SUBMITTED TO:

REETIKA AGARWAL

SUBMITTED BY:
AKASH GUPTA (PGDAM III SEM)

ACKNOWLEDGEMENT
It is with great satisfaction that I am placing my individual project work on international marketing of spice before our institutes academic community on fulfilling of my 3rd semester of post graduate diploma in applied management(PGDAM)). I have been taken the opportunity to try and incorporate the latest information and statistics regarding the services and products and other functionalities offered by the Ashok spices

I owe a special debt of gratitude to my college faculty guide mrs Reetika Agarwal who has continued to be a great source of support and encouragement to me in making and designing this project and bringing it out in a limited time. I would also like to thanks to all those consumers who have given me the useful and important information for completing my project.

By: Name AKASH GUPTA ( PGDAM IIISemester) The NIS Academy, Lucknow

Motivation Definition:
According to one of the universally accepted definitions of motivation, it is an internal state of being, or an internal condition that activates ones behavior, giving it direction. Motivation has also been defined as a desire or need which directs and energizes behavior that is oriented towards a goal. Another definition of motivation states that it is the influence of the needs and desires on the intensity of behavior and direction it will follow. There is one more expert who defined motivation as the arousal, direction, as well as persistence of ones behavior. However, the fact remains that is rather difficult to clearly define motivation, as various experts in the field have come to their varying conclusions through the years. One of the most important factors that lead one to their goals is the drive. This drive is known as motivation. It is a zest and determination with a kind of excitement that leads one to persevere to reach greater heights, in no matter what avenue of their life; be it personal or professional. The drive may come from an internal or external source. The individual determines this. The factors that motivate an individual keep changing as one climbs the ladder of age and maturity. And also, achievement of one goal sets the ball rolling for another one to be achieved. Thus, to be motivated is a constant need. There are times when one faces a period of de-motivation and everything seems bleak. It is then that they need to find what would motivate them back into action.

According to the various definitions there are varied sources of motivation, such as follows : Behavioral : This is either to obtain desirable and pleasant consequences or to avoid undesirable and unpleasant consequences Social : This is related to the need to be a part of a group

Biological : This is related to the need to fulfill all biological needs such as hunger, thirst; satisfy the senses, etc. Cognitive : This is satisfy the various intellectual needs Affective : This relates to the emotional needs Conative : This pertains to achieving personal goals and do away with any threats that come in the way of achieving goals Spiritual : This relates to the goal of self-realization

Importance of Motivation
we are expected to do everything in our life with a specific purpose. If we do not consider the logic of doing a certain act, we are not considered as a human being. It is the basic characteristic of human beings that we analyze the pros and cons before we go for the practical effort to do it. It makes perfect sense when we can justify our conduct on the basis of a certain solid grounds. we cannot make progress in our life if we are not able or we do not pay heed to understand the logic behind everything. This analytical power of human beings actually differentiates us from the rest of the living organisms. So did ever try to figure out what is the logic behind this motivation . The logic behind the motivation thing is that you always do a certain act when you expect some results. These results motivate us to do everything we o. if we do not perceive positive results by doing something, we will not be motivated and hence will not do that particular
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thing or act. Therefore, basically these are the results which make you do the work. For example, if we do not believe that we will get a prize if we stood first in the examination, we will not be motivated and consequently, will not work hard or study properly. This way motivation modifies your conduct. Therefore,we also want to win the race of life, we will have to motivate yourself so that our mind and body work together for the cause. You cannot succeed unless and until we believe firmly and have strong faith in our attempt to cross the limits of success.

Why do we need Motivation?

We need motivation to keep ourself focused. We need motivation to make us feel confident and self-assured. We need motivation to remind us that we are capable of doing whatever we set our mind to do. We need motivation to survive a tough day at work and confront a difficult situation at home. We need motivation to lift our spirit when we are feeling blue. We need motivation to put a smile on our face. We need motivation to accomplish our goals. We need motivation to make something of our life.

Motivation at the Work Place

Motivation is the most important factor which helps you get started. If we are not motivated towards the work, we will not feel like starting the task or work, and without starting we cannot complete the task. It makes taking the first step a whole lot easier.

