Impact of Motivational Strategies on Employee Performance

A
Project Report On
“IMPACT OF MOTIVATIONAL STRATEGIES ON EMPLOYEES

PERFORMANCE AT RELIANCE INDUSTRY POLISTER FILAMENT YARN
MANIFACTURING UNIT IN NAGPUR”
Submitted for the Award of Degree of Master of Business Administration in Human Resource
Management under the faculty of Management of Yashvantrao Chavan Maharashtra Open
University, Nashik.
Submitted by
Ganesh M. Wadaskar
PRN NO. 2015017001866456
YCMOU District Center

Dhanwate National College
Center Code: (44150)
Session 2016-2017
1
YASHVANTRAO CHAVHAN MAHARASHTRA OPEN UNIVERSITY NASHIK
(M.S)
DEPARTMENT OF BUSINESS MANAGEMENT
Certificate
This is to certify that Ganesh M Wadaskar, a student of M.B.A Semester IV from Department
of Business Management, Yashvantrao Chavhan Maharashtra Open University Nashik for the session
2016- 2017, has completed his project work entitled “IMPACT OF MOTIVATIONAL
STRATEGIES ON EMPLOYEES PERFORMANCE AT RELIANCE INDUSTRY
POLYESTER FILAMENT YARN MANIFACTURING UNIT IN NAGPUR”under the guidance
of PROF. Dr. V.G.UKINKAR
This is bonafied work done by his in the session towards the fulfillment of requirement of the
award of degree in Masters of Business Administration by Yashvantrao
Chavhan Open University, Nashik.
Prof. Dr. V.G UKINKAR
(Project Guide)
Date:
2
DECLARATION
I hereby declare that the project work entitled “IMPACT OF MOTIVATIONAL

STRATEGIES ON EMPLOYEES PERFORMANCE AT RELIANCE INDUSTRY
POLISTER FILAMENT YARN MANIFACTURING UNIT IN NAGPUR” submitted to the
Yashvantrao Chavhan Maharashtra Open University Nashik, is a record of an original work
done by me under the guidance of PROF. Dr. V.G. UKINKAR.
This project work is submitted to Y.C.M.O.U. Nashik in the partial
fulfillment of the requirement of the degree of Master of Business Administration.The results
embodied in this project have not been submitted to any other University or Institute for the award
of any degree or diploma.
Date: Ganesh M Wadaskar
Place: MBA Semester IV
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ACKNOWLEDGEMENT
“Words have never expressed human sentiments. This is only an attempt to
express my deep gratitude which comes from my heart.” It is a great pleasure for me to
express my deep feeling of gratitude to my respected guide, for his great encouragement
& support to carry out my work.
I am thankful to PROF. Dr. V.G. UKINKAR for giving me his valuable guidance
and direction throughout the project. I express my wholehearted sense of gratitude and
indebtedness to my guide.
Last but not the least; I am thankful to my parents, colleagues and friends for their
direct & indirect help for completion of this work.
Ganesh M. Wadaskar
Y.C.M.O.U, Nashik
4
A SYNOPSIS
ON
“IMPACT OF MOTIVATIONAL STRATEGIES ON EMPLOYEES

PERFORMANCE AT RELIANCE INDUSTRY POLYESTER FILAMENT
YARN MANUFACTURING UNIT IN NAGPUR”
Submitted to
Yashwantrao Chavan Maharashtra Open University

School of Commerce and Management
Nashik
As partial fulfilment for the award of

Master of Business Administration
Submitted by
Ganesh M. Wadaskar
PRN NO. 2015017001866456
Under The Guidance by

Dr. V. G . Ukinkar
Through
The Coordinator
Study Centre Code 44150
For the Academic Year 2016-17
SUBJECT CODE :M.B.A. P79
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1) INTRODUCTION TO MOTIVATION:
Motivation is the activation or energization of goal-oriented behaviour. Motivation is said to
be intrinsic or extrinsic. The term is generally used for humans but, theoretically, it can also be used to
describe the causes for animal behaviour as well. According to various theories, motivation may be rooted
in the basic need to minimize physical pain and maximize pleasure, or it may include specific needs such as
eating and resting, or a desired object, hobby, goal, state of being, ideal, or it may be attributed to less-
apparent reasons such as altruism, selfishness, morality, or avoiding mortality. Motivation is operationally
defined as the inner force that drives individuals to accomplish personal and organizational goals.
“A predisposition to behave in a purposive manner to achieve specific, unmet needs (Buford, Bedeian, &
Lindner, 1995); an internal drive to satisfy an unsatisfied need (Higgins, 1994); and the will to achieve
(Bedeian, 1993).”
Workers in any organization need something to keep them working. Most times the salary of
the employee is enough to keep him or her working for an organization. However, sometimes just working
for salary is not enough for employees to stay at an organization. An employee must be motivated to work
for a company or organization. If no motivation is present in an employee, then that employee’s quality of
work or all work in general will deteriorate. Keeping an employee working at full potential is the ultimate
goal of employee motivation. There are many methods to help keep employees motivated. Some traditional
ways of motivating workers are placing them in competition with each other.
2) NEED OF THE PROJECT
Reliance Industries Ltd is a large Polyester Filament Yarn manufacturing unit based on Technology from
Uhde Inventa Fischer (Switzerland), which has an excellent record of making profits over a number of
years. It is an interesting subject to study the motivational strategies in such a large organization. It is felt
that an organization is concerned mainly with the activities going on during the office hours. The
employee’s responsibilities & various benefits go hand in hand.
Everything that an organization provides to an employee in & away from the office has a direct or
indirect effect on his performance. By providing better motivational strategies to the employees, the
organization can achieve the following results:
 Better performance of employees.
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 More devotion & dedication towards work.
 Reduced absenteeism.
 Voluntary participation in organizational activities.
 High productivity.
 Job Satisfaction.
3) SCOPE OF PROJECT:
The topic of motivation is central both in psychology and in the broad philosophical area where
philosophy of mind and action overlaps moral psychology and normative ethics. Whatever else motivation
is, it is manifested in our motives, and they in turn are crucial in explaining our actions, in appraising our
character, and, on some views, in determining the rationality of what we do. Many kinds of things have been
called motives: desires, emotions, attitudes, beliefs, and other common elements in human psychology, as
well as things that are only indirectly psychological, such as theft and competition, which entail essentially
motivated action but are not themselves motives. In part because of this diversity, it remains less than fully
clear what motivation is I believe, moreover, that even if we achieve a good account of it, important
questions will remain concerning its role in the philosophy of action and the theory of practical reason. The
study is dependent on the opinion expressed by the managers and staff of all the departments of the
Components Division that are working at RELIANCE INDUSTRY IN NAGPUR.
4) RESEARCH METHODOLOGY:
Research is an activity of scientific exploration of information, facts, and principles in adherence
with assumptions made for investigating new objects and methods.
Methodology is the study of typical procedures based on scientific principles which are systematically
and stepwise conducted. Hence Research methodology is systematic, scientific methodical exploration of
facts and information, collection of the same for the purpose of study and analysis in search of newer goals
and objectives.
Research Objective:
 To understand the concept of Motivation.
 To study Motivational Practices on Employees at the Work place.
 To study the effect of Motivational Practices on Employees in Reliance Company.
 To study the Awareness amongst the employees about various Motivational Strategies adopted by
the RELIANCE INDUSTRY POLYESTER FILAMENT YARN MANUFACTURING UNIT
NAGPUR.
 To understand the impact of Motivational Strategies on the employee Performance.
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5) BIBLIOGRAPHY
 www.Hradvice.com access on dated 24.01.17 ; Time 10:30 am

 www.citeHR.com access on dated 24.01.17 ; Time 02:35 pm
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INDEX
SR.NO. CHAPTER PLAN PAGE NO.
1 Introduction to Motivation 10-14

2 Company Profile 15-19
3 Research Methodology 20-26

4 Literature Review 27-32
5 Data Analysis &Interpretation 33-57
6 Motivational Strategies in Workplace 58-63

Motivational Strategies in Reliance Company
7 Conclusion 64-66
8 Recommendation 67-68
Bibliography 69-71
Annexure 72-76
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CHAPTER 1
INTRODUCTION TO
MOTIVATION
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They say, "Don't undo what you cannot redo". It is true in our day-to-day as well as in professional life.
If we cannot motivate people around us…
If we cannot motivate our employees…
If we cannot motivate our children…
Then, we are no one to demotivate them. If you cannot appreciate then you are no one to discourage
or criticize. There is a "Positive Side" of all incidents…of all acts and actions…of every experience. Even a
stopped watch also shows correct time…twice in a day. Lets accept the fact that none of us is perfect. We all
have space for improvement. We all need support to grow and excel in life and career. There are ways to
"Criticize"…ways to give "Feedback" by keeping in mind the "positives". But if you are using any of the
following syntax for giving feedback…then one day YOU will be alone in your department/organization,
such as. If…then But also Either… or Lets also accept that Human Resource Professionals are very poor in
"Human Behavior" and "Human Psychology" and this should be a must for all "Human Resource
Professionals". Lets understand that "One size does not fit all". Most companies have it all wrong. They
don't have to motivate their employees. They have to stop demotivating them. In this article we will
understand motivation; discuss the need for motivation; ways to motivations; expectations of employees and
what they don't want from you.
Motivation is the activation or energization of goal-oriented behavior. Motivation is said to be
intrinsic or extrinsic. The term is generally used for humans but, theoretically, it can also be used to describe
the causes for animal behavior as well. According to various theories, motivation may be rooted in the basic
need to minimize physical pain and maximize pleasure, or it may include specific needs such as eating and
resting, or a desired object, hobby, goal, state of being, ideal, or it may be attributed to less-apparent reasons
such as altruism, selfishness, morality, or avoiding mortality. motivation is operationally defined as the
inner force that drives individuals to accomplish personal and organizational goals.
“ Motivation has been defined as the psychological process that gives behavior purpose and direction
”
Kreitner 1995
“A predisposition to behave in a purposive manner to achieve specific, unmet needs (Buford,

