Executive summary

1.1 INTRODUCTION
The project work entitled a STUDY ON EMPLOYEE MOTIVATION with
special reference to Hyderabad Industries Ltd; Thrissur is mainly conducted
to identify the factors which will motivate the employees and the
organizational functions in Hyderabad Industries Ltd, Thrissur.
Management’s basic job is the effective utilization of human resources for
achievements oforganizational 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.
Employee motivation is one of the major issues faced by every
organization. It is the majortask of every manager to motivate his
subordinates or to create the ‘will to work’ among thesubordinates. It should
also be remembered that a worker may be immensely capable ofdoing
some work; nothing can be achieved if he is not willing to work. A manager
has tomake appropriate use of motivation to enthuse the employees to
follow them. Hence thisstudies also focusing on the employee motivation
among the employees of HyderabadIndustries Ltd.
The data needed for the study has been collected from the employees
through questionnairesand through direct interviews. Analysis and
interpretation has been done by using thestatistical tools and data’s are
presented through tables and charts.

1.2 RESEARCH PROBLEM

The research problem here in this study is associated with the motivation of
employees ofHYDERABAD INDUSTRIES LIMITED, Thrissur. 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.
Motivated employees are a great asset to any organisation. It is because
the motivation and Job
satisfaction is clearly linked. Hence this study is focusing on the employee
motivation in the
organisation. The research problem is formulated as follows:
“What are the factors which help to motivate the employees?
1.3 SIGNIFICANCE OF THE STUDY
The study is intended to evaluate motivation of employees in the
organization. A goodmotivational program procedure is essential to achieve
goal of the organization. If efficientmotivational programmes of employees
are made not only in this particular organization butalso any other
organization; the organizations can achieve the efficiency also to develop
agood organizational culture.
Motivation has variety of effects. These effects may be seen in the context
of an individual’sphysical and mental health, productivity, absenteeism and
turnover. Employee delight has tobe managed in more than one way. This
helps in retaining and nurturing the true believers
“who can deliver value to the organization. Proliferating and nurturing the
number of
“true believers”1is the challenge for future and present HR managers
This means innovation and creativity. It also means a change in the gear
for HR polices andpractices. The faster the organizations nurture their
employees, the more successful they willbe. The challenge before HR
managers today is to delight their employees and nurture theircreativity to
keep them a bloom.
This study helps the researcher to realize the importance of effective
employee motivation.This research study examines types and levels of
employee motivational programmes andalso discusses management ideas
that can be utilized to innovate employee motivation. Ithelps to provide
insights to support future research regarding strategic guidance
fororganizations that are both providing and using reward/recognition
programs.

OBJECTIVES

Primary objective
To study the important factors which are needed to motivate the
employees.
1.4.2 Secondary Objective.
1.To study the effect of monetary and non-monetary benefits provided by
the
organization on the employee’s performance.
2.To study the effect of job promotions on employees.
3.To learn the employee’s satisfaction on the interpersonal relationship
exists in the
organization.
4. To provide the practical suggestion for the improvement of organization’s
performance
1.5 RESEARCH HYPOTHESIS

