CHAPTER-1 1.

1 INTRODUCTION
The project work entitled a STUDY ON EMPLOYEE MOTIVATION with special reference to Hyderabad Industries Ltd; Thrissur is mainly conducted to identify the factors which will motivate the employees and the organizational functions in Hyderabad Industries Ltd, Thrissur. Managements basic job is the effective utilization of human resources for achievements of organizational objectives. The personnel management is concerned with organizing human resources in such a way to get maximum output to the enterprise and to develop the talent of people at work to the fullest satisfaction. Motivation implies that one person, in organization context a manager, includes another, say an employee, to engage in action by ensuring that a channel to satisfy those needs and aspirations becomes available to the person. In addition to this, the strong needs in a direction that is satisfying to the latent needs in employees and harness them in a manner that would be functional for the organization. Employee motivation is one of the major issues faced by every organization. It is the major task of every manager to motivate his subordinates or to create the will to work among the subordinates. It should also be remembered that a worker may be immensely capable of doing some work; nothing can be achieved if he is not willing to work. A manager has to make appropriate use of motivation to enthuse the employees to follow them. Hence this studies also focusing on the employee motivation among the employees of Hyderabad Industries Ltd. The data needed for the study has been collected from the employees through questionnaires and through direct interviews. Analysis and interpretation has been done by using the statistical tools and datas are presented through tables and charts.

1.2 SIGNIFICANCE OF THE STUDY

The study is intended to evaluate motivation of employees in the organization. A good motivational program procedure is essential to achieve goal of the organization. If efficient motivational programmes of employees are made not only in this particular organization but also any other organization; the organizations can achieve the efficiency also to develop a good organizational culture. Motivation has variety of effects. These effects may be seen in the context of an individuals physical and mental health, productivity, absenteeism and turnover. Employee delight has to be managed in more than one way. This helps in retaining and nurturing the true believers who can deliver value to the organization. Proliferating and nurturing the number of true believers 1is the challenge for future and present HR managers.

1.3 OBJECTIVES OF THE STUDY

1.4.1 Primary objective
1. To study the important factors which are needed to motivate the employees.

1.4.2 Secondary Objective.

1. To study the effect of monetary and non-monetary benefits provided by the organization on the employees performance. 2. To study the effect of job promotions on employees. 3. To learn the employees satisfaction on the interpersonal relationship exists in the organization. 4. To provide the practical suggestion for the improvement of organizations performance.

CHAPTER 2
1

2. LITERATURE REVIEW
Rensis Likerthas called motivation as the core of management. Motivation is the core of management. Motivation is an effective instrument in the hands of the management in inspiring the work force .It is the major task of every manager to motivate his subordinate or to create the will to work among the subordinates .It should also be remembered that the worker may be immensely capable of doing some work, nothing can be achieved if he is not willing to work .creation of a will to work is motivation in simple but true sense of term. Motivation is an important function which very manager performs for actuating the people to work for accomplishment of objectives of the organization .Issuance of well conceived instructions and orders does not mean that they will be followed .A manager has to make appropriate use of motivation to enthuse the employees to follow them. Effective motivation succeeds not only in having an order accepted but also in gaining a determination to see that it is executed efficiently and effectively. In order to motivate workers to work for the organizational goals, the managers must determine the motives or needs of the workers and provide an environment in which appropriate incentives are available for their satisfaction .If the management is successful in doing so; it will also be successful in increasing the willingness of the workers to work. This will increase efficiency and effectiveness of the organization .There will be better utilization of resources and workers abilities and capacities.

2.1 The concept of motivation

The word motivation has been derived from motive which means any idea, need or emotion that prompts a man in to action. Whatever may be the behavior of man, there is some stimulus behind it .Stimulus is dependent upon the motive of the person concerned. Motive can be known by studying his needs and desires. There is no universal theory that can explain the factors influencing motives which control mans behavior at any particular point of time. In general, the different motives operate at

different times among different people and influence their behaviors. The process of motivation studies the motives of individuals which cause different type of behavior.

2.2 Definition of Motivation.

According to Edwin B Flippo, Motivation is the process of attempting to influence others to do their work through the possibility of gain or reward.

