Declaration

I, hereby declare that the work embodied in my Live Research Project, entitled A

study on consumer preference for perfumes brands in Udaipur city is my own

bonafide work carried out by me under the supervision of Dr. Pallavi Mehta. I have

fulfilled all the requirement mandatory for the completion of the Live Research

Project Report.

Date :

Place : Signature of Student

 Abstract/Preface

Employees are at the center of any organization. Employee support for the smooth and trouble-
free operation of any organization cannot be replaced by another organization. It is important
that the organization’s employees not only maintain good relations with senior management, but
also maintain healthy and professional relationships with their colleagues. The following study is
an independent study of how motivation tools best influence employee performance. This study
also focuses on non-motivating factors that negatively affect employee performance. Individual
samples are selected and interrogated using questionnaires for self-introduction in order to obtain
primary data. Data were analyzed using descriptive methods of statistical analysis. The results
show that if employees are positively motivated, they increase their efficiency and effectiveness
in achieving organizational goals. The main goal of this study is to focus on the work of each
institution and manager, to combine the concepts learned by employees with organizational
work, to understand the practical aspects of organizational work. This research article examines
the impact of incentive programs on banking workers at YES Bank, UDAIPUR. This study
includes primary and secondary information, guidelines, etc. Provided by YES Bank. Summarize
studies and observations on the impact of incentive programs on bank employees and conclude
whether the effect is positive or negative. Provide management advice and suggestions with
points to coordinate positive effects and overcome or minimize negative consequences. This
study largely depends on the effectiveness of the motivational process in which relations exist
between employers and employees or candidates.
 ACKNOWLEDGEMENT

“It is not possible to prepare a project report without the assistance & encouragement of other
people. This one is certainly no exception.”

On the very outset of this report, I would like to extend my sincere & heartfelt obligation

towards all the personages who have helped me in this endeavor. Without their active

guidance, help, cooperation & encouragement, I would not have made headway in the

project.

I am ineffably indebted to Dr. Pallavi Mehta ma’am for conscientious guidance and

encouragement to accomplish this assignment. I am extremely thankful and pay my gratitude to

my faculty Dr. Pallavi Mehta Ma’am for her valuable guidance and support on completion of
this project in it’s presently.

I extend my gratitude to Pacific Institute of management for giving me this opportunity.

I also acknowledge with a deep sense of reverence, my gratitude towards my parents and

member of my family & friends, who has always supported me morally as well as economically.

At last but not least gratitude goes to all of my friends who directly or indirectly helped me to
complete this dissertation.
 CONTENT

Chapter 1: Introduction

Chapter 2: Research Methodology

Chapter 3: Data Analysis & Interpretation

Chapter 4: Major Findings & Conclusion

Chapter 5: Bibliography

Chapter 6: Questionnaire
CHAPTER 1 Introduction

 Brief introduction about YES bank

YES BANK, India’s fourth largest private sector bank is a high quality, customer centric and
service driven Bank. Since inception in 2004, YES BANK has grown into a ‘Full Service
Commercial Bank’ providing a complete range of products, services and technology driven
digital offerings, catering to corporate, MSME & retail customers. YES BANK operates its
Investment banking, Merchant banking & Brokerage businesses through YES SECURITIES and
its Mutual Fund business through YES Asset Management (India) Limited, both wholly owned
subsidiaries of the Bank. Headquartered in Mumbai, it has a pan-India presence across all 28
states and 9 Union Territories in India including an IBU at GIFT City, and a Representative
Office in Abu Dhabi.

 Brief introduction about Motivation

Abraham Lincoln, until past forty, was a failure in almost all activities he undertook.
When asked about the change he said, ‘My father taught me to work but did not teach me
to love my work. I hit that accidentally, when I was past forty’. This ‘love or will to do’
(called motivation) depends on the strength of people’s motives. Motives are the
expressed needs and could be conscious or subconscious. They are always directed
towards goals. Motivating people to perform better and thus to achieve organizational
objectives has been the greatest challenge to managers. Why do some people perform
better than others? Why does the same person act differently at different times? These
and many other questions related to work performance have been confronting managers
continuously.
Motivating people to perform, higher than their normal physical and mental capacities,
and to keep them satisfied is a very complex function of management.

Definition of Motivation:
Motivation is an inspirational process which impels the members of the team to pull their
weight effectively to give their loyalty to the group, to carry out the tasks properly that
they have accepted, and generally to play an effective part in the job that the group has
undertaken.

