Chapter One

Introduction

1
1.0 Introduction
Employee Motivation is the force which help causes us to achieve goals.
Motivation is said to be intrinsic or extrinsic. The term is generally used for
humans but it can also be used to describe the causes for animal behavior as well.
This article refers to human motivation. According to various theories, motivation
may be rooted in a basic need to minimize physical pain and maximize pleasure, or
it may include specific needs such as eating and resting, or a desired object, goal,
state of being, ideal, or it may be attributed to less-apparent reasons such as
altruism, selfishness, morality, or avoiding mortality. Conceptually, motivation
should not be confused with either volition or optimism. Motivation is related to,
but distinct from, emotion.

Quite apart from the benefit and moral value of an altruistic approach to treating
colleagues as human beings and respecting human dignity in all its forms, research
and observations show that well motivated employees are more productive and
creative. The inverse also holds true. The schematic below indicates the potential
contribution the practical application of the principles this paper has on reducing
work content in the organization.

1.1 Background of the Study

The MBA (Final) of Govt. Bangla College, Mirpur, Dhaka is designed to focus on
theoretical and Professional development of students who are open to take up business as
a profession as well as service as a career. Internship reports are a requirement for the
completion of the MBA program. This term is of knowledge and learning become perfect
when it is associated with theory and practice. For any business student only curriculum
activity is not enough for handling the real business situation, therefore, it is a
requirement after the completion of MBA to involve with a business organization to
prepare a thesis report. So it is an opportunity for the students to know about the field of
business through the Internship program.To fulfill this requirement I worked in Incepta
Pharmaceutical Limited for the term paper my preference was in pharmaceuticals sector.

2
My term paper topic is ‘Employee Motivation of Incepta Pharmaceuticals Ltd.’
which is assigned by my supervisor in the department. On the basis of working
experience in the Internship period I have prepared this report and I have tried my
level best to relate the theoretical knowledge with the practical work situation.

1.2 Statement of the Problem

Actually this revises going to learn about the Employee Motivation of Incepta
Pharmaceuticals limited. The main business of Pharmaceuticals industry is to provide
to the borrowers and take place from customers. The Company play the most
important role for development of a country as well as to provide large scale of
employment opportunities. Incepta Pharmaceuticals limited is the major organization
which plays that role. It also plays a role in the economic development of a nation
through saving and glory. It diverts and allocation of the funds in all over country
which are aimed to develop country’s economy and adds to national wealth.

1.3 Objectives of the Study

General Objective:
The general objective are ‘Employee Motivation of Incepta Pharmaceuticals Ltd.’

Specific Objectives:
 To develop the Knowledge how to an employee motivated Program
 To provide more Valuable Information gathered for who passionate employee
to want to join in this company
 To be familiar with the motivation system.
 To attain knowledge on the employee motivation of Incepta Pharmaceuticals
Ltd.

3
1.4 Scope of the Study
There is a certain boundary to cover this report. Our particular report only covers on
how the employee motivated Incepta Pharmaceuticals Ltd. We mainly focus what
types of motivation process follow and what types of principles follow to motivated
Incepta Pharmaceuticals Ltd.

1.5 Limitation of the Study

It was very difficult to collect all the required information in such a short period.
Although the particular study is extremely extensive in nature, hard effort was given
to make the study worthwhile and meaningful even then there exists some limitations.
These are as follows:

 Lack of available published data.

 Lack of annual report.
 Luck of systematic work environment for intern.
 Working place is good for work but there was lack of training facility.
 Although I have put the best efforts to meet the report objective however due
to the short period of time the detail information gathered May not possible.