A STUDY ON EMPLOYEE MOTIVATION

A sample design is a finite plan for obtaining a sample from a given
population. Simple
random sampling is used for this study.
1.6.2 Universe.
The universe chooses for the research study is the employees of
Hyderabad Industries Ltd.
1.6.3 Sample Size.
Number of the sampling units selected from the population is called the
size of the sample.
Sample of 50 respondents were obtained from the population.
1.6.4 Sampling Procedure.
The procedure adopted in the present study is probability sampling, which
is also known aschance sampling. Under this sampling design, every item
of the frame has an equal chanceof inclusion in the sample.
1.6.5 Methods of Data Collection.
The data’s were collected through Primary and secondary sources.
1.6.5.1 Primary Sources.
Primary data are in the form of “raw material” to which statistical methods
are applied for
the purpose of analysis and interpretations.
The primary sources are discussion with employees, data’s collected
through questionnaire.
1.6.5.2 Secondary Sources.
Secondary data’s are in the form of finished products as they have already
been treated
statistically in some form or other.
The secondary data mainly consists of data and information collected from
records,company websites and also discussion with the management of
the organization. Secondarydata was also collected from journals,
magazines and books.
1.6.6 Nature of Research.
5
A STUDY ON EMPLOYEE MOTIVATION
Descriptive research, also known as statistical research, describes data
and characteristicsabout the population or phenomenon being studied.
Descriptive research answers thequestions who, what, where, when and
how.
Although the data description is factual, accurate and systematic, the
research cannotdescribe what caused a situation. Thus, descriptive
research cannot be used to create a causalrelationship, where one variable
affects another. In other words, descriptive research can besaid to have a
low requirement for internal validity.
1.6.7 Questionnaire.
A well defined questionnaire that is used effectively can gather information
on both overallperformance of the test system as well as information on
specific components of the system.A defeated questionnaire was carefully
prepared and specially numbered. The questionswere arranged in proper
order, in accordance with the relevance.
1.6.8 Nature of Questions Asked.
The questionnaire consists of open ended, dichotomous, rating and ranking
questions.
1.6.9 Pre-testing
A pre-testing of questionnaire was conducted with 10 questionnaires, which
were distributedand all of them were collected back as completed
questionnaire. On the basis of doubtsraised by the respondents the
questionnaire was redialed to its present form.
1.6.10 Sample
A finite subset of population, selected from it with the objective of
investigating itsproperties called a sample. A sample is a representative
part of the population. A sample of50 respondents in total has been
randomly selected. The response to various elements undereach questions
were totaled for the purpose of various statistical testing.
1.6.11. Variables of the Study.
The direct variable of the study is the employee motivation

METHODOLOGY.
Research is a systematic method of finding solutions to problems. It is
essentially aninvestigation, a recording and an analysis of evidence for the
purpose of gaining knowledge.According to Clifford woody, “research
comprises of defining and redefining problem,formulating hypothesis or
suggested solutions, collecting, organizing and evaluating data,reaching
conclusions, testing conclusions to determine whether they fit the
formulatedhypothesis”2
1.6.1 Sampling Design.
2Kothari C R. “Research Methodology-Methods & Techniques”-2nd revised
edition (2007) New Age
International Publishers- New Delhi.
4

A STUDY ON EMPLOYEE MOTIVATION

A sample design is a finite plan for obtaining a sample from a given
population. Simple
random sampling is used for this study.
1.6.2 Universe.
The universe chooses for the research study is the employees of
Hyderabad Industries Ltd.
1.6.3 Sample Size.
Number of the sampling units selected from the population is called the
size of the sample.
Sample of 50 respondents were obtained from the population.
1.6.4 Sampling Procedure.
The procedure adopted in the present study is probability sampling, which
is also known aschance sampling. Under this sampling design, every item
of the frame has an equal chanceof inclusion in the sample.
1.6.5 Methods of Data Collection.
The data’s were collected through Primary and secondary sources.
1.6.5.1 Primary Sources.
Primary data are in the form of “raw material” to which statistical methods
are applied for
the purpose of analysis and interpretations.
The primary sources are discussion with employees, data’s collected
through questionnaire.
1.6.5.2 Secondary Sources.
Secondary data’s are in the form of finished products as they have already
been treated
statistically in some form or other.
The secondary data mainly consists of data and information collected from
records,company websites and also discussion with the management of
the organization. Secondarydata was also collected from journals,
magazines and books.
1.6.6 Nature of Research

A STUDY ON EMPLOYEE MOTIVATION

Indirect variables are the incentives, interpersonal relations, career
development
opportunities and performance appraisal system.
1.6.12. Presentation of Data.
The data are presented through charts and tables.
1.6.13. Tools and Techniques for Analysis.
Correlation is used to test the hypothesis and draw inferences

