Dabur India Ltd.

- Corporate Profile

A SUMMER TRAINING PROJECT

SUBMITTED IN PARTIAL FULFILMENT OF REQUIREMENT FOR BBA(GEN) SEMESTER 5TH PROGRAMME OF GURU GOBIND SINGH INDRAPRASTHA UNIVERSITY SUBMITTED BY SHIKHAR GUPTA BBA (GEN) TH SEM 5 05012401709

DELHI INSTITUTE OF RURAL DEVELOPMENT NANGLI POONA NEAR G T KARNAL ROAD-110036

02413401709

DECLARATION

I, here by declared that summer training project entitled Dabur

India Ltd. is based on my original study and has not been submitted
earlier for any degree or diploma of any institution/university. The work of other author(s) whenever used has been acknowledged at appropriate place(s). Place Date: Countersigned: Name: (Supervisor dird) candidate signature ________________

02413401709

PREFACE
Summer training is a very important part of an BBA curriculum. It provides an optimistic iconography for Future existence through which students are able to see the real industrial environment which gives an opportunity to relate theory with practice. I under go training under DABUR LTD. This report is the knowledge acquired by me during this period of training. A Project usually falls short of its expectations unless guided by the right person at the right time. This Project would not have completed without the direct or indirect help and guidance of such luminaries in DABUR INDIA. They provided us with the necessary resources and an environment conducive for healthy learning and training. They provided us with the required amount of freedom to exercise our skill under their able guidance. At the outset, I would like to take this opportunity to gratefully acknowledge the very kind and patient guidance and encouragement I have received from our Project Guide throughout their critical evaluation and suggestion at every stage of the Project, this report could never have reached its present form. I would be failing in my duties if I forget to mention the name of MISS POOJA SHARMA (Project Guide) for her unconditional support during the course of the project. I would like to extend my thanks to my college DELHI INSTITUTE OF RURAL DEVELOPMENT availed to me in terms of library work. Last but not least I would like to thank all the respondents for giving their precious time and relevant information and experience, I required, without which the Project would have been incomplete. for the facilities

SHIKHAR GUPTA (05012401709)

8 02413401709

TABLE OF CONTENTS Certificate Declaration preface Company profile Product profile human resource Objective of the study Introduction to the project Research methodology interpretation response of management Conclusion Limitation suggestion Bibliography Annexures Questionnaire

02413401709

COMPANYS PROFILE

10

02413401709

Introduction

The company, Dabur India Limited, was started in 1884 by Dr. SK Burman as a small mail order business for Ayurvedic medicines; Pudin Hara was the first medicine to be mail ordered. Over the years the company passed down amongst the descendents of Dr. SK Burman and remained a closely held family business. This remained true till November 2, 1998. That day the 114 yr. old Dabur India reinvested itself. Breaking over a century of tradition, executive powers of running the company were handed over to an outsider appointed as CEO Mr. Neenu Khanna. Dabur India Limited is a leading Indian consumer goods company with interests in health care, personal care and foods. Over more than a 100 years we have been dedicated to providing nature-based solutions for a healthy and holistic lifestyle. Through our comprehensive range of products we touch the lives of all consumers, in all age groups, across all social boundaries. And this legacy has helped us develop a bond of trust with our consumers. That guarantees you the best in all products carrying the Dabur

11

02413401709

name. Dabur India Limited was established in a small Calcutta Pharmacy in 1884, where Dr. [Link] launched his Mission of making Health Care products. In 1896, with growing popularity of Dabur products Dr. Burman expands his operation by setting up a manufacturing plant for Mass production of formulations. Dabur enters the specialized area of nature based Ayurvedic Medicines, in early 1900s for which specialized drugs were not available in the market. Daburs operations shift to Delhi, a new manufacturing plant is set up in temporary premises in Faridabad, on the outskirts of [Link] became a Public Limited Company in 1986. Dabur India limited came into being after reverse merger with Vidogum Limited. Dabur established its Market leadership status with a turnover of Rs. 1,000 crores in year 2000. From a small beginning and upholding the values of its founder, Dabur now enters the August League of large corporate businesses.

