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INTRODUCTION
Sakthi Soyas is a well equipped and only one Soyabean
processing industry in South India. It is a division of Sakthi Sugars
Limited.,. This company was started in the year 1987. The products
produced from Sakthi Soyas are Soyabean Oil, Soyaflour, Texturised
vegetable protein and some other by-product. Total daily consumption
of Soyabean is around 300 tons and oil production is around 60 tons.
Soyabean is legume crop gaining importance as a source of
protein and edible oil. Botanical name of Soyabean is Glycine Max. Oil
Extracted from Soyabean is rich in protein. It is important in diet, in
India, the major Soyabean producing states are Madhapradesh,
Uttrapradesh, USA, China Brasil and Argentina are the important
Soyabean producing countries. Soyabean Oil is rich in unsaturated fatty
acids. There is much of demand for Soyabean in may Asian countries. In
south India Soyabean production is very less when compared to North
India Madhyapradesh contributes around 71% and remaining 29% from
other states out of these Tamilnadu contributes 4000 metric tonns.
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Soyabean contains around 40% of protein this Soyabean protein is
used as an ingredient for many food industries like bakery industries etc.
This is also used for animal feed, eg: Grounded Soya hulls, Soya meals
are used for cattle feed and swine and poulthy production.
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Vice Chairman and M anaging Director
Vice president
General manager
Am personne l ManagerAtc s Ma nag er Deputy Asst
ManagerAsst m ana ger ale rt inst Chief technician TV P
Asst Atcs
officer
Security
office
Shift in charge
security service
Security guard
Drivers
Store
Keeper
Personal
staff
A/c sta ff
chaserStores asst
Staff in chargeQC lab
Helpers Qc lab
Shift in charge
plant operation
Plant operatorsMint workers
Plant helpers
Shift in charge
electrical
Electrician
Helpers
Shift in charger TVP
Operator
Helpers
Vice Chairman and M anaging Director
Vice president
General manager
Am personne l ManagerAtc s Ma nag er Deputy Asst
ManagerAsst m ana ger ale rt inst Chief technician TV P
Asst Atcs
officer
Security
office
Shift in charge
security service
Security guard
Drivers
Store
Keeper
Personal
staff
A/c sta ff
chaserStores asst
Staff in chargeQC lab
Helpers Qc lab
Shift in charge
plant operation
Plant operatorsMint workers
Plant helpers
Shift in charge
electrical
Electrician
Helpers
Shift in charger TVP
Operator
Helpers
ORGANIZATION CHART
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SAKTHI GROUP OF COMPANIES
SAKTHI THE POWER OF ACTION
A simple bullock cart winding its way along a village path Thus
began the Sakthi success story. The late P.NACHIMUTHU GOUNDER of
Pollachi was just the owner of a bullock cart. The income from the single
bullock cart enabled into a strong a bullock carts.
In 1921, Division of P.NACHIMUTHU switched over from bullock
power to hore power, from cart to car. And a pioneering taxi service was
born switching from taxis to buses in 1927, was the next logical step.
With in a few years the Anamallai Bus transport network expanded to
cover the whole of south India. Bus transport was only a lapping store
for manufacturing and marketing product ranging from to synthetic
gums.
SAKTHI AMUL-FACETED GROUP TO DAY
At this juncture N.MAHALINGAM son of P.NACHIMUTHU walled into
the business his entry infused frets blood and a new dynamism into the
enterprise group come into being and graduate grow in size gaining new
commercial industrial and financial facts. Today, the group combos
directly or indirectly to more than 13,000 persons and plays a significant
role in major industries.
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Sakthi is a rapidly expanding group with its eye on pastures. At
the same time, it constantly because in mind its social responsibilities
and discharges than with dedication. It has set up educational and
charitable institutions, hospitals, religious center etc., and has
contributed to rural development by providing any document
opportunities to thousands with in the spun of a few decades Sakthi has
also become a revered name in south Indian business circles.
SAKTHI GROUP OF COMPANIES
SAKTHI SUGAR LIMITED
It has following four divisions:
SUGAR DIVISION
Unit I Sakthi Nagar unit
Unit II Sivagunga unit
Unit III Dheakanal unit
Unit IV Badamba unit
DISTILLERY DIVISION
Unit I Sakthi Nagar unit
Unit II Dhenkanal unit
Foundry Division
Soya Division
Textile Division
Sri Sakthi Textiles limited
Sri Bagavathi Textiles limited
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TRANSPORT AND ALLIED UNITS
The Anamallais Bus Transport Private limited
The Gounderd Company
The Annamalais Retreading company
Anamalais Engineering
Sakthi Automobiles
N.Mahalingam of company
Sunthetic Gems Division
Pharamaceutical Division
ESTATES
Sri Bagavathi Tea Estates limited
Sakthi Estates
FOUNDRY AND RESEARCH CENTRE
Sakthi Foundry
Annamalais Foundary Private Limited.
FINANCE
Sakthi Finance limited
BOTTLING PLACES
Chennai Botting Company limited
Sakthi Soft Driaks limited
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SAKTHI-FRIEND PROTECTOR
Nachimuthu Industrial Association (NIA)
Nachimuthu Gounder Mahaligam College
Nachimuthu Polytechnic
Kumaraguru College of Technology
Sakthi Foundation
Sakthi Institute of Technology
V.M. Kailasam Hospital
Rural Industries Centre
Ramalingar Mission
SOYA DIVISION
Sakthi sugars limited Soya division which is Located near
Meenakshipuram is Pollachi Taluk. The organisations lead office is
located at racecourse Coimbatore. It has a good turnover is all seasons.
By rapid growth its turnover is being increased day by day. It has a wide
Business area Network all over India. This Organisational is yet another
symbol of excellence.
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SAKTHI GROUP
Sakthi Soyas Division limited is started by the famous leadings
industrialist Arutselver Dr.N.Mahalingam Sakthi groups in 1987 voice
chairman and Managing Director of Sakthi Soyas is Mr.Manickam,
Excutive manager of Sakthi Soyas is Mr.Palaniyappan, General Manager,
personal officer, Deputy manager, Assistant manager, Senior Engineers,
plant Engineers, Operators and workers and working in this organisation.
The executives are working in general shifts 9 AM to 5.30 PM,
supervisors, operators and workers are working in three different sifts
timings. The timings for 1st sifts is 6 Am to 2 Pm. II sift 2 Pm to 10 Pm,
and III sift 10Pm to 6 Am. The management gives training programme to
their executives.
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HIERARCHY OF ORGANISATION
Chairman
Vice Chairman
Chief Executives
General Manager
Personnel Manager
Deputy Manager
Assistant Manager
Supervisors
Operators
Workers
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PRODUCTION
SOYABEAN VARIETIES
CO1, CO 2, KM 1, ADT 1, JS 335, AGS 65, MACS 57, MACS 58,
MACS 124, MAUS 2, MACS 450 and MONATO are some of the Soyabean
varieties commonly cultivated in India. These varieties are cultivated
based on soil type, water availability, climate and duration period etc.
CO1
CO 1 is the commonly cultivated variety in TamilNadu. This variety
was released by TamilNadu Agricultural University, Coimbatore in the
year 1985. This variety can be cultivated at any part of TamilNadu.
Duration period of CO 1 is 85-90 days. Average yield of Soyabean in
wetland is 800-1000 kg/acre.
CO 2
It is also released by TamilNadu Agricultural University,
Coimbatore. This hybrid variety is obtained from the JS 335 and UGM 21
combination. This variety gives a maximum yield of 1341 kg/acre. The
height of this variety is comparatively lesser than the CO 1 variety.
KM 1
This variety was released by the Kudimianmalai research institute.
It can also be cultivated at any part of Tamil Nadu. Duration of this crop
is 90-100 days. It can grow upto 40-45 cm height. Almost this variety
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cannot be affected by insects and diseases. Maximum yield in wet land
is 1100 kg/acre.
ADT 1
This variety was released by the Aduthurai research institute in
the year 1990. This variety is specially cultivated in January February
season. Duration of this crop is 85-90 days. Maximum yield in wetland is
1275 kg/acre. This variety contains 30% protein and 29% fat. Soyabean
obtained from this variety is tastier one.
