A

Project report
Undertaken at
“National Bearing Company”
On
“A Study On Motivational Factors”

Submitted to Rajasthan Technical University, Kota in Lieu Of

Partial fulfillment of the requirement of Master of Business
Administration (MBA)
By
Minakshi Jangir

MBA IVth Sem.

(2016-2017)
From

BIYANI INSTITUTE OF SCIENCE AND MANAGEMENT

JAIPUR (RAJ).
HERE COMPANY CERTIFICATE
 DECLARATION BY STUDENT
I hereby declare that this report is my original work and I have not copied it
from anywhere or earlier, such report is prepared by my own efforts. I further
declare that I have not submitted this report anywhere else expect to RTU Kota
in partial fulfillment of my MBA course.

Minakshi Jangir
MBA 4th SEM

DECLARATION BY GUIDE
This is to certify that Ms. Minakshi Jangir the student of MBA of Biyani
institute of science and management has completed her project report on
“EMPLOYEE MOTIVATION” at “National Bearing Company (NBC)” under my
guidance for partial fulfillment of MBA degree RTU Kota its original work done
the information provided in the study is authentic to be best of my knowledge.
I wish her all the success in academic career as well as her life.

Ms. Richa Khunteta

Assistant Professor
 ACKNOWLEDGEMENT

I express my sincere thanks to my project guide, Mr. Manish Sharma (HR Executive) of NBC
bearing Jaipur, for guiding me right from the inception till the successful completion of the
project. I sincerely acknowledge him for extending their valuable guideline, support for
literature, critical reviews of project and report and above all the moral support he had
provided to me with all stages of this project.

I would like to thank the supporting staff for their help and cooperation throughout my
project.

I am also thankful to my internal guide Ms. Richa Khunteta (Asst. Prof. BISMA) for providing
me with valuable suggestion that helped me to move steadily towards accomplishment of
my project objectives.

I am thankful to my parents who gave me opportunity of pursuing MBA.

Finally I would like to thank Biyani Institute of Science & Management for giving me a
chance to learn and add to my knowledge and to gain some experience through this training
project.

Minakshi Jangir
MBA 4th SEM
 PREFACE

The project report is a part of the curriculum of the Rajasthan Technical University Kota,
Master of Business Administration course. It is aimed to provide the student an industrial
exposure. Students are expected to learn the technical aspects of theoretical studies applied
in the organization.

I selected National Bearing Company for my industrial training. It is a world class innovative
competitive & high-tech production company of bearings. This project report on
“EMPLOYEE MOTIVATION” is a task of our academic session of MBA.

Under the guidance of Manish Sharma (HR Executive) study was undertaken with the
objective of a general study of HR department functions requirements for current project &
analysis of the company.

Employee motivation is one of the major issues faced by every organization. It is the major
task of every manager to motivate his subordinates or to create the ‘will to work’ among the
subordinates. It should also be remembered that a worker may be immensely capable of
doing some work. Nothing can be achieved if he is not willing to work. A manager has to
make appropriate use of motivation to enthuse the employees to follow them. Hence this
study also focuses on the employee motivation among the employees of National Bearing
Company.
 TABLE OF CONTENTS

Sr. No. Particulars Page No.

1 Introduction of company

2 Introduction of topic

3 Objectives of study

4 Research Methodology

5 Data interpretation and analysis

6 Conclusion and Suggestion

Annexure
7
 Questionnaire 

 Bibliography
INTRODUCTION
INTRODUCTION

Company profile
NATIONAL ENGINEERING INDUSTRIES (NEI) LIMITED, belongs to the renowned industrialist,
Late Shree B.M.BIRLA.

(Late Shree B.M. Birla)

It started under the name of “NATIONAL BEARING INDUSTRIES LIMITED”

(NBC) Founded in Jaipur in the year 1946 as a pioneer industry in the field of

Bearing manufacturing, the first bearing was manufactured in 1950 with a modest starts of
30,000 bearing in 19 sizes. The company is now producing

Nearly 3.8 million bearing per month in over 500 different sizes ranging from 20mm
diameter to 1350mm diameter and has the capacity to produce bearing up to 2000mm
diameter. with ever increasing activities and grants of industrial licenses for other vital
industries and manufacturing of roller bearing axle boxes

For railway rolling stock, steel balls, tapered roller bearings, spindle inserts etc. The name of
company was changed in 1958 to NATIONAL ENGINEERING INDUSTRIES Ltd retaining its
original trademark NBC.

The industry now spread over 118 acre of land in Jaipur, 56 acres in Gunsi (Newai) and
Manesar. This is the only unit in the country manufacturing ball bearings, steel bearings,
tapered roller bearings, cylindrical roller bearings & axle boxes for railways rolling stock
spherical roller bearings, cartridge roller bearings & large diameter special bearing in
separate factories.
THE NEI EDGE
NEI is powered by a strong faith in its own capabilities. This explain its success in building up
an improved infrastructure of technical strength for designing & consulting engineering
machines, even designing new mean & methods for upgrading.

NEI provided a friendly environment to work together as a team with the very best for
customers

The bearings of NBC are widely used by automobiles, truck, steels, mills, thermal power
plant railways etc.

MILE STONES OF NEI:

 1946- COMPANY ESTABLISHED AS NATIONAL BEARING COMPANY (NBC) UNDER

TECHNICAL COLLABORATION WITH HOFFMAN UK.

 1950- BALL BEARING PRODUCTIONA STARTED.

 1951- RAILWAY BEARING PRODUCTION.

 1957- COMPANY NAME CHANGED TO NATIONAL ENGINEERING INTDUTRIES LTD

(RETAINING NBC AS TRADE MARK)

 1967- TAPER ROLLER BEARING UNDER TECHNICAL COLLABORATION WITH FEDRAL

MUGGAL CORPORATION U.S.A

 1971- ESTABLISHED R&D DEVISION

 1971- ESTABLISHED MACHINE BUILDING DIVISION.

 1975- LARGER DIAMETER SPECIAL BEARINGS.

