SYNOPSIS

Title:-

“A COMPREHENSIVE STUDY ON EMPLOYEE MOTIVATION AT BATA

INDIA LTD.”

INTRODUCTION:-

All major activities in the working life of an employee, that is

from the time of employees entry into the organization to the time employees
leaves the organization all the activities come under the purview of human
resource management.

The activities are human resource management are human resource planning, job
analysis, job design, recruitment, selection, orientation and placement, training
and development, performance appraisal and job evaluation, employee and
executive remuneration, motivation and communication, welfare, safety and
health, industrial relations.

OBJECTIVES OF THE STUDY:-

1. To understand the present motivational techniques of Bata India Ltd.

2. To identify the shortcomings in the motivational practices.
3. To assess the motivation level of the sales representatives.

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 4. To know and suggest relevant motivational techniques which will increase
motivational level and performance.
5. To suggest suitable motivational techniques.

PROBLEM STATEMENT:-

Motivation is about giving your staff the right mixture of guidance,

direction, resources and rewards so that they are inspired and keen to work in the
way that you want them to. So, a large portion behind these difficulties can easily
be solved by imparting proper motivation. In the fierce era of competition,
organizations nowadays are more emphasizing on the management of Human
Resources. A manager capable of managing his employee effectively is a
successful one. Motivational tools are the most effective in this context. We always
have to keep in mind that employees are not motivated solely by money and
employee behavior is linked to their attitudes.

Any Institution faces the challenges of employee retention, high cost of

recruitment, training, rising competition, increased rules & regulation by the
government and high rate of technological growth. Also, from the perspective of
employee, they feel de-motivated and overworked. For finding out more accurate
outcomes we conducted our research within a few branches of the Karmosangsthan
Bank Limited. The essence of the study is to find out at what level employee
engagement in decision making can motivate the employees to not only ameliorate
their diligence but also their perseverance and resolution.

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 LITERATURE REVIEW:-

Review of literature is a systematic survey on the facts and figures of previous

researches on a particular topic. It is a collection of major findings of past
researches.

Bruce and Pepitone (1999) propose an interesting viewpoint according to which

managers cannot motivate employees; managers can only influence what
employees are motivated to do.
The role of facilitating quality subordinate-superior communication at various
levels effectively employing a wide range of communication channels has been
praised by Shields (2007) in terms of its positive contribution in boosting
employee morale. Shields (2007) stresses two specific advantages of such a
practice that relate to offering employees a chance to raise their concerns and put
across their points regarding various aspects of their jobs, as well as, supplying
them with the feeling of engagement and appreciation.
According to Lockley (2012) offering training and development programs that
effectively contributes to personal and professional growth of individuals is
another effective employee motivation strategy. At the same time, Lockley (2012)
warns that in order for motivational aspects of training and development initiatives
to be increased, ideally they need to be devised and implemented by a third party
with relevant competency and experience.
Alternative working patterns such as job-rotating, job-sharing, and flexible
working have been branded as effective motivational tools by Llopis (2012).
According to Thomas (2009) the main challenge of motivation in workplaces is
identifying what motivates each individual employee taking into account his or her
individual differences. In other words, individual differences have been specified
by Thomas (2009) as the major obstruction for management in engaging in
employee motivation in an effective manner.
This viewpoint is based on Hierarchy of Needs theoretical framework proposed by
Abraham Maslow (1943), according to which there is a certain hierarchy for
individual needs, and more basic human needs need to be satisfied in order for the
next level needs to serve as motivators.

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METHODOLOGY:-

RESEARCH DESIGN

This study will be exploratory and descriptive in nature.

VARIABLES

(1). Independent: Sex, age, income

(2). Dependent: Employee motivation.

TOOLS OF DATA COLLECTION

Primary tool: Interview schedule

Secondary tool: library, books, journals, internet, newspaper, magazines

The study will be covered based on the following steps:
A) DATA COLLECTION: The data to be collected from the two main sources
namely:
 Primary Source of data
 Secondary Source of data

PRIMARY SOURCE
Primary source includes the data that is to be collected from Bata India Ltd. and
selected respondents. The required information is to be collected in the following
ways:
 Administered a structured questionnaire.
 On the basis of observation.
 By interacting with the concerned employees.

Tools used for data collection are as follows:

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  Discussions (Unstructured Discussions)
 Questionnaire (Structured Questionnaire)
Unstructured Discussion:
Under this method of data collection I am going to personally interview the
respondents to gather the information. The respondents will be asked to present
their views and opinions about the topic under discussion. The opinions of the
respondents will be used as the primary source of information for preparing the
study report.
Structured Questionnaire:
It is usually associated with the self-administered tools with items of the closed or
fixed alternative type. The respondents feel greater confidence in the anonymity of
questionnaire than in that of any interview. It places less pressure on the subject of
immediate response. These are the reasons for choosing questionnaire as one of the
tools for data collection.
The questionnaire consists of two types of questions:
Close-ended questions: The close-ended questions will be consisting of multiple
choices, which will have a choice of specific answers.
Open-ended questions: An open-ended question is a question where no choices of
answer are given the respondent and the respondent will be given freedom to
respond according to his wish.
SECONDARY SOURCE
Secondary source is that information that is obtained from those sources other than
direct sources and the information is collected through the mentioned ways.
 Company’s Website.
 Magazines and Journals.
 Text books published on Human Resource Management.
 Websites and Search engines.
 Other records.
SAMPLE SELECTION:

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A sample is known as the sub-unit of population which shares the similar features.
The number of units in the sample is known as the sample size.

SAMPLING METHOD

I will select respondents randomly that is why simple random sampling method
will be used.

SAMPLE SIZE

Sample of present study will consist of 100 respondents of various departments of

Bata India Ltd.

REFERENCES:-

BOOKS

 Robin P Stephen(2000) Organisation Behaviour New Delhi Prentice Hall of

India.

 Luthans Fred(1998) Organisation Behaviour, Eighth Edition, McGraw- Hill

International.

 K Ashwathappa (2002) Human Resource and Personel Management, Third

Edition, Tata McGraw-Hill

 P. Subba Rao(2004) Management and Organisation Behaviour

 Kothari C.R(2004) Research Methodology Methods and Techniques.

Website:-

 www.bata.in
 www.wikipedia.com
 www.google.com

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