2.3 Significance of Motivation

Motivation involves getting the members of the group to pull weight effectively, to give their loyalty to the group, to carry out properly the purpose of the organization. The following results may be expected if the employees are properly motivated. 1. The workforce will be better satisfied if the management provides them with opportunities to fulfill their physiological and psychological needs. The workers will cooperate voluntarily with the management and will contribute their maximum towards the goals of the enterprise. 2. Workers will tend to be as efficient as possible by improving upon their skills and knowledge so that they are able to contribute to the progress of the organization. This will also result in increased productivity. 3. The rates of labors turnover and absenteeism among the workers will be low. 4. There will be good human relations in the organization as friction among the workers themselves and between the workers and the management will decrease. 5. The number of complaints and grievances will come down. Accident will also be low. 6. There will be increase in the quantity and quality of products. Wastage and scrap will be less. Better quality of products will also increase the public image of the business.

2.4 Motivation Process.

1. Identification of need

2. Tension 3. Course of action 4. Result Positive/Negative 5. Feed back

2.5 Theories of Motivation.

Understanding what motivated employees and how they were motivated was the focus of many researchers following the publication of the Hawthorne study results (Terpstra, 1979). Six major approaches that have led to our understanding of motivation are Mcclellands Achievement Need Theory, Behavior Modification theory; Abraham H Mallows need hierarchy or Deficient theory of motivation. J.S. Adams Equity Theory, Vrooms Expectation Theory, Two factor Theory. 2.5.1 McClellands Achievement Need Theory. According to McClellands there are three types of needs; 2.5.3 Abraham H Maslow Need Hierarchy or Deficient theory of Motivation. The intellectual basis for most of motivation thinking has been provided by behavioral scientists, A.H Maslow and Frederick Heizberg, whose published works are the Bible of Motivation. Although Maslow himself did not apply his theory to industrial situation, it has wide impact for beyond academic circles. Douglous Mac Gregor has used Maslows theory to interpret specific problems in personnel administration and industrial relations. The crux of Maslows theory is that human needs are arranged in hierarchy composed of five categories. The lowest level needs are physiological and the highest levels are the self actualization needs. Maslow starts with the formation that man is a wanting animal with a hierarchy of needs of which some are lower ins scale and some are in a higher scale or system of values. As the lower needs are satisfied, higher needs emerge. Higher needs cannot be satisfied unless lower needs are fulfilled. A satisfied need is not a motivator. This resembles the standard economic theory of diminishing returns. The hierarchy of needs at work in the

individual is today a routine tool of personnel trade and when these needs are active, they act as powerful conditioners of behavior- as Motivators. Hierarchy of needs; the main needs of men are five. They are physiological needs, safety needs, social needs, ego needs and self actualization needs, as shown in order of their importance.

SelfActualization Ego Needs Social Needs Safety Needs Physiological Needs

Fig (2.1) The above five basic needs are regarded as striving needs which make a person do things. The first model indicates the ranking of different needs. The second is more helpful in indicating how the satisfaction of the higher needs is based on the satisfaction of lower needs. It also shows how the number of person who has experienced the fulfillment of the higher needs gradually tapers off. Physiological or Body Needs: - The individual move up the ladder responding first to the physiological needs for nourishment, clothing and shelter. These physical needs must be equated with pay rate, pay practices and to an extent with physical condition of the job. Safety: - The next in order of needs is safety needs, the need to be free from danger, either from other people or from environment. The individual want to assured, once his bodily needs are satisfied, that they are secure and will continue to be satisfied for foreseeable feature. The