2. analysis
Rensis Likerthas called motivation as the core of management. Motivation
is the core ofmanagement. 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 ofmotivation studies the motives of
individuals which cause different type of behavior.
2.2 Definition of Motivation.
8

A STUDY ON EMPLOYEE MOTIVATION

 According to Edwin B Flippo, “Motivation is the process of attempting to
influence others
to 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 give their loyalty to the group, to carry out properly the
purpose of the organization. The following 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 workers
themselves 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 be
less. Better quality of products will also increase the public image of the
business.
2.4 Motivation Process.
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 ofmany researchers following the publication of the
Hawthorne study results (Terpstra, 1979).Six major approaches that have
led to our understanding of motivation are Mcclelland’sAchievement Need
Theory, Behavior Modification theory; Abraham H Mallows needhierarchy
or Deficient theory of motivation. J.S. Adam’s Equity Theory, Vrooms
ExpectationTheory, Two factor Theory.
2.5.1 McClelland’s Achievement Need Theory.
According to McClelland’s there are three types of needs;
Need for Achievement (n Ach);
This need is the strongest and lasting motivating factor. Particularly in case
of persons whosatisfy the other needs. They are constantly pre occupied
with a desire for improvement andlack for situation in which successful
outcomes are directly correlated with their efforts.They set more difficult but
achievable goals for themselves because success with easilyachievable
goals hardly provides a sense of achievement.
Need for Power (n Pow)
It is the desire to control the behavior of the other people and to manipulate
thesurroundings. Power motivations positive applications results in
domestic leadership style,while it negative application tends autocratic
style.
Need for affiliation (n Aff)
It is the related to social needs and creates friendship. This results in
formation of informal
groups or social circle.
2.5.2 Behavioral Modification Theory;
10

A STUDY ON EMPLOYEE MOTIVATION

According to this theory people behavior is the outcome of favorable and
unfavorable pastcircumstances. This theory is based on learning theory.
Skinner conducted his researchesamong rats and school children. He
found that stimulus for desirable behavior could bestrengthened by
rewarding it at the earliest. In the industrial situation, this relevance of
thistheory may be found in the installation of financial and non financial
incentives.
More immediate is the reward and stimulation or it motivates it. Withdrawal
of rewardincase of low standard work may also produce the desired result.
However, researches showthat it is generally more effective to reward
desired behavior than to punish undesired behavior.
2.5.3 Abraham H Maslow Need Hierarchy or Deficient theory of Motivation.
The intellectual basis for most of motivation thinking has been provided by
behavioral
scientists, A.H Maslow and Frederick Heizberg, whose published works are
the “Bible of
Motivation”. Although Maslow himself did not apply his theory to industrial
situation, it has
wide impact for beyond academic circles. Douglous Mac Gregor has used
Maslow’s theory
to interpret specific problems in personnel administration and industrial
relations.
The crux of Maslow’s theory is that human needs are arranged in hierarchy
composed offive categories. The lowest level needs are physiological and
the highest levels are the selfactualization needs. Maslow starts with the
formation that man is a wanting animal with ahierarchy of needs of which
some are lower ins scale and some are in a higher scale orsystem of
values. As the lower needs are satisfied, higher needs emerge. Higher
needscannot be satisfied unless lower needs are fulfilled. A satisfied need
is not a motivator. Thisresembles the standard economic theory of
diminishing returns. The hierarchy of needs atwork in the individual is today
a routine tool of personnel trade and when these needs areactive, they act
as powerful conditioners of behavior- as Motivators.
Hierarchy of needs; the main needs of men are five. They are physiological
needs, safetyneeds, social needs, ego needs and self actualization needs,
as shown in order of theirimportance

