Académique Documents
Professionnel Documents
Culture Documents
ON
"EMPLOYEE MOTIVATION AT SYNDICATE BANK"
1
DECLARATION
Anuj Tiwari
Roll No-
2
CERTIFICATION
was carried out by Anuj Tiwari under my guidance. This has not been
degree/diploma/certificate.
Anuj Tiwari
Roll No-
3
ABSTRACT
employees at work place. The study is to find out whether the employees are
satisfied with the motivational methods of SYNDICATE BANK and what are the
The sample size was 50. The data was analyzed by cross tabulation, pie charts, and
Ultimately most of the employees are satisfied with the Employee Motivation
system. And the strategies and practices adopted by the organization are good.
4
ACKNOWLEDGEMENTS
I avail the opportunity to thank the people with whom I have been associated
in successful completion of the Project. I had a great experience, pleasure and
immense satisfaction while performing this Project.
Anuj Tiwari
Roll No-
5
Table of Contents
List of Tables i
ii
List of Figures
1
1. INTRODUCTION
7
2. REVIEW OF LITERATURE
21
3. THE COMPANY\
4.2 Interpretations
LIST OF TABLES
6
S.N T. No. TABLE Page
O No.
1 3.1 Board of directors 31
2 3.2 Key Executives 31
3 4.1.1 The type of incentives motivate the employee more 33
4 4.1.2 Chi-square test-I 34
5 4.1.3 The factors which De-motivates the employee at work 36
place
6 4.1.4 Satisfaction of employees with the incentives provided by 37
org.
7 4.1.5 Effect of employee job on employee skills and abilites 38
8 4.1.6 Incentives and other benefits influence performance 39
9 4.1.7 Interest of management on motivation of employee 40
10 4.1.8 Management decisions in Employee department 41
11 4.1.9 Enthusiasium of employees at work 42
12 4.1.10 Encouragement of employees for doing work in better 43
way
13 4.1.11 Promotion of employees at work in the last six months 44
14 4.1.12 Recognization of employees work 45
15 4.1.13 Rank the factors which motivates employee most 46
16 4.1.14 Employees nomination for training and development 47
program
17 4.1.15 Management feedback to employees to solving work 48
related problems
18 4.1.16 Satisfaction of employees with their job 49
LIST OF FIGERS
7
S.N Fig.No FIGERS Page No.
O
1 4.1.a The type of incentives motivate the employee more 33
2 4.1.b The factors which De-motivates the employee at work 36
place
3 4.1.c Satisfaction of employees with the incentives provided 37
by org.
4 4.1.d Effect of employee job on employee skills and abilites 38
5 4.1.e Incentives and other benefits influence performance 39
6 4.1.f Interest of management on motivation of employee 40
7 4.1.g Management decisions in Employee department 41
8 4.1.h Enthusiasium of employees at work 42
9 4.1.i Encouragement of employees for doing work in better 43
way
10 4.1.j Promotion of employees at work in the last six months 44
11 4.1.k Recognization of employees work 45
12 4.1.l Rank the factors which motivates employee most 46
13 4.1.m Employees nomination for training and development 47
program
14 4.1.n Management feedback to employees to solving work 48
related problems
15 4.1.o Satisfaction of employees with their job 49
ii
8
CHAPTER: 1
INTRODUCTION
INTRODUCTION
9
Human beings are a resource to an organization. Like another resource they represent an
investment whose development and utilization require proper managing. There is a fundamental
Performance results from the interaction of physical, financial and human resource.
The first two are inanimate; they are translated into productivity only when human element is
introduced. In dealing with employees, however an intangible factor of will, violence or freedom
of choice is introduced, and workers can increase or decrease their productivity as they choose.
Motivation is one of the most important factors affecting human behavior. Motivation
not only affects other factors like perception and Learning but also affect the total performance
of an individual in organizational setting. This is the reason why managers attach great
At one time, employees were considered just another input into the production of goods
and services. What perhaps changed this way of thinking about employees was reached, referred
to as the Hawthorne studies, conducted by Elton Mayo from 1924 to 1932(Dickson, 1973). This
study found employees are not motivated solely by money and employee behavior is linked to
The Hawthorne studies began the human relations approach to management, where by
the needs and motivations of employees become the primary focus of managers (Bedeian, 1993).
