SUMMER INTERNSHIP PROJECT

ON

SHREE MAHAVIR METALCRAFT PVT. LTD

RESEARCH ON

EMPLOYEE MOTIVATION TO WORK

SUBMITTED BY

Charadva Bhavin

GUIDED BY

Dr. Prasanta Chatterjee Biswas

ACADEMIC YEAR

2011-12

SUBMITTED TO

JAYSUKHLAL VADHAR INSTITUTE OF MANAGEMENT STUDIES

BIPIN T. VADHAR COLLEGE OF MANAGEMENT

JAMNAGAR

AFFILIATED TO

GUJRAT TECHNOLOGICAL UNIVERSITY

AHMEDABAD

Declaration

I undersigned, Charadva Bhavin, student of MBA 3rd semester declare that I have

prepared this project report on comparative analysis of the financial statements of the bank, at

Shree Mahavir Metalcraft Pvt. Ltd under Mr. Bakul Jivrajani & guided by

Dr. Prasanta Chatterjee Biswas.

I also declare that this project report is my own preparation and not copied from

anywhere else.

Place: Charadva Bhavin

Date: M.B.A SEM III

Acknowledgement

It is my pleasure to present this project on comparative analysis of financial statements.

Shree Mahavir Metalcraft Pvt. Ltd

There are so many people involved in this project, without their support this project was

not possible for me to prepare such a project report. I am thankful all those persons who helped

me in carrying out this work.

It was really a memorable training and I would like to thank Mr. Bakul Jivrajani, of

Shree Mahavir Metalcraft Pvt. Ltd Jamnagar, who had guided me and also thankful to

Dr. K. J. Thankachan , Dr. Ajay Shah & project guide Dr. Prasanta Chatterjee Biswas

Who helped me and guided me in preparing this project report.

I have tried my level best to present the available information in the best possible manner.

Charadva Bhavin

(MBA-sem. III)

Content

SR. NO. PARTICULARS PAGE NO.

1 Introduction of Brass

o Definition of brass

o Alloy

o Background

o History Of The Brass Industry

o The Industrial Revolution

o The Modern Era

o Global Presence

7

7

7

8

8

9

10

10

2 Organizational Study

o Introduction

o Company Profile

o Vision

o Mission

o Work Culture

o Organization And Management

o Infrastructures

o Labors / Workers

o Constant Development

11

12

14

15

15

16

16

17

17

18

3 Production Department

o Process

Molding

Cutting

19

20

21

21

Shaping

Wire drawing

Drilling

Welding

Buffing

Assembly

Platting

Finishing

o Basic Raw Material

o Production Overview

o Quality

o Quality Policy

21

22

22

23

24

25

25

26

27

28

30

30

4 Human Resource Department

o Hr Policy Of The Company

o Recruitment & Selection

o Performance Appraisal

o Time Keeping System

o Wages & Salary

o Benefits & Welfare

o Environment Policy

o Health and Safety Policy

31

32

33

36

37

38

39

40

40

5 Marketing Department 41

6 Finance Department

o Balance Sheet

44

46

7 Literature Review 47

8 Research Methodology

o Research Methodology

Research Technique

Research Method

Meaning of Research

Definition of research

Rational for the study

o Overview Of The Research Topic

Introduction to motivation

What Is Motivation

Definitions of Motivation

Types of motivation

64

65

65

65

65

66

66

67

67

67

68

69

9 Data Analysis And Interpretation 70

10 Findings 94

11 Suggestions 96

12 Bibliography 97

Introduction of Brass

In this chapter, we examine the structure and functions of the mother industry (Brass), of

the industry we are concerned with (Brass Part) in the present study. This examination focus on

various aspects of the brass industry, such as: basic concepts and definitions, history, nature of

basic elements alloys and metals involved, manufacturing processes and others.

Definition of brass

Brass is an alloy (mixture) of copper and zinc and with the addition of small amount of

other elements may be added to the alloy for special uses.

Alloy

A metal made by combining different types of metals is called an alloy. Alloys are made

to increase a metal’s strength, to make it more resistant to corrosion and wear to make it lighter

and even to change its color. To make it lighter and even to change its color. To make alloys, a

metal is melted down and combined with other metal. Copper is a metal used in many alloys

because it is abundant, lustrous and easy to shape. Brass is an alloy which is made by combining

copper with zinc.

Background

Brass is a metal composed primarily of copper and zinc. Copper is the main component,

and brass is usually classified as a copper alloy. 3 The color of brass varies from dark reddish

brown to a light silvery yellow depending on the amount of zinc present; the more zinc, the

lighter the color. The zinc content can vary between 10% to about 45 %.

Brass is specified because of the unique combination of properties, stronger and harder

than copper, it is easy to form into various shapes, a good conductor of heat, and generally

resistant to

corrosion from salt water. Because of these properties,5 Brass is usually the first-choice

material for many of the components for equipment made in the general, electrical and precision

engineering. industries brass is also used to make pipes and tubes, weather stripping and other

architectural trim pieces, screws, radiators, musical instruments and cartridge casting for

firearms. Matched by no other material, those make it indispensable where a long, cost effective

service life is required.

History Of The Brass Industry

The discovery of metal changed the lives of the people in the ancient world. Metal and its

alloy made agriculture easier, providing farmers with more efficient tools to work their land.

Armies that possessed metal knives, swords, and shields were no match for those that did not.

The first two metal and its alloy widely used by humans, copper (and its alloy brass) and gold are

still important in people’s lives today.

The Industrial Revolution:

The industrial revolution brought about a tremendous change in the production of copper

and its alloy, beginning with a demand for more and better raw material. Mine production rose as

steam – driven pumps were applied to remove water from diggings. Smaller throughput

increased as well, largely due to faster remove of impurities from ore.

Another significant increase in demand for brass was brought about by the development

of the stamping press, which helped speed up the production of simple brass articles. Metal

buttons, for example, suddenly became much more readily available, as did many of the brass

furniture fittings used by the master cabinetmakers of the period.

Brass has long been the first material of choice in the construction of measuring

instrument for use of sea or in any moist, salt-laden atmosphere. This is due not only to the

corrosion resistance of brass but also to its good machinability, ease of engraving and perhaps

most important of all, the fact that it is nonmagnetic, it is because of the latter property that

marine compasses are mounted upon brass binnacles, equipped with brass compass bowls and

strung in brass gimbals. Electrical engineering in the modern industrial series followed from

Faraday’s discovery of electromagnetic induction in 1831. Invention of the electric dynamo by

Wernervon Siemens in 1866 led to a tremendous increase in demand for copper to supply

electric power this became particularly evident during the second half of the 19th century after

Edison’s invention of the electric light bulb in 1878 and his construction of the first electric

power generating plant in 1882. Installation of land and submarine telegraph cable and use of

electric traction motors for train were among many important consequences of rapid progress

in electrical engineering during the second half of 19th century. All of these developments

naturally made growing demand on the supply of copper and its alloy brass.

The Modern Era

Toward the end of the 20th century, consumption of primary copper products had

climbed to a yearly average (1986-1990 figures) of 8.9 million MT. The 1994 world total

consumption reached 13.4 million MT. For the period 1996-2005, copper consumption has been

estimated to grow at an average rate in excess of 3%. The largest increases are anticipated to

occur in construction, transportation and the electrical and electronics industries.

Jamnagar’s brass industry, which has seen its fortunes remarkably since the last decade

The industry made it to the government’s good books after it recorded an unprecedented growth.

Subsequently, the government is mulling to set up a Technology Demonstration Cum Training

Centre (TDTC) in Jamnagar.

Global Presence :

The brass parts manufactured in Jamnagar finds its place in the overseas market as well.

Jamnagar is one of the largest automobile and cycle tube valve manufacturers in the world.

Because of its precision and quality, these tube valves are exported in European and North

American markets. The products are marketed through various marketing channels to countries

like U.K., USA, Canada, Middle East, Europe, Africa, Sri Lanka, Pakistan, Indonesia, Malaysia,

Singapore, Japan, Bangladesh, Italy, Germany, Australia, France, Norway, Saudi Arabia,

Yemen, Thailand, etc

Organizational Study

Introduction

Shree mahavir metalcraft pvt. ltd. is an establishement of over 25 years of dedication.

Established in 1984 the company has now grown to be one of the largest manufacturer of modern

architectural hardware in India. SMI’s Modern state of art manufacturing unit in Jamnagar,

Gujarat is equipped with the latest technology machines and a technically qualified team to meet

the increasing needs of the customer.

Over the years SMI has excelled in the field of builders hardware providing products like

door locks, door handles and various kinds of architectural hardware.

We offer products in a variety of metals like Brass, Zinc(Zamac), Stainless Steel etc. and

more importantly products can be custom made exactly in accordance with the specification of

the customer.