Keeps us going:
When you start something, things dont turn out as we would have thought or planned. At those times, we tend to give up or deviate from the path we are supposed to move on. But if we have proper motivation with us, even in those times we dont give
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in. we do not give up mid way and keep going through those difficulties.

Motivation and Productivity:

These two factors go hand in hand in any type of work environment. The main aim of any organization or firm is to maintain or increase its productivity. With more productivity, the profits increase. When properly motivated, the people work more efficiently and accurately, thereby removing any chances of unwanted errors and ultimately giving out best results.

To sum up:
Motivation is that one most important factor, which stays with us, from the beginning to the very end of the task or work. If we are asked to complete a particular task ,we will have to do it, even if we are not motivated. Either way we will end up doing it. But if we are motivated towards the work, it becomes much more fun and we not only achieve more than what is needed, but we also gain experience and knowledge along with it. No matter how long or tiring the task it, it will definitely be a whole lot easier if we are properly motivated towards doing it, and we will also enjoy what we do.

Employee Motivation
With every job these is one common problem that people face, which is getting stuck in the machine of time and routine. This leads to boredom, and is known to be a de-motivator by the experts. It is for this reason that human resource managers are asked to ensure that there are activities and varied ways and means to keep employees motivated from time to time. Basically, in order to keep motivating employees there are 7 strategies that can be adopted, which are as follows: Providing positive reinforcements for the tasks accomplished and setting higher goals to be achieved Setting down certain effective rules and regulations to be followed in the office Seeing that fair rules are set in the office

 Looking into employee needs and seeing that they are comfortable in their work environment There should be work related goals set from time to time There should be regular appraisals and platforms where employees can share their on the job experiences There should be consistent and constant on the job rewarding and incentives

Styles to Motivate

There are a variety of ways and styles to motivate. Styles to motivate is a fancy terminology, which basically indicates the ways that one can be motivated. While the spoken communication, in any form, may it be speech, lecture, session, even pep-talk (one-on-one boosting conversation/talk) or any other vocal form of communication, with positive words included act as styles of motivation to individuals. There are various other ways to motivate an individual, there can be written communication like literature, books and magazines, and video/visual media, that help in aiding motivation of an individual. Motivation is a great tool to boosting ones morale and inner sled. It helps in increasing the level of positive venerations of a human being towards himself/herself as well as to the people he or she interacts with on a regular or spare basis. There is last, but never the least, the style of communicating motivation, virtually. Virtual communication, in the ways of the internet: Websites, online portals and more can be qualified as communication that is virtual, which is motivating in nature.

Motivational Theories

Maslow's Theory of Motivation - Hierarchy of Needs

The basis of Maslow's motivation theory is that human beings are motivated by unsatisfied needs, and that certain lower factors need to be satisfied before higher needs can be satisfied. According to Maslow, there are general types of needs (physiological, survival, safety, love, and esteem) that must be satisfied before a person can act unselfishly. He called these needs "deficiency needs." As long as we are motivated to satisfy these cravings, we are moving towards growth, toward self-actualization. Satisfying needs is healthy, while preventing gratification makes us sick or act evilly. Maslow's model indicates that fundamental, lower-order needs like safety and physiological requirements have to be satisfied in order to pursue higherlevel motivators along the lines of self-fulfillment. As depicted in the following hierarchical diagram, sometimes called 'Maslow's Needs Pyramid' or 'Maslow's Needs Triangle', after a need is satisfied it stops acting as a motivator and the next need one rank higher starts to motivate.
Self-Actualization

Esteem Needs

Social Needs

Safety Needs

Physiological Needs

Self-Actualization
Self-actualization is the summit of Maslow's motivation theory. It is about the quest of reaching one's full potential as a person. Unlike lower level needs, this need is never fully satisfied; as one grows psychologically there are always new opportunities to continue to grow. Self-actualized people tend to have motivators such as: Truth Justice Wisdom Meaning