 1976- SPERICAL ROLLER BEARING WITH TECHNICAL KNOW HOW FROM FAG-SRO

 1981- SEPRATE FACTORY FOR BALL BEARING AT GUNSI (NEWAI).

 1982- CARTRIDGE TAPER ROLLER BEARING IN TECHNICAL COLLABORATION WITH

BRENCO INCORPORATION U.S.A
  1985- LARGEST BEARING WITH O/D1.3 METER & WEIGHT 4.39 TONS (4390 KGS)
PRODUCED.

 1986- TECHNICAL COLLABORATION WITH NTN CORPORATION OF JAPAN FOR BALL,

CYLINDRICAL & SPHERICAL ROLLER BEARINGS.

 1990 TO 1995- MODERNISATION IN THREE PHASES.

 1995- ISO- 9001 CERTIFICATE

 1998- IV PHASE MODERNISATION STARTED

 1999- IMPLEMENTED 1ST PHASE OF E.R.P SAP SOLUTIONS.

 2000- QS- 9000 QUALITY SYSTEM CERTIFICATE & ISO- 14001 CERTIFICATE.

 2003- TS- 16949 CERTIFICATION BY BVQI

 2004- SEPARATE ASSEMBLY PLANT AT MANESAR (GURGAON)

 2006- FORMED JOINT VENTURE WITH NTN FOR MANUFACTURING OF CONSTANT

VELOCITY JOINTS FOR PASSENGER CARS

 2007- JIPM (TPM) AWARD FOR NEWAI PLANT

 2008- JIPM (TPM) AWARD FOR JAIPUR PLANT

QUALITY POLICIES
NEI believes in the maxim “Consumer is always right”. With this in mind NEI shall design,
manufacture and deliver products to provide consumers satisfaction, through continuous
improvement. To achieve this, management shall:

 Provide education and training in planned manner to the employees and seek their
improvement.
 Maintain international quality management system as per ISO-9001 and adopt QS-
9000 system.
  NBC Bearing Wins the Deming Application Award 2010 for Total Quality
Management

Awarded by the Union of Japanese Scientists and Engineers, the Deming prize is the highest
recognition for Total Quality Management. It gives us immeasurable pride to say
that National Engineering Industries Ltd. has won the Deming Application Award 2010.

NEI is one of the largest domestic bearing manufacturers with gross annual turnover of Rs.
800 crore in 2009-10. It enjoys a domestic market share of 25 %. The company exports
bearings to more than 20 countries and is also exporting to OEMs in Europe and USA. NEI
has grown at a CAGR of 19% since 2007-08.

NEI Bearings are widely used by 2 and 3 Wheelers, Cars, Trucks, Tractors, Electric Motors,
Railway wagon, Coach & Locomotive manufacturers as Original Equipment and Steel Mills,
Heavy Engineering Plants, Bulldozers, Shovels, Tillers and Thermal Power Plants, all across
the country.

Companies who trust NBC bearings among others include Maruti Suzuki, Tata , Mahindra,
Honda, Bajaj Auto, Hero Honda, Escher, Volvo, Piaggio, Suzuki, Royal Enfield, Yamaha, Ashok
Leyland, Jatco, Nissan, Agrale, Comet, TVS, Escorts, Tafe, Somalia , Same Deutz and
Hindustan Motors. NBC Bearings are also
Exported to various countries like USA, Germany, Italy, Japan, South Africa, Saudi Arabia,
Brazil, Peru, Guyana, Sri Lanka, Bangladesh, Pakistan, Nepal & Bhutan.

The Deming medal confirms that our quality management systems are one of the best,
globally. For our customers, this means enjoying consistently superior products and
assurance of highest quality for every NBC Bearing they use. NBC stands committed to an
endless journey of continuous improvement through TQM National Engineering Industries
Ltd., Khatipura Road, Jaipur-302006, Rajasthan (India).
MISSION:

NEI Ltd. is in the business of precision rolling bearings, providing technical services and
seeking opportunities for new business consistent with its mission.“To serve the society by
providing products and services of excellent quality, meeting consumer requirement,
providing adequate return to shareholders and creating opportunity for the employees to
achieve their aspirations.”

To achieve this, management shall:-

 Provide education and training in planned manner to the employees.

 Maintain international quality management system as per iso- 9001 adopt QS- 9000
system.

TECHNICAL COLLABORATION

 SRO- FAG 1975 FOR SPHERICAL ROLLER BEARINGS FOR RAILWAYS COACHES.
 NTN CORPORATION OF JAPAN SINCE 1985 FOR BALL, CYLINDRICAL AND ROLLER
BEARING.
 IZUMI KINZOKU KOGYO Co. Ltd. Japan since 1996 for remanufacturing and
 Overhauling of bearings.
 Grinding and super finishing machines for bearings races.

PRODUCTS OF NEI

 Spherical Roller Bearings.

 Ball Bearings.
 Roller Bearings.
 Tapered Roller Bearings.
 Cartridge Tapered Roller Bearings.
 Steel Ball
PLANT AT JAIPUR

1. BALL BEARING:-
Precision ball bearing from 6mm to 75mm bore diameters is manufactured on the different
machines in grinding and centrally air conditioned. Assembly lines with auto gauging and
testing equipments.

The latest advance techniques for manufacturing and quality are applied. The plant is
spread over a covered area of 14694sq.m

2. STEEL BALL:-
Precision steel balls up to 25mm diameters for NBC bearings are manufactured on precision
and lapping machines to achieve super finished surface. Accuracy & roundness as per
standards. This division is spread over a covered area of 4700sq meters

3. TAPERED ROLLER BEARING:-

This plant with most modern equipment was set up in the year 1968, precision tapered
roller bearing are manufactured in inch & metric series from 15.875mm bore to 95.25mm
bore with technology obtained from our earlier collaborator, federal mogul corporation,
USA and now with NTN corporation , Japan. These bearings are used by all major
automobile manufacturers in the country as original equipment this division is spread over a
covered area of 11,652 sq meters.
 4. RAILWAY BEARING:-
ROLLER BEARING IN AXLE BOX:-

With the production of roller bearing and axle boxes since 1952,the company has fully met
the requirements of the Indian railway designing.

