Msil

Mysore Sales International Limited

Executive summary

A study report on Impact of Motivation on Employee Performance.

Project consists employee motivation survey:

It provides a channel for employees to communication their views on wide range of

issues in total confidence.

Employee satisfaction survey is conducted to find out the motivation level of the

employee performance at My sore Sales International Limited.

The other objective is to find out the areas of low motivation be taken to improve

employee level where corrective actions can be taken to improve employee motivation.

For this purpose a sample 100 employees was selected and survey was done with the help

of questionnaire and the results are analyzed for all the employees using percentage

method.

Based on this analysis, observations, given HR will be taking corrective actions to

improve motivation level of the employees.

Belgaum Institute of Management Studies (BIMS) 1


INTRODUCTION

EMPLOYEES MOTIVATION AND THEIR PERFORMANCE

What is Employee Motivation?

Employee’s motivation refers to offering more and better training that contributes

to the employee’s career and goal.

In the other words employees’ motivation is a sir phase process beginning from

the inner state of need deficiency and ending with the need fulfillment.

“Motivation is the result of processes, internal or external to the individual that

arouse enthusiasm and to pursue certain course of action”.

“Motivation is how behaviors get started, is energized is sustained, is directed, is

stopped and what kind of subjective reaction is present in the organization while all this

is going on”.



Employees Motivation Model

Employee’s Motivational ChallengesIdentifies need

One reason why motivation is a difficult job is that the work force is changing

employee’s join the organization with different needs and expectations. Rein values

belief background, lifestyles, perceptions and attitudes are different.

Motivating employees is also more challenging at a time when the tines have

dreamtime changes the jobs that employee’s portion,


Need Deficiency

Search and Choice of strength

Goal directed behaviors

Re-evolution of need

Reward or Punishment Evolution of

performance

Reassesses need

deficiencies

Performance

Search for ways to satisfy need

Receives either reward or

punishment

Engages in goal direct behavior

Employees


THEORIES OF MOTIVATION

1. Early theories, Scientific Management. Human relation Model.

1. Scientific Management:

Scientist management is the name given to a philosophy and set of methods and

techniques that stressed the scientific study and organization of work at the operational

level for the purpose of increasing efficiently several luminaries contributed their ideas to

the philosophy of scientific management but the movements is more associates with

F.W.Taylor who is remembered as the father of scientific management.

Scientific Management had contributes several techniques which are relevant

today. The techniques are:-

Scientific Method of doing work.

Planning the task.

Standardization.

Division of work.

Time and Motion studies.

2. Human Relation Model:

Eventually it becomes clear that the assumption that workers were primarily

motivated by money was inadequate. Elton mayo and others human relations researches

found that the society contact which the workers had at work places was also important

and that the boredom and repetitiveness of tasks were themselves factors in reducing



motivation. The managers should motivate employees by acknowledging these social

needs and by making they feel useful and important.

As a result employees were given some freedom to make their own decisions on

their jobs more information was provided too the employees about. The managers

intentions and about the operations of the organization in the scientific managements

model, workers had been expect to accept the managements authority in action for high

wages. In the human relations model, workers were expected to accept the management

authority because supervisors treated them with consideration and were affective to their

needs.

Two Factor theories:

Another very popular theory of motivation is that proposed by psychologist

Frederick her berg. This factor model which is variously termed the two-factor theory has

been widely accepted by managers concerned with the problem of human behavior at

work.

There are the distinct aspects of the motivation hygiene theory. The first and the

more basic part of the model represent a formally started theory of work behavior and the

second aspect of her berg’s work as focused upon the behavioral consequences of

enrichment and job realization Programs.

Responses obtained from this critical incident method were intrusting. It was

revealed that factors which made respondents feel good were totally different from those

which made them feel bad.



Intrinsic factors, such as achievements, recognition, the work itself,

responsibility, advancement and growth seems to be related to the job satisfaction these

factors one variously know as motivators.

According to her berg satisfaction and dissatisfaction are not opposite poles of

one dimension there are two separate dimension satisfaction is affected by the motivators

and desertification by hygiene factors. This is the key idem and it has important

implication for managers.

To achieve motivation managers should cape with both statistics and

dissatisfaction improve hygiene factors dissatisfaction is seemed from the minds is

created for motivation. Managers should be realistic and should not aspect motivation by

only improving the ‘Hygienic’ work environment.

The satisfaction of payment needs deeds not produce contentment instead, it

unleashes a new series of discontents. The secondary needs now being to acquire the

power of motivate do not step wanting after physics logical needs are fulfills; they need

in succeeding safety, love, esteem and self realistic.

1. Physics logical Needs:-

The most basic powerful obvious at all human needs is the need for the physical

survival. Included in this group are the need to feed, drink, oxygen, sleep, progestin from

extreme temporally and sensory. Similarly, . these physiological drivers are directly

collected with the biological maintenance of the organism and motivated by higher and

needs.



2. Safety Need:-

Once physic logical needs are not, another set of motives called safety or security

needs, become motives. The primate motivating face hence is to ensure a reasonable

degree of continuity and structure and predictability is one environment mask suggestions

that the safety needs are most readily observed in infants and young children because of

them relative helpless and dependence of adults.

Safety needs exert influence beyond childhood. The pentene for second incant,

the acquisition of insurance and owning, one’s our house may be regarded as motivated

in part by safety seeking at least in part, elegies and philosophic belief systems may disc

be interacted safety seeking.

3. Social Needs:-

Social needs are also called belonging and the love need, these constitute the third

level in the hierarchy of needs. These needs anise when physical logical and safety needs

are satisfied. An individual motivated on these level legs to affection relationship with

others normally, to a place in his or her fairly and or of the sentence group. Group to the

individual accordingly the person will feel keenly the pangs of loneliness, social,

friendliness and rejection, especially when induced by the absence of the friends &

relatives.



4. Self esteem need: -

Next in mastoids hierarchy are esteem or egoistic needs mastoids classified these

needs into two subsiding gets self respect and esteem from others. The former includes

such things as design for complete, confidence, personal strength and capable of

masteries tasks and challenging in late. Esteem from other includes prestige, recognition,

acceptance, attention, starts and reputation. In this case in divided needs to be appreciated

for what they can do.

Satisfaction of the self –esteem needs generates feeling and attitudes of self-

confidence, work, strength, capability and of being useful and incessant in the world. In

the work place self- esteem needs to job title, might pay increases peen/ supervisory,

recognition , challenging work, responsibility , and publicity in company publications.

5. Self- actualization needs:-

Finally, if all the earlier four level needs are satisfied, the need for self

actualization comes to the fore. Maslow’s characterized self- actualization as of

becoming. The person who has achieved this highest – level presses towards to full use

and exploitation of this talent capacities and potentials. In other words, to self- actualize

is to become to reach peak.

The need for self-actualization is distinctive, in that it is never fully satisfied. It

appeared to remain important. The more apparent satisfaction of it is a person obtains, the

more important to need for more seems to become.



In an organization, self actualization needs correlate to desire for expellees one

self needs jobs advances, an important idea successfully managing a unit and the like by

biers aware of self-actualizations needs of subordinate, managers can use a use of a

variety of approach’s email subordinate to achieve personal as well as organizational

goal.