safety needs may take the form of job security, security against disease, misfortune, old age etc as also against industrial injury. Such needs are generally met by safety laws, measure of social security, protective labor laws and collective agreements. Social needs: - Going up the scale of needs the individual feels the desire to work in a cohesive group and develop a sense of belonging and identification with a group. He feels the need to love and be loved and the need to belong and be identified with a group. In a large organization it is not easy to build up social relations. However close relationship can be built up with at least some fellow workers. Every employee wants too feel that he is wanted or accepted and that he is not an alien facing a hostile group. Ego or Esteem Needs: - These needs are reflected in our desire for status and recognition, respect and prestige in the work group or work place such as is conferred by the recognition of ones merit by promotion, by participation in management and by fulfillment of workers urge for self expression. Some of the needs relate to ones esteem e.g.; need for achievement, self confidence, knowledge, competence etc. On the job, this means praise for a job but more important it means a feeling by employee that at all times he has the respect of his supervisor as a person and as a contributor to the organizational goals. Self realization or Actualization needs: - This upper level need is one which when satisfied provide insights to support future research regarding strategic guidance for organization that are both providing and using reward/recognition programs makes the employee give up the dependence on others or on the environment. He becomes growth oriented, self oriented, directed, detached and creative. This need reflects a state defined in terms of the extent to which an individual attains his personnel goal. This is the need which totally lies within oneself and there is no demand from any external situation or person. 2.5.6 Two Factor Theory Douglas McGregor introduced the theory with the help of two views; X assumptions are conservative in style Assumptions are modern in style.

X Theory Individuals inherently dislike work. People must be coerced or controlled to do work to achieve the objectives. People prefer to be directed

Y Theory People view work as being as natural as play and rest People will exercise self direction and control towards achieving objectives they are committed to People learn to accept and seek responsibility.

2.6 Types of Motivation.

Intrinsic motivation occurs when people are internally motivated to do something because it either brings them pleasure, they think it is important, or they feel that what they are learning is morally significant. Extrinsic motivation comes into play when a student is compelled to do something or act a certain way because of factors external to him or her (like money or good grades)

2.7 Incentives
An incentive is something which stimulates a person towards some goal. It activates human needs and creates the desire to work. Thus, an incentive is a means of motivation. In organizations, increase in incentive leads to better performance and vice versa. 2.7.1 Need for Incentives Man is a wanting animal. He continues to want something or other. He is never fully satisfied. If one need is satisfied, the other need need arises. In order to motivate the employees, the management should try to satisfy their needs. For this purpose, both financial and non financial incentives may be used by the management to motivate the workers. Financial incentives or motivators are those which are associated with money. They include wages and

salaries, fringe benefits, bonus, retirement benefits etc. Non financial motivators are those which are not associated with monetary rewards. They include intangible incentives like egosatisfaction, self-actualization and responsibility. INCENTIVES

Financial Incentives Wages and Salaries. Bonus Medical reimbursement Insurance Housing facility Retirement benefits.

Non-financial incentives - Competition - Group recognition - Job security - Praise - Knowledge of result - Workers participation. - Suggestion system. - Opportunities for growth

CHAPTER-3 3.1 INDUSTRIAL PROFILE

Asbestos is a group of minerals with long, thin fibrous crystals. The word "asbestos" is derived from a Greek adjective meaning inextinguishable. The Greeks termed asbestos the "miracle mineral" because of its soft and pliant properties, as well as its ability to withstand heat. Asbestos became increasingly popular among manufacturers and builders in the late 19th century due to its resistance to heat, electricity and chemical damage, its sound absorption and tensile strength. When asbestos is used for its resistance to fire or heat, the fibers are often mixed with cement or woven into fabric or mats. Asbestos was used in some products for its heat resistance, and in the past was used on electric oven and hotplate wiring for its electrical insulation at elevated temperature, and in buildings for its flame-retardant and insulating properties, tensile strength, flexibility, and resistance to chemicals.

The main product ASBESTOS CEMENT SHEET is primarily a cement based product were about 10-15% asbestos fiber is needed to reinforce the cement is weather proof, even through it absorbs moisture, the water will not pass through the product. Asbestos cement is used for corrugated sheets, slates, flat sheet for animal pens, cladding molded fitting, water system rain water gutters, down pipes, under ground pipes and sewer pipes, skills, chalkboards. Most of the asbestos consumed globally is chrysolite. Russia, Kazakhstan is major producers of asbestos. The studies across the globe had not found any increased risk of carrier to the workers even at the levels of fiber/cubic centimeter, whereas the Indian chrysolite cement industry works well bellow 0.5 fiber/cubic centimeter.

