A Report On Live Project

“A Study on Primary, General

& Secondary Factors that
Motivates its employees in an
organization with reference to
Lifestyle Mangalore’’

Acknowledgement

Apart from the efforts of me, the success of this project depends largely on the
encouragement and guidelines of many others. I take this opportunity to express
my gratitude to the people who have been instrumental in the successful
completion of this project.
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I would like to show my greatest appreciation to my lectures Ms.Chithranjali and
Mrs. Arathi . I can’t say thank you enough for their tremendous support and help.
Without their encouragement and guidance this project would not have
materialized.

My deep sense of gratitude to Mr. Gururaj (Human Resource Manager), [Lifestyle,

City Center Mall] for the support and guidance. Thanks and appreciation to the
helpful people at Lifestyle retail outlet, for their support.

I express my thanks to the Principal of, I.I.P.S. Mangalore, for extending his
support.

I would also thank my Institution for providing this opportunity.

DECLARATION

I hereby declare that the project entitled “A Study on Primary, General &
Secondary Factors that Motivates its employees in organization ” submitted is
my original work and the project has not formed the basis for the award of any
degree, associateship, fellowship or any other similar titles.

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Place: Mangalore

Date: Signature of the Student

Index Page No
• Introduction 06-07

• Company Profile 08

• Research methodology 09

• summary 10

• Data Analysis & Interpretation : 11-13

• Findings 14

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• Conclusion 15

• Bibliography 16

• Annexure :Questionnaire 17

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List of tables:
Table no Topic Page no
1 Classification of respondents based 11
on Self Motivation
2 Classification of respondents based 11
on which factor motivates an
employee to work efficiently
3 Classification of respondents for the 12
situation 1
4 Classification of respondents for the 12
situation 2
5 Classification of respondents for the 13
situation 3

Summary:
The Topic for conducting a live project for the purpose of assignment for the first
semester internal assessment was “Motivation of employees”. This project is

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conducted by way of issuing questionnaire to the randomly selected 20 employees of
lifestyle retail outlet. The questionnaire contained some basic questions about the
motivating factors affecting their job efficiency.

For conducting survey permission taken from H.R Manager (Mr.Gururaj) of Lifestyle
retail outlet Mangalore. After getting permission the questionnaire handed out to the
random selected 20 employees. Most of them filled correctly and some of them are not
able to fill it correctly, but mangers as well as employees were very cooperative.

All the staffs are showed their interest towards our work also therefore we can also got
interest to collect more and more information about them and companies relationship
not only by questionnaire but also from personal interview. Only one day survey
conducted because of sample size was small.

By personal interview we find that in Lifestyle, staffs or employees get good support or
motivation from their superiors, not only form same department, from other department
also. They also get their salary on time and incentives on time. Food, training, food
facilities are good.

Introduction on Motivation:
Motives are expression of person’s need. Hence, they are personal and internal.
Incentives on the other hand are external to the person. They are made part of work
environment by management in order to encourage workers to accomplish task. The
motivational model indicates that a sense of felt deprivation generates needs and such
needs create tension in an individual. The individual perceive and makes cost benefit
analysis on the ways and means of releasing such tension. Once such perception is
cleared, individual pounces upon the activities and achieves some results. If it is
success he feels rewarded and falls in the cycle of motivation again. If it is failure he

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feels punished and once again after due modification of ways and means pounces
back on the cycle or feels frustrated. Therefore, motivation leads to a goal directed
behavior.

When people join an organization, they bring with them certain needs that affect on-
the-job performance. Some of these needs are physiological ; others are related to
psychological and social values. The later are much more difficult to determine and
satisfy, and they vary greatly from one to another. Maslow has developed a hierarchy
of needs as follows : physiological, security, social, esteem, and self-actualization
needs. They interact with the environment to shape on-the-job wants that are the basis
of motivation. In addition, motivation is affected by people’s perceptions, including their
feelings of equity or fairness in a situation.

According to a model developed by Herzberg, motivation is influenced by maintenance

and motivational factors. Important motivational factors are the work itself,
achievement, growth, responsibility, advancement and recognition. These are primarily
intrinsic motivators rather than extrinsic ones. The Maslow and Herzberg models have
many similarities because they both focus on needs, but they do so from somewhat
different points of view.