12

02413401709

MISSION

1. Building brand equity in the domestic market. Establish a convergence between the brand value and individual customers. Build a brand that command authority, trust and respect. Make each product personally relevant.

2. Technology derive in the export market. Look for larger strategic alliance.

3. Business and responsibility. Develop the human capital pool with better work environment. Achieve superior financial returns balanced with long term growth to enhance shareholder value Fulfill the commitment towards the environment with effective resource management. Generate high returns for channel partners.

13

02413401709

COMPANY VISION

14

02413401709

PRODUCT PROFILE

15

02413401709

DABUR HEALTH CARE PRODUCT RANGE

Dabur's Health Care range brings a wide selection of herbal products, to provide complete care for varying individual needs. Dabur derive their products from the time-tested heritage of Ayurveda, backed by the most modern scientific test and trials. That ensure unfailing quality and safety in anything you pick.

Health Supplements:
Dabur Chyawanprash Glucose D

Digestives:
Hajmola Mast Masala Anardana Hajmola Hajmola candy Hajmola Candy Fun2 Pudin hara (Liquid and pearls) Pudin hara G Dabur Hingoli

16

02413401709

Natural care:
Shilajit Gold Nature Care Sat Isabgol Shilajit Ring Ring Itch Care Back-aid Shankha Pushpi Dabur Balm Sarbyna Strong

Baby care:
Dabur Lal Tail Dabur Baby olive oil Dabur Janma Ghunti

17

02413401709

DABUR PERSONAL CARE PRODUCT RANGE

Dabur presents its range of herbal personal care products, created to make customer look and feel good deep down. Bringing together the gentle touch of nature and Ayurvedas wisdom. Backed by the unfailing quality of Dabur Products.

Hair Care Oil:

Amla Hair Oil Amla Lite Hair Oil Vatika Hair Oil

Hair Care Shampoo:

Anmol Silky Black Shampoo Vatika Heena Coniditioning Shampoo Vatika Anti- Dandruff Shampoo Anmol Natural Shine Shampoo

18

02413401709

SKIN CARE:
Gulabari Vatika Fairness face Pack

ORAL CARE:
Dabur Red Gel Dabur Red Toothpaste Dabur Lal Dant Manjan Dabur Binaca Toothbrush

AYURVEDIC SPECIALITIES

For nearly 100 years, Dabur has specialized in developing and producing herbal Ayurvedic formulations. Today Dabur's Ayurvedic Specialties has over 260 medicines for treating a range of ailments and body conditions - from common cold to chronic paralysis. This range is handled by Dabur Ayurvedic Specialties Limited division, which constitutes 7% in Dabur's total revenue of Rs.1163 crore.

19

02413401709

DABUR FOODS PRODUCT RANGE

(Stay healthy, stay fit - and eat only nature's best)
With products from our Foods range that are pure and full of nutrition, taking care of your fitness while providing exciting flavours and tastes to your dishes. The Foods category includes products from Dabur Foods and the Family Products Division of Dabur India Limited. Dabur Foods, set up in 1996 as a 100% subsidiary, introduced Indian consumers to the concept of freshness and convenience in processed foods. It is one of the growth drivers of Dabur, with leading brands like Real Juices and Hommade cooking pastes. Dabur Honey of the Family Products Division is the largest branded honey with over 40% o Real Dabur Honey f the market share. Real Activ Homemade Lemoneez Capsico

20

02413401709

Dabur India Limited is a leader in manufacturing and marketing herbal, nature-based products, marked with quality and trust gained through more than 100 years of experience. Today Daburs products are available for people in more than 50 countries across the world, helping them move towards a healthy, natural and holistic lifestyle. Our products are available in the markets of the Middle East, South-East Asia, Africa, the European Union and America.