Willingness to provide quality that surpasses custumer’s expectations at extremely

competitive prices is what sets us apart from the competition.

Company Profile

Promoters:

"The promoters of the Shree Mahavir Metalcraft Pvt Ltd, are well “experienced businessmen

and young energetic persons of firm determination and quick decision makers. At present there

are two directors of the company namely

Name of the Director Age

1) Mr. Dhiren mansukhlal Shah 33 ( Director)

2) Mr. Chetan Nemchan Galaiya 37 ( Director )

Name of the Shareholder Age

1) Mr. Harkhchand devraj Galaiya 71

2) Mr. Dhiren mansukhlal Shah 33 ( Director)

3) Mr. Chetan Nemchan Galaiya 37 ( Director )

4) Mis.Rajshree Samir Shah 43

5) Mis.Shweta Dhiren Shah 30

6) Mis.Sangeeta Chetan Galaiya 36

7) Mis.Meena Mansukhlal Gada 54

Mr. Chetan Galaiya looks after “accounts banking, taxation, and general

administration including labour matter. "Mr. Dhiren Shah looks after marketing, production, and

finance and business development."The promoters are from one family having blood relationship

with good understanding amongst them. All the major decisions are taken by all the promoters

after deep research and taking the advice of experts in the field and with majority.

Vision

To be a leader in the architectural hardware industry through innovations, quality

products and mutually beneficial alliances

Mission

To support our customers by providing superior products and services of

exceptional value which help them gain competitive advantage in their markets.

To sustain our vision by constantly seeking renewal via continual improvement in

processes, and the application of new technologies and best business.

To provide a pleasant, nurturing and growth oriented environment which encourages

our employees to be highly productive and to grow personally and professionally.

Work Culture

Mahavir Limited offers a great working environment, charged with the spirit of

competitiveness. The compensation package that Mahavir Limited offers rivals the best in the

industry. Keep checking this section because it is constantly updated, giving you information

about the latest requirements at Mahavir Limited. As and when there is a requirement that best

suits you, we will get in touch with you.

Organization And Management

The Company has strength of more than 400 People, the directors of the company

manages the teams.

The company has more than 25 Highly people and 82 Skilled people to manage the

entire team at all level.

Infrastructures

"The main infrastructure like Transport, Roads, Electricity, Communication,

Banking,” are already there in Jamnagar in normal course. The required staff that is manpower is

also available easily. The market is spread all over Country and world. The Brass parts are

normally made as per orders of customers.

Labours/ Workers

The required manpower / labors are easily available in Jamnagar. Since Jamnagar

is the hub of the brass parts products in the country, all required labourer from unskilled to

highly skilled is easily available.

Constant Development

Shree Mahavir Metalcraft Pvt. Ltd. Was earlier knows as Shree Mahavir Industries ,

a partnership firm was established in 1984, the dedicated family members over the 3 decades has

successfully run the business and is regularly looking for development and growth.

Started with components and parts of the products, today the company has wide

range of products, markets both domestic and international.

Earlier the company was working with Godrej, but added several major clients like

Kohler, Roca, Quba in the country and also spreaded its wings in international market with

VIRO ( Italy ), Assa Abloys ( United Kingdom), QDCR ( France ).

Adopted advanced technology which has not only helped in better quality of products

but also added production capacity to meet the demand.

ProductionDepartment

The brass parts manufacturing process passes through different operations such as

Process

Molding Cutting Shaping

Wire Drawing

Pressing/ Hammerin

g

Drilling Welding Buffing

Assembling

FixingNickel/Silver/Gold/Zink

Platting

Finishing

Molding

A mold or mould is a hollowed-out block that is filled with a liquid like plastic, glass,

metal, or ceramic raw materials. The liquid hardens or sets inside the mold, adopting its shape. A

mold is the counterpart to a cast. The manufacturer who makes the molds is called the mold

maker. A release agent is typically used to make removal of the hardened/set substance from the

mold easier. Typical uses for molded plastics include molded furniture, molded household

goods, molded cases, and structural materials.

Cutting

Cutting is the separation of a physical object, or a portion of a physical object, into two

or more portions, through the application of an acutely directed force. Implements commonly

used for cutting are the knife and saw, or in medicine and science the scalpel and microtome.

However, any sufficiently sharp object is capable of cutting if it has a hardness sufficiently larger

than the object being cut, and if it is applied with sufficient force. Even liquids can be used to cut

things when applied with sufficient force.

Shaping

A shaper is a type of machine tool that uses linear relative motion between the work

piece and a single-point cutting tool to machine a linear tool path. Its cut is analogous to that of a

lathe, except that it is (archetypally) linear instead of helical. (Adding axes of motion can yield

helical toolpaths, as also done in helical planing.) A shaper is analogous to a planer, but smaller,

and with the cutter riding a ram that moves above a stationary workpiece, rather than the entire

workpiece moving beneath the cutter. The ram is moved back and forth typically by a crank

inside the column; hydraulically actuated shapers also exist.

Wire drawing

Wire drawing is a metalworking process used to reduce the cross-section of a wire by

pulling the wire through a single, or series of, drawing dies. There are many applications for wire

drawing, including electrical wiring, cables, tension-loaded structural components, springs, paper

clips, spokes for wheels, and stringed musical instruments. Although similar in process, drawing

is different from extrusion, because in drawing the wire is pulled, rather than pushed, through the

die. Drawing is usually performed at room temperature, thus classified as a cold working

process, but it may be performed at elevated temperatures for large wires to reduce forces. More

recently drawing has been used with molten glass to produce high quality optical fibers.

Drilling

A drill is a tool fitted with a cutting tool attachment or driving tool attachment, usually a

drill bit or driver bit, used for drilling holes in various materials or fastening various materials

together with the use of fasteners. The attachment is gripped by a chuck at one end of the drill

and rotated while pressed against the target material. The tip, and sometimes edges, of the cutting

tool does the work of cutting into the target material. This may be slicing off thin shavings (twist

drills or auger bits), grinding off small particles (oil drilling), crushing and removing pieces of

the workpiece (SDS masonry drill), countersinking, counter boring, or other operations.

Drills are commonly used in woodworking, metalworking, construction and do-it-

yourself projects. Specially designed drills are also used in medicine, space missions and other

applications. Drills are available with a wide variety of performance characteristics, such as

power and capacity.

Welding

Welding is a fabrication or sculptural process that joins materials, usually metals or

thermoplastics, by causing coalescence. This is often done by melting the work pieces and

adding a filler material to form a pool of molten material (the weld pool) that cools to become a

strong joint, with pressure sometimes used in conjunction with heat, or by itself, to produce the

weld. This is in contrast with soldering and brazing, which involve melting a lower-melting-

point material between the work pieces to form a bond between them, without melting the work

pieces.

Many different energy sources can be used for welding, including a gas flame, an electric

arc, a laser, an electron beam, friction, and ultrasound. While often an industrial process, welding

may be performed in many different environments, including open air, under water and in outer

space. Welding is a potentially hazardous undertaking and precautions are required to avoid

burns, electric shock, vision damage, inhalation of poisonous gases and fumes, and exposure to

intense ultraviolet radiation.

Buffing

Buffing are finishing processes for smoothing a work piece’s surface using an abrasive

and a work wheel. Technically polishing refers to processes that use an abrasive that is glued to

the work wheel, while buffing uses a loose abrasive applied to the work wheel. Polishing is a

more aggressive process while buffing is less harsh, which leads to a smoother, brighter finish. A

common misconception is that a polished surface has a mirror bright finish, however most mirror

bright finishes are actually buffed.

Polishing is often used to enhance the looks of an item, prevent contamination of

instruments, remove oxidation, create a reflective surface, or prevent corrosion in pipes. In

metallography and metallurgy, polishing is used to create a flat, defect-free surface for

examination of a metal's microstructure under a microscope. Silicon-based polishing pads or a

diamond solution can be used in the polishing process.

The removal of oxidization (tarnish) from metal objects is accomplished using a metal

polish or tarnish remover; this is also called polishing. To prevent further unwanted oxidization,

polished metal surfaces may be coated with wax, oil, or lacquer. This is of particular concern for

copper alloy products such as brass and bronze.

Assembly

Self-assembly is a term used to describe processes in which a disordered system of pre-

existing components forms an organized structure or pattern as a consequence of specific, local

interactions among the components themselves, without external direction. When the constitutive

components are molecules, the process is termed molecular self-assembly

Platting

Plating is a plating process in which metal ions in a solution are moved by an electric

field to coat an electrode. The process uses electrical current to reduce cations of a desired

material from a solution and coat a conductive object with a thin layer of the material, such as a

metal. Electroplating is primarily used for depositing a layer of material to bestow a desired

property (e.g., abrasion and wear resistance, corrosion protection, lubricity, aesthetic qualities,

etc.) to a surface that otherwise lacks that property. Another application uses electroplating to

build up thickness on undersized parts.