4
 Chapter Two
Literature Review

5
2.0 Conceptual Framework
2.1 Definition of Motivation:
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 research,
referred to as the Hawthorne Studies, conducted by Elton Mayo from 1924 to 1932. This
study found employees are not motivated solely by money and employee behavior is
linked to their attitudes. The Hawthorne Studies began the human relations approach to
management, whereby the needs and motivation of employees become the primary focus
of managers.
The definition of motivation is to give reason, incentive, enthusiasm, or interest that
causes a specific action or certain behavior. Motivation is present in every life function.
Simple acts such as eating are motivated by hunger. Education is motivated by desire for
knowledge. Motivators can be anything from reward to coercion
Motivation is the desire that fuels a person to do certain things based on the wants and
needs of a person. If a person wishes to meet these wants and needs, then it necessitates
him to motivate himself so that he can make certain moves. A person is unique and apart
from another so his wants and needs vary greatly from that of the other. The same is true
for the people's levels of motivation.
But the small business can also provide an ideal atmosphere for employee motivation:
employees see the results of their contributions directly; feedback is swift and visible. A
smoothly working and motivated work force also frees the owner from day-to-day chores
for thinking of long-term development. Furthermore, tangible and emotional reward can
mean retention of desirable employees. People thrive in creative work environments and
want to make a difference. Ideally the work result itself will give them a feeling of
accomplishment—but well-structured reward and recognition programs can underline this
consequence.

2.2 Characteristics of Motivation;

 Motivation is a psychological phenomenon: Motivation is an internal feeling
which generates within an individual. Motivating factors are always unconscious
but they are to be aroused by managerial action.
 Motivation is based on needs: Needs may be consciously or unconsciously felt.
Needs may be (a) fundamental needs such as food, clothes, shelter, etc. and (b)
ego-satisfaction needs such as self-development, self-actualization. These needs
vary with individuals and with the same individual at different times.
 Goals are motivator: Motivation causes goal directed behavior, feeling of need by
the person causes him to behave in such a way that he tries to satisfy by himself.
 Motivation is different from satisfaction: Motivation implies a drive towards an
outcome while satisfaction involves outcomes already experienced and achieved
satisfaction is the contentment experienced when a desire is satisfied.

6
  Motivation is a continuous process: Motivation is an unending process. Wants are
innumerable and cannot be satisfied at one time. As satisfaction of needs is an
unending process, so the process of motivation is also unending.
 Motivation is related to a person in totality: Person in totality, not in part, is
motivated.
2.3 Importance of Motivation:
1. Puts human resources into action:
Every concern requires physical, financial and human resources to accomplish the goals.
It is through motivation that the human resources can be utilized by making full use of it.
This can be done by building willingness in employees to work. This will help the
enterprise in securing best possible utilization of resources.
2. Improves level of efficiency of employees:
The level of a subordinate or a employee does not only depend upon his qualifications
and abilities. For getting best of his work performance, the gap between ability and
willingness has to be filled which helps in improving the level of performance of
subordinates.
3. Builds friendly relationship:
Motivation is an important factor which brings employees satisfaction. This can be done
by keeping into mind and framing an incentive plan for the benefit of the employees.
4. Leads to stability of work force:
Stability of workforce is very important from the point of view of reputation and goodwill
of a concern. The employees can remain loyal to the enterprise only when they have a
feeling of participation in the management. The skills and efficiency of employees will
always be of advantage to employees as well as employees. This will lead to a good
public image in the market which will attract competent and qualified people into a
concern. As it is said, "Old is gold" which suffices with the role of motivation here, the
older the people, more the experience and their adjustment into a concern which can be of
benefit to the enterprise.
From the above discussion, we can say that motivation is an internal feeling which can be
understood only by manager since he is in close contact with the employees. Needs,
wants and desires are inter-related and they are the driving force to act. These needs can
be understood by the manager and he can frame motivation plans accordingly. We can say
that motivation therefore is a continuous process since motivation process is based on
needs which are unlimited.
We can summarize by saying that motivation is important both to an individual and a
business.
2.4 Objectives of motivation:
Main Objectives of Employee Motivation are as follows:
 The purpose of motivation is to create condition in which people are willing to
work with zeal, initiative. Interest, and enthusiasm, with a high personal and group
moral satisfaction with a sense of responsibility.