Self-actualized persons have frequent occurrences of peak experiences, which are energized moments of profound happiness and harmony. According to Maslow, only a small percentage of the population reaches the level of self-actualization. Esteem Needs After a person feels that they "belong", the urge to attain a degree of importance emerges. Esteem needs can be categorized as external motivators and internal motivators. Internally motivating esteem needs are those such as self-esteem, accomplishment, and self respect. External esteem needs are those such as reputation and recognition. Some examples of esteem needs are: Recognition (external motivator) Attention (external motivator) Social Status (external motivator) Accomplishment (internal motivator) Self-respect (internal motivator)

Maslow later improved his model to add a layer in between self-actualization and esteem needs: the need for aesthetics and knowledge.

Social Needs Once a person has met the lower level physiological and safety needs, higher level motivators awaken. The first level of higher level needs are social needs. Social needs are those related to interaction with others and may include: Friendship Belonging to a group Giving and receiving love Safety Needs Once physiological needs are met, one's attention turns to safety and security in order to be free from the threat of physical and emotional harm. Such needs might be fulfilled by:

Living in a safe area Medical insurance Job security Financial reserves

According to the Maslow hierarchy, if a person feels threatened, needs further up the pyramid will not receive attention until that need has been resolved. Physiological Needs Physiological needs are those required to sustain life, such as: Air Water Food Sleep

According to this theory, if these fundamental needs are not satisfied then one will surely be motivated to satisfy them. Higher needs such as social needs and esteem are not recognized until one satisfies the needs basic to existence.

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ERG Theory of Motivation - Clayton P. Alderfer

In 1969, Clayton Alderfer's revision of Abraham Maslow's Hierarchy of Needs, called the ERG Theory appeared in Psychological Review in an article titled "An Empirical Test of a New Theory of Human Need." Alderfer's contribution to organizational behavior was dubbed the ERG theory (Existence, Relatedness, and Growth), and was created to align Maslow's motivation theory more closely with empirical research.

Similarities to Maslow's Needs Hierarchy After the original formulation of Maslow's Hierarchy of Needs, studies had shown that the middle levels of Maslow's hierarchy overlap. Alderfer addressed this issue by reducing the number of levels to three. The letters ERG represent these three levels of needs:

Existence refers to our concern with basic material existence motivators. Relatedness refers to the motivation we have for maintaining interpersonal relationships. Growth refers to an intrinsic desire for personal development.

Like Maslow's model, the ERG motivation is hierarchical, and creates a pyramid or triangle appearance. Existence needs motivate at a more fundamental level than relatedness needs, which, in turn supercedes growth needs.

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Growth Self-Actualization External Esteem Needs

Relatedness Internal Esteem Needs Social Needs

Existence Safety Needs Physiological Needs

Differences from Maslow's Needs Hierarchy Beyond simply reducing the distinction between overlapping needs, the ERG theory improves upon the following shortcomings of Maslow's Needs Hierarchy: Alderfers ERG theory demonstrates that more than one need may motivate at the same time. A lower motivator need not be substantially satisfied before one can move onto higher motivators. The ERG theory also accounts for differences in need preferences between cultures better than Maslow's Need Hierarchy; the order of needs can be different for different people. This flexibility accounts for a wider range of observed behaviors. For example, it can explain the "starving artist" who may place growth needs above those of existence.
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The ERG theory acknowledges that if a higher-order need is frustrated, an individual may regress to increase the satisfaction of a lower-order need which appears easier to satisfy. This is known as the frustration-regression principle.

Frederick Herzberg Motivational hygine Theory

Frederick Herzberg's motivation theory is one of the content theories of motivation. These attempt to explain the factors that motivate individuals through identifying and satisfying their individual needs, desires and the aims pursued to satisfy these desires. This theory of motivation is known as a two factor theory. It is based upon the notion that motivation can be split into hygiene factors and motivation factors. He concluded that there were two types of motivation: Hygiene Factors which can demotivate when not present. Hygiene Factors affect the level of dissatisfaction, but are rarely quoted as creators of job satisfaction.

supervision interpersonal relations physical working conditions salary

Motivation Factors which will motivate when present. Job dissatisfaction isn't usually blamed on Motivation Factors, but they are cited as the cause of job satisfaction.

achievement advancement recognition responsibility

These two separate 'needs' are the need to avoid unpleasantness and discomfort and, at the other end of the motivational scale, the need for personal development. A shortage of the factors that positively encourage employees (the motivating factors) will cause employees to focus on other, non-job related 'hygiene' factors.