Health care Skin care Oral care Hair care Foods

21

02413401709

HUMAN RESOURCE

22

02413401709

Staff Profiles
Data of Number of workers of different ages
[Link]. 1 2 3 4 5 6 7 8 Age of Worker & Staff 18-23 24-29 30-35 36-41 42-47 48-53 53 and above Total No. of workers & Staff 83 48 110 69 55 27 18 410

Ag e -W ise D istrib u tu tio n 120 100 80 60 40 20 0

18-23 24-29 30-35 36-41 42-47 48-53 53 and above

23

02413401709

Shift-wise Work Force

The Company production is continuous for 24 hours therefore the work force has been divided in to three shifts. Each shift Consists of 8 hours:-

[Link]. Shift Time 1 A 5 am-1 pm 2 B 1 pm-9 pm 3 C 9 pm-5 am

Number of staff 140 157 113

S h ift-W i se D i str i b u ti o n o f W o r k e r s 200 150 100 50 0 S h ift A B C

Workers Education
The education category of the workers has been categorized in to three parts:-

24

02413401709

i. ii. iii.

Less qualified Medium qualified Highly qualified

Less Qualified
This category includes those workers who are X and XII pass. This category also includes those workers who are not educated.

Medium Qualified
This category includes those staff and workers who have attained graduate level education. This group generally forms clerical staff.

Highly Qualified
This category includes those staff and workers who are post graduate or hold some special degrees or knowledge. This category also includes technically qualified people. In this category most of the person are experience holder like production manager, accountant.

25

02413401709

Education-wise Distribution of Workers

[Link]. Category 1 2 3 Less qualified Medium qualified Highly qualified

No. Of workers 220 150 40

Education-wise Distribution

LQ MQ HQ

Facilities for Workers

The company has provided for its workers various facilities for their welfare:02413401709

26

1. Canteen Facilities
The company has its own canteen, situated near the entrance gate. The canteen is opened for 24 hours. The workers in their break time take their meal in the canteen and are quite satisfied with the canteen facilities.

2. Dispensary/ First-aid center

The company has the facilities of giving quick first aid and it also runs a small dispensary. Workers avail this facility during the time of any injury or seasonal sickness. The medicines given to the workers here are free of cost.

3. Transport facilities for local staff

The workers are given the facility of transport who are living in nearby area. Work force specially of night shift are given bus facility and scooters are also available for them. 4.

Staff quarters
The staff members who are living out of station, the company has given them quarters to live with the family. They are provided electricity facility at free of cost in the staff quarters. At the company residential area the company has also provided a badminton court for the recreation of their workers.

27

02413401709

OBJECTIVE OF THE STUDY

Objective
02413401709

28

The basic objective of the present study is to Study the Motivation Level of The Employee In The Company Following fundamental objective have been identified as the subobjectives of the study:1. To study the identity of the employee with the organization as a whole.

2. To find the satisfaction level of the employees and what they feel about the exceptions rewarded practices.

3. The working style followed by the higher authority and their communication with the employees.

4. To study the work environment or the working conditions prevailing in the company.

5. To study the interpersonal relationship.

29

02413401709

INTRODUCTION TO THE PROJECT

Modern Theories of Work Motivation

30 02413401709

These theory stresses that man should have control over his work environment. He can be motivated if he is given more responsibilities and task is made more exciting and challenging. Important theories are:1. Maslows need priority model 2. Herzbergs two factors theory

Need Priority Theory

Abraham H. Maslow, a eminent American psychologist developed a general theory of motivation, known as the Need Hierarchy Theory. According to this theory there are five categories of human needs. They are as follows:-

1. Psychological Needs
These are the biological needs required to preserve human life. These include need for drink, clothing, sleep etc.

2. Safety Needs
These needs are concerned with the protection from danger, deprivation and threat.

3. Social Needs
Man is a social animal as he seeks affiliation (association) with others. These needs refer to need for belonging, need for acceptance, need for love, affection etc. 31 02413401709

4. Esteem Needs
Esteem needs includes self-respect, achievement, competence, status, recognition etc.

5. Self Actualization Needs

These are the needs for releasing ones full potential for continued self-development for being creative. It is the desire of becoming what one is capable of.