Bedeian, & Lindner, 1995); an internal drive to satisfy an unsatisfied need (Higgins, 1994); and the will to
achieve (Bedeian, 1993).”
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Workers in any organization need something to keep them working. Most times the salary of the
employee is enough to keep him or her working for an organization. However, sometimes just working for
salary is not enough for employees to stay at an organization. An employee must be motivated to work for a
company or organization. If no motivation is present in an employee, then that employee’s quality of work
or all work in general will deteriorate. Keeping an employee working at full potential is the ultimate goal of
employee motivation. There are many methods to help keep employees motivated. Some traditional ways of
motivating workers are placing them in competition with each other.
Basic Principles to be kept in mind…while working on "Employee Motivation"
1. Motivating employees starts with motivating yourself: It's amazing how, if you hate your job, it seems
like everyone else does, too. If you are very stressed out, it seems like everyone else is, too. Enthusiasm is
contagious. If you're enthusiastic about your job, it's much easier for others to be, too. Also, if you're doing a
good job of taking care of yourself and your own job, you'll have much clearer perspective on how others
are doing in their job.
2. A great place to start learning about motivation is to start understanding your own motivations. The key
to helping to motivate your employees is to understand what motivates them. So what motivates you?
Consider, for example, time with family, recognition, a job well done, service, learning, etc. How is your
job configured to support your own motivations? What can you do to better motivate yourself?
3. Always work to align goals of the organization with goals of employees: As mentioned above,
employees can be all fired up about their work and be working very hard. However, if the results of their
work don't contribute to the goals of the organization, then the organization is not any better off than if the
employees were sitting on their hands -- maybe worse off! Therefore, it's critical that managers and
supervisors know what they want from their employees. These preferences should be worded in terms of
goals for the organization. Identifying the goals for the organization is usually done during strategic
planning. Whatever steps you take to support the motivation of your employees ensure that employees have
strong input to identifying their goals and that these goals are aligned with goals of the organization.
4. Key to supporting the motivation of your employees is understanding what motivates each of them:
Different things motivate each person. Whatever steps you take to support the motivation of your
employees, they should first include finding out what it is that really motivates each of your employees. You
can find this out by asking them, listening to them and observing them.
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5. Recognize that supporting employee motivation is a process, not a task: Organizations change all the
time, as do people. Indeed, it is an ongoing process to sustain an environment where employees can strongly
motivate themselves. If you look at sustaining employee motivation as an ongoing process, then you'll be
much more fulfilled and motivated yourself.
6. Support employee motivation by using organizational systems (for example, policies and procedures) --
don't just count on good intentions: Don't just count on cultivating strong interpersonal relationships with
employees to help motivate them. The nature of these relationships can change greatly, for example, during
times of stress. Instead, use reliable and comprehensive systems in the workplace to help motivate
employees. For example, establish compensation systems, employee performance systems, organizational
policies and procedures, etc., to support employee motivation. Also, establishing various systems and
structures helps ensure clear understanding and equitable treatment of employees.
Some common myths about employee motivation
Myth Number One: "I can motivate people"
If you can't motivate people anymore than you can empower them. Employees have to motivate and
empower themselves. However, you can set up an environment where they best motivate and empower
themselves. The key is knowing how to set up the environment for each of your employees.
Myth Number Two: -- "Money is a good motivator"
Certain things like money, a nice office and job security can help people from becoming less
motivated, but they usually don't help people to become more motivated. A key goal is to understand the
motivations of each of your employees.
Myth Number Three: "Fear is a damn good motivator"
Fear is a great motivator for a very short time. That's why a lot of yelling from the boss won't seem
to "light a spark under employees" for a very long time.
Myth Number Four: "I know what motivates me, so I know what motivates my employees"
Different people are motivated by different things. I may be greatly motivated by earning time away
from my job to spend more time with my family. You might be motivated much more by recognition of a
job well done. People are not motivated by the same things. Again, a key goal is to understand what
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motivates each of your employees.
Myth Number Five: "Increased job satisfaction means increased job performance"
Research shows this isn't necessarily true at all. Increased job satisfaction does not necessarily mean
increased job performance. If the goals of the organization are not aligned with the goals of employees, then
employees aren't effectively working toward the mission of the organization.
Myth Number Six: "I can't comprehend employee motivation -- it's a science"
There are some very basic steps you can take that will go a long way towards supporting your employees to
motivate themselves towards increased performance in their jobs.
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CHAPTER 2
COMPANY PROFILE
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Company profile:-
Reliance Industries Ltd, Nagpur Manufacturing Division :-