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Motivation in Theory - mcgregor - Theory x and Theory y

Introduction McGregor developed two theories of human behaviour at work: Theory and X and Theory Y. He did not imply that workers would be one type or the other. Rather, he saw the two theories as two extremes - with a whole spectrum of possible behaviours in between. Theory X workers could be described as follows: Individuals who dislike work and avoid it where possible Individuals who lack ambition, dislike responsibility and prefer to be led Individuals who desire security

The management implications for Theory X workers were that, to achieve organisational objectives, a business would need to impose a management system of coercion, control and punishment. Theory Y workers were characterised by McGregor as: Consider effort at work as just like rest or play Ordinary people who do not dislike work. Depending on the working conditions, work could be considered a source of satisfaction or punishment Individuals who seek responsibility (if they are motivated0 The management implications for Theory X workers are that, to achieve organisational objectives, rewards of varying kinds are likely to be the most popular motivator. The challenge for management with Theory Y workers is to create a working environment (or culture) where workers can show and develop their creativity.

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Company Profile

ORGANISATION Karvy was started by a group of five chartered accountants in 1979. The partners decided to offer, other than the audit services, value added services like corporate advisory services to their clients. The first firm in the group, Karvy Consultants Limited was incorporated on 23rd July, 1983. In a very short period, it became the largest Registrar and Transfer Agent in India.. Karvy was among the first few members of National Stock Exchange, in 1994 and became a member of The Stock Exchange, Mumbai in 2001. Today Karvy is among the top 5 Depositary Participant in India. While the registry business is a 50:50 Joint Venture with Computer share of Australia, we have equity participation by ICICI Ventures Limited and Barings Asia Limited, in Karvy Stock Broking Limited. Karvy has always believed in adding value to services it offers to clients. A top-notch research team based in Mumbai and Hyderabad supports its employees to advise clients on their investment needs. With the information overload today, Karvys team of analysts help investors make the right calls, be it equities, mf, insurance.

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Karvy Stock Broking Limited

KARVY Stock Broking Limited, one of the cornerstones of the KARVY edifice, flows freely towards attaining diverse goals of the customer through varied services. It creates a plethora of opportunities for the customer by opening up investment vistas backed by research-based advisory services. Here, growth knows no limits and success recognizes no boundaries. Helping the customer create waves in his portfolio and empowering the investor completely is the ultimate goal. KARVY Stock Broking Limited is a member of: 1) National Stock Exchange (NSE) , 2) Bombay Stock Exchange (BSE)

Services Offered By karvy

Stock Broking Services
It is an undisputed fact that the stock market is unpredictable and yet enjoys a high success rate as a wealth management and wealth accumulation option. The difference between unpredictability and a safety anchor in the market is provided by in-depth knowledge of market functioning and changing trends, planning with foresight and choosing one's options with care. This is what we provide in our Stock Broking services. We offer services that are beyond just a medium for buying and selling stocks and shares. Instead we provide services which are multi dimensional and multi-focused
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in their scope. There are several advantages in utilizing our Stock Broking services. We offer trading on a vast platform; National Stock Exchange, Bombay Stock Exchange and Hyderabad Stock Exchange. More importantly, we make trading safe to the maximum possible extent, by accounting for several risk factors and planning accordingly. This crucial information is given as a constant feedback to our customers, through the following daily reports which are delivered to them thrice a day;

The Pre-session Report, where market scenario for the day is predicted The Mid-session Report, timed to arrive during lunch break , where the market forecast for the rest of the day is given and The Post-session Report, the final report for the day, where the market and the report itself is reviewed.