RESEARCH PROBLEM
10
The research problem in this study is associated with the motivation of employees of
SYNDICATE BANK. There are a variety of factors that influence a persons level of motivation.
motivation and Job Satisfaction is clearly linked. Hence this study is focusing on the employee
programmes of employees are made not only in this particular organization but also any other
organization. The organizations can achieve the efficiency also to develop a good organizational
culture.
Motivation has variety of effects. These effects may be seen in the context of an
individuals physical and mental health, productivity, absenteeism and turnover. Employee
delight has to be managed in more than one way. This helps in retaining and nurturing the true
believers.
11
This study helps the researcher to realize the importance of effective employee
motivation. This research study examines types and levels of employee motivational programs
and also discusses management ideas that can be utilized to innovate employee motivation. It
helps to provide insights to support future research regarding strategic guidance for organizations
SYNDICATE BANK
2. To study the effect of monetary and non-monetary benefits provided by the organization
The project is done for the period of 45 days the information gathered may not be cent
12
1. This study covers those employees who are working at SYNDICATE BANK.
2. The understand and knowledge may vary from person to person. The replied gives by the
respondents are taken for granted, though they are not uniform.
3. Since names are mentioned in most of questionnaires, most of the employees answered
favorable to the company. This might have led to wring finding in the study.
4. The interpretation being based on percentage method is not definite.
5. The report is subjects to changes with fast changing scenario.
METHODOLOGY:
SCOPE:
1. The study is aimed at finding out the employees opinions of SYNDICATE BANK.
2. The research as taken up 50 samples for study.
3. The information obtained from the primary and secondary data was limited to
SYNDICATE BANK.
4. The study is restricted to a particular area (Lucknow, Chikkadapally).
Sample Design
13
A sample design is a finite plan for obtaining a sample from a given population. Simple
Sample Size
Number of the sampling units selected from the population is called the size of the
Sources of Information:
Primary Source:
The primary sources are discussion with employees, datas collected through
questionnaire.
Secondary Source:
The secondary data mainly consists of data and information collected from records,
companywebsites and also discussion with the management of the organization. Secondary data
Questionnaire:
A well defined questionnaire that is used effectively can gather information on both
overall performance of the test system as well as information on specific components of the
system. A defeated questionnaire was carefully prepared and specially numbered. The questions
14
15
CHAPTER: 2
LITERATURE REVIEW
INTRODUCTION
instrument in the hands of the management in inspiring 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 the worker may be immensely capable of doing some work,
nothing can be achieved if he is not willing to work .creation of a will to work is motivation in
16
Motivation is an important function which very manager performs for actuating the
people to work for accomplishment of objectives of the organization .Issuance of well conceived
instructions and orders does not mean that they will be followed .A manager has to make
appropriate use of motivation to enthuse the employees to follow them. Effective motivation
succeeds not only in having an order accepted but also in gaining a determination to see that it is
In order to motivate workers to work for the organizational goals, the managers must
determine the motives or needs of the workers and provide an environment in which appropriate
incentives are available for their satisfaction .If the management is successful in doing so; it will
also be successful in increasing the willingness of the workers to work. This will increase
efficiency and effectiveness of the organization .There will be better utilization of resources and
The word motivation has been derived from motive which means any idea, need or
emotion that promots a man into action. Whatever may be the behavior of man, there is some
stimulus behind it .Stimulus is dependent upon the motive of the person concerned. Motive can
17
There is no universal theory that can explain the factors influencing motives which
control mans behavior at any particular point of time. In general, the different motives operate at
different times among different people and influence their behaviors. The process of motivation
Meaning of motivation:
Motivation has been variously defined by scholars. Usually one or more of these words
are included in the definition: desires, wants, aims, goals, drives, movies and incentives.
Motivation is derived from the Latin word Move on which means to move.
Human motives are internalized goals within individuals. A motive is an inner state that
Definition:
1. Motivation is the complex forces starting and keeping a person at work in the
organization.
2. Motivation is the various drives within or environmental forces surrounding individual
employees of any emotion or desire operation ones will and prompting or driving at it to
action.