Achievement of Employees Motivation Theory:

1. Need for achievements.

2. Need for power

3. Need for affiliation.

1. Need for achievements:

Employees with a high need for achievements derive satisfaction, from reaching

their get gorals. Succeeding at a task is important to the high achieve. Although, people

with a high need for achievements one often wealth’s their wealth comes from their

ability to achieve goals. In the most societies, goal achievement is rewarded financially

high achieves are not motivated by the money. Money is the indicator of their

achievement high achiever prefer immediate feed back on their performance, and their

generally undertake task of the modulate difficultly rather than there that are very easy.

2. Need for Power:

The employees exhibitory the needs for the power derive satisfaction from the

ability to control others. Actual achievement of gents is less important than the means by

which goals are achieves satisfaction is derived from biers in positives of influence and



central individual with a high power satisfaction from biers in positives of influence and

central.

3. Need for affiliation:

Individuals exhibitory this need as a dominant motive derive satisfaction from

social and inter personal ties and to get close to people psychologically competent and

those who are their friends. High power affiliation individuals will choose their friends.

Important of employees motivation

1. Motivated employees are always looking for better ways to do job. These

statements can apply to carpeted strategies and to production works, when people

actively seek new way of doing things.

2. A motivated employees, generally, is more quality this is the whether we are

talking about a top managers spending extra time on data and their and analytic

for a report.

3. Highly motivated employees are more productivity of Japanese workers and the

fact that fewer workers are needed to produce an automobile in Japan than else

where is well known a pane.

4. Every organization requires Human Resource in addition to finance and the

physical resource for it to function.

5. Motivation as a concept represents a highly complex penance that affects, and

affected by a multitude of facts of the organization. A comprehensive

understanding of the way in which an organization functions. Requires that



increasing attention be directed towards the questions if why people behaves the

way they do.

By all means at the end of the questionnaire invite and allow space for any other

comments', or better still try to guide respondents towards a particular question.

On which point, wherever it is necessary to ask an open-ended question, use the words 'what' and

'how' rather than 'why', if you want to discover motives and reasons. What and How will focus

respondents on the facts objectively, whereas 'why' tends to focus respondents on defending

themselves.



LITERATURE REVIEW

Introduction of Employee Motivation.

The Key measures of organization are :

Employee retention

Productivity

Employees satisfaction on base of work performance.

All the above results are obtained only if the employees that is the heart of the

organization are satisfied. Because satisfied employees find to be more productive,

creative & committed to their employees.

Employees Motivation Theory

1. Maslow’s theory of Motivation.

2. Cherbourg’s Motivation theory.

3. ‘X’ and ‘Y’ factor motivation theory.

The Motivational issues are : -

1. Work : The work should make employees believe that the work they are doing is

important.

2. Achievement : All employees want to do good job and make use & their talent.

3. Recognition : Employees should be rewarded for high performance by bonus or

at least praising their efforts.



4. Responsibility : Employees should be given enough freedom or power to carry

out their task. They should have ownership of work & be given challenge work.

5. Advancement : Loyalty & performance should be rewarded by providing

opportunities for career development.

Statement of the problem

Since the employees worth performance is not as per the expectation, to keep

motivation as a parameter to identify the employee satisfaction / dissatisfaction towards

employee motivation in the organization.

Management problem:

Management is facing problem of employee performance in their

organization. According to the management employees performance is below

expectation, to find out the root cause for this problem.

Research problem:

A study on employee performance MSIL, by considering motivation is main

parameter.

Purpose of the Study.

To know the employees motivation and their performance in MSIL Bangalore.

And study the satisfaction level of employees towards motivation.



Scope of the Study : -

The Study will help to know the impact of employees motivation on their

performance in the organization.

The study will help to know the on what bases the employees are motivated in the

organization.

The study reveal satisfaction level of the employees towards their work in the

organization.

Limitations:

The study was been restricted at MSIL.

The questions asked as regards to employees were answered hesitantly or were

just avoided

The findings are purely based on the in formation that has been provided by the

company and the workers.

Objectives of the study :

To conduct survey of employees perceived opinion about the motivation on

employee’s performance in the organization.

The suggest factor needed to improve the employee motivation and their

performance.

To study impact of motivation on employees performance.



To recommend the company regarding improvement in employee motivation

CHAPTER – II

ORGANIZATIONAL PROFILE

The Government of Karnataka a pioneer in industrial promotional growth felt the

need of an organization to manage the marketing need of an organization to manage the

marketing needs of growth industries in the state on March 1966. A unique concept of

marketing enterprise in the public section was born in Bangalore, Mysore Sales

International Limited.

Since than MSIL has grown from a humble grading to a vibrant multi product,

multidimensional and export house. Offering a wide range of product and service the

changing consumer profit has mould the activities of terms business house’s marketing if

enter new challenging field than by diversifying its operation and bordering its horizon

the company now with a national marketing presence has crossed an annual turn over of

2000 billion.

Looking back in the late 60’s much was a novel concept in the public sector a

centralize marketing unit for the numerous state owned industry with a house advertising

agency marketing consultants and agency limited. It provide the comprehensive range of

marketing service.

By the late 70’s MSIL had already established its capabilities in a diverse range of

product and service. And its field of operation began to extend beyond marketing.

Over the years MSIL has managed a number of special products be it’s the

distribution of imported cement. During a nation wide export of while rice during the

surplus year.



The manufacturing and distribution of books and school children and the

government of state lottery the management of Bangalore Air Cargo Complex as

custodian or customer cargo for the operation.

In the recent time MSIL has entered the consumer durable market with his higher

purchase scheme MSIL home and with the MSIL tools and Travels, when there was need

for distribution steaming the leaker distribution in the state it was once again MSIL which

roste the occasion and with its wide network it has carried out task effectively.

This is MSIL today and organization with is Asian wide Marketing, and the

export house of government of Karnataka.

The corporate office of MSIL is at Bangalore with 5 Branches offices that is

Bangalore, Calcutta, Delhi, Mumbai, Chennai, the company has 29 depot within the

states and 20 deputes all over the country.

Board of Director

Sl.

No.

Name Official Address

1 Meera Saksena, IAS

Managing Director

Mysore Sales International Ltd. “ MSIL

House"

No.36, Cunningham Road

Bangalore-560 052

2 N.Gokulram, IAS

Director

Principal secretary to Govt

Finance Department

Govt of Karnataka

Vidhanasoudha

Bangalore-560 001

3 Sobha Nambisan,

IAS

Director

Chairperson and Managing Director of

Karnataka State Industrial Investment &

Development Corporation. Ltd.,



Khanija Bhavan

Race Course Road

Bangalore-560 001

4 K. M Shivakumar,

IAS

Director

Principal Secretary to Govt. Commerce

and Industries Dept., Govt of Karnataka,

Vikasa Soudha

Bangalore-560 001

5 Dr Rajkumar Khatri,

IAS

Director

Commissioner for Industrial

Development & Director of Industries &

Commerce,

Khanija Bhavan

Race Course Road

Bangalore-560 001

Branches

1. Hitanand –2,3rd Floor

26/12 Lavelle road Bangalore

2. Arun chambers

Tardeo main road Mumbai –4000034

3. 5th Floor Shantiniketan

8, Comac Street Calcutta 100016.

