PRESENTED BY:

Nisha kumari
MBA,SBBSU
BRIEF HISTORY OF THE COMPANY
INFOWIZ is leading strategic IT Company offering integrated IT solution. INFOWIZ is
having rich experience managing global clients across various business verticals and
align IT strategies to achieve business goals. The various accreditations that we
achieved for every service, we offer reflect our commitment towards the quality
assurance.

INFOWIZ is a 8 years young organization which has won the NATIONAL AWARD for 2
consecutive years 2014-2015 & 2015-16 for BEST Industrial Training from Hon`
able GOVERNER of Punjab & Haryana Sh. Kaptan Singh Solanki. He is also the
Chancellor of PTU & Punjabi University. INFOWIZ is a member of Confederation of
Indian Industry ( CII membership number – N4654P ) & also with an ISO
Certification. We have a global foot prints in providing the off shore companies of US,
UK, France, Ireland, Canada and Australia with quality and timely Web and SEO
services.
OUR TEAM:-
“A Ship is as good as the crew who sail her.”

Our Technical team of professionals handing, designing & delivering of projects has a strong
presence in the North India & the US. Our engineers are already working on the latest
technologies like I-Phone & Android Applications, Robotics, VLSI-VHDL, Embedded System,
Networking and Cloud computing.
1) Dr. Seema
(Managing
Director)
She is the backbone of INFOWIZ and a woman with more than 9 year rich practical experience
who believes in taking up new ventures and projects.
2)Mr. kamaljot kansal
(Deputy Director)

A man who strongly feel that “Nothing is Impossible”. A very committed team leader who has
been professionally attached with Multinational companies for more than 18 years and has lead

the marketing teams in all states of North India.

3) Mr. Bonish singla
(Branch Manager)
A man who believes that “Honour Time & Place, then you will be honoured.” he has more
than 4 years solid industrial experience in a software companies & is very dashing and
innovative

in his technical approach.

4) Ms. Urvashi
(Dean Academics)
A woman who believes that “Challenges are what make life interesting and overcoming them is

what makes life meaningful.” She has more than 3years experience in business development.
5) Er. Nishant Goyal
(Manager)
A woman believes that “don’t wait for extra ordinary opportunities, seize common occasions
and make them great.” She has more than 4 years experience in marketing field.
6) Er. Kamal Garg
(Head & Technical Advisor at US Branch)
More than 10 years industrial experience in US and smooth handling of the entire US business.

7)Ms.Mandeep Kaur
(Center Head- US Branch)
A woman who firmly believes that “In life, where you reach largely depends upon where you
start.” She joined this branch in the year 2007 and has given her immense inputs in bringing
the

company to its present status.

COURSES Offered :-
For CSE/IT/MCA Professionals:-
Web Development in PHP with LIVE Projects
Web Development in .NET with LIVE
Projects

JAVA (Core as well as Advance ) with LIVE

Projects Android Applications with LIVE Projects
Web Designing (Photoshop, Coral Draw)
C#, Console Applications, VB.NET,
ASP.NET MySQL, SQL, ORACLE
Networking (MCSE, CCNA,
RHSE) SEO (Search Engine
Optimization)

For ECE/EE/EIE/ME/CIVIL Professionals:-

Robotics With Live Project
VLSI-VHDL with Live
Project
Embedded System Design with Live
Project Microcontroller with Live Project
Microprocessor with Live Project

PCB Designing
AVR & PIC
Family
PCB and layout designing
AUTOMATION with Live Project
Project development with ARM processors
CATIA, PRO-E, AUTOCAD, SOLID
WORKS.
Our core strength is our timely, technically and cost effective project delivery. We also provide
customers with designs as per their demands. INFOWIZ also provide JOB Oriented
Industrial
Training of 1 year and 6/4/2 Months in CSE, IT, ECE, EE, ME, Civil, BBA,BCA,MBA, MCA &
also for Non-technical students . We help students in building their career.
 VISION:

INFOWIZ COMPANY Pvt. Ltd. are already very flexible and scalable. Still, we always take care
of specific requirements of our clients. Our highly committed R&D team makes our software
feature rich, dynamic and future tuned everyday so that our clients always maintain the lead
over their competitors. The development of the software is being done and the purpose full
customization of the package is carried out in the INFOWIZ lab.

