that my superior always recognizes the work done by me

a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree

9. I feel that the job I do gives me a good status.

a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree

Page | 76
10. I am satisfied with the responsibility and role that I have in my work.

a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree

11. The quality of the relationships in the informal workgroup is quite important to me.
.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree

12. I am satisfied with the support from the HR department.

a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree

Page | 77
13. In this organization there is fair amount of team spirit.

a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree

14. I want to be the best at my own job.

a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree

15. I generally like to schedule my own work and to make job-related decisions with a minimum of
supervision.

a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree

Page | 78
16. I find opportunities for advancement in this organization.

a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree

17. My aim is self-knowledge and enlightenment. The most important thing to me is realizing my
ultimate personal potential.

a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree

*****THANK YOU*****

Page | 79

Вам также может понравиться