Two Factor Theory

In the late fifties, Fredrick Herzberg and his associates conducted interviews of 200 engineers and accountants. These persons were asked to relate the elements of their jobs, which made them happy or unhappy. An analysis of their answered

32

02413401709

revealed that the feeling of unhappiness or dissatisfaction was in which people were working. On the contrary, feeling of happiness and satisfaction related to other jobs. According to Herzberg, maintenance or hygiene factors are necessary to maintain a reasonable level of satisfaction among employees. These factors do not provide satisfaction to the employees but their absence will dissatisfy them. They are extrinsic to the job i.e. they are environmental factors. On the other hand, motivational factors are intrinsic parts of the job. Any increase in these factors will satisfy the employees and help to improve performance. Herzberg identified following factors as Maintenance and Motivating factors:Maintenance Factors Motivating Factors

Company policy and administration

Achievement

Technical supervision

Recognition

Interpersonal relationship with the supervisor

Advancement

Interpersonal relationship with the subordinates

Opportunity for

growth Salary Responsibility

33

02413401709

Job Security

Work itself

Personal life -------Working conditions ---------------

Supervisors Role and Motivational Models

Supervisor and management for that purpose have the responsibility to assess the motives and needs of the workers to decide that how best they can be fulfilled. Each individual must be analyzed separately to discover his motives. Observation, written attitude, interviews, assessment of previous goals and other possible sources of need information may be reviewed. However, it is very difficult to answer the question What motivate people? Many factors may be listed like money, good working environment, challenging work, responsibility, praise for good work, the

communication system and an opportunity for growth & advancement. There may be

34

02413401709

several other factors but probably the means for meeting theses needs can be used to motivate the employees. However, motivation may be weak or strong depending upon the incentive offered by the employer, which releases workers ability and potential in relation to his needs. [Link]. 1 2 3 4 5 6 7 8 9 10 Expectation From Job Good working conditions Feeling in on things Tactful discipline Full appreciation Mgt. loyalty to workers Good wages Promotion and growth Understanding of personal problems Job-security Interesting work Supervisor 4 10 8 7 6 1 3 9 2 5 Workers 9 2 10 1 8 5 7 3 4 6

Rules for Using Positive Reinforcement

To effectively use PR on the job certain rules or procedure must be followed. Using reward to modify the behavior of the people would seem to follow the logic of common sense. Nevertheless, it is a specialized procedure requiring systematic approach. Typically, a behavioral consultant is called to design a behavior mod program and train supervisor on how to do the program. Despite these procedure statements if you have a genuine interest in the welfare of the people you can learn to make a productive use of PR from the standpoint of the person being motivated.

1. An Appropriate Reward Must be Used

35

02413401709

Most motivational theory point to the idea, that the way to motivate the people is to use a reward that is meaningful to each particular person. If you were a status hungry technician you might work hard just for the opportunity to have a parking space just near the engineering chiefs parking space. People display individual difference with respect to which reward will satisfy which basic need. For example money may not be a right reward for the person with a large family inheritance. Despite this individual difference, a couple of illustrative general statements are in order. The need for selffulfillment or self-actualization receiving a favorable performance challenging work assignment or promotion. appraisal

2. Reward should Vary With The Size Of The Contribution

Your boss is unlikely to do an effective job of motivating you, if all your co-workers have received a same size of reward. If you have made a substantial progress in reducing the production of defective parts, you should receive more recognition than some body else.

3. Beginners Should Be Rewarded for Nay Effort They Make In The

Right Direction
You have begin somewhere for making improvement. Assume that your desk is so messy that you lose some important files. Your boss is not obsessed with the orderliness, but he recognizes that you sloppy work habits interfering with your productivity, using PR approach, your boss should reward you whenever he comes across your clean and orderly desk. For example if you boss notices that you no longer

36

02413401709

keep old coffee cups on your desk, he might comment I can already see an improvement in your work area, keep up the progress Although this process sounds elementary, shaping of behavior towards a planned objective increases the probability that you will make bigger changes in near future.

4. You Should Be Rewarded Occasionally When You Do The Right Thing

Intermittent reinforcement is more important than continuous reinforcement for sustaining the right behavior. If you worked as a shoe store manager it might be rewarding to you if on an occasional visit to store your boss told you everything looked just fine keep this up and you will a difference in your salary. If you boss gives, the same pep talk every week the reward would lose its impact. Of worse consequences, you might come to depend on the reward to perform good work.