Motivation consists of the three interaction and interdependent elements of needs, drives
and goals.
Needs:
18
These are the deficient, and create whenever there is a physiological or psychological
imbalance.
Drive or motives:
These are set to alleviate needs. These are action oriented and provide an energizing
thrust toward goal accomplishment. They are the very heart of the motivation process.
Goal:
Goals are anything which will alleviate a need and reduce a drive.
Nature of motivation:
Following are some of the characteristics of motivation derive from the definitions
1. Based on motives: Motivation is base on individuals motive which are internal to individual.
These motives are in the form of feeling that the individual lacks something.
2. Goal directed behavior: Motivation Leads to goal directed behavior. A goal directed behavior
is one which satisfied the causes for which behavior takes place. Motivation has profound
nature if needs a types of behavior that need attempted to satisfied those needs.
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
19
1. The workforce will be better satisfied if the management provides them with
opportunities to fulfill their physiological and psychological needs. The workers will
cooperate voluntarily with the management and will contribute their maximum towards
knowledge so that they are able to contribute to the progress of the organization. This will
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.
Types of needs:
There are many needs which an individual may have and there are various ways in which
may be classified? Needs may be natural, biological phenomenon in an individual or these may
develop over the period of time through learning. Thus, need may be grouped into 3 categories:
1. Primary need
2. Secondary need
3. General needs
1) Primary needs: These are also known as physiological, biological, basic, or unclear needs.
These needs are common in human beings through their intensity differs.
2) Secondary needs: As contrast to primary needs, these are not natural but are learned by the
individual through experience and interaction. Emergency of these needs depends in learning.
20
3) General needs: Through a separate classification for general needs is not always given, such
a category seems necessary because there are a number of needs which lie in the grey area
between the primary and secondary needs. In fact, there are certain needs such as need for
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). Six
major approaches that have led to our understanding of motivation are McClellands
Achievement Need Theory, Behavior Modification theory; Abraham H Mallows need hierarchy
or Deficient theory of motivation. J.S. Adams Equity Theory, Vrooms Expectation Theory, Two
factor Theory.
This need is the strongest and lasting motivating factor. Particularly in case of persons
who satisfy the other needs. They are constantly pre occupied with a desire for improvement and
lack for situation in which successful outcomes are directly correlated with their efforts. They set
more difficult but achievable goals for themselves because success with easily achievable goals
It is the desire to control the behavior of the other people and to manipulate the
surroundings. Power motivations positive applications results in domestic leadership style, while
21
Need for affiliation (n Aff):
It is the related to social needs and creates friendship. This results in formation of
According to this theory people behavior is the outcome of favorable and unfavorable
past circumstances. This theory is based on learning theory. Skinner conducted his researches
among rats and school children. He found that stimulus for desirable behavior could be
strengthened by rewarding it at the earliest. In the industrial situation, this relevance of this
theory 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 reward
incase of low standard work may also produce the desired result. However, researches show that it
is generally more effective to reward desired behavior than to punish undesired behavior. The
water but you cannot force it to drink; it will drink only if it's thirsty - so with people. They will
Human beings have wants and desires which influence their behavior; only
the complex.
22
The person advances to the next level of needs only after the lower Level need is
The needs, listed from basic (lowest, earliest) to most complex (highest, Latest) are as
follows:
Self actualization
Self esteem
Social
Physiological
Employee compares her/his job inputs outcome ratio with that of reference. If the
employee perceiv es inequity, she/he will act to correct the inequity: lower productivity, reduced
Vrooms theory is based on the belief that employee effort will lead to performance and
performance will lead to rewards (Vroom, 1964). Reward may be either positive or negative. The
23
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.
Douglas McGregor introduced the theory with the help of two views; X assumptions are
X Theory
Y Theory
People will exercise self direction and control towards achieving objectives they are
Types of motivation:
1. Positive motivation.
2. Negative motivation.
Positive motivation is a process of attempting to influence others to do your will through the
Negative motivation or fear motivation is based force or fear. Fear causes person to act in a
certain way because they are afraid of the consequences if they dont Fear motivation is the push
mechanism.