JS 335
This variety was released by Japalpur research institute. Duration
of this crop is 75-85 days. Average is 1000 kg/acre. This variety is
cultivated in North India.
MACS 450
This variety is commonly cultivated in Maharastra. Average yield
of this variety in dryland is 400-600 kg/acre.
MONATO
Monato is a big size variety compare to other varieties, but the
germination is poor one.
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SEED PREPARATION PLANT
INTRODUCTION
In the seed preparation plant Soyabeans are prepared to ready for
the solvent extraction process. Here two major sections are involved.
They are
1. Seed cleaning section.
2. Seed conditioning section.
1. SEED CLEANING SECTION
The first step in the commercial processing of Soyabeans is
cleaning. Its function is to remove foreign materials such as sticks,
stems, leaves, other seeds, sand and dirt. The cleaning should be done
carefully, so that the resultant oil will not contaminate with foreign
materials.
Seed cleaning is the important operation in the preparation of oil
bearing materials for extraction. Proper seed cleaning will increased
capacity and reduce maintenance in addition to improving oil and meal
quality.
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2. SEED CONDITIONING SECTION
After the raw material is cleaned, it should be necessary to
condition the seed. There are several reasons for doing so. That seed
coat contains little or no oil; hence its inclusion would make extraction
less efficient. If the hulls are not removed prior to the extraction, they
will reduce the total yield of oil by absorbing and retaining oil in the
press cake. In addition, their inclusion will reduce the capacity of the
extraction plant.
Raw oil-bearing materials are usually not used whole, because oil
extraction is much more efficient if the starting material is in small
particles. So that they go for change the size of the Soyabean. Flakes
form of beans is suitable for easy extraction. When seed is flaked, the
seed coat is fractured and many oil cells are ruptured, increasing the
overall surface/volume ratio enormously.
Heating (cooking) is also necessary to combat enzymes in the
plant tissues that would have a detrimental effect on the oil quality. If
the oilseed cake is to be used for feed or food, controlled, heating may
be useful in increasing protein availability in the resultant meal fraction.
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Storage (Sylos tank)
Weighing Scale
Cleaning Seperator
Magnetic Seperator
Seperator Classifier
Dry Stoner
Silo
Silo
Weighing Scale
Cracking Roll Mill
Feed
Double hull seperator
Aspiration Channel
Cooker
Flaker Foll Mill
To solvent extraction plant
5
4
To packing
Cyclone
6
7
1
3
Storage (Sylos tank)
Weighing Scale
Cleaning Seperator
Magnetic Seperator
Seperator Classifier
Dry Stoner
Silo
Silo
Weighing Scale
Cracking Roll Mill
Feed
Double hull seperator
Aspiration Channel
Cooker
Flaker Foll Mill
To solvent extraction plant
5
4
To packing
Cyclone
6
7
1
3
FLOW CHART FOR SEED PREPARATION PLANT
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SOLVENT EXTRACTION PLANT
INTRODUCTION
Solvent extraction process is used for low oil content materials
like Soyabeans (18-20% oil). Normally hexane is used as a solvent. It is
most efficient technique for oil recovery. Oil produced by this method is
of high quality, because very little heat treatment is required (boiling
point of hexane is around 60C).
In addition the resultant meal fraction contains protein that has
encountered a minimal amount of deterioration from heat damage.
However, there are several disadvantages related to the solvent
extraction process:
The equipment is more expensive compared to other
extraction systems.
There is increased danger of fire and explosion unless
nonflammable solvents can be used.
The risk of dust explosions is higher, since low oil content
meal tends to be dusty.
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The direct extraction of raw unheated flakes may contain
material that is toxic to nonruminants.
SOLVENT EXTRACTION PLANT PROCESS
(1) EXTRACTOR (OR) CORRUSSEL EXTRACTOR
The flakes from the conditioning section are dumped into the
extractor which is circular in cross section. It is conveyed by a chain
conveyor. There are 18 compartments which are rotated around a
central shaft. A hydraulic drive is used to rotate the compartments. This
drive is used to vary the speed of rotation. Here the 18 th compartment is
an open compartment. The oiled cake will enter in through the first
compartment there are 8 pumps to circulate the miscella. Every pump
should be preheated to 56-58 C. Thus the oil can be extracted by
hexane easily. 8th will be besides the first compartment pump and the 1st
pump will be besides the 18th compartment. As the inner shell rotates,
each compartment gets filled to 3/4th of its level. The movement of
flakes and hexane is sprayed. Fresh hexane is passed to the first pump.
The output of the first pump is sucked and given to the inlet of the 2nd
pump. The weak miscella from 7th pump is taken by 8th pump and is
sprayed on the oiled cake in the first compartment. The weak miscella
absorbs the oil from the cake and comes down. The compartment now
moves very slowly and makes contact with the 7th pump which sprays
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the weak miscella taken from the delivery of the 6th pump. The 7th and
8th pump has more amount of oil content and is called as rich mescella.
DTDC
The deoiled cake is taken to DTDC. The DTDC comprises of a
desolventiser, toaster, drier and cooler.
i) DESOL VENTISER
Initially the deoiled cake enters into the desolventiser section. The
section is maintained at 100C. Due to this high temperature, the
hexane gets vapourized from the cake. The evaporated gas enters in to
the hexane gas condenser. There is a central shaft which rotates slowly.
An arm is attached to the central shaft to mix the meal equally.
Desolvenstion is done for 15 minutes using live and jacketed steam.
Where 80% of hexane from that is removed. The meal is then sent to
the toaster section.
ii) TOASTER
The toaster does two functions
1. It will separate hexane vapour from the deoiled cake.
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2. It will control unease activity.
3. The chamber is maintained at 100 C, so as to get the desired
toasting. The time also plays an important factor to get the
desired colour.
iii) DRIER AND COOLER
The mean is heated to 130 to 150 C by using a heater. Reducing
the moisture in the meal. Now the meal is at a high temperature and
cannot be packed. So, we use a cooler to reduce the meal temperature.
Atmospheric air is supplied to reduce the meal temperature. It is then
sent to the packing section.
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FACTORS INFLUENCING THE SOLVENT EXTRACTION PROCESS
The solvent extraction process can be affected by some factors.
The factors are,
(i) Contract time
(ii) Extractor temperature
(iii) Material preparation
(i) Contact Time
Contact time is the time with in the extractor that the particle of
material is actually in contact with the miscella or solvent. Sufficient
Contact time is required between the particle of material and each stage
of miscella to allow the miscella with in the particle to come into
equilibrium with the miscella outside the particle. Contact time is
affected by extractor size. Extractor design and material drainage rate.
(ii) Extractor temperature
The rate at which the solvent and miscella soak into the particle of
material and come into equilibrium with the surrounding miscella
increases with temperature. Ideally, one would extract just below the
initial boiling point of the solvent. Due to the potential safety hazard of
rapid vapourization and pressurization within the extractor, the
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extraction temperature is held safely below the initial boiling point of the
solvent. The industry standard extraction temperature is 60C (140 F)
for commercial hexane.
(iii) Material Preparation
The thinner the cross section of the material particle, the faster
the solvent and miscella can soak into the particle and come into
equilibrium with the surrounding miscella. Also, the more oil cells that
are actually ruptured, the more free oil is available to go rapidly into
solution with the solvent. Both reducing the cross section of the particle
and rupturing oil cells require significant energy consumption in the
material preparation process, thus the extraction benefits of these
parameters must be carefully balance with energy costs.
Another important facet of material preparation is to create
particle shapes that stack up in a material bed in such a manner as to
allow the solvent to pass through at an adequate rate. The rate is
determined by the extractor design and the time and also drainage rate.
For example, 0.25mm (0.010) in Soyabean flakes has a maximum
miscella flow rate of 1.2 lit/min/m2.
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OIL REFINERY PLANT
INTRODUCTION
Vegetable oils are refined in order to remove the impurities that
are present in the crude oil. Some of these impurities are naturally
present in the seeds, some of the impurities are also formed during
harvesting and storage of the seeds, or during extraction of crude oil
and subsequently, during its refining.