MISSION:

INFOWIZ is pioneer in Smart Campus ERP Solutions for Universities/Colleges/Schools using

latest Industry and features. We provide software solutions using .NET, PHP, Android, iPhone,
Java Industry with three tier-architecture support. We provide back-end solutions using MS SQL
Server, Oracle, and MySQL.
 OBJECTIVES OF THE COMPANY

Objectives are the way of achieving motives for profit or social services. Main objectives given
in the “MEMORANDUM OF ASSOCIATION” are as follows :

• Improving work culture among employees.

• Increasing Productivity of work force.

• Customer service and customer satisfaction.

• Improve the work effectiveness.

• Continuous innovation.
• To ensure that enlarge proportion of its sales is directed towards the rural and urban
areas.

• To maximize the profits of the company.

 INTRODUCTION TO EMPLOYEE MOTIVATION

Meaning of Employee 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.

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.
Theories of Motivation

Understanding what motivated employees and how they were motivated was the focus of
many researchers following the publication of the Hawthorne study results (Terpstra, 1979).
Six major approaches that have led to our understanding of motivation are Mcclelland’s
Achievement Need Theory, Behavior Modification theory; Abraham H Mallows need
hierarchy or Deficient theory of motivation. J.S. Adam’s Equity Theory, Vrooms Expectation
Theory, Two factor Theory.

1. McClelland’s Achievement Need Theory.

According to McClelland’s there are three types of needs;
Need for Achievement (n Ach);

This need is the strongest and lasting motivating factor. Particularly in case of persons who
satisfy the other needs. They are constantly pre occupied with a desire for improvement and
lack for situation in which successful outcomes are directly correlated with their efforts. They
set more difficult but achievable goals for themselves because success with easily achievable
goals hardly provides a sense of achievement.

Need for Power (n POW)

It is the desire to control the behavior of the other people and to manipulate the
surroundings. Power motivations positive applications results in domestic leadership style,
while it negative application tends autocratic style.

Need for affiliation (n AFF)

It is the related to social needs and creates friendship. This results in formation of informal
groups or social circle.
2. Behavioral Modification Theory;

According to this theory people behavior is the outcome of favorable and unfavorable past
circumstances. This theory is based on learning theory. Skinner conducted his researches
among rats and school children. He found that stimulus for desirable behavior could be
strengthened by rewarding it at the earliest. In the industrial situation, this relevance of this
theory may be found in the installation of financial and non financial incentives.

3. Abraham H Maslow Need Hierarchy or Deficient theory of Motivation.

The 2intellectual 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.

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.
 Self-
Actualization

Ego Needs

Social Needs

Safety Needs

Physiological Needs
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 the
higher needs gradually tapers off.
A. 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.
B. 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.
C. 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.
D. 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.
E. 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.
6. Two Factor Theory

Douglas McGregor introduced the theory with the help of two views; X assumptions are
conservative in style Assumptions are modern in style.

X Theory

● Individuals inherently dislike work.

● People must be coerced or controlled to do work to achieve the objectives.

● People prefer to be directed

Y Theory

● People view work as being as natural as play and rest

● People will exercise self direction and control towards achieving objectives they are

committed to

● People learn to accept and seek responsibility.

 REVIEW OF LITERATURE
(1)Criticisms range from charges of favoritism and politics being used to make job value
decisions to the reinforcement of bureaucratic thinking.

(2)Arguments have been made that market pricing and skill and competency pay are needed
to assess job worth rather than traditional classification and job evaluation practices.

(3)While the debates concerning classification and job evaluation systems are informative,
they may be misleading. Often missing from those debates is reference to the voluminous
body of scientific and practical literature that has been amassed on classification and job
evaluation systems.

The purpose of this review is to help public sector human resource professionals make
informed decisions about whether to change or even abandon traditional classification and
other job evaluation systems for compensation purposes.

In order to accomplish this objective, a literature review is conducted on job evaluation

over the years, and more recently, the literature that has been conducted more broadly on
work evaluation. Work evaluation is a broader concept than job evaluation and allows for
the evaluation of roles, competencies, and teams as well as the evaluation of tasks and
duties associated with traditional job evaluation systems.