7
  To increase loyalty against company.
 For improve discipline and with pride and confidence in cohesive manner so that
the goal of an organization are achieved effectively.
 Motivation techniques utilized to stimulate employee growth.
 For the motivation you can buy man's time. Physical presence at a given place.
 VYou can even buy a measured number of skilled muscular motions per hour or
day.
 Performance results from the interaction of physical, financial and human
resource.
 For the achieve a desire rate of production

2.5 Motivation Incentives- Incentives to motivate employees:

Incentive is an act or promise for greater action. It is also called as a stimulus to greater
action. Incentives are something which are given in addition to wagers. It means
additional remuneration or benefit to an employee in recognition of achievement or better
work. Incentives provide a spur or zeal in the employees for better performance. It is a
natural thing that nobody acts without a purpose behind. Therefore, a hope for a reward is
a powerful incentive to motivate employees. Besides monetary incentive, there are some
other stimuli which can drive a person to better. This will include job satisfaction, job
security, job promotion, and pride for accomplishment. Therefore, incentives really can
sometimes work to accomplish the goals of a concern. The need of incentives can be
many-
 To increase productivity,
 To drive or arouse a stimulus work,
 To enhance commitment in work performance,
 To psychologically satisfy a person which leads to job satisfaction,
 To shape the behavior or outlook of subordinate towards work,
 To inculcate zeal and enthusiasm towards work,
 To get the maximum of their capabilities so that they are exploited and utilized
maximally.
Therefore, management has to offer the following two categories of incentives to
motivate employees:

Monetary incentives
Those incentives which satisfy the subordinates by providing them rewards in terms of
rupees. Money has been recognized as a chief source of satisfying the needs of people.
Money is also helpful to satisfy the social needs by possessing various material items.
Therefore, money not only satisfies psychological needs but also the security and social
needs. Therefore, in many factories, various wage plans and bonus schemes arc
introduced to motivate and stimulate the people to work.

8
psychological set back has to be given to employees. It is negative by nature. For
example-demotion, transfer, fines, penalties.

2.6 Motivation Methods

There are as many different methods of motivating employees today as there are
companies operating in the global business environment. Still, some strategies are
prevalent across all organizations striving to improve employee motivation. The best
employee motivation efforts will focus on what the employees deem to be important. It
may be that employees within the same department of the same organization will have
different motivators. Many organizations today find that flexibility in job design and
reward systems has resulted in employees' increased longevity with the company,
improved productivity, and better morale.
Empowerment
Giving employees more responsibility and decision-making authority increases their
realm of control over the tasks for which they are held responsible and better equips them
to carry out those tasks. As a result, feelings of frustration arising from being held
accountable for something one does not have the resources to carry out are diminished.
Energy is diverted from self-preservation to improved task accomplishment.
Creativity and Innovation
At many companies, employees with creative ideas do not express them to management
for fear that their input will be ignored or ridiculed. Company approval and toeing the
company line have become so ingrained in some working environments that both the
employee and the organization suffer. When the power to create in the organization is
pushed down from the top to line personnel, employees who know a job, product, or
service best are given the opportunity to use their ideas to improve it. The power to create
motivates employees and benefits the organization in having a more flexible work force,
using more wisely the experience of its employees, and increasing the exchange of ideas
and information among employees and departments. These improvements also create an
openness to change that can give a company the ability to respond quickly to market
changes and sustain a first mover advantage in the marketplace.
Learning
If employees are given the tools and the opportunities to accomplish more, most will take
on the challenge. Companies can motivate employees to achieve more by committing to
perpetual enhancement of employee skills. Accreditation and licensing programs for
employees are an increasingly popular and effective way to bring about growth in
employee knowledge and motivation. Often, these programs improve employees' attitudes
toward the client and the company, while bolstering self-confidence. Supporting this
assertion, an analysis of factors which influence motivation-to-learn found that it is
directly related to the extent to which training participants believe that such participation
will affect their job or career utility.

