Professional Documents
Culture Documents
factor can be created by motivation. A person may have several needs and desires. It
is only strongly felt needs which becomes motives. Thus motives are a product of
needs and desires motives are many and keep on changing with time motives are
invisible and directed towards certain goals. Motivation means that process which
creates on inspiration in a person to motivation is derived from the word motive
which means the latest power in a person which impels him to do a work.
Motivation is the process of steering a persons inner drives and actions
towards certain goals and committing his energies to achieve these goals. It involve
a chain reaction starting with felt needs, resulting in motives which give rise to
tension which census action towards goals. It is the process of stimulating people
to strive willingly towards the achievement of organizational goals motivation may
be defined as the work a manager performs an order to Induce Subordinates to act
on the desired manner by satisfying their needs and desires. Thus motivations is
concerned with how behaviour gets started, is energized, sustained and directed.
Employee Motivation is the end feeling of a person after performing a taskto
the extent that a persons job fulfills his dominant needs and is consistentwith his
expectations and values, the job will be satisfying. The feelingwould be positive or
negative depending upon whether need is satisfied or not.Employee motivation is
different from motivation and morale. Motivationrefers to the willingness to work.
Satisfaction on the other hand, implies apositive emotional state. Morale implies a
general attitude toward work andwork environment. It is a group phenomenon
where as employee motivationis an individual feeling. Employee Motivation may be
considered adimension of morale and morale could also be a source of satisfaction.
ThusEmployee Motivation is an employees general attitude towards his job.
Unfulfillment
needs,
Tension
Drive
Tension
Reduction
Behavior
INDUSTRIAL PROFILE
OVERVIEW ABOUT OVERSEAS TRADE LINKERS
The management of M/S overseas trade linkers, Bodla, Bichpuri Road, Agra. It is
committed to conducting the business to the highest ethical, moral, legal, and
personnel management standards. All our business of manufacturing and exporting
of Art ware Handicrafts strictly adhere to the highest standards of integrity and
properity. Products manufacturing and exporting, oil burner, candle holder, incense
holder, bath accessories, bath / bed room accessories, soap stone products, marble
& stone handicrafts, etc,.
Overseas trade linkers personnel management plicy defines the basic
principles of human resources strategic management policy concerning human
resources, management vision, mission, development and efficiency indicators.
Vision:
Human resources management is the strategic basis that ensures overseas trade
linkers viability as a dynamic company of continuous development . Employees
are enthusiastic co-operation partners for achieving the common goal to have
satisfied customers, owners, the company management, partners, colleagues and
society.
Mission:
To recruit and trained competent and loyal employees for a long term period by
offering them perfect working conditions that stimulates the achievement of
overseas trade linkers strategic goal.
STRATEGIC
PRINCIPLES
MANAGEMENT:
OF
HUMAN
RESOURCES
Human resources are the major assets in the overseas trade linkers. In this,
personnel has common understanding of culture at work and ethical values that are
observed at all levels of the group. Corporate traditions are being created and
developed taking into account the wishes of the people and the business potential.
Human resource management observes the principles of transparency, fairness, and
5
Mailing Address
Total Area
Telephone, Fax and E mail Address
Fax
E mail
Year Of Establishment
1972
Factory Address
Annual Sale
USD 10 Millions
Number of Employees
Bankers
Products
Principal Market
Some Reputated Customers
COMPANY PROFILE:
The Overseas Trade Linkers was established in 1972. This Factory is
situated in the Bodla Road, Kalwari Village, Bichpuri, Agra. The total area of this
factory is 100 ths square feet and the total number of employees and workers are
300 under one roof. The mailing address of this factory is Hasanpura, Lohamandi,
Agra.
The overseas trade linkers is mainly to dealing with the Manufacturing and
Exporting the Marble Handicrafts Products. It has also one showroom of these
marble handicrafts where they are selling these types of products. This showroom
is situated at the Western Gate of the TajMahal. The showroom of the overseas
trade linkers is like the retail shop to deals with the marketing of handicrafts
products.
The factory has the two sections i.e. Agra Marble Emporium and the
overseas trade linkers where Agra marble emporium produced or manufactured the
marbles handicrafts products and the overseas trade linkers is trading and
supplying or exporting these products.
NUMBER OF EMPLOYEES:
Skilled Staff : 43 persons ( under the salary of above 5000 )
Semi skilled Staff : 4 persons ( under the salary of 4000 to 5000 )
Un skilled Staff : 25 persons ( under the salary of below 4000 )
PRINCIPAL MARKET:
U.S.A.
8
Europe
France
Research & Development
Identification and development of environment friendly building products
withEmerging market needs.
Emphasis on process optimization, cost reduction and development of value
added products.
Effective utilization of energy, water and waste material.
Absorption of imported technical know-how.
