“Title of the Project”

A Project report to be submitted to VIIT [A], for the partial

Fulfillment of the academic requirements for the Degree of

MASTER OF BUSINESS ADMINISTRATION

Submitted by

Name of the Student

Enrollment No
Under the Esteemed Guidance of

Name of the faculty:

Qualification
Designation
Department of Management Studies
VIGNAN’S INSTITUTE OF INFORMATION TECHNOLOGY (A)
Duvvada VISAKHAPATNAM- 530049
2021 -2023

VIGNAN’S INSTITUTE OF INFORMATION TECHNOLOGY(A)

Duvvada, Visakhapatnam - 49
(Approved by AICTE-New Delhi & Permanently Affiliated to JNTUGV-Vizianagaram)

Department of Management Studies

 VIGNAN’S INSTITUTE OF INFORMATION TECHNOLOGY (A)

Date:

FACULTY GUIDE CE R T I F I C A T E

This is to certify that the Project report titled “With Bold Letters” is a
bonafide work of Name of the Student, Enrollment No carried out in
partial fulfillment for the award of Degree of MBA under my direct
guidance and supervision. This Project Work is my original work and
not Submitted earlier for the award of any Degree for any other
University/Institution.

Faculty Guide (HOD - MBA)

External Examiner
 DECLARATION

I hereby declare that this project work entitled (with special reference to

Future Generali India Life Insurance Company Ltd, VSP) submitted by me to

JNTUGV- Vizianagaram, in partial fulfillment for the award of Degree of Master

of Business Administration is entirely based on my own study is being submitted

for the first time and it has not been submitted to any other university or institution

for any degree or diploma.

Place: Visakhapatnam. Name of the Student

Date:

ACKNOWLEDGEMENT
 Apart from the efforts of me, the success of this project depends largely on the
encouragement and guidelines of many others. I take this opportunity to express my gratitude to
the concerned that have been instrumental in the successful completion of this project.
I extended my sincere gratitude to my project guide Mrs. Auadhati Datta for her
consistent encouragement, benevolent criticism, inseparable suggestions which were the main
reasons to bring the work to present shape.
I honored to extend my sincere regards to esteemed Head of the Department
Dr.S.M.Murali Krishna for giving me the permission to carry out the project work.
I am also thankful to our beloved Principal Dr. J. Sudhakar for giving me the
permission to carry out the project work.
Finally I would like to express my deep sense of gratitude to my beloved parents and my
family members for their love and blessings to complete the project successfully.

Name of the student:

CONTENTS Page No
Declaration
Acknowledgement
Table of contents
List of tables
 List of figures
CHAPTER: I Introduction
1.1 Background of the study
1.2 Statement of the Problem
1.3 Research Questions
1.4 Need of the Study
1.5 Objectives of the Study
1.6 Hypothesis of the study
1.7 Limitation of the Study
1.8 Chapterization of Study
CHAPTER: II An overview of organization under the study
2.1 Introduction
2.2 History of the organization
2.3 Mission, Vision and Objectives
2.4 Expansion and Diversification Programs
2.5 Organizational structure
2.10 HR, Marketing and Finance practices
2.13 Recognitions and rewards
CHAPTER: III Research Methodology
3.1 Theoretical/Conceptual Framework
3.2 Research Methodology
3.2.1 Type of Research Design
3.2.2 Population
3.2.3 Sampling Procedure
3.2.4 Sources of Data Collection
3.2.5 Mode of data Collection
3.2.6 Research Instrument
3.2.7 Techniques of data analysis
3.2.8 Software used
CHAPTER: IV Data Analysis and Interpretations
4.1, Statistical Analysis, Interpretation, Graphs and Tables
CHAPTER:V Findings, Recommendations and Conclusion
5.1Findings
5.3 Recommendations
5.4 Conclusion
5.5 Bibliography
Annexure : Questionnaire document