Oil refining processes for vegetable oils are designed to remove
these impurities from the crude oil or reduce them to a level.
Fats and oils are trimesters of fatty acids and glycerol, commonly
called triglycerides. They are insoluble in water but soluble in most
organic solvents. The fats and oil had 95% of triglycerides and the rest
5% is non-glyceride components. These non-glyceride components are
called as impurities, so that these non-glyceride components should be
removed.
Effect of gums, phosphatides and mucilaginous substances
Act as emulsifier, increasing loss of oil.
Decompose at high temperature, increasing colour of therefined oil.
Act as poison to the catalyst, so hydrogenation reaction willbe affected.
These would affect the self life of deodorized oil.
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Flakes f rom SSP
Chain conveyors
Solvent Extractor
Flakes (D eo i ledCake Misce l la
Cha inConvevor
Desolventieser Flash desolventiser
Toas te r
D r ie r
Coole r
M e a l
Processing
Condenser
H e x n e
Vapour
M eal sepera t ion
cyc lone
H exane gas
Vapour scrubberF ines
H exne
Vapour
Condenser Condensor
Misce l la
V a c u mp re ev ap ora to r
Vecuump os t E vap ora to
Tw o s tagevacuuom
Str ipp ing co lum ns
Crude o i l
Silos
Ref inery p lan t
Super H ea te r
F lakes f rom SSP
Chain conveyors
Solvent Extracto r
Flakes (D eo i ledCake Misce l la
Cha inConvevor
Desolventieser Flash desolventiser
Toas te r
D r ie r
Coole r
M e a l
Processing
Condenser
H e x n e
Vapour
M eal sepera t ion
cyc lone
H exane gas
Vapour scrubberF ines
H exne
Vapour
Condenser Condensor
Misce l la
V a c u mp re ev ap ora to r
Vecuump os t E vap ora to
Tw o s tagevacuuom
Str ipp ing co lum ns
Crude o i l
Silos
Ref inery p lan t
Super H ea te r
FLOW DIAGRAM FOR SOLVENT EXTRACTION PLANT
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EFFECT OF FATTY ACIDS
It increases the foaming character.
It decreases the keeping properties of oil.
It erodes metals and forms metal soaps.
It interferes with hydrogenation process by forming nickel
soap.
REFINING OPERATIONS
The object of refining process is to remove the above
objectionable impurities with the least possible damage to the natural oil
and minimum loss of oil during processing. The following important unit
operations are involved in refining process.
Degumming
Bleaching
Filtration
Deodorization
In Sakthi Soyas the refinery plant has three important sections.
They are,
(i) Neutralization
(ii) Bleaching
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(iii) Deodorization
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(i) Neutralization Section
The crude Soya oil contains phospholipids also known as
phosphatides or simply says as gums. These phosphatides are excellent
emulsifying agents and hence increase the losses during chemical
refining process. We already stated these gums are responsible for
lower stability and colour stability in deodorized edible oil.
There are two types of gums present in the crude Soya oil. They
are
(a)Hydratable phosphatides (or) gums
(b)Non Hydratable phosphatides (or) gums
(ii) Bleaching Section
Basic idea of bleaching process is removal of coloured materials
present in the degummed oil. Carotenoids and Chlorophy II are the
two important colouring materials present in the vegetable Soya oils.
Carotenoids have the colour range between yellow to deep red colour.
Chlorophy II is the green colouring matter for plants which plays an
essential part in the photosynthesis processes. The levels of most of
these colouring matter are reduced during the normal bleaching process
of oils to give them accessible colour and stability.
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Bleaching process is very important because it affect the
expensive of oil, also anyone can judge the quality of oil based on that
colour of oil. So the unwanted colour should be removed. Normally
activated bleaching earth is used to remove the colour of the Soya oil.
(iii) Deodorization Section
Deodorization is the final processing stop in the refining of any
edible oil. Basically it is a vacuum-steam distillation at elevated
temperature during which free fatty acids and volatile odoriferous
components are removed in order to obtain a bland and odorless oil.
Additionally, certain carotenoids pigments are destroyed resulting in a
heat bleaching effect. The flavour and oxidative stability of the oil are
increased by removal of dour and flavour compounds and by tharmal
decomposition of peroxides.
Deodorization is essentially a steam distillation process and steam
is used as a carrier due to following reasons.
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EDIBLE FLOUR PLANT
PROCESS
In the edible flour plant the deoiled flakes are grinded into fine
particles.
The deoiled flakes from toaster are conveyed into 4 silos. From the
soil flakes are taken to Hammer mill for grinding. Hammer mill rotates at
a speed of 2890 rpm. The deoiled flakes are grinded in to fine flour. The
grinded flours are taken to shifter through up cyclones with rotary lock
and blower assembly. In the shifter sieves of suitable mesh size are
placed. With the help of sieves fines and course are separated. The
separated fine particles are taken to packing ails. While particle are
recycled to hammer mill.
In spite of hammer mill air classifier mill (ACM) can also be
utilized. It mainly used for high PDI flakes. The ACM consists of mainmotor, fed rod motor, classified motor and jet filter with blower
assemble. The flakes from silo are grinded by main motor and fines are
separated by classifier motor. The fine particles are discharged at
bottom of jet filter for packing with the help of air lock.
Grinding can also be carried out in roller mill. Main purpose of
roller mill is to separate out the hulls. There are many as six roller mill
with different breaks. Flakes from silo are taken to roller mill where they
are grinded into different granules. The grinded flour are passed to
shifter. The fines are taken to packing silo and sent for pack and course
are sent for further grinding.
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TVP PLANT
INTRODUCTION
TVP means Texturised Vegetable Protein. It is rich in protein and
also a cheaper source of protein. It has the characteristics same like as
meat. Its purely a vegetarian food. So, vegetarians like so much of this
food. Also it is easily digestable.
PROCESS
This high protein dispersibility index (HPDI) flour from edible flour
plant is stored in silo. Its capacity is about 2 tones. Then it is passed to
mixer where lemon yellow powder of 0.50% is added and mixed well.
Then it is conveyed to spreader through screw conveyor and passes
through extruder where 30% of water is added to the flour.
Extrusion cooking is the unit operation involved in the extruder.
Extruded foods have their own texture. The texture is primarily
controlled by the moisture content left in the product during the
extrusion process. The flavour of extruded products can be controlled
and new flavours are easily developed using heat stable flavours or
seasonings. Extrusion of foods aids in making the extruded food more
digestible, as the starch granule is completely ruptured and gelatinized
by combination of moisture, heat, pressure and mechanical shear. Due
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to high temperature used in estruding, the TVP food is completely
sterilized, cooked and ready for consumption.
PACKING
In the packing section pouch packing machine is used to pack the
finished products. Here two types of products are packed. One is
Texturised Soya Chunk for this chunks packing only, the machine is
used. in the machine they pack 200 gms quantity packs as 16 numbers
per minute. For 2kg packs, they go for manual packing. The another
product is TVS flakes. It means sliced Soya chunks. These sliced chunks
are manually packed. This TVP flakes are exported to Malaysia around
40 tones. Also both the two products are exported to France and
Singapore.
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BY PRODUCTS FROM SOYAEAN
Soya hulls, lecithin, acid oil are the main by products obtained
from Soyabean processing industries. There by products are havings
good market value.
1. SOYA HULLS
Soya hulls are the by-products obtained from seed preparation
plant. Soya beans have 5 6% of hulls. There Soya hulls are grounded
according to our requirement and it is gone for marketing. In food
industries, Soyabean hulls are seed as a rich source of highly bio
available dietary iron for bread enrichment and supplement and also
serve as a good dietary fibre source. Also these hulls are mainly used for
cattle feed, poultry and swine production.
NUTRITIVE VALUE OF SOYA HULLS
Soyabean hulls are having around 67% fibre (cellulose and
hemicellulose).
It has 12.2% crude protein
Highly digestible in rumen, because of low lignin content.