9
Quality of Life
The number of hours worked each week by American workers is on the rise, and many
families have two adults working those increased hours. Under these circumstances,
many workers are left wondering how to meet the demands of their lives beyond the
workplace. Often, this concern occurs while at work and may reduce an employee's
productivity and morale. Companies that have instituted flexible employee
arrangements have gained motivated employees whose productivity has increased.
Programs incorporating flex-time, condensed workweeks, or job sharing, for example,
have been successful in focusing overwhelmed employees toward the work to be done
and away from the demands of their private lives.
Monetary Incentive
For all the championing of alternative motivators, money still occupies a major place
in the mix of motivators. The sharing of a company's profits gives incentive to
employees to produce a quality product, perform a quality service, or improve the
quality of a process within the company. What benefits the company directly benefits
the employee. Monetary and other rewards are being given to employees for
generating cost-savings or process-improving ideas, to boost productivity and reduce
absenteeism. Money is effective when it is directly tied to an employee's ideas or
accomplishments. Nevertheless, if not coupled with other, non-monetary motivators,
its motivating effects are short-lived. Further, monetary incentives can prove
counterproductive if not made available to all members of the organization.
Other Incentives
Study after study has found that the most effective motivators of workers are non-
monetary. Monetary systems are insufficient motivators, in part because expectations
often exceed results and because disparity between salaried individuals may divide
rather than unite employees. Proven non-monetary positive motivators foster team
spirit and include recognition, responsibility, and advancement. Managers who
recognize the "small wins" of employees, promote participatory environments, and
treat employees with fairness and respect will find their employees to be more highly
motivated. One company's managers brainstormed to come up with 30 powerful
rewards that cost little or nothing to implement. The most effective rewards, such as
letters of commendation and time off from work, enhanced personal fulfillment and
self-respect. Over the longer term, sincere praise and personal gestures are far more
effective and more economical than awards of money alone. In the end, a program
that combines monetary reward systems and satisfies intrinsic, self-actualizing needs
may be the most potent employee motivator.

10
2.7 Ways of motivating employees at the workplace:
The following are ways of motivating employees at the work place:
Know their different needs:
Know the different needs of your employees, each employee have got his own needs
that may be much different than the needs of the others. An employee won't get
motivated unless you make him realize that his job can help him satisfy one of his
important needs. For example people who work for money will never get satisfied by
empowerment or promotion compared to increasing their salaries.
2.8 History of Incepta Pharmaceuticals Ltd.
Incepta began its operation with a handful of highly skilled and dedicated professionals
guided by an able leadership. Proper strategic planning, technical excellence, swift and
timely decisions helped us achieve our objectives leading to much faster growth. Incepta
was able to anticipate the need of the market and provide the right product at the right
time. High focus on R&D investment from the very beginning made possible the
introduction of quality products ahead of its competitors in most cases.
Incepta Pharmaceuticals Ltd. is now the 2nd largest company of the country and
recognized as the fastest growing of the top five manufacturing company in the country.
Established in the year 1999, the company has come a long way. Currently the Zirabo and
Dhamrai plant consists of several buildings with state of the art technology. Dedicated
cephalosporin manufacturing building, a specialized manufacturing building for the
production of lyophilized products, insulin and amino acids and newly built liquid and
semisolid manufacturing building and large warehouse is also in operation.
Another multipurpose building for housing the Research & Development operation along
with the canteen facility is also there. Currently all the products are coming from the plant
at Zirabo. The company now produces almost all types of dosage forms covering nearly
all therapeutic area.
Incepta now has one of the largest and competent sales force and large distribution
network of its own, operated from 21 different locations throughout the country. A most
dynamic skilled and dedicated marketing team comprising of pharmacists and doctors are
at the core of the marketing operation. These highly skilled professionals play a crucial
role in providing the necessary strategic guideline for the promotion of its product.

2.9 Vision
Our vision is to become a trusted healthcare company to ensure better health for
everyone, everywhere.
2.10 Mission
Provide quality healthcare products and services for the benefit of humanity in the best
possible way through innovation and diversification.