(4)As will be shown in this review, job evaluation is most certainly not gone nor should it be
forgotten. However, current job evaluation approaches need to be broadened to adapt to
the changing nature of work in public sector organizations.
A Brief Literature Review on Employee Motivation

Bruce and Pepitone (1999) propose an interesting viewpoint

according to which managers cannot motivate employees; managers can only influence
what employees are motivated to do.

The role of facilitating quality subordinate-superior communication at various levels

effectively employing a wide range of communication channels has been praised by Shields
(2007) in terms of its positive contribution in boosting employee morale. Shields (2007)
stresses two specific advantages of such a practice that relate to offering employees a
chance to raise their concerns and put across their points regarding various aspects of their
jobs, as well as, supplying them with the feeling of engagement and appreciation.

According to Lockley (2012) offering training and development programs that effectively
contributes to personal and professional growth of individuals is another effective
employee motivation strategy. At the same time, Lockley (2012) warns that in order for
motivational aspects of training and development initiatives to be increased, ideally they
need to be devised and implemented by a third party with relevant competency and
experience.

Alternative working patterns such as job-rotating, job-sharing, and flexible working have
been branded as effective motivational tools by Llopis (2012). Moreover, Llopis (2012)
argues that motivational aspects of alternative working patterns along with its other
benefits are being appreciated by increasing numbers of organisations, however, at the
same time; many organisations are left behind from benefiting from such opportunities.
An interesting viewpoint regarding the issue has been proposed by Wylie (2004), according
to which members of management primarily should be able to maintain the level of their
own motivation at high levels in order to engage in effective motivation of their
subordinates. Accordingly, Wylie (2004) recommends managers to adopt a proactive
approach in terms of engaging in self-motivation practices.

Furthermore, Wylie (2004) recommends concentrating on specific variations of intangible

motivational tools such as celebrations of birthdays and other important dates with the
participation of whole team

According to Thomas (2009) the main challenge of motivation in workplaces is identifying

what motivates each individual employee taking into account his or her individual
differences. In other words, individual differences have been specified by Thomas (2009) as
the major obstruction for management in engaging in employee motivation in an effective
manner.

Lockley (2012), on the other hand, addresses the same issue focusing on cross-cultural
differences between employees in particular. Namely, culture can be explained as
knowledge, pattern of behaviour, values, norms and traditions shared by members of a
specific group (Kreitner and Cassidy, 2012), and accordingly, cross-cultural differences is
perceived to be a major obstruction in the way of successful employee motivation.

This point has been explained by Lockley (2012) by insisting that certain practices such as
engaging in constructive arguments and dialogues in workplace can prove to be highly
motivational for the representatives of Western culture, whereas the same set of practices
can prove to be counter-productive for employees from Asian countries due to vast cross-
cultural differences.
OBJECTIVES OF THE STUDY

Primary objective:

To study of the motivation level of employees.

Secondary Objectives:

To study the effectiveness of the techniques adopted by the company in employee

motivation.

To study about the benefits and facilities provided to the employees.

To learn the employees satisfaction on the interpersonal

relationship Exits in the organisation.
SCOPE OF THE STUDY

It is always essential for a concern to access its strategies and reshape its destiny. It is
necessary for every organization to study the different aspects that affects the
organization development .Every study has a clear and specific scope .The scope of this
study is infowiz company td. In this survey the emphasis is on the motivation of
employees.

The scope of the study involves the preparation of questionnaire and data of the
company.
 RESEARCH METHODOLOGY

Research is a systematic method of finding solutions to problems. It is essentially an

investigation, a recording and an analysis of evidence for the purpose of gaining
knowledge. According to Clifford woody, “research comprises of defining and
redefining problem, formulating hypothesis or suggested solutions, collecting,
organizing and evaluating data, reaching conclusions, testing conclusions to determine
whether they fit the formulated hypothesis”

1. Sampling Design.

A sample design is a finite plan for obtaining a sample from a given population. Simple
random sampling is used for this study.

2. Universe.

The universe chooses for the research study is the employees of INFOWIZ COMPANY
Pvt.Ltd.,chandigarh

3. Sample Size.

Number of the sampling units selected from the population is called the size of the
sample.

Sample of 35 respondents were obtained from the population.