And developing axle boxes and bearing for fitment to locomotives manufactured by diesel
locomotive works.

SPHERICAL ROLLER BEARING:-

The manufacturing of spherical roller bearing was started in the year of 1875-76 for the
fitment to broad- gauge and mater-gauge passenger coaches technology machines and
equipments.
NEI Quality Objectives:

Fulfill the commitment to customers.

1. Quality as per customer requirements.

2. Delivery as per commitment.
3. Education and training to all employees.
4. Develop, motivate and involve employee for continuous improvement through:-

 Task force
 Quality circle
 5's program
 Suggestion scheme
 Develop new products
5. Maintain and improve quality system as per ISO 9001 for continued suitability and
adopt QS-9000 System.

Environment Policy:

NEI is committed for preservation of pollution, conservation of natural resources by

1. Complying with environmental laws and regulations.

2. Continually improving its manufacturing, treatment and disposition process to make them
environment friendly.

3. Promoting recycle, reuses and recover philosophy.

Divisions and products:

Various divisions and departments which fall in line with the organizational objectives carry
out the divisional functions given below in the bird's eye view of the major functions of the
division departments and outline of the structure is given below:
 DIVISION PRODUCTS
Ball bearing division, Jaipur Ball bearing

Ball bearing division, Gunsi (Newai) Ball bearing

 Tapered cylindrical roller
Bearing
 Cylindrical roller Bearing
Tapered Roller bearing division, Jaipur
 Spherical Roller Bearing
Railway bearing division, Jaipur
 Cartridge Tapered Roller
Bearing
 Railways Axle Box Assemblies
Large Dia Bearing division, Jaipur Medium and large Dia Bearing

In addition to above manufacturing division, following centralized division located

at Jaipur.

 Sales and marketing

 Research and development
 Machine Building
 Logistic and supply
 Quality assurance
 Metallurgy
 Personnel and HRD
 Finance
 Internal consultancy group
MAJOR PARAMETERS FOR SURVEY:-

MOTIVATION

According to the motivation theory opportunities can aid opined individual effort. An
employee will exert a high level of effort if he or she perceives that there is a strong
relationship between effort and performance, performance and rewards, and rewards &
satisfaction of personal goals. Each of these relationships, in turn, is influenced by certain
factors. For effort to lead good performance, the individual must have the requisite ability
to perform, and the performance appraisal system that measures the individual’s
performance must be perceived as being fair and objective. The performance-reward
relationship will be strong if the individual perceives that it is performance rather than
seniority, personal favorites, or other criteria that is rewarded. Motivated individuals stay
with a task long enough to achieve their goal. What workers want?

 Interesting work
 Full appreciation of work done
 Feeling of being in on things
 Job security
 Good wages
 Promotion & growth in organization
 Good working conditions
 Personal loyalty to employees
 Tactful discipline
 Sympathetic help with personal problems
TECHNOLOGY:

The term technology refers to how an organization transfers its inputs into outputs. Every
Organization has at least one technology for converting financial, human and physical
resources into products or services.

Technology is changing people’s jobs and their work behavior. Quality management and its
emphasis on continuous process improvement can increase employee stress as individuals
find that performance expectations are constantly being increased. Process reengineering is
eliminating millions of jobs and completely reshaping the jobs of those who remain. And
mass communication requires employees to learn new skills.

The e-organization, with its heavy reliance on the internet, increases potential workplace
distractions.

COMMUNICATION:

Good communication is essential to any Group or Organization’s effectiveness. The source

initiates a message by encoding a thought. The message is the actual physical product from
the source encoding. The channel is the medium through which the message travels. It is
selected by the source, which must determine whether to use a formal or informal channel.
The receiver is the object to which the message is directed. But before the message can be
received, the symbols in it must be translated into a form that can be understood by the
receiver. This step is the decoding of the message. The final link in the communication
process is a feedback loop. Feedback is the check on how successful we have been in
transferring our messages as originally intended. It determines whether understanding has
been achieved.

CAREER DEVELOPMENT:
Few human resource issues have changed as much in the past decade or two as the role of
the Organization in its employee’s careers. It has gone from paternalism in which the
organization took complete responsibility for managing its employee’s careers to supporting
individuals as they take personal responsibility for their future.

For much of the twentieth century, Companies recruited young workers with the intent that
they would spend their entire career inside that single organization. For those with the right
credentials and motivation, they created promotion paths dotted with ever increasing
responsibility. Employers would provide the training and opportunities, and employees
would respond by demonstrating loyalty and hard work. It has become the employee’s
responsibility to keep his skills, abilities and knowledge.

TRAINING AND DEVELOPMENT:

Game of economic competition has new rules. Firms should be fast and responsive. This
requires responding to customers’ needs for quality, variety, customization, convenience
and timeliness. Meeting these new standards require a workforce that is technically trained
in all respects. It requires people who are capable of analyzing and solving job related
problems, working cooperatively in teams and ‘changing hats ‘ and shifting from job to job
as well. Training has increased in importance in today’s environment where jobs are
complex and change rapidly.

Training is the process of increasing the knowledge and skills for doing a particular job. It is
an organized procedure by which people learn Knowledge and skill for a definite purpose.
The purpose of training is basically to bridge the gap between job requirements and present
competence of an employee. Training is aimed at improving the behavior and performance
of a person. It is never ending or continuous process.

Today, employee training and development is not only an activity that is desirable but also
an activity that organization must commit resources to if it to maintain a viable and
knowledgeable work.
EMPLOYEE & ORGANIZATION

(1) Promotion Policy

In order to attract & retain potential talents in consonance with the company's culture, it is
essential that we should clearly outline a "Promotion Policy" for the employees. This policy
should take care of cadre recruitment viz.

 Trade Apprentices, who will take care of the requirement for skilled personnel in the
organization.
 Non-supervisory supporting staff predominantly engaged in Office Administration.
 Diploma Engineers, who will take up positions in Supervisory functions after training,
and
 Graduate Engineer Trainees/Management Trainees/Other Professionals who are
identified as future Managers or as Functional Specialists.
The Promotion policy would seek to fulfill the individual, organizational as well as Business
needs.