24
The objective of motivation is to create condition in which people are willingly to work with
zeal, initiative, interest and enthusiasm, with a high personal and group.
Moral satisfaction with a sense of responsibility, loyalty and discipline and with pride and
confidence in a most cohesive manner so that the goal of an organization are achieved
effectively.
The job of a manager in the workplace is to get things done through employees. To do
this the manager should be able to motive employees. To understand motivation one must
understand human nature itself. Human nature can be very simple, yet very complex too. An
25
Ability in turn depends on education, experience and training and its improvement is a
slow and long process. On the other hand it can be improved quickly. As a guideline, there are
Positive reinforcement
Effective discipline and punishment
Treating people fairly
Satisfying employee needs
Setting work related goals
Restructuring job
Based rewards on job performance
them.
4. Recognize that supporting employees motivation is a process, not a task.
5. Support employees policies by using motivation by organization systems.
1. Inner drive
2. Outer (external) motivators.
A persons inner drives push and propel him/her towards an employer, a particular job,
career, line of study, or other activity. The outer (external) motivators are the mirror image the
employer or outside world offers in response to the inner drives. In order to attract the cream of
the crop of available workers, same as in his/her dealings with customers, the employer not only
1. Earn wages that will enable them to pay for basic necessities and additional luxuries such
26
3. Have medical and other insurance coverage
4. Acquire friends at work
5. Win recognition
6. Be acknowledge and rewarded for special efforts and contributions
7. Be able to advance in life and career-wise
8. Have opportunities for self-development
9. Improve their skills, knowledge, and know-how
10. Realize their ideal(s)
1. Employment
2. Adequate pay
3. Assistance to workers for their special needs (such as child care arrangements,
It is important that the employer discover other extraordinary needs applicants have before
hiring them and know beforehand whether she/he can satisfy those needs or not. An employee
may have:
27
In addition to needs and drives, workers have expectations from their employer-they
expect:
Most of these needs, expectations and aspirations are unexpressed-it is up to the employer to
develop a good system of company communications, employee relations, Motivation that will
lead to an environment of openness, cooperation, team work, and motivation that will benefit all
Motivational methods:
1. Building confidence:
2. Team building:
Team unite and work together when they identify a common purpose whether the aim is
the tallest tower made out of newspaper, or a game of rounders on the park. Competition in
Games and activities provide a perfect vehicle for explaining the Motivation process
(train the trainer for example) to managers, team leaders and trainers.
28
4. Personal motivation style and learning:
Everyone is different. Taking part in new games and activities outside of the work
situation illustrates peoples different strengths and working style preferences. Mutual respect
develops when people see skills and attributes in others that they didnt know existed.
5. Continual development:
Introducing people, staff or employees to new experiences opens their minds to new
avenues of personal development, and emphasizes the opportunity for continuous learning that is
available to us all.
To communicate we must understanding the other person. Empathy and intuitive skills
are right-side brain of the brain, which we use when we communicate and understand others.
Team activities and games promote communications and better mutual understanding-essential
29
CHAPTER: 3
THE COMPANY
30
INTRODUCTION
SYNDICATE BANK was established in 1925 in Udupi, the abode of Lord Krishna in coastal
Karnataka with a capital of Rs.8000/- by three visionaries - Sri Upendra Ananth Pai, a
businessman, Sri Vaman Kudva, an engineer and Dr.T M A Pai, a physician - who shared a
strong commitment to social welfare. Their objective was primarily to extend financial assistance
to the local weavers who were crippled by a crisis in the handloom industry through mobilizing
small savings from the community. The bank collected as low as 2 annas daily at the doorsteps of
the depositors through its Agents under its Pigmy Deposit Scheme started in 1928. This scheme
is the Bank's brand equity today and the Bank collects around Rs. 2 crore per day under the
scheme.