List of tables
Table no Title of the table Page No
Fig no Title of the figure Page No
Company Certificate
1.1 BACKGROUND OF THE STUDY
The efficiency of a person depends on two factors, firstly, the level of ability to do a certain
work, secondly, the willingness to do the work. So for as the first factor is concerned it can be
acquired by education and training, but the second factor can be created by motivation. A person
may have several needs and desires. It is only strongly felt needs which becomes motives.
Thus motives are a product of needs and desires motives are many and keep on changing with
time motives are invisible and directed towards certain goals. Motivation means that process
which creates on inspiration in a person to motivation is derived from the word ‘motive’ which
means the latest power in a person which impels him to do a work.
Motivation is the process of steering a person’s inner drives and actions towards certain goals
and committing his energies to achieve these goals. It involve a chain reaction starting with felt
needs, resulting in motives which give rise to tension which census action towards goals.
It is the process of stimulating people to strive willingly towards the achievement of
organizational goals motivation may be defined as the work a manager performs an order to
Induce Subordinates to act on the desired manner by satisfying their needs and desires. Thus
motivations is concerned with how behaviour gets started, is energized, sustained and directed.
Motivation results from the interaction of both conscious and unconscious factors such as the
intensity of desire or need, incentive or reward value of the goal, and expectations of the
individual and of his or her peers. These factors are the reasons one has for behaving a certain
way.
An example is a student that spends extra time studying for a test because he or she wants a
better grade in the class. Internal and external factors that stimulate desire and energy in people
to be continually interested and committed to a job, role or subject, or to make an effort to attain
a goal. Most employees need motivation to feel good about their jobs and perform optimally.
Some employees are money motivated while others find recognition and rewards personally
motivating. Motivation levels within the workplace have a direct impact on employee
productivity. Workers who are motivated and excited about their jobs carry out their
responsibilities to the best of their ability and production numbers increase as a result.
An incentive is a motivating influence that is designed to drive behavior and motivate
employees to be produce quality work. Employers use several types of incentives to increase
production numbers. Employee incentives come in a variety of forms including paid time off,
bonuses, cash and travel perks. Incentives drive employee motivation because they offer workers
more to strive for than a regular paycheck.
Many employees need recognition from their employers to produce quality work. Recognition
and employee reward systems identify employees who perform their jobs well. Acknowledging a
job well done makes employees feel good and encourages them to do good things. Employers
recognize workers by tracking progress and providing feedback about how they have improved
over time. Public recognition is also a motivating factor that drives worker productivity.
Motivation Concepts
As identity, recognition, learning and frame of mind, motivation is a critical piece of
understanding human conduct. Motivation is Internal and outside elements that support want and
vitality in individuals to be consistently intrigued and focused on a vocation. Motivation
fundamentally comprises of three collaborating and bury subordinate component, i.e., need,
motivation, and drive. It is the certainty of the board scientist that, authoritative objectives are
unachievable without stable responsibility of the individuals from the association. Motivation is
one of the human mental trademarks that add to an individual's level of duty. Motivation helps to
accomplishing an objective, set apart by objective coordinated conduct. When somebody is being
inspired, they suggest that an individual is making a decent attempt to be in charge of a specific
task. In any case, motivation alone can't be adequate to achieve the assignment with higher
viability. Having the expertise and learning, to play out that task is additionally critical in such
manner. Now and again it turns into the determinant of viability.
Employees
Workers are genuinely affected by the motivation, and to fulfill their essential needs, for
example, regard needs, physiological necessities, wellbeing needs, social needs, and
selfcompletion levels. Henceforth it is particularly imperative for the association to keep workers
spurred. Herzberg characterized work fulfillment as the acknowledgment and open door for
improvement as worker's inspiration factors. By isolating satisfiers and disappoints he
recognized disappoints as cleanliness factors that impacts wellbeing, solace and social
prosperity. Evacuation of these components may result in disappointment of the representatives
in association. A portion of the cleanliness factors are organization approaches, working
conditions in organizations, pay or professional stability and so forth.
 Decision making
Fundamental administration as an individual agents to think about his rights in an affiliation. It
underpins the specialist to keep up a more elevated amount of unfaltering quality between their
considerations and works. Delegates are influenced by both internal and external forces, anyway
the impact of these forces depends a lot without anyone else dimensions of inner and outer locus
of control.
Productivity
Efficiency is the generation limit of the representatives in the association. The indispensable
essential nature of persuading the representatives is to upgrade efficiency. Representative is
called as a successful worker when he forces both great range of abilities just as a beneficial
workplace. Association relies upon their very own representatives to create and convey excellent
items and administrations. Representatives are exceptionally affected by a different powers both
interior just as outside as they endeavor to play out their activity obligations. This is legitimately
identified with efficiency of the association.
Organization goal, organization performance and job satisfaction
For all organisations, the center reason behind playing out the actvities is to accomplish
association destinations or objectives and the dimension of execution. Authoritative execution
has the significant influence in achieving such objectives. Some of them feel that it is basically
how fulfilled an individual is with his or her activity, at the end of the day, regardless of whether
they like the activity or individual viewpoints, for example, nature of work or supervision.
Meeting individual objectives causes worker's to remain persuaded. By improving ability and
representative association inspiration improves execution of workers and along these lines
accomplishing hierarchical objectives. Authoritative viability is a degree up to which, the
association satisfies its objectives utilizing certain assets and with setting strain on its
individuals.

Various theories of motivation

Maslow’s hierarchy of needs: Human behaviour is goal-directed. Motivation cause goaldirected
behaviour. It is through motivation that needs can be fulfilled completely. According to these,
need is categorized into five levels from lower to higher order of needs. Individuals require to
satisfy their lower order of needs before they move towards higher order.

Satisfied needs will no longer motivate the individuals. Motivating a person entirely depends
upon knowing that at what level the person stands at hierarchy.

Fig 2.1: Showing Maslow’s hierarchy of needs

Physical necessities: These are essential needs, for example, sustenance, cover, and dress. Safety
and security needs: Needs, for example, free from physical threat and the dread of Social needs:
Needs, for example, love and cordiality, accepting by colleagues and so forth. Esteem needs:
Needs, for example, control, status, position and fearlessness.
Self-completion need: Needs, for example, goal to move toward becoming what one is fit for
getting to be to exploit one's potential and to accomplish something's.
Mc Gregor’s theory X and theory Y:

Fig 2.2: Showing Mc Gregor’s theory X and theory Y

(a).As indicated by Theory X representatives are minimal ambitious; dislike intensely to work,
stay away from the duty and require high supervision. Representatives would prefer not to work
and make a decent attempt to stay away from it. In this way, the supervisors of the association
need to control and undermine representatives to complete work.

(b).As indicated by Theory Y, representatives can utilize self-course, readiness to take

obligations and like to work. People like to work. Individuals are self propelled to accomplish
targets to which they are devoted to. Individuals are likewise dedicated to objective achievement.
They will look for and furthermore acknowledge obligation under great condition. Workers will
have limit with respect to development in taking care of issues.

Three needs theory:

Fig 2.3: Showing McClelland’s 3 needs theory