5.

You Should Get You Reward Quickly After Doing The Right Thing
Assuming that money motivated you, you would be more likely to work hard if hard work led to quick cash. If were selling financial investments you would tend to keep on prospecting much more readily if you receive your commission every month rather than after every six months.

6. You Have To Know What Has To Be Done To Get Rewarded

37 02413401709

You need some kind of feedback device in your work to set. You knew when you have done a good job. If you were a good quality control technician, it would be helpful for your boss to tell you I will see to it that are promoted to senior technician provided you decrease customer returns on a product say X by 15 percent over the next four months. One of the many reason that a basketball game so motivational is that the path to a reward is clear-cut. A player can readily see that pitting the ball through the hoop, a reward will be forthcoming. Feedback is immediate in these circumstances.

7. You Have To Know When You Are Going Wrong

If your boss patiently tells you what you are doing wrong, you will know what needs to be done to get rewarded. Suppose a secretary is filing too many documents under the miscellaneous file. The secretary must be told that this act would result in to time wastage if a particular file needs to be searched. Your system needs to be more efficient. The purpose of a filing system is to be able to find information quickly when you need it.

8. You Should Receive A Realist Reward

An effective reward tends to commensurate with the constructive behavior. Suppose your boss is trying to get you to be more assertive with the customers. When you do behave more assertively, you should be rewarded with encouragement of a reasonable sort. Your boss would be overdoing praise if he or she says that he think that could become a great sales representative in the region. Such encouragement would lose their importance because the praise is not genuine.

38

02413401709

You Must Strive For Fresh Reward

If the same reward is offered time after time, employees may lose interest in that reward. Once a reward goes stale it loses its reinforcement properties.

39

02413401709

Motivation Through Employees Participation

Another major strategy for increasing the motivation of employees is to allow them to participate in decisions affecting themselves and their work. People tend to better motivated when they participate in decision making because they become involved in the matter. For example if it was your suggestion to purchase a particular machine for the office. You probably be well motivated to use that machine. Here practical consequences of this participation are often increased employee motivation and productivity.

Handsome Wages & Salary

One of the most important technique of motivation is an appropriate wages and salary given to the employee. This must be in accordance to their job.

Late Sitting Allowance

During the course of study it was found that employees do get such allowances. This derives them to sacrifice their extra time to earn extra money.

Dress Code
Their exists dress code for worker of the level of peon, driver and cook. The company is providing dress, which includes two par of uniforms with shoes for summer and two pair of suits with blazer for winters.

40

02413401709

Maternity Leave
A female worker in this organization gets three month maternity leave.

EWS
Company has a scheme of EWS (Economic Weaker Section) under which people earning less than Rs. 1400 per month can apply for the loan at a very nominal rate of interest.

Washing Allowance
The employee gets washing allowances on monthly basis.

Special Parties
Company from time to time organizes various poojas and function and all the worker are also involved in it. This undoubtedly gives rise to a feeling of belongingness and hence the employees feel motivated.

Appraisal, Praise or Recognition

When an employee does his work well he naturally wants it to be praised and recognized by his boss and fellow-worker . Company takes special care in this regard to motivate the employees.

Respect For the Individuals Personal Rights

41

02413401709

Company has given the right to communicate their ideas and suggestions to their superior freely. Not only this, if the suggestion are valuable then a reasonable amount of credit and publicity is given to the person. In addition to this their superior give regular guidance and advice to them.

Working Conditions
Working condition in the company are most appropriate. The number of staff and the facilities given are appreciable. The atmosphere in which the employees work is very friendly and relaxing.

Motivational Technique
These techniques are utilized to stimulate employees growth. The purpose of the motivation is to develop an environment in which people work with zeal and enthusiasm.

Self-Motivation
The urge or desire that should come from within the person exists in the company. The employees believe in themselves that they are capable of performing the given task smartly and efficiency arrive from within the individual not from someone else.