11
2.11 Growth In Comparison With Local Pharma Market (IMS* Data)
From the very beginning Incepta has focused on launching newer and innovative
products. High investment in R&D and advanced technology has allowed the company to
launch 429 generics with 783 presentations, 158 of which were introduced “first time in
Bangladesh”. Incepta and its sister concerns are now manufacturing Human vaccines,
Monoclonal antibodies, Biotech products, Hormones, Natural products, Animal health
products, Hygiene products and Hospital devices in wide range of dosage forms.
Acceptance of these high quality products led to the company caring 2nd position among
Pharma companies within 8 years of starting operation.

Year No. of Products First Ever Product IMS Rank*

2017 810 5 2nd
2016 783 11 2nd
2015 742 5 2nd
2014 706 3 2nd
2013 686 7 2nd
2012 631 7 2nd
2011 632 9 2nd
2010 594 10 2nd
2009 585 4 2nd
2008 532 10 2nd
2007 451 17 3rd
2006 368 9 3rd
2005 288 12 3rd
2004 198 6 5th
2003 154 18 8th
2002 119 14 10th
2001 78 11 12th
2000 35 4 31st

12
2.12 Corporate Social Responsibility (CSR)
Incepta achieved its tremendous commercial success through its honesty and sincerity in
business policies. The company aims to become the Nation's most admired company
through its honest and intelligent approach. Company management strives to support
community where they live and also the nation as far as possible in times of need.
Incepta believes it can thrive only if the nation remains healthy. Incepta gives emphasis to
its practice of Corporate Social Responsibility (CSR) and evidence of this commitment is
found in its dealing with clients, suppliers, employees, Government's and the society at
large.
Company CSR activity includes its finances because the company pays tax and VAT to
the Government and also settles bank and suppliers liabilities in a timely fashion and
disburses benefits to employees on time. Incepta considers its employees to be valuable
assets and protects their rights and provides a full range of staff facilities including life
insurance and disbursement of 5% of the company profit to them. Incepta maximizes
safety in workplace for its employees and child labor is strictly prohibited.
As its commitment to society the company donates medicine to the Government Relief
Fund during natural disaster. Incepta also provides financial assistance for expensive
treatment including heart and cancer and disburses its corporate Zakat for relief of
distressed people every year.
Incepta also produces life-saving "import-substitute medicines" at affordable price for the
people of Bangladesh as an expression of true love and compassion for the people.
Incepta strongly believes that commitment towards people and the society as a whole
positively contributes towards its business objective.

13
2.13 The organ gram of the position of the executives

Managing Director/Chief Executive Officer

Chief Operating Officer

Director

Executive Director

Senior Manager

Manager

Assistant Manager

Senior Product Officer

Product Officer

14
 Chapter Three
Methodology of the Study

15
3.0 Methodology of the Study
Methodology of the study is an essential part of the study. It is designed in a way so that it
correspondent to achieve the objectives of the study. It includes designing samples,
sources of data, collection procedure of data, analysis techniques data, etc. It was an
exploratory study. So the methodology of this study the project has used was observation
and sometimes discussion with the executives of the company.

3.1 Sources of Data:

The sources of data were of two types-

3.1.1 Primary Sources-

 Discussion with employees
 Keen observation
 Conversation with clients.

3.1.2 Secondary Sources/ External Sources-

 Official papers of Incepta Pharmaceuticals Ltd.
 Study reports on Bangladesh pharmaceuticals market
 Information published by Information Medical Statistics (IMS)
 Annual report of Incepta Pharmaceuticals Ltd and other Pharmaceuticals.
 The archive of the Incepta Pharmaceuticals Ltd.
 Websites of Incepta Pharmaceuticals Ltd. www.inceptapharma.com

3.1.3 Study Design

A study design provides guidelines, logical and systematic plan for the detailed study. It
specified the objectives of the study. The methodology and techniques to be adopted for
achieving the objectives. It constitutes the blue print for the collection, measurement and
analysis of the data.