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2. LECITHIN
Lecithin is a product that collectively refers to all the water-soluble
materials or gums that are separated from Soya crude oil by the
degumming process and are retained after the gums are dried. The
water-soluble gums collected having 35% initial moisture content, are
dried in a thin film vaccum drier. Vaccum maintained in this thin film
vaccum drier 600mm Hg. One agitator is provided for uniform drying.
The gums are dried up to 2% as the final moisture content. To reduce
the colour, lecithin is reacted with hydrogen perodide.
APPLICATIONS OF LECITHIN
Lecithin is used in chocolate to reduce viscosity during
tempering to improve the coating and filling properties of chocolate.
Lecithin is used in margarines and spreads to improve the
dispersion of water in fat. Because of lecithin s emulsification
properties, lecithin can reduce the surface tension between the water
phase and oil phase when they are added together during the
production of margarine and spread.
1% lecithin in backing shortenings can effectively enhance
the emulsifying and aeration properties.
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Lecithin is commonly used in anti stick sprays that are
applied to backing pans, trays or belts to reduce the backed products for
sticking to the metal.
Lecithin is used to disperse pigments and reduce paint
viscosity.
3. ACID OIL
Soap stock is a by product obtained form caustic refining process
in refinery. This soap stock is used to produce acid oil. The collected
soap stock is heated up to 900C by using steam. Then sulphuric acid is
added to neutralize the soap stock. After the addition it will be allowed
for settling. The remaining water is drained out. The acid oil has the final
moisture content of 2%
APPLICATIONS
Soap stock is a good source of non edible fatty acids which
can be used to supplement animal feed.
Soap stock can support microbial growth and will ferment
The dried soap stock/ acid oil is a good source for industrial
fatty acids in soap industries
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There is no microbial activity in the acid oil, because it is a
dried one.
OTHER BY PRODUCTS
Free fatty acids, sterols, tecopherols and tocotrienols are the by
products obtained from the decolourisation process in the refinery.
There are commonly called as deodouriser distillates. Also these
distillates are having greater commercial value. Isolation of these
components is needs lot of money to install the equipments. In Sakthi
Soyas there is no equipments to isolate these components.
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Needs Drives IncentiveNeeds Drives Incentive
MOTIVATION
The term motivation can be traced to the Latin word Movere,
which means to More. Motivation is a process that starts with a
physiological or psychological deficiency or need that activates
behaviour or a drive that is aimed
at a goal or incentive.
- Fred
Luthans
The process that account for an individuals intensity, direction
and persistence of effort toward attaining a goal
- Stephen
P.Robbins
Motivation Process
Needs set up drives aimed at incentives. Motivation consists of
these three interacting and interdependent elements.
Needs
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MOTIVE
(hunger)
GOAL(Food)
BEHAVIOUR
GOAL DIRECTED(preparing good)
GOAL ACTIVITY(Eating good)
MOTIVE
(hunger)
GOAL(Food)
BEHAVIOUR
GOAL DIRECTED(preparing good)
GOAL ACTIVITY(Eating good)
Needs are created whenever there is physiological or
psychological in balance. An unsatisfied need creates tension that
stimulates driver with in the individuals. These drives generate a search
behavior to find particular goals if attained, will satisfy the need and
lead to the reduction of tension.
Drives
With a few exception, drives or motives are setup to alleviate
needs. A physiological drive can be simply defined as a deficiency with
direction physiological and psychological drives are action oriented.
Incentives
An incentive is defined as anything that will alleviate need and
reduce a drive. Thus, attaining an incentive will tend to restore
physiological or physiological balance and will reduce tension.
A MOTIVATIING SITUATION
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MOTIVATION
ATTITUDES
BELIEFS
VALUSNEEDS
GOALS
MOTIVATION
ATTITUDES
BELIEFS
VALUSNEEDS
GOALS
FACTORS INFLUENCING INDIVIDUAL MOTIVATION
THEARIES OF MOTIVATION
Maslows Need Hierachy Theory
Herzbergs Motivation Hygiene Theory Or Two Factor Theory
Alderfors Erg Theory
Mc clellands need theory
Vrooms expenctancy theory of motivation
Attribation Theory
J.stacy adams equity theory
Reinforcement Theory
Theory x and Theory y
Goal setting Theory
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HERZBERGS TWO FACTOR THEORY
Herzberg extended the work of maslow and developed a specific
content theory of work motivation. He concluded a widely reported
motivational study on about 200 accountants and engineers.
The professional subjects in the study were assentially asked 2
questions.
1. When did you feel particularly good about your job? What turned
you on?
2. when did you feel exceptionally bad about your job? What turned
you off?
Respondents obtained from this critical incident method were
fairly consistent. Reported good feelings were generally associated with
job experiences and job content. Reported bad feelings on the other
hand were generally associated with the surrounding aspects of the job
context.
Tabulating these reported good and bad feelings, Herzberg
concluded that job satisfies are related to job content and dissatisfiers
are related to job context. Herzberg labled the satisfiers motivators
and he called the dissatisfiers Hygiene factors they become together
known as herzberg two factory theory.
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There are Ten Hygine and Six Motivational Factors
S.N
o.Hygiene Factors (or) Dissatisfiers
Motivators (or)
Satisfiers
1. Company policy and administration 1. Achievement
2. Technical Supervisors 2. Recognition
3. Inter personal relationship with supervisors 3. Advancement
4. Interpersonal relationship with peers 4. Work itself
5. Interpersonal relationship with subordinates 6. Responsibility
6. Salary
7. Job security
8. Personal Eye
9. Working Conditions
10. Status
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Motivation energies the behaviour of the people, while behaviour
of the people activates action. It is not merely enough to attract
exployees to an organization, but it is also important that managers
motivates their employees to perform well and keep them interested in
remaining in the organization and motivate them to contribute beyond
their routine performance. Motivation tools are things, which includes an
individual to all, perform and behave in a way the motivator wants.
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OBJECTIVES
1) To study and understand the motivational pattern among the
employees.
2) To determine the number of employees motivated by job content.
3) To study and understand the relationship if any between
motivational pattern and age group, monthly Income, educational
qualification, marital status and gender etc.
4) To offer suggestions to management to improve the level of
motivation among the employees of Sakthi Sugars Limited., (Soya
Division)
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RESEARCH METHODOLOGY
Research methodology is a careful investigation or inquiry through
search for new facts in the any branch of knowledge. It is way to solve
research problem systematically.
Research comprises defining and redefining problems, formulating
hypothesis or suggested solutions, collecting, organising and evaluating
data, making deduction and research conclusion and at last carefully
testing the conclusion to determine whether they fit the formulating
hypothesis.
- Clifford Woody
1. Aim of the project work
The aim of the work is to study the employees motivation level in
Sakthi Sugars Limited., (Soya division)
2. Data Collection
In the survey in order to meet the objectives of the study data is
being collected either in form of internal or external data. Internal data
are generated by marketing, accounting and production department and
external are two types.
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a. Primary data
primary data are those collected specifically by the users. As the
original data from each respondent are available they can be tabulated
or re-analysed in different ways.
In this research primary data is collected by survey method.
Structured questionnaires were used to collect the data from the
respondents.
b. Secondary Data
Secondary data consists of information that has been collected by
someone other than the researcher. Researchers usually start the
investigation by examining secondary data which provides a starting
point for researcher.
In this research study the secondary data is collected from the
discussions with concerned members in the organisation and from
various forms of company projects, text books etc.,
3. Research Design
Research design is the frame work or plan which helps in the
collection, measurement and analysis of data, research design helps in
the smooth sailing of research operations by making the efficiency.
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a. Sample Size
The sample size taken for the survey is 100, simple random
sampling method is used.
b. sample unit:
Among the 100 respondents the survey is being conducted in
various departments of the company (such as purchase, storage,
packing, cleaning, etc).
c. Sampling Technique
There are two types of sampling techniques.
i. Probability Sampling
Probability sampling is also known as random sampling or chance
sampling. Under this sampling design, every item of the universe has an
equal chance of inclusion in the sample.
ii. Non Probability
Non probability sampling is the sampling procedure which does
not afford any basis for estimating the probability that each item in the
population has of being included in the sample.
