A REPORT TO ‘‘A STUDY ON EMPLOYEE MOTIVATION’’

A Training Report Submitted In Partial Fulfilment Of The Requirement For

The Award Of The Degree Of

MASTER OF BUSINESS ADMINISTRATION

(SPORTS MANAGEMENT)

By

SARAVANA KUMAR

Reg.No.20175407011

Under The Guidance Of

DR.V.RAMESH KUMAR

Assistant Professor

DEPARTMENT OF SPORTS MANAGEMENT AND SPORTS

PSYCHOLOGY & SPORTS SOCIOLOGY

TAMILNADU PHYSICAL EDUCATION AND SPORTS UNIVERSITY

CHENNAI-600127

JUNE-2018

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Dr.V.Ramesh Kumar
Assistant Professor
Department of Sports Management And
Sports Psychology & Sports Sociology,
Tamilnadu Physical Education and Sports University,
Chennai-600127.

CERTIFICATE

This is to certify that the training work entitled“A STUDY ON EMPLOYEE

MOTIVATION” Is a bonafide work carried out by SARAVANA KUMAR

(20175407011) and submittedfor the partial fulfillment of the requirement for

theawardofthe degree ofMASTER OF BUSINESS ADMINISTRATION

(SPORTS MANAGEMENT)in the Department of Sports Management & Sports

psychology and Sports sociology, Tamilnadu Physical Education & Sports University during

the academic year 2016-2018.

Place : Chennai Signature of Guide

Date :

Signature of External Signature of Head of The

Examiner Department

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 DECLARATION

I hereby declare that the project work entitled “A STUDY ON EMPLOYEE

MOTIVATION” is done by me under the guidance of DR.V. RAMESH KUMAR

Assistantprofessorfor the partial fulfilment of the requirements for the award of the Degree of

Master of Business Administration (Sports Management) in the Department of

Sports Management and Sports Psychology & Sports Sociology, Tamil Nadu Physical

Education & Sports University, Chennai. I assure that the work is original and has not been

submitted earlier to this university or any other institution.

Place: Chennai

Date: (SARAVANA KUMAR)

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 ACKNOWLEDGEMENT

First of all I would like to express my gratitude to DR.SHAHIN AHMED Professor and
Head Of The Department Of Sports Management & Sports Psychology & Sports Sociology,
DR.S.PREM KUMAR Professor of Department of Sports Management, DR.V.RAMESH
KUMAR Assistant Professor Of Department Of Sports
ManagementMr.M.Kumaresanguest lecturer of department of sports management and
DR.G.NALLAVAN Assistant Professor Department of Sports Technology In Tamil Nadu
Physical Education& Sports University Chennai of Department of Sports Management for
providing me the permission for taking up this Project.

I acknowledge the co-operation and guidance provided byDR.V.RAMESH

KUMARAssistant professor Department of Sports Management.

I thank to the CEO of the HADO CONSULTECH PVT .LTD. for A Study on Employee
Motivation Mr.DEEPAK, for providing me with an opportunity to observe and learn about
the working and management system to pursue my project and all those various working
executives of the who were connected in my work.

(SARAVANA KUMAR)

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 CONTENTS

CHAPTER TITLE PAGE NUMBER

I INTRODUCTION TO 6 – 10
THE STUDY

II LITERATURE 11 – 13
REVIEW

III PROFILE OF THE 14

COMPANY

SWOT ANALYSIS 15 –17

IV

V CONCLUSION 18

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 CHAPTER I
INTRODUCTION TO THE STUDY

1 INTRODUCTION

1.1 Operational capability

Management’s basic job is the effective utilization of human resources for

achievements of organizational objectives. The personnel management is concerned
with organizing humanresources in such a way to get maximum output to the
enterprise and to develop the talent of people at work to the fullest satisfaction.
Motivation implies that one person, in organizationcontext a manager, includes
another, say an employee, to engage in action by ensuring that achannel to satisfy
those needs and aspirations becomes available to the person. In addition tothis, the
strong needs in a direction that is satisfying to the latent needs in employees
andharness them in a manner that would be functional for the organization.