16
3.1.4 Data Collection Procedure:
The project report gathered data from the Clients and employee. When they (Clients)
came for service to this Company, The project provided questionnaire to those customers
who were interested in participating in the survey. As well as project asked questionnaire
to the employee, when they were free.

3.1.5 Data Analysis Procedure:

After collecting the data, it was analyzed by Microsoft Word & Excel. Then the findings
were made. Based on the findings, the present situation was explained and
recommendation was made.

17
 Chapter Four
Analysis and Finding

18
4.1 Employee Motivating in Incepta Pharmaceuticals Ltd.
The advantage of having a Management by Objective (MBO) system is that everyone
becomes Self-motivated. Everyone is motivated to achieve, to perform. The only
challenges is to keep the employees’ moral high in times of failure. In Incepta
Pharmaceuticals Ltd. IPL, one of the tasks of the management is counseling. Managers
are there to help the employees to achieve the goals, which in turn keep the employees
motivated. Apart from creating a healthy working environment and ensuring employee
empowerment, Incepta Pharmaceuticals Ltd. IPL offers a number of benefits to keep them
motivated. The benefits offered by the company are given below:
1. Education costs of the children
2. Permanent job facility
3. Leave facilities
4. Yearly Employee Awards
5. Promotion
6. Foreign Travel with Family Offers
7. Share from revenue etc.
4.2 Motivation process of Incepta Pharmaceuticals Ltd.
Motivation is the actuating force that stimulates individuals to put their best efforts for the
accomplishment of the objectives of the enterprise. Incepta Pharmaceuticals Ltd.
approaches the problem of motivation from two points of view, namely:
 Objective, i.e. attraction to material objectives; and
 Subjective, i.e. the individual’s desires, aspirations, etc. which moves into
material objectives.
Some Motivational Tools and Techniques of Incepta Pharmaceuticals Ltd. are:
Money in motivation:
Since money is a real motivating factor, Incepta Pharmaceuticals Ltd uses financial
incentives for motivation.
Some Money based motivational tools are described below:
Provident Fund: Permanent employees are eligible for receiving Provident Fund after
completion of 5 years.
Festival Bonus: All employees are eligible for receiving 2 festival bonuses (equivalent to
1 basic).
Profit Sharing (Bonus Profit): All permanent employees get profit bonus every year.
Incentive Bonus: Incentive bonus is provided to the contractual employees.
Gratuity: All permanent employees get gratuity after retirement.
Group Insurance: The management of Incepta Pharmaceuticals Ltd is trying to
implement this.

19
4.3 Analysis

TABLE – 4.1
KNOWLEDGE OF MOTIVATIONAL PROCESS
Do you know about motivational Respondents’
Number Percentage
process?
Yes 30 100
No — —
Total 30 100

Source: Sample Survey

Table 4.1 shows that all of the respondents’ are knows about motivational process.
So, we can conclude that maximum respondents’ are aware of motivational
process.

KNOWLEDGE OF MOTIVATIONAL PROCESS

No
0%

Yes
No

Yes
100%

20
 TABLE – 4.2
WHAT MOTIVATES
What Motivates You? Respondents’
Number Percentage
Basic needs 6 20
Security needs 12 40
Social needs 6 20
All of above 6 20
Total 30 100

Table 4.2 shows that 20 percent of the respondents’ are motivated by basic needs, 40
percent of the respondents’ are motivated by security needs, 20 percent of the
respondents’ are motivated by social needs and 20 percent of the respondents’ are
motivated by all types of need. So, we can conclude that majority of the respondents’
are motivated by all types of need.

WHAT MOTIVATES
40
40

35
Percentage of Respondents

30

25
20 20 20
20

15

10

0
Basic needs Security needs Social needs All of above

TABLE – 4.3
BETTER MOTIVATOR
What is better motivator for you ? Respondents’

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 Number Percentage
Financial incentives 23 77
Non Financial incentives 5 16
Both 2 7
Total 30 100

Source: Sample Survey

Table 4.3 shows that 77 percent of the respondents’ are motivated by financial incentives,
16 percent of the respondents’ are motivated by non-financial incentives and 7
percent of the respondents’ are motivated by both types of incentives.
So, we conclude that maximum of the respondents’ are motivated by financial incentives.