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In this research study the probability sampling is used. The
sampling method is used for the survey is simple random sample.
4. Sampling tools
The chi-square test and Anova two way classifications are used as
a statistical tools to analyse the data
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LIMITATIONS OF THE STUDY
The following are the some of the Limitations of the Study
1. The study was taken only in Sakthi Sugars Limited., (Soya
Division). Hence the findings of the study will be applicable to
Sakthi Sugars Limited., (Soya Division) only.
2. Due to time constraints the survey has been made among 100
respondents only.
3. The findings of the study are purely based on the opinion of the
respondents so, it may be biased.
4. The study was conducted only at employees level and it is not
covered the employers.
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TABLE - 1
RESPONDENTS BASED ON AGE GROUP
S.No
Age group No. ofRespondent
s
% ofrespondents
1 Below 30 3 3
2 31 35 15 15
3 36 40 23 23
4 41 45 27 27
5 Above 45 22 22
Total 100 100
Source : Primary data Sample
size : 100
Inference :
From the above table, it is founded that 27% of the respondents
belongs to the age group between 41 - 45, 23% of the respondents
belongs to the age group between 36 - 40, 22% of the respondents
belongs to the age of above 45, 15% of the respondents belongs to the
age group between 31 - 35, and 3% of the respondents belongs to the
age below 30.
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TABLE - 2
RESPONDENTS BASED ON GENDER
S.No
Gender No. ofRespondent
s
% ofrespondents
1 Male 100 100
2 Female 0 0
Total 100 100
Source : Primary data Sample
size : 100
Inference :
From the above table, it is founded that 100% of the respondents
are male and there is no female respondents.
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TABLE - 3
MARITAL STATUS OF THE RESPONDENTS
S.No
MaritalStatus
No. ofRespondents
% ofrespondents
1 Married 78 78
2 Unmarried 22 22
Total 100 100
Source : Primary data Sample size
: 100
Inference
It is traced out from the above table, 78% of the respondents are
married and 22% of respondents are unmarried.
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TABLE - 4
MONTHLY INCOME OF THE RESPONDENTS
S.No
MonthlyIncome
No. ofRespondent
s
% ofrespondents
1 Below 10000 5 5
2 10001 - 20000 24 24
3 20001 - 30000 39 39
4 30001 - 40000 22 22
5 Above 40000 10 10
Total 100 100
Source : Primary data Sample
size : 100
Inference :
From the above table, it is traced out that 39% of the respondents
are earning income of Rs. 20001 - 30000, 24% of the respondents are
earning income of Rs. 10001 - 20000, 22% of the respondents are
earning the income of
Rs. 30001 40000, 10% of the respondents are earning the income of
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above 40000 and 5% of the respondents are earning the income below
10000.
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TABLE - 5
EDUCATIONAL QUALIFICATION OF THE RESPONDENTS
S.No
EducationalQualification
No. ofRespondent
s
% ofrespondents
1 Diploma 19 19
2 Graduation 34 34
3 Post graduation 47 47
Total 100 100
Source : Primary data Sample
size : 100
Inference :
From the above table, it is traced out that 47% of the respondents
are post graduates, 34% of the respondents are graduates and 19% of
the respondents are diploma holders.
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TABLE - 6
MONTHLY SALARY OF THE RESPONDENTS
S.No
MonthlySalary
No. ofRespondent
s
% ofrespondents
1 Below 2000 12 12
2 2001 - 4000 24 24
3 4001 - 8000 36 36
4 Above 8000 28 28
Total 100 100
Source : Primary data
Sample size : 100
Inference :
From the above table, It is traced out that 36% of the respondents
are earning salary of Rs. 4001 - 8000, 28% of the respondents are
earning the salary of above 8000, 24% of the respondents are earning
the salary of Rs. 2001 - 4000 and 12% of the respondents are earning
the salary below 2000.
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TABLE - 7
RESPONDENTS OPINION ABOUT THEIR JOB
S.No
OpinionNo. of
Respondents
% ofrespondents
1 Highly satisfied 36 36
2 Satisfied 42 42
3 Dissatisfied 22 22
4 Highly dissatisfied 0 0
Total 100 100
Source : Primary data Sample
size : 100
Inference :
From the above table, It is traced out that 42% of the respondents
are satisfied with their job, 36% of the respondents are highly satisfied
with their job, 22% of the respondents are dissatisfied with their job and
no one else are highly dissatisfied with their job.
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TABLE - 8
RESPONDENTS OPINION ABOUT PROMOTIONS OBTAINED
S.No
PromotionsObtained
No. ofRespondent
s
% ofrespondents
1 Yes 67 67
2 No 33 33
Total 100 100
Source : Primary data Sample
size : 100
Inference :
From the above table, it is traced out that 67% of the respondents
have obtained promotions and remaining 33% of the respondents have
not obtained any promotions.
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CHART 1
RESPONDENTS OPINION ABOUT
PROMOTIONS OBTAINED
67%
33%
Yes No
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TABLE 9
RESPONDENTS OPINION ABOUT JOB INSECURITY
S.No
OpinionNo. of
Respondents
% ofrespondents
1 Most of the time 19 19
2 Some time 39 39
3 Occasionally 42 42
Total 100 100
Source : Primary data Sample
size : 100
Inference :
It is traced out from the above table, 42% of the respondents feel
they lose their job security occasionally, 39% of the respondents feel
they lose their job security in sometimes and 19% of the respondents
feel that they lose their job security in most of the times.
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TABLE - 10
RESPONDENTS OPINION ABOUT INCENTIVE SYSTEM IN A
COMPANY
S.No
Incentivesystem
No. ofRespondent
s
% ofrespondents
1 Excellent 37 37
2 Good 28 28
3 Fair 19 19
4 Poor 16 16
Total 100 100
Source : Primary data Sample
size : 100
Inference :
From the above table, it is traced out that 37% of the respondents
have an excellent opinion about Incentive system, 28% of the
respondents have good opinion about incentive system, 19% of the
respondents have fair opinion about incentive system and 16% of the
respondents have poor opinion about incentive system.
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TABLE -11
RESPONDENTS OPINION ABOUT SALARY
S.No
SalaryNo. of
Respondents
% ofrespondents
1 Satisfied 32 32
2 Dissatisfied 68 68
Total 100 100
Source : Primary data Sample
size : 100
Inference :
From the above table, it is traced out that 68% of the respondents
are dissatisfied with their salary and remaining 32% of the respondents
are satisfied with their salary.
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CHART - 2
RESPONDENTS OPINION ABOUT SALARY
32
68
0
10
20
30
40
50
60
70
80
Satisfied Dissatisfied
Opinion
Perc
entageoftheRespondents
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TABLE - 12
RESPONDENTS OPINION ABOUT FINANCIAL REWARDS FOR THEIR
EXCELLENT PERFORMANCE
S.No
FinancialRewards
No. ofRespondent
s
% ofrespondents
1 Yes 34 34
2 No 66 66
Total 100 100
Source : Primary data Sample
size : 100
Inference :
From the above table, it is traced out that 66% of the respondents
never get any financial rewards for their performance and 34% of the
respondents have got financial rewards for their excellent performance.
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TABLE - 13
RESPONDENTS OPINION ABOUT BONUS RECEIVED IN A COMPANY
S.No
Bonusreceived
No. ofRespondent
s
% ofrespondents
1 Yes 100 100
2 No 0 0
Total 100 100
Source : Primary data Sample
size : 100
Inference :
From the above table, it is traced out that 100% of respondents
have received bonus in a company.
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TABLE - 14
RESPONDENTS OPINION ABOUT LOANS
PROVIDED BY THE COMPANY
S.No
Loansprovided
No. ofRespondent
s
% ofrespondents
1 Yes 39 39
2 No 61 61
Total 100 100
Source : Primary data Sample
size : 100
Inference :
From the above table, it is traced out that 61% of the respondents
have not received loan and 39% of the respondents have received loan.