1.2 Research Problem

The research problem here in this study is associated with the motivation of
employees of HADO CONSULTECH PVT .LTD, CHENNAI. There are a variety of
factors that caninfluence a person’s level of motivation; some of these factors include
1. The level of pay and benefits,
2. The perceived fairness of promotion system within a company,
3. Quality of the working conditions,
4. Leadership and social relationships,
5. Employee recognition
6. Job security
7. career development opportunities etc.

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1.3 Resources

A resources is a source or supply from which benefits is produced. Resources are two
types based upon their availability they are renewable and non-renewable resources.
Typically resources are materials, energy, staff, knowledge, or other assets that are
transformed to produce benefits and in the process may be consumed or made
unavailable. Benefits of resources utilization may include increased wealth or wants,
proper functioning of a system, or enhanced wellbeing. From a human perspective a
natural resources is anything obtained from the environment to satisfy human needs
and wants. From a broader biological or ecological perspective a resources satisfies
the needs of a living organism.

The concept of resources has been applied in diverse realms, with respect to
economics, biology and ecology, computer science, management, and human
resources, and is linked to the concept of competition, sustainability, conservation,
and stewardship. In application within human society, commercial or non-commercial
factors require resources allocation through resources management.

Resources have three main characteristics: utility, limited availability and potential for
depletion or consumption. Resources have been variously categorized as biotic
renewable versus non-renewable, and potential versus actual, along with more
elaborate classification.

1.4 Technology

Technology in the workplace allows businesses to expand quickly and efficiently.

Business technology such as video conferencing, social networks and virtual office
technology has removed workplace boundaries that previously limited business
expansion. With business technology, companies can target a wider customer base
and grow to highest levels.

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1.5 Improve Communication

Business technology is important because it improves communication in the

workplace. Office works are not limited to phone calls or inter-office mail to interact
with one another anymore. Electronic mail allows workers to send messages instantly
without interruption the recipient. Business technology also improves communication
with clients and business partners because information can be passed through multiple
channels almost instantly.

1.6 Human Capital

Technology in the workplace improves efficiency of screening, recruiting and hiring

potential candidates. Businesses utilize the internet to spread the word about
organization and advertise job opening. Hiring managers can target candidates by
using digital advertising technology that tracks the websites they visit. Technology
like personality assessments and screening tools allow businesses to determine
whether a potential candidate is appropriate fit for the organization.

1.7 Efficiency

Office technology save time by speeding up the work flow process. Digital filing
systems save space, paper and printing costs. The use of computer systems allows
corrections to be made instantly. Resources like electronic files and success to
information technology are available with the click of a button.

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1.8 Mobility

Technology in the workplace practically eliminates space and time. Video

conferencing technology lets businesses on any part of the globe interact with one
another. Technology reduces travel costs because businesses can set up virtual
meetings and distribute data without the need to be on the same room. Technology
allows businesses to establish a global presence at a fraction of the cost.

Let us see how these terms are related to our hado consultech pvt ltd, chennai

1. Processes are in the form of execution of operation in the field of Sports Facility
Management, which is basically related to the management work. The serious thing
which effects the execution processes is environmental condition, location of the
facility, climate condition, unavailability of manpower and equipment’s.

2. Resources which the company actually used are of two types:

a) Outsources

b) In- sources

 Outsources in a Sports Facility Management arelabours (for construction purpose).

 In-sources are different sports facilities, program development, cost containment,

human resources, marketing, and asset management.

3. Technology which is basically implemented in PDCSE is internet, mobile

communication and high tech sports equipment’s.

1.9 Internet

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 The main purpose of internet is communication, video conferencing, e-mail, social
media like Whatsapp, Twitter, linked-in and Facebook, Printing, and transactions of
money etc…,

1.10 Mobile communication

The facility provided by mobile communication is to get e-mail (to send daily reports
to the head of the particular departments), Whatsaap (to get text messages, images and
videos of daily operation), voice call, video call and printing.