Individual Needs:

The individual needs may be classified through one or more of the following:

 Compensation package
 Skill level/Job enrichment to ensure job satisfaction.
 Span of control
 Self-esteem through recognition by the work Group.
 Social needs through creating enhanced social status like providing good
accommodation or in lieu adequate House Rent Allowance, transport facilities as far as
possible or Conveyance Allowance.

Organizational Needs:

Organizational needs can broadly be classified as:- Positional requirements in the

organizational hierarchy such as Skilled, Supervisory, Managerial & also specific career
ladders for Technologists, Specialists vis-à-vis General Management cadre.
Business Needs:

The promotion policy would take care of specific business needs depending on the nature of
goods produced/ services rendered taking into account the technology level.

Prevention of good employees from becoming assets to competitors. To achieve this,

specific plan can be drawn out for job rotation, job enrichment, promotion, compensation
package, etc.

Developing of company's specific skill wherein a man becomes very useful to a specific
organization. The flow chart on "Promotion policy" is enclosed (Annex. I-ED).

Thus, the Promotion Policy needs to take care of both Career Planning & Succession
Planning. In order to achieve this, the essential sub-systems required are:

 Tracking System
 Assessment System

(2) Classification

For monthly rated workmen NEI have the following category of grades:
GRADE-WISE CLASSIFICATION

GRADE DESIGNATION

Z1 Peon

S1 Clerk

S2 Sr. Clerk

S3 Assistant

S7 Assistant Officer/Jr. Foreman

S8 Officer

M-3(1) Sr. Officer

M2 Sr. Officer/Asst. Manager

M1 Asst. Engineer

M2 Engineer

M-3(2) Sr. Engineer

M4 Superintendent

M8 Manger

E1 Sr. Manager

E2 Divisional Manager

E4 Asst. General Manager

E5 Dy. General Manager

E6 General Manager

E8 Vice President
RESEARCH AND DEVELOPMENT AT JAIPUR

A. DESIGN AND DEVELOPMENT:-

Complete in house facilities for design development of all types of ball bearings and tooling
are available. The design is done on CAD. The large diameter bearing and tooling have been
entirely designed and developed at NEI’s R&D at its computer centre. Complete engg. and
research facilitates are available to solve intricate problems with expert advice.

B. MACHINE BUILDING:-

The NEI’s has the capacity of the machine building to design. Develop and manufacture
special purpose CNC grinding lines. And material handling equipments etc.

PLANT AT GUNSI (NEWAI):-

Established in the year 1980-81 as an expansion project of NEI Ltd. The factory is equipped
with fully automated grinding lines with electronic in process and post- process gauging and
centrally air- conditioned assembly lines with auto gauging and test.
MAIN COMPETITORS OF NEI

 TIMKEN
 ABC RANCHI
 H.M.T BEARING
 FAG MUMBAI
 S.K.F PUNE & BANGLORE
 TISCO ETC.
 KOYO INDIA
 S.B.L RANCHI

NEI NETWORK ALL OVER INDIA

NEI’S manufacturing plants are situated at Jaipur & Gunsi (NEWAI).

Office whole production is from these two plants. Head of NEI is also situated were branch
office are in Calcutta, Pune, Mumbai, Ahmadabad.

Delhi and Faridabad registered offices are in Jaipur and Calcutta

MARKET OF PRODUCTS
a) BALL/ROLLER/TAPER ROLLER BRG.
 Telco, Eicher
 Hindustan motors
 Mahindra,& Mahindra
 Dynamo pumps
 Crompton greaves
 HMT tractors
 Orients fans
 Usha fans
 Maruti escort hero Honda
 Bajaj scooters kinetic engineering

b) AXLE BOXES

 Indian railway
 Arabian countries
 Cimco wagon in dust
MAIN CUSTOMERS
TRACTORS:

 EICHER
 ESCORT
 HMT
 PUNJABI TRACTORS
 TAFE
 VST TIFFERS

ELECTRIC MOTORS &PUMPS:

 CROMPTON GREAVES
 G.E MOTORS
 NGEF
 EMPLOYEE MOTIVATION

The project work entitled A STUDY ON EMPLOYEE MOTIVATION with special reference to
National Bearing Company, is mainly conducted to identify the factors which motivate the
employees and the organization functions. Management’s basis job is the effective
utilization of human resources for achievements of organizational objective. The personnel
management is concerned with organizing human resources in such a way to get maximum
output to the enterprise and to develop the talent of people at work to the fullest
satisfaction. Motivation implies that one person, in organization context is manager, include
another, say an employee, to engage in action by ensuring that a channel to satisfy those
needs and aspiration becomes available to the person. In addition to this, the strong needs
in a direction that is satisfying to the latent needs in employees and harness them in a
manner that would be functional for the organization.

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

The data needed for the study has been collected from the employees through
questionnaires and through direct interviews. Analysis and interpretation has been done by
using the statistical tools and data presented through tables and charts.
 RESEARCH PROBLEM

The research problem here in this study is associated with the motivation of employees of
NBC. There are a variety of factors that can influence a person’s level of motivation; some of
these factors include:-

1. The level of pay and benefits

2. The perceived fairness of promotion system within a company
3. Quality of the working condition
4. Leadership and social relationships
5. Employees recognition
6. Job security
7. Career development opportunities etc

Motivated employees are a great asset to any organization. It is because the motivation and
job satisfaction is clearly linked. Hence this study is focusing on the employee motivation in
the organization. This research problem is formulated as follows:

“What are the factors which help to motivate the employees?”

 SIGNIFICANCE OF MOTIVATION

Motivation involves getting the members of the group to pull weight effectively, to give
their loyalty to the group, to carry out properly the purpose of the organization. The
following results may be expected if the employees are properly motivated.