4. Khaviraj Complex –480

Mount Road, Nandanm

Chennai 600035

5. C-4 2nd floor state emporium

Building Baba Kharak Sigh

Marg New Delhi -110011



Overseas officer

199 Piccadilly

London Wivan

U.K.

Back Ground

1. Date of Incorporation 17/03/1966

2. Government Company

3. Authrid share capital Rs.400 laths

4. Subscribed and paid

Up share capital Rs. 60 lacs

5. Man power 687 well-trained work force

6. No. of division 9

7. No of Branches 4

8. No of Sales office 28

9. Reserve of Surplus Rs.7127.83 lacs

Departmentation :-

Departmentation refers to the normal structure of the organization composed of

various departments, managerial position and the relationship composed of various

departments, managerial position and the relationship to each other. It is efficient and



effective grouping of the jobs in to meaningful work units to cooperate numerous jobs all

for expenditions accomplishment of the organization is objective.

MSIL has adopted an effective way of departmentation for the smooth and

effective functioning of the organization.

The various departments of MSIL:-

Administration department

Personnel / HR department

Finance and accounts department

Estate department

Security department

Marketing and sales department

EDP department

1) Administration department :-

The department is concerned with administrative function like handling of paper

works involving data capture, information retrieval processing and recording data.

Payment of telephone bills

Maintenance and upkeep of offices equipments like our conditions, telephones,

compecter.

This departments also gives importance to the cleanliness of the entire office

premises by keeping in neat and clean.



2) Personal / HR Department:-

MSIL always ensures that the people looking for the company are always

physically and normally fit and complete.

It develops / involves policies and procedures and communicates to its employees.

It takes care of salary / wages preparation maintenance of attendance, leave and

personnel records.

This departments ensures the security and salary of the organization by

interfacing the security department.

3) Finance and Accounts Departments :-

It manages the finance of the company like raising capital, loan etc.

The A/c function records all the financial transactions and maintenance, proper

A/c of income expenses.

It also takes care of the payroll. Preparation on 2 processing of same for the

employees of the organization every month.

This department provides the relevant infinities to the auditors in preparation of

annual balance sheet profit and account etc.

It provides the organization with statistical dates by calculation various financial

ratios.

It has its brands all over the major functional divisions of the organization.



4) Estate Department:-

The estate department of MSIL is responsible for overall maintenance of the use

of space. The maximizes productivity and effectives may be advised at minimum cost it

also sees to the payment of the office premises with good interior decoration and lighting

comfortable seating etc.

5) Security Departments :-

The department of MSIL insures the physical security of the organizational assets.

It also sees to the safe custody of goods at various godowns stores and departments

located at different places.

The departments ensures the observers of safety precautions / measures to avoid

accidents shifts timings for the security personnel is planned and organized by this

department. If required round the clock security is also organized by this department.

6) EDP Department :-

The department deals with computerizations operation of the task in some field

like processing of payroll or any of the finance and accounts functions.

7) Marketing / Sales departments :-

This department of MSIL culture the need of the customers function such as

marketing research, advertisement, sales promotions and corporate communication as

part of the department. This department is the core department of entire organization.



Objective of the company : -

1. To Carry all kinds of agency business

2. To carry in guarantee and indemnity business relating to any product.

3. To buy sell import manipulate prepare merchandiser of all kind & generally to

carry on business as merchants, imports & exports.

4. To establish offices, go downs showrooms, exhibition and galleries, factories and

repairing center and part of the word

5. To act agents broken and trustees for any person of a company.

6. to promote commerce in relation to industrial undertaking in Indian & Abroad,

7. To carry on the business of manufactures of and dealers in



Growth and development of the organization:-

MSIL has operational division as below:

1. Consumer products divisions:

Mills consumer product division operates in their challenging area along with

most popular brands. This division is the part handled prestises product such as

Mysore sandal soap point, detergents powder &all ranges of toilet soap &

detergents.

2. Industrial Product division

MSIL has made several products organizing both the government & private sector

current division market power capacitors control panel water heater & chemical

products.

3. Lottery division

In the year 1970’s when the Government of Karnataka decided to start a lottery

scheme MSIL called up to again before interpreting new scheme had to change its

strategy accept their product was carefully analys today the Karnataka State

lottery enjoys the reputation of being in the country.

Leather dresses counters fanners master of leather goods.

4. Paper Division: -

In the year 1997, MSIL interested with the production and distribution of

government subside red notebooks. In Karnataka MSIL Authorities to convert

paper to note book and distribute the small all oven the state at fixed rate the

sources of this back operation was encouraged MSIL to introduce many other



office stationary such as pen, pen, crayons, MK. Jams and page and all variety of

paper typing ribbon etc.

5. Liquor division:

Liquors division established in the year 1989 opuntes through a network a sales

located in district of all over Karnataka. This helps to effective channels of

distribution of India media liquor in state

6. Tour and Travel division

MSIL entered the travel business with the opening of an office exclusively to

canter the traveling requirement for all the government off

7. Hire purchase division

MSIL constantly looking around for diversifying it’s activities. After the study of

the Market condition. The company entered hire package activities during the

year 1988.

Home Maker hire purchase scheme caters to the growing needs of consumer

durable for government employees. TV’s refrigerator, vaccum cleaners on other

household items as well as the two wheelers and reputed brands are made a

available on easy installment and at reasonable interest rate, thousands of homes

are benefited by this easy scheme.



ORGANISATION CHART

Managing Director

Director Marketing

General Manager Industrial Product

GM Chit Fund

GM Finance

GM HRD

GM Lottery

GM Tours & Travels

Air Cargo

GM Consumer Products

DeputyGeneral Manager

DeputyManager

AssistantManager

Supervisor

Representative

Assistants

Attenders



Vision :

To be a global leader in marketing industry.

Mission :

To be the leading technology partner to the customer and enabling them to

achieve higher success through prudent software solution.

To create the ability to observe the changes and technology by forecasting over

unable assets ‘ people’ and facilitate in self actualization.

To deliver quality solution and exceed customer expectation by adding significant

value to our solution.

MAN POWER OF THE ORGANISATION

MSIL is very established in India. Its head office is at Bangalore.

The total number of employees working at MSIL are 676.

Number of employees working at head office are 558

Number of employees working at the branch office are 156.

Employees are classified into two groups :-

Group A:-

Managing Director, Executive, Director, General Manager & his deputy.

Group B:-

Supervisors, Clerks, Sub staff and worker etc.