3.1.1 Historic usage

Asbestos was named by the ancient Greeks who also recognized certain hazards of the material. The Greek geographer Strabo and the Roman naturalist Pliny the Elder noted that the material damaged lungs of slaves who wove it into cloth. Charlemagne, the first Holy Roman Emperor, is said to have had a tablecloth made of asbestos. Wealthy Persians, who bought asbestos imported over the Hindu Kush, amazed guests by cleaning the cloth by simply exposing it to fire. According to Biruni in his book of Gems, any cloths made of asbestos were called shastakeh. Some of the Persians believed the fiber was fur from an animal named samandar that lived in fire and died when exposed to water. Some archeologists believe that ancients made shrouds of asbestos, wherein they burned the bodies of their kings, in order to preserve only their ashes, and prevent their being mixed with those of wood or other combustible materials commonly used in funeral pyres. Others assert that the ancients used asbestos to make perpetual wicks for sepulchral or other lamps. In more recent centuries, asbestos was indeed used for this purpose. Although asbestos causes skin to itch upon contact, ancient literature indicates that it was prescribed for diseases of the skin, and particularly for the itch. It is possible that they used the term asbestos for alumen plumosum, because the two terms have often been confused throughout history. Asbestos became more widespread during the industrial revolution; in the 1860s it was used as insulation in the U.S. and Canada. Development of the first commercial asbestos mine began in 1879 in the Appalachian foothills of Quebec. By the mid 20th century uses included fire

retardant coatings, concrete, bricks, pipes and fireplace cement, heat, fire, and acid resistant gaskets, pipe insulation, ceiling insulation, fireproof drywall, flooring, roofing, lawn furniture, and drywall joint compound. Approximately 100,000 people in the United States have died, or will die, from asbestos exposure related to ship building. In the Hampton Roads area, a shipbuilding center, mesothelioma occurrence is seven times the national rate. Thousands of metric tons of asbestos were used in World War II ships to wrap the pipes, line the boilers, and cover engine and turbine parts. There were approximately 4.3 million shipyard workers in the United States during WWII; for every thousand workers about fourteen died of mesothelioma and an unknown number died from asbestosis. Asbestos fibers were once used in automobile brake pads and shoes. Since the mid-1990s, a majority of brake pads, new or replacement, have been manufactured instead with linings made of ceramic, carbon, metallic and Aramid fiber (Twaron or Kevlarthe same material

3.1.2 Commercially available roofing materials

The weather proofing material is the topmost or outermost layer, exposed to the weather. Many different kinds of materials have been used as weather proofing material: Thatch is roofing made of plant stalks in overlapping layers. Wheat Straw, widely used in England, France and other parts of Europe. Sea grass, used in coastal areas where there are estuaries such as Scotland. Has a longer life than straw. Claimed to have a life in excess of 60 years. Shingles, called shakes in North America. Shingles is the generic term for a roofing material that is in many overlapping sections, regardless of the nature of the material. The word is also used specifically to denote shingles made of wood.

Red cedar. Life expectancy, up to 30 years. However, young growth red cedar has a short life expectancy. High cost. Should be allowed to breathe.

Hardwood. Very durable roofing found in Colonial Australian architecture, its use now limited to restorations. Slate. High cost with a life expectancy of up to 200 years. Slate cleaves into thin sheets, making it much lighter than concrete tiles, though heavier than sheet steel and other light roof coverings.

Stone slab. Heavy stone slabs (not to be confused with slate) 1"-2" thick were formerly used as roofing tiles in some regions in England. Stone slabs require a very heavyweight roof structure, but their weight makes them storm proof. An obsolete roofing material.

Ceramic tile. High cost, life of more then 100 years. Imbrex and tegula, style dating back to ancient Greece and Rome. Metal shakes or shingles. Long life. High cost, suitable for roofs of 3/12 pitch or greater. Because of the flexibility of metal, they can be manufactured to lock together, giving durability and reducing assembly time.

Mechanically seamed metal. Long life. High cost, suitable for roofs of low pitch such as 0.5/12 to 3/12 pitch.