The progress of Syndicate Bank has been synonymous with the phase of progressive
banking in India. Spanning over 80 years of pioneering expertise, the Bank has created for itself
a solid customer base comprising customers of two or three generations. Being firmly rooted in
rural India and understanding the grassroot realities, the Bank's perception had vision of future
31
India. It has been propagating innovations in Banking and also has been receptive to new ideas,
without however getting uprooted from its distinctive socio-economic and cultural ethos. The
Bank has been operating as a catalyst of development across the country with particular
reference to the common man at the individual level and in rural/semi urban centers at the area
level. The Bank is well equipped to meet the challenges of the 21st century in the areas of
place and the skills and knowledge of the Bank's personnel are being upgraded through a variety
of training programmes to promote customer delight in every sphere of its activity. The Bank has
launched an ambitious technology plan called Centralized Banking Solution (CBS) whereby 500
of our strategic branches with their ATMs are being networked nationwide over a 4 year period.
32
1925 On 10.11.1925, the business of the Bank
Southern India Apex Bank Ltd. 20 Banks merged with the Bank during the period 1953-
1964.
1957 100th branch opened at Ilkal in Karnataka
1962 Entered Foreign Exchange business by opening Foreign Exchange Department at Bombay.
1963 Name of the Bank changed from "Canara Industrial & Banking Syndicate Ltd." to
Semi Urban centers. Opened a branch at Port Blair in Andaman and Nicobar islands
1970 First Staff Training College started at Head Office
1971 First specialized branch in Foreign Exchange opened at Delhi.
1972 Opened a branch at Lakshadweep islands
1976 First overseas branch opened at London on 17.8.76.
1983 Took up management of Al Shabei Finance and Exchange Co. in Doha
1984 Took up management of Musandam Exchange Co. in Muscat
1984 1000th branch opened at Delhi Hauz Khas
1989 1500th branch opened at Kanakumbi
1991 First Specialized Industrial Finance Branch opened at Mumbai.
1995 First Specialized Housing Finance Branch opened at Mangalore
1999 Bank raised Capital of Rs.125 Crore in Oct.1999 from more than 4 lakh shareholders
2000 First Specialized Capital Market Services branch opened at Mumbai
2001 First branch under CBS (Core Banking Solution) started operation at Bangalore.
2002 Centralized Banking Solution under the brand name "Syndicate-e-banking" launched at
products
2004 Utility bill payment services through Internet banking introduced.
2005 Introduced On-line reservation of Railway Tickets through Indian Railway Catering &
33
Tourism Corporation Ltd. (IRCTC) for Internet banking customers of our Bank.
2005 Bank approached the Capital Market with Rs.5 Crore equity shares at a premium of Rs.40
through Book building route Bank collected Rs.250 Crore and the issue was
Pigmy Deposit Scheme - Bank's Brand Equity :
Launched in 1928 by Dr.T.M.A.Pai, one of the Founders to encourage the habit of thrift
and small savings. Pigmy Scheme symbolises the description of the Bank as "a small
1961 Industrial Finance Department was set up to encourage advances to Small Industries and
for introduction of social control measures in the country . 32% of the Bank's branches
were in rural areas as against 22% for the entire Banking system.
1969 Bank was nationalised on 19th July 1969. Bank was acknowledged as a live example of
mass banking and as a powerful catalyst of social change. Nationalisation therefore merely
34
1926 Established in a rural milieu to financially assist handloom weavers
1964 First Bank to venture into agricultural financing when the Banking system considered it
in Moradabad in U.P. Bank has so far sponsored 10 such RRBs which are all profit making
and act as trend setters in energising the rural economy. After amalgamation there are now
(to mark the Platinum Jubilee of the Bank) for pursuing rural development initiatives with
Handloom weavers, Fisherman, Service sector, Self employed persons, Rickshaw owners
and other Micro entrepreneurs to meet working capital or block capital or both and also
35
consumption needs has been launched.
2004 SKSCC: Syndicate Kissan Samrudhi Credit Card- A new product launched for meeting
production and investment credit needs of farmers for agriculture & allied activities and
agriculture essential for increasing their income level. Scheme for financing SC/STs for
2006 SyndicateGeneralpurposeCreditCardlaunched.
Scheme for financing tenant farmers: Two separate schemes have been launched to
provide need based credit to tenant farmers through Joint Liability Group (JLG) approach
need-based credit to entrepreneurs of small means. The product part of financial inclusion,
among the villagers, Bank started initiatives for clearing and cleaning of village ponds in