4. Sampling Procedure.

The procedure adopted in the present study is probability sampling, which is also
known as chance sampling. Under this sampling design, every item of the frame has
an equal chance of inclusion in the sample.

5. Methods of Data Collection.

The data’s were collected through Primary and secondary sources.

Primary Sources
Primary data are in the form of “raw material” to which statistical methods are applied for
the purpose of analysis and interpretations.
The primary sources are discussion with employees, data’s collected through
questionnaire.
Secondary Sources

Secondary data’s are in the form of finished products as they have already been treated
statistically in some form or other.

The secondary data mainly consists of data and information collected from records,
company websites and also discussion with the management of the organization.
Secondary data was also collected from journals, magazines and books.

6. Nature of Research

Descriptive research, also known as statistical research, describes data and

characteristics about the population or phenomenon being studied. Descriptive
research answers the questions who, what, where, when and how.

Questionnaire.

A well defined questionnaire that is used effectively can gather information on both
overall performance of the test system as well as information on specific components
of the system. A defeated questionnaire was carefully prepared and specially
numbered. The questions were arranged in proper order, in accordance with the
relevance.

Nature of Questions Asked.

The questionnaire consists of open ended, dichotomous, rating and ranking questions.

Pre-testing

A pre-testing of questionnaire was conducted with 10 questionnaires, which were

distributed and all of them were collected back as completed questionnaire. On the
basis of doubts raised by the respondents the questionnaire was redialed to its
present form.\
Sample

A finite subset of population, selected from it with the objective of investigating its
properties called a sample. A sample is a representative part of the population. A
sample of 35 respondents in total has been randomly selected. The response to
various elements under each questions were totaled for the purpose of various
statistical testing.

Variables of the Study.

The direct variable of the study is the employee motivation. Indirect variables are the
incentives, interpersonal relations, career development opportunities and
performance appraisal system.

Presentation of Data.

The data are presented through charts and tables.

Tools and Techniques for Analysis.

Correlation is used to test the hypothesis and draw inferences.

DESCRIPTIVE STATISTICS

1.1 What is the response about the support from the HR department?
SR. NO PARTICULAR NUMBER OF PERCENTAGE
RESPONDENTS

1 Highly satisfied 10 28.57

2 Satisfied 22 62.85
3 Neutral 3 8.57
4 Dissatisfied 0 0
5 Highly dissatisfied 0 0
Total 35 100

INTERPRETATION

The table shows that 28.57% of the respondents are satisfied with the support they are
getting from the HR department.
 1.2 Does the management is interested in motivating the employees?

SR. NO PARTICULAR NUMBER OF PERCENTAGE

RESPONDENTS

1 Strongly Agree 17 48.57

2 Agree 15 42.85
3 Neutral 3 8.57
4 Disagree 0 0
5 Strongly Disagree 0 0
Total 35 100

100%
90%
80%
70%
60%
percentage
50%
no.of respondents
40%
particular
30%
20%
10%
0%
1 2 3 4 5

INTERPRETATION:

The table shows that 48.57% of the respondents are strongly agreeing that the
management is interested in motivating the employees.
 1.3 Which type of incentives motivates you more?

SL NO PARTICULAR NUMBER OF PERCENTAGE

RESPONDENTS

1 Financial Incentives 15 42.85

2 Non financial Incentives 10 28.57

3 Both 10 28.57

Total 35 100

100%

90%

80%

70%

60%
percentage
50% no, of respondents
40% particular
30%

20%

10%

0%
Category 1 Category 2 Category 3

INTERPRETATION

The table shows that 28.57% of the respondents are expressing that both financial and
non financial incentives will equally motivate them.
1.4 Are you satisfied with the present incentives scheme?
SR. NO PARTICULAR NUMBER OF PERCENTAGE
RESPONDENTS
1 Highly satisfied 12 34.28
2 Satisfied 15 42.85
3 Neutral 8 22.85
4 Dissatisfied 0 0
5 Highly dissatisfied 0 0
Total 35 100

INTERPRETATION

The table shows that 42.85% of the respondents are satisfied with the present incentive
scheme of the organization

.
 1.5 Does the company is eager to recognizing and
acknowledging employee’s work?
SR. NO PARTICULAR NUMBER OF PERCENTAGE
RESPONDENTS

1 Strongly Agree 10 28.57

2 Agree 20 57.14
3 Neutral 5 14.28
4 Disagree 0 0
5 Strongly Disagree 0 0
Total 35 100

INTERPRETATION

From the study, 57.14% of employees agreed that the company is eager in recognizing
and acknowledging their work, 28.57% strongly agreed and only 14.28% showed
neutral response.
 1.6 Is there any periodical increase in salary?