1. The workforce will be better satisfied if the management provides them with
opportunities to fulfill their physiological and psychological needs. The workers
will cooperate voluntarily with the management and will contribute their
maximum towards the goals of the enterprise.
2. Workers will tend to be as efficient as possible by improving upon their skills and
knowledge so that they are able to contribute to the progress of the
organization. This will also results in increased productivity.
3. The rates of labor’s turnover and absenteeism among the workers will decrease.
4. There will be good human relations in the organization as friction among the
workers themselves and between the workers and the management will
decrease.
5. The number of complaints and grievance will come down.
6. Accidents will also be low.
 SCOPE OF STUDY

The scope of studying motivation factors is very wide, it helps to motivate the employees
and improve the efficiency while working. Since the main idea behind employee motivation
is to increase worker productivity, this was seen as very limited in scope and detrimental in
the long run regarding employer-employees within the context of the roles they perform. Of
all the functions a manager performs, motivating employees is arguably the most complex.
 OVERVIEW ON MOTIVATION:

 Nearly all the conscious behavior of human being is motivated. The internal needs
and drives lead to tension, which in turn results into action. The needs for food
results into hunger and hence a person is motivated to eat.

 A manager requires creating and maintaining an environment in which individuals

work together in group towards the accomplishment of common objectives.

 A manager cannot do a job without knowing what motivates people. The building of
motivating factors into organizational roles, the staffing of these roles and the entire
process of leading people must be built on knowledge of motivation.

 It is necessary to remember that level of motivation varies both between individuals

and within individuals at different times. Today in the increasingly competitive
environment maintaining a highly motivated workforce is the most challenging task.

 The art of motivation starts by learning how to influence the behavior of the
individual. This understanding helps to achieves both, the individual as well as
organizational objectives.

 Motivation is a powerful tool in the hands of leaders.

THE CONCEPT OF MOTIVATION

The word motivation has been derived from motive which means any idea, need or emotion
that prompts a man in to action. Whatever may be the behavior of man, there is some
stimulus behind it. Stimulus is dependent upon the motive of the person concerned. Motive
can be known by studying his needs and desires.
It is a general tendency to believe that motivational is a personal trait. Some people have it
and the others don’t. In practice, some are labeled to be lazy because they don’t display an
outward sign of motivation. However, individual differ in their basic motivational drives. It
also depends upon their areas of interest. The concept of motivation is situational and its
level varies between different individuals and at different times. If you understand what
motivates people, you have at your command the most powerful tool for dealing with them.
There is no universal theory that can explain the factors influencing motives.

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 rewards”

Motivation is the results of processes, internal or external to the individual that arouses
enthusiasm and persistence to pursue a certain course of action.

In other words motivation is a set of forces that causes people to behave in certain ways.

 Motivation is the characteristic that is required in every organization in order to achieve

that best work force in today’s cut throat competition.
 It inspires to get what you want regardless of what people tell you that you cannot do.
 When you learn how to achieve motivation for something you truly desire, nothing can
stop you from having it. So think about it; what truly motivates you then take action
towards it and watch it becomes your reality.
 Each person is motivated by different things. 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.

Nature of Motivation
Every organization must-

 Attract competent people and retain them with it.

 Allow people to perform tasks for which they were hired, and
 Stimulate people to go beyond routine performance and overreach themselves in their
work.

A basic principle is that the performance of an individual depends on his or her ability
backed by motivation. Stated algebraically the principle is:
Performance = f(ability*motivation)

Framework of motivation

The framework of motivation comprises six steps-

 Motivation process begins with the individual’s needs.
 Needs are felt deprivations which the individual experiences at a given time and act an
energizers. These needs may be psychological, physiological, or social.
 Motivation is goal directed. A goal is specific result that the individual wants to achieve.
An employee’s goals are often driving forces and accomplishing those goals can
significantly reduce needs.
 Once the employees have received either rewards or punishments they reassess their
needs.
Here is a list of 12 employee motivation factors that you can use if you want to increase
employee motivation. For instance, how can you improve your department meetings? See
this as a list of pedagogical aids.

1. Use employee’s competence

One of the most powerful employee motivation factors. Few things are more motivating to
people than when they can use their competence. Most people don’t get to use their
competences to the fullest. They usually have a number of competences that they don’t
think the company wants or needs. Find a way (ask) to find out what competences you have
at hand and see how you can utilize them in the best way(use point 3 in this list).

2. Ask questions and listen.

Usually people like to talk about themselves more than about others. So if you as a manager
listen to your employees and let them talk about themselves or their job. It will be much
easier for you to get them to listen to you.

3. Invite employees to discussions about why and how

Usually decisions are not made in consensus. Even if some managers would like to have
their employees think that is the case. Not even management teams make decisions. It
always has to be one person deciding. My point is that employees always work in a situation
where somebody else is making decisions that affect him or her.

4. Let attendees prioritize problems and solutions

A very effective way of firing up a group of people in a meeting is to first let them
brainstorm about top problems that need to be solved in the group or company. Then let
them prioritize the list by voting. It works like this: Everybody get to use 3 to 5 points that
they can use to vote on the most important problems. They can choose to put all points on
one problem or distribute them on several. When everybody in the room has voted you
have a prioritized list of problem. Then you do the process over again, but this time does it
on solutions.
5. Post-it notes
Use post-it notes brainstorming meetings. It is a good tool to use. Give everybody that
participates in the brainstorm a pad of post-its. Then give them a topic or question to
brainstorm, either individually or in pairs. Tell them to write down everything that comes to
mind on one post-it note. There must not be more than one thing on every paper. After 5-
10 minutes, when the ideas are draining you ask them to put their notes on a whiteboard or
on a wall. You could ask them to do it one by one as they explain their notes.

6. Flip pad
If you have a meeting or conference with a number of attendees, use a flip chart for writing
ideas or models. It is good to use when you make references to previous discussions or just
as a reminder for people. Post the papers on the wall for everybody to see.

7. Rotate the groups

If people are allowed to choose their own seats in a meeting room they tend to seat next to
people they know. This can be good, but it can also be restraining to the result of the work,
Therefore a good tip could be to have them change seat after every break. This way they
will meet more new people and exchange ideas in small group discussions with more
people.