TECHNOLOGY INITIATIVES
36
1965 Installed first Data Processing machine at the Head Office.
1985 ALPMs introduced
1987 In House Computer at H.O. upgraded to ICIM 6000/40
1991 Established connectivity to SWIFT
1993 First totally computerized branch made operational at Nehru Place Delhi
1995 E-Mail facility introduced at 26 branches
1996 First Tele banking facility introduced at South Block Branch New Delhi
1996 First ATM installed at Gandhi Nagar, Bangalore.
1997 Bank's website launched
1998 Joined Indian Financial Network (INFINET) and VSAT Network
2001 Centralized Banking Solution (CBS) under the brand name "Syndicate-e-banking"
launched
2004 Internet Banking launched as one more Delivery Channel for CBS customers
centers Synd Bill Pay Scheme & Excise and Service Tax payments scheme launched
business as at 31.03.2007
101BranchescutovertoCBSonasingleday
37
Awards Won By The Bank Over The Years
welfare of community
1974 INDIAN MERCHANTS CHAMBER AWARD for outstanding contribution in promotion
of savings
1975 FICCI AWARD For outstanding achievements in agriculture
1975 LAGHU UDYOG SAHAKARI AWARD by the national alliance of young entrepreneurs
for bank's significant contributions to the development of small scale industries and
Development
38
1999 FICCI AWARD for institutional initiative in the field of "Rural Development" to
39
MANAGEMENT TEAM:
Board of Directors
Key Executives
(Table 3.2)
40
Rate of Interest, Charges & Fees at a glance:
Deposit accounts
Non-resident (External) Rupee Accounts (NRE A/cs.) - For Interest Rates Click NRE A/c
Foreign Currency Non-resident Accounts (FCNR(B) A/cs) -- For Interest Rates Click
FCNR (B)
For premature withdrawal of term deposits, the interest will be paid at the rate applicable
to the period for which the deposit remained with the Bank or at contracted rate
==============================================
===============================================
41
CHAPTER: 4
DATA ANALYSIS
AND
INTERPRETATIONS
a) Monetary incentives
b) Non-financial incentives
42
c) Both
(Table 4.1.1)
Particulars No. of Respondents Percentage
Monetary 15 30
incentives
Non-financial 9 18
incentives
Both 26 52
Total 50 100
60 52
50
40
30
30
18
20
10
0
(Chart 4.1.a)
4.2.1 INTERPRETATION:
The table shows that 52% of the respondents are expressing that both financial and non-
financial incentives will equally motivate them, 18% are expressing non-financial incentives
motivates and 30% respondents says we only motivated through monetary incentives only.
43
Null hypothesis (Ho): there is no significance difference between two departments i.e.
EXPECTED VALUES:
2 calculated = 1.43
Tabulated value of 2 for 2 degree of freedom at 5% level of significance is 5.488 (2 tabulated =
5.488).
Conclusion:
44
Since, 2 calculated value is less than 2 tabulated value (2 cal< 2 tab),
therefore null hypothesis (Ho) is accepted at 5% level of significance and we may conclude that
two departments i.e. (Human Resource and Finance) do not differ significantly.
45
(Table 4.1.3)
Particulars No. of Respondents Percentage
Job profile 14 28
Company policy 16 32
Work environment 20 40
Total 50 100
45
40
40
35 32
30 28
25
20
15
10
0
Job profile Company policy Work environment
(Chart 4.1.b)
4.2.2 INTERPRETATION:
The table shows that 40% of the respondents are de-motives with work environment and
32% with company policy and 28% of the respondents are de-motives with job profile. From this
it can be concluded that work environment and company policy are de-motives at work place.
3. How far you are satisfied with the incentives provided by the organizations?
a) Highly satisfied
b) Satisfied
46
c) Neutral
d) Dissatisfied
e) Highly dissatisfied
(Table 4.1.4)
Particulars No. of Respondents Percentage
Highly satisfied 18 36
Satisfied 29 58
Neutral 3 6
Dissatisfied 0 0
Highly dissatisfied 0 0
Total 50 100
70
58
60
50
40 36
30
20
10 6
0
0 0
(Chart 4.1.c)
4.2.3 INTERPRETATION:
The table shows that 36% of the respondents are highly satisfied and 58% of the
respondents are satisfied with incentives provided by the organization so we can conclude most
of the employees are satisfied with the incentives provided by the organization.