A STUDY ON EMPLOYEE MOTIVATION

Fig (2.1)
The above five basic needs are regarded as striving needs which make a
person do things.The first model indicates the ranking of different needs.
The second is more helpful inindicating how the satisfaction of the higher
needs is based on the satisfaction of lowerneeds. It also shows how the
number of person who has experienced the fulfillment of thehigher needs
gradually tapers off.
Physiological or Body Needs: - The individual move up the ladder
responding first to the
physiological needs for nourishment, clothing and shelter. These physical
needs must be
equated with pay rate, pay practices and to an extent with physical
condition of the job.
Safety: - The next in order of needs is safety needs, the need to be free
from danger, either
from other people or from environment. The individual want to assured,
once his bodilyneeds are satisfied, that they are secure and will continue to
be satisfied for foreseeablefeature. The safety needs may take the form of
job security, security against disease,misfortune, old age etc as also
against industrial injury. Such needs are generally met bysafety laws,
measure of social security, protective labor laws and collective agreements.
12
Self-
Actualization
Ego Needs
Social Needs
Safety Needs
Physiological Needs
A STUDY ON EMPLOYEE MOTIVATION
Social needs: - Going up the scale of needs the individual feels the desire
to work in a
cohesive group and develop a sense of belonging and identification with a
group. He feelsthe need to love and be loved and the need to belong and
be identified with a group. In alarge organization it is not easy to build up
social relations. However close relationship canbe built up with at least
some fellow workers. Every employee wants too feel that he iswanted or
accepted and that he is not an alien facing a hostile group.
Ego or Esteem Needs: - These needs are reflected in our desire for status
and recognition,
respect and prestige in the work group or work place such as is conferred
by the recognitionof ones merit by promotion, by participation in
management and by fulfillment of workersurge for self expression. Some of
the needs relate to ones esteem
e.g.; need for achievement, self confidence, knowledge, competence etc.
On the job, thismeans praise for a job but more important it means a feeling
by employee that at all times hehas the respect of his supervisor as a
person and as a contributor to the organizational goals.
Self realization or Actualization needs: - This upper level need is one which
when
satisfied provide insights to support future research regarding strategic
guidance fororganization that are both providing and using
reward/recognition programs makes theemployee give up the dependence
on others or on the environment. He becomes growthoriented, self
oriented, directed, detached and creative. This need reflects a state defined
interms of the extent to which an individual attains his personnel goal. This
is the need whichtotally lies within oneself and there is no demand from any
external situation or person.
2.5.4 J.S Adams Equity Theory
Employee compares her/his job inputs outcome ratio with that of reference.
If the employeeperceives inequity, she/he will act to correct the inequity:
lower productivity, reducedquality, increased absenteeism, voluntary
resignation.
2.5.5 Vrooms Expectation Theory

Vroom’s theory is based on the belief that employee effort will lead to
performance andperformance will lead to rewards (Vroom, 1964). Reward
may be either positive or negative.The more positive the reward the more
likely the employee will be highly motivated.Conversely, the more negative
the reward the less likely the employee will be motivated.
2.5.6 Two Factor Theory
Douglas McGregor introduced the theory with the help of two views; X
assumptions are
conservative 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 are
committed to
•
People learn to accept and seek responsibility.
2.6 Types of Motivation.
Intrinsic motivation occurs when people are internally motivated to do
something because iteither brings them pleasure, they think it is important,
or they feel that what they arelearning is morally significant.
Extrinsic motivation comes into play when a student is compelled to do
something or act a
certain way because of factors external to him or her (like money or good
grades)
2.7 Incentives
14