Two different models of motivation are the expectancy model and behavior
modification. The expectancy model states that motivation is a product of
how much one wants something and the probability that a certain action
will lead to it. The formula is valence X expectancy = motivation. Valence is
the strength of a person’s performance for one outcome in relation to
others.

Importance of motivation in Business Organization

It is often said that the best businesses have the best motivated workers.
Why might this be important? Because well-motivated employees are
usually characterized by:

- Higher productivity (i.e. they produce more for a given level of resources
than poorly-motivated workers)

- Better quality work with less wastage

- A greater sense of urgency (things happen quicker - when they need to)
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- More employee feedback and suggestions made for improvements
(motivated workers take more "ownership" of their work")

- More feedback demanded from superiors and management

- Working at 80-95% of their ability

Individual behavior is at the heart of human motivation

Why is individual behavior so important in trying to understand and then
influence motivation?

- Every individual has a set of needs and a different set of goals

- Individuals behave in a way as to satisfy their needs and fulfill their goals

- Therefore, individuals behave differently!

- Businesses, as organizations, are in a position to offer some of the

satisfactions that individuals seek:

E.g. - Relationships; sense of belonging; intellectual stimulation; mental &

physical challenge; self-development

Types of motivation

 Primary or Basic Motivation : Primary motive is an untaught and unlearned

drive which is based on a physiological state.

 General Motives: general motives are stimulus motive. It is neither purely

primary nor secondary. these motives are not learned and not physiologically
based. It stimulate tension within a person.

 Secondary Motivation: secondary motives are learned motives and are

sometimes known as psychological motives.
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About Lifestyle international (P) Ltd

Lifestyle International (P) Ltd. opened its first Lifestyle store in India in 1999 and in a
little over a decade has come to be recognized amongst leading retail companies in the
country. It is a part of the prestigious USD 3.2 billion Landmark Group (Dubai).
Positioned as a trendy, young, colorful and vibrant store, Lifestyle offers consumers not
just the ease of shopping but also provides for an enjoyable shopping experience.
Each Lifestyle store brings together five concepts under one roof – Apparel, Footwear,
Children Wear & Toys, Household & Furniture and Health & Beauty; offering a
convenient one-stop shop and a choice of over 250 national & international brands.

In the year 2005, Lifestyle launched its first specialized, stand-alone home
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improvement store – ‘Home Centre by Lifestyle’ – providing a one stop destination for
furniture, home décor and soft furnishing that truly represents style, comfort and
individuality.

It currently has 18 Lifestyle, 11 exclusive Home Centre by Lifestyle and 4 Splash stores
across India.

Lifestyle Mangalore

Lifestyle is situated at the City Centre Mall, K.S. Rao Road, Mangalore; the new
Lifestyle store is spread across 3 floors, encompassing 50,000 sq. ft. of space and
promises to offer customers a truly exceptional shopping experience. Lifestyle will
present residents of Mangalore a convenient one stop shopping destination offering
different product categories under one roof, including apparel, footwear and travel
accessories, infant wear and infant basics, cosmetics, perfumes, home décor and
furnishing.

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Research Methodology
This research was conducted on behalf of organizational behavior subject and also to
get an image of live project on employee’s motivation factors. The research
methodology adopted was survey method by taking a simple random sample of twenty
employees, from the three floors of “Lifestyle” retail outlet, with a help of a
questionnaire survey was conducted.

Primary Data:
Primary data required for the study collected primary information by conducting a
survey.

Sampling technique-Simple Random Sampling

Sample size: 20 members

Sampling Unit: employees of Life Style Retail outlet Mangalore

Secondary Data:
For secondary data collect from internet browsing and referring organizational behavior
text book and other other text book related to this topic.

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Data Analysis & Interpretation:
1. Classification of respondents based on self motivation
Table-1
Factors No of Respondents Percentage

Self 17 85
Motivated
Not self 03 25
Motivated

Total 20 100

Interpretation: from the above table we can interpret around 85% of

employees are self motivated people and 25% of employees are not self motivated.