The process used in electroplating is called electro deposition. It is analogous to a

galvanic cell acting in reverse. The part to be plated is the cathode of the circuit. In one

technique, the anode is made of the metal to be plated on the part. Both components are

immersed in a solution called an electrolyte containing one or more dissolved metal salts as well

as other ions that permit the flow of electricity. A power supply supplies a direct current to the

anode, oxidizing the metal atoms that comprise it and allowing them to dissolve in the solution.

At the cathode, the dissolved metal ions in the electrolyte solution are reduced at the interface

between the solution and the cathode, such that they "plate out" onto the cathode. The rate at

which the anode is dissolved is equal to the rate at which the cathode is plated, vis-a-vis the

current flowing through the circuit. In this manner, the ions in the electrolyte bath are

continuously replenished by the anode.

Finishing

Finishing is a group of manufacturing processes that allow large quantities of parts to be

simultaneously finished. The goal of this type of finishing is to burnish, deburr, clean, radius, de-

flash, descale, remove rust, polish, brighten, surface harden, prepare parts for further finishing, or

break off die cast runners. The two main types of mass finishing are tumble finishing, also

known as barrel finishing, and vibratory finishing. Both involve the use of a cyclical action to

create grinding contact between surfaces. Sometimes the workpieces are finished against each

other; however, usually a finishing medium is used. Mass finishing can be performed dry or wet;

wet processes have liquid lubricants, cleaners, or abrasives, while dry processes do not. Cycle

times can be as short as 10 minutes for nonferrous workpieces or as long as 2 hours for hardened

steel.

Mass finishing processes can be configured as either batch systems, in which batches of

workpieces are added, run, and removed before the next batch is run, or as continuous systems,

in which the workpieces enter at one end and leave at the other end in the finished state. They

may also be sequenced, which involves running the workpieces through multiple different mass

finishing processes; usually, the finish becomes progressively finer. Due to the random action of

the processes, mass finishing is as much an art as it is a science.

Basic Raw Material

At mahavir unit major raw material manufactured is as follows:

The major and main raw material is Brass Scrap. The company is directly importing brass

scrap mostly from European Markets, over the years the company has established good contacts

with the supplier abroad and thus the procurement of basic raw material is not a problem. There

are Many Brass Extrusion units which produces/ converts quality brass

Rods/Sheets/Ingots/Pipes/Square etc. This is the major source of raw materials It is available

throughout the year. The brass scrape price are fluctuating as per normal demand and supply

theory.

Production Overview

The unit has almost all the facilities in-house. However some of the normal processes

“are done through job workers because of Quality, space and time factors."The Impact of

Changes in Technology in future has been kept in mind by promoters while selecting the plant

and machineries. The technology changes are bound to be there & one has to consider the same

otherwise when technology changes the production facility becomes obsolete and additional

investment requires for new technology. The promoters have selected the machines which can be

operated with different Jiggs and "fixtures as per the process requirement. If the technology

changes in future, the "promoters have to change the Jigs/Fixtures/dies only.

"The Promoter thinks that the change in technology is bound to be there in any

industry," however in the area of locks the technology changes will be mainly in operation of

locks but not in locks. There may be changes in opening system of locks such as instead of keys

there may be Cards/Thumb impression/Photo identity/Remote system to open the locks and locks

will always be there hence the locks will not have any substitutes.

The promoters manufacture all the critical parts in-house only. The promoters are not

dependent on any outsiders for any parts. The promoter’s purchases brass rods/pipes/plates

sheets as a input raw materials of standard quality and all other parts are manufactured in the

factory with latest technology parts making automatic machines and computerized CNC

machines. The promoters have their own coating/platting plant which is the hearts of the

premium brass products. The Nickel platting/ Gold Platting/ Silver platting etc attract the

products and the promoters have specialty in the coating/platting technology.

The promoters have employed the required technical staff to supervise the production.

The promoters have also employed skilled labors to manufacture the quality products. The

promoters have employed latest state of art technology machines like CNC and other Automatic

machines to manufacture products in quantity and good quality. The products manufactured by

the promoters are based on design either supplied by the purchasers or designed by the promoters

in house. The in house design dept makes designs as per the latest trend in the market and as per

the customer's demand.

Quality

Our extensive experience allows us to offer sound technical support services, from design

advancements to testing and commissioning of the product. Due to strict quality control

procedures our customers are ensured that their requirements are met accurately and consistently.

The quality control department is equipped with all the necessary testing equipments, used by a

technically qualified team. Quality control forms an integral part at every stage right from receipt

of raw materials to delivery of finished goods. Various tests like salt spray tests, acetone rub

tests, pencil hardness tests, life cylcle tests.etc are carried out to make sure our products can

measure up to international standards. In SMI excellence is not an exception but a prevailing

attitude.

QUALITY POLICY

We at Shree Mahavir Metalcraft Pvt. Ltd. are committed to manufacture and supply

consistently defect free components to the customer, enhancing customer safisfaction by meeting

customer requirements at competitive prices.

We at Shree Mahavir Metalcraft Pvt. Ltd. thrive to understand and fulfill with quick

response the changing needs of the customer from time to time.

We at Shree Mahavir Metalcraft Pvt. Ltd. are committed to continual improvement in

manufacturing Welcome to Shree Mahavir Metalcraft Pvt. Ltd.

HumanResource

Department

Hr Policy Of The Company

Hrd policy statement

o Coming together is beginning…

o Keeping together is progress…

o Working together is success…

Some of the Policies of the company are as follows:

o Employees satisfaction creates an environment where people enjoy there work and

realize their full potential; find opportunity to grow, focus their attention and satisfying

the customer and the organization.

o Encourage teamwork along with individual excellence; develop a sense of belonging

amongst employee by carrying attitude.

o Consider quality consciousness as the key requirement for the products and services.

o Consider employees as a valuable asset.

o Promote commitment and creativity for better performance.

o Build enough flexibility to encourage and accommodate innovative thoughts.

Recruitment & Selection

Recruitment

Recruitment is the process of identifying that the organization needs to employ

someone up to the point at which application forms for the post have arrived at the organization.

Recruitment has been regarded as the most important function of the personnel department

because unless the right type of people are hired, even the best plans and controls of organization

would not do much good.

The recruiting procedure of Mahavir consists of three segments:

Sources of Recruitment :

For any organization there are various sources available. Mainly two sources are

available for the recruitment for Mahavir:

1 ) Internal Sources.

2 ) External Sources.

1) Internal Source:

In Mahavir the internal recruitment is done by the reference of internal members of

the organization. With the help of internal advertisement, within the company, company gets

enough reference for the recruitment.

2) External Source:

In Mahavir the external sources for the recruitment are as follows:

Segments Recruitment of Workers

Recruitment of Executives & Managerial Staff

Recruitment of Technical & Personnel

1.) New entrance for the labor force i.e. young, mostly inexperience,

Potential employees, college students.

2.) The unemployed with wide range of skills and abilities.

3.) Experienced persons such as mechanics, accountants and

Selection:

Selection consists of the processes involved in choosing from applicants a suitable

candidate to fill a post. In Mahavir recruitment & selection procedure for blue collar force is as

per laws. For the recruitment of the labor in the company it is essential that he should acquire the

certificate of ITI examination. Workers are selected by the concern supervisor and the assistant

personnel management. Physical fitness for the workers are considered at the time of selection.

Recruitment and Selection procedure for white collar force refers to the selection of

officers and managers. They are selected by departmental head..

Performance Appraisal

“Performance is not a matter of chance.

It is not a thing to be waited for.

It is a thing to be achieved……”

Performance Appraisal is the step where the management fields out how effective it

has been at hiring and placing employees he performs. In MAHAVIR the Performance Appraisal

is a unit for managerial level which is done on yearly basis. This is done normally in the month

of February & March. The Performance Appraisal committee is consisting of department head

and the Senior Management head personnel. The annual & increments are decided on the basis

of individual performance during the year.

The appraisal is being carried out on following points:

Achievements.

Behaviors.

Attendance

Skills

Knowledge

Efficiency

Co-operation with others.

Time Keeping System

Time Keeping System is very important aspect. Through Time Keeping System

company can run smoothly and successfully with boosting profits every year. MAHAVIR has

different Time Keeping System.

The main functions of this department are as under:

Attendance

Wages & Salary

Leave Records.

Gratuity

Bonus Payments

PF & Employee Safety Insurance (ESI) Scheme

In case of workers they have three shifts. They are provided with the attendance card

is issued to them which they have to carry while reporting on the job and submit to the respective

dept. Respective heads dept. make the present of all the workmen and deliver to the time office,

for making attendance register.