Due to this technology we are getting some advantages like,

 It improves easy flow of communication

 Human capital ( screening, recruiting, and hiring potential candidates)
 Efficiency ( saves time and speeds up the work flow process, due to digital filing
system saves space, paper and printing costs, due to computer system data correction
will be done automatically)
 Mobility (eliminates space and time, due to video conferencing facility we can
monitor our work from our own place and reduces the travel cost)
 Collection of data (it provides all the necessary information for the analysis
 Flow of information In and Outside the facility
 Performance (big data can pinpoint a number of metrics useful to assessing
performance, both during competition and in training.
 Fan engagement (the web in particular has allowed sports fan to enjoy virtually any
sporting event around the globe in real time)
 Safety (due to the technological advancement in sports safety can also be ensured in
advance)
 Democratizing sport (many big data tools now available however are fairly cheap
and in many ways it is enabling poorer young people to get into sport at an early age.

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 CHAPTER II

2. LITERATURE REVIEW

Motivation is the core of management. Motivation is an effective instrument in the hands of

the management ininspiring the work force .It is the major task of every manager to motivate
his subordinate or to create the will to work among the subordinates .It should also be
remembered that theworker may be immensely capable of doing some work, nothing can be
achieved if he is notwilling to work .creation of a will to work is motivation in simple but
true sense of term.Motivation is an important function which very manager performs for
actuating the peopleto work for accomplishment of objectives of the organization .Issuance of
well conceivedinstructions and orders does not mean that they will be followed .A manager
has to makeappropriate use of motivation to enthuse the employees to follow them. Effective
motivationsucceeds not only in having an order accepted but also in gaining a determination
to see thatit is executed efficiently and effectively.In order to motivate workers to work for
the organizational goals, the managers mustdetermine the motives or needs of the workers
and provide an environment in whichappropriate incentives are available for their satisfaction
.If the management is successful indoing so; it will also be successful in increasing the
willingness of the workers to work. Thiswill increase efficiency and effectiveness of the
organization .There will be better utilizationof resources and workers abilities and capacities.

2.1 THE CONCEPT OF MOTIVATION

The word motivation has been derived from motive which means any idea, need or
emotionthat prompts a man in to action. Whatever may be the behavior of man, there is
somestimulus behind it .Stimulus is dependent upon the motive of the person concerned.
Motivecan be known by studying his needs and desires.There is no universal theory that can
explain the factors influencing motives which controlmans behavior at any particular point of
time. In general, the different motives operate atdifferent times among different people and
influence their behaviors. The process of motivation studies the motives of individuals which
cause different type of behavior.

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2.2 DEFINITION OF MOTIVATION

According to Edwin B Flippo, “Motivation is the process of attempting to influence othersto

do their work through the possibility of gain or reward.

2.3 SIGNIFICANCE OF MOTIVATION

Motivation involves getting the members of the group to pull weight effectively, to givetheir
loyalty to the group, to carry out properly the purpose of the organization. Thefollowing
results may be expected if the employees are properly motivated.

1.The workforce will be better satisfied if the management provides them withopportunities
to fulfill their physiological and psychological needs. The workers willcooperate voluntarily
with the management and will contribute their maximum towardsthe goals of the enterprise.

2.Workers will tend to be as efficient as possible by improving upon their skills

andknowledge so that they are able to contribute to the progress of the organization. Thiswill
also result in increased productivity.

3.The rates of labor’s turnover and absenteeism among the workers will be low.

4.There will be good human relations in the organization as friction among the
workersthemselves and between the workers and the management will decrease.

5.The number of complaints and grievances will come down. Accident will also be low.

6.There will be increase in the quantity and quality of products. Wastage and scrap will
beless. Better quality of products will also increase the public image of the business.

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2.4 MOTIVATION PROCESSS

1.Identification of need

2.Tension

3.Course of action

4.Result –Positive/Negative

5.Feed back

2.5 THEORIES OF MOTIVATION

Understanding what motivated employees and how they were motivated was the focus of
many researchers following the publication of the Hawthorne study results (Terpstra, 1979).
major approaches that have led to our understanding of motivation are Two factor Theory.