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TABLE - 15
RESPONDENTS OPINION ABOUT COMPANY PERFORMANCE
EVALUATION SYSTEM
S.No
Evaluationsystem
No. ofRespondent
s
% ofrespondents
1 Satisfied 48 48
2 Dissatisfied 52 52
Total 100 100
Source : Primary data Sample
size : 100
Inference :
From the above table, it is inferred that 52% of the respondents
are dissatisfied with their evaluation system and 48% of the respondents
are satisfied with their evaluation system.
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TABLE - 16
RESPONDENTS OPINION ABOUT EMPLOYEES RECOGNITION
S.No
OpinionNo. of
Respondents
% ofrespondents
1 Satisfied 76 76
2 Dissatisfied 24 24
Total 100 100
Source : Primary data Sample
size : 100
Inference :
From the above table, it is traced out that 76% of the respondents
are satisfied with the employees recognition, remaining 24% of the
respondents are dissatisfied with the employees recognition.
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CHART 3
RESPONDENTS OPINION ABOUT EMPLOYEES
RECOGNITION
76
24
0
10
20
30
40
50
60
70
80
PercentageoftheRespondents
Satisfied Dissatisfied
Opinion
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TABLE - 17
RESPONDENTS OPINION ABOUT INCREMENTS AND
PROVIDENDFUND PROVIDED BY THE COMPANY
S.No
OpinionNo. of
Respondents
% ofrespondents
1 Excellent 14 14
2 Good 29 29
3 Fair 47 47
4 Poor 10 10
Total 100 100
Source : Primary data Sample
size : 100
Inference :
From the above table, it is traced out that 47% of the respondents
have fair opinion about Increments and providend fund, 29% of the
respondents have good opinion about increments and providend fund,
14% of the respondents have an excellent opinion about increments and
providend fund and 10% of the respondents have poor opinion about
increments and providend fund provided.
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TABLE 18
JOB EXPECTATION OF THE RESPONDENTS
S.No
Job expectationsNo. of
Respondents
% ofrespondents
1 Good salary 23 232 Job Security 15 15
3 Allowances 11 114 Challenging work 7 75 Good working condition 11 116 Future supervision 5 57 Good supervision 12 128 Participation in
management
16 16
Total 100 100
Source : Primary data
Sample size : 100
Inference :
From the above table, 23% of the respondents expecting good
salary, 16% of the respondents expecting participation in management,
15% of the respondents expecting job security, 12% of the respondents
expecting good supervision, 11% the respondents expecting good
working condition, 11% of the respondents expecting allowances, 7% of
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the respondents expecting challenging work and 5% of the respondents
expecting future supervision.
TABLE - 19
RESPONDENTS OPINION ABOUT RELATIONSHIP BETWEEN
WORKERS AND MANAGEMENTS
S.No
OpinionNo. of
Respondents
% ofrespondents
1 Excellent 48 48
2 Good 32 32
3 Fair 14 14
4 Poor 6 6
Total 100 100
Source : Primary data Sample
size : 100
Inference :
From the above table, it is shown that 48% of the respondents
have an excellent opinion about the relationship between workers and
management, 32% of the respondents have good opinion about the
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relationship between works and management, 14% of the respondents
have fair opinion about the relationship between works and
management and 6% of the respondents have poor opinion about the
relationship between works and management.
CHART 4
RESPONDENTS OPINION ABOUT RELATIONSHIP
BETWEEN WORKERS AND MANAGEMENT
48
32
14
6
05
10
15
20
25
30
35
40
45
50
PercentageoftheRespondents
Exc ellent Good Fair Poor
Opinion
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TABLE - 20
RESPONDENTS OPINION ABOUT WORKING CONDITION
S.No
OpinionNo. of
Respondents
% ofrespondents
1 Highly satisfied 26 26
2 Satisfied 42 42
3 Dissatisfied 19 19
4 Highly
dissatisfied
13 13
Total 100 100
Source : Primary data Sample
size : 100
Inference :
From the above table, it is traced out that 42% of the respondents
are satisfied with their working condition, 26% of the respondents are
highly satisfied with their working condition, 19% of the respondents are
dissatisfied with their working condition and 13% of the respondents are
highly dissatisfied with their working condition.
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TABLE - 21
RESPONDENTS OPINION ABOUT SATISFACTION OF
COMPANY SUPERVISION
S.N
o
Companysupervisi
on
No. ofRespondent
s
% of
respondents
1 Excellent 16 16
2 Good 27 27
3 Fair 38 38
4 Poor 19 19
Total 100 100
Source : Primary data Sample
size : 100
Inference :
From the above table, it is traced out that 38% of the respondents
have fair opinion about company supervision, 27% of the respondents
have good opinion about company supervision, 19% of the respondents
have poor opinion about company supervision and 16% of the
respondents have an excellent opinion about company supervision.
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TABLE 22
RESPONDENTS OPINION ABOUT KINDS OF SUPERVISION
S.No
SupervisionNo. of
Respondents% of
respondents
1 Autocratic leader 12 12
2 Participative leader 47 47
3 Free - rien leader 41 41
Total 100 100
Source : Primary data Sample
size : 100
Inference :
From the above table, it is traced out that 47% of the respondents
prefer participative leader, 41% of the respondents prefer Free - rien
leader and 41% of the respondents prefer autocratic leader.
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TABLE - 23
RESPONDENTS OPINION ABOUT COMPANY
POLICY AND ADMINISTRATION
S.No
Policy andadministr
ation
No. ofRespondent
s
% ofrespondents
1 Excellent 32 32
2 Good 47 47
3 Fair 21 21
4 Poor 0 0
Total 100 100
Source : Primary data Sample
size : 100
Inference :
From the above table, it is traced out that 47% of the respondents
have good opinion about policy and administration, 32% of the
respondents have an excellent opinion about policy and administration,
21% of the respondents have fair opinion about policy and
administration and no one else have poor opinion about policy and
administration.
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TABLE - 24
RESPONDENTS OPINION ABOUT RELATIONSHIP
WITH CO - WORKERS
S.No
OpinionNo. of
Respondents% of
respondents
1 Highly satisfied 44 44
2 Satisfied 31 31
3 Dissatisfied 23 23
4 Highly
dissatisfied
2 2
Total 100 100
Source : Primary data Sample
size : 100
Inference :
From the above table, it is traced out that 44% of the respondents
are highly satisfied with their co - workers relationship, 31% of the
respondents are satisfied with their co-workers relationship, 23% of the
respondents are dissatisfied with their co-workers relationship and 2% of
the respondents are highly dissatisfied with their co-workers
relationship.
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TABLE -25
RESPONDENTS OPINION ABOUT MOTIVATIONAL FACTORS
S.No.
MotivationalFactor
No. ofRespondents
% ofRespondents
1 Monetary 28 28
2 Non Monetary 32 32
3 Both 40 40
Total 100 100
Source : Primary data Sample
size : 100
Inference :
From the above table, it is traced out that 40% of the respondents
need both monetary (Such as equal wage rates, pension plan, bonus)
and nonmonetary (Such as promotion, pleasant job, job security), 32%of
the respondents need nonmonetary and 28% of the respondents need
monetary
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CHART 5
RESPONDENTS OPINION ABOUT MOTIVATIONAL
FACTORS
28
32
40
0
5
10
15
20
25
30
35
40
45
Monetary Non Monetary Both
Opinion
Percentag
eoftherespondents
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TABLE -26
RESPONDENTS OPINION ABOUT WORKERS PARTICIPATION IN
MANAGEMENT
S.No.
OpinionNo. of
Respondents% of
Respondents
1 Excellent 27 27
2 Good 39 39
3 Fair 23 23
4 Poor 11 11
Total 100 100
Source : Primary data Sample
size : 100
Inference :
From the above table, it is traced out that 39% of the respondents
have good opinion about participation in management, 27% of the
respondents have an excellent opinion about participation in
management, 23% of the respondents have fair opinion about
participation in management and 11% of the respondents have poor
opinion about participation in management.