8. Exhibition
This is another very good method for group work presentations. What you do is that you
have each group answer a couple of questions on a flip pad. You should use different
questions for each group or have two groups solve the same question. When that is done
you ask to them to rotate individually in the room to read results that the other groups have
found. They can add stuff to others flip pads, giving it more ideas.

9. Rotate chairman
Many meetings are very predictable, everybody sits in the seats they always have and there
is always the same people talking and the same people not talking. So, here is very simple
thing you can do to get people more involved and motivated at the meetings. Every week
there will be a new chairman for the meeting. Make it a rotating schedule. What his gives
you are a couple of things: A. Everybody in the group in more prepared for the meeting. B.
you will be able to take part in the meetings in a different way.

10. Stand up meeting

One of the employee motivation factors that helps vitalize your meeting is to do stand-up
meetings. This is a way of having short meeting to discuss one or two items. And because
the meeting is not sitting down meetings you can have them basically anywhere; the
cafeteria, the hallway, the lobby etc. the meetings can be scheduled or just spontaneous
once. It is fun and it is short. There will not be long meetings. If the discussions take a
direction that demands more in depth discussion you can turn meeting into a sit down
meeting or reschedule.

11. Survey before and after

Ask people of their expectations before the meeting and then follow up after the meeting is
a very powerful method of actually setting people expectations. And by measuring after the
meeting you will A-show people that you listen to their views on the meeting and B- you will
learn from it.

Strategies to be adopted to motivate employees

 Providing positive reinforcements for the tasks accomplish & setting higher goals to
be achieved
 Identifying employee needs & seeing making them comfortable with work
environment
 Regular appraisals and platforms where employees can share their on the job
experiences
DIFFERENCE BETWEEN MOTIVATION, SATISFACTION, INSPIRATION AND
MANIPULATION
Motivation refers to the drive and efforts to satisfy a want or goal, whereas satisfaction
refers to the contentment experienced when a want is satisfied.
In contrast, inspiration is bringing about a change in the thinking pattern.
On the other hand manipulation is getting the things done from others in a predetermined
manner.

Inspiration Satisfaction

Motivation OR
Action Demotivation Result

Manipulation Dissatisfaction

Hence, manipulation or external stimulus as well as inspiration or internal stimulus acts as

carriers of either demotivation or motivation which in turn either results into dissatisfaction
or satisfaction depending upon.
 TYPES OF MOTIVATION
Intrinsic motivation occurs when people are internally motivated to do something because it
either brings them pleasure, they it is important, or they feel that what they are learning is
morally significant.

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

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

a) Need for incentives

Man is a wanting animal. He continues to want something or other. He is never fully

satisfied. If one need is satisfied, the other need arises. In order to motivate the employees,
the management should try to satisfy their needs. For this purpose both financial and non
financial incentives may be used by the management to motivate the workers.

INCENTIVES

Financial incentive Non- financial incentives

- Wages and salaries. - Competition

- Bonus - Group recognition

- Medical reimbursement - Job security

- Insurance - Praise

- Housing facility - Knowledge of result

- Retirement benefits. - Job rotation

 Limitations of the study
Every research has its limitations due to non-availability of resources or some other factors:

1. The time duration prescribed for research 10 days was not sufficient for the
research.
2. The non-availability of the sufficient secondary data compelled the research to be
limited.
3. Though the respondents were convinced but still the respondents were hesitant to
share their actual feelings.
4. As employees are overburdened with their work they do not pay much attention to
such questionnaire.
OBJECTIVES
 OBJECTIVES OF THE STUDY

1. To study the factors at the work place which influence job satisfaction and employee
motivation.
2. To study the effect of monetary and non-monetary benefits provided by the
organization on employee performance.
3. To study the effect of job promotions on employees.
4. To provide practical suggestions for improvement of employee performance.
5. Employee feedback on the effectiveness of motivational techniques used.
6. To analyze whether the suggested changes can be made possible in the working
environment of the organization.
7. To improve workplace satisfaction and thereby improving productivity leading to
long term benefits to the company.
8. To assess the strengths and weakness of employee in NEI.
RESEARCH METHODOLOGY
 RESEARCH METHODOLOGY

Research refers to search for knowledge. Research is an original contribution to the existing
stock of knowledge making for its advancement. It is pursuit of truth with the help of study,
observation, comparison, and experiment. In short, the search for knowledge through
objective and systematic method of finding solution of the problem is research. The advance
learner’s dictionary of current English gives the meaning of research for new facts in any
branch of knowledge.

“The present study is based upon the case study method of research to investigate
procedures at micro level.” The advance learner’s dictionary of current English gives the
meaning of research “A careful investigation or inquiry especially through search for new
facts in any branch of knowledge.”

Title of study
The purpose of research is to discover answer to question through the application or
scientific procedure. The title of study for research is conducted here “Employee
Motivation.”

Research Methods
Research methods may be understood as those methods/techniques that are used for
conduction of research. All those methods which are used by the researcher during the
course of the studying his research problem, are termed as research methods. Keeping in
views, the research methods can be put into following three groups:

In first group we include those methods which are concerned with the collection of data.
These methods will be used where the data already available are sufficient to arrive at
required solution.

In the second group consists of those statistical techniques which are establishing
relationship between the data and unknown.
The third group consists of those methods which are used to evaluate the accuracy of the
obtained results.

Collection of Data
There are several ways of collecting the appropriate data which differs considerably in
context of money, cost, time and other sources at the disposal of the researcher.
There are two types of data:
Primary data
Secondary data

1. Primary data
Primary data is the data which is collected afresh and for the first time and thus happens to
be original in character. In case of descriptive research, researcher performs survey whether
sample survey or census survey, thus we obtained primary data either through.
 Observation
 Direct communication with respondent
 Personal interview
The data collection was aimed at study of Employees Motivation.
Names were not sought from those filling in this questionnaire so as to obtain their free and
frank opinion as also to protect their privacy. The format of the questionnaire is attached as
Annexure.