2.5.1 TWO FACTOR THEORY

Douglas McGregor introduced the theory with the help of two views; X assumptions
areconservative in style Assumptions are modern in style.

X Theory

• Individuals inherently dislike work.

• People must be coerced or controlled to do work to achieve the objectives.

• People prefer to be directed

Y Theory

• People view work as being as natural as play and rest

• People will exercise self direction and control towards achieving objectives they
arecommitted to

• People learn to accept and seek responsibility.

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 CHAPTER III

3.1 COMPANY PROFILE

The year 2016 saw the birth of India. It was also the year HADO CONSULTECH PVT LTD,
CHENNAI was founded. Over the decades, it has blazed a pioneering path in the
TECHNOLOGY company and has grown into a formidable player. The corporate office of
HIL issituated at chennai.

3.1.1 Mission and Vision of Hyderabad Industries Limited

To maintain leadership in Fibre cement products industry and

develop complementaryproducts and services to strengthen the
core business of building products.

• Fulfilment of market needs with cost effective solutions for enduring and enhancedcustomer
satisfaction.

• Striving for excellence in all the area of company’s operation.

• Innovative solutions to create world class products and services fostering collectivewisdom
and commitment of employees to create corporate and group culture and valueswhich they
are proud to be part of.

• Maintain equitable balance between development and environmental needs of the society.

3.1.2 QUALITY POLICY

Provide products and services that adequately and consistently meet specified and
identifiedneeds of customers by

• Continues upgrade of product value and by

• Building customer responsive environment

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 CHAPTER -IV

SWOT Analysis
SWOT analysis is a useful technique for understanding your strength and weakness, and for
identifying both the opportunities open to you and the threats you face.

Strengths and weaknesses are often internal to your organization, while opportunities and
threats generally relate to external factors. For this reason, SWOT is sometimes called
Internal-External Analysis and the SWOT Matrix is sometimes called an IE Matrix.

Strength

The centre strengths are its resources and capabilities that can be used as a basis for
developing a competitive advantage.

Some of them are listed down.

 Multi-sporting complex will attract large group

 Providing training sessions
 Potential investors will see the benefits to local community
 Centre will provide the only all weather sporting facility in area
 Competitions will bring back team again each seasons
 Capture the attention of sporting bodies venue hire
 Celebrity as a mentors to attract outsiders as well as investors
 International standard playing courts
 Huge amount of space to expand in future
 Qualified trainers

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  India’s only private sports facility
 Goodwill of the organization
 Sound management of the organization

Weakness

The absence of the certain strength may be viewed as a weakness. For example each of the
following are consider as weakness.

 Maintaining casual and volunteer staff

 Looking after the premises to look new and fresh always
 Pressure from head departments to reach targets and KPI’S
 Location of the facility is quiet far from the main city
 Less number of safety equipment
 No cameras inside the campus area
 Food in the restaurant is not according to international standard

Opportunities

The external environmental analysis may reveal certain new opportunities for profit and
growth. Some examples of such opportunities are listed down.

 Growing area
 Near schools
 No government interference because of private sports facility
 Connecting both rural and urban peoples with sports
 India’s only private sports facility with huge infrastructure
 Timely visit of elite athletes to the Centre

Threats

Changes in the external environment may bring threat to the centre. Some of the examples of
such threats are listed down.

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  Limited public transportation from outside of the area
 Competition of another centre opening in the area
 Membership numbers may take time to develop. This cause concerns for covering
costs early in the business infancy
 Existing community sports clubs near by that area.

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 CHAPTER-V

5.1 CONCLUSION

The study concludes that, the motivational program procedure in HADO

CONSULTECH PVT LTD, CHENNAI is found effective but not highly effective.
The study on employee motivation highlighted so many factors which will help to
motivate the employees. The study was conducted among 6 employees and collected
information through structured questionnaire. The study helped to findings which
were related with employee motivational programs which are provided in the
organization.

5.2 SCOPE FOR FUTURE RESEARCH

The present study on employee motivation helps to get clear picture about the factors
whichmotivates the employees. This in turn helps the management to formulate
suitable policy tomotivate the employees. Hence, the motivational level of the
employees may also change.

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