It is a Polyester Filament Yarn manufacturing unit based on Technology from Uhde Inventa Fischer
(Switzerland). It is situated at about 35 Km from Nagpur on Mumbai –Kolkata National highway no. 6.
The textile industry (also known in the United Kingdom and Australia as the Rag Trade) is a term used for
industries primarily concerned with the design or manufacture of clothing as well as the distribution and the
use of textiles.
Segments of Indian Textile Industry
Indian Textile Industry can essentially be categorized into two segments:-
1. Organised Textile Industry
2. Unorganised Textile Industry.
Unorganised sector is the dominant part in this industry which mainly utilizes the traditional practices in
cloth production and hence is labor incentive in nature. This industry is characterized by the production of
clothes either through weaving or spinning with the help
.
This sector is characterized by sophisticated mills where technologically advanced machineries are
utilized for mass production of textiles products.
 Sub-Sectoral Categorizations of Indian Textile Industry.
 Textile Industry based on fiber produced through manmade means of natural cotton.
 Yarn industry utilizing fiber or filament of the man made type.
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 Textile industry involved in the production of wool, its derivatives and final woolen product.
 Production, processing of Jute and the textile industry based on it.
 Textile industry involved in the mass production of natural silk along with derivative and
final product from silk.
Mission:-
 To further imbibe into our processes and practices to the definition of sustainability.
 To meet the needs of present without compromising the ability of future generation to meet their
needs.
 We realize that a responsible business, the circle of our sustainability must only grow wider.
Vision:-
 Through sustainable measures, create value for the nation, enhance quality of life across the entire
socio-economic spectrum and help spread head India as a global leader in domain where we operate.
 Our growth and success are based on the core values of Care, Citizenship, Fairness, Honesty,
Integrity, Purposefulness, Respect, Responsibility, Safety and Trust.
Milestones achieved by RELIANCE:-
 During the year, Reliance signed an agreement to acquire certain polyester (capacity) assets of Hualon,
Malaysia in 2008.
 Value creation through integration - A landmark merger of Indian Petrochemicals Corporation Limited
(IPCL) with Reliance Industries Ltd. (RIL) has been completed.
 Reliance Retail entered the organised retail market in India with the launch of its convenience store
format under the brand name of ‘Reliance Fresh’ in 2007.
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 Reliance becomes India's first private sector enterprise to cross US$2 billion profit mark in 2006.
 Reliance Industries Limited (RIL) emerged as the 'Petrochemicals Company of the Year' at the
prestigious sixth annual Platts Global Energy Awards ceremony in New York, USA in 2004.
 World's largest grassroots refinery
 India's largest port with capacity of 50 million tpa
 World's largest PX Plant of 1.4 million tpa
 World's largest PP plant of 0.6 million tpa
 Captive power plant of over 300 MW
 World-class product handling, storage, and despatch facilities
 Reliance started commercial production of 27 million tpa refinery, the 5th largest in the world
Reliance has consolidated its position as India’s Largest Exporter of Synthetic Blended Yarns
The market for polyester blend is huge & growing at a fast clip. Reliance’s PSF is emerging as the preferred
option for cotton, rayon and acrylic blends.
We have emerged as the country’s pre-eminent exporter of the synthetic blended yarns with a significant
market share. We export to more than 60 countries in EUROPE, SOUTH-EAST ASIA, AFRICA, THE
MIDDLE EAST, AND THE MEDITERRANEAN AND LATIN AMERICA. A testimony to the impeccable
quality and consistency of products.
For company, exports will continue to be an important thrust area. We have drawn up an ambitious plan to
ensure a sustained and accelerated export growth in next 5 years. In this context, they are not only
researching new blends, also exploring new markets in Latin America, Argentina, Brazil, Columbia,
Venezuela, Africa and SAARC countries. Such as Sri Lanka, Nepal, Bangladesh, Maldives.
MOUDA PLANT:-
In 1995 another ambition project followed with the setting up of the Integrated Polyester Complex
at Mouda near Nagpur, Maharashtra. Set up with technical collaboration with DuPont of USA for partially
Oriented Yarn (POY). And Toyobo of Japan for Polyester Staple Fiber (PSF), Mouda also produces Draw
Textured Yarn (DTY), Fully Drawn Yarn (FDY), and spun yarn and polyester chips.
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Mouda has an installed capacity to produce 600000 MT of PSF/POY/FDY/DTY and fiber grade
chips. The spindle for producing spun yarn. Continuous efficiency improvement measures have increased
the ring frame productivity to 45 metric tones per day. But most importantly the stringent quality standards
have earned Mouda the ISO 9002 Certification by SGS Yarsley, UK.
But of all, the quality of the fiber conforms to international benchmarks. Recent studies have
confirmed that yarns made from Reliance conform to the Zellwegar Uster Global benchmark norm (5%
statistics) consistently, even at the highest spindling speed.
Reliance Synthetics (I) Ltd is not the only company of this group in India. Its subsidiary
UNIWORTH has two units at Mouda, Nagpur viz. M/S WOOLWORTH INDIA LTD. and M/S
FABWORTH INDIA LTD.
RELIANCE’S Product range:-
The company basically produces five different products
1. Polyester staple fiber
2. Partially oriented yarns
3. Draw Texturised yarn
4. Fully drawn yarn
5. Polyester chips
Quality:-
Quality is very important to keep a lasting image of the company. For this it is very much essential
that there should be awareness among the staff as well as the workers. M/S Reliance Synthetic (I) Ltd has
taken care of this fact and slogan like “QUALITY IS THE HEARTBEAT OF PRODUCTION” is displayed
in the plant area. The company has a unique quality policy.
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Safety :-
Safety of the workers is also a prime factor for M/S Reliance Synthetics (I) Ltd. For this the workers are
provide with eye goggles, masks, hand gloves & ear plugs. Also various posters with safety slogan like
“PRODUCTION IS MUST BUT SAFETY IS FIRST” ,“WHERE THERE IS SAFETY THERE IS HAPPINESS.” &
“DON’T DISREGARD SAFETY EVER & ACCIDENTS WILL HAPPEN EVER” can be seen in many places in the
plant
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CHAPTER 3
RESEARCH METHODOLOGY
21
LIMITATIONS OF THE STUDY
 The Study was conducted only for a very short period of time.
 Sometimes there was unwillingness of the Employees to share some of the information.
 Interactions with Respondents were limited to a specific duration because of their busy schedule.
 This study was concerned with the Employees performance within set period and does not involve anything
regarding the previous performance.
The time & cost play an important role when one goes for a particular study. Due to the time & cost
constrains, large sample was not taken
RESEARCH METHODOLOGY
According to Kerlinger,
“Research Design is a plan. Structure, and strategy of investigation conceived so as to obtain
answer to research questions and to control variance”
According to Green & Tull,
“A Research Design is a specific method and procedure for acquiring the information needed.
Its overall operational pattern or framework of the projects that stipulates what information is to be collected from
which sources by what procedures.”
Rationale Of Research:-
The reason behind selecting the topic is to analyze and know the opinion of employees
regarding the Awareness as well as Impact of Motivational Strategies on Employees Performance.
The main reason behind selecting the topic is to find out the loopholes in the Motivational
Practices and to modify the existing system.
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3.1 Objectives of the Study:-
1. To understand the concept of Motivation.

2. To study Motivational Practices on Employees at the Work place.
3. To study the effect of Motivational Practices on Employees in Reliance Company.
4. To study the Awareness amongst the employees about various motivational strategies adopted by the Reliance
Industries Polister filament yarn manufacturing unit Nagpur.
5. To understand the impact of Motivational Strategies on the employee Performance.
3.2 Research Technique:-

Descriptive research is concerned with describing the characteristics of a particular group. The
type of Research was Descriptive. It aimed at identifying the critical parameters on the Implementation of the various
Motivational Strategies in Reliance Industry. This study also aim at identifying the employee requirements with
respect to their job satisfaction through motivation & give certain conclusions which can help in improving the system
in the company & extensive literature review lead to identification of attributes related to Motivational Strategies
which could influence Employees attitude.
Descriptive research in this project includes:-
 Formulating the research objective of the project
 Selecting the source
 Processing and analyzing the data
 Defining solution of the problem
 Finding and conclusion oriented.
A descriptive research design is selected by the researcher as in the project “Impact of

Motivational Strategies on Employee Performance”, descriptive study is undertaken in many circumstances. When
researcher is interested in knowing the characteristics of the groups such as age , sex, educational level, occupation or
income, the proportion of a given population who have behaved in a particular manner; making projection of a certain
things ;or determining the relationship between two or more variables, descriptive study may be necessary.
Sampling Plan
“Sampling research studies is to make generalizations or draw inferences regarding the population, based on the
study of a part of the population i.e. the sample.
Universe:- “Universe is the sum total of the elements about which some information is desired and inferences are
to be drawn.” This Research study was confined to people of the Company Reliance. The Universe i.e. the Population
is constituted of nearly 340 Employees of the Organization out of which the Sample was selected.
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Sampling Frame :- Researcher has collected the data from database maintained by the company and also
by the survey conducted.
Sample Unit :- Since my project is to know the opinion of employees regarding the Awareness of
Motivational Strategies and its impact on Employee Performance in the Reliance Company. So Lower level
Management and company executives are taken as sample unit and were given questionnaire.
Sample :- A Sample is that group of elements of population specifically selected for the study so as to find out
something about the population from which it is taken. The Sample included the Labors, Typists, Clerks, Section In
charges as well as Managers of the Company. When only a section of the population is utilized for data collection, it
is called as a Sample Survey.”
Sample Size :- “It is the size of the sample that corresponds to the population.” In this Research Study, the
Sample Size was 70.
50 Lower Management, 20 Top Management Executives.
This Research Study included two Questionnaires as Research Instruments. One for all the
levels of the Employees to study the Awareness of Motivational Strategies to the Employees and the other one
exclusively for the Top Management to study the Impact of Motivational Strategies on Employee Performance.
For Questionnaire 1, Sample Size -20
Census Method :-
Enumeration of populations usually recording identities of all persons in every place of residence with age or date of
Birth, Sex, Occupation, National Origin, Language, Marital Status, Income, Relation to the head of household,
Information on the dwelling place, Education, Literacy, Health Related Data ( Permanent Disability) etc. “Numbering
of the People or A periodic Count of the People”
Since the number of Top Management Executives of the Company were limited to 20. Census Method was used.
For Questionnaire 2, Sample Size -50

Type of Sampling Method Used :-
Probability Sampling Method :- A probability sampling method is any method of sampling that utilizes
some form of random selection. In order to have a random selection method, you must set up some process
or procedure that assures that the different units in your population have equal probabilities of being chosen.
Humans have long practiced various forms of random selection, such as picking a name out of a hat, or
choosing the short straw. These days, we tend to use computers as the mechanism for generating random
numbers as the basis for random selection.
Simple Random Sampling :-Its one of the type of Probability Sampling Method. In a simple random sample
('SRS') of a given size, all such subsets of the frame are given an equal probability. Each element of the
24
frame thus has an equal probability of selection: the frame is not subdivided or partitioned. Furthermore, any
given pair of elements has the same chance of selection as any other such pair (and similarly for triples, and
so on).
Lottery Sampling :- In this Method, Each of the N population members is assigned a unique number. The numbers are
written on chits and placed in a bowl and thoroughly mixed. Then, a blind-folded researcher selects n numbers.
Population members having the selected numbers are included in the sample.
In this Research Study, I have used the Lottery Simple Random Sampling Method so a to get the 50 Sample Size from
the Lower Management.
SOURCES OF DATA COLLECTION :-
As some Authors have rightly said:

“A good operating rule is to consider a survey akin to a surgery –to be used only after all other possibilities have been
exhausted” While making this Project the sources used for the collection of data are as follows: -
I)PRIMARY DATA :- Primary Data are collected at first hand, either by the Researcher or by someone else
especially for the purpose of the study.
Sources of Primary Data
(i) Observation Method
According to C.A. Moser,