Development of new products
Philosophy
Overseas Trade Linkers is committed to good Corporate Governance.
TheCompany has been following good principles of business over the years by
following all thelaws and regulations of the land with an emphasis on
accountability, trusteeship, andintegrity. It is our responsibility to ensure that the
organization is managed in a manner thatprotects and furthers the interests of our
stakeholders.
To maintain leadership in Handicrafts products industry and develop
complementary products and services to strengthen the core business of
building products.
Fulfilment of market needs with cost effective solutions for enduring and
enhanced Customer satisfaction.
Striving for excellence in all the area of companys operation.
Innovative solutions to create world class products and services fostering
collectivewisdom and commitment of employees to create corporate and
group culture and valueswhich they are proud to be part of.
Maintain equitable balance between development and environmental needs
of the Society.
Quality Policy
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BOARD OF DIRECTORS :
15
DEPARTMENT PROFILE:
The department is a section, part or sections of the whole organization. There are
mainly 10 departments in the Overseas Trade Linkers.. are as follows:
Packing Department: The packing department deals with the packing the
products in an appropriate manner and at right time to deliver the goods.
There are 16 persons in the packing department.
16
Polish Department: This department deals with the paint, polish and
finishing touch to the products. There are 6 persons in the polishing
department.
Assembling Department: The assembling department assembles the
products according to their varieties, categories, qualities, etc. There are 3
persons in this department.
Accounts Department: They deals with the day to day transactions which
is related to the financial crises. Daily sales, purchases, etc. are maintained
in this department. There is only 1 person in this department.
Marketing Department: The marketing department concerned with the day
to day orders, sales or purchase between buyers and sellers. They maintain
the balance between production and sales. There is only 1 person in this
department.
Security Department: They check and secure the products. They also
supervise to the goods as well as at the gate that look after the visitors entry
and exit timing. There is only 1 person in this department.
Showroom: This is the retail showroom of the overseas trade linkers which
is situated at western gate of TajMahal. There are 4 persons working in this
showroom department.
Quality Control Department: It is the most important and integral part for
any manufacturing and exporting companies. They maintain the standards of
the handicrafts products for the manufacture and take care of quality of
products till packaging so that the product will easily reach to the buyer with
safely mode.
ORGANISATIONAL STRUCTURE:
17
Production
Manager
Marketing HR
Accounts
ManagerManagerManager
18
Production Manager
ManagerProductionManagerMaintenance
Shift Incharge
Sales Officer
ORGANISATIONAL POLICIES :
A course or method of action selected, usually by an organization, institution,
university, society, etc., from among alternatives to guide and determine present
and future decisions and positions on public matters. It does not include internal
policy relating to the organization and administration within the corporate body, for
which ORGANIZATION AND ADMINISTRATION is available.
Certain policies related to the Overseas Trade Linkers are as follows:
[A] Health Provisions:
The main focus of Factories Act is towards the Health benefits to the workers.
Health Chapter of the Act contains specification from Section 11 to 20. Detailed
information of the sections of is provided as under:
Section 11: This section basically specifies the issues of cleanliness at the
workplace. It is mentioned in the provision that every factory shall be kept clean
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and free from effluvia arising from any drain, privy or other nuisance. This
includes that there should be no accumulation of dirt and refuse and should be
removed daily and entire area should be kept clean.
Section 12: This section specifies on disposal of wastes and effluents. That every
factory should make effective arrangements for the treatment of wastes and
effluents due to the manufacturing process carried on therein, so as to render them
innocuous and for their disposal.
Section 13: This section focuses on ventilation and temperature maintenance at
workplace. Every factory should work on proper arrangements for adequate
ventilation and circulation of fresh air.
Section 14: This section details on the proper exhaustion of dust and fume in the
Factory. In this it is mentioned that factory which deals on manufacturing process
should take care of the proper exhaustion of dust, fume and other impurities from
its origin point.
Section 15: This section specifies regarding the artificial humidification in
factories. In this the humidity level of air in factories are artificially increased as
per the provision prescribed by the State Government.
Section 16: Overcrowding is also an important issue which is specified in this
section. In this it is mentioned that no room in the factory shall be overcrowded to
an extent that can be injurious to the health of workers employed herein.
Section 18: This section specifies regarding arrangements for sufficient and pure
drinking water for the workers. There are also some specified provisions for
suitable point for drinking water supply. As in that drinking water point should not
be within 6 meters range of any washing place, urinal, latrine, spittoon, open
drainage carrying effluents. In addition to this a factory where there are more than
250 workers provisions for cooling drinking water during hot temperature should
be made.
Section 19: This section provides details relating to urinals and latrine construction
at factories. It mentions that in every factory there should be sufficient
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Section 34: This section specifies that no person in any factory shall be employed
to lift, carry or move any load so heavy that might cause in injury. State
Government may specify maximum amount of weight to be carried by workers.