47
a) Yes
b) No
c) Never
(Table 4.1.5)
Particulars No. of Respondents Percentage
Yes 32 64
No 10 20
Never 8 16
Total 50 100
70
64
60
50
40
30
20
20 16
10
0
Yes No Never
(Chart 4.1.d)
4.2.4 INTERPRETATION:
64% of the respondents are agreed that their job improves their skills and abilities and
20% of the respondents agreed that their skills and abilities are not improves. It can be conclude
5. Do you think that the incentives and other benefits will influence your performance?
a) Influence
b) Does not influence
c) No opinion
(Table 4.1.6)
48
Particulars No. of Respondents Percentage
Influence 32 64
Does not influence 12 24
No opinion 6 12
Total 50 100
70
64
60
50
40
30
24
20
12
10
0
Influence Does not influence No opinion
(Chart 4.1.e)
4.2.5 INTERPRETATION:
The table shows that 64% of the respondents those incentives and other benefits will
influence their performance,24% respondents says they are not influence their performance and
a) Agree
b) Disagree
c) Neutral
49
Agree 25 50
Disagree 18 36
Neutral 7 14
total 50 100
(Table 4.1.7)
60
50
40
30
50
20
36
10
14
0
Agree Disagree Neutral
(Chart 4.1.f)
4.2.6 INTERPRETATION:
From the above table 50% of the employees are agreed that the management is really interested
in motivating the employees and 36% of the employees are disagreed and 14% are neutral.So it
can be concluded that management is really interested in motivate the employees in organization.
7. Does the management involve you in the decision making which are connected to your
department?
a) YES
b) No
c) Occasionally
50
Particulars No. of Respondents Percentage
Yes 47 94
No 0 0
Occasionally 3 6
TOTAL 50 100
(Table 4.1.8)
100
90
80
70
60
50 94
40
30
20
10
0 0 6
Yes No Occasionally
(Chart 4.1.g)
4.2.7 INTERPRETATION:
The table shows 94% of the respondents agree that they the management involves them
a) Always
b) Sometimes
c) Never
51
Sometimes 30 60
Never 5 10
TOTAL 50 100
(Table4.1.9)
PERCENTAGE
Never; 10
Always; 30
Always
Sometimes
Never
Sometimes; 60
(Chart4.1.h)
4.2.8 INTERPRETATION:
From the above table, we can conclude that 60% of the respondents agreed that they feel
9. Are you encouraged to come up with new and better ways of doing things?
Strongly agree 20 40
agree 10 20
52
Neutral 12 24
Disagree 8 16
Strongly disagree 0 0
TOTAL 50 100
(Table4.1.10)
45
40
35
30
25
20 40
15
24
10 20
16
5
0 0
Strongly agree agree Neutral Disagree Strongly disagree
(Chart4.1.i)
4.2.9 INTERPRETATION:
From the above table we can conclude that 40% of the employees agreed that they are
10. Have you been promoted at work in the last six months?
a ) Yes
b) No
53
Yes 18 36
No 32 64
Total 50 100
(Table4.1.11)
Yes; 36
Yes
No
No; 64
(Chart4.1.j)
4.2.10 INTERPRETATION:
The table shows that 64% of the employees are not promoted from the last six months
and 36% of the employees are promoted. From this we can conclude that most of the employees
a) Agree
b) Disagree
c) neutral
60
50
40
30
56
20
24
10 20
0
Agree Disagree Neutral
(Chart4.1.k)
4.2.11 INTERPRETATION:
The figure shows that 56% of the employees agreed that they are recognized for good work
and 20% are disagreed and 24% respondents are neutral.So it can conclude that most of the
12. Rank the following factors which motivates you the most?
(Rank 1, 2, 3, 4 respectively)
55
Particulars No. of Respondents Percentage
Salary increase 21 42
Promotion 15 30
Leave 3 6
Motivational talks 5 10
recognization 6 12
Total 50 100
(Table4.1.13)
45
40
35
30
25
20 42
15 30
10
5 10 12
6
0
(Chart4.1.l)
4.2.12 INTERPRETATION:
The table shows that 42% of the respondents are responding that the increase in salary will
a) Yes
b) No
56
40
Yes
No
60
(Chart4.1.m)
4.2.13 INTERPRETATION:
The table shows that 60% of the respondents are expressing that they are nominated for
training and development programme in the organization for the last 6 months.