In the words of Michael Jucious, ‘motivation is the act of stimulating someone or oneself
to get a desired course of action, to push the right button to get a desired reaction’.

S. Zedeek and M. Blood define, ‘Motivation is a predisposition to act in a specific goal-

directed way’.
Following are the importance of motivation in an organization:

1. Greater efficiency:

Motivation enhances the efficiency of the employees and of organization. When employees are
motivated, they can perform with commitment and dedication.

2. Reduction in absenteeism and labour turnover:

Motivated employees may not remain absent or leave the organization. They develop a sense of

belonging towards the organization and thus improve their overall performance.

3. Team spirit:

Motivation improves team spirit of employees, and this improves the work environment and the

overall performance of the employee and the organization.

4. Reduction in wastages and breakages:

Motivated employees take great care in handling machines and other resources. This will reduce

wastages and breakages, thus resulting in higher benefits to the organization.

5. Cordial relations:

Motivation enables cordial and healthy relationship in the organization. Motivation helps reduce
labour grievances and disputes. It ensures sound relations between the management and the

labour. It improves the overall efficiency of the organization.

6. Promotion of innovation:

Motivated employees use their initiative to find out innovative ways in the performance of their

operations. Such employees are more creative and help the organization to gain the competitive

advantage.

7. Optimum use of resources:

Motivation leads to greater employee involvement and lesser wastages. This leads to optimum

utilization of resources.

8. Corporate image:

Motivated employees are more loyal to the organization. They work with a sense of commitment

and dedication. This improves the overall performance of the employee, which enables better

results for the company. This results in better relations with all the stakeholders.

Characteristics/Features of Motivation:
1. Interaction between the individual and the situation:
Motivation is not a personal trait but an interaction between the individual and the
situation.

2. Goal-directed behaviour:
Motivation leads to an action that is goal oriented. Motivation leads to accomplishment of
organizational goals and satisfaction of personal needs.

3. Systems oriented:
Motivation is influenced by two forces:
a. Internal forces:
These forces are internal to the individual, i.e., their needs, wants and nature.
b. External forces:
These forces are external to the individual, which may be organizational related such as
management philosophy, organizational structure, and superior-subordinate relationship,
and also the forces found in the external environment such as culture, customs, religion
and values.
4. Positive or negative:
Positive motivation or the carrot approach offers positive incentives such as appreciation,
promotion, status and incentives. Negative motivation or stick approach emphasizes
penalties, fines and punishments.

5. Dynamic and complex in nature:

Human behaviour is highly complex, and it becomes extremely difficult to understand
people at work. Motivation is a dynamic and complex process.

Importance of Motivation in an Organisation.

The process of motivation plays a very important role in any organisation, profit or non-
profit. The managerial process of direction is driven primarily by the process of
motivation as it creates within the mind of an employee the desire to work in the direction
determined by the manager. The following aspects may be considered under this head:

Increases Productivity: Motivation as a process leads to an increase in productivity of

the employee. Motivation meets the needs of the employee and thereby creates the drive
to work at the best of his abilities. A well-employee will be willing to put in more effort
towards the betterment of the organisation than another disheartened employee.

Ensures Organisational Efficiency: Motivation plays an important role in changing the

attitudes of the employees in the organisation. Indifferent attitude is extinguished most
efficiently by motivation. The presence of such favorable attitude allows the organisation
to thrive and be successful.
Ensures Loyal Workforce: A well-motivated workforce is a loyal workforce. Motivated
employees have high levels of morale and commitment towards the organisation and its
goals and objectives. Motivation thus reduces employee turnover and reduces the need
for constant induction of new employees.
Ensures a Reactive Workforce: Adapting to changing business environments is an
important feature of any successful business. In order to react to changes easily and to
continue smooth functioning, an organisation requires extensive loyalty and commitment
of its employees. This reduces resistance to the changes that the organisation intends to
make. This in effect makes the organisation efficient in adapting to changing needs.
Facilitates Direction: Direction is an important managerial function and forms one of its
core function. Motivation as already mentioned is a vital part of direction. Direction
being a process that involves directing or initiating action according to a plan drawn up
requires the employees to work wholeheartedly with commitment and loyalty. The
process of direction is thus possible only when the employees proceed in the direction
that the manager determines and this requires a motivated workforce.
 Chapter -2
Research Methodology
Research methodology is the process of solving the problems systematically by research. The
objectives of the study to solve the problem by using available data.

Research Design

Research design is a detailed blue print used to guide the research study toward its objectives.