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TABLE 27
CHI SQUARE TEST
RESPONDENTS OPINION ABOUT THE RELATIONSHIP BETWEEN
SALARY AND AGE GROUP
Salary
Age Satisfied
Not
satisfi
ed
Total
Below 30 0 3 331 - 35 4 11 1536 - 40 9 14 2341 - 45 13 24 37
Above 46 6 16 22Total 26 42 13
Source : Primary data Sample size :100
(Oij - Eij )2
x2 = -----------------Eij
Expected Row total x column totalFrequency = --------------------------------------------
Grand total
Where O Observed frequency
E Expected frequency
Ho = There is no significant relationship between salary and age
group
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Ha = There is a significant relationship between salary and age
group
O E (O E) (O -E)2 (O -E)2/E7 7.8 -0.8 0.64 0.082011 10.20 0.8 0.64 0.6279 7.36 1.64 2.69 0.65414 15.64 -1.64 2.69 0.171913 11.84 1.16 1.35 0.113624 25.16 -1.16 1.35 0.05366 7.04 -1.04 1.08 0.153616 14.96 1.04 1.08 0.0721
(O- E)2/E = 1.0749
Degree of freedom V = (n - 1) = 7
Table value at 5% significant level = 14.067
Calculated value = 1.0749
1.0749< 14.067
Inference:
Calculated value is less than the table value so H0 accepted we
concluded that there is no significant relationship between salary and
age group.
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TABLE 28
RESPONDENTS OPINION ABOUT THE COMPANY SUPERVISION
AND EDUCATIONAL QUALIFICATION
Company
Supervision
EducationalQualification
Excellent
GooFair
Poor
Total
Diploma 0 1 17 1 19
Graduation 9 7 3 15 34
Post Graduation 7 19 18 3 47
Total 16 27 38 19 100
Source : Primary data Samplesize : 100
(Oij - Eij )2
x2 = ------------------Eij
Expected Row total x column totalFrequency = --------------------------------------------
Grand total
Where O Observed frequency
E Expected frequency
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Ho = There is no significant relationship between companysupervision and educational qualification
Ha = There is a significant relationship between company
supervision and educational qualification
O E (O -E) (O -E)2 (O -E)2/E
18 15.39 2.61 6.81 0.3783
10 9.05 0.95 0.90 0.994
10 22.1 -12.1 146.41 6.6249
15 6.46 8.54 72.93 11.2895
7 7.52 -0.52 0.270 0.0359
19 12.69 6.31 39.81 3.1371
21 26.79 -5.79 33.52 1.2512
(O- E)2/E =22.8163
Degree of freedom V = (n - 1)= 6
Table value at 5% significant level = 12.592
Calculated value = 22.8163
22.8163 > 12.592
Inference:
Calculated value is greater than the table value so Ha the
accepted we concluded that there is a significant relationship between
company supervision and educational qualification.
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TABLE 29
RESPONDENTS OPINION ABOUT THE RELATIONSHIP BETWEEN
PROMOTIONS OBTAINED AND AGE GROUP
Promotions
Obtained
Age Group
Yes No Total
Below 30 2 1 3
31 35 11 4 15
36 40 17 6 23
41 - 45 23 14 37
Above 46 14 8 22
Total 67 33 100
Source : Primary data Sample size :100
(Oij - Eij )2
x2 = ------------------Eij
Expected Row total x column totalFrequency = --------------------------------------------
Grand total
Where O Observed frequency
E Expected frequency
Ho = There is no significant relationship between promotionsobtained and age group
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Ha = There is a significant relationship between promotionsobtained and age group
O E (O -E) (O -E)2
(O -E)2/
E
14 13.05 0.95 0.9025 0.06916
21 20.36 -5.36 28.7296 1.4111
6 7.59 -1.59 2.5281 0.3308
23 24.8 -1.8 3.24 0.1306
14 12.21 1.79 3.2041 0.2624
14 14.74 -0.74 0.5476 0.0372
8 7.26 0.74 0.5476 0.0754
(O- E)2/E = 2.316
Degree of freedom V = (n - 1) = 6
Table value at 5% significant level = 12.592
Calculated value = 2.316
2.316< 12.592
Inference:
Calculated value is less than the table value so H0 accepted we
concluded that there is no significant relationship between promotions
obtained and age group.
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TABLE 30
RESPONDENTS OPINION ABOUT THE RELATIONSHIP BETWEEN
WORKING CONDITION AND AGE GROUP
Working
condition
Agegroup
Highlysatisfi
ed
Satisfied
Dissatisfied
Highlydissatisfi
edTotal
Below 30 0 3 0 0 3
31 35 2 7 1 5 15
36 40 9 3 8 3 23
41 - 45 11 13 9 4 37
Above 46 4 16 10 1 22
Total 26 42 19 13 100
Source : Primary data Samplesize : 100
(Oij - Eij )2
x2 = -----------------Eij
Expected Row total x column total
Frequency = --------------------------------------------Grand total
Where O Observed frequency
E Expected frequency
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Ho = There is no significant relationship between workingcondition and age group.
Ha = There is a significant relationship between working conditionand age group.
O E (O -E) (O -E)2 (O -E)2/E
5 6.9 -1.9 3.61 0.5231
7 6.30 0.7 0.49 0.778
6 4.8 1.2 1.44 0.3
9 5.98 3.02 9.12 1.5251
11 14.03 -3.03 9.18 0.6544
14 12.61 1.39 1.932 0.1532
13 15.54 -2.54 6.452 0.4152
9 7.03 1.97 3.881 0.5521
8 10.53 -2.53 6.401 0.6079
18 16.28 1.72 2.958 0.1817
(O- E)2/E = 4.9905
Degree of freedom V = (n 1) = 9
Table value at 5% significant level = 16.919
Calculated value = 4.9905
4.9905 < 16.919
Inference:
Calculated value is less than the table value so H0 the accepted
we concluded that there is no significant relationship between working
condition and age group.
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TABLE 31
RESPONDENTS OPINION ABOUT THE RELATIONSHIP BETWEEN
WORKERS AND MANAGEMENT BASED ON SALARY
Opinion
Salary
Excellent
Good Fair Poor Total
Below 2000 1 0 7 4 12
2000 - 4000 8 16 0 0 24
4000 - 8000 29 1 5 1 36
Above 8000 10 15 2 1 28
Total 48 32 14 6 100
Source : Primary data Sample
size : 100
(Oij - Eij )2
x2 = ------------------Eij
Expected Row total x column totalFrequency = --------------------------------------------
Grand total
Where O Observed frequency
E Expected frequency
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Ho = There is no significant relationship between workers andmanagement based on salary.
Ha = There is a significant relationship between workers and
management based on salary.
O E (O -E) (O -E)2 (O -E)2/E
8 11.28 -3.28 10.7584 0.9538
12 12.24 -0.24 0.0576 0.0047
16 7.68 8.32 69.2244 9.01333
29 22.08 6.92 47.8864 2.1688
7 18.72 -11.72 137.3584 7.3375
10 13.44 -3.44 11.8336 0.8805
18 14.56 3.44 11.8336 0.8127
(O- E)2/E=21.1713
Degree of freedom V = (n - 1) = 6
Table value at 5% significant level = 12.592
Calculated value = 21.1713
21.1713 > 12.592
Inference:
Calculated value is greater than the table value so Ha accepted we
concluded that there is a significant relationship between workers and
management based on salary.
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TABLE - 32
RESPONDENTS OPINION ABOUT RELATIONSHIP BETWEEN
JOB AND SALARY
Job
Salary
Highly
satisfi
ed
Satisfi
e
d
Dissatisfi
ed
Highly
dissatisfi
ed
Total
Below 2000 2 9 1 0 12
2000 - 4000 4 18 2 0 24
4000 - 8000 13 4 19 0 36
Above 8000 17 11 0 0 28
Total 36 42 22 0 100
Source : Primary dataSample size : 100
(Oij - Eij)2
x2 = -------------------Eij
Expected Row total x column totalFrequency = --------------------------------------------
Grand total
Where O Observed frequency
E Expected frequency
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Ho = There is no significant relationship between job and salary
Ha = There is a significant relationship between job and salary
O E (O -E) (O -E)2 (O -E)2/E
11 9.36 1.64 2.6896 0.2874
5 11.28 -6.28 39.4384 3.4993
18 10.08 7.92 62.7264 6.2229
15 18.24 -3.24 10.4976 0.5755
23 25.04 -0.04 0.0016 0.00006
17 10.08 6.92 45.8104 4.5447
11 17.92 -6.92 47.8864 2.6722
(O- E)2/E = 17.7991
Degree of freedom V = (n - 1) = 6
Table value at 5% significant level = 12.592
Calculated value = 17.7991
17.7991 >12.592
Inference:
Calculated value is greater than the table value so Ha accepted we
concluded that there is a significant relationship between job and salary.