To add to this repository of information, we publish a monthly magazine called KARVY The Finapolis which analyzes the latest stock market trends and takes a close look at the various investment options, and products available in the market, while a weekly report, called KARVY Bazaar Baatein, keeps you more informed on the immediate trends in the stock market Our Stock Broking services are widely networked across India, with the number of our trading terminals providing retail stock broking facilities. Our services have increasingly offered customer oriented convenience, which we provide to a spectrum of investors, high-net worth or otherwise, with equal dedication and competence. To empower the investor further we have made serious efforts to ensure that our research calls are disseminated systematically to all our stock broking clients through various delivery channels like email, chat, SMS, phone calls etc. Depository Participant Services The onset of the technology revolution in financial services Industry saw the emergence of KARVY as an electronic custodian registered with National Securities Depository Ltd (NSDL) and Central Securities Depository Ltd (CSDL) in 1998. KARVY set standards enabling further comfort to the investor by promoting paperless trading across the country and emerged as the top 3 Depository Participants in the country in terms of customer serviced.
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we are a powerful medium for trading and settlement of dematerialized shares. A team of professional and the latest technological expertise allocated exclusively to our demat division including technological enhancements like SPEED-e; make our response time quick and our delivery impeccable. A wide national network makes our efficiencies accessible to all. Financial Products Distribution Services With our wide portfolio offerings, we occupy all segments in the retail financial services industry. A team of highly qualified and dedicated professionals drawn from the best of academic and professional backgrounds are committed to maintaining high levels of client service delivery. To further tap the immense growth potential in the capital markets we enhanced the scope of our retail brand, KARVY the Finapolis, thereby providing planning and advisory services to the mass affluent. Here we understand the customer needs and lifestyle in the context of present earnings and provide adequate advisory services that will necessarily help in creating wealth. The edge that we have over competition is our portfolio of offerings and our professional expertise. The investment planning for each customer is done with an unbiased attitude so that the service is truly customized. Advisory Services Under our retail brand KARVY the Finapolis', we deliver advisory services to a cross-section of customers. The service is backed by a team of dedicated and expert professionals with varied experience and background in handling investment portfolios. They are continually engaged in designing the right investment portfolio for each customer according to individual needs and budget considerations with a comprehensive support system that focuses on trading customers' portfolios and providing valuable inputs, monitoring and managing the portfolio through varied technological initiatives. Another venture towards being investor-friendly is the circulation of a monthly magazine called KARVY - the Finapolis' covering the latest of market news, trends, investment schemes and research-based opinions from experts in various financial fields.

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Private Client Group Services This specialized division was set up to cater to the high net worth individuals and institutional clients keeping in mind that they require a different kind of financial planning and management that will augment not just existing finances but their life-style as well. Here we follow a hard-nosed business approach with the soft touch of dedicated customer care and personalized attention. For this purpose we offer a comprehensive and personalized service that encompasses planning and protection of finances, planning of business needs and retirement needs and a host of other services, all provided on a one-to-one basis.

STRATEGY OF THE COMPANY:Karvy believes that the foremost ingredient for success in the has been the cooperation ability to continuously evolve both organizational structure and product offerings, thereby remaining on the cutting financial services. Karvy believes that three capitals viz., financial, human and technology, would drive the financials services sector in the future and draw the boundaries for achieving leadership. Karvy believes that customized solutions are now the key drivers for market share and profit margins. The basic strategy of the company is to tap the untapped market and bring lots of customer to the company.

Channels of management Lower level management :

Channel partners Support assistance Personal financial executive

Middle level management

Relationship manager Assistant manager

Upper level management

Regional head
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 Zonal head North zonal head

Monetaries offered to employees

Company offers just a salary to the employees. No bonus are provided to them Incentives are not given by the company No hike or increment in salary There is not an appropriate pay scale according to their work and performance. Pf is deducted from the salary which is for the safety of employees

Non monateries offered to employees

Per month prize distribution is done which is for the best employee of the month under which they get a tittle of shansha of the month along with a certificate. Best employee of the year get one surprise gift which is a trip for going abroads. No promotion given to employees even after completing the a particular tenure in office. On diwali and holi sweets are distributed in the office. Scheme wise incentives are given to the employees which is on nfo bases which is given by the particular company whose nfo is filed Appraisal are good which is given by the superiors No parking charges No recognitions according to the work performed.