Marketing research can be classify in one of three categories:

 Exploratory research
 Descriptive research
 Causal research

These classifications are made according to the objectives of the research. In some cases the
research will fall into one of these categories, but in other cases different phases of the same
research project will fall into different categories.

 Exploratory Research: It has the goal of formulating problems more precisely,

clarifying concepts and gathering explanations, gaining insight, climinating impractical
ideas and for forming hypotheses.
 Descriptive Research: It is more rigid than exploratory research and seeks to be
describing users of products, determine the proportions of the population that uses a
product, or predict future demand for a product.
 Descriptive Research: It is more rigid than exploratory research and seeks to describe
users of a product, determine the proportion of the population that uses products or
predict future demand for a product.

Descriptive research can be either quantitative or qualitative. It can be involve collections of

quantitative information’s that can be tabulated along a continuum in numerical form, such as
scores on a test or the number of times a person chooses to use a certain feature of a multimedia
program, or it can describe categories of information’s such as gender or pattern of interactions
when using technology in a group situations. Descriptive research involves gathering the data
than describe events and then organizes, tabulates, depicts, and describes the data collections. It
often uses visual aids such as graphs and charts to aid the reader in understanding the data
distribution. Because the human mind cannot extract the full import of a large mass of raw data,
descriptive statistics are very important in reducing the data to manageable form.

In this study, I used descriptive research design which is appropriate for my study.
  Casual Research: It seeks to find cause and affect relationship between variables. It
accomplishes this goal through laboratory and field experiments.

Sample Technique

Sample is the fraction of the population; sampling is a technique or a method of selection of

samples. Simple random technique is used for carrying out this research.

Simple random sampling:

Simple random sampling method, It is assumes that each and every unit in the population has
equal chance of occurrences or equal probability of occurrence. In other words the sampling
units are selected randomly. As unbiased random selection of individuals is important so that in
the long run, the sample represents the population. However, this does not guarantee that a
particular sample is a perfect representation of the population. Simple random sampling merely
allows one to draw externally valid conclusion about the entire population based on the sample.

I have taken 60 samples randomly from the total population.

Primary sources of data collected through questionnaire.

Secondary sources of data collected through magazines, journals and websites.

Sampling Plan:

Sample size: 60

Sampling unit: Buyers of toothpaste

Extent: Agra city

Type: Convenience
 Instrument Design

Research Tool:

For collecting primary data a structured questionnaire has been used as research tool in the study.
It is the most popular method used when the population and sample size are large. A
questionnaire includes a number of questions, printed in proper sequence, for presenting to
respondents for their answers. Each question is contributing to research objectives. Questionnaire
was designed with most of closed ended questions and only few open ended questions. It was
designed to cater to all areas and aspects os the study.

Technique of survey & data collection:

Personal interview is the method of contact used with respondents. Personal interviewing method
is used because sample size is relatively small and interviewer can ask more questions.

Tools for data analyzing:

After the data were collected in the questionnaire from the primary sources (respondents) all data
have been represented and interpreted through graphical methods. Based on the analysis
necessary recommendations and conclusions have been generated.

Chi Square Test

The chi square test is one of the simplest and most widely used non parametric tests in statistical
work. It makes no assumptions about the population being sampled. The quantity x 2 describes
the magnitude of discrepancy between theory and observation, i.e., with the help of x 2 test we
can know whether a given discrepancy between theory and observation can be
attributed to chance or whether it results from the inadequacy of theory to fit the
observed fit the observed facts. If x 2 is zero, it means the observed and expected
frequencies completely coincide. The greater the value of x 2, the greater would be
the discrepancy between observed and expected frequencies. The formula for
computing chi-square is:

(O−E)2
x=∑
2
E

O = Observed Frequency

E= Expected or theoretical Frequency

The calculated value of x 2 is compared with the table value of x 2 for given degrees of freedom at
specified level of significance. If the calculated value of x 2 is greater than the table value, the
difference between theory and observation is considered to be significant, i.e., it could not have
arisen due to fluctuations of simple sampling. On the other hand, if the calculated value of x 2 is
less than the table value, the difference between theory and observation is not considered
significant, i.e., it could have arisen due to fluctuation of sampling.

The number of degrees of freedom is described as the number of observations that are free to
vary after certain restriction have been imposed on the data. For a uniform distribution, we place
one restriction on the expected distribution- the total of sample observations.