A STUDY ON EMPLOYEE MOTIVATION

An incentive is something which stimulates a person towards some goal. It
activates humanneeds and creates the desire to work. Thus, an incentive is
a means of motivation. Inorganizations, increase in incentive leads to better
performance and vice versa.
2.7.1 Need for Incentives
Man is a wanting animal. He continues to want something or other. He is
never fullysatisfied. If one need is satisfied, the other need need arises. In
order to motivate theemployees, the management should try to satisfy their
needs. For this purpose, both financialand non financial incentives may be
used by the management to motivate the workers.Financial incentives or
motivators are those which are associated with money. They includewages
and salaries, fringe benefits, bonus, retirement benefits etc. Non financial
motivatorsare those which are not associated with monetary rewards. They
include intangibleincentives like ego-satisfaction, self-actualization and
responsibility.
INCENTIVES
Financial Incentives
Non-financial incentives
-Wages and Salaries.
- Competition
- Bonus
- Group recognition
- Medical reimbursement
- Job security
- Insurance
- Praise
- Housing facility
-Knowledge of result
- Retirement benefits.
- Workers participation.
- Suggestion system.
- Opportunities for growth
2.8 Motivation is the key to performance improvement
There is an old saying you can take a horse to the water but you cannot
force it to drink; it
will drink only if it's thirsty - so with people. They will do what they want to
do or otherwisemotivated to do. Whether it is to excel on the workshop floor
or in the 'ivory tower' they

must be motivated or driven to it, either by themselves or through external

stimulus.
Are they born with the self-motivation or drive? Yes and no. If no, they can
be motivated,for motivation is a skill which can and must be learnt. This is
essential for any business tosurvive and succeed.
Performance is considered to be a function of ability and motivation, thus:
•
Job performance =f(ability)(motivation)
Ability in turn depends on education, experience and training and its
improvement is a slowand long process. On the other hand motivation can
be improved quickly. There are manyoptions and an uninitiated manager
may not even know where to start. As a guideline, thereare broadly seven
strategies for motivation.
There are broadly seven strategies for motivation.
•
Positive reinforcement / high expectations
•
Effective discipline and punishment
•
Treating people fairly
•
Satisfying employees needs
•
Setting work related goals
•
Restructuring jobs
•
Base rewards on job performance
Essentially, there is a gap between an individual’s actual state and some
desired state and themanager tries to reduce this gap. Motivation is, in
effect, a means to reduce and manipulatethis gap.