42

02413401709

Top Level Management

One of the most important technique of the motivation is To Be an Example. This can be very clearly seen in this organization. The bosses, the top-level management sets an example in front of the employees. This is a very crucial technique in motivation.

Incentive Motivation
An incentive or reward can be anything that attracts workers and stimulates them to work. When question comes of incentive motivation the answer can not said to be perfect but satisfactory. It is said that people work for incentive for four Ps which are as follows:-

1. Praise
The first motivator Praise exists to a considerable extent in the organization under study. A word of praise is being given and employee feel like doing the next task with higher zeal.

2. Prestige
All employees are being given the environment of earning and maintaining selfrespect. All worker- whether lower cadre or higher cadre are given importance.

3. Promotion
The employees are promoted on the regular basis. The promotion is generally not based upon experience but on work done.

[Link]-Cheque
43 02413401709

There is no direct motivator such as pay-check. The salary are commensurate with the ability.

Motivation Theories And Models

The problem of motivating employees has been engaging he attention of management ever since the organized activities started. During the last seven decades numerous expert, thinkers and theorist have studied different aspects and theories of organizational behavior and individual interaction, which have a bearing on motivation. Owing to certain limitation only a few important ones has been discussed here.

The theories can be classified under two group: Traditional Theories Modern Theories

Traditional theories of Work Motivation

Among these the most important are fear and punishment theory and carrot and stick theory

Fear and Punishment Theory

The approach involves the use of coercion and threat close supervision and tight control of behavior. The approach was authoritarian and military in tones and individual has no option but to either be up to standard or leave the job. It was based on neither make reply nor reason why but do or die.

Reward (Soft or Weak) Theory

44 02413401709

This approach involves the offer of some reward and good working conditions to motivate people. It is based upon the assumption that people are motivated to the extent to which they are rewarded. Frederic Taylor is said to the organization of this theory. But there are difficulties in this approach. People continuously expect more, but they give less and less. Flippo found that satisfied people were not necessarily highly motivated to stick to the high output moreover they often became quickly disenchanted and rebellious if the employers could not continue to increase the wages and benefits to keep pace with their ever increasing expectation.

Carrot and Stick Approach

This approach assumes that people can be motivated to work if rewards are offered or withheld. Employees are rewarded for their special accomplishments but are penalized if their performance falls below some minimal level.

Objective Of Motivation

45

02413401709

The purpose of motivation is to create conditions in which people are willing to work with zeal, initiative, interest and enthusiasm with a high personal and group moral satisfaction, with a sense of responsibility, loyalty and discipline and with a pride and confidence in a most cohesive manner so that goals of an organization are achieved effectively. Motivational technique is utilized to stimulate employee growth. Clarence Francs indicated this when he was the chairperson of the General Food. He said You can buy a mans time, you can buy a mans physical presence at given place; you can even buy a measured number of skilled motions per hour or day: but you cannot buy devotion of heart, mind and soul. You have to earn these things. If a manager wants to get work done by his employees he can either hold out a promise or a reward for them for doing work in a better or improved way or he may constrain them, by instilling fear in them or by using force to do the desired work. In other words, he may utilize positive or negative motivation. Both these type s are widely used by management. A positive motivation involves the possibility of increased motive satisfaction, while negative motivation involves the possibility of decreased motive satisfaction.

46

02413401709

Positive or Incentive Motivation

It is generally based upon the reward. According to Flippo, Positive motivation is a process of attempting to influence others to do your will through the possibility of gain or reward. People work for incentives in the form of four Ps of motivation: Praise, Prestige, Promotion and Paycheque. Incentive motivation is the pull mechanism.

Negative or Fear Motivation

It is based upon the force and fear. Fear caused persons to act in certain way because they are afraid of the consequences if they do not. If workers do not work they are threaten with lay off or demotion. In other words, Fear motivation is push mechanism. Negative motivation has certain limitation; through its use, only the minimum of effort is put into to avoid punishment. Moreover the imposition of punishment frequently results is frustration among those punished, leading to the development of maladaptive behavior. Moreover, it may result in lower productivity because it tends to dissipate such human assets as loyalty, co-operation and espirit the corps. In spite of the demerits, negative motivation has been used to achieve the desired behavior as in case of a break down panic or the riot. There is no management, which has not used the negative motivation at some time or the other. However, in recent years the trend has been towards the use of positive motivation.