“In strict sense an observation may fairly be called as the method of scientific enquiry, which
implies use of eyes rather than the ear and voice”
Method of observation was an Unstructured Observation Method.
i) Questionnaire Method
“The Communication method, in effect is the method of designing Questionnaire with a view to
collect the requisite information. Questionnaire are used primarily in making status studies of current practices and in
conducting opinion polls and surveying attitudes.”
Type of Questionnaire Used :-
A) Close ended Questionnaire:-
The Closed ended Questionnaire is that Questionnaire in which the questions are provided
with a fixed number of options as a result of which the answer gets closed to a few options.
In this Research Study, Researcher has used two Questionnaires. One for all the levels of
25
Employees to study the Awareness of Motivational Strategies among the Employees whereas the other one only for
the Top Management so as to evaluate the Impact of Motivational Strategies on Employees Performance. A Five
Point Rating Scale was being used to collect the Data.
Administration of Questionnaire: The questionnaires were distributed among the eligible participant & their
immediate superior separately & were to be filled by them. The researcher explained the questions to the participants
who were having implications in the given questions & helped in filling up the questionnaire. The questionnaires were
collected later on further analysis. This research includes two questionnaires having 10 questions each. Questionnaire
1 is distributed among 20 Employees of the Top Management & the other one is distributed among 50 employees of
all the Levels.
CONTACT METHOD-: It’s a type of method through which the researcher is able to make contact with individuals.
Personal contact method is used for the survey i.e. data collection. Apart from this the informal discussion with the
employees and workers of Reliance Company also helped in collection of valuable information.
Design of Questionnaires:
Questionnaire 1:- It was designed on the basis of variables for Awareness of Motivational Strategies. Five point
rating scale was used for questionnaire.
10 questions are made on these variables. The variables are namely
1. Awareness
2. Need for Third Party
3. Top Management Investment
4. Recognition
5. Satisfied with the Current System
6. Up gradation
7. Important Part
8. Appreciation
9. Improvement
10. Scope
Questionnaire 2:- It was designed on the basis of variables for Studying the Impact of Motivational Strategies on
Employees Performance. Five point rating scale was used for questionnaire.
10 questions are made on these variables. The variables are namely
1. Turnover
2. Quality
3. Strikes
4. Quantity
5. Cost
6. Employee Turnover
26
7. Grievances
8. Productivity
9. Accidents
10. Satisfaction
The questionnaires use the following 5point rating scale.
1 -Strongly disagree
2 -disagree
3 -Doubtful
4 -Agree
5 -Strongly Agree
iii) Interview Method
Personal Interview:-
According to C William Emory,
“ It’s a two way purposeful conversation initiated by an interviewer to obtain information that
is relevant to some Research purpose”
II) SECONDARY DATA:-
“Any data, which have been earlier used for some other purpose, are Secondary Data.”
The Researcher had the following Sources of Secondary Data :
1) Scholarly Journals
2) Books
3) Websites
27
CHAPTER 4
LITERATURE
REVIEW
28
LITERATURE REVIEW
So far, very little has been said about this area of interest, which makes it challenging to source for
information and present something new. A lot has been said about internal factors that affect employee motivation
and there are certain theories of motivation and we found out about this by browsing on internet, interviewing
people as well reading books, articles and journals that researchers have been able to tackle the issues of
employee motivation with the internal factors that may affect it. Examples of such factors could be job
satisfaction, job security, pay and much more. Still in the crave for the search on what has been said on employee
motivation, it has been found out that a company’s legitimacy can be affected by the company’s activities which
we believe could have an adverse effect on such a company’s employee motivation. However, certain theories
found that employees are not solely motivated by money but by other motivating factors. Managers therefore
changed their ways of thinking about employees and this could be seen in the research conducted by Elton Mayo
from 1924 to 1932 called the Hawthorne Studies. The Hawthorne Studies began the human relations approach to
management, whereby the needs and motivation of employees became the primary focus of managers (Bedeian,
1993). These studies made a number of researcher’s to do a further study on what actually motivates employees
thereby coming up with motivational approaches.
4)
5) Author “Dimitris Manolopoulos” has researched on the Title “An evaluation of employee motivation in the
extended public sector in Greece” ; & included in the Journal: Employee Relations ; Year: 2008; Volume:
30; Issue: 1; Page: 63 – 85; ISSN: 0142-5455 ;DOI: 10.1108/01425450810835428 & Publisher: Emerald
Group Publishing Limited. The purpose of this paper was to advance the understanding of the relationships
between work motivation and organizational performance in the extended public sector, by testing empirically
common elements of existing theoretical frameworks. The Design/methodology/approach used by the Author
was a unique questionnaire-based survey in three organizations/ corporations where the state is the major
stakeholder. Of the 1,000 questionnaires distributed, 454 were returned and included in the analysis. By using
descriptive statistics the provision of extrinsic rewards and intrinsic motives in the extended public sector of
Greece was identified. Findings have shown that the public sector in Greece is more likely to provide
extrinsic than intrinsic rewards, however the latter seems to be related to better organizational outcomes. Both
individuals' ability and demographic characteristics are core determinants of employees' motivational
preferences.; Research limitations/implications– The core of this paper tests empirically the relationship
between intrinsic and extrinsic motivation with performance in a country of EU “periphery”. Practical
implications– Organizational leaders and public management in Greece need to conceive work motivation as
a complex system and recognize the importance of intrinsic incentives.
6)
29
7) Author(s) “Rune Bjerke, Nicholas Ind, Donatella De Paoli” researched on the Title “The impact of
aesthetics on employee satisfaction and motivation” ; Journal: EuroMed Journal of Business; Year: 2007;
Volume: 2;Issue: 1; Page: 57 – 73; ISSN: 1450-2194 ;DOI: 10.1108/14502190710749956 ;Publisher:
Emerald Group Publishing Limited ; Purpose – This paper has been set out to explore the impact of aesthetics
on employee satisfaction and motivation. The paper was based on organizational aesthetics & organizational
culture theory and interviews with employees at Norwegian telecommunications company
Telenor – a significant investor in art, design and architecture. Findings –There was potential connections
between artifacts (as an expression of organizational culture) and employee satisfaction, identity, mood,
creativity and motivation. Aesthetics seems to be particularly important to employees working with the
business segment because of the face-to-face interaction between employees and customers. It appeared that
the “visual Telenor” influences employees' identification with the organization.
8) The organizations main aim was to achieve certain objectives and to make profit, they
sometimes go against the interests of customers, employees, shareholders, communities and ecological
consideration like in the case of Shell, H&M and Coca Cola. Managers put certain motivating factors in place
because motivated employees help organizations to survive and are also more productive, motivated
employees perform their duties better than the non- motivated ones. Managers therefore have to find out what
actually motivates their subordinates in relation to their job. However, certain developments have been made
by recent researchers in order to ensure that workers are motivated to perform their duties properly.
According to Peter S. Cohan (2003, 53), ‘Valuing human relationships means treating people with respect so
that they achieve their full potential consistent with the company’s interests’. He went on to say that when a
business is expanding, treating people with esteem is imperative since the business needs to attract as well as
encourage the right kinds of people. To some extent, treating people with respect should be a usual attribute
of a manager. It is therefore understood by most motivation theorists that motivation is involved in the
performance of all learned responses; that is, a learned activity will not transpire unless it is thrilled to do so.
We have been able to explain the link between the organization and the employee, so also there is a stronger
link between the employee and her motivation. The employees do have one thing or the other that they
believe could motivate them to work, it might be what they are used to from their previous experience or what
triggers the action out of them to work the way they ought to. So therefore, the organization must be able to
notice the factors that trigger the motivation of their employees individually.
9) Authors namely Fashakin, Teniola Abiodun Odumade, Adebola Oluwatosin have researched on the
Title “Effects of the External Consequences of Organizational Activities on Employee Motivation” Research
Questions: How Do the External Consequences of Organizational Activities Affect Employee Motivation?
And the method of the Research was selected looking into 3 different but inter-related issues organizational
activities, external consequences and employee motivation. And so, they collated data using the secondary as
well as the primary sources of data. Their secondary data included a review of the literature which is to
enlighten them on what has been studied about their topic while the primary data encompassed gathering data
by constructing a questionnaire, conducting interviews, and also organizing focus groups; all of these to aid
30
giving answer(s) to their research questions. Findings: From the research conducted, they were able to get a
proof that there is a strong link between organization’s activities, the external consequences of such activities
as well as how the relationship between these two affects employee motivation. We have been able to
establish the fact that employees also look outside their organization for incentives that could enable them to
perform their duties properly.
10) Author ‘Maren Bassy’ has researched on the Title “Motivation and Work -Investigation and Analysis of
Motivation Factors at Work”; Background of Research involved Employees acting towards company goals
and having a strong desire to remain in the organization are very important for the success of a company. In
order to generate such organizational commitment from the employees, the knowledge about what motivates
and satisfies them is essential. The purpose of this thesis was to investigate and analyze the factors which
motivate employees, under consideration of individual characteristics. Limitation of the study were Age,
gender, marital status, work area, position and the years a person has been working in the company. Literature
research as well as a practical survey consisting of mail questionnaires and personal interviews were carried
out in order to best serve the purpose of this thesis. Results of the Study were Skills, task identity, task
significance, autonomy, feedback, environment, job security, and compensation are important factors for the
motivation of employees. Taking into consideration the extent to which these factors were present at work and
the employees' satisfaction with this state, differences regarding all examined individual characteristics were
recognizable. Moreover, the investigation of the importance attributed to these factors by the employees
revealed no differences with regard to the individual characteristics, except for the years an employee has
been working in the company. In addition, several factors, which may cause a higher motivation and job
satisfaction in the selected company, have been identified in terms of the individual characteristics. Thereby,
for all employees, the feedback represents the factor with the highest motivation potential.
11) Authors ‘Reena Ali and M. Shakil Ahmed’ have researched on the Title “The Impact Of Reward And
Recognition Programs On Employee’s Motivation And Satisfaction -A Co Relational Study” Purpose of This
study highlighted the impact of reward and recognition programs on employee’s motivation and satisfaction
.The study was conducted from October till December,2008; Research Methodology: the Sample chosen for
the study is 80 employees of UNILEVER companies. Findings of the Study involved the factors affecting
satisfaction were identified; payment (0.86**), promotion (0.74**), working condition (0.61**),
personal(0.37*) as Analysis showed immense support for positive relationship between REWARD and
EMPLOYEE SATISFICTION. All these results are statistically significant thus providing rigor and
generalizability in research. This exploratory study suggests for the positive relationship between reward and
satisfaction.
12) Author ‘Mohammed S. Chowdhury’ has researched on the Title “Enhancing motivation and work
performance of the salespeople: the impact of supervisors’ behavior”;Department of Business and
31
Accounting, School of Career and Applied Studies, Touro College, NY 27-33 West 23rd Street, NY, NY
10010. Accepted 28, November 2007;Purpose of This study examined the importance of authoritarian and
positive achievement motivation behavior of the supervisors in enhancing salespeople’s motivation and work
performance; Research Methodology: Survey data was collected from all 105 sales employees in two retail
organizations. Supervisors’ ratings were collected on all 105 of the salespersons. All hypotheses were tested
using regression analysis and Pearson correlations controlling for background variables of gender, marital
status, and ethnicity. The findings indicated that to the extent that supervisors engaged in positive
motivational behaviors, salespersons’ intrinsic motivations were increased, which, in turn, increased their
performance.
13) Authors “Sarah Beecham, Nathan Baddoo, Tracy Hall, Hugh Robinson and Helen Sharp” have together
researched on the Title “Motivation in Software Engineering: A systematic literature review”; School of
Computer Science, University of Hertfordshire, Purpose: In this paper, the researcher presented a systematic
literature review of motivation in Software Engineering. The objective of this review was to plot the
landscape of current reported knowledge in terms of what motivates developers, what de-motivates them and
how existing models address motivation; Research Methodology: They performed a systematic literature
review of peer reviewed published studies that focus on motivation in Software Engineering. Systematic
reviews were well established in medical research and were used to systematically analyze the literature
addressing specific research questions. Findings of the Study involved 92 papers related to motivation in
Software Engineering. Fifty-six percent of the studies reported that Software Engineers are distinguishable
from other occupational groups. Their findings suggested that Software Engineers were likely to be motivated
according to three related factors: their ‘characteristics’ (for example, their need for variety); internal
‘controls’ (for example, their personality) and external ‘moderators’ (for example, their career stage). The
literature indicated that de-motivated engineers may leave the organization or take more sick-leave, while
motivated engineers will increase their productivity and remain longer in the organization. Aspects of the job
that motivate Software Engineers included problem solving, working to benefit others and technical
challenge. Their key finding is that the published models of motivation in Software Engineering are disparate
and do not reflect the complex needs of Software Engineers in their career stages, cultural and environmental
settings; Conclusions: The literature on motivation in Software Engineering presented a conflicting and partial
picture of the area. It is clear that motivation was context dependent and varies from one engineer to another.
The most commonly cited motivator was the job itself, yet they found very little work on what is that
Software Engineers find motivating.
32
CHAPTER 5
DATA ANALYSIS &
INTERPRETATION
33
DATA ANALYSIS & INTERPRETATION
Data Analysis:-
Data analysis is a process of gathering, modeling, and transforming data with the goal of highlighting
useful information, suggesting conclusions, and supporting decision making. Data analysis has multiple facets and
approaches, encompassing diverse techniques under a variety of names, in different business, science, and social
science domains.
Analysis of data in general way involves a number of closely related operations which are performed
with the purpose of summarizing the collected data and organizing these in such a manner that they answer the
research question(s).
RESEARCH HYPOTHESIS:
What is Hypothesis?
Hypothesis is usually considered as the principal instrument in research .Its main function is to
carried out with the suggest new experiments and observation.Ordinarily, when one talks about hypothesis, one
simply means a mere assumptions or some supposition to be proved or disproved. But for a researcher hypothesis is a
formal question that he intends to resolve. Thus hypothesis may be defined as a proposition or a set of proposition set
forth as explanation for the occurrence of some specified group of phenomena either asserted merely as a provisional
conjecture to guide some investigation or accepted as a highly probable in the light of established facts.
TESTING OF HYPOTHESIS
Testing hypothesis consists of decision rules required for drawing probabilistic inferences about the
population parameters. The statement is tentative as it implies some assumption which may or may not be found valid
on verification. The act of verification involve testing the validity of such assumption which, when undertaken on the
basis of sample evidence, is called testing hypothesis.
Hypothesis:-
“The Motivational programs have a greater impact on all level of employees in the Reliance Industry provoking them
to perform more efficiently and effectively”.
Analysis Process:-
With the help of response which are getting from the Questionnaire calculate the average
value find out the central Tendency measures with the help of SYSTAT soft ware.
SYSTAT is a high value, integrated desktop statistics and graphic software package for
engineers and statistician. It provides a vast selection of reliable statistics and high quality scientific
and technical graphing options at its price point.
SYSTAT is a comprehensive statistics and graphic package. It can be used to manipulation
data, display graphics summaries, calculate numeric summaries, and test the validity of hypothesis
34
about the data.
Average: - It is also referred to as arithmetic mean, or simply mean. It is the most important measure of central
tendency, as it satisfies some important mathematical properties. Whether a set of data refers to a sample or a finite
population, mean is computed by taking the sum of all observations comprising the data set and dividing the sum by
the number of observations in the set.
Let us assume that we have the following variables: 7, 2, 11, 2, 8, 3 and 2.
Mean = 7+2+11+2+8+3+2/7 = 35/7 = 5.
In this process one column is of no. of employees & there is another rows consisting response given
by employee for each question. For each employee the average has been taken by
For,
Strongly agree=5
Agree=4
Neutral=3
Disagree=2
Strongly disagree=1
5.1 Demography of the Respondents :-