Section 35: This section provides specification regarding safety and protection of
eyes of workers. It mentions that factory should provide specific goggles or screens
to the workers who are involved in manufacturing work that may cause them injury
to eyes.
Section 36: As per this section it is provided that no worker shall be forced to enter
any chamber, tank, vat, pit, pipe, flue or other confined space in any factory in
which any gas, fume, vapour or dust is likely to be present to such an extent as to
involve risk to persons being overcome thereby.
Section 38: As per this section there should be proper precautionary measures built
for fire. There should be safe mean to escape in case of fire, and also necessary
equipments and facilities to extinguish fire.
Section 45: This section specifies that in every factory there should be proper
maintained and well equipped first aid box or cupboard with the prescribed
contents. For every 150 workers employed at one time, there shall not be less than
1 first aid box in the factory. Also in case where there are more than 500 workers
there should be well maintained ambulance room of prescribed size and containing
proper facility.
[C] Policies of Child labour in India:
Child labour is done by any of the child who is under the age specified by law. The
child who work to feed self or for family is being subjected to child labour. Some
of child labours are forced to work by their family and surrounding. In India can
see many child labours in north side like Mumbai, Kolkata. It is obligatory for all
countries to set a minimum age for employment according to the rules of ILO
written in convention 138(C.138). The shocking unpleasant form of child labour is
prostitution and modeling for child pornography.
1. Article 14 (No child below the age of 14 years shall be employed to work in
any factory or mine or engaged in any other danger employment.
2. Article 39-E ( The state shall direct its policy towards securing that the health
and strength of workers, men and women and the tender age of children are not
abused and that they are not forced by economic necessity to enter vocations
unsuited to there are and strength.
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in every step of the mining and manufacturing process. With following strict
quality parameters and policy we are capable to compete the highest
international quality standards for Granite products and Marble products.We
always improve and update quality standard of our products and strive to offer
highest level of services to each client.To maintain the quality standards quality
control process is integral part of our routine process. At our Granite, Marble
and Sand stone mines our qualified and experienced staff follows quality
measures. During Processing, polishing, finishing, packaging, dispatching and
transportation we regularly check the natural stone products at every stage. At
Mitharwal Granites quality is a practice and part of our process. Along with our
wide range of products and close association with clients quality control is the
main factor to make us a leading and fastest growing mining and manufacturing
mineral company.We also follow and maintain records during the complete
process. We take photographs before shipping of consignments and the packing
of every container.
Quality Control and manufacting Process:
We adopt the international standard quality control process in manufacturing
and processing Granite products like Granite slabs, Granite tiles, Granite
handicraft and decorative items, interior design items, Granite flooring, Granite
table tops, counter slabs, work-tops, cut size Granite tiles and Granite blocks.
Role of packaging for exports has gained much significance in view of trends in
the world markets. The need for better and scientific packaging for exports from
small sector was recognized long back. With a view to acquaint SSI Exporters of
the latest Packaging standards, techniques etc. training programmes on packaging
for exports are organized in various parts of the country. These programmes are
organized in association with Indian Institute of Packaging which has requisite
expertise on the subject. Basic objective of these programmes is to generate the
much needed consciousness in the industry and to educate the entrepreneurs
about the scientific techniques of Packaging.
[I] Bar-coding for Exports:
A new program has been drawn up with the assistance of EAN India to sensitize
Indian exporters about bar-coding. 7 training sessions were conducted in 2000-01
at different locations across the country. More sessions are planned this year.
Health measures.
Safety measures.
Welfare measures.
Working hours.
Employment of women and young persons.
Annual leave provision.
Accident and occupational diseases.
Dangerous operations.
Penalties.
Obligations and rights of employees.
30
SWOT ANALYSIS:
OVERSEAS TRADE LINKERS ( Marbles Handicrafts Factory ):
There are certain analyses of SWOT of the overseas trade linkers are as follows:
( a ) Strengths:
Large, diversified and potential market.
There is large product variety and range is available because of
diversified culture.
It has strong, diversified and supportive retail infrastructure.
Diversified product range that service different market.
Cheap labor rates that result to competitive price.
Need low capital investment.
There is flexible production flexibility.
Low barriers of new entry.
Advantages and Critical Success Factors:
Easy creation and development of production centers.
There is no need for macro-investment.
Industry provides potential sources of employment.
Products are high value added, and handicrafts have various applications.
It is the potential source of foreign revenue because of higher export.
31
( b ) Weaknesses:
Lack of infrastructure and communication facilities.
Unawareness about international requirements and market.
Lack of co-ordination between government bodies and private players.
Inadequate information of new technology.
Inadequate information of current market trends.
Less interest of young people in craft industry.
Lack of skilled labor.