BETTER MOTIVATOR

90
80 77
Percentage of Respondents

70
60
50
40
30
20 16

10 7

0
Financial incentives Non Financial Both
incentives

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 TABLE – 4.4
TRAINING PROVIDER

Who provides the training to the Respondents’

Number Percentage
workers?
Supervisor 24 80
Head of Deptt. 6 20
Employees — —
Total 40 100
Source: Sample Survey

Table 4.4 reveal that 80 percent of the respondents’ are of the view that training is
provided by supervisor, 20 percent of the respondents’ are of the view that training is
provided by head of the department.
So, we can conclude that supervisor gives training to the employees.

TRAINING PROVIDER

90
80
80
Percentage of Respondents

70
60
50
40
30
20
20
10
0
0
Supervisor Head of Dept. Employees

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 TABLE – 4.5
PERFORMANCE EVALUATION
Is your performance evaluated? Respondents’
Number Percentage
Yes 30 100
No — —
Don't know — —
Total 30 100

Source: Sample Survey

Table 4.5 shows that all of the respondents’ are favour that their performance is evaluated.
So, we can conclude that most of the respondents’ are favour that their performance
evaluated.

PERFORMANCE EVALUATION

No
Don't know
0%
0%

Yes
No
Don't know

Yes
100%

24
 TABLE – 4.6
MOTIVATION BY OFFICER

Are you motivated by officer? Respondents’

Number Percentage
Yes 30 100
No — —
Total 30 100

Source: Sample Survey

Table 4.6 shows that all of the respondents’ are motivated by officer.
So, we can conclude that majority of the respondents’ are motivated by officer.

MOTIVATION BY OFFICER

No
0%

Yes
No

Yes
100%

25
 TABLE – 4.7
RELATION WITH OFFICER

What type of relation you have with Respondents’

Number Percentage
your officers?
Direct 6 20
Indirect 24 80
Total 30 100
Source: Sample Survey

Table 4.7 shows that 20 percent of the respondents’ have direct relation with officers and
80 percent of the respondents’ have indirect relations with officers.
So, we can conclude that respondents’ have direct as well as indirect relations with
officer.

RELATION WITH OFFICER

80
80

70
Percentage of Respondents

60

50

40 Direct
Indirect
30
20
20

10

0
Direct Indirect

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 TABLE – 4.8
FEELING WHILE WORKING IN ORGANIZATION

What type of feeling you have by Respondents’

Number Percentage
working in organization ?
Satisfactory 30 100
Un-satisfactory — —
Total 30 100

Source: Sample Survey

Table 4.8 shows that all of the respondents’ are satisfied while working in organization.
Se, we conclude that maximum of the respondents’ are satisfied by working in
organization

FEELING WHILE WORKING IN ORGANIZATION

100
100
90
Percentage of Respondents

80
70
60
50 Satisfactory
40 Un-satisfactory
30
20
10
0
0
Satisfactory Un-satisfactory

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 TABLE – 4.9
RIGHT TO PARTICIPATE IN MANAGEMENT

Do you have the right to participate in Respondents’

Number Percentage
management ?
Yes 18 60
No 12 40
Total 40 100
Source: Sample Survey

Table 4.9 shows that 60 percent of the respondents’ have right to participate in
management and 40 percent of the respondents’ have no right to participate in
management.
So, we can conclude that maximum of the respondents’ have right to participate in
management.