MSIL MEMORANDAM

Company Name : Mysore Sales International Limited

Company : Public Sector Undertaking (PSU)

Established : March 1966

Branch Office : Mumbai, Delhi, Chennai, Bangalore

Overseas Office : London

Address : MSIL House,

36, Cunningham Road,

Bangalore – 560 052,

Phone : 080-2264021

Fax : 080-2256709

MSIL Products

LIST OF ITEMS COMPANY DEALS IN

Arrack Detergents Liquor Books

School Bags Slates Erasers Files Wax Crayons

Paper/Pins clips Instruments

boxes

Scales Ink tubes Computer

stationery

Lekhak paper

wrappers

Sharpeners Telecom

powders

Vishwa

products

Chocolates

Carbon papers Soaps KPTCL

Stationery

Solar water

heater

Teak wood oil



Consumer

durables

Handicrafts Crayons Sandal wood

oil

Synthetic

wrapper

Power

capacitors

Calico Jewelleries Rectified spirit Writing deep

papers

Vidya Note

Books

Tele printers Color isolate

pencils

Mineral water

QUALITY POLICY

Honoring every commitment mode

Providing prompt and proactive customer service

Ensuring high quality in all its products and services

Motivating and involving everyone in the organization for active participation

towards continuous improvement in its activities.

Sampling :

Total shop floor workers of the company that is 50 employees are treated as

sample for this study, as the work force is less complete enumeration method is used. To

get 100% response.

Sampling size: 100

Sampling method : Random sampling



Data Collection method :

The information necessary for this survey is collected by tapping primary and

secondary source :

Primary sources :- 1) Questionnaire

2) Personal interaction

Secondary sources : 1) Provides reports on employee satisfaction.

2) Related information from Internet

3) Books and Publications

Procedure : The questionnaire was personally given to each employee, and responses

were noted down.

Research Design :

In research design of this project the study was conducted using survey method. I

took all the 50 employees as sample and took their responses using the research

instruments as questionnaire; personal interview is conducted for this study and is

restricted to only employees of MSIL, Bangalore.

Data Analysis :

Data analysis was made based on questionnaire. Graphs have been used to know

the level of satisfaction of the employees towards welfare measures. This analysis is

helpful in recommending improvements in welfare measures.



Measuring tool :

For this study I considered questionnaire of 5 point likert scale for collecting data.

I used the following criteria for assessing data;

Strongly agree (SA) … 1

Agree (A) … 2

Neither Agree/nor Disagree (N) … 3

Disagree (D) … 4

Strongly disagree (SD) … 5



CHAPTER – III

RESULTS AND DISCUSSION WITH GRAPHS AND CHARTS

1. Employees are motivated very much in the organization

Frequency Percent Valid Percent

Cumulative Percent

Valid "Strongly Agree"

27 27.0 27.0 27.0

"Agree" 55 55.0 55.0 82.0 "Disagree" 12 12.0 12.0 94.0 "Neither

Agree Nor Disagree'

6 6.0 6.0 100.0

Total 100 100.0 100.0

"Neither Agree Nor D

"Disagree"

"Agree"

"Strongly Agree"

Fre

qu

en

cy

60

50

40

30

20

10

06

12

55

27

Analysis:

From the above the table can be showed that 27% respondents are strongly agreed and

55% agreed that employees are motivated in the organization. 12% disagreed and 6%

respondents are neither agreed nor disagreed.



Interpretation :

Hence the table interpreted that more number of respondents that 55% respondents are

agreed that they are motivated in the organization. And the 6% respondents are neither

agreed nor disagreed that they are motivated in the organization.

2. I am happy with the employee motivation techniques in the organization

Frequency

Percent Valid Percent

Cumulative Percent


15 15.0 15.0 15.0

"Agree" 65 65.0 65.0 80.0"Disagree"

15 15.0 15.0 95.0

"Neither Agree Nor Disagree'

5 5.0 5.0 100.0

Total 100 100.0 100.0


"Disagree"

"Agree"

"Strongly Agree"

Fre

qu

en

cy

70

60

50

40

30

20

10

0 5

15

65

15

Analysis:

From the above table it can be noted that 15% respondents were strongly

agreed with employees motivation techniques in the organization 65% respondents are

just agreed and 15% were disagreed and 5% neither agreed nor disagreed and strongly

disagreed in the organization.

Interpretation :



Hence from the above table it can be interpreted that more number of respondents that

65% of respondents agreed that they were happy with the employees motivation

techniques in the organization. And 5% of respondents are neither agreed nor disagreed .

3. I am satisfied with employee training programs in the organization


"Disagree"

"Agree"

"Strongly Agree"

Fre

qu

en

cy

70

60

50

40

30

20

10

0

19

65

15

Analysis :


Frequency


Cumulative Percent


15 15.0 15.0 15.0

"Agree" 65 65.0 65.0 80.0"Disagree"

19 19.0 19.0 99.0


1 1.0 1.0 100.0

Total 100 100.0 100.0


From the above table can be noted that 15% respondents were strongly agreed

with employee training programs and 65% are agreed and 19% disagreed and 1%

respondents are neither agreed nor disagreed with training programs conducted in the

organization .

Interpretation :-

Hence from the above table it can be interpreted that 65% respondents are just

agreed and less number of respondents that 1% are neither agreed nor disagreed with

employees training programs in the company.

4) Composition package in the organization is satisfactory.


Frequency


Cumulative Percent


28 28.0 28.0 28.0

"Agree" 56 56.0 56.0 84.0"Disagree"

13 13.0 13.0 97.0


3 3.0 3.0 100.0

Total 100 100.0 100.0



"Disagree"

"Agree"

"Strongly Agree"

Fre

qu

en

cy

60

50

40

30

20

10

0 3

13

56

28

Analysis : -

From the above table it can be showed that 28% respondents are strongly agreed

with the compensation package in the organization 56% agreed and 13% disagreed and

3% respondents are neither agreed nor disagreed.

Interpretation : -

Hence the table can be interpreted that more number of respondents that is 56%

respondents were satisfied with compensation provided by the organization. And 3%

respondents are not satisfied with compensation.



5. Employees are given adequate leave facilities

Frequency


Cumulative Percent


31 31.0 31.0 31.0

"Agree" 54 54.0 54.0 85.0"Disagree"

12 12.0 12.0 97.0


3 3.0 3.0 100.0

Total 100 100.0 100.0


"Disagree"

"Agree"

"Strongly Agree"

Fre

qu

en

cy

60

50

40

30

20

10

0 3

12

54

31

Analysis :-

The above table it can be noted that 31% respondents strongly agreed that they

got adequate leave facilities provided by company. 54% agreed and 12% disagreed and

3% are neither agreed nor disagreed. With their adequate leave facilities.



Interpretation :-

Hence the above table it can be interpreted that more number of respondents that

54% respondents were got adequate leave facilities provided by the company. And less

number of respondents that 3% of respondents are not getting the adequate leave facilities

in the company.

6. Work environment is satisfactory in the organization.

Frequency


Cumulative Percent


25 25.0 25.0 25.0

"Agree" 57 57.0 57.0 82.0"Disagree"

11 11.0 11.0 93.0


7 7.0 7.0 100.0

Total 100 100.0 100.0


"Disagree"

"Agree"

"Strongly Agree"

Fre

qu

en

cy

60

50

40

30

20

10

0

7

11

57

25



Analysis :-

The table can be showed that 25% respondents are strongly agreed with their

work environment in the organization and 57% respondents are just agreed and 11%

respondents are disagreed and 7% respondents are neither agreed nor disagreed with their

work environment .

Interpretation :-

Hence from the above table it can be interpreted that 57% respondents were

satisfied with their work environment in the organization. And 7% respondents are not

satisfied their work environment.