Still confined to rural areas and small cities and untapped market.
Lack of promotion of products.
( c ) Opportunities:
Rising demand for handicraft products in developed countries such as
USA, Canada, Britain, France, Germany, Italy etc.
Developing fashion industry requires handicrafts products.
Development of sectors like Retail, Real Estate that offers great
requirements of handicrafts products.
Development of domestic and international tourism sector.
e-Commerce and Internet are emerged as promissory distribution
channels to market and sell the craft products.
( d ) Threats:
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There are some definitions related to the employee motivation are as follows: According to Michael J. Jacius ; Motivation is the act of stimulating someone or
oneself to get a desired course of action or to push the right button to get a
desired reaction.
According to Dalton E. McFarland, "The concept of motivation is mainly
psychological. It related to those forces are many and keep on changing with
time motives are invisible and directed towards certain goals.
According to Edwin B Flippo, Motivation is the process of attempting to
influence others to do their work through the possibility of gain or reward.
Importance of Motivation:
Motivation is one of the most crucial factors that determine the efficiency and
effectiveness of an organization with its help a desire is born in the minds of the
employees to achieve successfully the objective of the enterprise. All
organizational facilities will remain useless people are motivated to utilize these
facilities in a productive manner. Motivation is an integral part of management
process. An enterprise may have the best of material, machines and other means of
production but all these resources are meaningless so long as they are not utilized
by properly motivated people. There was a time when the human resource of
production was treated like other non-human resources and was not given any
special importance. But this old concept has lost all importance in this competitive
age classifying the importance of motivation RenisLikert has called it. "The core of
Management". The importance of motivation becomes clear from following facts:
1. High Level of Performance.
2. Low Employee Turnover and Absenteeism.
3. Easy Acceptance of organizational changes.
4. Good human relations.
5. Good image of organization.
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6. Increase in Morale.
7. Proper use of Human Resource Possible.
8. Helpful in Achieving Goals.
9. Builds Good relations among employees.
10.Easier Selection.
11.Facilities Change.
HOW TO MEASURE EMPLOYEE MOTIVATION:
Like intelligence, measure of employee motivation is difficult. Most studies have
measured employee motivation through a questionnaire. Hoppock developed four
terms, each one with seven alternative responses, developed one of the earliest
scale of measuring employee motivation. In India, Pestonjee developed a S-D
(satisfaction-dissatisfaction) inventory consisting of cointerogatery statements, the
items leading to yes-no type of responses. There are four areas including both on
job and off the job factors. Each area includes 20 items some of which are given
below:
Job: Nature of work, hours, fellow workers, overtime regulations, physical
environment, machines and tools, interest in work, opportunities for promotion
and advancement etc.
Management:Rewards and punishment, praise and blame, leave policy, test as a
whole reveled significant discriminatory potential. Favoritism, participation,
supervisory treatment, etc.
Social Relations:Neighbors, friends and associates, caste barriers, participation
in social activities, attitude toward people in community, etc.
Personal Adjustment:Health, home and living conditions, finances, relation
with family members, emotionalism, etc.Statically treatments of the individual
item in the four areas are given above.
EMPLOYEE MOTIVATION AND WORK BEHAVIOURS:
Employee motivation is an integral component of organizational health and an
important element in industrial relations. The level of employee motivation deems
to have some relation with various aspects of work behaviour such as accidents;
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MOTIVATION PROCESS.
Motivation is the result of interaction between human needs and incentives offered
to satisfied them. The main steps in motivation process are given below:Identification of need
Tension
Course of action
Result Positive/Negative
Feed back
PROBLEM OF MOTIVATION:
Motivation is the outcome of a certain relation between the superiors and the
sub-ordinates for this the superiors or the managers make special effort different
from the daily control or functions. It is not necessary that the efforts made by the
managers will be unanimously acceptable. It can also be opposed in this way there
are many hardles in implementing a motivational system. They are follows:
1. A Costly Efforts
2. Trouble Making Employees.
3. Motivation is an internal feeling.
4. Opposition to changes.
DETERMINANTS OF EMPLOYEE MOTIVATION:
The various factors influencing employee motivation may be classified into two
categories:
I.
Environmental factors , and
II.
Personal factors.
Environmental Factors:
39
These factors relate to the work environment, main among which are as
follows:
1. Job Content:
Herzberg suggested that job content in term of achievement, recognition,
advancement, responsibility, and the work itself tend to provide satisfaction but
their absence does not cause dissatisfaction. Where the job isless repetitive and
there is variation in job content, employee motivation tends to be higher.
2. Occupational Level:
The higher the level of the job in organization hierarchy the greater the
satisfaction of the individual. These is because positions at higher levels are
generally better paid, more challenging and provide greater freedom of operation.
