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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) 5TH SEM

05012401709

DELHI INSTITUTE OF RURAL DEVELOPMENT

NANGLI POONA NEAR G T KARNAL ROAD-110036

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DECLARATION

I, here by declared that summer training project entitled DaburIndia Ltd. is based on my original study and has not been submittedearlier 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 candidate signature

Date: ________________

Countersigned:

Name:

(Supervisor dird)

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PREFACEPREFACESummer 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 for the facilities

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.

SHIKHAR GUPTA

(05012401709)

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TABLE OF CONTENTS

Certificate

Declaration

preface

Company profile

Product profile

human resource

Objective of the study

Introduction to the project

Research methodology

interpretationresponse of management

Conclusion

Limitation

suggestion

Bibliography

Annexures

Questionnaire

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COMPANYS

PROFILE

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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

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name. Dabur India Limited was established in a small Calcutta Pharmacy in 1884, where

Dr. S.K.Burman 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 Delhi.Dabur 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 ofRs. 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.

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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.

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COMPANY VISION

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PRODUCT

PROFILE

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http://dabur.com/EN/exports/foods/default.asphttp://dabur.com/EN/exports/Hair_Care/default.asphttp://dabur.com/EN/exports/Oral_Care/default.asphttp://dabur.com/EN/exports/Skin_Care/default.asphttp://dabur.com/EN/exports/Health_Care/default.asp

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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

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http://dabur.com/en/products/Health_Care/Digestive/HajmolaCandy/http://dabur.com/EN/Products/Health_Care/Digestive/HajmolaCandyFun2/default.asphttp://dabur.com/en/products/Health_Care/Digestive/PudinHara/http://dabur.com/en/products/Health_Care/Digestive/PudinharaG/http://dabur.com/en/products/Health_Care/Digestive/Hingoli/default.asphttp://dabur.com/en/products/Health_Care/Digestive/HajmolaCandy/http://dabur.com/EN/Products/Health_Care/Digestive/HajmolaCandyFun2/default.asphttp://dabur.com/en/products/Health_Care/Digestive/PudinHara/http://dabur.com/en/products/Health_Care/Digestive/PudinharaG/http://dabur.com/en/products/Health_Care/Digestive/Hingoli/default.asp

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Natural care:

Shilajit Gold

Nature Care

Sat Isabgol

Shilajit

Ring Ring

Itch Care

Back-aid

Shankha Pushpi

Dabur Balm

Sarbyna Strong

Baby care:

DaburLal Tail

Dabur Baby olive oil

Dabur Janma Ghunti

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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

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http://dabur.com/EN/products/personal_care/Hair_Care/Amla/http://dabur.com/EN/products/personal_care/Hair_Care/Amla_Lite/http://dabur.com/EN/products/personal_care/Hair_Care/Vatika/HairOil/http://dabur.com/EN/products/personal_care/Hair_Care/AnmolShampoo/http://dabur.com/EN/products/personal_care/Hair_Care/Amla/http://dabur.com/EN/products/personal_care/Hair_Care/Amla_Lite/http://dabur.com/EN/products/personal_care/Hair_Care/Vatika/HairOil/http://dabur.com/EN/products/personal_care/Hair_Care/AnmolShampoo/

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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.

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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

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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

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HUMAN

RESOURCE

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Staff Profiles

Data of Number of workers of different ages

Sr.No. Age of Worker & Staff No. of workers & Staff

1 18-23 83

2 24-29 48

3 30-35 110

4 36-41 69

5 42-47 55

6 48-53 27

7 53 and above 18

8 Total 410

0

20

4060

80

100

120

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

above

Age -W ise Distribu tu

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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:-

Sr.No. Shift Time Number of staff

1 A 5 am-1 pm 140

2 B 1 pm-9 pm 157

3 C 9 pm-5 am 113

0

5 0

1 0 0

1 5 0

2 0 0

S h i ft A B C

S h i f t- W i se D i str i b u t i o n o

Workers Education

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

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i. Less qualified

ii. Medium qualified

iii. 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.

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Education-wise Distribution of Workers

Sr.No. Category No. Of workers

1 Less qualified 220

2 Medium qualified 150

3 Highly qualified 40

Facilities for Workers

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

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Education-wise Distribution

LQ

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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.

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OBJECTIVE

OF

THE STUDY

Objective

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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 sub-

objectives 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.

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INTRODUCTION

TO THE

PROJECT

Modern Theories of Work Motivation

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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.

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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

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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

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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

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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.

Sr.No. Expectation From Job Supervisor Workers

1 Good working conditions 4 9

2 Feeling in on things 10 2

3 Tactful discipline 8 10

4 Full appreciation 7 1

5 Mgt. loyalty to workers 6 8

6 Good wages 1 5

7 Promotion and growth 3 7

8 Understanding of personal problems 9 39 Job-security 2 4

10 Interesting work 5 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

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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 self-

fulfillment or self-actualization receiving a favorable performance appraisal

challenging work assignment or promotion.

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

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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

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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.

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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.

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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.

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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

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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.

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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 forfour 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 self-

respect. 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.

4.Pay-Cheque

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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

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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

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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.

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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.

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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

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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

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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

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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, middle-

level and lower level management in the organization.

2.The 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

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The sample size in the project was taken as 10 employees working at the top-

level 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.

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INTERPRETATION

RESPONSE

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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?

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Sr.No. Yes (pc) Never (pc) Sometimes (pc)

1 68 12 20

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

Sr.No. Answer Percent of total

1 Yes 40

2 No 15

3 Average 45

55

Referred in Complicated problem

Yes

Never

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

organization?


1 Yes 62

2 No 8

3 Average 30

56

Salary Satisfaction

Yes

No

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

management?


1 Relations are good 65

2 Bad 15

3 Normal 20

57

Satisfaction with the Welfare facilities

Yes

No

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W orker's rela tion w ith t

Management

Good

Bad

Normal

RESPONSE

OF

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MANAGEMENT

Q.1. Do your worker follow your instructions?


1 Yes 62

2 No 8

3 Average 30

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


1 Yes 78

2 No 10

3 Average 12

60

Are Management Instructions followed by

worker ?

Yes

No

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Q.3. Do they misuse union resources?


1 Yes 8

2 No 78

3 Average 14

61

Job by Workers completed in time

Yes

No

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Q.4. Your relationship with workers?


1 Good 60

2 Bad 25

3 Normal 15

62

Workers Misuse Union Resources

Yes

No

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CONCLUSION

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Workers Misuse Union Resources

Good

Bad

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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.

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LIMITATIONS

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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.

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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

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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.

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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

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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

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Bibliography

Research Methodology by C.R.Kothari.

Companys Journals & Magazines.

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Companys Catalogues & Annual Report.

Internet (www.dabur.com, www.google.co.in).

Human Resource Management by C.B.Gupta.

ANNEXURE

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Questionnaire For Workers

Date

Tick the followings questions as per your choice and

experience.

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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

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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

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

Good Bad Normal

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