7. Employees are given scope for career development.

Frequency


Cumulative Percent


24 24.0 24.0 24.0

"Agree" 50 50.0 50.0 74.0"Disagree"

20 20.0 20.0 94.0


6 6.0 6.0 100.0

Total 100 100.0 100.0




"Disagree"

"Agree"

"Strongly Agree"

Fre

qu

en

cy

60

50

40

30

20

10

06

20

50

24

Analysis : -

Above the table can be noted that 24% respondents are strongly agreed and 50%

respondents are agreed with scope given by the organization for career development .

And 20% disagreed and 6% respondents are neither agreed nor disagreed.

Interpretation :-

Hence from the above table interpreted that more number of respondents that 50%

respondents are agreed that scope given by the organization for career development. And

less number of respondents that 6% are neither agreed nor disagreed.



8. Medical, transport and canteen facilities are satisfactory in the organization.


Cumulative Percent


27 27.0 27.0 27.0

"Agree" 40 40.0 40.0 67.0"Disagree" 23 23.0 23.0 90.0


8 8.0 8.0 98.0

"Strongly Disagree"

2 2.0 2.0 100.0

Total 100 100.0 100.0

"Strongly Disagree"


"Disagree"

"Agree"

"Strongly Agree"

Fre

qu

en

cy

50

40

30

20

10

0

8

23

40

27

Analysis:-

The table can be noted that the 27% respondents are strongly agreed and 40%

respondents are agreed that they are satisfied with the medical, transport and canteen

facilities provided by the organization. And the 23% respondents are disagreed 8%

respondents are neither agreed nor disagreed and 2% strongly disagreed.



Interpretation :-

Hence the table can be interpreted that 40% respondents are just agreed that they

satisfied with medical, transport & canteen facilities provided by the organization. But

the 2% respondents are not satisfied these all facilities provided by company.

9. Employees are encouraged to participate in decision –making process.

Frequency


Cumulative Percent


11 11.0 11.0 11.0

"Agree" 41 41.0 41.0 52.0"Disagree"

39 39.0 39.0 91.0


7 7.0 7.0 98.0

"Strongly Disagree"

2 2.0 2.0 100.0

Total 100 100.0 100.0

"Strongly Disagree"


"Disagree"

"Agree"

"Strongly Agree"

Fre

qu

en

cy

50

40

30

20

10

0

7

3941

11



Analysis :-

The table can be showed that 11% respondents were agreed that employees

encouraged regarding participate decision making process in the organization. 41%

respondents agreed and the 39% disagreed and 7% are neither agreed nor disagreed and

the2% are strongly disagreed.

Interpretation :-

From the above table can be interpreted that the more number of respondents that

41% respondents are just agreed that employees encouraged regarding participate

decision making process in organization. And less number of respondents are strongly

disagreed decision making process in the organization.

10. Superiors are co-operative and support subordinates in the work

Frequency


Cumulative Percent


27 27.0 27.0 27.0

"Agree" 55 55.0 55.0 82.0"Disagree"

12 12.0 12.0 94.0


6 6.0 6.0 100.0

Total 100 100.0 100.0




"Disagree"

"Agree"

"Strongly Agree"

Fre

qu

en

cy

60

50

40

30

20

10

06

12

55

27

Analysis-:

From the above table can be noted that the 27% respondents are strongly agreed

that the superiors are co-operative and support subordinates in the organization.55%

respondents are agreed 12% are disagreed and 6% respondents neither agreed nor

disagreed .

Interpretation :-

Hence table can be interpreted that the 55% respondents are agreed that the

superiors are co-operative and support subordinates in the work. But the 6% respondents

are neither agreed nor disagreed because of subordinates are not co-operating with them.



11. Communication is both upward and down ward in the organization.

Frequency


Cumulative Percent


16 16.0 16.0 16.0

"Agree" 56 56.0 56.0 72.0"Disagree"

16 16.0 16.0 88.0


10 10.0 10.0 98.0

"Strongly Disagree"

2 2.0 2.0 100.0

Total 100 100.0 100.0

"Strongly Disagree"


"Disagree"

"Agree"

"Strongly Agree"

Fre

qu

en

cy

60

50

40

30

20

10

0

10

16

56

16

Analysis :-

The table can be noted that the 16% respondents are strongly agreed and 56%

respondents are agreed that communication is both upward and down ward in the

organization. And the 16% respondents are disagreed 10% neither agreed nor disagreed

and 2% respondents and strongly disagreed.



Interpretation :-

Hence table can be interpreted that the more number of respondents that 56%

respondents are just agreed with their communication is both upward and downward in

the organization. But the 2% respondents strongly disagreed with their communication.

12. Employees are paid additional compensation on their over time work

Frequency


Cumulative Percent


27 27.0 27.0 27.0

"Agree" 56 56.0 56.0 83.0"Disagree"

12 12.0 12.0 95.0


5 5.0 5.0 100.0

Total 100 100.0 100.0


"Disagree"

"Agree"

"Strongly Agree"

Fre

qu

en

cy

60

50

40

30

20

10

05

12

56

27



Analysis :-

From the above table can be noted that the 27% respondents strongly agreed that

employees are paid additional compensation on their over-time work. 56% agreed and

12% disagreed 5% respondents are neither agreed nor disagreed with their additional

compensation on their over-time work.

Interpretation :-

Hence the table can be interpreted that the more number of respondents that 56%

respondents are agreed that employees are paid additional compensation on their over -

time work. 5% respondents are neither agreed nor disagreed.

13. Bonus and other monitory incentives are paid are satisfactory to the employees.


Cumulative Percent


31 31.0 31.0 31.0

"Agree" 49 49.0 49.0 80.0"Disagree"

14 14.0 14.0 94.0


4 4.0 4.0 98.0

"Strongly Disagree"

2 2.0 2.0 100.0

Total 100 100.0 100.0



"Strongly Disagree"


"Disagree"

"Agree"

"Strongly Agree"

Fre

qu

en

cy

60

50

40

30

20

10

0 4

14

49

31

Analysis :

From the table can be noted that the 31% respondents are strongly agreed that

they satisfied bonus and other monitory incentives are paid to employees in the

organization. 49% respondents agreed 14% disagreed and 4% neither agreed and 2%

strongly disagreed.

Interpretation :-

The table can be interpreted that the 49% respondents are agreed that they

satisfied with bonus and other monitory incentives are paid to employees in the

organization. 2% respondents are not satisfied with these facilities in the organization.

14. Performance appraisal system is a motivating factor in the organization.



Frequency


Cumulative Percent


22 22.0 22.0 22.0

"Agree" 51 51.0 51.0 73.0"Disagree"

13 13.0 13.0 86.0


12 12.0 12.0 98.0

"Strongly Disagree"

2 2.0 2.0 100.0

Total 100 100.0 100.0

"Strongly Disagree"


"Disagree"

"Agree"

"Strongly Agree"

Fre

qu

en

cy

60

50

40

30

20

10

0

1213

51

22

Analysis :-

The table can be noted that 22% respondents are strongly agreed that performance

appraisal system is a motivation factor in the organization. 51% agreed 13% disagreed

12% neither agreed and 2% disagreed.