Such jobs carry greater prestige, self-control and need satisfaction
3. Pay and Promotion:
All other things being equal, higher pay and better opportunities
for promotion lead to higher employee motivation.
4. Work group:
Man is a social animal and likes to be associated with others interaction in the
work group help to satisfy social psychological needs and, therefore, isolated
worker tend to be dissatisfied. Employee motivation is generally high when an
individual is accepted by his peer and he has a high need for affiliation.
5. Supervision:
Consideration supervision tends to improve employee motivation of workers.
Considerate supervisor takes personal interest of his subordinates and allows them
to participate in the decision making process.
Personal Factors:
Personal life exercises a significant influence on employee motivation. The main
elements of personal life are given below:
1. Age:
Some research studies reveal a positive correlation between age andemployee
motivation. Workers in advanced age group tend to be more satisfied probably
because they have adjusted with their job conditions. However, there is asharp
decline after a point perhaps because an individual aspires for better andmore
prestigious jobs in the later years of his life.
2. Sex:
One study revealed that women are less satisfied than men due to fewer job
opportunities for females. But female workers may be more satisfied due to
40
their lower occupational aspirations. But this statement may not be applicable now
at presents level.
3. Educational level:
Generally more educated employees tend to be less satisfied with their jobs probably due to their
higher job aspirations. However, research does not yield conclusive relationship between these
two variables.
4.
Marital status:
The general impression is that married employees are more dissatisfied due to their greater
responsibilities. But such employees may be more satisfied because they value their jobs
more than unmarried workers.
5.
Experience:
Employee motivation tends to increase with increasing years of experience. But it may
decreases after twenty years of experience particularly among people who have not realized
their job expectations.
4.13. INCENTIVES:
An incentive is something which stimulates a person towards some goal. It activates humanneeds
and creates the desire to work. Thus, an incentive is a means of motivation. Inorganizations,
increase in incentive leads to better performance and vice versa.
motivatorsare those which are not associated with monetary rewards. They include
intangibleincentives like ego-satisfaction, self-actualization and responsibility
FINANCIAL INCENTIVES
1. Wages and salaries.
2. Bonus.
3. Medical reimbursement.
4. Insurance.
5. Housing facility.
6. Retirement benefits.
NON-FINANCIAL INCENTIVES
Competition.
Group recognition.
Job security.
Praise.
Workers participation.
Opportunities for growth.
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Hierarchy of needs; the main needs of men are five. They are physiological needs,
safetyneeds, social needs, ego needs and self actualization needs, as shown in order of
theirimportance.
The above five basic needs are regarded as striving needs which make a person do things.The
first model indicates the ranking of different needs. The second is more helpful inindicating how
the satisfaction of the higher needs is based on the satisfaction of lowerneeds. It also shows how
the number of person who has experienced the fulfillment of thehigher needs gradually tapers
off.
Physiological or Body Needs: The individual move up the ladder responding first to the Physiological needs for
nourishment, clothing and shelter. These physical needs must be equated with pay rate,
pay practices and to an extent with physical condition of the job.
Safety: The next in order of needs is safety needs, the need to be free from danger, eitherfrom
other people or from environment. The individual want to assured, once his bodilyneeds
are satisfied, that they are secure and will continue to be satisfied for foreseeablefeature.
The safety needs may take the form of job security, security against disease,misfortune,
old age etc as also against industrial injury. Such needs are generally met bysafety laws,
measure of social security, protective labor laws and collective agreements.
Social needs: Going up the scale of needs the individual feels the desire to work in acohesive group and
develop a sense of belonging and identification with a group. He feelsthe need to love
and be loved and the need to belong and be identified with a group. In alarge organization
it is not easy to build up social relations. However close relationship canbe built up with
at least some fellow workers. Every employee wants to feel that he iswanted or accepted
and that he is not an alien facing a hostile group.
Ego or Esteem Needs: These needs are reflected in our desire for status and recognition,respect and prestige in
the work group or work place such as is conferred by the recognitionof ones merit by
promotion, by participation in management and by fulfillment of workersurge for self
expression. Some of the needs relate to ones esteeme.g.;need for achievement, self
confidence, knowledge, competence etc. On the job, thismeans praise for a job but more
important it means a feeling by employee that at all times hehas the respect of his
supervisor as a person and as a contributor to the organizational goals.
This upper level need is one which whensatisfied provide insights to support future research
regarding strategic guidance fororganization that are both providing and using
reward/recognition programs makes theemployee give up the dependence on others or on the
environment. He becomes growthoriented, self oriented, directed, detached and creative. This
need reflects a state defined interms of the extent to which an individual attains his personnel
goal. This is the need whichtotally lies within oneself and there is no demand from any
external situation or person.
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manyoptions and an uninitiated manager may not even know where to start. As a guideline,
thereare broadly seven strategies for motivation.