Respondent Employees of the Organization are differentiated on the basis of their corresponding age
profile, Tenure of Service & their Age Profile.
 Age Profile of Respondent Employees
Age in Yrs
21-30 yrs
51yrs & above 12%
22%
31-40yrs
17%
41-50yrs
49%
 Tenure of service of respondent employees
35
Tenure of Services
Beyond 31yrs Less than 5 yrs
18% 17%
6-10yrs
8%
21-30yrs
33%
11-20yrs
24%
 Salary Profile Of Respondent Employees
8001-
9000 Salary in Rs.
Rs.3001-4000
7001-8000 4%
8%
4%
6001-7000
13%
Rs.4001-5000
Rs.5001-6000 39%
32%
5.2 Understanding Awareness of Motivation Strategies
Analyzing survey data is an important and exciting step in the survey process. It is the time that you
may reveal important facts about the Employees, uncover trends that you might not otherwise have known existed, or
provide irrefutable facts to support your plans. By doing in-depth data comparisons, you can begin to identify
relationships between various data that will help you understand more about your respondents, and guide you towards
better decisions.
In this Study, Researcher has used two Questionnaires. One for all the levels of Employees to study
the Awareness of Motivation Strategies among Employees and the other for the Top Management so as to evaluate
36
the Impact of Motivational Strategies on Employees Performance. A Five Point Rating Scale was being used to
collect the Data.
5 4 3 2 1
Strongly agree=5
Agree=4
Neutral=3
Disagree=2
Strongly disagree=1
1. Awareness
AWARENESS
N of Cases 50
Minimum 1.000
Maximum 5.000
Arithmetic Mean 4.000
Standard Deviation 0.990
Mean : 4.000
95.00% Confidence Interval : 3.726 to 4.274
Assumed Standard Deviation : 0.990
Z : 7.142
37
30
20
Count
10
0
0 1 2 3 4 5 6
AWARENESS
Interpretation:
From the above Data & its corresponding graph, it can be interpreted that nearly 23 of the Employees
are agreeing to the statement, 17 strongly agree. 5 of the Employees are neutral to the above statement whereas the
remaining are disagreeing to the statement.
2. Need of Third Party
THIRDPARTY
N of Cases 50
Minimum 1.000
Maximum 5.000
Mean : 4.000
Z : 6.741
38
20
15
Count
10
0
0 1 2 3 4 5 6
THIRDPARTY
Interpretation:
are agreeing that a Third Party should conduct Motivational Programs in the Organization, Almost 17 strongly agree
to it. 7 of the Employees are neutral to the above statement whereas the remaining are disagreeing to the statement.
3. Investment by Top Management
INVESTMENT
N of Cases 50
Minimum 1.000
Maximum 5.000
Mean : 4.020
Z : 7.071
39
25
20
15
Count
10
0
0 1 2 3 4 5 6
INVESTMENT
Interpretation:
By analyzing the above Data & its corresponding graph, it can be interpreted that nearly 16 of the
Employees are agreeing to the statement, 20 strongly agree. 10 of the Employees are neutral to the above statement
whereas the remaining are disagreeing to the statement.
4. Recognition
RECOGNITION
N of Cases 50
Minimum 1.000
Maximum 5.000
40
Mean : 4.060
Z : 7.664
25
20
15
Count
10
0
0 1 2 3 4 5 6
RECOGNITION
Interpretation:
are agreeing to the statement, 22 strongly agree. 10 of the Employees are neutral to the above statement whereas the
remaining are disagreeing to the statement.
5. Satisfied with the Current System
SATISFIED
N of Cases 50
Minimum 1.000
Maximum 5.000
41
Mean : 4.140
Z : 8.503
25
20
15
Count
10
0
0 1 2 3 4 5 6
SATISFIED
Interpretation:
By analyzing the above Data & its corresponding graph, it can be interpreted that nearly 22 of the
Employees are agreeing to the statement strongly, 19 agree to it. 7 of the Employees are neutral to the above
statement whereas the remaining are disagreeing to the statement.
6. Up gradation
UPGRADATION
N of Cases 50
Minimum 1.000
Maximum 5.000
42
Mean : 4.160
Z : 8.994
25
20
15
Count
10
0
0 1 2 3 4 5 6
UPGRADATION
Interpretation:
are agreeing that Motivation Strategies are upgrading the employees, 18 strongly agree. 5 of the Employees are
neutral to the above statement whereas the remaining are disagreeing to the statement.
7. Important Part
IMPORTANT
N of Cases 50
Minimum 1.000
Maximum 5.000
43
Mean : 3.980
Z : 6.794
30
20
Count
10
0
0 1 2 3 4 5 6
IMPORTANT
Interpretation:
On the basis of the Data & its corresponding graph obtained, it can be interpreted that nearly 25 of the
7. Appreciation
APPRECIATION
N of Cases 50
Minimum 1.000
Maximum 5.000
44
Mean : 3.880
Z : 5.859
20
15
Count
10
0
0 1 2 3 4 5 6
APPRECIATION
Interpretation:
From the above Data & its corresponding graph, it can be interpreted that Majority of the Employees
are agreeing to the statement, 16 are of the opinion that Appreciation is done so as to motivate employees.10 of the
Employees are neutral to the above statement whereas the remaining are disagreeing to the statement.
9. Improvement
IMPROVEMENT
N of Cases 50
Minimum 1.000
Maximum 5.000
45
Mean : 4.000
Z : 7.001
25
20
15
Count
10
0
0 1 2 3 4 5 6
IMPROVEMENT
Interpretation:
By analyzing the above Data & its corresponding graph, it can be interpreted that almost 23 of the
10. Scope
SCOPE
N of Cases 50
Minimum 1.000
Maximum 5.000
46
Mean : 4.120