The timing for shifts is as follows:

1.) 7:00 a.m. to 12:30 p.m.

2.) 1:00 p.m. to 7:00 p.m.

With a lunch break of half an hour.

.

Wages & Salary

The wage is remuneration paid for the service of labor. In production wages

usually refers to the contribution to production, while salary normally refers to the clerical

administration & professional employees. A person who gets the wages is called “Blue Collar

Work”.

On the other hand salary normally refers to the monthly rates paid to clerical

administration & professional employees or “White Collar Work”. In MAHAVIR time office

dept. decides the wages of workers. There is attendance system and after totaling the attendance

of workers they pay the workers on the 10th date of the month. If the worker needs money earlier

i.e. advance than it will be given on 25th of the month.

Benefits & Welfare

Benefits provided by MAHAVIR are as follows:

o Employees at various levels are provided with tea with different intervals of time.

o Water and Sanitary facility for all.

o Canteen facilities for workers in the campus of the unit. It contains tea, coffee, breakfast

etc. at reasonable rates.

o Medical facility includes ambulance, doctors for workers and employees for monthly

checkup.

o Telephone facility is also provided to employees and above staff.

o All employees are connected through Local Area Network (LAN) and internet for Senior

Executives.

o PF facilities for all the workers and employees.

o Vehicle facility for managerial with driver for official purpose today

Environment Policy

Shree Mahavir Metalcraft Pvt. Ltd. accepts responsibility for the harmful effects its

operations have on both the local and global environment and is committed to reducing them.

SMI will measure its impact on the environment and set targets for ongoing

improvement.

SMI will comply with all relevant environmental legislation and will implement a

training program for its staff to raise awareness of environmental issues and enlist their support

in improving the Company’s performance.

Health and Safety Policy

Shree Mahavir Metal craft Pvt. Ltd. will ensure each employee is given information,

instruction and training to enable the safe performance of all work activities.

It is our duty to ensure that all processes and systems of work are designed to take into

account health and safety of our employees and are properly supervised at all times.

Should any of our activities endanger the health and safety of our employees, such

activities will be monitored and where necessary, arrangement for health surveillance will be

made.

MarketingDepartment

Introduction

"The products manufactured by the promoters are Door Locks, Handle Locks, Latches

“Keys and related parts. The promoters in this market since last 20 years. The Promoters are

selling the products to India’s biggest lock manufacturing company GODREJ The Godrej is

manufacturing/selling the locks under its brand name Godrej.

The Godrej is having the largest market share in locks under its brand in India. The

promoters are selling its products directly to the company Godrej Since last 20 years and the

promoter’s sales almost 75 % of its products to Godrej directly since last 15 years the unit can be

termed as an ancillary unit of the Godrej. Even at present the same selling pattern is continued.

The marketing is not a problem for promoters. The unit has not to worry for marketing of the

products. The promoters manufacture products as per the design and requirement of the

Company Godrej. The company Gogrej after research in market and customers taste makes the

designs of the locks and orders to the promoters and the promoters as per the design

manufactures the products. Thus the promoters products are made to order products The

company has a very good business relation with the company GODREJ since last20 years and

the company has awarded the promoters with certificate of excellence The company has always

met the target of Godrej and this is the plus point of the promoters “The promoters have also

planned for the future, if the business with Godrej decreases in "future. The promoters have

started manufacturing the premium grade products for export market and the company has

exported its products.

The Promoters have negotiated with one of the party who is in export business and the

promoters will also enter in to new export market in future. The sales figures of the promoters

show increasing trends since last four years. The increase trend is very attractive. The Demand

and supply is increasing tremendously since last three years. Considering the development taking

place in our economy and worldwide the demand is definitely going to increase in rapid manner.

The living standard of the public is increasingly and the demand for new products and premium

products increasing and the prompters have decided to manufacture luxury and premium

and export quality product which will help the promoters to increase their market share.

"The promoters are manufacturing as per design and demand of the customers, there is

very “little room for competition. There are some manufacturers in Jamnagar who are also

“engaged in lock manufacturing, but they are not competitors for the promoters. Since last "20

years the promoters Quality of the products is so good that they have not to face any competition.

The Jamnagar is the place where brass parts manufacturing is so large that 75 % to 80%of the

brass parts requirement of our country is met by Jamnagar only. This will give the idea about the

brass parts business of Jamnagar. The promoters have the monopoly with GODREJ in respect of

quality and price which can be seen from the promoters long 20 years association with GODREJ.

The promoters have good Price bargaining Power. The Value Addition/ Contribution is

constant it is almost 65 % on Material Cost which "is quite fair. The promoter have a price policy

with the GODREJ, as soon as the price of the "Raw materials increases the selling price is also

linked with the increase in raw material price. This shows that the promoters have the good price

bargaing power. The promoters are also thinking of manufacturing owned design products for

direct sales to direct customers in market. At present the promoters have limitation of space and

finance. The promoters started expansion three years back but that expansion is not sufficient

today and that is the reason why the promoters have planned for expansion.

Finance

Department

Introduction

Finance is the only energy which keeps the vehicles of business running. Finance is a

prerequisite for starting and running any business. There is always a Problem with every

organization for managing its expanding and ambitious plans with its Limited resources. The

financial management is therefore assigned the task of planning And controlling the long term

and short term financial needs in order to achieve the Desired goal with the limited financial

resources.

Finance is blood for any organization. Without finance the organization can not success.

Finance is the study of funds and management. Its general areas are business finance, personal

finance, and public finance. It also deals with the concepts of time, money, risk, and the

interrelation between the given factors. It is basically focused on how the money is spent and

budgeted. It is one of the most important aspects in handling business. Finance addresses the

methods wherein business entities used their financial resources on a certain period of time. It is

the application of a set of techniques used by organizations in managing their financial affairs.

The income and expenditure are emphasized in finance and its differences can easily be

indicated.

“Financial management is the effective & efficient utilization of financial resources.

It means creating balance among financial planning, procurement of funds, profit

administration & sources of funds.”

Major functions of finance department: -

FINANCING PLANNING

RAISNG OF FUNDS

ALLOCATION OF FUNDS

FINANCIAL CONTROL

Balance Sheet ( Rs. In Lakhs)           

PARTICULAR YEAR  2007 2008 2009 2010 2011

Liabilities:          

Paid Up Share Capital 100.00

100.00

200.00

200.00

300.00

Reserve and Surplus 4.33

61.59

184.35

363.81

587.34

Unsecured Loans 70.00

95.00

95.00

120.00

120.00

Term Loan 400.00

376.00

326.00

376.00

416.00

Bank CC     30.00

40.00

50.00

           

Total Liabilities 574.33

632.59

835.35

1,099.81

1,473.34

           Assets:          

Fixed Assets ( Gross Block) 526.00

551.00

576.00

676.00

701.00

Less Depreciation 26.30

81.40

139.00

206.60

276.70

           

Net Block 499.70

469.60

437.00

469.40

424.30

           

Investment 1.00

2.00

3.00

4.00

5.00

           Net Current Assets Current Assets                     

Inventories -

147.74

306.06

362.91

452.49

Debtors And Advance against Import Order

75.00

52.14

115.21

300.00

650.00

Cash & Bank Balance 5.00

5.00

5.00

5.00

5.00

           

Less: Current Liabilities & Provisions 6.37

43.89

30.92

41.50

63.45

           

Net Current Assets 73.63

160.99

395.35

626.41

1,044.04

           

Total Assets 574.33

632.59

835.35

1,099.81

1,473.34

Literature Review

Nadeem Malik

University of Baluchistan Quetta, Pakistan

(Received 10 December 2009; accepted 12 February 2010)

There were times when employees were considered to be another addition to enhance the

production of services or goods. However, a lot has changed now. Motivating employees is a

necessary step that every business owner should take to succeed. This is because motivation

encourages better performance and productivity on the part of employees. And when this

happens, the company has nothing to enjoy but benefits and profit. Hence, it is natural for

owners, managers, and team leaders to look for ways to improve the morale of their workers.

This study examined the ranked importance of motivational factors of employees at the

University of Balochistan. It is the descriptive survey addressed eight motivating factors in the

context of employee motivation theory. Findings suggest that living in safe area and good pay

are key to higher employee motivation. Carefully designed reward systems that include job

enlargement, job enrichment, promotions, monetary, and non-monetary compensation should be

considered.

Rank of importance Motivation factor

1) Living in a safe area

2) Good Salary

3) Promotion and growth in the org

4) Interesting work

5) Conducive working condition

6) Sympathetic help with personal problems

7) Appreciation of work done

8) Personal loyalty to employees

Darren James Elding

The University of Birmingham

This research reviewed the history of motivation and performance modelling, with

particular regards to the performance of employees in a work environment. The evolution of

motivational theories was discussed before the motivational models arising from these theories

were examined and critiqued.