Interpretation:-

Hence the table interpreted that the more number of respondents that 51%

respondents are agreed that performance appraisal system is a motivation factor in the

organization. But less number of respondents that 2% are strongly disagreed.

15.Non –monitory benefits are provided in the organization.

Frequency


Cumulative Percent


23 23.0 23.0 23.0

"Agree" 49 49.0 49.0 72.0"Disagree"

15 15.0 15.0 87.0


13 13.0 13.0 100.0

Total 100 100.0 100.0


"Disagree"

"Agree"

"Strongly Agree"

Fre

qu

en

cy

60

50

40

30

20

10

0

1315

49

23



Analysis :-

From the above table can be noted that 23% respondents strongly agreed with

non-monitory benefits provided in the organization. And 49% respondents disagreed and

15% neither agreed nor disagreed 4% strongly disagreed.

Interpretation:-

The table can be interpreted that the more number of respondents that 44%

respondents are agreed with non monitory benefits are provided in the organization.

16. I am satisfied with the non-monitory benefits like, promotion

transfer appreciation job recognition etc.


Frequency


Cumulative Percent


17 17.0 17.0 17.0

"Agree" 54 54.0 54.0 71.0 "Disagree

"19 19.0 19.0 90.0


10 10.0 10.0 100.0

Total 100 100.0 100.0



"Disagree"

"Agree"

"Strongly Agree"

Fre

qu

en

cy

60

50

40

30

20

10

0

10

19

54

17

Analysis :-

From the above table can be noted that the 17% strongly agreed and 54%

respondents are agreed that they satisfied with non –monitory benefits like, promotion

transfer appreciation, job recognition. 19% respondent are disagreed 10% neither agreed

nor disagreed.

Interpretation -:

From the table can be noted that more number of respondents that 54%

respondents are disagreed with non-monitory benefits like, promotion, transfer,



appreciation, job recognition. And 10% of respondents are neither agreed nor disagreed

with their non monitory benefits.

17. Newly appointed employees is undergoing and induction program

always to himself with he organization climate.



Cumulative Percent


19 19.0 19.0 19.0

"Agree" 45 45.0 45.0 64.0"Disagree"

23 23.0 23.0 87.0


9 9.0 9.0 96.0

"Strongly Disagree"

4 4.0 4.0 100.0

Total 100 100.0 100.0


"Strongly Disagree"


"Disagree"

"Agree"

"Strongly Agree"

Fre

qu

en

cy

50

40

30

20

10

04

9

23

45

19

Analysis :-

From the above table can be stated that 19% respondents are strongly agreed.

Induction program in the organization. 45%agreed and 23% disagreed 9% neither agreed

nor disagreed and 4% respondents are strongly disagreed with induction program in

organization.

Interpretation :-

Hence the table can be interpreted that the 45% respondents are agreed with

induction program in the organization. But the 4% respondents of strongly disagreed

with induction program in organization.



18. Recreational facilities are a part of employees motivation and are encouraged in the

organization.


Cumulative Percent


11 11.0 11.0 11.0

"Agree" 44 44.0 44.0 55.0"Disagree"

29 29.0 29.0 84.0


12 12.0 12.0 96.0

"Strongly Disagree"

4 4.0 4.0 100.0

Total 100 100.0 100.0

"Strongly Disagree"


"Disagree"

"Agree"

"Strongly Agree"

Fre

qu

en

cy

50

40

30

20

10

04

12

29

44

11

Analysis:

The table can be stated that 11% respondents are agreed that recreational

facilities are a part of motivation in the organization. 44% disagreed 29% agreed and

12% of respondents neither agreed nor disagreed 4% strongly disagreed.



Interpretation :-

Hence the table can be interpreted that 36% respondents are agreed that

recreational facilities are part of motivation in the organization.

19. Employees are paid wage and salary in time and it is purely on their

performance


"Disagree"

"Agree"

"Strongly Agree"

Freq

uenc

y

50

40

30

20

10

0

8

20

46

26



Cumulative Percent


26 26.0 26.0 26.0

"Agree" 46 46.0 46.0 72.0 "Disagree

"20 20.0 20.0 92.0


8 8.0 8.0 100.0

Total 100 100.0 100.0


Analysis -

The table can be noted that the 26% respondents strongly agreed 46% agreed that

employees are paid wage and salary in time and it is purely based on their performance.

20% disagreed and 8% neither agreed nor disagreed.

Interpretation :-

The table interpreted that more number of respondents that 46% respondents that

employees are paid wage and salary in time and it is purely based on their performance.

And 8% respondents are strongly disagreed with paid wage and salary .

20. Overall I am satisfied with the employees motivational techniques in the organization


Cumulative Percent


16 16.0 16.0 16.0

"Agree" 57 57.0 57.0 73.0 "Disagree

"19 19.0 19.0 92.0


8 8.0 8.0 100.0

Total 100 100.0 100.0




"Disagree"

"Agree"

"Strongly Agree"

Freq

uenc

y

60

50

40

30

20

10

0

8

19

57

16

Analysis :-

From the above table can be stated that 16% respondents strongly agreed and 57%

are agreed that they satisfied with motivational techniques in the organization. 19%

disagreed and 8% respondents are neither agreed nor disagreed.

Interpretation :-

Hence the table can be interpreted that 57% respondents are satisfied with

motivational techniques in the organization. But the 8% of respondents are not satisfied

with the motivational technique in organization.



Findings

1. 11% of respondents are strongly agreed 41% of respondents are agreed with

employees are encouraged to participate in decision –making process. 39% of

respondents are disagreed and 2% are neither agreed nor disagreed above to the point.

By this way we can stated that 55% of respondents are agreed with that employees

are encouraged to participate in decision – making process in the organization.

2. 19% of respondents are agreed 45% of respondents are agreed and the 23% of

respondents are disagreed and 9% are neither agreed nor disagreed with induction

program always to adjust themselves with the organizational climate. By this way it is

clear that 64% of respondents are agreed with induction program always to adjust

themselves with organization.

3. 11% of respondents are strongly agreed 44% are agreed that recreational facilities

are part of employee motivation and are encouraged in the organization. And the 29%

of respondents disagreed 12% of respondents are neither agreed nor disagreed and

the 4% of respondents are strongly disagreed above to the point. By this way we can

clear that the 55% of respondents are agreed with recreational facilities are parts of

employee motivation and are encouraged in the organization.

4. 27% of respondents are strongly agreed 40% are agreed with the Medical,

transport and canteen facilities are satisfactory in the organization. 23% of disagreed



and 8% of respondents neither agreed nor disagreed with above to the point. By this

way it clear that 67% of respondents are agreed with Medical, transport and canteen

facilities are satisfactory in the organization.

5. 26% of respondents are strongly agreed and 46% of respondents are agreed and

20% of respondents are disagreed and 8% are neither agreed nor disagreed that

employees are paid wage and salary in time and it is purely based on their

performance. It is clear that 72% of respondents are totally agreed with above point.

6. 15% respondents are strongly agreed and 65% are agreed that they are satisfied

with employee training programs in the company. And the 19% disagreed 1% neither

agreed nor disagreed above to the point. By this we can say that 80% respondents are

satisfied with the training program in organization.