In a contingency table, the degree of freedom are calculated in a slightly different manner. The
marginal total or frequencies place the limit on our choice of selecting cell frequencies. The ell
frequencies of all columns but one (C-1) and of all rows but one (r-1) can be assigned arbitrarily
and so the number of degrees of freedom for all cell frequencies is (c-1)(r-1) where, c refers to
columns and r refers to rows. Thus, in a 2*2 table, the degrees of freedom would be (2-1)(2-1) =
1 and in a 3*3 table, the degrees of freedom would be (3-1)(3-1) = 4.

Conditions for the applications of x 2 Test

The following five basic conditions must be met in order for chi-square analysis to be applied:

1. The experimental data (sample observation) must be independent of each other.

2. The sample data must be drawn at random from the target population.
3. The data should be expressed in original units for convenience of comparison and not in
percentage or ratio form.
4. The sample should contain at least 50 observations.
5. There should not be less than five observations in any one cell(each data entry is known
as a cell). For less than 5 observations, the value of x 2 shall be overestimated and result in
too many rejections of the null hypothesis.

Use of the chi square table

To facilitate its many applications, the chi square distribution has been extensively tabulated.
The table of areas found in the appendix gives value of x 2 for various probabilities and various
degree of freedom. The value of α is given in the column headings, the degrees of freedom v are
given in the rows and the body of the table gives the x 2 values.

As depicted in the following figures, the value of x 2 in the appendix table are given for various
combination of b and 1-α.
 Chapter-3
Data Analysis and Interpretation
The data has been collected with the help of questionnaire. And it has been analyzed and
interpreted with help of tale along with relevant descriptions. Appropriate treatment has been
done to the raw and logical conclusions are drawn based on the feelings.

Table 1 : Demographic Variable

Demographic Variable Number of respondents Percentage

i. Age(Years)
a.
b.
c.
d.
ii. Gender
a. Male
b. Female
iii. Occupational
a.
b.
c.
d.
iv. Qualification
a.
b.
c.
v. Income
a.
b.
c.
d.

Q1 Demographic profile:

i. Age (Years):-
 Table 1

Particulars No of Respondents
Below 25 7
25-30 21
30-35 5
35-40 9
Above 40 8
Total 50
Chart 1

8 7

9 Below 25
25-30
30-35
35-40
above 40

21
5

ii. Gender:-

Table 2

Particulars No of Respondents
Male 28
Female 22
Total 50
 Chart 2

22

Male
28 Female

iii. Educational Qualifications:-

Table 3

Particulars No of Respondents
Graduate 12
Post Graduate 29
Professional 5
Others 4
Total 50
Chart 3
 5 12
4

Graduate
Post Graduate
Professional
Others

29

iv. Position:-

Table 4

Particulars No of Respondents
Manager 25
Senior Officer 10
executive 12
Others 3
Total 50

Chart 4
 3
12

25 Manager
Senior Officer
executive
other

10

Q2. Since how many years you have been working in this organization?

Table 5

Particulars No of Respondents
0-5 Years 17
5-10 Years 16
10-15 Years 12
More than 15 Years 5
Total 50

Chart 5
 5
17

12

0-5 Years
5-10 Years
10-15 Years
More than 15 Years

16

Q3. Rate your level of satisfaction with the working culture of the organization?

Table 6

Particulars No of Respondents
Highly Satisfied 13
Satisfied 30
Average 4
Dissatisfied 3
Highly Dissatisfied 0
Total 50

Chart 6
 4 13
3

Highly Satisfied
Satisfied
Average
Dissatisfied
Highly Dissatisfied

30

Q4. Rate the statement “Top Management is interested in motivating the

employees”?

Table 7

Particulars No of Respondents
Strongly Agree 24
Agree 22
Neutral 2
Disagree 2
Strong Disagree 0
Total 50

Chart 7
 2
2

24 Strongly Agree
Agree
Neutral
Disagree
22 Strong Disagree

Q5. Which type of incentives motivates you more ?

Table 8

Particulars No of Respondents
Monetary 11
Promotion 27
Appreciation letters 3
Awards and recognition 9
Others 0
Total 50

Chart 8
 9 11

Monetary
Promotion
Appreciation letters
Awards and recognition
Others

27

Q6. How far you are satisfied with the incentives provided by the Organization?
Table 9

Particulars No of Respondents
Highly Satisfied 14
Satisfied 31
Dissatisfied 2
Highly Dissatisfied 3
Total 50

Chart 9
 Column1
2 14
3

Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied

31