RIGHT TO PARTICIPATE IN MANAGEMENT

60
60
Percentage of Respondents

50
40
40

30 Yes
No
20

10

0
Yes No

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 TABLE – 4.10
FOLLOW ALL THE STEPS IN MOTIVATION’S INSTALLATION

Is your organization follow all the steps in Respondents’

Number Percentage
motivation’s installation ?
Yes 30 100
No — —
Total 30 100

Source: Sample Survey

Table 4.10 shows that all of the respondents’ are in the favour of follow all the steps in
motivation’s installation.
So, we can conclude that most of the respondents’ are in the favour follow all the steps in
motivation’s installation.

FOLLOW ALL THE STEPS IN MOTIVATION’S

INSTALLATION

120

100
100
Percentage of Respondents

80

60 Series1

40

20

0
0
Yes No

4.4 FINDINGS

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1. Majority of the respondents has knowledge about motivational process.
2. All types of needs motivate the respondents most.
3. Financial Incentives are better motivator for most of the respondents.
4. Most of the respondents rewarded for achieving target.
5. All of the respondents are rewarded for better performance.
6. Supervisor provides training to the most of the respondents.
7. Performance of the respondents is evaluated in the organization.
8. Majority of the respondents are motivated by the officers.
9. Both direct and indirect relations employees has with officer.
10. Maximum respondents are satisfied while working organization.
11. Maximum respondents have the right to participate in the management.
12. Most of the respondents are satisfied with working condition, participation in decision
making, superior co-operation, interpersonal relationship.
13. Majority of the respondents are completely satisfied with the working conditions of
the organization.

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 Chapter Five
Recommendations and Conclusion

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5.1 Recommendations
1. Re-Structuring of Basic Salary: Basic salary given to the employees is poor comp are
to their gross salary. As per the Two Factor Theory it is and hygiene factor and it can
cause lack of job satisfaction among the employees. Incepta Pharmaceuticals claims
that they do it to lessen the income tax burden of the employee.
2. Career Path: Employees need to know what is potentially ahead for them, what
opportunities there are for growth. This issue is a sometimes forgotten ingredient as to
the importance it plays in the overall motivation of people.
3. As far as type of motivation is concerned mainly positive motivation is to be used and
negative motivation only be used as lot be sort.
4. There should be a good and of sound interpersonal relation in the organization as it
motivates the employees.
5. There should be industrial democracy in the organization.
6. Wage and Salary Administration should be proper and reviewed periodically, as it is
main motivating force.
7. There should be sense of responsibility among employees towards their duties.
8. Resources of the organization must be utilized properly and effectively

5.2 Conclusion
A Success Story: Study of the employee motivational tools of PPF gives an indication that
they are doing well in this case. Motivational tools are good enough to motivate
employees to go for challenges. A recent formidable success also proves that the
management of PPF is doing really well. It has already been stated before that the biggest
challenge for PPF was to get the MHRA (Medicines and Healthcare Product Regulatory
Agency, UK) Certificate, which will enable Incepta Pharmaceuticals Ltd. to enter into the
European medicine market. Incepta Pharmaceuticals Ltd. faced the MHRA Audit few
months back and successfully passed the audit and in line to get the certificate now. Thus
they are becoming the second company in Bangladesh after Square Pharmaceuticals to
achieve that.
So clearly Incepta Pharmaceuticals Ltd. has done far better than its competitor in terms
of achieving certificates for quality products. This became possible for them because of
motivated knowledge workers. Other pharmaceuticals can take Incepta Pharmaceuticals
Ltd.’s model as a guide in the quest of success.

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 References

Books:
1. Robbins, Stephen P.; Judge, Timothy A. (2010), Organizational Behavior, Pearson
Education.
2. Keith Davis, John w Newstrom – Organizational Behavior 12th edition, The
McGraw Companies.
3. Employee motivation in Private organization, Project Paper By Ali Dahmal Al
Amri (MBA).

Websites:
1. www.inceptapharma.com
2. http://www.inceptapharma.com/corporate-social-responsibility.php
3. http://en.wikipedia.org/wiki/Motivation
4. http://www.motivationexpert.co.uk/why-employee-motivation-important.html
5. www.hrvillage.com/human-resources/employee-motivation.htm

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