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 Top of Form

Product Month
Apr

2011 Get Report

Year
Bottom of Form

AC
DA BUY/S RESUL GAIN/L
SCRIP PRI TGT SL
TE ELL T OSS
CE
01- BOOK
Apr- PROFIT
201 5586 55710,55500,5 5620 @
1 SILVER Sell 0 5100 0 55300 +16860
04-
Apr-
201 ALUMIN 117.70,118.70, 116. EXIT @
1 IUM Buy 117 120 20 COST
04- 2ND
Apr- TG
201 5624 56450,56700,5 5586 ACHIE
1 SILVER Buy 0 7100 6 VED +13800
04-
Apr-
201 CRUDEO 4850,4875,490
1 IL Buy 4825 0 4790 SL HIT -3500
04-
Apr- 1ST TG
201 107. 105. ACHIE
1 ZINC Buy 50 108.20,109,110 80 VED +3500
05-
Apr-
201 5710 57290,57480,5 5679
1 SILVER Buy 0 7890 0 SL HIT -9300
05-
Apr-
201 125. 125.90,126.50,
1 LEAD Buy 20 127.40 124 SL HIT -6000
06- 2ND
Apr- TG
201 124. 125.20,125.90, 123. ACHIE
1 LEAD Buy 70 127 90 VED +6000
06-
Apr- ALL TG
201 1162,1168,117 ACHIE
1 NICKEL Buy 1154 5 1144 VED +5250
07- 2ND
Apr- TG
201 107. 108.40,109.20, 105. ACHIE
1 ZINC Buy 70 110 50 VED +6000
07-
Apr- 1ST TG
201 5780 57990,58180,5 5720 ACHIE
1 SILVER Buy 0 8500 0 VED +5700
08- 2ND
Apr- TG
201 108. 109.60,110.30, 107. ACHIE
1 ZINC Buy 80 111 90 VED +7500
11-
Apr-
201 2139 21450,21520,2 2127 EXIT @
1 GOLD Buy 0 1590 0 COST
11-
Apr-
201 1242,1248,125
1 NICKEL Buy 1232 2 1220 SL HIT -3000
11-
Apr-
201 443.80,445,447
1 COPPER Buy 442 .50 439 SL HIT -3000
12- SILVER Buy 5995 60140,60450,6 5950 BOOK +5340
Apr- PROFIT
201 IN
1 0 1000 0 60125
12-
Apr- 1ST TG
201 435. 431.40,429.20, 440. ACHIE
1 COPPER Sell 40 428 20 VED +4000
12-
Apr-
201 2135 2127
1 GOLD Buy 0 21440,21490 0 SL HIT -8000
13-
Apr-
201 ALUMIN 117. 118.30,119.20, 116.
1 IUM Buy 70 120 40 SL HIT -6500
13-
Apr- 1ST TG
201 CRUDEO 4768,4795,485 ACHIE
1 IL Buy 4735 0 4690 VED +3300
13-
Apr- 1ST TG
201 433.80,435,437 ACHIE
1 COPPER Buy 432 .50 429 VED +1800
13-
Apr-
201 2125 21190,21120,2 2135 EXIT @
1 GOLD Sell 0 1000 0 21270 -2000
13- 2ND
Apr- TG
201 108.20,107.60, 110. ACHIE
1 ZINC Sell 109 107 20 VED +7000
14-
Apr- ALL TG
201 2132 21370,21420,2 2121 ACHIE
1 GOLD Buy 0 1500 0 VED +18000
15- GOLD Buy 2155 21590,21640,2 2147 SL HIT -8000
Apr- 0 1750 0
201
1
15-
Apr-
201 119. 120.20,120.90,
1 LEAD Buy 50 123 118 SL HIT -7500
18-
Apr- 1ST TG
201 2159 21550,21520,2 2163 ACHIE
1 GOLD Sell 0 1450 0 VED +4000
18-
Apr-
201 419. 421.50,423.50, 417.
1 COPPER Buy 40 426 20 SL HIT -2200
18-
Apr- ALL TG
201 CRUDEO 4855,4830,480 ACHIE
1 IL Sell 4885 5 4932 VED +8000
18-
Apr-
201 6310 63280,63490,6 6279
1 SILVER Buy 0 3700 0 SL HIT -9300
19-
Apr- ALL TG
201 6335 63570,63750,6 6274 ACHIE
1 SILVER Buy 0 4000 0 VED +19500
19- 2ND
Apr- TG
201 115. 116.20,117,118 114. ACHIE
1 LEAD Buy 50 .50 20 VED +7500
20-
Apr- ALL TG
201 416. ACHIE
1 COPPER Buy 420 422,423.50,426 50 VED +6000
20- SILVER Buy 6492 65150,65350,6 6420 ALL TG +24900
Apr- 0 5750 0 ACHIE
201 VED
1
20-
Apr- 1ST TG
201 2183 21875,21930,2 2174 ACHIE
1 GOLD Buy 0 2000 0 VED +4500
20- 2ND
Apr- TG
201 117. 118.20,118.90, 116. ACHIE
1 LEAD Buy 50 120 30 VED +7000
21-
Apr- ALL TG
201 424. 426.80,429.50, ACHIE
1 COPPER Buy 50 432 421 VED +7500
21-
Apr- 1ST TG
201 2189 21850,21810,2 2196 ACHIE
1 GOLD Sell 0 1760 0 VED +4000
21-
Apr- 1ST TG
201 6730 67100,66720,6 6772 ACHIE
1 SILVER Sell 0 6200 0 VED +6000
21- 2ND
Apr- TG
201 104. 104.70,105.30, 102. ACHIE
1 ZINC Buy 10 106.50 80 VED +6000
21- 2ND
Apr- TG
201 CRUDEO 5005,5020,505 ACHIE
1 IL Buy 4980 0 4950 VED +4000
25-
Apr- ALL TG
201 1186,1179,117 ACHIE
1 NICKEL Sell 1195 0 1205 VED +6250
25-
Apr- 1ST TG
201 CRUDEO 5060,5085,512 ACHIE
1 IL Buy 5040 5 5005 VED +2000
25-
Apr- ALL TG
201 103.20,102.50, 105. ACHIE
1 ZINC Sell 104 101 20 VED +15000
26-
Apr-
201 1153,1147,114
1 NICKEL Sell 1162 0 1173 SL HIT -2750
26-
Apr-
201
1 COPPER Sell 419 417,415,413 423 SL HIT -4000
26-
Apr-
201 6720 67020,66750,6 6745 EXIT @
1 SILVER Sell 0 6600 0 67250 -1500
26-
Apr- ALL TG
201 2194 21890,21830,2 2198 ACHIE
1 GOLD Sell 0 1770 2 VED +17000
27- 2ND
Apr- TG
201 1175,1168,116 ACHIE
1 NICKEL Sell 1183 0 1193 VED +3750
27-
Apr- ALL TG
201 ACHIE
1 COPPER Sell 421 419,417,414 424 VED +7000
27-
Apr- 1ST TG
201 2194 21890,21850,2 2199 ACHIE
1 GOLD Sell 0 1810 0 VED +5000
27-
Apr-
201 113. 112.80,112.10, 114. EXIT @
1 LEAD Sell 50 111.50 30 COST
28- COPPER Sell 419 417.20,415.50, 422. ALL TG +7000
Apr-
201 ACHIE
1 412 10 VED
28-
Apr-
201 2222 22160,22110,2 2225
1 GOLD Sell 0 2050 0 SL HIT -3000
28-
Apr- ALL TG
201 1190,1182,117 ACHIE
1 NICKEL Sell 1198 2 1208 VED +6500
28-
Apr- ALL TG
201 7110 71450,71750,7 7055 ACHIE
1 SILVER Buy 0 2000 0 VED +27000
Net Profit 229900/-