The wide range of, often conflicting, studies and theories in this area has led to a situation

where no single model has been able to capture all the complexities of the internal and external

influences on human motivation and performance. Models have broadly fallen into one of two

categories: cognitive, focusing on the individual’s thought processes and socialcognitive,

focusing on the influences from social and contextual variables.

Bong [1996] suggested that a broader model of motivation may be developed by adopting

either an integrative approach, whereby a general model is built that incorporates the wide

range of potential motivational variables, or by building several models that focus on each

dimension separately.

Needs based and process based motivational theories, which will provide the foundation

of any model of motivation, were reviewed in Chapter Three. Chapter Four then introduced the

two existing models of motivation models that are the main focus of this study, Hackman and

Oldham’s Job Characteristics model and Porter and Lawler’s Expectancy model. Each model

was reviewed and critiqued before being amended and expanded to more fully explain the

social and cognitive motivational processes and satisfy the criticisms identified.

Although there are no obvious areas of overlap between the largely social-cognitive Job

Characteristics model and the largely cognitive Expectancy model, Chapter Five explains that

by changing the terms used to describe the variables in each model the similarities between

them may be identified. Identifying the areas of overlap allows the two models to be integrated

into one. This new model of motivation expands upon the original models in that it combines

both the social-cognitive and cognitive approaches and also incorporates more of the

motivational theories discussed in Chapter Three than either of the two original models. The new

model of motivation was tested via a data survey in four organisations. In each case, the level of

correlation between the levels of the recorded variables, such as satisfaction and motivation, and

those predicted by the model were generally high. The results of the data survey and the

performance of the model were discussed in Chapter Six.

One of the main aims of this thesis was to produce a model of motivation that was of

practical use to the management of an organisation. Such a model should go beyond the existing

theoretical models and allow those responsible for motivating a workforce to experiment with

alternative job design strategies and evaluate their likely effects upon motivation and

performance. Chapter Seven describes the spreadsheet-based model that was built in this study.

Ali Dahmal Al-Aamri

Open University of Malaysia

(2009/2010)

Business all over the world today is very challenging. Internal and external operating

environment factors continue to challenge corporate performance and revenue growth. To stay

profitable in the highly challenging and competitive global market economy, all the factor of

production - men, machine and materials – should be wisely managed. Among the factors of

production the human resource constitutes the biggest challenge because unlike other inputs

employee management calls for skillful handling of thoughts, feelings and emotions to secure

highest productivity.

Employee motivation delivers long-term benefits in the form of high productivity. A

motivated employee is a valuable asset which delivers immense value to the organization in

maintaining and strengthening its business and revenue growth. The attached project paper

studies employee motivating in private organization. This is accomplished through the six main

chapters of this project study which includes: Introduction, Research Methodology, Literature

Review, Data collection and Analysis, and Summery and Conclusion. The survey/questionnaire

research method was used as the basis for the research design and results of this survey is

analyzed and discussed.

Rajeswari Devadass

University Tenaga Nasional

The purpose of this is to present findings of an integrative literature review related to

employees’ motivational practices in organizations.

Method

A broad search of computerized databases focusing on articles published in English

during 1999–2010 was completed. Extensive screening sought to determine current literature

themes and empirical research evidence completed in employees’ focused specifically on

motivation in organization.

Results

40 articles are included in this integrative literature review. The literature focuses on how

job characteristics, employee characteristic, management practices and broader environmental

factors influence employees’ motivation. Research that links employee’s motivation is both

based on qualitative and quantitative studies.

Conclusion

This literature reveals widespread support of motivation concepts in organizations.

Theoretical and editorial literature confirms motivation concepts are central to employees. Job

characteristics, management practices, employee characteristics and broader environmental

factors are the key variables influence employees’ motivation in organization.

Ron Foss

Senior Partner of EQ

I believe that ability is mind to hand while motivation is mind to heart. Think of it this

way – Performance equals Ability (Mind to Hand) times Motivation (Mind to Heart) or

SP=A(MH)XM(MH)]

Managers often remedy performance issues with more skills training when from my

experience more often than not the underlying performance issue is the thinking and motivation

of the employee. This generally means the wrong solution for the wrong problem incurring more

overhead cost, lost opportunity cost and often a further slippage in the motivation of the

employee.

Different levels of the employee’s ability will mean a different coaching style on behalf

of the manager in order for the task to be completed at the required level of performance. Lower

ability will mean more manager involvement and a specific teaching style will be necessary. As

ability increases so too does the ownership of the task by the employee increase, as he or she will

begin to determine what is required in order to complete it. A sharing style becomes the most

commonly used style by managers during this next phase. As the employee’s ability level

optimizes the role of the manager shifts more to a transferring style. Involvement of the manager

is far less and ownership for the task is now primarily that of the employee.

Typically the same holds true for levels of motivation (M) with respect to the same task

although the characteristics and processes for engaging it are more emotional than behavioral. It

is here that the passion for managing employees comes to the forefront.

Managing an employee with low motivation will require a nurturing manager, one that

will engage in the values and principles of the employee more so than technical abilities for that

task. I believe that emotional factors have to engage the employee’s values in order to stimulate

the whole employee. As the employee’s motivation improves you follow through with

encouragement reinforcing the positive and helping them see that there is light at the end of the

tunnel. At the highest level of motivation you simply recognize their capability supporting them

to the highest possible level of success.

An employee with high ability and motivation with respect to a specific task is more apt

to have higher levels of success with the role of the manager being that of a provider of

information or in a position to just delegate and reward with little need for intense interaction.

As a manager’s proficiency increases with the use of this model, his or her competency at

identifying the issues of ability and motivation will also increase. This will provide the manager

with an advantage as he or she mentors and coaches his or her employees for greater results. For

the longest time I have used this model intuitively but from time to time I have been known to

reference a wallet size cheat sheet that I have carried with me for at least twenty years. A real

testimonial to the Gilmore model!

David C. McCelland’s

Employees who have clear objectives, the required competencies, and a supportive

working environment still require a level of desire, willingness and positive thinking to complete

tasks in order to optimize performance. This state of willingness could be restated as motivation,

the mental game or the internal forces that affect the outcomes, intensity and perseverance of an

employee’s voluntary behavior.

Managers need to evaluate each employee’s motivation, skills and the thinking

supporting them due to shifting corporate goals and competitive threats. Given that there is a

broad range of individualistic practices within the employee population, it is likely that each

employee is motivated in different ways and a good manager or leader, according to my

experience, has the responsibility to identify those differences and leverage the individual

potential from each and every employee.

In David C. McCelland’s theory of learned needs he suggests that achievement,

affiliation and power are the important sources of motivation. As he suggests, however, high

achievers are self-motivated to high levels of achievement while low achievers require direction

and reinforcement from others. He goes on to say that employees can learn to become more

achievement oriented but recognizes that there are different types of employees bringing a

balance to our social framework.

Daniel Goleman

Dr. Paul Hersey

This is why it is so key that managers understand employees for the individuals that they

really are. Daniel Goleman, who has done extensive work in the area of Emotional Intelligence,

suggests that those employees with potential are motivated by a desire to achieve for the sake of

achievement and states further that managers with strong emotional intelligence are themselves

self-motivated individuals – These principles should then apply to all employees and managers.

If motivated employees are more willing to exert certain effort over a period of time in

order to achieve a goal, then what role does the manager have in his or her interaction with that

employee?

It is important for managers to have a grasp of each employee’s level of ability and

motivation according to Dr. Paul Hersey. He suggests that the ownership of the task between the

manager and the employee be shared in accordance to the various possible levels of both ability

and readiness. A training company named Gilmore and Associates devised a model that

incorporates these notions and I have worked with them to further its usefulness.

It is important that a manager determines what the over all ability of an employee is prior

to attempting to teach, share or transfer the key aspects of the tasks to that employee. The same

holds true for motivation but I would suggest that the aspects of motivation are often overlooked

by many manages as it is the more difficult of the two to identify and manage. Just as with ability

an evaluation of motivation should be considered and then skillfully engage, encourage and

recognize the mental game and thinking of each individual employee.

Dongho Kim

Namseoul University

Cheonan, Korea

Employee motivation is an intricate and sophisticated subject; however, contemporary

managers must face and deal with this topic toobtain organizational success. To enhance

understanding of employee motivation, mangers must recognize the imperativeness of employee

motivation, its concepts, and differences in individual needs. Subsequently, managers need to be

aware of a variety of employee motivational factors and the changes in priorities of these factors

over time.

Moreover, managers have to learn previous and current motivational programs,

examples, and theories behind them because understanding of these fundamentals can enhance

their ability to identify rewards systems that could be matched with employee needs.