2. Classification of respondents based on which factor motivate an

employee to work efficiently(Ranking 1-5 )
Table-2(no. of respondents)
Factors 1 2 3 4 5
Salary 20 0 0 0 0
Incentives 0 15 3 2 0
Bonus 0 1 4 10 5
Awards 0 1 3 2 14
Other facilities 0 3 10 6 1

Interpretation: the above table tells us what are the things which motivate the
employees to work efficiently. Salary got first rank. Incentives got second rank, Other
facilities (like medical claim, food facilities etc)got third rank, Bonus got fourth place
and fifth rank awards got.

3. Classification of resonance the following statements

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 a. “if they are promoted to higher designation with out increasing their
pay’’

Table-3

Factors No of Respondents Percentage

Feel motivated 08 40

Don’t feel 12 60
motivated
Total 20 100

Interpretation: For the above statement 60% of people are responding that they
don’t feel motivated when if they are promoted to higher designation without
increasing their salary and 40% of employees are feel motivated.

b.If their pay will hike yearly without changing their designation”

Table-4

Factors No of Percentage
Respondents
Feel 11 55
motivated
Don’t feel 09 45
motivated
Total 20 100

Interpretation: From the above table we can predict that 55%of employees feel
motivated if only their salary increased yearly and no change in their responsibility or
designation but 45% of employees don’t feel motivated by this decision or this type of
job.

c. “if name of the designation changes without changing job

responsibility”
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 Table-5
Factors No of Percentage
Respondents
Feel 06 30
motivated
Don’t feel 14 70
motivated

Total 20 100

Interpretation: Every single person wants job responsibility suitable to their

designation. In my survey more than 70% of people agreed that by choosing doesn’t
feel motivated. Here 30% of employees are felt motivated because they are enjoying
higher designation with responsibility.

Findings:
 Most of the Employees of the Life Style i. e. 85% are self motivated. This attitude
makes them work towards the companies’ goal.

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  Salary is a most important component for employees because that only satisfies
their basic needs therefore 100% employees gave 1st Rank for it .

 Awards are not that much motivated because that will receive only when a
employee achieve something. All of them can’t get awards therefore they ranked
it as least one.

 No one feels good if they are promoted without increasing their pay. It will de-
motivate them because of more work pressure and less salary.

 Some employees don’t feel motivated when their designation changes to higher
post without changing their job responsibility. It is mainly because if responsibility
is equal to designation then only it will give good look. But also most of them are
responds positively

 Response of employees for the statement “if an employee who has less work
experience than you gets rewards in terms of incentives, pay hike”. For this most
of them written that they feel bad and they will put more effort to get that
possession as well as they will find out that which thing make their junior to get
that reward.

 At last response for what measure a company should take to motive its
employees are as follows: More training, salary hike, incentives hike based on
their capability and responsibility.

Conclusion:
The conclusions given in the report are not only based questionnaire but also based on
personal observation and conversation.

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It was found that it is a very good company not only for its customer’s treatment and
also by way of treating its employees, giving training, salary payment on time,
incentives on time, food facility, and uniformity in treatment of both the gender. These
are the main things employees like to join and stay long time. These are the things
motivate an employee to work efficiently.

When asked Employee’s opinion about company most of the employees respond
positively but also some employees gave their suggestions like, to improve recruitment
process, increase salary for some extent and also positive opinions are also came
about the company like Good in treating workers, equality in both the genders.

Bibliography:
 www.britishcouncil.org/motivating_the_unmotivated_jeremy_har
mer.doc
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  education.calumet.purdue.edu/.../Edpsy5_intro.htm
 www.iimm.org/.../12_an-introduction-of-motivation-and-
morale.htm

 nformatics.indiana.edu/rocha/ps/chapter1.pdf

Annexure:

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 A Study on Prima
Factors That
In An

1. Are you a self motivated p

Yes No
2. Which are the following y
[Rank it on a scale of 1 to 5

 Salary paid on time

 Incentives
 Bonus [festival or oc
 Awards
 Other facilities [Med
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