There are broadly seven strategies for motivation.
Positive reinforcement / high expectations
Effective discipline and punishment
Treating people fairly
Satisfying employees needs
Setting work related goals
Restructuring jobs
Base rewards on job performance
Essentially, there is a gap between an individuals actual state and some desired state and
themanager tries to reduce this gap. Motivation is, in effect, a means to reduce and
manipulatethis gap.
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RESEACH :
A research is a carefully investigation or inquiry specially through search for new facts in any
branch of knowledge.
According to Clifford woody, Research comprises of defining and redefining
problem,formulating hypothesis or suggested solutions, collecting, organizing and evaluating
data,reaching conclusions, testing conclusions to determine whether they fit the
formulatedhypothesis.
5.2.
OBJECTIVES OF RESEARCH:
Research is the movement from known to unknown. There are following objectives of
research are as follows:
To achieve new insight into the phenomenon.
To portray accurately the characteristics of a particular individual, situation or a
group.
To determine the frequency with which something occurs or with which it in
associated with something else.
To test a hypothesis of a causal relationship between two variables.
5.3.
TYPES OF RESEARCH:
There are two types of research are as follows:
Qualitative research:
Qualitative research provides an understanding of how or why things are as they are. For
example, a market researcher may stop a consumer who purchased a particular type of
bread and ask him or her why that type of bread was chosen. Unlike quantitative
research, there are no fixed set of questions but, instead, a topic guide (or discussion
guide) is used to explore various issues in-depth. The discussion between the interviewer
(or moderator) and the respondent is largely determined by the respondents own
thoughts and feelings.
Quantitative research:
Quantitative research is numerically oriented, requires significant attention to the
measurement of market phenomenon and often involves statistical analysis. For example,
a bank might ask its customers to rate its overall service as excellent, good, poor or very
poor. This will provide quantitative information that can be analyses statistically. The
main rule with quantitative research is that every respondent is asked the same series of
questions. The approach is very structured and normally involves large numbers of
interviews / questionnaires.
47
Perhaps, the most common quantitative technique is the market research survey. These
are basically projects that involve the collection of data from multiple cases such as
consumers or a set of products. Quantitative surveys can be conducted by using post
(self-completion), face to face (in-street or in-home), telephone, email or web
techniques. The questionnaire is one of the most common tools for collecting data from a
survey, but it is only of a wide ranging set of data collection aids.
5.4.
RESEARCH DESIGN:
The research design is the conceptual structure with in which research is conducted it
consist the blue print of the collection, measurement and analysis of data.
In that project the research design was adopted for the Descriptive research study the
exploratory research studies are also termed as Formularize research studies. The main purpose
of such studies is that of formulating a problem for more precise investigation or of developing
the working hypothesis from an operational point of view.
The main purpose of the study was to tell the consumer perception in A. the major
emphasis was on the discovery of the ideas and opinions of the consumers at different levels in
the existing environment.
Two methods that are used for the study are:
The survey of concerning literature.
The experience study.
5.5.
SAMPLE DESIGN:
A sample design is a definite plan for obtaining a sample from a given population. It refers to the
technique or the procedure the researcher would adopt in selecting items for the sample. The
sample design is determined before data are collected.
The sampling used for the study is Convenience Sampling. Under this sampling,
design every item or the universe has equal chance or inclusion in the sample because this is
consumers perception survey, so we give each person at any place an equal probability of
getting into the sample.
Simple random sampling is also used for this study. It is also known as the un-restricted
random sampling. Under this, each respondent has known to be an equal chance of being
selected.
Universe.
The universe chooses for the research study is the employees of Overseas Trade Linkers
Ltd.
Sample Size.
Number of the sampling units selected from the population is called the size of the sample.
Sample of 100 respondents were obtained from the population.
Sampling Procedure.
48
The procedure adopted in the present study is probability sampling, which is also known
aschance sampling. Under this sampling design, every item of the frame has an equal chanceof
inclusion in the sample.
5.7.
NATURE OF RESEARCH:
5.8
QUESTIONNAIRE:
A well defined questionnaire that is used effectively can gather information on both
overallperformance of the test system as well as information on specific components of the
system.Adefeated questionnaire was carefully prepared and specially numbered. The
questionswerearranged in proper order, in accordance with the relevance.
Nature of questions asked:
The questionnaire consists of open ended, dichotomous, rating and ranking questions.
Pre-testing
49
5.9.
Sample
5.14. Population:
Sampling unit:
The units chosen for survey were related hr executives, merchandiser and the
workers.
Sample size: 100
50
51
PARTICULAR
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
Total
NUMBER OF
RESPONDENTS
45
20
5
0
0
70
PERCENTAGE
(%)
64
29
7
0
0
100
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
INTERPRETATION:
The table shows that 64% of the respondents are Highly Satisfied with the support they are
getting from the HR department.