Z : 8.065
p-value : 0.000
25
20
15
Count
10
0
0 1 2 3 4 5 6
SCOPE
Interpretation:
are agreeing that the Motivational Strategies require further improvements whereas nearly 23 strongly agree to it. 9 of
the Employees are neutral to the above statement whereas the remaining are disagreeing to the statement
6.3 Understanding Impact of Motivational Strategies on Employee Performance
Analysis of data in general way involves a number of closely related operations which are performed
with the purpose of summarizing the collected data and organizing these in such a manner that they answer the
research questions.
The Second Questionnaire is distributed among all the employees so as to study the awareness of
Motivational Strategies in Shree Baidyanth Bhavan Pvt Ltd. A five Point Rating Scale was used to collect the Data.
5 4 3 2 1
Strongly agree=5
Agree=4
Neutral=3
47
Disagree=2
Strongly disagree=1
1) Turnover
TURNOVER
N of Cases 20
Minimum 1.000
Maximum 5.000
Mean : 3.500
Z : 1.811
6
Count
0
0 1 2 3 4 5 6
TURNOVER
Interpretation:
From the above Data & its corresponding graph, it can be interpreted that nearly 8 out 20 Top
Management Executives are agreeing that the Turnover of the Organization has enhanced considerably due to
Implementation of Motivational Strategies. 4 strongly agree to it whereas 4 of the Executives are neutral to the above
statement & remaining are disagreeing to the statement.
2 Quality
48
QUALITY
N of Cases 20
Minimum 2.000
Maximum 5.000
Mean : 3.800
Z : 3.560
4
Count
0
1 2 3 4 5 6
QUALITY
Interpretation:
From the above Data & its corresponding graph, it can be interpreted that nearly 12 Top Management
Executives totally agree that the Quality of the Products have improved. 6 are of neutral opinion whereas remaining
are disagreeing to the statement.
3 Strikes
STRIKES
N of Cases 20
Minimum 1.000
Maximum 5.000
49
Mean : 3.800
Z : 3.560
10
6
Count
0
0 1 2 3 4 5 6
STRIKES
Interpretation:
From the above Data & its corresponding graph, it can be interpreted that almost 9 Executives are of
the opinion that the number of strikes has shown a downward trend. 5 strongly agree to it whereas 4 of the Executives
are neutral to the above statement & remaining are disagreeing to the statement.
4 Quantity
QUANTITY
N of Cases 20
Minimum 2.000
Maximum 5.000
50
Mean : 4.050
Z : 5.294
6
Count
0
1 2 3 4 5 6
QUANTITY
Interpretation:
From the above Data & its corresponding graph, it can be interpreted that nearly 8 out 20 Top
Management Executives are of the opinion that the quantity of products produced is increasing day by day. 7 strongly
agree to it whereas 4 of the Executives are neutral to the above statement & remaining are disagreeing to the
statement.
5 Cost
COST
N of Cases 20
Minimum 1.000
Maximum 5.000
51
Mean : 3.650
Z : 2.669
5
Count
0
0 1 2 3 4 5 6
COST
Interpretation:
From the above Data & its corresponding graph, it can be interpreted that nearly 6 & 5 out 20 Top
Management Executives are of the opinion that manufacturing cost of products decreased considerably. 7 Executives
are neutral to the above statement & remaining is disagreeing to the statement.
6 Employee Turnover
EMPLOYEE TURNOVER
N of Cases 20
Minimum 2.000
Maximum 5.000
52
Mean : 4.050
Z : 5.685
12
10
8
Count
0
1 2 3 4 5 6
EMPLOYEETURNOVER
Interpretation:
From the above Data & its corresponding graph, it can be interpreted that almost 10 out 20 Top
Management Executives agree that th Employee turnover has reduced considerably.6 Executives strongly agree to it.
3 are neutral to the above statement & remaining are disagreeing to the statement.
7 Grievances
GRIEVANCES
N of Cases 20
Minimum 1.000
Maximum 5.000
53
Mean : 3.600
Z : 2.565
5
Count
0
0 1 2 3 4 5 6
GRIEVANCES
Interpretation:-
From the above Data & its corresponding graph, it can be interpreted that almost 11Top Management
Executives say that the grievances have decreased on account of Motivation Strategies being implemented.7
Executives are neutral to the above statement & remaining are disagreeing to the statement.
8 Productivity
PRODUCTIVITY
N of Cases 20
Minimum 1.000
Maximum 5.000
54
Mean : 3.950
Z : 4.046
12
10
8
Count
0
0 1 2 3 4 5 6
PRODUCTIVITY
Interpretation:
From the above Data & its corresponding graph, it can be interpreted that almost half of the Top
Management Executives agree that productivity of the Organization has improved. Only 5 Executives strongly agree
to it. 2 are neutral to the above statement & remaining are disagreeing to the statement.
9 Accidents
ACCIDENTS
N of Cases 20
Minimum 2.000
Maximum 5.000
55
Mean : 3.900
Z : 3.942
5
Count
0
1 2 3 4 5 6
ACCIDENTS
Interpretation:
From the above Data & its corresponding graph, it can be interpreted that 7 of the Top Management
Executives strongly agree that the accidents have reduced upto a certain extent. 6 agree to it.5 are neutral to the above
statement & remaining are disagreeing to the statement.
56
10 Satisfaction
SATISFACTION
N of Cases 20
Minimum 3.000
Maximum 5.000
Mean : 4.400
Z : 9.194
Interpretation:From the above Data & its corresponding graph, it can be interpreted that almost half of the Top
Management Executives strongly agree that the level of Satisfaction has increased considerably.8 Executives agree to
it whereas 2 are neutral to the above statement.
57
CHAPTER 6
MOTIVATIONAL
STRATEGIES IN
WORKPLACE
58
6.1 Motivational Strategies in Work Place
Motivation in the workplace is a central part of leadership. Creating a climate where people
are able to do their best work is your job. And when there are tough targets to be reached, energy is starting
to wane and your people start to lose focus, you may be tempted to draw on quick fixes - financial
bonuses, perks, threats or unhealthy competition - to keep people working. The effectiveness of these
strategies is short-lived, hard work for you and unlikely to get the sustained results you need. The key to an
effective workplace employee motivation strategy is to provide a range of incentives that will appeal to
different personalities. While one individual may be highly money motivated another may find job
satisfaction or creative opportunities are more powerful factors. Some of the commonly used Motivational
Strategies in the Workplace are:-
1. Employee Incentive Programs:-
Every company needs a little extra motivation now and then. Incentive programs or
Appreciation programs can assist you in helping your employees enjoy their job a bit more, and happy
employees are more productive and work better with each other and your clients. Before considering an
Incentive Program, have a look at your pay-scale. If an employee feels under-payed, an Incentive Program
is not the answer for motivation. Employee Incentive and Recognition Schemes have become significant
elements in the HR toolbox. This is hardly surprising since competitive pressure and the pace of change
have increased the demands on everyone at all levels of any company, and human performance has become
notably more integral to the success of the company. Performance related pay (PRP) with its giveaway
"OTE" (on-target earnings) has become ubiquitous. Yet despite this there have not been commensurate
increases in productivity.
2. Create a comfortable working environment:-
Including relaxing the dress code where appropriate, developing areas for socializing,
creative thinking, reading and giving employees quality spaces to work in (larger desks, quiet, natural
lighting etc.)
3. Employee Satisfaction Research:-
59
High employee satisfaction levels can reduce turnover. The below graph, compiled from
recent studies we have completed, shows the disparity between highly satisfied employees and dissatisfied
employees in response to the question "how long do you plan to continue your career with this company?"
More than eight of ten highly satisfied employees intended to stay more than two years, compared to two of
ten dissatisfied employees.
4. Treat Employees fairly :-
When people feel they are treated fairly they remain loyal to the company and motivated by
their work. Perceived inequality of treatment leads to resentment, low moral and lack of self-motivation.
5. Customer Reward Programs:-
Customer loyalty presents a paradox. Many see it as primarily an attitude-based phenomenon