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Research & Development.

Research and Development Center of Hyderabad Industries Limited is fully
equipped withlatest state-of-art technology, equipment and test facilities
including Pilot Plants situated inultra modern spacious building covering an
area of about 11000 sft of main Building andabout 16000 sft area of Pilot
Plant. HIL, R & D center is recognized by Department ofScience and
Technology Government of India.
HIL have been conferred with the DSIR National Award for R & D efforts in
industry
for the year 2000 in the area of new materials for "AEROCON INSTA
PANEL"
Dedicated team of scientists and engineers are constantly working for
product upgradation,optimum utilization of raw materials, development of
substitute materials, new products andnew product applications, saving
substantial amount of foreign exchange for the country.TheR & D Division
has contributed in the following specific areas:
•
Identification and development of environment friendly building products
with
emerging market needs
A STUDY ON EMPLOYEE MOTIVATION
•
Emphasis on process optimization, cost reduction and development of
value added
products.
•
Effective utilization of energy, water and waste material.
•
Absorption of imported technical know-how.
•
Development of new products i.e., Aerocon Insta - Panels, Access Flooring
system,
pressed sheets, fire protection boards, Light weight AAC Blocks, non-
asbestos
jointing material for automobile industry etc.
Quality Policy
Provide products and services that adequately and consistently meet
specified and identified
needs of customers by

Continues upgrade of product value and by

Building customer responsive environment

In making and deliverance of the products and services
Philosophy
HYDERABAD INDUSTRIES LIMITED is committed to good Corporate
Governance. TheCompany has been following good principles of business
over the years by following all thelaws and regulations of the land with an
emphasis on accountability, trusteeship, andintegrity. It is our responsibility
to ensure that the organization is managed in a manner thatprotects and
furthers the interests of our stakeholders.
26