52
PARTICULAR
NUMBER OF
RESPONDENTS
PERCENTAGE
(%)
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Total
42
10
60
14
12
10
4
100
08
7
3
70
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
INTERPRETATION:
The table shows that 60% of the respondents are strongly agreeing that the management is
interested in motivating the workers.
S.NO.
PARTICULAR
NUMBER OF
RESPONDENTS
PERCENTAGE
(%)
Financial Incentives
25
36
05
3.
Non Financial
Incentives
Both
4.
Total
1.
2.
40
57
70
100
Financial Incentives
Non-Financial
Incentives
Both
INTERPRETATION:
The table shows that 64% of the respondents are expressing financial and 22% both financial and
non- financial incentives will motivate them.
S.NO.
1.
2.
3.
4.
5.
PARTICULAR
NUMBER OF
RESPONDENTS
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Total
35
10
15
PERCENTAGE
(%)
50
05
05
70
14
22
07
07
100
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
INTERPRETATION:
From the study, 50% of Workers arestrongly agreed that the company is eager in recognizing and
acknowledging their work, 14% agreed and only 22% showed neutral response.
PARTICULAR
NUMBER OF
55
PERCENTAGE
RESPONDENTS
1.
2.
3.
4.
5.
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Total
30
10
20
05
05
70
(%)
43
14
29
7
7
100
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
INTERPRETATION:
The table shows 43% of Respondents strongly agreed that there is a periodical increase in the
wages.
S.NO.
PARTICULAR
NUMBER OF
RESPONDENTS
56
PERCENTAGE
(%)
1.
2.
3.
4.
5.
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Total
45
15
05
03
02
70
64
22
07
04
03
100
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
INTERPRETATION:
The table shows 64% of the respondents strongly agreed that they have
good relations with co-worker.
PARTICULAR
Strongly Agree
NUMBER OF
RESPONDENTS
30
57
PERCENTAGE
(%)
43
2.
3.
4.
5.
Agree
Neutral
Disagree
Strongly Disagree
Total
15
05
10
10
22
07
14
14
70
100
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
INTERPRETATION:
The table shows 43% of the respondents strongly agreed to effective performance appraisal
system in the company.
S.NO.
PARTICULAR
NUMBER OF
RESPONDENTS
58
PERCENTAGE
(%)
1.
2.
3.
4.
5.
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Total
40
10
10
02
08
70
57
14
14
03
12
100
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
INTERPRETATION:
The table shows 57% of the respondents strongly agree that there is a good safety measure in the
company.
PARTICULAR
NUMBER OF
RESPONDENTS
PERCENTAGE
(%)
Salary increase
Promotion
Leave
45
05
10
64
07
15
59
4.
5.
Motivational talk
Recognition
Total
05
05
70
07
07
100
Salary Increase
Promotion
Leave
Motivational talk
Recognition
INTERPRETATION:
The table shows that the 64% of the respondent is responding that increase in salary will
motivate them the most.
S.NO.
1.
2.
3.
PARTICULAR
NUMBER OF
RESPONDENTS
PERCENTAGE
(%)
Influence
Does not influence
No opinion
50
10
10
72
14
14
60
Total
70
100
Influence
Does not influence
No opinion
INTERPRETATION:
The table shows 72% of the respondents responded that incentives and
other benefits will
influence their performance.
6.11. Management involves you in decision making which are connected to your department.
S.NO.
1.
2.
3.
PARTICULAR
NUMBER OF
RESPONDENTS
Yes
No
Occasionally
Total
49
05
16
70
07
70
61
PERCENTAGE
(%)
23
100
Yes
No
Occasionally
INTERPRETATION:
The table shows 70% of the respondents agree that they the Management involve them in
decision making which are connected to your department.
PARTICULA
R
Yes
No
RESPONDENT
S
25
05
62
PERCENTAGE
83
17
Total
30
100
Yes
No
INTERPRETATION:
The table shows that 83% of the respondentsare motivated by the officers in the OTL.
PARTICULA
R
RESPONDENT
S
63
PERCENTAGE
1.
Yes
26
87
2.
No
04
Total
30
13
100
Yes
No
INTERPRETATION:
The table shows that 87% of the respondents are getting the opportunity to express our views in
the company.
64
S.NO.
1.
PARTICULA
R
Completely
RESPONDENT
S
18
2.
Partially
05
3.
Moderate
07
Total
PERCENTAGE
60
16
24
30
100
Completely
Partially
Moderate
INTERPRETATION:
The table shows that 60% of the respondents are completely satisfied with the companys
management, partially 16% and the moderate 24%.
S.NO.
1.
PARTICULA
R
Completely
RESPONDENT
S
20
PERCENTAGE
67
2.
Partially
05
17
3.