SR. NO PARTICULAR NUMBER OF PERCENTAGE

RESPONDENTS

1 Strongly Agree 7 20
2 Agree 10 28.57
3 Neutral 5 14.28
4 Disagree 8 22.85
5 Strongly Disagree 5 14.28
Total 35 100

INTERPRETATION

The table shows 28.57%of employees agree that there is a periodical increase in the
salary.
 1.7 Does safety measures exists in the organization?

SR. NO PARTICULAR NUMBER OF PERCENTAGE

RESPONDENTS
1 Strongly Agree 10 28.57
2 Agree 5 14.28
3 Neutral 8 22.85
4 Disagree 7 20
5 Strongly Disagree 5 14.28
Total 35 100

INTERPRETATION

The table shows 28.57% of employees strongly agree that there is a safety in the salary
1.8What are the Factors which motivates you the most?
SR. NO PARTICULAR NUMBER OF PERCENTAGE
RESPONDENTS
1 Salary increase 12 34.28
2 Promotion 10 28.57
3 Leave 7 20
4 Motivational talk 3 8.57
5 Recognition 3 8.57
Total 35 100

Interpretation

The table shows that the 34.28% of the respondent is responding that increase in salary
will motivate them the mo
FINDINGS

The findings of the study are follows:

1) There is a harmonious relationship is exist in the organization between

employees and management.

2) The employees are really motivated by the management.

3) The employees are satisfied with the present incentive plan of the company.

4) Most of the workers agreed that the company is eager in recognizing and
acknowledging their work.

5) The study reveals that there is a good relationship exists among employees.

6) Majority of the employees agreed that there job security to their present job.

7) The company is providing good safety measures for ensuring the employees
safety.

8) 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.

9) The study reveals that increase in the salary will motivates the employees more.

10) The incentives and other benefits will influence the performance of the
employees.

11) Management involves employees in decision making.

SUGGESTIONS

The suggestions for the findings from the study are follows:

● 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.

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

● Organization should give importance to communication between employees and

gain co-ordination through it.

● Skills of the employees should be appreciated.

● Better carrier development opportunities should be given to the employees for

their improvement.
● 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.
 CONCLUSION

The study concludes that, the motivational program procedure in INFOWIZ COMPANY
PVT. LTD is highly effective. The study on employee motivation highlighted so many factors
which will help to motivate the employees. The study was conducted among 35
employees and collected information through structured questionnaire. The study helped
to findings which were related with employee motivational programs which are provided
in the organization. The overall effectiveness of the employees showed, Job Involvement
(JI), Hierarchical Relationship (HR), Knowledge management (KM) and Organizational
Reward (ORD) as the important factors to accomplish the goals of the organization. Most
of the mechanism in operation is voluntary in character and work related issues are
mainly taken-up through suggestion schemes. Informal groups and small group activity,
while interest related issues are taken-up through collective bargaining system.
Consultative mechanisms thrive in areas where management is willing to share power.
Centralized system does not nurture workers participation.
Top management commitment is also an essential ingredient for participative climate. In
order to motivate labour in a greater effort and nourish the productivity culture, the
management – labour relations has improve further. Commitment and empowerment
feed on each other. Only committed employees can be aware of what is happening in the
company. The findings of the study indicate that informal groups perception has led to the
organizational development exhibited through various factors. A similar find of informal
group functioning will enhance any organization’s
● BIBLIOGRAPHY

Books:

Research methodology, C R Kothari from New Age Publication

Human Resources Management, K. Ashwathappa4thedition.
Human Resources Management, V.S.P.Rao from Excel New Publication, New
Delhi

Website:

www.google.com

www.humanresources.hr
vinet.c om
www.scribd.com

www.igp-group.com
www. citeHR.com