A STUDY ON EMPLOYEE MOTIVATION

3.3. DEPARTMENT PROFILE
The organization has mainly 5 departments. They are
1.HUMAN RESOURCE DEPARTMENT
2. FINANCE DEPARTMENT
3. PURCHASE DEPARTMENT
4. MARKETING DEPARTMENT.
5. PRODUCTION DEPARTMENT
3.3.1 ORGANIZATION CHART OF HUMAN RESOURCE DEPARTMEN
A STUDY ON EMPLOYEE MOTIVATION
Sound financial decisions have been one of the critical practices in the
success of HyderabadIndustries Limited, Thrissur proper planning and long
vision of the financial managers helpthe company to undergo to smooth
sail. All monetary transactions of the company arehandled and brought to
account by the finance department.
3.3.3 ORGANISATION CHART OF PURCAHSE DEPARTMENT
The purchase manager is the only person who is the having the prime
authority to makeorders for the purchase of raw materials. After referring
the stock report of raw materials andfinished goods, the purchase manager
purchase the raw- materials in order to ensure thecontinuous flow of
production.
3.3.4 ORGANISATION CHART OF PRODUCTION DEPARTMENT
29
Assistants
Sr. Purchase Manager

Assistant Manager Purchase

Purchase Officer

Assistants
Production Manager
Deputy Manager Production
Deputy Manager Maintenance
Jr. Manager Production
Jr. Manager Production
Shift in charge

A STUDY ON EMPLOYEE MOTIVATION

3.4. Product Profile
3.4.1 Charminar Aerocon panels.
Charminar Aerocon Panel is a unique factory developed product that fulfills
the following
Green Building concept.
•
Raw material contains up to 40% Fly Ash (recycled power plant waste).
•
Excellent Thermal and Sound Insulation.
•
A good fire rating up to 2 hrs. -Depending upon thickness.
•
Factory cured panel -Dry construction at site.
•
Completely re-locatable.
•
Proven suitable for seismic and cyclone prone zones
Other Benefits:
•
Fast track construction -Tongue and groove joining system allows faster
construction.
•
Light weight -allows easy handling and erection.
•
Excellent water & termite resistance.
•
Can be given any surface finish
Applications:

A STUDY ON EMPLOYEE MOTIVATION

•
IS: 3007 - 1999 Code of practice for laying of Asbestos Cement Sheets,
Part-I,
Corrugated Sheets.
•
IS: 1626 (Part3) 1994 - Roofing fittings.
Applications
Charminar Roofing Sheets are an ideal building material for roofing and
side-cladding in:
•
Industrial buildings of all types
•
Food Storage Godowns
•
Warehouses & Cold Storages
•
Poultry farms, dairy farms and other agricultural sheds
•
Garages, Verandahs and Outhouses
•
Houses
•
School buildings
•
Public Utility Sheds
•
Cooling Towers
•
Cinema Halls
•
Stadiums
•
Railway & Bus Stations

4. ANALYSIS AND INTERPRETATION OF DATA

4.1 DESCRIPTIVE STATISTICS
4.1.1 Response about the support from the HR department

CONCLUSION:
The study concludes that, the motivational program procedure in
HYDERABADINDUSTRIES LTD is found effective but not highly effective.
The study on employeemotivation highlighted so many factors which will
help to motivate the employees. Thestudy was conducted among 50
employees and collected information through structured
58
A STUDY ON EMPLOYEE MOTIVATION
questionnaire. The study helped to findings which were related with
employee motivational
programs which are provided in the organization.
The performance appraisal activities really play a major role in motivating
the employees ofthe organization. It is a major factor that makes an
employee feels good in his work andresults in his satisfaction too. The
organization can still concentrate on specific areas whichare evolved from
this study in order to make the motivational programs more effective. Onlyif
the employees are properly motivated- they work well and only if they work
well theorganization is going to benefit out it. Steps should be taken to
improve the motivationalprograms procedure in the future. The suggestions
of this report may help in this direction.

5.6 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.

A STUDY ON EMPLOYEE MOTIVATION

The factors that motivate the employees may change with change in time
because the needsof employees too change with change in time. So
continuous monitoring and closeobservation of factors that motivate the
employees is necessary to maintain a competentwork force. Only with a
competent work force an organization can achieve its objective.Moreover,
human resource is the most valuable asset to any organization. A further
studywith in dept analysis to know to what extent these factors motivate the
employees is required.