This understanding of the employee motivation process requires a systematic approach,

and managers must realize that employee motivation and its process are there to motivate their

employees; therefore, employee input must be valued and included throughout this

process.

Wipa Thaweewararuk

The key objectives of this research were to assess the current situation of GKI, a

Bangkok-based garment company, to develop and implement the appropriate intervention

programs, determine the impact of ODI and the relationship on employee motivation,

communication, training and development and employee performance.

The respondent in this study were 150 employees of the company (almost the entire

staff). This researcher used both the quantitative and qualitative methods to analyze the data.

Pearson correlation was used to find out the relationship between four main variables and

paired-t-test employed to measure the pre- and post-ODI differentials. The results show that

there was an improvement in the organization through ODI. Employee performance improved,

employee motivation was enhanced and supervisor-subordinate communication among co-

workers, and also top executives and employees saw a great improvement as did training that

boosted employee performance, resulting in a positive impact on organization productivity.

Corven management consultants

According to recent research only 36% of senior executives thought their employees

cared about whether or not their business was successful. According to recent research by

Corven management consultants, only 36% of 50 senior executives polled thought their

employees cared about whether or not their business was successful

While it is not new for senior management to see their staff as unmotivated it is, however,

new for them to care about it. It seems as though a growing number of senior executives are

drawing a link between employee motivation and business success. As a result they are keen to

know how motivated staff is, and what causes any lack of motivation.

Mike Emmott

Why is motivation important?

“I cannot understand why employers would not want to measure staff motivation,” said

Mike Emmott, employee relations adviser at the Chartered Institute of Personnel &

Development.

“Above all else, a motivated workforce is likely to produce better quality outputs,” he said.

“However, measuring motivation levels also allows you to assess the success or failure of

specific HR initiatives, and to benchmark your company against others.” He believes that most

companies with a significant number of employees now conduct workforce surveys. Most of

them engage research agencies to run them, both to tap into agency expertise and resource and

because employees are more likely to have faith in the impartiality of the process if it is run by

an independent third party.

Michael Stone

Michael Stone, head of research at employee research provider ERS, points out that

measuring motivation can also help with recruitment and retention.

"Generally on our surveys salary is not the primary reason for wanting to change

employer. Feeling that there are prospects to advance within an organisation, feeling empowered,

feeling valued and liking colleagues are all factors which tend to produce high motivation."- He

said. The surveys and studies dating back to the early 1980s demonstrate that people want more

from work than money. An early study of thousands of workers and managers by the American

Psychological Association clearly demonstrated this. While managers predicted the most

important motivational aspect of work for people would be money, personal time and attention

from the supervisor was cited by workers as most rewarding for them at work.

Bob Nelson

In a recent Workforce article, "The Ten Ironies of Motivation," reward and recognition

guru, Bob Nelson, says, "More than anything else, employees want to be valued for a job well

done by those they hold in high esteem." He adds that people want to be treated as if they are

adult human beings. While what people want from work is situational, depending on the person,

his needs and the rewards that are meaningful to him, giving people what they want from work

is really quite straight forward. People want:

• Control of their work: including such components as the ability to impact decisions; setting

clear and measurable goals; clear responsibility for a complete, or at least defined, task; job

enrichment; tasks performed in the work itself; and recognition for achievement.

• To belong to the in-crowd: including items such as receiving timely information and

communication; understanding management's formulas for decision making; team and meeting

participation opportunities; and visual documention and posting of work progress and

accomplishments.

• The opportunity for growth and development: including education and training; career

paths; team participation; cross-training; and field trips to successful workplaces.

• Leadership: people want clear expectations that provide a picture of the outcomes desired with

goal setting and feedback and an appropriate structure or framework.

Bruce Pfau

Ira Kay

In The Human Capital Edge, authors Bruce Pfau and Ira Kay say that people want

recognition for their individual performance with pay tied to their performance. Employees want

people who don't perform fired; in fact, failure to discipline and fire non-performers is one of the

most demotivating actions an organization can take – or fail to take. It ranks on the top of the list

next to paying poor performers the same wage as non-performers.

Additionally, the authors found that a disconnect continues to exist between what

employers think people want at work and what people say they want. "Employers far underrate

the importance to employees of such things as flexible work schedules or opportunities for

advancement in their decision to join or leave a company.

ResearchMethodology

Research Methodology

It can be understood as the study of research methods.

Research Technique

Research technique can be understood as a specific means, approach or tooland- its-use,

whereby data is gathered and analysed, and inferences are drawn.

Research Method

Research method can be explained as the manner in which a particular project is undertaken.

It comprises one or more research techniques.

Meaning of Research

Research is composed of two syllables: a prefix Re and a verb Search. Re means again, a

new, over again. Search means to examine closely and carefully, to test and try, to probe. It can

also be understood as the systematic way of asking questions.

Research is, thus, an original contribution to the existing stock of knowledge making for its

advancement. It is the pursuit of truth with the help of study, observation, comparison and

experiment.

Definition of research

“Research is a careful inquiry or examination to discover new information or relationships

and to expand and to verify existing knowledge.”

-Francis Rummel

Rational for the study

The purpose of this thesis is to investigate and analyze the factors which motivate

employees, under consideration of individual characteristics.

The secondary purpose of this research is to clarify whether a difference in motivation to

work between manager exists or not and to discover if diverse factors motivate the two or

if they have shared understandings and common factors.

To be able to present a clear picture about what motivates the employees at the work

place and how these factors lead to the satisfaction of the employees.

Overview Of The Research Topic

“A study on motivation to work – An investigation and

Analysis of motivating factors at work place affecting

Employees in the organisation.”

Introduction to motivation

“The secret of getting ahead is getting started”. For true success ask yourself these four

Questions:

Why?

Why Not?

Why Not Me?

Why Not Now?

This is what a manager follows in order to get the output and insist that they find their

own way there. This practice encourages creativity and makes people empowered

enough to innovate their way to achieving “goals”. One of the most important factors

that lead one to their goals is the drive. This drive is known as motivation.

What Is Motivation

When one is fired from the belly and ready to take the difficult path to achieve their

goals and targets, they are said to be motivated. And this is a strong feeling or urge. It

is fired by internal, as well as external factors. Thus, when asked what is motivation?

The answer is as simple as this: It is the driving force that keeps one going towards

one’s goals.

Definitions of Motivation :

o According to “Chael J. Jucius”

“Motivation is the act of stimulating someone or oneself to get a desired course of

action, to push the right button to get desired action”

o According to one of the universally accepted definitions of motivation:

It is an internal state of being, or an internal condition that activates one’s behaviour,

giving it direction. Motivation has also been defined as a desire or need which directs

and energizes behaviour that is oriented towards a goal.

Types of motivation:

Positive Motivation: This brings about positive response to the action that one needs to

undertake in order to achieve their goals

Negative Motivation: Means being reinforced with fear, anxiety and such negative

feelings in order to have tasks and goals achieved

Intrinsic motivation: occurs when people are internally motivated to do something

because it either brings them pleasure, they think it is important, or they feel that what

they are learning is significant.

Extrinsic motivation: this is independent of the task i.e. task is merely a means to an

end. For e.g. when a person works on an assembly line to get high wages. Here a person

is compelled to do something or act a certain way because of factors external to him or

her (like money or getting recognition

Data Analysis And

Interpretation

Q.1) Gender Wise Classification.

Table No – 1

Male99%

Female1%

Chart No – 1

Interpretation:

Above table and chart shows the gender wise classification. There is a 99% male

employee where as only 1% female employees.

Q.2) Age Wise Classification

Parameters No

Male 99

Female 1

Total 100

Parameters Number

20-25 2

25-35 31

35-45 48

45 & Above 19

Total 100

Table No – 2

20-252%

25-3531%

35-4548%

45 & above19%

Chart No – 2

Interpretation:

Above table and chart shows the age wise classification of employees of shree mahavir.

There are 2 % of employees are under the age group of 20-25, 31% of employees are under the

age group of 25-35, 48% of employees are under the age group of 35-45, and rest of 19% of

employees are under the age group of 45 & above.so there are large number of employees falls

under the age group of 45 & above.

Q.3) Qualification Wise Classification

Parameters Number

Schooling 16

Graduate 64

Post Graduate 20

Total 100

Table No – 3

schooling 16%

graduate64%

post graduate20%

Chart No – 3

Interpretation:

Above table and chart shows the age qualification wise classification of employees of

shree mahavir. There are 16% of employees are schooling ,64% of employees are graduates,20%

of employees are post graduates. So there are large number of employees are graduates…

Q.4) Income Wise Classification

Parameters Number

Less Than 5000 2

5000-10000 20

10000-20000 44

More than 20000 34

Total 100

Table No – 4

Less than 50002%

5000-1000020%

10000-2000044%

morethan 2000034%

Chart No – 4

Interpretation:

Above table and chart shows the income wise classification of employees of shree

mahavir. There are only 2 % employees whose income is less than 5000, 20% of employees are

there whose income is between 5000-10000, 44% of employees are there whose income is

between 10000-20000, 34% of employees are there whose income is more than 20000. So there

are large number of employees whose income is 10000-20000.