3.2 COMPANY PROFILE

The year 1946 saw the birth of India. It was also the year HYDERABAD INDUSTRIES LIMITED was founded. Over the decades, it has blazed a pioneering path in the fibre cement industry and has grown into a formidable player. The corporate office of HIL is situated at Hyderabad. The HIL R & D centers situated at Hyderabad and Faridabad support all its manufacturing units to achieve excellency in its manufacturing activities. The Manufacturing facilities are at Hyderabad, Faridabad & Daruhera (Haryana), Chennai (TN), Jasidih

(Jharkhand),

Wada

(Maharashtra),

Vijayawada,

Timmappur

(AP),sutariya

(UP),

Balasore(Orissa) and Thrissur(kerala). The company has four regional offices & over 46 sales depots all over India, all with the purpose of providing convenient services to customers. HYDERABAD INDUSTRIES LIMITED is a flagship Company of the C.K.Birla group of Companies, incorporated on 17th June 1946. HIL has blazed a pioneering path in the building products industry. HIL has led the cement industry for well over five decades. Today HIL is a multi product, multi locational organization with a formidable network of branches, depots, stockiest and personnel spread all over India.

HIL being backed by the organizational and technical expertise of the Birlas, also has a Board of directors comprising experienced personnel from Business, Finance and Industry. The Board is chaired by Mr.C.K.Birla. HILs product range include Fibre Cement roofing sheets in the name of CHARMINAR and MALABAR, Autoclaved Aerated Concrete Blocks and Panels called AEROCON, Calcium Silicate insulation product called HYSIL, Jointing material for Gaskets and Plant and machinery for these products. The HYDERABAD INDUSTRIES LIMITED, Thrissur is situated 10 km away from the Thrissur town. The exact place where the company is situated is Athani, which is an industrial area. This company was incorporated in the year 1985 and commenced production in 1986 in the name as MALABAR BUILDING PRODUCTS, which was a joint venture by HIL and KSIDC (Kerala State Industries Development Corporation. Later in the year 2005 April the company was merged with the HIL completely from the KSIDC. And in the same year the company changed its name to HYDRABAD INDUSTRIES LIMITED. About 200 employees are working in HIL, Thrissur as a whole. In that 110 employees are working in plant, 72 are office staffs and 18 are bargaining staffs. The plant is working for 24 hours and there are three shifts per day. The whole plant is completely automated. The HIL Thrissur plant is producing only the AC roofing sheets in the name of CHARMINAR.

4.1.2 Management is interested in motivating the employees

SL NO PARTICULAR 1 2 3 4 5 Strongly Agree Agree Neutral Disagree Strongly Disagree Total (Table 4.2) NUMBER OF RESPONDENTS 27 20 3 0 0 50 PERCENTAGE 54 40 6 0 0 100

Management is interested in motivating the employees

60 50 40 30 20 10 0 Strongly Agree Agree Netural 3 0 Disagree 0 Strongly Disagree 54 40 Series1

(Chart 4.2)

INTERPRETATION The table shows that 54% of the respondents are strongly agreeing that the management is interested in motivating the employees.

CHAPTER-5 5.2 FINDINGS

The findings of the study are follows The Hyderabad Industries Limited has a well defined organization structure. There is a harmonious relationship is exist in the organization between employees and management. The employees are really motivated by the management. The employees are satisfied with the present incentive plan of the company. Most of the workers agreed that the company is eager in recognizing and acknowledging their work. The study reveals that there is a good relationship exists among employees. Majority of the employees agreed that there job security to their present job. The company is providing good safety measures for ensuring the employees safety. From the study it is clear that most of employees agrees to the fact that performance appraisal activities and support from the coworkers in helpful to get motivated. The study reveals that increase in the salary will motivates the employees more. The incentives and other benefits will influence the performance of the employees.

5.3 SUGGESTIONS
The suggestions for the findings from the study are follows Most of the employees agree that the performance appraisal activities are helpful to get motivated, so the company should try to improve performance appraisal system, so that they can improve their performance. Non financial incentive plans should also be implemented; it can improve the productivity level of the employees. Organization should give importance to communication between employees and gain co-ordination through it. Skills of the employees should be appreciated. Better carrier development opportunities should be given to the employees for their improvement. If the centralized system of management is changed to a decentralized one, then there would be active and committed participation of staff for the success of the organization

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