Extrinsic Motivation
It is concerned with the external motivation which employees enjoy- pay, promotion, status, fringe benefits, retirement plans, health insurance scheme, holidays and vacation. By and large, these motivators are associate with financial rewards.

47

02413401709

Intrinsic Motivation
This is concerned with the feeling of having accomplished something worthwhile i. e. the satisfaction one gets after doing ones work well. Praise, responsibility, recognition, esteem, status, competition and participation are examples of such motivation.

RESEARCH METHODOLOGY
48 02413401709

Research Methodology
Research designs that are used in the study are as follows:-

1. Exploratory research Design

The purpose of an exploratory research is a systematic research is primarily to understand and develop hypothesis to cover all possible outcomes. A thorough exploratory research lays the foundation of a good research design, which would

49

02413401709

satisfy the research objectives. Sometimes exploratory research itself may be enough to solve the problem.

2. Conclusive Research
In contrast to the exploratory research, which is, systematic collection of the information needed its analysis and finding as per the research objectives conclusive research follows exploratory research. A large number of observations were possible to achieve. The results were valid and reliable. The study is properly structured such that no misinterpretation of data is allowed.

Method Of Data Collection

The data was collected through primary source through records and discussions with the concerned authority and top level management and middle/lower level management and from employees working in the organization with the help of questionnaire method. The respondents who were provided a set of structured question filled the questionnaire and feedback was obtained by personally 50 02413401709

administering the discussion on question by respondent. Questionnaire method is very versatile almost every problem can be approached by this method. Knowledge, opinion, motivation and intent are usually not open to observation. Multiple-choice question were introduced as they are faster to administer. They lend themselves to analysis using various statistical techniques. They are not prone to interviewer bias.

Sampling Method
The sample design includes the following:-

1. The Sampling Unit

The sampling unit consists of the employees working at the top-level, middlelevel and lower level management in the organization.

[Link] selection of Sample Item

The method used in the present study was non-probability method. In this method every item in the universe does not have a known chance of being included in the sample. Thus selection process is partly subjective.

2. The Sample Size

51

02413401709

The sample size in the project was taken as 10 employees working at the toplevel management and 25 employees working at the middle and 30 at lower level management in the organization. The systematic sampling procedure was preferred in the preparation of this project because of the following reasons:1. Economy of Times It requires less time to make the study. 2. Minimization of Errors Systematic sample reduces the chances of mistakes and errors. 3. Accuracy of Results The results obtained were comparatively more accurate and precise.

By using systematic sampling with this sample size, it was easy to administer the questionnaire. The questionnaire easy to understand and accept and more accurate results were obtained which were valid under most of the circumstances.

52

02413401709

INTERPRETATION

RESPONSE
53 02413401709

OF THE STAFF

We asked some questions from workers by preparing a questionnaire. In all 65 employees at various levels were asked. The reactions of workers on different question are as follows.

Q.1. Are they referred when complicated problems arise?

54

02413401709

[Link]. Yes (pc) Never (pc) Sometimes (pc) 1 68 12 20

Referred in Complicated problem

Yes Never Sometimes

Q. 2. Are you satisfied with the pay you are receiving?

[Link]. 1 2 3

Answer Yes No Average

Percent of total 40 15 45

55

02413401709

Salary Satisfaction

Yes No Average

Q.3. Are you satisfied with welfare facilities given by the organization?

[Link]. 1 2 3

Answer Yes No Average

Percent of total 62 8 30

56

02413401709

Satisfaction with the Welfare facilities

Yes No Average

Q.4. Are you satisfied with your relationship with the management?

[Link]. 1 2 3

Answer Relations are good Bad Normal

Percent of total 65 15 20

57

02413401709

W orke r's re la tion w ith the M a na ge m e nt

Good Bad Normal

RESPONSE OF
58 02413401709

MANAGEMENT

Q.1. Do your worker follow your instructions?