Q.5) Predefined Procedure Helps Them To Carry Out Their Work.

Parameters Number

Strongly Agree 34

Agree 60

Disagree 5

Strongly Disagree 1

Total 100

Table No – 5

Strongly Agree34%

Agree60%

Disagree5%

Strongly Disagree1%

Chart No – 5

Interpretation:

Here the data indicates that 34% of population Strongly Agrees and 60% Agrees that

predefined Procedure helps them to carry out their work while only 5% Disagree and 1%

Strongly Disagree That predefined polices do not help to carry out their work. This indicates that

majority of Employees i.e 60% of Employees are satisfied with the predefined Procedure to carry

out their work. It means that company formulates its procedure for a particular Work in a manner

which would make employee to work conveniently and fulfill the demands that Are made upon

him, which will realize the organizational goals.

Q.6) High Safety Standards Are Maintained Strictly In The Organization.

Parameters Number

Strongly Agree 40

Agree 50

Disagree 10

Strongly Disagree 0

Total 100

Table No – 6

Strongly Agree40%

Agree50%

Disagree10%

Chart No – 6

Interpretation:

Above table and chart shows the satisfaction level of employees of shree mahavir.there

are 40% of employees are strongly agree that safety standards are maintained strictly, 50% of

employees are agree that safety standards are maintained strictly & rest of 10% of employees are

disagree that safety standards are maintained strictly in the organization.so there are highest

number of persons are agree

Q.7) Employees Do Believe That Their Job Is Secure.

Parameters Number

Strongly Agree 43

Agree 51

Disagree 6

Strongly Disagree 0

Total 100

Table No – 7

Strongly Agree43%

Agree51%

Disagree6%

Chart No – 7

Interpretation:

At mahavir ltd, a considerable number of the Employees feel that their job is secured

i.e.94% Agrees regarding the security of the Job while only 6% Disagree. Along with predefined

procedures, Safety Standards and Job Security the Employees will feel that they hold important

place in the organization and this will motivate them to improve their performance.

Q.8) Employees Are Working In The Environment Where Transparency, Fairness And

Equality In Dealing With Employees Are Maintained.

Parameters Number

Strongly Agree 26

Agree 65

Disagree 8

Strongly Disagree 1

Total 100

Table No – 8

Strongly Agree26%

Agree65%

Disagree8%

Strongly Disagree1%

Chart No – 8

Interpretation:

The above statement can be justified with the above Pie Chart where we can see that 91%

of Employees Agree while 9% Disagree with it.

Q.9) Employees Neither Feel Constrained By The Rules Nor They Feel That There Are Too

Many Unnecessary Rules.

Parameters Number

Strongly agree 17

Agree 67

Disagree 16

Strongly disagree 0

Total 100

Table No – 9

Strongly Agree17%

Agree67%

Disagree16%

Chart No – 9

Interpretation:

The chart presents that there are 84% of the employees who Agree that they don’t feel

constrainted By the rules and there are not too many unnecessary rules while there are 16% who

Disagree with The above statement. Majority of the Employees are satisfied with the rules

framed by the Organization but there are one – fourth Employees who are not satisfied with the

formulation of Rules made in the organization.

Q.10) Employees Are Aware Of Roles And Responsibilities In The Organization.

Parameters Number

Strongly Agree 29

Agree 60

Disagree 11

Strongly Disagree 0

Total 100

Table No – 10

Strongly Agree29%

Agree60%

Disagree11%

Chart No – 10

Interpretation:

Here the data indicates that 89% of Employees Agree that they are very much clear about

their Roles and responsibilities in the organization only 11% Disagree with it. This indicates that

At MAHAVIR LTD. Senior leaders emphasize on clarity of roles and responsibility that one is

expected To perform.

Q.11) Job Rotation Opportunity Provided To Employees Satisfy Them.

Parameters Number

Strongly Agree 29

Agree 51

Disagree 19

Strongly Disagree 1

Total 100

Table No – 11

Chart No – 11

Interpretation:

This means few Employees are satisfied with the Job Rotation opportunity while few are

not. Here Data clearly presents that 29% Strongly Agree while 51% Agree that they are satisfied

but nearly 19% Disagree and 1% Strongly Disagree that they are not satisfied i.e 20% disagree

with the Job Rotation opportunity and so organization should try to provide them with Job

Rotation which Would help them to enhace their skills.

Q.12) Employees Work In A Team And Are Able To Give The Best Results.

Parameters Number

Strongly Agree29%

Agree51%

Disagree19%

Strongly Disagree1%

Strongly Agree 56

Agree 43

Disagree 1

Strongly Disagree 0

Total 100

Table No – 12

Strongly Agree56%

Agree43%

Disagree1%

Chart No – 12

Interpretation:

Here the data indicates that 99% of the employees Agree that they work in a team and

give the best Results while there are only 1% who disagree. This means a very Co-operative

Environment Prevails in the organization that helps the Employees to work in a team and they

co-ordinate Efficently due to which best results are generated. Thus a very Sound Environment

prevails in the Organization.

Q.13) Expectations From Employees Are Clearly Communicated.

Parameters Number

Strongly Agree 31

Agree 65

Disagree 4

Strongly Disagree 0

Total 100

Table No – 13

Strongly Agree31%

Agree65%

Disagree4%

Chart No – 13

Interpretation:

This statement moderately holds true as 96% of the employees Agree that they are clearly

Communicated what is expected from them while 4% Disagree with it. If this is removed from

The organization, it may receive better results than they are recieiving currently.

Q.14) Employees Are Provided The Opportunity To Participate In Decision Making

Procedure.

Parameters Number

Strongly Agree 22

Agree 35

Disagree 15

Strongly Disagree 28

Total 100

Table No - 14

Strongly Agree22%

Agree35%

Disagree15%

Strongly Disagree

28%

Chart No – 14

Interpretation:

Participating in decision making procedure makes Employee feel that they are an

important part of An organization. Here 50% agree that they participate in decision making

procedure while 50% Disagree that they are not provided the opportunity to participate in

decision making procedure.

Q.15) Supervisors Are Fair And Non-Judgmental.

Parameters Number

Strongly Agree 31

Agree 63

Disagree 6

Strongly Disagree 0

Total 100

Table No - 15

Strongly

Agree31%

Agree63%

Disagree6%

Chart No – 15

Interpretation:

At MAHAVIR LTD, the supervisor in the organization is moderately fair and Non-

judgmental Meaning unbiased as the research shows that 31% of Employees Strongly Agrees

and 63% agrees With the statement while 6% disagree with the above statement. It can be said

that majority of Employees are satisfied with the decisions and behavior of the Supervisors,

which is very much Important to make Employees feel that the favoritism is not being practiced

in the organization.

Q.16) Profile Given To The Employees Is Challenging And Is Matching To Their Skill Sets.

Parameters Number

Strongly Agree 27

Agree 64

Disagree 9

Strongly Disagree 0

Total 100

Table No – 16

Strongly Agree

27%

Agree64%

Disagree9%

Chart No – 16

Interpretation:

Organization has provided challenging profile matching to their skill sets which can be

concluded From the above chart which indicates that 91% agree with the statement while 9%

Disagree with The above statement and they believe that the profile given to them can be more

challenging which Can utilize their skills in the best possible manner.

Q.17) Work Equipments Are Provided As Per The Work Need.

Parameters Number

Strongly Agree 45

Agree 52

Disagree 2

Strongly Disagree 1

Total 100

Table No – 17

Strongly Agree45%

Agree52%

Disagree2%

Strongly Disagree1%

Chart No – 17

Interpretation:

It is clear from the above data that the majority agrees that they are being facilitated with

the Required equipments as 97% agrees with the statement. While only 3% Disagree with it.

This indicates that organization provides the work equipments that are sufficient to carry out

their allotted work more efficiently. This will help the employees to work with ease and they will

be motivated towards their work.

Q.18) Employees Are Required To Work Even After Their Working Hours.

Parameters Number

Strongly Agree 43

Agree 55

Disagree 2

Strongly Disagree 0

Total 100

Table No – 18

Strongly Agree43%

Agree55%

Disagree2%

Chart No – 18

Interpretation:

The Above Data Indicates That 98% Agree That They Are Required To Work Even After

Working Hours While Only 2% Disagree With The Above Statement. That Means Employees

Are Overloaded With Work Which Requires Their Commitment Even After Working Hours.