7. 24% of respondents are strongly agreed 50% are agreed that employees are given

scope for career development. And the 20% disagreed 6% neither agreed nor

disagreed with above to the point. By this way it is clear that the 74% of respondents

are agreed with scope for career development.

8. 16% of respondents are strongly agreed 57% are agreed that they are satisfied with

the employee’s motivational techniques in the organization. 19% are disagreed and

8% are neither agreed nor disagreed above point. By this way it is clear that 73% of



respondents are agreed that they are satisfied with motivational techniques in the

organization.

9. 16% of respondent are strongly agreed 56% are agreed with that communication

is both upward and downward in the organization. And 16% of respondents are

disagreed 10% of respondents are neither agreed nor disagreed with above to the

point. By this way it is clear that 72% of respondents are agreed with that

communication is both upward and downward in the organization.

10. 17% of respondents are strongly agreed 54% that is 27 employees agreed 19%

are disagreed and 10% are the neither agreed nor disagreed that they are satisfied

with non-monitory benefits like, promotion, transfer, appreciation, job recognition . It

is clear that the 71% of respondents are agreed with the non-monitory benefits.



RECOMMENDATION

39% of respondents are disagreed with employees are encouraged to participate in

the organization. The organization have to encourage employees for participate

them in all activities in the organization

23% of respondents are disagreed with the medical, transport and canteen

facilities are satisfactory in the organization. The organizations have to provide

these all facilities for employee’s motivation in the organization.

23% of respondents are disagreed that is newly appointed employee is undergoing

an induction program always to adjust himself with the organization. The

organization have to provide induction program for motivating employees in the

organizational climate.

19% of respondents are disagreed that they are not satisfied with the non-

monitory benefits like, promotion, transfer, appreciation, job recognition. So the

organization have to improve non monitory benefits.

20% of employees are disagreed that employees are given scope for career

development. The organization wants to give more scope to the employees for

career development in the organization.



Conclusion

Employees at My sore Sales International Limited satisfied with employee motivation

Provided by the organization, yet they need some improvements that is non-monitory

Benefits like promotion, transfer, appreciation, job recognition. And the management

Should provide medical, transport, and canteen facilities. And also the organization

Wants to provide training program.



CHAPTER IV

Appendix :

I am pleased to introduce myself as a MBA Student of PEST’s Belgaum Institute

of Management Studies (BIMS), Belgaum. This survey is being conducted to

know A Study on Impact of Motivation on Employee Performance. Your anonymity

is assured to your response in totality makes this survey successful. Please spare some

time to fill this questionnaire &help us in this survey.

Topic: A Study on Impact of Motivation on Employee Performance.

QUESTIONNAIRE

Name :

Age :

Gender :

Department :

Designation :

Questions based on various parameters, which measures motivation of an employee in an

organization.



Sl No

Questions Strongly Agree

Agree Disagree Neither Agree Nor Disagree

Strongly

Disagree

1 Employees are motivated very much in the organization

2 I am happy with the employee motivation techniques in the organization

3 I am satisfied with employee training programs in the company

4 Compensation package in the organization is satisfactory

5 Employees are given adequate leave facilities

6 Work environment is satisfactory in the organization

7 Employees are given scope for career development

8 Medical, transport and canteen facilities are satisfactory in the organization

9 Employees are encouraged to participate in decision-making process

10 Superiors are cooperative and support subordinates in the work

11 Communication is both upward and downward in the organization

12 Employees are paid additional compensation on their over-time work

13 Bonus and other monitory incentives are paid and are satisfactory to the employees

14 Performance appraisal system is a motivating factor in the organization

15 Non-monitory benefits are provided in the organization

16 I am satisfied with the non-monitory benefits like, promotion, transfer, appreciation, job recognition etc.



17 Newly appointed employee is undergoing an induction program always to adjust himself with the organizational climate

18 Recreational facilities are a part of employee motivation and are encouraged in the organization

19 Employees are paid wage and salary in time and it is purely based on their performance

20 Overall I am satisfied with the employee’s motivational techniques in the organization



Data Code Sheet S.No. q1 q2 q3 q4 q5 q6 q7 q8 q9 q10 q11 q12 q13 q14 q15 q16 q17 q18 q19 q20

1 2 2 2 2 2 2 2 3 2 2 2 2 2 2 3 3 1 3 2 22 2 2 2 2 2 2 2 3 2 2 2 2 2 2 3 3 1 3 2 23 3 3 3 3 3 3 3 3 3 3 3 2 2 3 2 3 3 3 3 34 3 3 3 3 3 3 3 3 3 3 3 2 2 3 2 3 3 3 3 35 2 2 2 2 2 2 4 5 3 2 2 4 5 5 4 4 5 5 1 36 2 2 2 2 2 2 4 5 3 2 2 4 5 5 4 4 5 5 1 37 2 2 2 2 2 2 2 3 3 3 2 2 2 2 3 2 3 2 2 28 2 2 2 2 2 2 2 3 3 3 2 2 2 2 3 2 3 2 2 29 3 3 2 2 2 2 2 2 3 3 2 2 4 4 4 4 4 4 4 4

10 3 3 2 2 2 2 2 2 3 3 2 2 4 4 4 4 4 4 4 211 1 1 1 1 1 1 1 2 2 2 1 2 2 1 2 2 2 2 1 112 1 1 1 1 1 1 1 2 2 2 1 2 2 1 2 2 2 2 1 113 4 4 2 1 1 1 1 2 2 1 2 2 1 1 2 2 2 2 1 114 4 4 2 1 1 1 1 2 2 1 2 2 1 1 2 2 2 2 1 115 1 4 2 2 1 1 1 1 5 1 5 1 1 2 2 1 5 5 2 216 1 4 2 2 1 1 1 1 5 1 5 1 1 2 2 1 5 5 2 217 2 2 2 2 2 2 2 1 3 2 3 2 2 2 2 2 1 3 2 218 2 2 2 2 2 2 2 1 3 2 3 2 2 2 2 2 1 3 2 219 2 2 2 2 2 2 2 1 3 2 3 2 2 1 2 2 1 3 2 220 2 2 2 2 2 2 2 1 3 2 3 2 2 1 2 2 1 3 2 221 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 222 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 223 2 2 2 2 2 2 2 2 4 2 2 2 1 2 1 2 2 2 2 224 2 2 2 2 2 2 2 2 4 2 2 2 1 2 1 2 2 2 2 225 2 2 1 2 1 2 3 1 2 2 4 2 1 2 2 2 2 4 2 226 2 2 1 2 1 2 3 1 2 2 4 2 1 2 2 2 2 4 2 227 2 2 2 3 1 2 3 1 2 1 1 1 1 1 1 1 4 3 1 128 2 2 2 3 1 2 3 1 2 1 1 1 1 1 1 1 4 3 1 129 4 2 2 4 2 2 2 4 4 2 4 2 2 2 4 4 4 2 4 430 4 2 2 4 2 2 2 4 4 2 4 2 2 2 4 4 4 2 4 431 1 1 2 1 1 1 3 1 3 1 4 1 3 1 3 1 3 3 3 332 1 1 2 1 1 1 3 1 3 1 4 1 3 1 3 1 3 3 3 333 1 1 2 1 1 1 1 1 3 2 2 1 3 1 3 1 3 3 3 334 1 1 2 1 1 1 1 1 3 1 2 1 3 1 3 1 3 3 3 335 2 2 2 2 2 2 3 3 3 2 2 2 2 2 3 3 3 4 2 236 2 2 2 2 2 2 3 3 3 2 2 2 2 2 3 3 3 4 2 237 2 2 2 2 2 2 2 2 2 1 2 1 1 2 2 2 2 3 1 138 2 2 2 2 1 2 2 2 2 1 3 1 1 2 2 2 2 3 1 139 2 2 2 2 2 2 2 3 3 3 2 2 2 4 2 3 2 3 3 240 2 2 2 2 2 2 2 3 3 3 2 2 2 4 2 3 2 3 3 241 2 2 3 2 2 2 2 1 3 2 2 3 1 4 2 3 2 4 1 242 2 2 3 2 2 2 2 1 3 2 2 3 1 4 2 3 2 4 1 243 2 2 3 2 1 2 3 3 3 2 2 1 1 2 2 2 2 4 1 244 2 2 3 2 1 2 3 3 3 2 2 1 1 2 2 2 2 4 1 245 2 3 2 3 2 2 2 2 3 2 2 2 1 2 3 3 3 3 3 346 2 3 2 3 2 2 2 2 3 2 2 2 1 2 3 3 3 3 3 347 2 2 2 1 1 1 2 2 2 2 2 2 2 2 4 3 2 2 2 2