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Competitors
Anandrathi
anand Rathi is a leading full service investment bank founded in 1994 offering a wide range of financial services and wealth management solutions to institutions, corporations, highnet worth individuals and families. The firm has rapidly expanded its footprint to over 350 locations across India with international presence in Hong Kong,Dubai & London. Founded by Mr. Anand Rathi and Mr. Pradeep Gupta, the group today employs over 2,500 professionals through out India and its international offices. The firms philosophy is entirely client centric, with a clear focus on providing long term value addition to clients, while maintaining the highest standards of excellence, ethics and professionalism. The entire firm activities are divided across distinct client groups: Individuals, Private Clients, Corporates and Institutions. AnandRathi has been named The Best Domestic Private Bank in India by Asiamoney in their Fifth Annual Private Banking Poll 2009. The firm has emerged a winner across all key segments in Asiamoneys largest survey of high net worth individuals in India.

Monetaries offered to employees by Anand Rathi Company offers a salary to the employees
Hike or increment in salary for rs 800 per year Bonus are given on festivals to the employees After completing particular target incentives are given to the employees by the company Pf is deducted from the salary

Non monateries offered to employees by Anand Rathi

On diwali holi and on other festivals sweets are distributed in office along with a gift vouchers. Best employee of the year get a assured gift which may be lcd tv , oven or refrigerator.
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 Promotions are done after the normal tenure of the office and according to the work performed Gift coupons ,vouchers ,food vouchers are given to the employees for performing best at their work Good reward and recognitions are given by the superiors to employees

RR Investors
RR is first generation business set up in 1986. Shri. Rajat Prasad, a professional qualified Chartered Accountant, is the main founder. He is the architect of its growth and in the last decade has steered the group to be a diverse and respected financial and Insurance Services Organization with nationwide presence with offices in more than 100 cities and a team of 800 Employees. RR has the presence in all metro cities and towns across the length and breadth of the country. It has Associate offices in other cities and Locations totalling 600 locations & 100 cities. It has agent presence in over 500 cities across the country. RR is the only Company in India which provides research based seamless service to its customers through own offices, franchisees and agents.

Monetaries offered to employees by RR investors

Fixed Salary are given to the employees Hike or increment in salary for Rs. 500 per year Bonus are given to the employees on festivals. Incentives are not given to the employees They have a appropriate pay scale which is according to the work performed by the employees. No pf are given to the employees

Non monateries offered to employees by RR Investors

Per month the best employees get a food voucher or a movie ticket for performing best at their work Appraisals are good . On festivals sweets along with gift vouchers are distributed in the office.
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 On the scheme bases employees get the rewards which is in the form of gift vouchers and movie tickets Good recognitions.

Comparision between the company and their competitors

company Karvy Monetary Company offers just a salary to the employees. No bonus are provided to them Incentives are not given by the company No hike or increment in salary There is not an appropriate pay scale according to their work and performance. Pf is deducted from the salary which is for the safety of employees

Anand Rathi Company offers a salary to the employees Hike or increment in salary for rs 800 per year Bonus are given on festivals to the employees After completing particular target incentives are given to the employees by the company Pf is deducted from the salary

RR Investor Fixed Salary are given to the employees Hike or increment in salary for Rs. 500 per year Bonus are given to the employees on festivals. Incentives are not given to the employees They have a appropriat e pay scale which is according to the

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work performed by the employees . No pf are given to the employees Per month prize distribution is done which is for the best employee of the month under which they get a tittle of shansha of the month along with a certificate. Best employee of the year get one surprise gift which is a trip for going abroads. No promotion given to employees even after completing the a particular tenure in office. On diwali and holi sweets are distributed in the office. Scheme wise
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Non monetary

On diwali holi and on other festivals sweets are distributed in office along with a gift vouchers. Best employee of the year get a assured gift which may be lcd tv , oven or refrigerato r. Promotion s are done after the normal tenure of the office and according

Per month the best employ ees get a food vouche r or a movie ticket for perfor ming best at their work Apprai sals are good . On festival s sweets along with gift vouche rs are distribu

incentives are given to the employees which is on nfo bases which is given by the particular company whose nfo is filed Appraisal are good which is given by the superiors No parking charges No recognitions according to the work performed.

to the work performed Gift coupons ,vouchers ,food vouchers are given to the employees for performin g best at their work Good reward and recognitio ns are given by the superiors to employees

ted in the office. On the scheme bases employ ees get the reward s which is in the form of gift vouche rs and movie tickets Good recogni tions.