Q.19) Employees Are Working In A Competitive Environment.

Parameters Number

Strongly Agree 48

Agree 47

Disagree 4

Strongly Disagree 1

Total 100

Table No – 19

Strongly Agree48%

Agree47%

Disagree4%

Strongly Disagree1%

Chart No – 19

Interpretation:

Competitive Environment results into better productivity and here in this organization

48% Strongly Agree and 47% Agree with the statement while 3% Disagree with the above

statement. It can be said that the organization maintains the competition among the Employees.

Q.20) Employees Are Working In A Well Designed Infrastructure At Work Place.

Parameters Number

Strongly Agree 54

Agree 44

Disagree 2

Strongly Disagree 0

Total 100

Table No – 20

Strongly Agree54%

Agree44%

Disagree2%

Chart No – 20

Interpretation:

Here only 98% agree with the above statement while 2% disagree with it. Thus the

company needs to improve the infrastructure at work place and should try to provide better

infrastructural facilities to the employees.

Q.21) Management Is Flexible And Understands The Importance Of Balancing Their

Work And Personal Life.

Parameters Number

Strongly Agree 43

Agree 52

Disagree 3

Strongly Disagree 2

Total 100

Table No – 21

Strongly Agree43%

Agree52%

Disagree3%

Strongly Disagree2%

Chart No – 21

Interpretation:

Here 43% Strongly Agree and 52% Agree that management is flexible and understands

the Importance of balancing Employees work and personal life while only 3% Disagree and 2%

Strongly Disagree .

Q.22) Employees Are Motivated With The Responsibilities And Authority Vested Upon

Them.

Parameters Number

Strongly Agree 49

Agree 46

Disagree 3

Strongly Disagree 2

Total 100

Table No – 22

Strongly Agree49%

Agree46%

Disagree3%

Strongly Disagree2%

Chart No – 22

Interpretation

Along with the responsibility given appropriate authority should also be given then only

the Employee will be able to fulfill the demands drawn upon him. At MAHAVIR LTD. 95%

agree that Responsibility and authority vested upon them motivates them while 5% Disagree

with the Statement and this may be due to inappropriate balance between responsibility and

authority.

Q.23) The Lunch Breaks, Rest Breaks And Leaves Given To Them Are Of Sufficient

Duration.

Parameters Number

Strongly Agree 65

Agree 32

Disagree 2

Strongly Disagree 1

Total 100

Table No – 23

Strongly Agree65%

Agree32%

Disagree2%

Strongly Disagree1%

Chart No – 23

Interpretation:

Employees working in an organization require breaks to get free from MAHAVIR LTD.

As Insufficient duration of the breaks will lead to boredom and dissatisfaction. At D 97% Agree

that They get sufficient lunch breaks, rest breaks and leaves while only 3% Disagree for it.

Findings

o There are more number of customers of mahavir ltd is male employees & out of them

48% of employees are between the age of 35-45.

o There are more number of employees have done graduation.

o There are more number of employees having the income between 10000-20000.

o It means that company formulates its procedure for a particular Work in a manner which

would make employee to work conveniently and fulfill the demands that Are made upon

him, which will realize the organizational goals.

o There are 40% of employees are strongly agree that safety standards are maintained

strictly.

o Job Security acts as a great motivator as Employee will be free from mental stress

regarding the insecurity of the job and can fully concentrate on the work alloted to him.

o Employees Are strongly satisfied with The Environment Where Transparency, Fairness

Are Maintained.

o Majority of the Employees are satisfied with the rules framed by the Organization.

o Few Employees are satisfied with the Job Rotation opportunity while few are not.

o Here the data indicates that 99% of the employees Agree that they work in a team and

give the best Results while there are only 1% who disagree.

o There are 96% of the employees Agree that they are clearly Communicated what is

expected from them.

o Majority of the Employees do get the chance to participate in decision making Process

which will motivate them to work as they would like to fulfill the decisions that they have

Taken.

o Majority of Employees are satisfied with the decisions and behavior of the Supervisors.

o Organization provides the work equipments that are sufficient to carry out their

o Allotted work more efficiently & the organization maintains the competition among the

Employees.

o There are 98% of Employees Works Even After Their Working Hours.

o Well designed infrastructure is required for Employees to work conveniently and more

effectively.

o All Employees are motivated with their responsibility and Authority which will lead to

efficient productivity.

o There are number of employees are satisfied with the The Lunch Breaks, Rest Breaks

And Leaves Given To Them.

Suggestions

o As my point of view they have to maintain more transparency & fairness between all the

employees. So they feel more motivated.

o If they give chance to the employees in decision making so they can give their ideas and

top level managers are also get more unique ideas so they can improve their productivity.

o They have to communicate equally with each employee. So no one will be demotivated.

o They give only 30 minutes for lunch break. Instead of 30 minutes if they give 1 hour for

lunch break so it is more convenience for all employees.

o Working hour 7:00 am to 7:00 pm is very long. Employee fell tired and do not give their

best. So they have to reduce their working time as 8 or 10 hour.

o Employees have some problems of transportation if they give the facilities of bus so

employees can feel relax.

o They have to improve their canteen facilities. For employees health issues.

Bibliography

Annual report of Mahavir industry

Catalogue of Mahavir industry

Gerry dezler : Human resource management

shreemahavirmetalcraft.co.in

www.businessstandard.com

www.jamnagarfactoryassociation.com

1. Name: _________________________________________

2. Mobile Number: _________________________________

3. Gender

a) Male b) Female

4. What is your age?

a) 20-25 b) 25-35

c) 35-45 d) 45 & above

5. What is your Qualification?

a) Schooling

b) Graduate

c) Post graduate

6. What is your monthly income?

a) Less than 5000 b) 5000-10000

c) 10000-200000 d) more than 20000

7. Predefined Procedure Helps Them To Carry Out Their Work?

a) Strongly Agree b) Agree

c) Disagree d) Strongly Disagree

8. High Safety Standards Are Maintained Strictly In The Organization.

a) Strongly Agree b) Agree

c) Disagree d) Strongly Disagree

9. Employees Do Believe That Their Job Is Secure.

a) Strongly Agree b) Agree

c) Disagree d) Strongly Disagree

10. Employees Are Working In The Environment Where Transparency,

Fairness And Equality In Dealing With Employees Are Maintained.

a) Strongly Agree b) Agree

c) Disagree d) Strongly Disagree

11. Employees Neither Feel Constrained By The Rules Nor They Feel That

There Are Too Many Unnecessary Rules.

a) Strongly Agree b) Agree

c) Disagree d) Strongly Disagree

12. Employees Are Aware Of Roles And Responsibilities In The Organization.

a) Strongly Agree b) Agree

c) Disagree d) Strongly Disagree

13. Job Rotation Opportunity Provided To Employees Satisfy Them.

a) Strongly Agree b) Agree

c) Disagree d) Strongly Disagree

14. Employees Work In A Team And Are Able To Give The Best Results.

a) Strongly Agree b) Agree

c) Disagree d) Strongly Disagree

15. Expectations From Employees Are Clearly Communicated.

a) Strongly Agree b) Agree

c) Disagree d) Strongly Disagree

16. Employees Are Provided The Opportunity To Participate In Decision

Making Procedure.

a) Strongly Agree b) Agree

c) Disagree d) Strongly Disagree

17. Supervisors Are Fair And Non-Judgmental.

a) Strongly Agree b) Agree

c) Disagree d) Strongly Disagree

18. Profile Given To The Employees Is Challenging And Is Matching To Their

Skill Sets.

a) Strongly Agree b) Agree

c) Disagree d) Strongly Disagree

19. Work Equipments Are Provided As Per The Work Need.

a) Strongly Agree b) Agree

c) Disagree d) Strongly Disagree

20. Employees Are Required To Work Even After Their Working Hours.

a) Strongly Agree b) Agree

c) Disagree d) Strongly Disagree

21. Employees Are Working In A Competitive Environment.

a) Strongly Agree b) Agree

c) Disagree d) Strongly Disagree

22. Employees Are Working In A Well Designed Infrastructure At Work Place.a) Strongly Agree b) Agree

c) Disagree d) Strongly Disagree

23. Management Is Flexible And Understands The Importance Of Balancing Their Work And Personal Life.

a) Strongly Agree b) Agree

c) Disagree d) Strongly Disagree

24. Employees Are Motivated With The Responsibilities And Authority

Vested Upon Them.

a) Strongly Agree b) Agree

c) Disagree d) Strongly Disagree

25. The Lunch Breaks, Rest Breaks And Leaves Given To Them Are Of

Sufficient Duration.

a) Strongly Agree b) Agree

c) Disagree d) Strongly Disagree