2. Secondary data
The secondary data is the data which is already collected and stored. Secondary data easily
get those secondary data from records, journals, annual report of company etc. It saves
time, money and efforts to collect the data. Secondary data also made available through
trade magazines, balance sheets, books etc.
Secondary Data is data which has been collected earlier for other purposes; the requirement
of this type of data with respect to this report was obtained from the company website,
internet, supported by various books.
Universe
The Universe chosen for this research study is the employees of NBC & it is finite.

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.

Sampling technique
The sampling done was random sampling.

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 universe.

RESEARCH HYPOTHESIS
A hypothesis is a preliminary or tentative explanation or postulate by the researcher of what
the researcher considers the outcome of an investigation will be. It is an informed/educated
guess. It indicates the expectation of the researcher regarding certain variables. It is most
specific way in which answer to a problem can be stated.
Hypotheses are couched in terms of the particular independent and dependent variables
that are going to be used in the study. The research hypothesis of this study is as follow.

Ho: There is no significant relationship between incentives and employee performance.

H1: There is no significant relationship between career development opportunities and the
extent of employee motivation.

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 respondents the questionnaire was redialed to its present form.
Sample
A finite subset of universe, selected with the objective of investigating its properties is called
a sample. A sample is a representative part of the universe. 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 incentive, interpersonal relations, career development
opportunities and performance appraisal system.

Presentation Of Data
The details presented through pie chart.

Tools and Techniques for analysis

Correlation is used to test the hypothesis and draw inferences
 Date Analysis and Interpretation

Working conditions

1. Your organization provides a healthy and safe environment:-

A) Yes B) No

Interpretation:-

100% employees say that their company provides a healthy and safe environment.
2. Working environment affects your efficiency:-

A) Yes B) No C) Can’t say

yes no can't say

7%
10%

83%

Interpretation:-

83% of the employees say that yes the working environment affects their efficiency. 10% say
that it does not affect whereas 7% have no comments about it.
3. According to you hygiene at your work place is:-

A) Very Good B) Good

C) Average D) Bad
E) Very Bad

Very Good Good Average Bad Very Bad

0% 0%
6%

34%

60%

Interpretation: -

60% of employees say that hygiene at their work place is very good. 34% consider it good.
The rest 6% consider it as average.
 4. Facilities like mess, water or basic needs at your organization are:-
A) Very Good B) Good
C) Average D) Bad
E) Very Bad

Interpretation: -

63% employees say that the basic facilities at work place are very good and they are
satisfied with it. 31% say it is satisfactory and the rest 6% say it is average.
 5. The relationship with your colleagues/group is of:-

A) Support B) Inspiration
C) Competition D) Motivation
E) Others

Interpretation: -

50% Employees say that they receive support from their colleagues; some have different
replies but don’t want to reveal, 26% say they get inspiration, 4% say they face competition
and 14% get motivated.
 6. Your relations with your superiors are:-

A) Very Good B) Good

C) Average D) Bad
E) Very Bad

Interpretation: -

57% of the employees feel their relations are average with their seniors. 29% believe that
they share good relations with seniors.
Job Interest

7. Your involvement in your job is:-

A) Very Good B) Good

C) Average D) Bad
E) Very Bad

Interpretation: -

83% employees are very much involved in their jobs and like their work. 14% a few are
dissatisfied with it.
8. Your job creative and repetitive:-

A) Creative
B) Repetitive

Interpretation: -

65% of the people say their job is creative and challenging whereas 35% people say it is
repetitive.
Growth

9. Your job gives you a good opportunity of growth/promotion:-

A) Yes B) No

Interpretation: -

71% people say yes they have a good opportunity of growth while 29% say disagree.
11. The development and use of employee’s skills and abilities is:-

A) Very Good B) Good

C) Average D) Bad
E) Very Bad

Interpretation: -

91% of employees are happy with development in their skills and the extent to the use of
their skills, only 9% are not satisfied with it.
Recognition and achievement:-

12. You appraised on good performance/target achievement by your superiors.

A) Yes B) No C) Can’t say

Interpretation: -

46% employees say that they are appraised on their good performance, 30% say they are
not & remaining 24% don’t want to comment about it.
13. The environment of your company where the employees develop self-esteem and a
sense of identity is:-

A) Very Good B) Good

C) Average D) Bad
E) Very Bad

Interpretation: -

63% employees say that they feel important and esteemed in the organization.34% think
the environment is average and 3% feel it is bad.
Policies and Administration:-

14. In your view the involvement of management in managing the work relations is:-

A) Very Good B) Good

C) Average D) Bad
E) Very Bad

Interpretation: -

28% people say that the management is not much involved in managing the work relation whereas
25% say they manage good and 27% say management manage relations well. Also a few say that
management of work relations is not that good.
 15. Orientation of your company’s policies: -

A) Employee and guest welfare B) Customer satisfaction

C) Profit earning D) Others

Interpretation: -

59% of employees say that company’s policy mainly focus on employee and guest welfare.
22% say that it focuses on customer satisfaction.16% believe profit earning is main motive.
Remaining 3% believe that there are other motives.
 LIMITATIONS OF THE STUDY

The limitations of the study are the following:-

 The data was collected through questionnaire. The responses from the respondents
may not be accurate.
 Responsive error - This arises when respondents are unwilling to listen or talk.
 Since the organization has strict control, it acts as another barrier for getting data.
 Another difficulty was limited time-span of the project.
 Observation

Facilities given by the company to motivate the employees:-

 Loans
 Medical aid and free medical tests
 Education also funded
 Availability of food at cheaper rates
 Cooperative society for the staff
 Financial aid for the purpose of marriages
 Leave up to 1 months per year
 Triple pay for working on a non-working day
 Status of employees
 Maternity/Paternity leaves

The hierarchy is divided into three levels

 Top management
 Middle level
 Casual labour

The employee working for more than 10 years are more satisfied with the company than the
new comers. But senior employees face the problems of recognition as designations are not
distinguished according to the work.

Top management is not much involved with the middle management. Due to a gap between
the top management and the middle management many issues arise between them. It’s the
facilities provided by the company that keeps employees retained to the company. Majority
problems like grievances are handled by employees themselves no grievance handling
departments is made for the purpose.