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Data collection and analysis

RESEARCH METHODOLOGY :The main objective of a research is to find out the truth which is hidden and which has not been discovered

Type of data collection methods

The task of data collection begin after a research problem had been defined and research design/plan and checked out while deciding about the method of data collection to be used for study. The researcher should keep in mind two types of data viz., primary and secondary. The primary data are those which collected fresh and for first time, and thus happened to be original character. The secondary data, on the other hand, are those which have already been collected by some one else and which have already have been passed through the statistical process.

Primary Data
Primary data may be describe as those data that have been observed and recorded by the researcher for the first time for there knowledge.

Secondary Data
Secondary data are statistics not gathered for immediate study at hand what for some other purposes.

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Data Sources
Mainly in a research process both, Primary and Secondary types of data sources are used. In this research also we have two kinds of data sources given below:

1) Primary Data: Questionnaire and Interview 2) Secondary Data: Web pages, Company Journals & Brochure

Analysis
After collecting data and filling up of questionnaire I alalysed that the employees of the company was not satisfied at their work and was not getting the proper motivation by their subordinates The number of questionnaire filled by me was 16 under which only two of the employees was satisfied with their work six were somewhat satisfied and eight were totally dissatisfied . Pie chart below shows the satisfaction level of the employees

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Sales

fully satisfied somewhat satisfied dissatisfied

According to the work performed by the employees incentives are not given

Observations

to

them. Company do not perform any extra co curricular activities for the employees There is not an appropriate pay scale according to their work and performance. There is no increment of salary in yearly or quarterly basis . Company can just make up a broker not an agent

Promotions are not given to the employees even after the tenure of their work
or after good perfrormance of their work. No recognition

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Recommendations
They should try to provide some extra services to their employees. There should b an appropriate pay scale according to their work & performance. Incentives should be given by the company for the good works performed by the employees There should be an increment in salary Proper Recognitions should b there in the company

Theory applicable to make employees motivated & satisfied

Frederick Herzberg Motivational hygine Theory
Frederick Herzberg's motivation theory is one of the content theories of motivation. These attempt to explain the factors that motivate individuals through identifying and satisfying their individual needs, desires and the aims pursued to satisfy these desires. This theory of motivation is known as a two factor theory. It is based upon the notion that motivation can be split into hygiene factors and motivation factors. He concluded that there were two types of motivation: Hygiene Factors which can demotivate when not present. Hygiene Factors affect the level of dissatisfaction, but are rarely quoted as creators of job satisfaction.
29

supervision interpersonal relations physical working conditions salary

Motivation Factors which will motivate when present. Job dissatisfaction isn't usually blamed on Motivation Factors, but they are cited as the cause of job satisfaction.

achievement advancement recognition responsibility

These two separate 'needs' are the need to avoid unpleasantness and discomfort and, at the other end of the motivational scale, the need for personal development. A shortage of the factors that positively encourage employees (the motivating factors) will cause employees to focus on other, non-job related 'hygiene' factors.

Reason for choosing this theory

As this theory attempt to explain the factors that motivate individuals through identifying and satisfying their individual needs, desires and the aims pursued to satisfy these desires as no such recognitions or promotions are given to the employee even after working hard and perfoming well in the organization so this theory will be well suited so as to motivate and satisfy the employees at their work place as this theory states that people derive satisfaction from their job when it provides them with opportunities for learning,personal growth achievements, and recognitions in the form of promotions,rewards and incentives and these are the factors to motivate individuals to do well at their works.

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