[Link]. 1 2 3

Answer Yes No Average

Percent of total 62 8 30

59

02413401709

Are Management Instructions followed by worker ?

Yes No Average

Q.2. Do your worker complete the job in time?

[Link]. 1 2 3

Answer Yes No Average

Percent of total 78 10 12

60

02413401709

Job by Workers completed in time

Yes No Average

Q.3. Do they misuse union resources?

[Link]. 1 2 3

Answer Yes No Average

Percent of total 8 78 14

61

02413401709

Workers Misuse Union Resources

Yes No Average

Q.4. Your relationship with workers?

[Link]. 1 2 3

Answer Good Bad Normal

Percent of total 60 25 15

62

02413401709

Workers Misuse Union Resources

Good Bad Normal

CONCLUSION

63

02413401709

The organization is very well established with sound policies. My visit to the company was educative and informative. I found that HR department is complete in all senses and is working reasonably well. The general impression from the study and discussion with the staff & worker of the company regarding workers participation was average though the level was not found to be very high. Reason to this may be attributed to the problem of status between staff and workers.

64

02413401709

LIMITATIONS

65

02413401709

Problem Faced
There were few limitations, which were uncommitted while conducting this project but these limitations could not restrict the progress and completion of the present study. Some of the inevitable limitation that crept in the study are as under:1. Some of the respondent were not genuinely helpful, cooperative and responsive. They were hesitant to fully disclose the information with the research. 66 02413401709

2.

most of the employees were busy, due to some work of the

organization.

3. There was much difficulty in approaching the higher management employees. 4. Latest data of the company and books concerned were not easily available. 5. The options offered in the questionnaire were at time, not correctly interpreted by the employees of lower level management. 6. Most of the employees other than that of personnel department wee not at all cooperative. 7. Employees of lower level did not take the questionnaire seriously. 8. A certain degree of fear and devotion towards the organization was a hurdle while conducting the research. 9. For certain workers at lower questionnaire was a source of showing their frustration.

SUGGESTIONS
02413401709

67

After gathering a wide variety of information on the various aspects of motivational approach in the company, few recommendations are worth attention.

1.

Responsibility without authority can be destructive.

2.

Management should not order, but should inspire. It should not impose but influence.

68

02413401709

3.

Management should make every employee of the organization give their hearts not just heads to the goals.

4.

A timely presentation of the work done should be there to the top management.

5.

Teamwork in all operational process must be encouraged.

6.

Equip people with the skills necessary to perform their duties.

7.

Allow the voice of the workers to be heard.

8.

The management should let his people know that it consider them valuable capable individual.

9.

Provide the employee enough work.

10.

Dress code should be there.

11.

Employee should be informed in advance about the changes, which are planned in the organization.

12. Suggestion system can be a strong employee motivation

69

02413401709

because the employees are given the opportunity to say something. This will increase the sense of belonging.

13.

The fear motivation should be completely abolished though it works well in the short run but is an ineffective long term strategy.

BIBLIOGRAPHY

70

02413401709

Bibliography

Research Methodology by [Link].

Companys Journals & Magazines.

71

02413401709

Companys Catalogues & Annual Report.

Internet ([Link], [Link]).

Human Resource Management by [Link].

ANNEXURE
72 02413401709

Questionnaire For Workers

Date

Tick the followings questions as per your choice and experience. 73 02413401709

1. Are you referred when complicated problem arises?

Yes

No

Average

2. Are you satisfied with your salary?

Yes

No

Average

3. Are you satisfied with the welfare facilities given by the company?

Yes

No

Average

4. What is your choice regarding your relationship with the management?

Good

Bad

Normal

Questionnaire For Management

74

02413401709

Date

Tick the followings questions as per your choice and experience.

1. Do your worker follow your instructions?

Yes

No

Average

2. Do your worker complete the job in time?

Yes

No

Average

3. Do they misuse union resources?

Yes

No

Average

75

02413401709

4. What is your choice regarding your relationship with the workers?

Good

Bad

Normal

76

02413401709