14. Does the management provide continuous feed back in solving work related problems?
35 32
30 28
25
20 18
15 12
10
10
5
0
(Chart4.1.n)
4.2.15 INTERPRETATION:
The table shows that 28% of respondents strongly agreed and 32% agree that they are
getting feedback from management and 20% are neutral and 10% are disagree that they are not
a) Yes
b) No
58
60 56
50
44
40
30 Yes
No
20
10
0
Percentage
(Chart4.1.o)
4.2.16 INTERPRETATION:
The figure shows that 56% of the respondents are satisfied with their job and only 44% of
the respondents agreed that they are not satisfied with their job.It can be concluded that most of
59
CHAPTER: 5
SUMMARY
&
CONCLUSIONS
FINDINGS
and management.
60
The employees are satisfied with the present incentive plan of the company
Most of the workers agreed that the company is eager in recognizing and acknowledging
their work.
The study reveals that there is a good relationship exists among employees.
Majority of the employees agreed that there job security to their present job.
The company is providing good safety measures for ensuring the employees safety.
From the study it is clear that most of employees agrees to the fact that performance
Appraisal activities and support from the coworkers in helpful to get motivated.
The study reveals that increase in the salary will motivates the employees more.
The incentives and other benefits will influence the performance of the employees
CONCLUSION
The study concludes that, the motivational program procedure in SYNDICATE BANK is
found effective but not highly effective. The study on employee motivation highlighted so many
61
factors which will help to motivate the employees. The study was conducted among 50
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.
The performance appraisal activities really play a major role in motivating the employees
of the organization. It is a major factor that makes an employee feels good in his work and results
in his satisfaction too. The organization can still concentrate on specific areas which are evolved
from this study in order to make the motivational programs more effective. Only if the
employees are properly motivated- they work well and only if they work well the organization is
going to benefit out it. Steps should be taken to improve the motivational programs procedure in
the future. The suggestions of this report may help in this direction.
SUGGESTIONS
The suggestions for the findings from the study are follows
62
Most of the employees agree that the performance appraisal activities are helpful to
get motivated, so the company should try to improve performance appraisal system,
Non financial plans should also be implemented; it can improve the productivity level of
the employees.
Better carrier development opportunities should be given to the employees for their
improvement
would be active and committed participation of staff for the success of the organization
63
BIBLIOGRAPHY
64
BOOKS REFFERED
press.
HRM Review July 2010. by Dr.G C NAG Adjunct Professor, IBS Mumbai
65
WEB REFERENCES:
www.google.com
www.syndicatebank.co.in
www. motivationnaukrihub.com
www. humanresources.about.com
66
ANNEXURE
QUESTIONNAIRE
Employee Name:
Age:
Sex:
Designation:
Department/Branch:
Marital status:
Salary:
67
1. Which Type Of Incentives Motivate You More?
a) Monetary Incentives
c) Both
3.How far you are satisfied with the incentives provided by the organisation.?
a) Highly satisfied
b) satisfied
c) neutral
5. Do you think that the incentives and other benefits will influence your performance?
a) Influence
c) No opinion
a) Agree
b) Disagree
c) Neutral
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7. Does the management involve you in the decision making which are connected to your
department?
a) Yes
b) No
c) Occasionally
a) Always
b) Sometimes
c) Never
9. Are you encouraged to come up with new and better ways of doing things?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
10. Have you been promoted at work in the last six months?
a) Yes
b) No
a) Agree
b) Disagree
c) Neutral
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12. Rank the following factors which motivates you the most?
(Rank 1, 2, 3, 4 respectively)
13. Have you been nominated for training & development programmes for the last 6 months?
a) Yes
b) No
14. Does the management provide continuous feed back in solving work related problems?
a) Strongly Agree
b) Agree
c) Neutral
d) Disagree
e) Strongly Disagree
a) Yes
b) No
70
Thank You
Signature
71