Facts & Findings

On the basis of the collected data through questionnaire are visits the following conclusion
were drawn.

Working Conditions
Most of the employees are satisfied with the working conditions of NBC. Also they find the
place clean and hygienic. This is due to the fact that management takes care of the health of
the employees and provides a better place to work to avoid inconvenience to the
employees whereas a few employees were dissatisfied with the relations with the top
management.

Job Interest
Many employees find their job creative while a few find it repetitive. Challenging job makes
people find their work more interesting. Whereas if the job is repetitive some job rotations
and time out activities are used as activities are used as activities like sports day is
organized.

Growth
According to employees they have good opportunities of growth. Growth for those who
have been working in the organization from a longer time is more than the new comers.

Recognition and achievement

Most of employees feel recognizing and praising for their work motivates them more.
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 remain 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.

Policies and administration

Employees are motivated with facilities provided by the company that keeps them retained
to the company even if their jobs repetitive. Facilities like loans and medical aids given by
the company makes the employees satisfied. Some unfavorable conditions aroused due to
changes in policies at the time of recession.

Supervision
Guidance from seniors provides clarity of job which errors at work. Employees face some
problem with the recognition for their work. So response from seniors on completion of
good work is important as the company praises an employee who adds a wow factors to
their job.
 SUMMARY

This document aims at providing employees and management members with the
information that can be beneficial both personally and professionally. Every business
enterprise has multiple objectives including of adequate profit for payment of reasonable
rate of return to the owners and for investment in business through satisfaction of
customers, maintenances of a contended workforce and creation of a public image. The
basic job of management of any business is the effective utilization of available human
resources, technological, financial and physical resources for the achievement of the
business objectives.

This project entitled as “Employee Motivation” was done to find out the factors which will
motivate the employees. The study undertakes various efforts to analyze all of them in great
details. The researcher in this project at the outset gives the clear idea of the entire
department existing in the company. From the study, the researcher was able to find some
of the important factors which motivate the employees. Factors like financial incentives and
non-financial incentive, performance appraisal system, good relationship with co-workers;
promotional opportunities in the present job employee participation in the decision making
are very much effect the level employee motivation.

The human resources can play an important role in the realization of the objectives.

Employees work in the organization for the satisfaction of their needs. If the human
resources are not properly motivated, the management will not be able to accomplish the
desired results. Therefore, human resources should be managed with utmost care to
inspire, encourage and impel them to contribute their maximum for the achievement of the
business objectives.
CONCLUSION
&
SUGGESTIONS
 Conclusion

 Based on my study, I can conclude that work and motivation go hand in hand at NBC
LTD. The Human Resource team at NBC LTD has ensured that there are activities and
varied ways and means to keep employees motivated from time to time and he/she is
doing a great job, it is evident from the responses of the questionnaire & interview. The
collected data supports the fact that there are certain factors by which employees are
not motivated as much as expected.
 In the end, I conclude that in spite of a few shortcomings NBC is very effective as it is
helping in creation of culture of excellence and motivating employees to utilize their
potential. It has been able to create a conducive work environment with high motivation
to excel in their job, thereby creating a win-win situation for both employee &
organization.
 Suggestions

As per the results from the collected data employees can be given following facilities also to
keep them motivated.
 Management should have an outing or event every quarter or half yearly basis. It
would keep the employees refreshed & more charged up for their next assignments.

 Apart from what the management is doing to keep employees motivated, employees
need to also bring in self-motivating factors as no matter what the source,
motivation is an important factor to drive once life through every challenge and
stumbling block.

 Motivating your team with recognition and rewards for accomplishment is the most
effective means of keeping things moving so a few recognition awards for the back
office worker can be organized on a timely basis

 A hierarchy of designation in the organization can be made clearer. If the posts and
work are clarified it is easier to achieve the targets on time and avoid errors.

 Due to the lack of proper hierarchy there is no role clarity so can create overlapping
also.
ANNEXURE
 QUESTIONNAIRE
A questionnaire for survey on “Employee Motivation”
1. Name : _________________________________
2. Age : ____
3. Gender : ___________
4. Designation : ____________________________
5. No of years with this organization : __________

Working Conditions:-
1. Does your organization provide a healthy and safe environment?
Yes No
2. Does working environment affect your efficiency?
Yes No can’t say
3. According to you the hygiene at your work place is:-
Very good Good Average Bad Very bad
4. The facilities like mess, water or basic needs at your organization are:-
Very good Good Average Bad Very bad
5. Type of relationship with your colleagues/peer group
Support Inspiration competition motivation others
6. Your relations with your superiors are:
Very good Good Average Bad Very bad

Job Interest
7. Your involvement in your job is:-
Very good Good Average Bad Very bad
8. Your job creative or repetitive:-
Creative Repetitive
9. Your ability to achieve the targets on time according to you is:-
Very good Good Average Bad Very bad
Growth
10. Does your job give you a good opportunity of growth/ promotion?
Yes No can’t say
11. The development and use of employee’s skills and abilities is:-
Very good Good Average Bad Very bad

Recognition and achievement:-

12. You are appraised on good performance / target achievement by your
superiors:-
Yes No
13. The environment of your company where the employees develop self-esteem
and a sense of identity is:-
Very good Good Average Bad Very bad

Policies and Administration:-

14. In your view the involvement of management in managing the work relations is:-
Very good Good Average Bad Very bad

15. Orientation of your company’s policies: -

Employee and guest welfare Customer Satisfaction

Profit Earning Others

Bibliography

Following are the references or the books that were used:-

Books-

 Wayne F. Cascio, Managing Human Resources, TMH, 2006

 Aswathappa, Human Resources Management, 4th edition, TMH 2006
 Jyothi P. and DN Venkatesh, Human Resources Management, Oxford University Press,
2006
 VSP Rao, “Human Resources Management” publisher, Himalaya publishing house .3003

WEBSITES
1. www.nei.com
2. www.marketresearch.com
3. www.hr.cite.com
4. www.reseachmethodology .com
5. www.slideshare.com
6. www.citerhr.com
7. www.itcportal.com