that can be influenced significantly by customer relationship management initiatives such as the
increasingly popular loyalty and affinity programs. However, empirical research shows that loyalty in
competitive repeat-purchase markets is shaped more by the passive acceptance of brands than by strongly-
held attitudes about them. From this perspective, the demand-enhancing potential of loyalty programs is
more limited than might be hoped. Reviews three different perspectives on loyalty, and relates these to a
framework for understanding customer loyalty that encompasses customer brand commitment, customer
brand acceptance and customer brand buying. Uses this framework to analyze the demand-side potential of
loyalty programs.
6. Job Security:-
Possibly the greatest single factor for a motivated workforce. How can you improve job
security and fringe benefits?
7. Empower Employees:-
Trust employees to make their own decisions and make their own mistakes. Employee
empowerment is a strategy and philosophy that enables employees to make decisions about their jobs.
Employee empowerment helps employees own their work and take responsibility for their results. Employee
empowerment helps employees serve customers at the level of the organization where the customer
interface exists. Empowerment is the process of enabling or authorizing an individual to think, behave, take
action, and control work and decision making in autonomous ways. It is the state of feeling self-empowered
60
to take control of one's own destiny. Empowerment rules as a development strategy. Learn more about what
empowerment is and is not.
8. Involve Employees in Company Development:-
Keep employees informed on new developments in the organization and how their work
impacts the company.
9. Recognition:-
Even a bad idea is better than no idea at all. Encourage your team to share their thoughts,
potential solutions and concerns making it safe to make suggestions. Employees should be recognized for
their participation as well as their corresponding results.
10.Praise in public, correct in private :
At first they may be embarrassed by the public recognition of their achievement but they'll
get over it and glow on the inside. Equally, never undermine in public. Save those conversations for a safe,
confidential environment.
6.2 Motivational Strategies in Reliance Company

Motivation ensures best & efficient utilization of all types of resources. All other resources such as
materials and machines can produce no result unless human resources put them into action. Utilization of resources is
possible to their fullest extent if the man is induced to contribute his efforts towards attaining the organizational goals.
In this way motivation plays a vital role in enhancing the productivity and efficiency of the employee. Reliance
Company is having following type of motivational system so as to motivate its employees and enhance the
productivity of the organization.
MOIVATIONAL TOOLS
Motivational tools which are being used up by the Reliance Company are basically differentiated into two
types on the basis of their corresponding nature.
II) Monetary Tools :
III) Non Monetary Tools :
I)Monetary Tools :
61
A)Scholarships:-
Employee Scholarship Program is one of the many examples of Organization’s commitments to
employee development and recognition The program recognizes and rewards the accomplishments of the employees
of its organization who excel in their work performance, serve their communities, and work hard to deliver an
outstanding experience for their customers.
B)Additional Financial benefits :-

Finding quality employees is half the challenge. Keeping them – and keeping them well motivated – is
the other half, especially in today’s tight labor market. One way to do that is to provide competitive benefits. I know,
when many business owners hear the words “employee benefits,” they immediately think, “One more expense I can’t
afford!”
(a) Non-Qualified Plans:-
Non Qualified Plans are those Plans that are designed so the employer can provide added incentives to
attract and retain key executives and employees.
(b) Group Life & Health:-

Group Life & Health benefits are those benefits that provide peace of mind for employees so
they can remain healthy and stay focused on the job.
(c) Disability Insurance:-

Disability Insurance are those benefits which are given if the Employees were unable to work
for an extended period of time due to an injury or illness, than how long would he/ she will be able to pay
his/her bills and meet the corresponding day-to-day expenses.
(d) Insurance & Annuities :-

Insurance & Annuities are those Plans designed to help protect clients from financial loss due
to various risks and help them create an income they can’t outlive.
C)Travelling or Conveyance Allowances:-

Employer gives various benefits to employees. The benefits which are individually given to employee
62
can be identified with the particular employee and taxed in his hands. However, where benefits are given collectively
and it is difficult to identify individual employee, these should be taxed at the hands of employer. Similarly, Reliance
Company provides various Travelling & Conveyance allowances to its employees so as to motivate them.
D)Promotions :-
Appointment to a position requiring higher qualifications such as greater skill or longer experience
and involving a higher level of responsibility, a higher rate of pay, and a title change is considered a promotion and
will be classified as such in all personnel documents. Promotions will be made without regard to the race, color, sex,
religion, age, ethnic origin, or disability of the employee. Reliance Company is frequently promoting its employees to
motivate them.
II)Non Monetary Tools :

A) Annual Assesments :-
Annual Assessment is one of the important components in the rational and systemic process
of human resource management. The information obtained through performance appraisal provides
foundations for recruiting and selecting new hires, training and development of existing staff, and
motivating and maintaining a quality work force by adequately and properly rewarding their performance.
Without a reliable system, a human resource management system falls apart, resulting in the total waste of
the valuable human assets a company has. Its being done in the Company annually & the Employees are
felicitated to boost their spirits.
B) Appreciation :-
Employees of the Organization are an integral part of your business running smoothly and efficiently.
Sure you pay them for their work, but the truth is that many employees do more for your business than their job
description requires. Planning an employee appreciation day is one way to say "thank you" on large scale.
63
CHAPTER 7
CONCLUSION
64
Conclusion
 It can be easily concluded by the Data collected that almost all the Employees are very well
aware of the purpose of Motivational Strategies being implemented in the Organization. They are of the Opinion that
these Strategies are of utmost importance so as to promote as well as upgrade the quality of the Manpower of the
Organization.
 Majority of the employees mainly of the Managerial Cadre, Typist, Clerks are aware of the
importance of implementing Motivational Strategies in the Organization. Whereas remaining personnel need more
effective training with this regard. This conclusion is drawn from the data collected by the Researcher.
 From the facts & figures collected by the Researcher it is clear that most of the Employees
are satisfied with the working atmosphere which the Company is providing to them.
 According to the Researcher it is clear that nearly half of the Employees are of the opinion
that Motivation is the most important & an inseparable part of employee productivity. All the Managers are of the
opinion that it is effective.
 As per the Data collected by the Researcher, almost above half of the Employees think that
there is a scope of improvements or innovations in the Motivational Strategies. Majority of the Employees are
responding 50-50 to it.
 It is clear that most of the Employees almost think that their performance has improved
considerably on account of implementation of various Motivational Strategies.
“Majority of the Employees are satisfied with the present Motivational Strategies.”
 From the facts & figures collected by the Researcher through the Ist Questionnaire “the
Impact of Motivational Strategies on Employees Performance” can be studied. it is clear from the data that the
Turnover of the Organization has shown a considerable enhancement as a result of motivation to the Employees.
 Almost above half of the Executives are of the opinion that the Quantity as well as the
Quality of the products being manufactured by the Employees has shown a drastic improvements & eventually
incrementing the productivity of the Organization.
 As per the Data collected, the number of strikes, Accidents & grievances among the
Employees has shown a downward trend because of various Motivational Strategies. As a result, The Rate of
Satisfaction among the Employees has enhanced considerably.
 Almost all the top management personnel are of the opinion that the Productivity of the
Employees has been raised to the desired level due to the implementation of Motivational Strategies in the
Organization.
65
Overall Conclusion
Motivated employees are crucial to a company's success-this has never been truer than today, when margins
are thin (or nonexistent) and economic recovery remains elusive. These hard bottom-line realities may also mean that
managers can't rely as much as they might have in the past on using financial incentives to drive employee
engagement. But, if the company has a solid approach to talent management, a bad manager can undermine it in his
unit. On the flip side, smart and empathetic managers can overcome a great deal of corporate mismanagement while
creating enthusiasm and commitment within their units. While individual managers can't control all leadership
decisions, they can still have a profound influence on employee motivation. The most important thing is to provide
employees with a sense of security, one in which they do not fear that their jobs will be in jeopardy if their
performance is not perfect and one in which layoffs are considered an extreme last resort, not just another option for
dealing with hard times. But security is just the beginning. When handled properly, each of the above mentioned
practices will play a key role in supporting your employees' goals for achievement, equity, and camaraderie, and will
enable them to retain the enthusiasm they brought to their role in the first place.
66
CHAPTER-8
RECOMMENDATIONS
67
RECOMMENDATIONS
The Research on Impact of Motivational Strategies on Employees Performance of this organization reveals
that the Motivational System of the Organization is quite good but there is a scope for improvement. To improve it
following suggestions is made:
1. The Awareness of Motivational Strategies used in the Company so as to motivate the employees have not reached
the desired level. So the Organization should organize some Motivational Programs to enhance the awareness.
2. The top Management should be willing to invest a considerable part of their time & other resources to motivate
employees.
3. Recognition of good work or any contributions made by the employees should be done in the Organization.
4. Motivation Tools should be such that it plays a pivotal role in the up gradation or Promotion of the employees of
the Organization
5. Motivation to the subordinates should be seen as an important part of their job by the Managers & Officers.
6 . There should be regular changes or innovations to be made in the Motivational Strategies depending upon the
Corporate Scenario.
68
BIBLIOGRAPHY
69
BIBLIOGRAPHY
Journals
 Dimitris Manolopoulos (2008) “An evaluation of employee motivation in the extended public sector
in Greece” ; Journal: Employee Relations; Volume: 30; Issue: 1 ; Page: 63 – 85 ; & Publisher: Emerald Group
Publishing Limited.
 Rune Bjerke, Nicholas Ind, Donatella De Paoli (2007) “The impact of aesthetic on employee
satisfaction and motivation” ; Journal: EuroMed Journal of Business ; Volume: 2 ; Issue: 1; Page:
57 – 73; Publisher: Emerald Group Publishing Limited
 Smith, G. P. (1994). Motivation. In W. Tracey (ed.), Human resources management and