48 2 2 2 1 1 1 2 2 2 2 2 2 2 2 4 3 2 2 2 249 2 2 2 2 2 2 3 2 3 2 2 2 2 2 3 2 2 2 2 250 2 2 2 2 2 2 3 2 3 2 2 2 2 2 3 2 2 2 2 251 2 1 3 1 2 4 1 1 2 1 3 2 3 4 1 2 3 2 2 252 2 2 1 1 1 2 2 2 3 4 2 1 1 2 3 4 2 2 3 353 3 3 2 1 2 3 3 4 2 2 4 3 2 2 2 2 1 1 1 254 3 4 2 1 2 3 2 2 2 3 2 2 2 2 2 1 1 1 2 255 1 2 3 1 2 1 4 2 1 1 2 1 3 4 1 1 4 3 2 256 2 3 1 2 1 2 2 2 1 2 2 3 2 4 2 2 1 3 1 257 1 2 3 1 2 1 3 3 2 1 2 4 1 2 2 3 2 2 1 258 2 2 2 3 2 4 2 2 1 2 3 2 1 2 2 2 2 3 1 359 2 2 2 1 3 2 4 1 2 2 1 3 2 2 1 1 2 2 2 260 2 1 2 3 4 3 2 3 2 1 2 1 2 4 1 3 2 4 3 161 3 2 1 1 2 2 3 1 2 1 2 3 1 4 1 2 3 1 2 162 4 1 2 2 3 2 2 1 2 3 3 2 2 4 1 1 2 2 3 263 1 2 3 2 2 3 1 4 3 2 1 3 3 1 1 2 3 2 2 164 3 1 2 2 1 1 2 2 3 4 2 1 2 1 1 2 3 2 1 365 2 3 2 1 2 2 1 2 1 2 3 2 3 3 1 2 4 1 2 366 2 2 2 1 3 2 1 2 3 1 2 2 2 1 2 2 2 2 1 267 2 1 2 3 1 2 1 1 2 2 2 3 2 1 4 3 2 2 2 268 1 2 2 3 1 4 1 2 1 2 1 2 1 3 4 2 1 2 2 269 1 2 2 3 4 1 2 2 3 1 1 4 2 3 4 2 1 3 1 270 3 2 1 2 2 2 1 3 2 1 3 2 2 1 2 2 2 1 2 271 1 1 2 3 2 1 3 2 1 2 2 2 1 3 4 3 2 2 2 472 2 2 1 2 3 2 2 3 2 2 2 1 3 2 2 4 4 2 3 173 3 2 1 2 1 1 2 3 1 4 1 2 2 3 1 2 3 1 3 374 1 2 3 2 1 2 2 2 1 2 2 3 3 2 1 2 3 2 2 175 1 2 3 2 3 1 2 3 4 1 2 2 2 3 1 2 1 2 2 276 1 2 3 2 3 4 2 2 2 2 1 1 3 2 2 1 2 2 2 377 1 2 1 2 1 1 2 3 3 4 2 1 2 1 2 2 2 1 2 278 3 2 2 1 2 3 1 2 3 4 3 1 2 2 2 2 1 2 3 479 1 2 1 2 3 4 1 2 2 2 2 1 3 1 2 1 3 2 2 380 2 2 2 2 3 1 2 3 4 1 2 1 2 3 2 2 2 3 3 381 1 3 3 4 2 2 1 1 2 2 2 2 2 1 2 1 3 2 4 282 1 2 2 2 1 3 2 1 3 2 3 2 1 2 1 2 1 2 2 283 2 2 2 2 3 4 1 2 2 2 2 2 1 3 1 2 2 2 3 484 2 1 2 2 2 2 3 4 1 1 2 3 2 2 2 2 2 3 2 485 2 3 2 2 2 1 2 2 2 2 1 1 1 3 4 2 2 1 2 286 2 2 2 2 3 3 4 4 2 1 2 3 4 2 2 1 2 2 2 287 2 1 2 1 1 2 1 3 3 2 1 2 1 2 2 2 3 2 4 188 2 3 4 1 2 1 2 1 2 3 4 3 4 2 2 2 2 1 2 389 1 2 3 2 1 2 2 2 2 3 4 2 1 2 2 2 1 3 3 290 2 2 3 1 2 3 4 2 2 1 2 1 2 1 2 2 2 2 1 291 3 1 1 1 2 3 2 2 2 2 4 1 2 2 2 4 2 1 4 292 1 2 3 1 1 2 2 2 2 1 2 2 2 3 2 4 1 4 2 193 2 3 2 2 2 2 1 3 4 2 1 2 2 2 1 2 1 2 1 294 2 3 1 2 4 1 3 1 2 2 2 2 2 2 2 2 2 3 4 495 1 2 3 1 2 4 1 4 1 2 1 2 1 2 1 2 1 2 1 196 4 2 2 2 2 2 1 1 2 1 1 2 3 2 2 3 2 2 1 297 1 2 2 1 2 1 2 1 3 4 1 2 3 1 1 1 2 2 2 2



98 1 2 1 3 2 2 1 4 1 2 3 1 1 2 1 2 1 1 2 299 1 2 3 2 2 2 2 3 2 2 2 1 2 3 1 2 3 2 1 2

100 2 3 2 2 2 2 2 2 3 1 3 4 2 2 2 2 3 3 3 2



BIBLIOGRAPHY

1. K. Ashwathappa : Human Resource Management

2. P. Subharao : Human Resource & Personal Management

Website :

www.accel.team.com

www.answers.com


http://www.answers.com/

http://www.accel.team.com/

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