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TABLE - 33
TABLE SHOWS THE RELATIONSHIP BETWEEN OPINION OF
WORK AND AGE GROUP
Opinion of
workAge group
Excellent
Good Fair Poor Total
Below 30 0 2 1 0 3
31 35 3 8 2 2 15
36 40 7 11 4 1 23
41 45 12 18 7 0 37
Above 46 14 3 2 3 22
Total 36 42 16 6 100
Source : Primary dataSample size : 100
(Oij - Eij )2
x2 = ---------------------Eij
Expected Row total x column totalFrequency = -------------------------------------------
Grand total
Where O Observed frequency
E Expected frequency
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Ho = There is no significant relationship between opinion of workand age group
Ha = There is a significant relationship between opinion of workand age group
O E (O -E) (O -E)2 (O -E)2/E
6 8.4 -2.4 5.76 0.6857
10 8.7 1.3 1.69 0.1943
9 9.18 -0.18 0.0324 0.0035
11 9.66 1.34 1.7956 0.1859
5 5.06 -0.06 0.0036 0.0007
12 13.32 -1.32 1.7424 0.1308
18 15.54 2.46 6.0516 0.3894
7 8.14 -1.14 1.2996 0.1597
14 7.92 6.08 36.9664 4.6675
8 14.08 -6.08 36.9664 2.6255
(O- E)2/E = 9.043
Degree of freedom V = (n - 1) = 9
Table value at 5% significant level = 16.919
Calculated value = 9.043
9.043 < 16.919
Inference :
Calculated value is less than the table value so H0 accepted we
concluded that there is no significant relationship between opinion of
work and age group.
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TABLE 34
ANOVA TWO WAY CLASSIFICATION
TABLE SHOWS THE RELATIONSHIP BETWEEN OPINION OF
WORK AND INCOME LEVEL
Ho : There is no significant relationship between opinion of work and
Income level.
Ha : There is a significant relationship between opinion of work and
Income level.
Opinionof
work
IncomeLevel
Excellent
Good Fair Poor Total
Below 10000 4 3 2 0 5
10000-20000 11 8 4 1 2420000-30000 13 26 0 0 39
30000-40000 12 3 7 0 22
Above 40000 0 2 3 5 10
Total 36 42 16 6 100
T2
Step 1 : Correction factor = --------n
T = 100 n=20T2
Step 2 : xij2 = -------- = 500n
Total SS =(0 + 9+ 4 + 0 + 121+ 64 + 16 + 1 + 169 + 676 + 144+ 9 + 49 + 4 +9 + 25) - 500
= 800
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Step 3: SS between Columns
36 x 36 42x42 16x16 6x6 T2
= --------- + -------- + ---------- + ---------- -
---- = 183.25 5 5 5 n
Step 4 : SS between row
5x5 24x24 39x39 22x22 10x10 T2
= ----------- + ----------- + ------------ + -------- + --------- - -------= 176.75
4 4 4 4 4 n
Step 5 : SS residual or error
Total SS (SS between columns + SS between rows)
= 800 (183.2 + 176.75)= 440.45
Source ofVariation
SSDegree offreedom
MS F-ratio5% F-limit
(or thetable value)
Between
Columns
183.
2
(C-1) = 3 183.2/3
=
61.066
61.066/36.7
04
= 1.6637
F (3,12)
= 3.49
Between
Rows
176.
75
(r-1) = 4 176.75/
4=44.187
44.187/36.7
04= 1.2038
F (4,12)
= 3.26
Residual
error
440.
45
(c-1) x (r-1)
= 12
440.45/
12
=36.704
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Total 800 19
Inference:
Between calculated value of F is 1.6637 which is less than the
table value of 3.49at 5% significant level with degree of freedom being
V1 = 3 and V2 = 12, so the analysis support the null hypothesis.
Between calculated value of F is 1.2038 which is less than the
table value of 3.26 at 5% significant level with degree of freedom being
V1 = 4 and V2 = 12 so the analysis support null hypothesis. We
conclude that there is no significant relationship between opinion of
work and income level.
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FINDINGS
An attempt is made to study the motivation among the employees
of Sakthi Sugars Ltd (Soya Division).
The survey had been conducted among the hundred respondents
in the Sakthi Sugars Ltd (Soya Division) company, from that it is
observed that twenty seven percentage of the respondents belongs to
the age group of forty one to forty five and twenty two percent of the
respondents belongs to the age group of above forty five. so the
company have highly experienced employees.
The survey result among the hundred percentage of the
respondents gives there is no female respondents so hundred
percentage of the respondents are male.
Among the hundred respondents thirty nine percentage of the
respondents are earning monthly income of rupees twenty thousand and
ten percentage of the respondents are earning monthly income of above
forty thousand.
Among the hundred respondents forty two percentage of the
respondents are satisfied with their job mainly because of their good
relationship between their workers and management and job security.
Among hundred respondents sixty seven percent of respondents
have obtained promotions because majority of the employees are highly
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experienced and have technical knowledge and thirty three percentage
of the respondents have not obtained promotions.
Among hundred respondents sixty eight percentage of the
respondents are not satisfied with their salary because they expect
more salary for their experience and their excellent performance.
Among hundred respondents sixty seven percentage of the
respondents are not satisfied with the financial rewards because they
expect high financial rewards for their excellent performance.
Among hundred respondents seventy six percentage of the
respondents are satisfied with employees recognition and thirty three
percentage of the respondents are dissatisfied with employees
recognition.
Among hundred respondents twenty nine percentage of the
respondents feel fair opinion about increments and provident fund and
ten percent of the respondents feel poor opinion about increments and
provident funds because majority of the respondents are highly
experienced so they expect more increment and provident fund.
Among hundred respondents twenty three of the respondents
expect good salary, fifteen percentage of the respondents expects job
security and twelve percentage of the respondents expects good
supervision.
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Among hundred respondents forty nine percentage of the
respondents are satisfied with relationship between workers and
management because the employees are freely express their views to
the management.
Among hundred respondents forty two percentage of the
respondents are satisfied with their working condition because they
have good ventilation, rest room, etc.,
Among hundred respondents thirty eight percentage of the
respondents feel fair opinion about their supervision. Forty seven
percentage of the respondents are satisfied with policy and
administration because they satisfied with certain norms of the company
such as No Smoking inside the campus, recognition letter to be submit
before three months and no financial business inside the campus and so
on.
Among hundred respondents forty four percentage of the
respondents are satisfied with the co-workers relationship because they
have mutual understanding among them.
Among hundred respondents forty percentage of the respondents
need both monetary and non monetary rewards because they expect
job security and promotions for their performance and pension for their
future.
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Among hundred respondents thirty nine percentage of the
respondents are satisfied with the participation in management because
the employees freely express their views and ideas to the management.
We conclude that majority of the respondents are satisfied with
their job, working condition, co-workers relationship, relationship
between workers and management and participation in management
but the employees have fair opinion about supervision and salary so the
company have good employees motivation.
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SUGGESTION
From the findings it is found that employees motivation in a
company is good but there are some dissatisfiers who need some
facilities.
1) Company should provide educational facilities like giving
scholarships to the children of the employees.
2) Regular leave arrangements should be changed according
to the employees
3) The company increase loan amount for workers medical
expenses.
4) The company should conduct counseling to the employees
for solving their personal and work problem.
5) The employees fell that they need refreshment to work
enthusiastically.
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CONCLUSION
From the study, the researcher conclude that the financial
benefits, job security, and promotion are motivating factors for workers.
Recognition of work emerges as one of the most important factors
for motivating the workers, the out come of the recognition is good
work.
In this Sakthi Sugars Limited., (Soya Division) most of the
empl