development handbook (2nd ed.).
 Terpstra, D. E. (1979). Theories of motivation: borrowing the best. Personnel Journal, Pg no.58.
Books
 Arun Monappa & Mirza Saiyaddin (1996); “Personnel Management” (2nd Edition); Tata Mac Graw
Hill Publish Company Ltd.; Pg no. 18-32
 K Ashwathappa (2007); “Human Resource & Personnel Management” (4th Edition); Tata Mac Graw
Hill Publish Company Ltd.; Pg no.370
 David Decenzo & Stephen Robbins (1993);”Personnel & Human Resource Management”; Prentice
Hall of India Pvt Ltd ; Pg no. 311-338
 Rustom S. Davar (1994);”The Human Side of Management”; Universal Book Stall; Pg no. 330
 Srinivas Kandula (2003) ;”Human Resource Management in Practice” (2nd Edition); Prentice Hall of
India Pvt Ltd ; Pg no. 205-209
 P. Jyothi & D.N. Venkatesh (2006); “Human Resource Management”; Oxford University Press; Pg
no. 282-285
 S.S Khankha (2002); “Human Resource Management” ; S Chand & Company Ltd. Pg no. 265
70
Websites
 www.Hradvice.com access on dated 05.01.10 ; Time 10:30 am

 www.citeHR.com access on dated 24.01.10 ; Time 02:35 pm
 www.motivateus.com access on dated 30.09.09 ; Time 06:30 pm
 www.motivation.co.in access on dated 02.12.09 ; Time 12:30 pm
71
ANNEXURE
72
Reliance Industry(Nagpur)
Topic
“Impact of Motivational Strategies on employees performance of Reliance Industry in
Nagpur”
General Information
1. Name & Address :
2. Designation :
3. Date of Birth :
4. Date of Joining :
5. Gross Salary :
6. Any other Information :
73
Anexure II-Questionnaire 1
For all the Employees
1 .“ You are aware of various Motivational Strategies used in the Company

so as to motivate the employees”
5 4 3 2 1
2 “A third party should conduct motivation programs in your organization”

5 4 3 2 1
3 “The top Management is willing to invest a considerable part of their time

& other resources to motivate employees”
5 4 3 2 1
4 “Recognition of good work or any contributions made by the employees

is done in the Organization”
5 4 3 2 1
5 “You are satisfied with the current Motivation System being employed in
your Organisation?
5 4 3 2 1
6 “Motivation Tools play a pivotal role in the up gradation or Promotion of

the employees of the Organisation?
5 4 3 2 1
7 “Motivation to the subordinates is seen as an important part of their job

by the Managers & Officers here?
5 4 3 2 1
8 Supervising Officers take special care to appreciate its employees

whenever they do a good work ?
5 4 3 2 1
74
9 There is improvement in your performance as compared to last year due
to motivation?
5 4 3 2 1
10 There are scopes or suggestions or innovations to be made in the

Motivational Strategies?
5 4 3 2 1
Anexure I- Questionnaire 1
For the Top Management
After implementing Motivational Strategies;

1 .“The turnover of your Organization has shown considerable
improvements”
5 4 3 2 1
2 “The quality of the Products has shown tremendous improvements”

5 4 3 2 1
3 “The number of the employee strikes have being reduced drastically”
5 4 3 2 1
4 “The Quantity of the Products being produced in the Organization has

reached the desired level”
5 4 3 2 1
5 “The cost incurred in the manufacturing of a number of products has

been reduced considerably”
5 4 3 2 1
6 “The Rate of Employee turnover have decreased considerably”

5 4 3 2 1
7 “The grievances of the employees have shown a downward trend”

5 4 3 2 1
75
8 “The Productivity of the employees of your Organization is developing
constantly”
5 4 3 2 1
9 “The number of Accidents being occurring in the Organization has

reduced”
5 4 3 2 1
10. “The Employees level of Satisfaction has considerably shown a upward
trend”
5 4 3 2 1
76

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A

“IMPACT OF MOTIVATIONAL STRATEGIES ON EMPLOYEES

Management under the faculty of Management of Yashvantrao Chavan Maharashtra Open

PRN NO. 2015017001866456

YCMOU District Center

DEPARTMENT OF BUSINESS MANAGEMENT

Prof. Dr. V.G UKINKAR

I hereby declare that the project work entitled “IMPACT OF MOTIVATIONAL

Date: Ganesh M Wadaskar

Place: MBA Semester IV

“Words have never expressed human sentiments. This is only an attempt to

& support to carry out my work.

direct & indirect help for completion of this work.

“IMPACT OF MOTIVATIONAL STRATEGIES ON EMPLOYEES

Yashwantrao Chavan Maharashtra Open University

As partial fulfilment for the award of

Under The Guidance by

2) NEED OF THE PROJECT

 www.Hradvice.com access on dated 24.01.17 ; Time 10:30 am

1 Introduction to Motivation 10-14

3 Research Methodology 20-26

6 Motivational Strategies in Workplace 58-63

“A predisposition to behave in a purposive manner to achieve specific, unmet needs (Buford,

Basic Principles to be kept in mind…while working on "Employee Motivation"

Some common myths about employee motivation

Myth Number One: "I can motivate people"

Myth Number Two: -- "Money is a good motivator"

Myth Number Three: "Fear is a damn good motivator"

Reliance Industries Ltd, Nagpur Manufacturing Division :-

 Sub-Sectoral Categorizations of Indian Textile Industry.

 Yarn industry utilizing fiber or filament of the man made type.

 Production, processing of Jute and the textile industry based on it.

Milestones achieved by RELIANCE:-

 World's largest grassroots refinery

 India's largest port with capacity of 50 million tpa

 World's largest PX Plant of 1.4 million tpa

 World's largest PP plant of 0.6 million tpa

 Captive power plant of over 300 MW

 World-class product handling, storage, and despatch facilities

RELIANCE’S Product range:-

The company basically produces five different products

1. Polyester staple fiber

2. Partially oriented yarns

3. Draw Texturised yarn

4. Fully drawn yarn

1. To understand the concept of Motivation.

3.2 Research Technique:-

 Selecting the source

 Processing and analyzing the data

 Defining solution of the problem

 Finding and conclusion oriented.

A descriptive research design is selected by the researcher as in the project “Impact of

For Questionnaire 2, Sample Size -50

SOURCES OF DATA COLLECTION :-

As some Authors have rightly said:

According to C.A. Moser,

5.1 Demography of the Respondents :-

 Tenure of service of respondent employees

 Salary Profile Of Respondent Employees

5.2 Understanding Awareness of Motivation Strategies

Assumed Standard Deviation : 0.982

1. Employee Incentive Programs:-