Moderate
05
16
Total
30
100
Completely
Partially
Moderate
INTERPRETATION:
The table shows that 67% of the respondents are completely satisfied with the working
conditions in the company, partially 17% and the moderate 16%.
S.NO.
1.
2.
PARTICULA
R
In Cash
RESPONDENT
S
27
PERCENTAGE
90
In Kind
03
10
Total
30
100
Yes
No
INTERPRETATION:
The table shows that 90% of the respondents think that cash is the best motivator.
67
PARTICULA
R
Completely
RESPONDENT
S
15
PERCENTAGE
50
2.
Partially
05
17
3.
Moderate
10
33
30
100
Total
Completely
Partially
Moderate
INTERPRETATION:
The table shows that 50% of the respondents are completely satisfied with the wages and salary
administration, partially 17% and the moderate 33%.
68
PARTICULA
R
Fair
RESPONDENT
S
19
PERCENTAGE
63
2.
Unfair
05
17
3.
Cannot say
06
20
30
100
Total
Fair
Unfair
Cannot say
INTERPRETATION:
The table shows that 63% of the respondents think that policies and practices of company are
fair, 17% respondents think unfair and 20% cannot say.
69
PARTICULA
R
Completely
RESPONDENT
S
22
PERCENTAGE
73
2.
Partially
02
3.
Moderate
06
20
30
100
Total
Completely
Partially
Moderate
INTERPRETATION:
The table shows that 73% of the respondents are completely satisfied with the medical facilities,
partially 7% and the moderate 20%.
70
4.
RESPONDENT
S
08
PERCENTAGE
1.
PARTICULA
R
Extra money
2.
Leave facility
05
17
3.
Praise
02
27
50
30
100
Extra money
Leave facility
Praise
All of the above
INTERPRETATION:
The table shows that 27% of the respondents to get the extra money for overtime, 17% to get
leave facility, 6% to get praise and 50% to get all of these.
71
1.
Cooperative
25
83
2.
Un-cooperative
05
17
Total
30
100
Co - operative
un - cooperative
INTERPRETATION:
The table shows that 83% of the respondents have cooperative relationship with the management
and 17% have un-cooperative relation.
72
73
CHAPTER 7: FINDINGS
Findings:
The findings of the study are follows:
The Overseas Trade Linkers has a well defined organization structure.
There is a harmonious relationship is exist in the organization between
employees
and management.
The employees are really motivated by the management.
The employees are satisfied with the present incentive plan of the company.
Most of the workers agreed that the company is eager in recognizing and
acknowledging their work.
The study reveals that there is a good relationship exists among employees.
Majority of the employees agreed that there job security to their present job.
The company is providing good safety measures for ensuring the employees
safety.
From the study it is clear that most of employees agrees to the fact that
performance appraisal activities and support from the coworkers in helpful
to get motivated.
The study reveals that increase in the salary will motivates the employees
more.
The incentives and other benefits will influence the performance of the
employees.
74
CHAPTER 8: SUGGESTIONS
Suggestions:
The suggestions for the findings from the study are follows:
Most of the employees agree that the performance appraisal activities are
helpful toget motivated, so the company should try to improve performance
appraisal system,so that they can improve their performance.
Non financial incentive plans should also be implemented; it can improve
the
productivitylevel of the employees.
Organization should give importance to communication between employees
and gain co-ordination through it.
Skills of the employees should be appreciated.
If the centralized system of management is changed to a decentralized one,
thenthere would be active and committed participation of staff for the
success of theorganization.
Management policies and practices should be communicated so that workers
could understand them easily.
The human motivation is changeable and not stable it should be considered
in mind.
Welfare services for the benefits of workers need to be improved. A partially
medical facility needs a significant improvement.
75
CHAPTER 9:LIMITATIONS
Limitations of the study:
The limitations of the study are the following
The data was collected through questionnaire. The responds from the
respondents
may not be accurate.
Difficulties in the identification of the source.
Since the organization has strict control, it acts as another barrier for getting
data.
Another difficulty was very limited time-span of the project.
Difficult to find the secondary data that exactly the needs of some specific
research investigation.
All the areas could not be included in the sample.
Errors may be there in recording or transferring information from secondary
sources.
Lack of experience of Researcher.
Motivation Abstract:Motivation is abstract and it is very difficult to measure
motivation because it can only be felt. As it cannot be touched there is no
standardized data on motivation.
Lack of Education Among the workers:Most of the workers are not educated
as a result they become suspicious of the filling of these questionnaires.
Difficulty in Filling:A large number of the respondents needed help in filling
these questionnaires.
Lack of Seriousness:Some of the workers did not attach the required
seriousness to the investigator.
76
78
79
80
) Literate (
81
your department?
Yes
No
Occasionally
9. What changes can be made to improve the work place environment?
.
83
84